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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：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：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：Stark, S; Chernyshenko, OS; Chan, KY; Lee, WC; Drasgow, F
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：The effects of faking on personality test scores have been studied previously by comparing (a) experimental groups instructed to fake or answer honestly, (b) subgroups created from a single sample of applicants or nonapplicants by using impression management scores, and (c) job applicants and nonapplicants. In this investigation, the latter 2 methods were used to study the effects of faking on the functioning of the items and scales of the Sixteen Personality Factor Questionnaire. A variety of...
