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作者：Wanberg, CR; Banas, JT
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Washington University (WUSTL)
摘要：It is becoming increasingly important for employees to be able to cope with change in the workplace, This longitudinal study examined a set of Individual differences and context-specific predictors of employee openness (i.e., change acceptance and positive view of changes) toward a set of workplace changes. Personal resilience (a composite of self-esteem, optimism, and perceived control) was related to higher levels of change acceptance. Three context-specific variables (information received a...
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作者：Wanberg, CR; Kanfer, R; Banas, JT
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University System of Georgia; Georgia Institute of Technology; Washington University (WUSTL)
摘要：This study examined predictors and outcomes of networking intensity (i.e., individual actions directed toward contacting friends, acquaintances, and referrals to get information, leads, or advice on getting a job) during the job searches of a sample of unemployed individuals. The study used a Big Five framework, in which extraversion and conscientiousness were associated with both higher levels of networking intensity and higher use of other traditional job-search methods. Networking comfort (...
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作者：Richman-Hirsch, WL; Olson-Buchanan, JB; Drasgow, F
作者单位：California State University System; California State University Fresno; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The present study explored the impact of administration medium on examinees' affective reactions. The research compared managers' reactions with 3 versions of the Conflict Resolution Skillls Assessment (J. B. Oison-Buchanan et al.. 1998) that were identical in content but varied in terms of the level of technology used: a paper-and-pencil form, a written form administered by computer (i.e., a computerized page-turner), and a multimedia form administered by computer. Managers completing the mul...
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作者：Scullen, SE; Mount, MK; Goff, M
作者单位：North Carolina State University; University of Iowa
摘要：This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were us...
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作者：Colquitt, JA; LePine, JA; Noe, RA
作者单位：State University System of Florida; University of Florida; University System of Ohio; Ohio State University
摘要：This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxiety, age, cognitive ability, self-efficacy, valence, job involvement) and situational characteristics (e.g., climate). Moreover, training motivation...
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作者：Steele-Johnson, D; Beauregard, RS; Hoover, PB; Schmidt, AM
作者单位：University System of Ohio; Wright State University Dayton
摘要：Two studies tested the joint effects of goal orientation and task demands on motivation, affect, and performance, examining different factors affecting task demands. In Study 1 (N = 199), task difficulty was found to moderate the effect of goal orientation on performance and affect (i.e., satisfaction with performance). In Study 2 (N = 189), task consistency was found to moderate the effect of goal orientation on self-efficacy and intrinsic motivation. Results are discussed in relation to self...
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作者：Ryan, AM; Sacco, JM; McFarland, LA; Kriska, SD
作者单位：Michigan State University
摘要：The authors examined applicant self-selection from a multiple hurdle hiring process. The relationships of the selection status of 3,550 police applicants (self-selected out prior to 1 of the hurdles, passing, or failing! and perceptions of the organization, commitment to a law enforcement job, expectations regarding the job, employment status, the need to relocate, the opinions of family and friends, and perceptions of the hiring process were examined. Differences between those who stayed in t...
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作者：Schminke, M; Ambrose, ML; Cropanzano, RS
作者单位：Creighton University; University of Colorado System; University of Colorado Boulder; Colorado State University System; Colorado State University Fort Collins
摘要：This study explored the relationship between 3 dimensions of organizational structure-centralization, formalization, and size-and perceptions of procedural and interactional fairness. Data from 11 organizations (N = 209) indicated that, as predicted, centralization was negatively related to perceptions of procedural fairness, and organizational size was negatively related to interactional fairness. However, contrary to predictions, formalization was not related to perceptions of procedural fai...
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作者：Roznowski, M; Dickter, DN; Hong, S; Sawin, LL; Shute, VJ
作者单位：University System of Ohio; Ohio State University; University of California System; University of California Santa Barbara
摘要：Theoretical arguments and analyses from 2 studies provide compelling evidence that computerized measures of information-processing skills and abilities are highly useful supplements to more traditional, paper-based measures of general mental ability for predicting individuals' capacity to learn from and perform on highly challenging, multifaceted tutors. These tutors were designed to emulate learning and performance in complex real-world settings. Hierarchical confirmatory factor analysis prov...
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作者：Cavanaugh, MA; Boswell, WR; Roehling, MV; Boudreau, JW
作者单位：Cornell University
摘要：This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge-related self-reported stress is positively related to job satisfaction and negatively related to job search. In contrast, hin...
