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作者：Turnley, WH; Bolino, MC
作者单位：Kansas State University; University of Notre Dame
摘要：A study was conducted to test the hypothesis that high self-monitors more effectively manage impressions than low self-monitors do. Students in work groups indicated the extent to which they used 5 impression-management tactics over the course of a semester-long project. At the project's conclusion, students provided their perceptions of the other members of their group. The relationship between impression management and image favorability was then examined across 339 student-student dyads. Th...
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作者：Jockin, V; Arvey, RD; McGue, M
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：A sample of 489 employed men between 32 and 36 years old responded to questions concerning rates of having engaged in work-place aggression and conflict, These individuals also completed a personality inventory, and questionnaires related to past antisocial behavior and alcohol abuse, Consistent with prior research, workplace aggression and conflict were significantly correlated with particular personality variables (stress reaction, aggression. and control) as well as with general past antiso...
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作者：Douthitt, EA; Aiello, JR
作者单位：Rutgers University System; Rutgers University New Brunswick; Rutgers University System; Rutgers University New Brunswick
摘要：Procedural justice and social facilitation theories were used to investigate effects of 2 kinds of process control on fairness perceptions, task satisfaction and performance of complex, computer-monitored tasks. A laboratory study manipulated participation (high or low voice) and monitoring approach (monitoring, control over monitoring, or no monitoring). High-voice participants perceived higher justice. Monitored participants reported higher satisfaction with high voice and lower satisfaction...
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作者：Douglas, SC; Martinko, MJ
作者单位：State University System of Florida; Florida State University
摘要：This study investigates the relationship between individual differences and the incidence of workplace aggression in a sample of employees from a transportation company and a public school system. Hierarchical multiple regression analysis indicated that measures of trait anger, attribution style, negative affectivity, attitudes toward revenge, self-control, and previous exposure to aggressive cultures accounted for 62% of the variance in the participants' self-reported incidence of workplace a...
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作者：Gong, YP; Shenkar, O; Luo, YD; Nyaw, MK
作者单位：University System of Ohio; Ohio State University; University of Miami; Lingnan University
摘要：Insights from transaction cost economics were used to study the boundary conditions underlying the role conflict and ambiguity of 265 CEOs in Chinese-based international joint ventures. Role conflict and ambiguity were lower when the contract between parents was more complete. Contract completeness fully mediated the effects of parent objective gap and parent formalization on role ambiguity but only partially so in the case of role conflict. Role conflict was lower when the foreign parent was ...
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作者：Lubinski, D; Webb, RM; Morelock, MJ; Benbow, CP
作者单位：Vanderbilt University
摘要：Adolescents identified before the age of 13 (N = 320) as having exceptional mathematical or verbal reasoning abilities (top 1 in 10.000) were tracked over 10 years. They pursued doctoral degrees at rates over 50 times base-rate expectations, with several participants having created noteworthy literary, scientific, or technical products by their early 20s. Early observed distinctions in intellectual strength (viz., quantitative reasoning ability over verbal reasoning ability, and vice versa) pr...
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作者：VandeWalle, D; Cron, WL; Slocum, JW Jr
作者单位：Southern Methodist University; Southern Methodist University
摘要：This study examined the relationship of goal orientation and performance over a series of 2 challenging performance events. After providing performance feedback on the 1st event, the authors found that the relationship between a learning goal orientation and performance remained positive for the 2nd event, the relationship between a proving goal orientation and performance diminished from a positive to a nonsignificant level, and the relationship between an avoiding goal orientation and perfor...
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作者：Bettencourt, LA; Gwinner, KP; Meuter, ML
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Kansas State University; California State University System; California State University Los Angeles; California State University System; California State University Chico
摘要：Attitude, personality, and customer knowledge antecedents were compared in their predictive ability of 3 service-oriented forms of employee organizational citizenship behaviors (OCBs): loyalty, service delivery, and participation. For the I st study, 236 customer-contact employees provided data concerning their OCBs and the attitude, personality, and knowledge antecedents. The 2nd investigation relied on data provided by 144 contact employees from a network of university libraries. Using hiera...
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作者：James, EH; Brief, AP; Dietz, J; Cohen, RR
作者单位：Emory University; Tulane University; Tulane University; Western University (University of Western Ontario); University Western Ontario Hospital; Avon Products
摘要：The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes, First. in an experiment, White prospective job recruits, as expected. rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer whose EEO/AA policies were trained more generally. Second, the results of a field study showed that prejudice against Black, moderated the re...
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作者：Lyness, KS; Judiesch, MK
作者单位：City University of New York (CUNY) System; Baruch College (CUNY)
摘要：This study examined the relationships of gender, promotions, and leaves of absence to voluntary turnover for 26,359 managers in a financial services organization. Using Cox regression analyses and controlling for human capital, the authors found that, contrary to their prediction, female managers' voluntary turnover rates were slightly lower than those of their male counterparts. Managers who had been promoted were less likely to resign than nonpromoted managers only if the promotion had occur...
