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作者：Rosette, Ashleigh Shelby; Leonardelli, Geoffrey J.; Phillips, Katherine W.
作者单位：Duke University; University of Toronto; Northwestern University
摘要：In 4 experiments, the authors investigated whether race is perceived to be part of the business leader prototype and, if so, whether it could explain differences in evaluations of White and non-White leaders. The first 2 studies revealed that being White is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than nonleaders were White, and this inference occurred regardless of base rates about the organization's racial compositio...
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作者：Toh, Soo Min; Morgeson, Frederick P.; Campion, Michael A.
作者单位：University of Toronto; University Toronto Mississauga; Michigan State University; Michigan State University's Broad College of Business; Purdue University System; Purdue University
摘要：The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bun...
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作者：Mumford, Troy V.; Van Iddekinge, Chad H.; Morgeson, Frederick P.; Campion, Michael A.
作者单位：Utah System of Higher Education; Utah State University; State University System of Florida; Florida State University; Michigan State University; Purdue University System; Purdue University
摘要：The main objectives in this research were to introduce the concept of team role knowledge and to investigate its potential usefulness for team member selection. In Study 1, the authors developed a situational judgment test, called the Team Role Test, to measure knowledge of 10 roles relevant to the team context. The criterion-related validity of this measure was examined in 2 additional studies. In a sample of academic project teams (N = 93), team role knowledge predicted team member role perf...
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作者：Komar, Shawn; Brown, Douglas J.; Komar, Jennifer A.; Robie, Chet
作者单位：University of Waterloo; Wilfrid Laurier University
摘要：The article reports the findings from a Monte Carlo investigation examining the impact of faking on the criterion-related validity of Conscientiousness for predicting supervisory ratings of job performance. Based on a review of faking literature, 6 parameters were manipulated in order to model 4,500 distinct faking conditions (5 [magnitude] X 5 [proportion] X 4 [variability] X 3 [faking-Conscientiousness relationship] X 3 [faking-performance relationship] X 5 [selection ratio]). Overall, the r...
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作者：Judge, Timothy A.; Livingston, Beth A.
作者单位：State University System of Florida; University of Florida
摘要：This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized E, in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was posi...
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作者：Burris, Ethan R.; Detert, James R.; Chiaburu, Dan S.
作者单位：University of Texas System; University of Texas Austin; Cornell University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：This research advances understanding of the psychological mechanisms that encourage or dissuade upward, improvement-oriented voice. The authors describe how the loyalty and exit concepts from A. O. Hirschman's (1970) seminal framework reflect an employee's psychological attachment to or detachment from the organization, respectively, and they argue that psychological attachment and detachment should not be considered as separate, alternative options to voice but rather as influences on voice b...
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作者：Salamon, Sabrina Deutsch; Robinson, Sandra L.
作者单位：York University - Canada; University of British Columbia
摘要：The impact of employees' collective perceptions of being trusted by management was examined with a longitudinal study involving 88 retail stores. Drawing on the appropriateness framework (March, 1994; Weber, Kopelman, & Messick, 2004), the authors develop and test a model showing that when employees in an organization perceive they are trusted by management, increases in the presence of responsibility norms, as well as in the sales performance and customer service performance of the organizati...
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作者：Arthur, Winfred, Jr.; Villado, Anton J.
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：The authors highlight the importance and discuss the criticality of distinguishing between constructs and methods when comparing predictors. They note that comparisons of constructs and methods in comparative evaluations of predictors result in outcomes that are theoretically to conceptually uninterpretable and thus potentially misleading. The theoretical and practical implications of the distinction between predictor constructs and predictor methods are discussed, with three important streams...
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作者：[Anonymous]
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作者：Maslach, Christina; Leiter, Michael P.
作者单位：University of California System; University of California Berkeley; Acadia University
摘要：A longitudinal study predicted changes in burnout or engagement a year later by identifying 2 types of early indicators at the initial assessment. Organizational employees (N = 466) completed measures of burnout and 6 areas of worklife at 2 times with a 1-year interval. Those people who showed an inconsistent pattern at Time I were more likely to change over the year than were those who did not. Among this group, those who also displayed a workplace incongruity in the area of fairness moved to...
