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作者：Zohar, D
作者单位：Technion Israel Institute of Technology
摘要：This article presents and tests a group-level model of safety climate to supplement the available organization-level model. Climate perceptions in this case are related to supervisory safety practices rather than to company policies and procedures. The study included 53 work groups in a single manufacturing company. Safety climate perceptions, measured with a newly developed scale, revealed both within-group homogeneity and between-groups variation. Predictive validity was measured with a new ...
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作者：Weitlauf, JC; Smith, RE; Cervone, D
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Washington; University of Washington Seattle
摘要：Concern for personal safety is a pervasive stressor for many women. Developing competencies in physical self-defense may empower women to engage more freely in daily activities with less fear. This study assessed the effects of physical self-defense training on multiple aspects of women's perceived self-efficacy and other self-reported personality characteristics. Training powerfully increased task-specific (self-defense) efficacy beliefs as well as physical and global efficacy beliefs. Traini...
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作者：Kravitz, DA; Klineberg, SL
作者单位：Rice University; Rice University
摘要：Houston-area Whites (n = 414), Blacks (n = 392), American-born Hispanics (n = 162), and Hispanic immigrants (n = 177) evaluated a self-defined typical affirmative action plan (AAP) and a tiebreak AAP that applies under conditions of equal qualifications and underrepresentation. Whites preferred Tiebreak; Blacks and Hispanics preferred the typical AAP. The groups differed in beliefs about the procedures and fairness of affirmative action (AA), perceptions of workplace discrimination, and politi...
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作者：Kovera, MB; McAuliff, BD
作者单位：State University System of Florida; Florida International University
摘要：Scientifically trained and untrained judges read descriptions of an expert's research in which the peer review status and internal validity were manipulated. Seventeen percent of the judges said they would admit the expert evidence, irrespective of its internal validity. Publication in a peer-reviewed journal also had no effect on judges' decisions. Training interacted with the internal validity manipulation. Scientifically trained judges rated valid evidence more positively than did untrained...
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作者：Schaubroeck, J; Lam, SSK; Xie, JL
作者单位：Drexel University; University of Hong Kong; City University of Hong Kong; University of Toronto; University Toronto Scarborough
摘要：This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting low job self-efficacy, perceived control exacerbated the effects of demands. However, in a matched Hong Kong sample, collective efficacy interneted in...
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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：Van Scotter, JR; Motowidlo, SJ; Cross, TC
作者单位：University of Memphis; State University System of Florida; University of Florida; Drake University
摘要：Evidence from 2 samples of Air Force mechanics supported the hypothesis that contextual performance affects employees' career advancement and rewards over time. Results of hierarchical regressions controlling for experience showed task performance and contextual performance each predicted systemic rewards. Each facet explained separate variance in promotability ratings over 2 years. In both samples, contextual performance explained separate variance in informal rewards but task performance did...
