-
作者：Hinkin, Timothy R.; Schriesheim, Chester A.
作者单位：Cornell University; University of Miami
摘要：Laissez-faire leadership has received much less attention than have the 3 transactional leadership dimensions of the Multifactor Leadership Questionnaire (MLQ). However, laissez-faire leadership has shown strong negative relationships with various leadership criteria, and the absence of leadership (laissez-faire leadership) may be just as important as is the presence of other types of leadership. This article focuses on a single type of laissez-faire leadership (i.e.. the lack of response to s...
-
作者：Montes, Samantha D.; Irving, P. Greory
作者单位：University of Toronto; University of Toronto; Wilfrid Laurier University
摘要：Psychological contracts contain both relational and transactional elements, each of which is associated with unique characteristics. In the present research. the authors drew on these distinct qualities to develop and test hypotheses regarding differential employee reactions to underfulfillment. fulfillment, and overfulfillment of relational and transactional promises. Further. the authors extended their test of the theoretical distinctions between relational and transactional contracts by ass...
-
作者：Lyness, Karen S.; Judiesch, Michael K.
作者单位：City University of New York (CUNY) System; Baruch College (CUNY); Manhattan University
摘要：The present study was the first cross-national examination of whether managers who were perceived to be high in work-life balance were expected to be more or less likely to advance in their careers than were less balanced, more work-focused managers. Using self ratings, peer ratings, and supervisor ratings of 9,627 managers in 33 countries, the authors examined within-source and multisource relationships with multilevel analyses. The authors generally found that managers who were rated higher ...
-
作者：Frone, Michael R.
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：In this study, the author explored the relations of 2 work stressors (work overload and job insecurity) to employee alcohol use and illicit drug use. The primary goal was to explore the importance of temporal context (before work, during the workday, and after work) in the assessment of substance use compared with context-free (overall) assessments. Data were collected from a national sample of U.S. workers (N = 2,790) who took part in a broad cross-sectional survey on workplace health and saf...
-
作者：Solinger, Omar N.; van Olffen, Woody; Roe, Robert A.
作者单位：Maastricht University
摘要：This article offers a conceptual critique of the three-component model (TCM) of organizational commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational commitment can best be understood as an attitude regarding the organization, while normative and continua...
-
作者：Whiting, Steven W.; Podsakoff, Philip M.; Pierce, Jason R.
作者单位：University System of Georgia; Georgia State University; Indiana University System; Indiana University Bloomington
摘要：Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task perf...
-
作者：Anderson, Cameron; Flynn, Francis J.; Spataro, Sandra E.
作者单位：University of California System; University of California Berkeley; Cornell University; Stanford University
摘要：How can individuals attain influence in organizations? Prior research has identified structural determinants of influence, such as formal authority and position in a social network. However, indirect evidence suggests that influence might also stem from personal characteristics. The authors tested whether influence can stem from the fit between the person and his or her organization (P-O fit). Consistent with expectations, extraverts attained more influence in a team-oriented organization, whe...
-
作者：Grant, Adam M.
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Researchers have obtained conflicting results about the role of prosocial motivation in persistence, performance, and productivity. To resolve this discrepancy, I draw on self-determination theory, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation. Two field studies support the hypothesis that intrinsic motivation moderates the association between prosocial motivation and persistence, performance, and productivity. In St...
-
作者：Lim, Sandy; Cortina, Lilia M.; Magley, Vicki J.
作者单位：Singapore Management University; University of Michigan System; University of Michigan; University of Michigan System; University of Michigan; University of Connecticut
摘要：This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271 employe...
-
作者：Ferris, D. Lance; Brown, Douglas J.; Berry, Joseph W.; Lian, Huiwen
作者单位：University of Waterloo
摘要：This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, job performance, and withdrawal. Overall, the pre...
