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作者：Treadway, DC; Ferris, GR; Hochwarter, W; Witt, LA; Goodman, JA
作者单位：University of Mississippi; State University System of Florida; Florida State University; University of Louisiana System; University of New Orleans
摘要：This research examined the interaction of organizational politics perceptions and employee age on job performance in 3 studies. On the basis of conservation of resources theory, the authors predicted that perceptions of politics would demonstrate their most detrimental effects on job performance for older workers. Results across the 3 studies provided strong support for the hypothesis that increases in politics perceptions are associated with decreases in job performance for older employees an...
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作者：Wesson, MJ; Gogus, CI
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：The current study investigated the effects of using a computer-based orientation program on organizational socialization and attitudinal outcomes. In a quasi-experimental field study, 261 newcomers either participated in a group, social-based orientation session or an individual, computer-based orientation session. Consistent with hypotheses, results indicated that participation in the computer-based orientation session led to lower levels of socialization in the more socially rich content are...
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作者：Aryee, S; Srinivas, ES; Tan, HH
作者单位：Hong Kong Baptist University; XLRI -Xavier School of Management; National University of Singapore
摘要：This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie t...
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作者：Epitropaki, O; Martin, R
作者单位：University of Queensland
摘要：The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample-of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX Results also indicated th...
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作者：Stauffer, JM; Buckley, MR
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Texas A&M University System; Texas A&M University College Station
摘要：The purpose of this article is to facilitate a reconsideration of what the authors consider to be a mistaken belief among personnel psychologists-the belief that supervisory ratings of job performance are not biased on the basis of race. In this article, the authors reviewed the current literature, reexamined the data, and concluded that the research on which this mistaken belief is based clearly demonstrates that racial bias may indeed exist and is significant, both in statistical and practic...
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作者：Marks, MA; DeChurch, LA; Mathieu, JE; Panzer, FJ; Alonso, A
作者单位：George Mason University; State University System of Florida; Florida International University; University of Connecticut; American Institutes for Research
摘要：The authors examined how networks of teams integrate their efforts to succeed collectively. They proposed that integration processes used to align efforts among multiple teams are important predictors of multiteam performance. The authors used a multiteam system (MTS) simulation to assess how both cross-team and within-team processes relate to NITS performance over multiple performance episodes that differed in terms of required interdependence levels. They found that cross-team processes pred...
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作者：Lievens, F; Buyse, T; Sackett, PR
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities
摘要：This study is part of a trend of examining noncognitive predictors, for example, a situational judgment test (SJT), as supplements to cognitive predictors for making college admission decisions. The authors examined criterion data over multiple academic years and universities. The criterion domain was broadly conceptualized, including both cognitive and interpersonal domains. The sample consisted of 7,197 candidates of the Medical and Dental Studies Admission Exam in Belgium. Results confirmed...
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作者：Liao, H; Rupp, DE
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Rutgers University System; Rutgers University New Brunswick
摘要：In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavio...
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作者：Chao, GT; Moon, H
作者单位：Michigan State University; Michigan State University's Broad College of Business; Emory University
摘要：Workforce population trends have increased the numbers and kinds of culturally diverse people who work together. Researchers in organizational behavior have often examined culture through values; however, cultural values can be based on collections of people other than traditional nation states. A cultural mosaic is presented as a framework to identify demographic, geographic, and associative features underlying culture. An individual's unique collage of multiple cultural identities yields a c...
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作者：Wilk, SL; Moynihan, LM
作者单位：University of Pennsylvania; University of London; London Business School
摘要：This field study examined the effect of supervisory regulation of display rules-the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)-on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that...
