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作者：Zhang, Zhi-Xue; Hempel, Paul S.; Han, Yu-Lan; Tjosvold, Dean
作者单位：Peking University; City University of Hong Kong; Lingnan University
摘要：Teamwork and coordination of expertise among team members with different backgrounds are increasingly recognized as important for team effectiveness. Recently, researchers have examined how team members rely on transactive memory system (TMS; D. M. Wegner, 1987) to share their distributed knowledge and expertise. To establish the ecological validity and generality of TMS research findings, this study sampled 104 work teams from a variety of organizational settings in China and examined the rel...
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作者：Mitchell, Marie S.; Ambrose, Maureen L.
作者单位：University of Nebraska System; University of Nebraska Lincoln
摘要：In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examin...
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作者：Dineen, Brian R.; Ling, Juan; Ash, Steven R.; DelVecchio, Devon
作者单位：University of Kentucky; University System of Ohio; University of Akron; University System of Ohio; Miami University
摘要：The authors examined recruitment message viewing time, information recall, and attraction in a Web-based context. In particular, they extended theory related to the cognitive processing of recruitment messages and found that the provision of customized information about likely fit related to increased viewing time and recall when good aesthetics were also present. A 3-way interaction among moderate to low-fitting individuals further indicated that objective fit was most strongly related to att...
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作者：Avery, Derek R.; McKay, Patrick F.; Wilson, David C.
作者单位：University of Houston System; University of Houston; Rutgers University System; Rutgers University New Brunswick; University of Wisconsin System; University of Wisconsin Milwaukee; University of Delaware
摘要：Business publications and the popular press have stressed the importance of creating conditions for meaningful employee expression in work roles, also known as engagement. Few empirical studies, however, have examined how individual or situational factors relate to engagement. Consequently, this study examines the interplay between employee age, perceived coworker age composition, and satisfaction with older (older than 55) and younger (younger than 40) coworkers on engagement using a sample o...
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作者：De Dreu, Carsten K. W.
作者单位：University of Amsterdam
摘要：A motivated information processing perspective (C. K. W. De Dreu & P. J. D. Carnevale, 2003; see also V. B. Hinsz, R. S. Tindale, & D. A. Vollrath, 1997) was used to predict that perceived cooperative outcome interdependence interacts with team-level reflexivity to predict information sharing, learning, and team effectiveness. A cross-sectional field study involving management and cross-functional teams (N=46) performing nonroutine, complex tasks corroborated predictions: The more team members...
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作者：Liao, Hui
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：Integrating justice and customer service literatures, this research examines the role of customer service employees' behaviors of handling customer complaints, or service recovery performance (SRP), in conveying a just image of service organizations and achieving desirable customer outcomes. Results from a field study and a laboratory study demonstrate that the dimensions of SRP-making an apology, problem solving, being courteous, and prompt handling-positively influenced customer satisfaction...
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作者：Ritter, Barbara A.; Lord, Robert G.
作者单位：Coastal Carolina University; University System of Ohio; University of Akron
摘要：In 2 studies, this research demonstrated the existence of leader transference, a cognitive process whereby mental representations of previous leaders are activated and used for evaluation when new, similar leaders are encountered. The 1st study demonstrated that exposure to a new leader who was similar to a past leader led to erroneous generalization of leader characteristics and associated underlying attributions. The 2nd study showed that expectations of just treatment and abuse were also su...
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作者：Kamdar, Dishan; Van Dyne, Linn
作者单位：Michigan State University; Michigan State University's Broad College of Business; Michigan State University; Michigan State University's Broad College of Business; Michigan State University; Michigan State University's Broad College of Business
摘要：This field study examines the joint effects of social exchange relationships at work (leader-member exchange and team-member exchange) and employee personality (conscientiousness and agreeableness) in predicting task performance and citizenship performance. Consistent with trait activation theory, matched data on 230 employees, their coworkers, and their supervisors demonstrated interactions in which high quality social exchange relationships weakened the positive relationships between persona...
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作者：Resick, Christian J.; Baltes, Boris B.; Shantz, Cynthia Walker
作者单位：Drexel University; State University System of Florida; Florida International University; Wayne State University
摘要：This study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week ...
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作者：Chen, Gilad; Kirkman, Bradley L.; Kanfer, Ruth; Allen, Don; Rosen, Benson
作者单位：University System of Maryland; University of Maryland College Park; Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Georgia; Georgia Institute of Technology; University of North Carolina; University of North Carolina Chapel Hill
摘要：A multilevel model of leadership, empowerment, and performance was tested using a sample of 62 teams, 445 individual members, 62 team leaders, and 31 external managers from 31 stores of a Fortune 500 company. Leader-member exchange and leadership climate related differently to individual and team empowerment and interacted to influence individual empowerment. Also, several relationships were supported in more but not in less interdependent teams. Specifically, leader-member exchange related to...
