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作者：Gajendran, Ravi S.; Harrison, David A.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：What are the positive and negative consequences of telecommuting? How do these consequences come about? When are these consequences more or less potent? The authors answer these questions through construction of a theoretical framework and meta-analysis of 46 studies in natural settings involving 12,883 employees. Telecommuting had small but mainly beneficial effects on proximal outcomes, such as perceived autonomy and (lower) work-family conflict, Importantly, telecommuting had no generally d...
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作者：Levashina, Julia; Campion, Michael A.
作者单位：Indiana University System; Indiana University Kokomo; Purdue University System; Purdue University
摘要：An Interview Faking Behavior (IFB) scale is developed and validated in 6 studies (N = 1,346). In Study 1, a taxonomy of faking behavior is delineated. The factor structure of a measure is evaluated and refined (Studies 2 and 3). The convergent and discriminant validity of the measure is examined (Study 4). The 11713 scale consists of 4 factors (Slight Image Creation, Extensive Image Creation, Image Protection, and Ingratiation) and 11 subfactors (Embellishing, Tailoring, Fit Enhancing, Constru...
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作者：Dierdorff, Erich C.; Morgeson, Frederick P.
作者单位：DePaul University; Michigan State University; Michigan State University's Broad College of Business
摘要：Although role theory has long described how expectations shape role behavior, little empirical research has examined differences among work role requirements and how features of the discrete occupational context may influence the extent to which role expectations are shared among role holders. The authors examined consensus in work role requirements from a sample of over 20,000 incumbents across 98 occupations. They found that consensus systematically decreased as work role requirements ranged...
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作者：Grzywacz, Joseph G.; Arcury, Thomas A.; Marin, Antonio; Carrillo, Lourdes; Burke, Bless; Coates, Michael L.; Quandt, Sara A.
作者单位：Wake Forest University; Wake Forest University
摘要：Work-family conflict research has focused almost exclusively on professional, White adults. The goal of this article was to expand the understanding of culture and industry in shaping experiences and consequences of work-family conflict. Using in-depth interview data (n = 26) and structured survey data (n = 200) from immigrant Latinos employed in the poultry processing industry, the authors evaluated predictions drawn from emerging models emphasizing the influence of cultural characteristics s...
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作者：Treadway, Darren C.; Ferris, Gerald R.; Duke, Allison B.; Adams, Garry L.; Thatcher, Jason B.
作者单位：University of Mississippi; State University System of Florida; Florida State University; Auburn University System; Auburn University; Clemson University
摘要：Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to ...
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作者：Hoffman, Brian J.; Blair, Carrie A.; Meriac, John P.; Woehr, David J.
作者单位：University of Tennessee System; University of Tennessee Knoxville
摘要：The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task perfor...
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作者：Tangirala, Subrahmaniam; Green, Stephen G.; Ramanujam, Rangaraj
作者单位：University System of Maryland; University of Maryland College Park; Purdue University System; Purdue University
摘要：Dyadic relationships in an organizational hierarchy are often nested within one another. For instance, the relationship between a supervisor and an employee is nested within the relationship between that supervisor and his or her boss. In that context, the authors propose that the supervisor's relationship with his or her boss (leader-leader exchange) moderates the effects of the supervisor's relationship with the employee (leader-member exchange). Specifically, the authors argue that leader-m...
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作者：Aryee, Samuel; Chen, Zhen Xiong; Sun, Li-Yun; Debrah, Yaw A.
作者单位：Hong Kong Baptist University; University of Canberra; Brunel University
摘要：The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian l...
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作者：Liao, Hui; Chuang, Aichia
作者单位：Rutgers University System; Rutgers University New Brunswick; National Taiwan University
摘要：This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Results revealed that, at the individual level, managers' TFL was positively related to employee service performance, which, in turn, positively predicte...
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作者：Berry, Christopher M.; Ones, Deniz S.; Sackett, Paul R.
摘要：Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (rho = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, whi...
