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作者：Wang, Xiao-Hua (Frank); Howell, Jane M.
作者单位：Vlerick Business School; Western University (University of Western Ontario)
摘要：We developed a dual-level transformational leadership scale to measure individual-focused behavior at the individual level and group-focused behavior at the group level, and we validated the scale using a sample of 203 members from 60 work groups in a Canadian company. Results show that individual-focused leadership behavior, at the individual level, was positively related to task performance and personal initiative; group-focused leadership behavior, at the group level, was positively associa...
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作者：Joseph, Dana L.; Newman, Daniel A.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Research and valid practice in emotional intelligence (El) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of El with cognitive intelligence and Big Five personality; and (c) application of the El label to 2 distinct sets of constructs (i.e., ability-based El and mixed-based EI). In the current article, the authors propose and th...
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作者：Kim, Eugene; Glomb, Theresa M.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Drawing on the victim precipitation model, this study provides an empirical investigation of the relationship between cognitive ability and victimization at work. We propose that people high in cognitive ability are more prone to victimization. In this study, we also examine the direct and moderating effects of victims' personality traits, specifically the 2 interpersonally oriented personality dimensions of agency and communion. Results support the direct positive relationship of cognitive ab...
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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：This article examines the effects of organizational embeddedness on employees' activities to build social capital and human capital. To test a latent growth model, we collected data from 375 managers at multiple points over an 8-month period. We found that the more embedded employees perceived themselves to be at Time I. the more likely they were to show declines in social capital development behaviors over time. In addition, declines in social capital development behavior were directly relate...
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作者：Ng, Thomas W. H.; Feldman, Daniel C.; Lam, Simon S. K.
作者单位：University of Hong Kong; University System of Georgia; University of Georgia
摘要：This study examined the relationships among psychological contract breaches, organizational commitment, and innovation-related behaviors (generating, spreading, implementing innovative ideas at work) over a 6-month period. Results indicate that the effects of psychological contract breaches on employees are not static. Specifically, perceptions of psychological contract breaches strengthened over time and were associated with decreased levels of affective commitment over time. Further, increas...
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作者：Schleicher, Deidra J.; Van Iddekinge, Chad H.; Morgeson, Frederick P.; Campion, Michael A.
作者单位：Purdue University System; Purdue University; State University System of Florida; Florida State University; Michigan State University; Michigan State University's Broad College of Business
摘要：This article explores the intersection of 2 critical and timely concerns in personnel selection-applicant retesting and subgroup differences-by exploring demographic differences in retest effects across multiple assessments. Results from large samples of applicants taking 3 written tests (N = 7,031) and 5 performance tests (N = 2,060) revealed that Whites showed larger retest score improvements than Blacks or Hispanics on several of the assessments. However, the differential improvement of Whi...
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作者：Farmer, Steven M.; Van Dyne, Linn
作者单位：Wichita State University; Michigan State University
摘要：This article presents a model integrating research on idealized and situated selves. Our key premise is that identity-relevant behaviors are most likely to occur in the workplace when identities are psychologically central and activating forces make those identities salient. Analysis of matched data from 278 employees, supervisors, and organizational records generally supported our model. Helping identity and industrious work identity were positively associated with related role behaviors only...
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作者：Schmidt, Aaron M.; DeShon, Richard P.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Michigan State University
摘要：Recent research (e.g., Vancouver & Kendall, 2006; Vancouver, Thompson, Tischner, & Putka, 2002; Vancouver, Thompson, & Williams, 2001) has challenged the conventional view of self-efficacy as a positive influence on performance, finding a negative within-person relationship between self-efficacy and performance. In the current study, performance ambiguity is examined as a potential boundary condition for this negative self-efficacy effect. As hypothesized, self-efficacy was negatively related ...
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作者：Ilies, Remus; Fulmer, Ingrid Smithey; Spitzmuller, Matthias; Johnson, Michael D.
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作者：Lam, Catherine K.; Huang, Xu; Janssen, Onne
作者单位：Hong Kong Polytechnic University; University of Groningen
摘要：In this study, we investigated how supervisors' emotional exhaustion and service climate jointly influence the relationship between subordinates' emotional exhaustion and their display of positive emotions at work. Using data from frontline sales employees and their immediate supervisors in a fashion retailer, we hypothesized and found that under the condition of a less positive service climate, subordinates' emotional exhaustion was more negatively related to their positive emotional display ...
