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作者：Sinaceur, Marwan; Van Kleef, Gerben A.; Neale, Margaret A.; Adam, Hajo; Haag, Christophe
作者单位：INSEAD Business School; University of Amsterdam; Stanford University; Northwestern University; emlyon business school
摘要：Is communicating anger or threats more effective in eliciting concessions in negotiation? Recent research has emphasized the effectiveness of anger communication, an emotional strategy. In this article, we argue that anger communication conveys an implied threat, and we document that issuing threats is a more effective negotiation strategy than communicating anger. In 3 computer-mediated negotiation experiments, participants received either angry or threatening messages from a simulated counte...
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作者：Nahrgang, Jennifer D.; Morgeson, Frederick P.; Hofmann, David A.
作者单位：Arizona State University; Arizona State University-Tempe; Michigan State University; Michigan State University's Broad College of Business; University of North Carolina; University of North Carolina Chapel Hill
摘要：In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health ...
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作者：Van Iddekinge, Chad H.; Roth, Philip L.; Putka, Dan J.; Lanivich, Stephen E.
作者单位：State University System of Florida; Florida State University; Clemson University
摘要：A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measureme...
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作者：Chen, Gilad; Sharma, Payal Nangia; Edinger, Suzanne K.; Shapiro, Debra L.; Farh, Jiing-Lih
作者单位：University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology
摘要：Using cross-cultural laboratory and field studies with samples of leaders, employees, and students from the United States and the People's Republic of China, we examined how team-level stimuli, including empowering leadership and relationship conflict, combine to influence individual members' motivational states of psychological empowerment and affective commitment. As predicted, we found that these motivational states are individually and jointly influenced by teams' level of empowering leade...
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作者：Becker, William J.; Cropanzano, Russell
作者单位：Texas Christian University; University of Arizona
摘要：Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a downward performance change may increase the likelihood of organizational separation. Drawing on decision theory, we propose and test an integrative fra...
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作者：Liu, Dong; Fu, Ping-ping
作者单位：University System of Georgia; Georgia Institute of Technology; Chinese University of Hong Kong
摘要：This study examined the roles of 3 multilevel motivational predictors in proteges' personal learning in teams: an autonomy-supportive team climate, mentors' autonomy support, and proteges' autonomy orientation. The authors followed 305 proteges in 58 teams for 12 weeks and found that all 3 predictors were positively related to the proteges' personal learning in teams and that an autonomy-supportive team climate augmented the effects of mentors' autonomy support and proteges' autonomy orientati...
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作者：Lam, Catherine K.; Van der Vegt, Gerben S.; Walter, Frank; Huang, Xu
作者单位：City University of Hong Kong; University of Groningen; Hong Kong Polytechnic University
摘要：This study developed a multilevel model of the interpersonal harming behavior associated with social comparison processes in work teams. We tested this model using temporally lagged data from a sample of student teams (Study 1) and cross-sectional data from a sample of work teams in a telecommunication services company (Study 2). In both studies, social relations analyses revealed that in teams with less cooperative goals, comparison to a higher performing team member was positively associated...
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作者：Lang, Jessica; Bliese, Paul D.; Lang, Jonas W. B.; Adler, Amy B.
作者单位：Walter Reed Army Institute of Research (WRAIR); US Army Medical Research Directorate-Georgia (USAMRD-G); United States Department of Defense; United States Army
摘要：The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a rev...
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作者：Lambert, Lisa Schurer
作者单位：University System of Georgia; Georgia State University
摘要：The reciprocal exchange of employees' work for pay that is central to employment relationships is viewed here through the lens of the psychological contract. A psychological contract involves promised inducements, promised contributions, delivered inducements, and delivered contributions: How an employee cognitively integrates these 4 elements is a central question in psychological contract theory. Three alternative approaches for integrating the 4 elements were drawn from discrepancy theory, ...
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作者：Oh, In-Sue; Wang, Gang; Mount, Michael K.
作者单位：Virginia Commonwealth University; University of Iowa
摘要：Conclusions reached in previous research about the magnitude and nature of personality performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model (FFM) personality traits and overall job performance. Our results show that the operational validities of FFM traits based on observer ratings are ...
