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作者：Choi, Daejeong; Oh, In-Sue; Colbert, Amy E.
作者单位：University of Melbourne; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; University of Iowa
摘要：We examined the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 55 independent samples from 50 studies (N = 18,262) revealed that (a) all FFM traits had positive relationships with affective commitment; (b) all FFM traits had positive relationships with normative commitmen...
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作者：Hoffman, Brian J.; Kennedy, Colby L.; LoPilato, Alexander C.; Monahan, Elizabeth L.; Lance, Charles E.
作者单位：University System of Georgia; University of Georgia
摘要：This study uses meta-analysis and a qualitative review of exercise descriptions to evaluate the content, criterion-related, construct, and incremental validity of 5 commonly used types of assessment center (AC) exercises. First, we present a meta-analysis of the relationship between 5 types of AC exercises with (a) the other exercise types, (b) the 5-factor model of personality, (c) general mental ability (GMA), and (d) relevant criterion variables. All 5 types of exercises were significantly ...
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作者：Greco, Lindsey M.; O'Boyle, Ernest H.; Walter, Sheryl L.
作者单位：University of Iowa
摘要：Despite the alleged frequency of counterproductive work behavior (CWB) in the population, most samples exhibit exceedingly low base rates. One potential explanation for this incongruence is nonre-sponse bias, which leads to range restriction in the CWB distribution. We investigated this possibility by determining whether response rates within CWB research were lower than that found across management research and whether range restriction could explain reduced CWB engagement. We also examined w...
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作者：Courtright, Stephen H.; Thurgood, Gary R.; Stewart, Greg L.; Pierotti, Abigail J.
作者单位：Texas A&M University System; Texas A&M University College Station; University of Iowa; Deloitte Touche Tohmatsu Limited
摘要：Although interdependence is a central aspect of team design, there has been a lack of clarity regarding the meaning and impact of different forms of interdependence. To provide theoretical clarity and to advance research on team interdependence, we develop an organizing, conceptual framework of interdependence in teams and test it using meta-analysis. We first review and tie together different conceptualizations of interdependence in the literature and illustrate how they converge around 2 maj...
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作者：Gabriel, Allison S.; Daniels, Michael A.; Diefendorff, James M.; Greguras, Gary J.
作者单位：Virginia Commonwealth University; Singapore Management University; University System of Ohio; Bowling Green State University; University System of Ohio; University of Akron
摘要：Research on emotional labor focuses on how employees utilize 2 main regulation strategies-surface acting (i.e., faking one's felt emotions) and deep acting (i.e., attempting to feel required emotions)-to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their comb...
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作者：Lemoine, G. James; Parsons, Charles K.; Kansara, Shibani
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：In this temporally lagged study of employees in a service organization, we examined the ways in which feedback regarding organizational citizenship behavior (OCB) may affect employees' motives to continue performing OCBs over time. Building on the self-regulation approach to citizenship (Bolino, Harvey, & Bachrach, 2012), we propose and test an overall model of OCB motive, others' attribution and feedback, and motive fulfillment to determine their impact on continuing OCB. Using a total sample...
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作者：DuVernet, Amy M.; Dierdorff, Erich C.; Wilson, Mark A.
作者单位：DePaul University; North Carolina State University
摘要：Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collection method, rating scale, and data source, as well as project purpose and organizational features, are explored. Meta-analytic results cumulated from...
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作者：Ferguson, Amanda J.; Peterson, Randall S.
作者单位：Northern Illinois University; University of London; London Business School
摘要：This paper examines the phenomenon of trust spirals in small groups. Drawing on literature on the spiral reinforcement of trust, we theorize that diversity in propensity to trust has affective and cognitive consequences related to trust (i.e., feelings of frustration and perceptions of low similarity), reducing the level of experienced intragroup trust early in a group's development. Reduced experienced trust then fuels relationship conflict and lowers trust even further over time, ultimately ...
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作者：Takeuchi, Riki; Bolino, Mark C.; Lin, Cheng-Chen
作者单位：Hong Kong University of Science & Technology; University of Oklahoma System; University of Oklahoma - Norman; National Pingtung University Science & Technology
摘要：Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee-supervi...
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作者：Ng, Thomas W. H.; Feldman, Danicl C.
作者单位：University of Hong Kong; University System of Georgia; University of Georgia
摘要：This study examines the criterion-related and incremental validity of ethical leadership (EL) with metaanalytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes and performance. In terms of incremental validity,...
