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作者：Hulsheger, Ute R.; Anderson, Neil; Salgado, Jesus F.
作者单位：Maastricht University; University of Amsterdam; Universidade de Santiago de Compostela
摘要：This article presents a meta-analysis of team-level antecedents of creativity and innovation in the workplace. Using a general input-process-output model, the authors examined 15 team-level variables researched in primary studies published over the last 30 years and their relation to creativity and innovation. An exhaustive search of the international innovation literature resulted in a final sample (k) of 104 independent studies. Results revealed that team process variables of support for inn...
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作者：Weller, Ingo; Holtom, Brooks C.; Matiaske, Wenzel; Mellewigt, Thomas
作者单位：Free University of Berlin; Georgetown University; Helmut Schmidt University
摘要：To better understand the effects of recruitment source on the level and timing of organizational departure, a turnover model incorporating dynamic predictors was examined. A large, longitudinal sample containing both stayers and leavers was analyzed with parametric survival models. Results indicate that the turnover hazard function for individuals recruited through personal recruitment sources was lower early in an employee's tenure than for individuals recruited through formal sources. Moreov...
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作者：Scott, Brent A.; Colquitt, Jason A.; Paddock, E. Layne
作者单位：Michigan State University; State University System of Florida; University of Florida; Singapore Management University
摘要：Research on organizational justice has focused primarily on the receivers of just and unjust treatment. Little is known about why managers adhere to or violate rules of justice in the first place. The authors introduce a model for understanding justice rule adherence and violation. They identify both cognitive motives and affective motives that explain why managers adhere to and violate justice rules. They also draw distinctions among, the justice rules by specifying which rules offer managers...
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作者：Oh, In-Sue; Berry, Christopher M.
作者单位：University of Alberta; Texas A&M University System; Texas A&M University College Station
摘要：This study investigated the usefulness of the five-factor model (FFM) of personality in predicting two aspects of managerial performance (task vs. contextual) assessed by utilizing the 360 degree performance rating system. The authors speculated that one reason for the low validity of the FFM might be the failure of single-source (e.g., supervisor) ratings to comprehensively capture the construct of managerial performance. The operational validity of personality was found to increase substanti...
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作者：Edwards, Jeffrey R.; Cable, Daniel A.
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Research on value congruence has attempted to explain why value congruence leads to positive outcomes, but few of these explanations have been tested empirically. In this article, the authors develop and test I theoretical model that integrates 4 key explanations of value congruence effects, which are framed in terms of communication, predictability, interpersonal attraction, and trust. These constructs are used to explain the process by which value congruence relates to job satisfaction, orga...
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作者：Loi, Raymond; Yang, Jixia; Diefendorff, James M.
作者单位：University of Macau; City University of Hong Kong; University System of Ohio; University of Akron
摘要：This study examined the differential effects of 4 types of organizational just ice on daily job satisfaction at between- and within-individual levels. Specifically, the authors predicted that interpersonal justice and informational justice would exhibit meaningful daily variations and would have direct impacts on individuals' job satisfaction on a daily basis. They further theorized that distributive justice and procedural justice at a between-person level would moderate the within-person rela...
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作者：Hausknecht, John P.; Trevor, Charlie O.; Howard, Michael J.
作者单位：Cornell University; University of Wisconsin System; University of Wisconsin Madison
摘要：Despite substantial growth in the service industry and emerging work on turnover consequences, little research examines how unit-level turnover rates affect essential customer-related outcomes. The authors propose an operational disruption framework to explain why voluntary turnover impairs customers' service quality perceptions. On the basis of a sample of 75 work units and data from 5,631 employee surveys, 59,602 customer surveys, and organizational records. results indicate that unit-level ...
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作者：Hewlin, Patricia Faison
作者单位：Georgetown University
摘要：This study examines a select set of relationships proposed in P. F. Hewlin's (2003) conceptual model of antecedents and consequences of creating facades of conformity. Results from a survey study of 238 employees working in multiple industries indicate that perceived nonparticipative work environments, minority status, self-monitoring, and collectivism are related to creating facades of conformity. emotional exhaustion serves as a mediator between creating facades of conformity and members' in...
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作者：Spencer, Sharmin; Rupp, Deborah E.
作者单位：DePauw University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：This study drew on fairness theory and affective events theory to explain why individuals' emotional labor is impacted by injustice extended toward coworkers by their customers. Pairs of participants worked side by side as customer-service representatives for a simulated organization. They interacted with fair/unfair customers as well as observed face-to-face service encounters between their coworker and fair/unfair customers. Results indicated that participants' emotional labor increased both...
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作者：Berdahl, Jennifer L.; Aquino, Karl
作者单位：University of Toronto; University of British Columbia
摘要：Sexual behavior at work (e.g., sexual jokes and propositions) has been largely portrayed as offensive and harmful. The current research represents the first studies to test whether this is typically the case. Study I surveyed manufacturing and social service workers (N = 238) about their psychological well-being, work withdrawal, and exposure to sexual behavior at work. Respondents indicated how often they were exposed to different sexual behaviors and how much they enjoyed or were bothered by...
