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作者：Fritz, Charlotte; Yankelevich, Maya; Zarubin, Anna; Barger, Patricia
作者单位：Portland State University; University System of Ohio; Bowling Green State University
摘要：Mentally distancing oneself from work during nonwork time can help restore resources lost because of work demands. In this study, we examined possible outcomes of such psychological detachment from work, specifically well-being and job performance. Although employees may need to mentally detach from work to restore their well-being, high levels of detachment may require a longer time to get back into working mode, which may be negatively associated with job performance. Our results indicate th...
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作者：Grant, Adam M.; Wrzesniewski, Amy
作者单位：University of Pennsylvania; Yale University
摘要：Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In S...
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作者：Erdogan, Berrin; Bauer, Talya N.
作者单位：Portland State University
摘要：The leader-member exchange (LMX) literature has established that leaders differentiate among their followers. Yet little is known about the effects of LMX differentiation (within-group variation in LMX quality). In this study, we contend that the effects of LMX differentiation on the employee outcomes of work attitudes, coworker relations, and employee withdrawal behaviors will be contingent upon the level of procedural and distributive justice climate. Data from 276 employees working in 25 st...
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作者：Farh, Jiing-Lih; Lee, Cynthia; Farh, Crystal I. C.
作者单位：Northeastern University; Hong Kong University of Science & Technology; Hong Kong Polytechnic University; University System of Maryland; University of Maryland College Park
摘要：Bridging the task conflict, team creativity, and project team development literatures, we present a contingency model in which the relationship between task conflict and team creativity depends on the level of conflict and when it occurs in the life cycle of a project team. In a study of 71 information technology project teams in the greater China region, we found that task conflict had a curvilinear effect on team creativity, such that creativity was highest at moderate levels of task conflic...
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作者：Reb, Jochen; Greguras, Gary J.
作者单位：Singapore Management University
摘要：The present two studies integrate and extend the literatures on dynamic performance, performance attributions, and rating purpose, making several important contributions. First, examining attributions of dynamic performance, Study I predicted that performance mean and trend would affect judged ratee ability and effort and that performance variation would affect locus of causality; both predictions were supported by the results. Second, investigating the interaction between dynamic performance ...
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作者：Greer, Lindred L.; van Kleef, Gerben A.
作者单位：University of Amsterdam
摘要：Power is an inherent characteristic of social interaction, yet research has yet to fully explain what power and power dispersion may mean for conflict resolution in work groups. We found in a field study of 42 organizational work groups and a laboratory study of 40 negotiating dyads that the effects of power dispersion on conflict resolution are contingent on the level of interactants' power, thereby explaining contradictory theory and findings on power dispersion. We found that when members h...
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作者：Skarlicki, Daniel P.; Rupp, Deborah E.
作者单位：University of British Columbia; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The moral perspective of justice proposes that when confronted by another person's mistreatment, third parties can experience a deontic response, that is, an evolutionary-based emotional reaction that motivates them to engage in retribution toward the transgressor. In this article, we tested whether the third party's deontic reaction is less strong when a rational (vs. experiential) processing frame is primed. Further, we tested whether third parties high (vs. low) in moral identity are more r...
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作者：Beus, Jeremy M.; Payne, Stephanie C.; Bergman, Mindy E.; Arthur, Winfred, Jr.
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：Our purpose in this study was to meta-analytically address several theoretical and empirical issues regarding the relationships between safety climate and injuries. First, we distinguished between extant safety climate -> injury and injury -> safety climate relationships for both organizational and psychological safety climates. Second, we examined several potential moderators of these relationships. Meta-analyses revealed that injuries were more predictive of organizational safety climate tha...
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作者：Johnson, Russell E.; Lord, Robert G.
作者单位：State University System of Florida; University of South Florida; University System of Ohio; University of Akron
摘要：The authors provide one of the first tests of whether justice has effects at implicit or subconscious levels. By manipulating justice in a laboratory experiment, they found that the activation of interdependent and individual self-identities were higher when people experienced fairness and unfairness, respectively. Although these effects occurred at both implicit and explicit levels, they were stronger in the former case. These identity-based effects proved to be important because they mediate...
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作者：Umphress, Elizabeth E.; Bingham, John B.; Mitchell, Marie S.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Brigham Young University; University System of Georgia; University of Georgia
摘要：We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field studies support the interaction effect and show that individuals who strongly identify with their organi...
