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作者：van Knippenberg, D; De Dreu, CKW; Homan, AC
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Amsterdam
摘要：Research on the relationship between work group diversity and performance has yielded inconsistent results. To address this problem, the authors propose the categorization-elaboration model (CEM), which reconceptualizes and integrates information/decision making and social categorization perspectives on work-group diversity and performance.. The CEM incorporates mediator and moderator variables that typically have been ignored In diversity research and incorporates the view that information/de...
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作者：Caldwell, SD; Herold, DA; Fedor, DB
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Organizational behavior literature has not typically viewed person-environment (P-E) fit as an outcome of change. Whereas the study of antecedents to employees' fit with their work environment has largely been restricted to the selection and socialization of newcomers, this study examines individuals' perceptions of changes in P-E fit in relation to organizational changes occurring in 34 different organizational work units. Results suggest that the relationships between organizational change a...
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作者：Heilman, ME; Wallen, AS; Fuchs, D; Tamkins, MM
作者单位：New York University; Columbia University; Columbia University Teachers College
摘要：A total of 242 subjects participated in 3 experimental studies investigating reactions to a woman's success in a male gender-typed job. Results strongly supported the authors' hypotheses, indicating that (a) when women are acknowledged to have been successful, they are less liked and more personally derogated than equivalently successful men (Studies 1 and 2); (b) these negative reactions occur only when the success is in an arena that is distinctly male in character (Study 2); and (c) being d...
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作者：Goodman, JS; Wood, RE; Hendrickx, M
作者单位：University of Connecticut; University of New South Wales Sydney; State University of New York (SUNY) System; Binghamton University, SUNY
摘要：Greater feedback specificity is generally considered to be beneficial for performance and learning, but the evidence for this generalization is limited. The authors argue that increasing the specificity of feedback is beneficial for initial performance but discourages exploration and undermines the learning needed for later, more independent performance. The results of their transfer experiment demonstrate that increasing the specificity of feedback positively affected practice performance, bu...
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作者：Davis, FD; Yi, MY
作者单位：University of Arkansas System; University of Arkansas Fayetteville; University of South Carolina System; University of South Carolina Columbia
摘要：Effective computer skill training is vital to organizational productivity. Two experiments (N = 288) demonstrated that the behavior modeling approach to computer skill training could be substantially improved by incorporating symbolic mental rehearsal (SMR). SMR is a specific form of mental rehearsal that establishes a cognitive link between visual images and symbolic memory codes. As theorized, the significant effects of SMR on declarative knowledge and task performance were shown to be fully...
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作者：Smither, JW; Walker, AG
作者单位：La Salle University; University System of Ohio; Bowling Green State University
摘要：Researchers have paid almost no attention to the narrative comments that typically accompany multirater feedback reports despite the fact that both anecdotal and empirical evidence suggest that feedback recipients devote considerable attention to such comments. The authors examined improvement in upward feedback ratings over a 1-year period for 176 managers as a function of (a) the number of narrative comments each manager received, (b) whether those comments were favorable (vs. unfavorable), ...
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作者：Pryke, S; Lindsay, RCL; Dysart, JE; Dupuis, P
作者单位：Queens University - Canada
摘要：Two experiments (N = 147 and N = 90) explored the use of multiple independent lineups to identify a target seen live. In Experiment 1, simultaneous face, body, and sequential voice lineups were used. In Experiment 2, sequential face, body, voice, and clothing lineups were used: Both studies demonstrated that multiple identifications (by the same witness) from independent lineups of different features are highly diagnostic of suspect guilt (G. L. Wells & R. C. L. Lindsay; 1980). The number of s...
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作者：Totterdell, P; Wall, T; Holman, D; Diamond, H; Epitropaki, O
作者单位：University of Sheffield
摘要：The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine...
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作者：Colbert, AE; Mount, MK; Harter, JK; Witt, LA; Barrick, MR
作者单位：University of Iowa; University of Louisiana System; University of New Orleans; Gallup, Inc.
摘要：Previous research on workplace deviance has examined the relationship of either personality or employees situational perceptions with deviant behavior. In this study, the authors focused on the joint relationship of personality and perceptions of the work situation with deviant behavior. Using 4 samples of employees and multiple operationalizations of the core constructs, the authors found support for the hypothesis that positive perceptions of the work situation are negatively related to work...
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作者：Epitropaki, O; Martin, R
作者单位：University of Queensland
摘要：The present empirical investigation had a 3-fold purpose: (a) to cross-validate L. R. Offermann, J. K. Kennedy, and P. W. Wirtz's (1994) scale of Implicit Leadership Theories (ILTs) in several organizational settings and to further provide a shorter scale of ILTs in organizations; (b) to assess the generalizability of ILTs across different employee groups, and (c) to evaluate ILTs' change over time. Two independent samples were used for the scale validation (N-1 = 500 and N-2 = 439). A 6-facto...
