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作者：Hollenbeck, JR; DeRue, DS; Mannor, M
作者单位：Michigan State University
摘要：This comment illustrates how small sample sizes, when combined with many statistical tests, can generate unstable parameter estimates and invalid inferences. Although statistical power for I test in a small-sample context is too low, the experimentwise power is often high when many tests are conducted, thus leading to Type I errors that will not replicate when retested. This comment's results show how radically the specific conclusions and inferences in R. S. Peterson, D. B. Smith. P. V. Marto...
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作者：Beal, Daniel J.; Trougakos, John P.; Weiss, Howard M.; Green, Stephen G.
作者单位：Rice University; Purdue University System; Purdue University; Purdue University System; Purdue University
摘要：This study examined emotional labor processes from a within-person, episodic framework. The authors hypothesized that the influence of negative emotions on affective delivery would be lessened by regulation strategies for supervisor perceptions but not self-perceptions. In addition, difficulty maintaining display rules was hypothesized to mediate the relation between negative emotions and self-perceptions of affective delivery. Finally, the influence of surface acting strategies on these proce...
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作者：Alge, BJ; Ballinger, GA; Tangirala, S; Oakley, JL
作者单位：Purdue University System; Purdue University
摘要：This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior (OCB). Results from 2 studies (Study 1: single organization, N = 310; Study 2: multiple organizations, N = 303) con...
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作者：Heggestad, ED; Morrison, M; Reeve, CL; McCloy, RA
作者单位：Colorado State University System; Colorado State University Fort Collins; Purdue University System; Purdue University
摘要：Recent research suggests multidimensional forced-choice (MFC) response formats may provide resistance to purposeful response distortion on personality assessments. It remains unclear, however. whether these formats provide normative trait information required for selection contexts. The current research evaluated score correspondences between an MFC format measure and 2 Likert-type measures in honest and instructed-faking conditions. In honest response conditions, scores from the MFC measure a...
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作者：Stark, S; Chernyshenko, OS; Drasgow, F; Williams, BA
作者单位：State University System of Florida; University of South Florida; University of Canterbury; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The present study investigated whether the assumptions of an ideal point response process, similar in spirit to Thurstone's work in the context of attitude measurement, can provide viable alternatives to the traditionally used dominance assumptions for personality item calibration and scoring. Item response theory methods were used to compare the fit of 2 ideal point and 2 dominance models with data from the 5th edition of the Sixteen Personality Factor Questionnaire (S. Conn & M. L. Rieke, 19...
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作者：Hoobler, Jenny M.; Brass, Daniel J.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Kentucky
摘要：This study focuses on factors that contribute to abusive super-vision, one form of nonphysical aggression, and the results of such abuse on subordinates and their family members. Using a kick the dog metaphor (As Marcus-Newhall, Pedersen, Carlson, and Miller (2000) state, this is a commonly used anecdote to illustrate displaced aggression...a man is berated by his boss but does not retaliate because he fears losing his job. Hours later, when he arrives home to the greeting barks of his dog he ...
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作者：Ferrin, Donald L.; Dirks, Kurt T.; Shah, Pri P.
作者单位：Singapore Management University; Washington University (WUSTL); University of Minnesota System
摘要：Past studies of the determinants of interpersonal trust have focused primarily on how trust forms in isolated dyads. Yet within organizations, trust typically develops between individuals who are embedded in a complex web of existing and potential relationships. In this article, the authors identify 3 alternative ways in which a trustor and trustee may be linked to each other via third parties: network closure (linked via social interactions with third parties), trust transferability (linked v...
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作者：Berdahl, JL; Moore, C
作者单位：University of Toronto
摘要：To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, mino...
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作者：Bolino, MC; Turnley, WH
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Kansas State University
摘要：By and large, prior research has focused on the positive aspects of organizational citizenship behavior (OCB). D. W. Organ and K. Ryan (1995), though, suggest that individuals who engage in high levels of OCB may become overloaded. This research explores the relationship between a specific type of OCB-namely, individual initiative-and role overload, job stress, and work-family conflict. Results from a sample of 98 couples indicate that higher levels of individual initiative (as assessed by the...
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作者：Farmer, SM; Aguinis, H
作者单位：Wichita State University; University of Colorado System; University of Colorado Denver
摘要：The authors present a model that explains how subordinates perceive the power of their supervisors and the causal mechanisms by which these perceptions translate into subordinate outcomes. Drawing on identity and resource-dependence theories, the authors propose that supervisors have power over their subordinates when they control resources needed for the subordinates' enactment and maintenance of current and desired identities. The Joint effect of perceptions of supervisor power and superviso...
