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作者：Humphrey, Stephen E.; Morgeson, Frederick P.; Mannor, Michael J.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Michigan State University; Michigan State University's Broad College of Business; University of Notre Dame
摘要：Although numerous models of team performance have been articulated over the past 20 years. these models have primarily focused oil the individual attribute approach to team composition. The authors utilized a role composition approach, which investigates how the characteristics of a set of role holders impact team effectiveness, to develop a theory of the strategic core of team's. Their theory suggests that certain team roles are most important for team performance and that the characteristics...
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作者：Zhou, Jing; Shin, Shung Jae; Brass, Daniel J.; Choi, Jaepil; Zhang, Zhi-Xue
作者单位：Rice University; Washington State University; University of Kentucky; Singapore Management University; Peking University
摘要：Taking an interactional perspective on creativity, the authors examined the influence of social networks and conformity value on employees' creativity. They theorized and found a curvilinear relationship between number of weak ties and creativity such that employees exhibited greater creativity when their number of weak ties was at intermediate levels rather than at lower or higher levels. In addition, employees' conformity value moderated the curvilinear relationship between number of weak ti...
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作者：Ferris, D. Lance; Brown, Douglas J.; Lian, Huiwen; Keeping, Lisa M.
作者单位：Singapore Management University; University of Waterloo; Wilfrid Laurier University
摘要：Researchers have assumed that low self-esteem predicts deviance, but empirical results have been mixed. This article draws upon recent theoretical developments regarding contingencies of self-worth to clarify the self-esteem/deviance relation. It was predicted that self-esteem level would relate to deviance only when self-esteem was not contingent on workplace performance. In this manner, contingent self-esteem is a boundary condition for self-consistency/behavioral plasticity theory predictio...
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作者：Blanton, Hart; Jaccard, James; Klick, Jonathan; Mellers, Barbara; Mitchell, Gregory; Tetlock, Philip E.
作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; State University System of Florida; Florida International University; University of Pennsylvania; University of California System; University of California Berkeley
摘要：The rebuttals offered by the authors whose data we reanalyzed (A. R. McConnell & J. M. Leibold, 2001; J. C. Ziegert & P. J. Hanges, 2005) address secondary issues that do not alter our primary message: The evidence for the predictive validity of the race Implicit Association Test is too fragile to support the strong claims that have been made about the pervasiveness of prejudice and the linkages between Implicit Association Test scores and discriminatory behavior. Greater caution in both the l...
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作者：Colbert, Amy E.; Witt, L. A.
作者单位：University of Iowa; University of Houston System; University of Houston
摘要：The authors tested the hypothesis that goal-focused leadership enables conscientious workers to perform effectively by helping them to accurately understand organizational goal priorities. Data collected from 162 workers in a private sector document processing organization supported the hypotheses that goal-focused leadership moderates the relationship between conscientiousness and job performance and that person-organization goal congruence mediates this moderated relationship. Specifically, ...
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作者：Krings, Franciska; Facchin, Stephanie
作者单位：University of Lausanne; University of Neuchatel
摘要：This study demonstrated relations between men's perceptions of organizational justice and increased sexual harassment proclivities. Respondents reported higher likelihood to sexually harass under conditions of low interactional justice, suggesting that sexual harassment likelihood may increase as a response to perceived injustice. Moreover, the relation between justice and sexual harassment proclivities was especially marked for men low in agreeableness and high in hostile sexism. This finding...
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作者：Gibson, Cristina B.; Cooper, Cecily D.; Conger, Jay A.
作者单位：University of California System; University of California Irvine; University of Miami; University of London; London Business School
摘要：Previous distance-related theories and concepts (e.g., social distance) have failed to address the sometimes wide disparity in perceptions between leaders and the teams they lead. Drawing from the extensive literature on teams, leadership, and cognitive models of social information processing, the authors develop the concept of leader-team perceptual distance, defined as differences between a leader and a team in perceptions of the same social stimulus. The authors investigate the effects of p...
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作者：Atwater, Leanne; Wang, Mo; Smither, James W.; Fleenor, John W.
作者单位：University of Houston System; University of Houston; University System of Maryland; University of Maryland College Park; La Salle University; Center for Creative Leadership
摘要：This study examined the relationship between self and subordinate ratings of leadership and the relationship between self and peer ratings of leadership for 964 managers from 21 countries. Using multilevel modeling, the authors found that cultural characteristics moderated the relationship between self and others' ratings of leadership. Specifically, the relationship between self and subordinate ratings, as well as between self and peer ratings, was more positive in countries that are characte...
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作者：Stachowski, Alicia A.; Kaplan, Seth A.; Waller, Mary J.
作者单位：George Mason University; York University - Canada
摘要：Organizations increasingly rely on teams to respond to crises. While research on team effectiveness during nonroutine events is growing, naturalistic studies examining team behaviors during crises are relatively scarce. Furthermore, the relevant literature offers competing theoretical rationales concerning effective team response to crises. In this article, the authors investigate whether high- versus average-performing teams can be distinguished on the basis of the number and complexity of th...
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作者：Gorman, C. Allen; Rentsch, Joan R.
作者单位：Texas Tech University System; Angelo State University; University of Tennessee System; University of Tennessee Knoxville
摘要：Frame-of-reference training has been shown to be an effective intervention for improving the accuracy of performance ratings (e.g., Woehr & Huffcutt, 1994). Despite evidence in support of the effectiveness of frame-of-reference training, few studies have empirically addressed the ultimate goal of such training, which is to teach raters to share a common conceptualization of performance (Athey & McIntyre, 1987; Woehr, 1994). The present study tested the hypothesis that, following training, fram...
