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作者：Chiaburu, Dan S.; Oh, In-Sue; Berry, Christopher M.; Li, Ning; Gardner, Richard G.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Virginia Commonwealth University; Texas A&M University System; Texas A&M University College Station
摘要：Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeablenes...
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作者：Johnson, Russell E.; Rosen, Christopher C.; Djurdjevic, Emilija
作者单位：Michigan State University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Researchers are often concerned with common method variance (CMV) in cases where it is believed to bias relationships of predictors with criteria. However, CMV may also bias relationships within sets of predictors; this is cause for concern, given the rising popularity of higher order multidimensional constructs. The authors examined the extent to which CMV inflates interrelationships among indicators of higher order constructs and the relationships of those constructs with criteria. To do so,...
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作者：Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the proc...
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作者：Kotsou, Ilios; Nelis, Delphine; Gregoire, Jacques; Mikolajczak, Moira
作者单位：Universite Catholique Louvain; University of Liege
摘要：This study aimed to investigate (a) whether it is possible to increase emotional competence (EC) in adulthood; (b) whether this improvement results in better mental, physical, and social adjustment; (c) whether this improvement can be maintained I year later; and (d) whether these benefits are accompanied by a reduction in stress-hormone secretion (i.e., cortisol). One hundred and thirty-two participants were randomly assigned to an EC-enhancing intervention (in group format) or to a control g...
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作者：Oreg, Shaul; Sverdlik, Noga
作者单位：University of Haifa; Open University Israel; Reichman University
摘要：Following an analysis of the concept of imposed change, we propose 2 factors that jointly contribute to an individual's experience of ambivalence to imposed change. In a secondary analysis of data (N = 172) and 2 field studies (N = 104, N = 89), we showed that individuals' personal orientation toward change interacts with their orientation toward the change agent and yields ambivalence. Specifically, among employees with a positive orientation toward the change agent (i.e., high trust in manag...
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作者：Agerstrom, Jens; Rooth, Dan-Olof
作者单位：Linnaeus University
摘要：This study examined whether automatic stereotypes captured by the implicit association test (TAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credettials but differed with respect to the applicant's weight. Discriminatory behavior was quantified by the extent to which the hiring managers invited normal-weight versus obese applicants to a job int...
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作者：Messersmith, Jake G.; Guthrie, James P.; Ji, Yong-Yeon; Lee, Jeong-Yeon
作者单位：George Washington University; University of Kansas; University System of Maryland; Towson University
摘要：Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the...
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作者：Randall, Kenneth R.; Resick, Christian J.; DeChurch, Leslie A.
作者单位：Drexel University; Banner Research; Banner Health; State University System of Florida; University of Central Florida
摘要：The current study draws on motivated information processing in groups theory to propose that leadership functions and composition characteristics provide teams with the epistemic and social motivation needed for collective information processing and strategy adaptation. Three-person teams performed a city management decision-making simulation (N = 74 teams; 222 individuals). Teams first managed a simulated city that was newly formed and required growth strategies and were then abruptly switche...
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作者：Bechtoldt, Myriam N.; Rohrmann, Sonja; De Pater, Irene E.; Beersma, Bianca
作者单位：Goethe University Frankfurt; University of Amsterdam
摘要：There is ample empirical evidence for negative effects of emotional labor (surface acting and deep acting) on workers' well-being. This study analyzed to what extent workers' ability to recognize others' emotions may buffer these effects. In a 4-week study with 85 nurses and police officers, emotion recognition moderated the relationship between emotional labor and work engagement: Workers with high emotion recognition engaging in emotional labor did not report lower work engagement after 4 we...
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作者：Lievens, Filip; Patterson, Fiona
作者单位：Ghent University; City St Georges, University of London
摘要：In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 ...
