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作者：Howell, JM; Hall-Merenda, KE
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital
摘要：The authors examined the linkages between leader-member exchange (LMX), transformational and transactional leadership, and physical distance in predicting performance of 317 followers over a 1-year period. Results from a partial least squares analysis revealed that LMX was related positively to transformational and contingent reward leadership and negatively to management-by-exception. LMX and active management-by-exception positively predicted follower performance, and physical distance moder...
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作者：Gowan, MA; Riordan, CM; Gatewood, RD
作者单位：State University System of Florida; University of Central Florida; University System of Georgia; University of Georgia
摘要：This study presented and tested a model of response to involuntary job loss based on R. S. Lazarus and S. Folkman's (1984) theory of stress, appraisal, and coping. The sample included 202 individuals who provided self-report survey data at approximately 6 and 12 months following a company closing. Structural equation modeling provided support for the fit of the overall model and partial support for the hypotheses. Specifically, results indicated that coping resources are related both to the co...
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作者：Wanberg, CR; Kanfer, R; Rotundo, M
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University System of Georgia; Georgia Institute of Technology
摘要：This study investigated 3 broad classes of individual-differences variables (job-search motives. competencies, and constraints) as predictors of job-search intensity among unemployed job seekers. Also assessed was the relationship between job-search intensity and reemployment success in a longitudinal context. Results show significant relationships between the predictors employment commitment, financial hardship, job-search self-efficacy, and motivation control and the outcome job-search inten...
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作者：Gelfand, MJ; Realo, A
作者单位：University System of Maryland; University of Maryland College Park; University of Tartu
摘要：This research incorporates the theory of individualism-collectivism into research on accountability in intergroup negotiations. Given that accountability is fundamentally a norm enforcement mechanism and that norms and standards for behavior vary for individualists and collectivists (H. R. Markus & S. Kitayama, 1991; H. C. Triandis, 1995) it was predicted that accountability would differentially affect individualists and collectivists in intergroup negotiations. In support of this, results fro...
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作者：Lynch, PD; Eisenberger, R; Armeli, S
作者单位：University of Delaware
摘要：Retail employees in Study 1 and employees from multiple organizations in Study 2 completed a questionnaire investigating the moderating effect of perceived organizational support (POS) on the relationship of employees' fear of exploitation in exchange relationships (reciprocation wariness) and their in-role and extra-role job performance. When POS was low, reciprocation wariness was negatively related to in-role and extra-role job performance. With high POS, reciprocation wariness was positive...
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作者：Weisband, S; Atwater, L
作者单位：University of Arizona; Arizona State University; Arizona State University-Downtown Phoenix
摘要：After completing a decision task electronically or face to face, 105 students rated their own and other group members' contribution to the task completion and their degree of liking for group members. Actual contributions were the number of task relevant remarks each person contributed. Results indicated that self-ratings of contribution were more inflated and less accurate in electronic communication than in face-to-face communication. Liking accounted for significant variance in ratings of o...
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作者：Donovan, JJ; Radosevich, DJ
作者单位：State University of New York (SUNY) System; University at Albany, SUNY
摘要：The present review examined the relationship between conditions of massed practice and spaced practice with respect to task performance. A meta-analysis of 63 studies with 112 effect sizes yielded an overall mean weighted effect size of 0.46, indicating that individuals in spaced practice conditions performed significantly higher than those in massed practice conditions. Subsequent analyses, however, suggested that the nature of the task being practiced, the intertrial time interval, and the i...
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作者：Karakowsky, L; Siegel, JP
作者单位：York University - Canada; University of Toronto
摘要：Much of the research that has examined the behavioral consequences of membership in mixed-gender work groups suggests that men are more participative and influential in task-related behavior. Drawing from elements of sociological, structural, and psychological perspectives, this study examined the effects of group gender composition and gender orientation of the group's task on patterns of emergent leadership behavior. Participants were assigned to male-dominated, female-dominated, or balanced...
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作者：Seibert, SE; Crant, JM; Kraimer, ML
作者单位：University of Notre Dame; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：This study examined the relationship between proactive personality and career success by surveying a sample of 496 employees (320 men and 176 women) from a diverse set of occupations and organizations. Proactive personality was positively associated with both self-reported objective (salary and promotions) and subjective (career satisfaction) indicators of career success. Hierarchical regression analyses showed that proactive personality explained additional variance in both objective and subj...
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作者：Ployhart, RE; Ryan, AM; Bennett, M
作者单位：Michigan State University
摘要：The effects of explanation features on participants' reactions toward a selection decision were examined in 2 studies. In Study 1, students were provided with scenarios where informational (justification, procedural, personal, control) and sensitivity (sensitive or control) features of explanations were crossed with a selection decision to assess their effects on 3 applicant reactions: process fairness, self-perceptions, and organizational perceptions. In general, personal information enhanced...
