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作者：Gonzalez-Mule, Erik; Mount, Michael K.; Oh, In-Sue
作者单位：University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of job performance, this meta-analytically derived conclusion is based largely on measures of task or overall performance. The primary purpose of this study is to address a void in the research literature by conducting a meta-analysis to determine the direction and magnitude of the correlation of GMA with 2 dimensions o...
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作者：Mullins, Heather M.; Cortina, Jose M.; Drake, Christopher L.; Dalal, Reeshad S.
作者单位：George Mason University; Henry Ford Health System; Henry Ford Hospital
摘要：Sleepiness, the biological drive to sleep, is an important construct for the organizational sciences. This physiological phenomenon has received very little attention in the organizational science literature in spite of the fact that it influences a wide variety of workplace behaviors. In this article, we develop a framework through which sleepiness can be fruitfully studied. We describe (a) what sleepiness is and how it can be differentiated conceptually from related concepts such as fatigue,...
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作者：Nye, Christopher D.; Brummel, Bradley J.; Drasgow, Fritz
作者单位：Michigan State University; University of Tulsa; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Sexual harassment has received a substantial amount of empirical attention over the past few decades, and this research has consistently shown that experiencing these behaviors has a detrimental effect on employees' well-being, job attitudes, and behaviors at work. However, these findings, and the conclusions that are drawn from them, make the implicit assumption that the empirical models used to examine sexual harassment are properly specified. This article presents evidence that properly spe...
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作者：Colquitt, Jason A.; Baer, Michael D.; Long, David M.; Halvorsen-Ganepola, Marie D. K.
作者单位：University System of Georgia; University of Georgia; William & Mary; University of Notre Dame
摘要：Although social exchange theory has become one of the most oft-evoked theories in industrial and organizational psychology, there remains no consensus about how to measure its key mechanism: social exchange relationships (Blau, 1964). Drawing on Cropanzano and Byrne's (2000) review of contemporary social exchange theorizing, we examined the content validity of perceived support, exchange quality, affective commitment, trust, and psychological contract fulfillment as indicators of social exchan...
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作者：Luciano, Margaret M.; Mathieu, John E.; Ruddy, Thomas M.
作者单位：University of Connecticut; Becton Dickinson
摘要：External leaders continue to be an important source of influence even when teams are empowered, but it is not always clear how they do so. Extending research on structurally empowered teams, we recognize that teams' external leaders are often responsible for multiple teams. We adopt a multilevel approach to model external leader influences at both the team level and the external leader level of analysis. In doing so, we distinguish the influence of general external leader behaviors (i.e., aver...
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作者：Liu, Songqi; Wang, Mo; Liao, Hui; Shi, Junqi
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; State University System of Florida; University of Florida; University System of Maryland; University of Maryland College Park; Sun Yat Sen University
摘要：Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job sear...
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作者：Courtright, Stephen H.; Colbert, Amy E.; Choi, Daejeong
作者单位：Texas A&M University System; Texas A&M University College Station; University of Iowa; University of Melbourne
摘要：Leadership development research has largely drawn on experiential and enactive learning theories to explore the positive effects of developmental challenge on leaders. In contrast, we examined potential positive and negative effects of developmental challenge (i.e., challenging job assignments) on leader behavior through an alternative theoretical lens-transactional stress theory. We predicted, on one hand, that developmental challenge may be associated with higher leader engagement and transf...
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作者：Liu, Wu; Gong, Yaping; Liu, Jun
作者单位：Hong Kong Polytechnic University; Hong Kong University of Science & Technology; Renmin University of China; Renmin University of China
摘要：Drawing upon the notion of managerial discretion from upper echelons theory, we theorize which external contingencies moderate the relationship between collective organizational citizenship behavior (COCB) and unit performance. Focusing on business unit (BU) management teams, we hypothesize that COCB of BU management teams enhances BU performance and that this impact depends on environmental uncertainty and BU management-team decision latitude, 2 determinants of managerial discretion. In parti...
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作者：Chang, Song; Jia, Liangding; Takeuchi, Riki; Cai, Yahua
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作者：Nahum-Shani, Inbal; Henderson, Melanie M.; Lim, Sandy; Vinokur, Amiram D.
作者单位：University of Michigan System; University of Michigan; University System of Ohio; Ohio Wesleyan University; National University of Singapore
摘要：Empirical investigations concerning the interplay between supervisor support and supervisor undermining behaviors and their effects on employees yielded contradictory findings, with some studies suggesting that support buffers the adverse effects of undermining, and others suggesting that support exacerbates these adverse effects. Seeking to explain such contradictory findings, we integrate uncertainty-management perspectives with coping theory to posit that relational uncertainty is inherent ...
