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作者：Russell, CJ
作者单位：University of Oklahoma System; University of Oklahoma - Norman
摘要：Competency ratings were obtained from a hybrid selection system on 98 top-level executives in a predictive validity design. Hierarchical linear modeling results indicated that resource problem-solvingoriented competency ratings predicted initial performance. People-oriented competency ratings predicted subsequent performance trends. Utility estimates suggested that the system generated an additional $3 million in annual profit per candidate selected. Groups of executives with similar performan...
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作者：Tinsley, CH
作者单位：Georgetown University
摘要：Individualism, hierarchy, polychronicity, and explicit-contracting values explain why managers from Germany, Japan, and the United States use a different mix of strategies to negotiate workplace conflict. Hypotheses extend prior research in showing that conflict behavior is multiply determined and that each culture uses a variety of interests, regulations, and power-based conflict management strategies. Results of actual (rather than survey-based) conflict resolution behavior suggest several f...
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作者：Chattopadhyay, P; George, E
作者单位：University of Queensland
摘要：This study examines whether dissimilarity among employees that is based on their work status (i.e., whether they are temporary or internal workers) influences their organization-based self-esteem, their trust in and attraction toward their peers, and their altruism. A model that is based on social identity theory posits that work-status dissimilarity negatively influences each outcome variable and that the strength of this relationship varies depending on whether employees have temporary or in...
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作者：McDaniel, MA; Morgeson, FP; Finnegan, EB; Campion, MA; Braverman, EP
作者单位：Virginia Commonwealth University; Michigan State University; Purdue University System; Purdue University; AT&T
摘要：Although situational judgment tests have a long history in the psychological assessment literature and continue to be frequently used in employment contexts, there has been virtually no summarization of this literature. The purpose of this article is to review the history of such tests and present the results of a meta-analysis on criterion-related and construct validity. On the basis of 102 coefficients and 10,640 people, situational judgment tests showed useful levels of validity (rho = .34)...
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作者：Maslyn, JM; Uhl-Bien, M
作者单位：Vanderbilt University; State University System of Florida; University of Central Florida
摘要：Two hundred thirty-two manager-subordinate dyads provided data on the effort expended toward the development of leader-member exchange (LMX) relationships, how such effort related to expectations about relationship quality, and intentions to exert future effort toward relationship development. For both managers and subordinates, higher quality LMX relationships were reported and expectations were met when the other member of the dyad put forth effort into relationship development. One's own hi...
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作者：Vancouver, JB; Thompson, CM; Williams, AA
作者单位：University System of Ohio; Ohio University; New York University
摘要：The common interpretation of the positive correlation among self-efficacy, personal goals, and performance is questioned. Using self-efficacy theory (A. Bandura. 1977), it was predicted that cross-sectional correlational results were a function of past performance's influence on self-efficacy, and using control theory (W. T. Powers. 1973), it was predicted that self-efficacy could negatively influence subsequent performance. These predictions were supported with 56 undergraduate participants, ...
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作者：Johnson, JW; Carter, GW; Davison, HK; Oliver, DH
摘要：A new method is presented for conducting differential prediction analyses that makes it possible to test differential prediction hypotheses with adequate statistical power even when the sample size within a job or a job family is very small. This method, called synthetic differential prediction analysis, represents an application of the logic of synthetic validation to differential prediction analyses. The authors explain this new method and describe its application in a selection-system valid...
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作者：Masterson, SS
作者单位：University System of Ohio; University of Cincinnati
摘要：This study developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers. In turn, customers should interpret these behaviors as signals of fair treatment, causing them to react positively to both the employee and the organization. The model was tested on a sample of 187 instructors and their students. The results revea...
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作者：Callister, RR; Wall, JA Jr
作者单位：Utah System of Higher Education; Utah State University; University of Missouri System; University of Missouri Columbia
摘要：This research examined conflicts that occur across organizational boundaries, specifically between managed care organizations and health care providers. Using boundary spanning theory as a framework, the authors identified 3 factors in the 1st study (30 interviews) that influence this conflict; (a) organizational power, (b) personal status differences of the individuals handling the conflict. and (c) their previous interactions. These factors affected the individuals' behavioral responses or e...
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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...
