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作者：Zohar, Dov; Tenne-Gazit, Orly
作者单位：Technion Israel Institute of Technology
摘要：In order to test the social mechanisms through which organizational climate emerges, this article introduces a model that combines transformational leadership and social interaction as antecedents of climate strength (i.e., the degree of within-unit agreement about climate perceptions). Despite their longstanding status as primary variables, both antecedents have received limited empirical research. The sample consisted of 45 platoons of infantry soldiers from 5 different brigades, using safet...
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作者：Vancouver, Jeffrey B.; More, Kristen M.; Yoder, Ryan J.
作者单位：University System of Ohio; Ohio University
摘要：Self-regulation theories are paving the way to integrating motivational theories of behavior. However, a review of the motivation literature reveals several possible relationships between self-efficacy and motivation. Past findings were reduced to 4 empirical models, which were compared within a single study using undergraduates playing a computer task. The effects of 2 manipulations of self-efficacy on resource allocation decisions were assessed. Consistent with a multiple goal process concep...
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作者：Hirschfeld, Robert R.; Bernerth, Jeremy B.
作者单位：University of Colorado System; University of Colorado at Colorado Springs; University of South Alabama
摘要：The authors demarcated mental efficacy and physical efficacy at the team level, and they explored these 2 factors as outcomes of 4 potential inputs and as predictors of 3 outcomes among 110 newly formed action teams in a military setting. Both types of team efficacy benefited front greater learn size and an initial experience of enactive mastery, but they were not influenced by teams' female representation or knowledge pool. In terms of predictive contributions, both mental and physical effica...
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作者：Nguyen, Hannah-Hanh D.; Ryan, Ann Marie
作者单位：California State University System; California State University Long Beach; Michigan State University
摘要：A meta-analysis of stereotype threat effects was conducted and an overall mean effect size of vertical bar.26 vertical bar was found, but true moderator effects existed. A series of hierarchical moderator analyses evidenced differential effects of race- versus gender-based stereotypes. Women experienced smaller performance decrements than did minorities when tests were difficult: mean ds = vertical bar.36 vertical bar and vertical bar.43 vertical bar. respectively, For women, subtle threat-act...
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作者：Meriac, John P.; Hoffman, Brian J.; Woehr, David J.; Fleisher, Matthew S.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; University of Georgia
摘要：This study investigates the incremental variance in job performance explained by assessment center (AC) dimensions over and above personality and cognitive ability. The authors extend previous research by using meta-analysis to examine the relationships between AC dimensions, personality. cognitive ability, and job performance. The results indicate that the 7 summary AC dimensions postulated by W. Arthur, Jr., E. A. Day, T. L. McNelly, & P. S. Edens (2003) are distinguishable from popular indi...
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作者：Collins, Michael W.; Morris, Scott B.
作者单位：Illinois Institute of Technology
摘要：Adverse impact evaluations often call for evidence that the disparity between groups in selection rates is statistically significant, and practitioners must choose which test statistic to apply in this situation. To identify the most effective testing procedure, the authors compared several alternate test statistics in terms of Type I error rates and power, focusing on situations with small samples. Significance testing was found to be of limited value because of low power for all tests. Among...
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作者：Bacharach, Samuel B.; Bamberger, Peter A.; Doveh, Etti
作者单位：Cornell University; Technion Israel Institute of Technology
摘要：The authors investigated the moderating role of unit-level performance resources on the distress-mediated relationship between the intensity of involvement in workplace critical incidents and problematic drinking behavior (i.e., drinking to cope). Building on recent developments in hierarchical linear modeling, the authors tested a cross-level, moderated-mediation model using data from 1,481 firefighters in 144 companies. The findings indicate that (a) there is a significant, distress-mediated...
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作者：Petersen, Lars-Eric; Dietz, Joerg
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital; Martin Luther University Halle Wittenberg
摘要：The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect. such that it was stronger for more committed employees. In Study 2. another sample of employees completed a survey that included an employ...
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作者：Umphress, Elizabeth E.; Simmons, Aneika L.; Boswell, Wendy R.; Triana, Maria del Carmen
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas State University System; Sam Houston State University
摘要：The authors examined one manner in which to decrease the negative impact of social dominance orientation (SDO), an individual difference variable that indicates support for the domination of 'inferior' groups by 'superior' groups (J. Sidanius & F. Pratto, 1999, p. 48), on the selection of candidates from low-status groups within society. Consistent with the tenets of social dominance theory, in 2 studies we found that those high in SDO reported that they were less likely to select a potential ...
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作者：Dudley, Nicole M.; Cortina, Jose M.
作者单位：George Mason University
摘要：Efforts to identify the individual attributes that predict organizational citizenship have focused largely on dispositional factors. This focus reflects all unstated assumption that anyone can engage in Successful citizenship. but only some choose to do so. The authors contend that, although this may be true of some dimensions of citizenship, it is not true of others. Based on a review of research from industrial and organizational psychology, management, education, clinical psychology, confli...
