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作者：Maier, GW; Brunstein, JC
作者单位：University of Munich; University of Potsdam
摘要：This study examined the importance of 3 characteristics of personal work goals (i,e,, commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i,e,, job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found t...
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作者：Moon, H
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：The author proposes that 2 facets of conscientiousness, duty and achievement striving, affect decision makers in escalation of commitment dilemmas in opposing ways, thus masking the predictive ability of a broad measure of conscientiousness. It is proposed that duty is associated with an other-centered orientation and that achievement striving is associated with a self-centered orientation. Analyses of decisions from 360 respondents showed that duty was associated with a deescalation of commit...
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作者：Alge, BJ
作者单位：Purdue University System; Purdue University
摘要：Electronic workplace surveillance is raising concerns about privacy and fairness. Integrating research on electronic performance monitoring, procedural justice, and organizational privacy, the author proposes a framework for understanding reactions to technologies used to monitor and control employees. To test the framework's plausibility. temporary workers performed computer/Web-based tasks under varying levels of computer surveillance. Results indicated that monitoring job-relevant activitie...
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作者：Smith, DB; Hanges, PJ; Dickson, MW
作者单位：Cornell University; University System of Maryland; University of Maryland College Park; Wayne State University
摘要：Recently, 2 separate yet related criticisms have been levied against the adequacy of the five-factor model (or Big Five) as a descriptive taxonomy of job applicant personality: frame of reference effects (M, J. Schmit & A. M. Ryan, 1993) and socially desirable responding (A. F. Snell & M, A. McDaniel, 1998), Of interest, although both criticisms suggest that the five-factor model is inadequate, the frame of reference effects criticism suggests that the factor structure should be more complex, ...
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作者：Gelfand, MJ; Nishii, LH; Holcombe, KM; Dyer, N; Ohbuchi, KI; Fukuno, M
作者单位：University System of Maryland; University of Maryland College Park; Tohoku University
摘要：This article integrates theory from the cognitive tradition in negotiation with theory on culture and examines cultural influences on cognitive representations of conflict. The authors predicted that although there may be universal (etic) dimensions of conflict construals, there also may be culture-specific (emic) representations of conflict in the United States and Japan. Results of multidimensional scaling analyses of U.S. and Japanese conflict episodes supported this view. Japanese and Amer...
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作者：Prussia, GE; Fugate, M; Kinicki, AJ
作者单位：Seattle University; Arizona State University; Arizona State University-Tempe
摘要：This longitudinal study developed a reemployment coping goal construct and examined its role in a job-loss context. Several predictors of displaced workers' reemployment coping goal intensity were examined: human capital, employment commitment, internal coping resources, and anticipation of job loss. Results show that human capital, employment commitment, internal coping resources, and anticipation of job loss positively predicted a reemployment coping goal. Human capital also directly predict...
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作者：Iverson, RD; Deery, SJ
作者单位：University of Melbourne
摘要：This study investigated the impact of positive affectivity (PA) and negative affectivity (NA) on employee tardiness, early departure, and absenteeism, controlling for demographic, job-related, and environmental variables. The 3 temporary withdrawal measures were collected from organizational records in the 12 months following the survey. The LISREL analysis was based on a sample of 362 blue-collar employees from a multinational automotive manufacturer, The results indicate that individuals hig...
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作者：Rhoades, L; Eisenberger, R; Armeli, S
作者单位：University of Delaware
摘要：Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study I found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N = 333) and a 3-year span (N = 226). POS was p...
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作者：Tepper, BJ; Duffy, MK; Shaw, JD
作者单位：University of North Carolina; University of North Carolina Charlotte; University of Kentucky
摘要：Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive super-vision. The relationship between abusive supervision and subordinates' dysfunctional resistance was stronger among subordinates who were lower in conscientiousness than among subordinates who w...
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作者：MacLaren, VV
作者单位：University of New Brunswick
摘要：The guilty knowledge polygraph test (GKT; D. T. Lykken, 1959, 1960) is a psychophysiological method of identifying suspects with concealed information about a crime. A meta-analysis of 50 treatment groups drawn from 22 laboratory simulation studies (total N = 1,247) was conducted to provide a comprehensive estimate of GKT accuracy under controlled conditions. Electrodermal measures correctly identified 76% of participants with concealed knowledge and 83% of those without information. Informed ...
