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作者：Peretz, Hilla; Fried, Yitzhak
作者单位：Braude Academic College of Engineering; Syracuse University
摘要：Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to ab...
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作者：Chen, Xiao-Ping; Liu, Dong; Portnoy, Rebecca
作者单位：University of Washington; University of Washington Seattle; University System of Georgia; Georgia Institute of Technology; Washington State University
摘要：Adopting a multilevel theoretical framework, the authors examined how motivational cultural intelligence influences individual cultural sales the number of housing transactions occurring between people of different cultural origins. Data from 305 real estate agents employed at 26 real estate firms in the United States demonstrated that an individual's motivational cultural intelligence is positively related to his or her cultural sales. This positive relationship is enhanced by the firm's moti...
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作者：Den Hartog, Deanne N.; Belschak, Frank D.
作者单位：University of Amsterdam
摘要：Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior (personal initiative in Study 1 and prosocial proactive behavior in Study 2). As expected, a 3-way interaction qualifies these main effects: In situations of high autonomy, transformational leadership rela...
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作者：Aryee, Samuel; Walumbwa, Fred O.; Seidu, Emmanuel Y. M.; Otaye, Lilian E.
作者单位：Aston University; Arizona State University; Arizona State University-Tempe
摘要：We proposed and tested a multilevel model, underpinned by empowerment theory, that examines the processes linking high-performance work systems (HPWS) and performance outcomes at the individual and organizational levels of analyses. Data were obtained from 37 branches of 2 banking institutions in Ghana. Results of hierarchical regression analysis revealed that branch-level HPWS relates to empowerment climate. Additionally, results of hierarchical linear modeling that examined the hypothesized ...
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作者：Kim, Eugene; Yoon, David J.
作者单位：University System of Georgia; Georgia Institute of Technology; University of Minnesota System; University of Minnesota Twin Cities
摘要：Drawing on the social interaction model, we examine the mediating role that the customer's display of positive emotions plays on the relationship between the employee's display of positive emotions and the employee's positive mood. We also examine the moderating role that the customer's personality traits agreeableness, extraversion, and emotional stability play on the relationship between the employee's display of positive emotions and the customer's display of positive emotions. The results ...
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作者：Richter, Andreas W.; Hirst, Giles; van Knippenberg, Daan; Baer, Markus
作者单位：University of Cambridge; Monash University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Washington University (WUSTL)
摘要：We propose a cross-level perspective on the relation between creative self-efficacy and individual creativity in which team informational resources, comprising both shared knowledge of who knows what (KWKW) and functional background diversity, benefit the creativity of individuals more with higher creative self-efficacy. To test our hypotheses, we conducted a multi-level study with 176 employees working in 34 research and development teams of a multinational company in 4 countries. In support ...
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作者：Debus, Maike E.; Probst, Tahira M.; Koenig, Cornelius J.; Kleinmann, Martin
作者单位：University of Zurich; Washington State University; Saarland University
摘要：Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance and a country's social safety net would affect an individual's appraisal of job insecurity. More specifically, we hypothesized that these 2 ...
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作者：Ng, Thomas W. H.; Feldman, Daniel C.
作者单位：University of Hong Kong; University System of Georgia; University of Georgia
摘要：The present study offers competing hypotheses regarding the relationships of changes in organizational and community embeddedness with changes in work-to-family and family-to-work conflict. Data were collected from 250 U.S. and 165 Chinese managers and professionals, all of whom were married, at 3 points in time over a 10-month period. Results suggest that increases in perceptions of organizational and community embeddedness are associated with increases in work-to-family conflict and family-t...
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作者：Hoever, Inga J.; van Knippenberg, Daan; van Ginkel, Wendy P.; Barkema, Harry G.
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; University of London; London School Economics & Political Science
摘要：Despite the clear importance of team creativity for organizations, the conditions that foster it are not very well understood. Even though diversity, especially diversity of perspectives and knowledge, is frequently argued to stimulate higher creativity in teams, empirical findings on this relationship remain inconsistent. We have developed a theoretical model in which the effect of a team's diversity on its creativity is moderated by the degree to which team members engage in perspective taki...
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作者：Arthaud-Day, Marne L.; Rode, Joseph C.; Turnley, William H.
作者单位：Kansas State University; University System of Ohio; Miami University
摘要：The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on...
