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作者：Xie, Jia Lin; Schaubroeck, John; Lam, Simon S. K.
作者单位：University of Toronto; Drexel University; University of Hong Kong
摘要：This study examines how traditionality influences the relationships between job stressors and health. A sample of 496 Chinese employees provided longitudinal questionnaire data, and their health was assessed by collecting blood samples and monitoring blood pressure. The results indicated that the positive relationship between job control and health was stronger among the less traditional workers, whereas the positive relationship between distributive justice and health was stronger among the m...
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作者：Pearsall, Matthew J.; Ellis, Aleksander P. J.; Evans, Joel M.
作者单位：University of Arizona
摘要：The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indicated that the activation of gender faultlines negatively affected the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender faullines and team creativity was partially mediated by the level of conf...
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作者：Behfar, Kristin J.; Peterson, Randall S.; Mannix, Elizabeth A.; Trochim, William M. K.
作者单位：University of California System; University of California Irvine; University of London; London Business School; Cornell University
摘要：This article explores the linkages between strategies for managing different types of conflict and group performance and satisfaction. Results from a qualitative study of 57 autonomous teams suggest that groups that improve or maintain top performance over time share 3 conflict resolution tendencies: (a) focusing on the content of interpersonal interactions rather than delivery style, (b) explicitly discussing reasons behind any decisions reached in accepting and distributing work assignments,...
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作者：Orvis, Karin A.; Dudley, Nicole M.; Cortina, Jose A.
作者单位：Old Dominion University; George Mason University
摘要：The authors examined the role of employee conscientiousness as a moderator of the relationships between psychological contract breach and employee behavioral and attitudinal reactions to the breach. They collected data from 106 newly hired employees within the 1st month of employment (Time 1), 3 months later (Time 2), and 8 months after Time 1 (Time 3) to observe the progression through contract development, breach, and reaction. Results suggest that conscientiousness is a significant moderato...
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作者：Putka, Dan J.; Le, Huy; McCloy, Rodney A.; Diaz, Tirso
作者单位：State University System of Florida; University of Central Florida
摘要：Organizational research and practice involving ratings are rife with what the authors term ill-structured measurement designs (ISMDs)-designs in which raters and ratees are neither fully crossed nor nested. This article explores the implications of ISMDs for estimating interrater reliability. The authors first provide a mock example that illustrates potential problems that ISMDs create for common reliability estimators (e.g., Pearson correlations, intraclass correlations). Next, the authors pr...
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作者：Newnam, Sharon; Griffin, Mark A.; Mason, Claire
作者单位：Queensland University of Technology (QUT); Queensland University of Technology (QUT); University of Sheffield
摘要：Although work-related driving is associated with high accident rates, limited research has investigated the factors influencing driving crashes in the work setting. This study explored multilevel influences on self-reported crashes in the workplace by surveying a sample of work-related drivers (n = 380), their workgroup supervisors (n = 88), and fleet managers (n = 47). At the driver level of analysis, safety motivation predicted self-reported crashes. In turn, drivers' perceptions of their fl...
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作者：Schaubroeck, John; Shaw, Jason D.; Duffy, Michelle K.; Mitra, Atul
作者单位：Drexel University; University of Minnesota System; University of Minnesota Twin Cities; University of Northern Iowa
摘要：The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise expectations and high PFP perceptions. The interactive effects...
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作者：Sitzmann, Traci; Brown, Kenneth G.; Casper, Wendy J.; Ely, Katherine; Zimmerman, Ryan D.
作者单位：University of Iowa; University of Texas System; University of Texas Arlington; George Mason University; Texas A&M University System; Texas A&M University College Station
摘要：A review and meta-analysis of studies assessing trainee reactions are presented. Results suggest reactions primarily capture characteristics of the training course, but trainee characteristics (e.g., anxiety and pretraining motivation) and organizational support also have a moderate effect on reactions. Instructional style (rho = .66) followed by human interaction (rho = .56) were the best predictors of reactions. Reactions predicted pre-to-post changes in motivation (beta = 0.51) and self-eff...
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作者：Meade, Adam W.; Johnson, Emily C.; Braddy, Phillip W.
作者单位：North Carolina State University; Center for Creative Leadership
摘要：Confirmatory factor analytic tests of measurement invariance (MI) based on the chi-square statistic are known to be highly sensitive to sample size. For this reason, G. W. Cheung and R. B. Rensvold (2002) recommended using alternative fit indices (AFIs) in MI investigations. In this article, the authors investigated the performance of AFIs with simulated data known to not be invariant. The results indicate that AFIs are much less sensitive to sample size and are more sensitive to a lack of inv...
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作者：Moon, Henry; Kamdar, Dishan; Mayer, David M.; Takeuchi, Riki
作者单位：University of London; London Business School; Indian School of Business (ISB); State University System of Florida; University of Central Florida; Hong Kong University of Science & Technology
摘要：The present research takes an '' other-centered '' approach to examining personal and contextual antecedents of taking charge behavior in organizations. Largely consistent with the authors' hypotheses, regression analyses involving data collected from 2 diverse samples containing both coworkers and supervisors demonstrated that the other-centered trait, duty, was positively related to taking charge, whereas the self-centered trait, achievement striving, was negatively related to taking charge....
