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作者：Maltarich, Mark A.; Nyberg, Anthony J.; Reilly, Greg
作者单位：Saint Ambrose University; University of South Carolina System; University of South Carolina Columbia; University of Connecticut
摘要：Despite much research into cognitive ability as a selection tool and a separate large literature on the causes of voluntary turnover, little theoretical or empirical work connects the two. We propose that voluntary turnover is also a potentially key outcome of cognitive ability. Incorporating ideas from the person environment fit literature and those regarding push and pull influences on turnover, we posit a theoretical connection between cognitive ability and voluntary turnover that addresses...
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作者：Aguinis, Herman; Culpepper, Steven A.; Pierce, Charles A.
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Children's Hospital Colorado; University of Colorado System; University of Colorado Denver; University of Colorado Anschutz Medical Campus; University of Memphis
摘要：We developed a new analytic proof and conducted Monte Carlo simulations to assess the effects of methodological and statistical artifacts on the relative accuracy of intercept- and slope-based test bias assessment. The main simulation design included 3,185,000 unique combinations of a wide range of values for true intercept- and slope-based test bias, total sample size, proportion of minority group sample size to total sample size, predictor (i.e., preemployment test scores) and criterion (i.e...
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作者：Taras, Vas; Kirkman, Bradley L.; Steel, Piers
作者单位：University of North Carolina; University of North Carolina Greensboro; Texas A&M University System; Texas A&M University College Station; University of Calgary
摘要：Using data from 598 studies representing over 200,000 individuals, we meta-analyzed the relationship between G. Hofstede's (1980a) original 4 cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of rho = 0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics ...
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作者：Korsgaard, M. Audrey; Meglino, Bruce M.; Lester, Scott W.; Jeong, Sophia S.
作者单位：University of South Carolina System; University of South Carolina Columbia; University of Wisconsin System; University of Wisconsin Eau Claire
摘要：The definition of organizational citizenship behavior (OCB) has evolved froth one in which the behavior is unrewarded to one in which rewards play a significant role. As a result, little is known about mechanisms that sustain unrewarded OCB. We used the theory of other orientation to examine 2 mechanisms based on the norm of reciprocity: the obligation to reciprocate the benefits already received from another (paying you back) and the expected reciprocity that one's actions will stimulate futu...
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作者：Eisenberger, Robert; Karagonlar, Gokhan; Stinglhamber, Florence; Neves, Pedro; Becker, Thomas E.; Gonzalez-Morales, M. Gloria; Steiger-Mueller, Meta
作者单位：University of Houston System; University of Houston; University of Delaware; Universite Catholique Louvain; University of Evora; University of Delaware; University of Guelph
摘要：In order to account for wide variation in the relationship between leader member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the associatio...
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作者：Crawford, Eean R.; LePine, Jeffery A.; Rich, Bruce Louis
作者单位：State University System of Florida; University of Florida; California State University System; California State University San Marcos
摘要：We refine and extend the job demands resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consiste...
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作者：Perry, Sara Jansen; Witt, L. A.; Penney, Lisa M.; Atwater, Leanne
作者单位：University of Houston System; University of Houston Downtown; University of Houston; University of Houston System; University of Houston; University of Houston System; University of Houston
摘要：Exhaustion has a significant impact on employees and organizations, and leader behavior may affect it. We applied conservation of resources theory to test propositions regarding the joint effects of goal-focused leadership (GFL) and personality on employee exhaustion. We proposed that the relationship between GFL and exhaustion depends on employees' standing on both conscientiousness and emotional stability. Specifically, we expected that high-conscientiousness subordinates experience greater ...
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作者：Venkataramani, Vijaya; Green, Stephen G.; Schleicher, Deidra J.
作者单位：University System of Maryland; University of Maryland College Park; Purdue University System; Purdue University
摘要：We examined the proposition that leaders' social network ties in the larger organization influence the quality of their leader-member exchange (LMX) with their employees, which, in turn, impacts these employees' job satisfaction and turnover intentions. Using multilevel, multisource data from a field study of 184 bank employees nested within 42 branch managers, we found that leaders who had higher quality relationships with their bosses and who were more central in their peer networks were per...
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作者：Sonnentag, Sabine; Binnewies, Carmen; Mojza, Eva J.
作者单位：University of Konstanz; Johannes Gutenberg University of Mainz
摘要：The authors of this study examined the relation between job demands and psychological detachment from work during off-job time (i.e., mentally switching off) with psychological well-being and work engagement. They hypothesized that high job demands and low levels of psychological detachment predict poor well-being and low work engagement. They proposed that psychological detachment buffers the negative impact of high job demands on well-being and work engagement. A longitudinal study ( 12-mont...
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作者：Barrick, Murray R.; Swider, Brian W.; Stewart, Greg L.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Iowa
摘要：The authors of this study examine how evaluations made during an early stage of the structured interview (rapport building) influence end of interview scores, subsequent follow-up employment interviews, and actual internship job offers. Candidates making better initial impressions received more internship offers (r = .22) and higher interviewer ratings (r = .42). As predicted, initial evaluations of candidate competence extend beyond liking and similarity to influence subsequent interview outc...
