-
作者：Tay, C; Ang, S; Van Dyne, L
作者单位：Nanyang Technological University; Michigan State University; Michigan State University's Broad College of Business
摘要：In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants' beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and the moderating role of locus of causality attributions in influencing the relationship between interview success and subsequent I-SE. The authors tested their model (over 5 months' duration) with ma...
-
作者：Burke, C. Shawn; Stagl, Kevin C.; Salas, Eduardo; Pierce, Linda; Kendall, Dana
作者单位：State University System of Florida; University of Central Florida; State University System of Florida; University of Central Florida; United States Department of Defense; US Army Research, Development & Engineering Command (RDECOM); US Army Research Laboratory (ARL)
摘要：This endeavor provides a multidisciplinary, multilevel, and multiphasic conceptualization of team adaptation with theoretical roots in the cognitive, human factors, and industrial- organizational psychology literature. Team adaptation and the emergent nature of adaptive team performance are defined from a multilevel, theoretical standpoint. An input-throughput-output model is advanced to illustrate a series of phases unfolding over time that constitute the core processes and emergent states un...
-
作者：Dawson, Jeremy F.; Richter, Andreas W.
作者单位：Aston University
摘要：Researchers often use 3-way interactions in moderated multiple regression analysis to test the joint effect of 3 independent variables on a dependent variable. However, further probing of significant interaction terms varies considerably and is sometimes error prone. The authors developed a significance test for slope differences in 3-way interactions and illustrate its importance for testing psychological hypotheses. Monte Carlo simulations revealed that sample size, magnitude of the slope di...
-
作者：Judge, TA; Scott, BA; Ilies, R
作者单位：State University System of Florida; University of Florida; Michigan State University; Michigan State University's Broad College of Business
摘要：The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workp...
-
作者：Allen, Tammy D.; Eby, Lillian T.; Lentz, Elizabeth
作者单位：State University System of Florida; University of South Florida; University System of Georgia; University of Georgia
摘要：Formal mentoring programs continue to gain popularity within organizations despite limited empirical research regarding how these programs should be designed to achieve maximum effectiveness. The present study examined perceived design features of formal mentoring programs and outcomes from both mentor and protege perspectives. The outcomes examined were career and psychosocial mentoring, role modeling, and mentorship quality. In general, the results indicated that perceived input into the men...
-
作者：Bainbridge, HTJ; Cregan, C; Kulik, CT
作者单位：University of Melbourne
摘要：Some caregivers focus exclusively on the caregiving role; others try to balance caregiving responsibilities with a simultaneous work role outside the home. This study examined competing hypotheses about the impact that greater immersion in a work role would have on the stress outcomes of individuals who provide care for a person with a disability. The authors used national survey data to examine whether hours of work were associated with caregiver stress outcomes. The authors also investigated...
-
作者：Chan, D
作者单位：Singapore Management University
摘要：This study was based on a sample of 139 employees. The results support the hypothesis that proactive personality (PAP) predicts work perceptions (procedural justice perception, perceived supervisor support, and social integration) and work outcomes (job satisfaction, affective organizational commitment, and job performance) positively among individuals with high situational judgment effectiveness (SJE) but negatively among those with low SJE. The findings on the disordinal SJE X PAP interactio...
-
作者：De Dreu, Carsten K. W.
作者单位：University of Amsterdam
摘要：B. M. Meglino and M. A. Korsgaard (2004) argued that rational self-interest varies across individuals and negatively relates to other orientation (OO). OO moderates effects of job characteristics on attitudes, motivation, and helping. Viewing organizations as social dilemmas in which employees face a mixture of competitive and cooperative incentives, the author argues in this article that strength of self-interest links to self-concern (SC), which should be distinguished from OO. SC and 00 are...
-
作者：Rafferty, Alannah E.; Griffin, Mark A.
作者单位：Queensland University of Technology (QUT); University of New South Wales Sydney
摘要：Few organizational change studies identify the aspects of change that are salient to individuals and that influence well-being. The authors identified three distinct change characteristics: the frequency, impact and planning of change. R. S. Lazarus and S. Folkman's (1984) cognitive phenomenological model of stress and coping was used to propose ways that these change characteristics influence individuals' appraisal of the uncertainty associated with change, and, ultimately, job satisfaction a...
-
作者：Anderson, Neil; Lievens, Filip; van Dam, Karen; Born, Marise
作者单位：University of Amsterdam; Ghent University; Tilburg University; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
摘要：This study examined gender differences in a large-scale assessment center for officer entry in the British Army. Subgroup differences were investigated for a sample of 1,857 candidates: 1,594 men and 263 women. A construct-driven approach was chosen (a) by examining gender differences at the construct level, (b) by formulating a priori hypotheses about which constructs would be susceptible to gender effects, and (c) by using both effect size statistics and latent mean analyses to investigate g...
