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作者：Motowidlo, Stephan J.; Beier, Margaret E.
作者单位：Rice University
摘要：This study compared validities of situational judgment test (SJT) scoring keys that were presumed to be differentially saturated with specific knowledge about effective job behavior and general knowledge about effective trait expression. The keys were based on subject matter experts' effectiveness judgments, undergraduates' effectiveness judgments, and graduate students' trait judgments. We used data reported earlier by Motowidlo, Dunnette, and Carter (1990) with managerial incumbents in telec...
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作者：Bhave, Devasheesh P.; Kramer, Amit; Glomb, Theresa M.
作者单位：Concordia University - Canada; University of Minnesota System; University of Minnesota Twin Cities
摘要：We used social information processing theory to examine the effect of work-family conflict (WFC) at the work group level on individuals' experience of WFC. Consistent with hypotheses, results suggest that WFC at the work group level influences individual WFC over and above the shared work environment and job demands. It was also observed that work group support and demographic dissimilarity moderate this relationship. Moderator analyses suggest that work group social support buffers WFC for in...
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作者：Yakovleva, Maria; Reilly, Richard R.; Werko, Robert
作者单位：Stevens Institute of Technology; United States Department of Defense; US Army Research, Development & Engineering Command (RDECOM)
摘要：Trust between coworkers is critical to the success of organizations and learns. This is especially true for those who are geographically dispersed and who must interact virtually. The authors studied the factors related to the development of trust between pairs of coworkers (dyads) in a new product development team. Some of the members were colocated, and others worked virtually. Using the actor-partner interdependence model, the authors found reciprocal effects for propensity to trust and tru...
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作者：Meade, Adam W.
作者单位：North Carolina State University
摘要：Much progress has been made in the past 2 decades with respect to methods of identifying measurement invariance or a lack thereof. Until now, the focus of these efforts has been to establish criteria for statistical significance in items and scales that function differently across samples. The power associated with tests of differential functioning, as with all significance tests, is affected by sample size and other considerations. Additionally, statistical significance need not imply practic...
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作者：van Dijke, Marius; De Cremer, David; Mayer, David M.
作者单位：Open University Netherlands; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; University of Michigan System; University of Michigan
摘要：Building on fairness heuristic theory, fairness theory, and trust development models, we argue that unfairly enacted procedures decrease followers' trust in the authority particularly when authorities have high power over their followers. Moreover, we expected trust to mediate procedural fairness effects on followers' attitudes (authorities' legitimacy and charisma attributed to authorities) and organizational citizenship behavior. Procedural fairness effects on these variables, as mediated by...
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作者：DeChurch, Leslie A.; Mesmer-Magnus, Jessica R.
作者单位：State University System of Florida; University of Central Florida; University of North Carolina; University of North Carolina Wilmington
摘要：Major theories of team effectiveness position emergent collective cognitive processes as central drivers of team performance. We meta-analytically cumulated 231 correlations culled from 65 independent studies of team cognition and its relations to teamwork processes, motivational states, and performance outcomes. We examined both broad relationships among cognition, behavior, motivation, and performance, as well as 3 underpinnings of team cognition as potential moderators of these relationship...
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作者：Shane, Scott; Nicolaou, Nicos; Cherkas, Lynn; Spector, Tim D.
作者单位：University of Cyprus; University System of Ohio; Case Western Reserve University; University of London; King's College London
摘要：We applied multivariate genetics techniques to a sample of 3,412 monozygotic and dizygotic twins from the United Kingdom and 1,300 monozygotic and dizygotic twins from the United States to examine whether genetic factors account for part of the covariance between the Big Five personality characteristics and the tendency to be an entrepreneur. We found that common genes influenced the phenotypic correlations between only Extraversion and Openness to Experience and the tendency to be an entrepre...
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作者：Reynolds, Scott J.; Leavitt, Keith; DeCelles, Katherine A.
作者单位：University of Washington; University of Washington Seattle; United States Department of Defense; United States Army; United States Military Academy; University of Toronto
摘要：We empirically examine the reflexive or automatic aspects of moral decision making. To begin, we develop and validate a measure of an individual's implicit assumption regarding the inherent morality of business. Then, using an in-basket exercise, we demonstrate that an implicit assumption that business is inherently moral impacts day-to-day business decisions and interacts with contextual cues to shape moral behavior. Ultimately, we offer evidence supporting a characterization of employees as ...
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作者：Lievens, Filip; Sanchez, Juan I.; Bartram, Dave; Brown, Anna
作者单位：Ghent University; State University System of Florida; Florida International University
摘要：Although rating differences among incumbents of the same occupation have traditionally been viewed as error variance in the work analysis domain, such differences might often capture substantive discrepancies in how incumbents approach their work. This study draws from job crafting, creativity, and role theories to uncover situational factors (i.e., occupational activities, context, and complexity) related to differences among competency ratings of the same occupation. The sample consisted of ...
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作者：Raver, Jana L.; Nishii, Lisa H.
作者单位：Queens University - Canada; Cornell University
摘要：Despite scholars' and practitioners' recognition that different forms of workplace harassment often co-occur in organizations, there is a paucity of theory and research on how these different forms of harassment combine to influence employees' outcomes. We investigated the ways in which ethnic harassment (EH), gender harassment (GH), and generalized workplace harassment (GWH) combined to predict target individuals' job-related, psychological, and health outcomes. Competing theories regarding a...
