Journal of Applied Psychology

最新文章

• Self-Interest and Other-Orientation in Organizational Behavior: Implications for Job Performance, Prosocial Behavior, and Personal Initiative AI翻译
  作者：De Dreu, Carsten K. W.; Nauta, Aukje
  作者单位：University of Amsterdam
  摘要：In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocia...
• The Milieu of Managerial Work: An Integrative Framework Linking Work Context to Role Requirements AI翻译
  作者：Dierdorff, Erich C.; Rubin, Robert S.; Morgeson, Frederick P.
  作者单位：DePaul University; Michigan State University; Michigan State University's Broad College of Business
  摘要：Theoretical and empirical efforts focusing on the interplay between work context and managerial role requirements have been conspicuously absent in the scholarly literature. This paucity exists despite over 60 years of research concerning the requirements of managerial work and with the rather universal recognition that work context meaningfully shapes organizational behavior. The authors developed a theoretical model linking different types of role requirements to different forms of work cont...
• Relating Indices of Knowledge Structure Coherence and Accuracy to Skill-Based Performance: Is There Utility in Using a Combination of Indices? AI翻译
  作者：Schuelke, Matthew J.; Day, Eric Anthony; McEntire, Lauren E.; Boatman, Paul R.; Boatman, Jazmine Espejo; Kowollik, Vanessa; Wang, Xiaoqian
  作者单位：University of Oklahoma System; University of Oklahoma - Norman
  摘要：The authors examined the relative criterion-related validity of knowledge structure coherence and two accuracy-based indices (closeness and correlation) as well as the utility of using a combination of knowledge structure indices in the prediction of skill acquisition and transfer. Findings from an aggregation of 5 independent samples (N = 958) whose participants underwent training on a complex computer simulation indicated that coherence and the accuracy-based indices yielded comparable zero-...
• Compensatory Strategies for Reducing Interpersonal Discrimination: The Effectiveness of Acknowledgments, Increased Positivity, and Individuating Information AI翻译
  作者：Singletary, Sarah L.; Hebl, Michelle R.
  作者单位：Rice University
  摘要：Previous research has revealed, across a number of contexts, that stigmatized individuals are the recipients of interpersonal discrimination (e.g., M. R. Hebl. J. V. Foster, L. M. Mannix, & J. F. Dovidio, 2002). Such discrimination has been linked to a number of negative outcomes in the workplace, both for stigmatized individuals and for organizations as a whole (see, e.g., E. B. King, J. L. Shapiro, M, R. Hebl, S. L. Singletary, & S. Turner, 2006; C. O. Word, M. P. Zanna, & J. Cooper 1974). T...
• Core Self-Evaluations and Job Performance: The Role of the Perceived Work Environment AI翻译
  作者：Kacmar, K. Michele; Collins, Birian J.; Harris, Kenneth J.; Judge, Timothy A.
  作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Southern Mississippi; Indiana University System; Indiana University Southeast; State University System of Florida; University of Florida
  摘要：Using trait activation theory as a framework, the authors examined the moderating role of two situational variables-perceptions of organizational politics and perceptions of leader effectiveness-on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of their work environment moderated the relationship between their core self-evaluations and supervisor ratings of their performance. In particular, t...
• Effects of Organizational and Professional Identification on the Relationship Between Administrators' Social Influence and Professional Employees' Adoption of New Work Behavior AI翻译
  作者：Hekman, David R.; Steensma, H. Kevin; Bigley, Gregory A.; Hereford, James F.
  作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; University of Washington; University of Washington Seattle; University of Washington; University of Washington Seattle
  摘要：Administrative social influence is a principal tool for motivating employee behavior. The authors argue that the compliance of professional employees (e.g., doctors) with administrative social influence will depend on the degree to which these employees identify with their profession and organization. Professional employees were found to be most receptive to administrator social influence to adopt new work behavior when they strongly identified with the organization and weakly identified with ...
• Untitled AI翻译
  作者：Kozlowski, Steve W. J.
• Do Inclusive Leaders Help to Reduce Turnover in Diverse Groups? The Moderating Role of Leader-Member Exchange in the Diversity to Turnover Relationship AI翻译
  作者：Nishii, Lisa H.; Mayer, David M.
  作者单位：Cornell University; University of Michigan System; University of Michigan
  摘要：This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race. age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between divers...
• Explaining Employment Relationships With Social Exchange and Job Embeddedness AI翻译
  作者：Hom, Peter W.; Tsui, Anne S.; Wu, Joshua B.; Lee, Thomas W.; Zhang, Ann Yan; Fu, Ping Ping; Li, Lan
  作者单位：Arizona State University; Arizona State University-Tempe; University of Miami; University of Washington; University of Washington Seattle; Peking University; Chinese University of Hong Kong
  摘要：The research reported in this article clarifies how employee-organization relationships (EORs) work. Specifically, the authors tested whether social exchange and job embeddedness mediate how mutual-investment (whereby employers offer high inducements to employees for their high contributions) and over-investment (high inducements without corresponding high expected contributions) EOR approaches, which are based on Tsui, Pearce, Porter, and Tripoli's (1997) framework, affect quit propensity and...
• Idiosyncratic Deals: Coworkers as Interested Third Parties AI翻译
  作者：Lai, Lei; Rousseau, Denise M.; Chang, Klarissa Ting Ting
  作者单位：Tulane University; Carnegie Mellon University; Carnegie Mellon University; National University of Singapore
  摘要：Idiosyncratic deals (i-deals for short) are personalized employment arrangements negotiated between individual workers and employers and intended to benefit them both (D. M. Rousseau, 2005). Coworkers acceptance of another's i-deal can ultimately impact its overall effectiveness for the organization. By using a network approach to the study of work group dynamics, this research addresses the contributions coworker relationships with both the i-dealer and their employer make to coworker's willi...