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作者：Rogelberg, SG; Luong, A; Sederburg, ME; Cristol, DS
作者单位：University System of Ohio; Bowling Green State University; University System of Ohio; Bowling Green State University
摘要：Employees (N = 194) from a wide variety of organizations participated in this study aimed at describing the attitudes of individuals who refuse to respond to an employee survey request (noncompliants). Noncompliants, in comparison with those individuals who would comply with the survey request, possessed greater intentions to quit, less organizational commitment, and less satisfaction toward supervisors and their own jobs. Noncompliants also possessed more negative beliefs regarding how their ...
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作者：Chan, D; Schmitt, N
作者单位：National University of Singapore; Michigan State University
摘要：Intraindividual change over time is the essence of the change phenomenon hypothesized to occur in the individual newcomer adaptation process. Many important adaptation questions cannot be answered without an adequate conceptualization and assessment of intraindividual change. Using a latent growth modeling approach to data collected from 146 doctoral program newcomers over 4 repeated measurements spaced at 1-month intervals, the authors explicitly modeled interindividual differences in intrain...
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作者：McNatt, DB
作者单位：University of Iowa
摘要：To determine the existence and relative magnitude of the Pygmalion effect among adults within management contexts, a mete-analysis of 17 relevant studies (58 effect sizes; N = 2,874) was conducted to provide an estimate of the population mean effect size and variation from Pygmalion interventions. Performance measures in these studies included exam scores, performance appraisals, and physical output. Results indicate that Pygmalion effects can be fairly strong within some management contexts (...
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作者：Stewart, MM; Shapiro, DL
作者单位：University System of Georgia; University of Georgia; University of North Carolina; University of North Carolina Chapel Hill
摘要：In a replication and extension of the study by M. E. Heilman, hi. C. Simon, and D. P. Repper (1987), 201 undergraduates participated in a simulation in which they experienced differing selection procedures and outcome feedback. Selection procedures did not have the deleterious effects on women that were found previously. Instead, race interacted with gender to moderate this relationship, and outcome played a significant role in participant self-evaluations. Black participants rated their leade...
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作者：Fisher, RP; Falkner, KL; Trevisan, M; McCauley, MR
作者单位：State University System of Florida; Florida International University; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：The cognitive interview (CT) was modified for use in an epidemiological study in which respondents were asked to recall their daily physical activities from the distant past (35 years ago). In comparison to a traditional epidemiological interview, the CI elicited many more responses and also more precise responses. Several practical costs, however, were incurred by the CI: additional time to train interviewers and to conduct interviews and difficulties in coding the responses. The costs and be...
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作者：Bernardin, HJ; Cooke, DK; Villanova, P
作者单位：State University System of Florida; Florida Atlantic University; University of North Carolina; Appalachian State University
摘要：The authors studied the relationship between the Big Five personality factors and rating elevation among 111 students making peer evaluations. It was hypothesized that Conscientiousness (C) scores would be negatively correlated with rating level and that Agreeableness (A) scores would be positively correlated with rating level. We further predicted that individuals who were low on C and high on A would produce the most elevated ratings. As predicted, A scores were positively related to rating ...
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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：Judge, TA; Bono, JE; Locke, EA
作者单位：University of Iowa; University System of Maryland; University of Maryland College Park
摘要：This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were ...
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作者：Mathieu, JE; Heffner, TS; Goodwin, GF; Salas, E; Cannon-Bowers, JA
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Tennessee System; University of Tennessee at Chattanooga; United States Department of Defense; United States Navy
摘要：The influence of teammates' shared mental models on team processes and performance was tested using 56 undergraduate dyads who flew a series of missions on a personal-computer-based flight combat simulation. The authors bath conceptually and empirically distinguished between teammates' task- and team-based mental models and indexed their convergence or sharedness using individually completed paired-comparisons matrices analyzed using a network-based algorithm. The results illustrated that both...
