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作者：Ahearne, M; Mathieu, J; Rapp, A
作者单位：University of Houston System; University of Houston; University of Connecticut; University of Connecticut
摘要：This research focuses on the impact of leadership empowerment behavior (LEB) on customer service satisfaction and sales performance, as mediated by salespeople's self-efficacy and adaptability. Moreover, the authors propose an interactive relationship whereby LEB will be differentially effective as a function of employees' empowerment readiness. The authors' hypotheses are tested using survey data from a sample of 231 salespeople in the pharmaceutical field, along with external ratings of sati...
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作者：Keith, N; Frese, M
作者单位：Justus Liebig University Giessen
摘要：In error management training, participants are explicitly encouraged to make errors and learn from them. Error management training has frequently been shown to lead to better performance than conventional trainings that adopt an error avoidant approach. The present study investigated self-regulatory processes mediating this effect. Fifty-five volunteer students learned a computer program under 1 of 3 conditions: error avoidant training, error management training, or error management training s...
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作者：Heller, D; Watson, D
作者单位：University of Waterloo; University of Iowa
摘要：Previous research has indicated important linkages between work and family domains and roles. However, the nature of the dynamic spillover between job and marital satisfaction remains poorly understood. The current study tests both the concurrent and lagged associations between job and marital satisfaction at a within-individual level of analysis using a diary study of 76 fully employed, married adults. The authors further examine the mediating role of mood in this spillover process. Consisten...
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作者：Salamin, A; Hom, PW
作者单位：Arizona State University; Arizona State University-Tempe
摘要：This project revisits the perennial debate over the relationship between job performance and turnover. Disputing traditional findings, C. Trevor, B. Gerhart, and J. Boudreau (1997) observed that high and low performers quit more than do average performers. They further challenged received wisdom by showing that promotions can induce turnover, especially among poor performers, by signaling ability, The authors sought to replicate and extend these unconventional findings by exploring curvilinear...
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作者：Kammeyer-Mueller, JD; Wanberg, CR; Glomb, TM; Ahlburg, D
作者单位：State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities
摘要：To better understand the process of organizational withdrawal, a turnover model incorporating dynamic predictors measured at 5 distinct points in time was examined by following a large occupationally and organizationally diverse sample over a 2-year period. Results demonstrated that turnover can be predicted by perceived costs of turnover, organizational commitment, and critical events measured soon after entry into the organization. Occupational unemployment rates, job satisfaction, and searc...
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作者：Sy, T; Côté, S; Saavedra, R
作者单位：California State University System; California State University Long Beach; University of Toronto; University of Michigan System; University of Michigan
摘要：The present study examined the effects of leaders' mood on (a) the mood of individual group members, (b) the affective tone of groups, and (c) 3 group processes: coordination, effort expenditure, and task strategy. On the basis of a mood contagion model, the authors found that when leaders were in a positive mood, in comparison to a negative mood, (a) individual group members experienced more positive and less negative mood, and (b) groups had a more positive and a less negative affective tone...
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作者：Beal, DJ; Weiss, HM; Barros, E; MacDermid, SM
作者单位：Rice University; Purdue University System; Purdue University; Purdue University System; Purdue University; Pontificia Universidad Catolica de Chile; Universidad de Chile
摘要：In this article, the authors present a model linking immediate affective experiences to within-person performance. First, the authors define a time structure for performance (the performance episode) that is commensurate with the dynamic nature of affect. Next, the authors examine the core cognitive and regulatory processes that determine performance for I person during any particular episode. Third, the authors describe how various emotions and moods influence the intermediary performance pro...
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作者：Brown, SP; Westbrook, RA; Challagalla, G
作者单位：University of Houston System; University of Houston; Rice University; University System of Georgia; Georgia Institute of Technology
摘要：The authors examined the moderating effects of coping tactics on. the relationship between negative emotion and work performance. Findings indicate an adverse effect of emotion on performance; however, this effect is moderated by coping tactics. Venting (expressing one's negative feelings to others) amplified the adverse effects of negative emotion. Self-control had mixed effects: On one hand, it buffered the adverse effects of negative-emotion, yet on the other hand, it had a negative direct ...
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作者：Bentein, K; Vandenberg, R; Vandenberghe, C; Stinglhamber, F
作者单位：University of Quebec; University of Quebec Montreal; University System of Georgia; University of Georgia; Universite de Montreal; HEC Montreal
摘要：Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline...
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作者：Ziegert, JC; Hanges, PJ
作者单位：University System of Maryland; University of Maryland College Park
摘要：This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modem racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist a...
