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作者：Ghorpade, J; Hattrup, K; Lackritz, JR
作者单位：California State University System; San Diego State University; California State University System; San Diego State University
摘要：This study explored the measurement equivalence of 3 commonly used psychological measures across samples of U.S. and Indian male and female respondents. Multiple groups structural equations modeling indicated that locus of control was measured equivalently across U.S, and Indian male and female groups, whereas measurement equivalence of a self-esteem scale and a higher order need strength scale was observed across U.S, men, U.S. women, and Indian men. Baseline models for self-esteem and for hi...
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作者：Jex, SM; Bliese, PD
作者单位：University of Wisconsin System; Walter Reed Army Institute of Research (WRAIR); United States Department of Defense; United States Army
摘要：This study built on previous exploratory research (S. M. Jex. & D. M. Gudanowski, 1992) that examined both self-efficacy and collective efficacy as moderators of stressor-strain relations. Based on survey data collected from 2,273 U.S. Army soldiers representing 36 companies, it was found that both self- and collective efficacy moderated the relationship between stressors and strains. Multilevel random coefficient model results revealed that respondents with strong self-efficacy reacted less n...
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作者：Mayer, RC; Davis, JH
作者单位：Baylor University; University of Notre Dame
摘要：Recent theoretical developments have enabled the empirical study of trust for specific referents in organizations. The authors conducted a 14-month field study of employee trust for top management. A 9-month quasi-experiment found that the implementation of a more acceptable performance appraisal system increased trust for top management. The 3 proposed factors of trustworthiness (ability, benevolence, and integrity) mediated the relationship between perceptions of the appraisal system and tru...
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作者：Klein, HJ; Wesson, MJ; Hollenbeck, JR; Alge, BJ
作者单位：University System of Ohio; Ohio State University; Michigan State University; Michigan State University's Broad College of Business
摘要：Goals are central to current treatments of work motivation, and goal commitment is a critical construct in understanding the relationship between goals and task performance. Despite this importance, there is confusion about the role of goal commitment and only recently has this key construct received the empirical attention it warrants. This meta-analysis, based on 83 independent samples, updates the goal commitment literature by summarizing the accumulated evidence on the antecedents and cons...
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作者：Wood, RE; Atkins, PWB; Bright, JEH
作者单位：University of New South Wales Sydney; University of New South Wales Sydney
摘要：Three experimental studies showed that bonuses based on end-of-period determinations of standards led to the setting of more challenging goals but lower performance than a control condition in which bonuses were based on the achievement of self-set goals. Performance differences between the bonus and control conditions were not mediated by levels of self-set goals or goal commitment as predicted by goal theory. However, self-set goals and self-efficacy were significant predictors of performanc...
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作者：Roberson, QM; Moye, NA; Locke, EA
作者单位：University System of Maryland; University of Maryland College Park
摘要：This study examined the mediating role of procedural justice in the relationship between participation and satisfaction. The study design used 3 possible goal-setting methods-assigned, self-set, and participative. A total of 235 undergraduate students participated in 3 trials of a class scheduling task. Structural equation modeling of the predicted model showed that perceived participation affected satisfaction through effects on the perceived fairness of participation in decision-making proce...
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作者：Tesluk, PE; Mathieu, JE
作者单位：Tulane University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：This study investigated how work groups manage performance barriers in their immediate environment to achieve effectiveness. Relationships were tested using data collected from 473 group members, 88 foremen, and 21 managers pertaining to 88 maintenance and construction road crews in a state department of transportation. Performance constraints were found to have a direct negative relationship with performance. Through problem-management strategies, crews were able to minimize these effects bot...
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作者：Choi, JN; Kim, MU
作者单位：University of Michigan System; University of Michigan; Seoul National University (SNU)
摘要：This study examined groupthink and team activities in 30 organizational teams faced with impeding crises. The results show that the groupthink symptoms consisted of 2 factors. Surprisingly, 1 factor of groupthink was significantly and positively related to team performance, whereas the other showed an insignificant negative correlation to performance. Moreover, the symptoms of defective decision making were not significant predictors of team performance. Overall, team activities had a stronger...
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作者：Parker, SK; Sprigg, CA
作者单位：University of Sheffield
摘要：Using a sample of 268 Production employees, this study extended research on R. Karasek's (1979) demands-control model of stress in 2 ways. First, results show that R. Karasek's proposed interaction between demands and control when predicting strain occurred only for more proactive employees. This 3-way interaction helps reconcile previous inconsistent findings about the interaction between demands and control when predicting strain. Second, the study extends research by investigating the deman...
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作者：Dirks, KT
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：This study explored 2 questions: Does the level of trust within a group affect group performance? If so, how does this relationship operate? An experimental method was used to examine 2 roles through which interpersonal trust could affect group performance: a main effect and a moderating effect. The data do not support the main effect that has dominated the literature on interpersonal trust. The data do support the moderating role: Trust seems to influence how motivation is converted into work...
