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作者：Leippe, MR; Eisenstadt, D; Rauch, SM; Seib, HM
作者单位：Saint Louis University
摘要：In 2 experiments, college students read a murder-trial transcript that included or did not include court-appointed expert testimony about eyewitness memory. The testimony either preceded or followed the evidence, and the judge's final instructions reminded or did not remind jurors about the expert's testimony. Expert testimony decreased perceptions of guilt and eyewitness believability when it followed the evidence and preceded the judge's reminder. This effect occurred whether the prosecution...
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作者：Cable, DM; Edwards, JR
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Complementary and supplementary fit represent 2 distinct traditions within the person-environment fit paradigm. However, these traditions have progressed in parallel but separate streams. This article articulates the theoretical underpinnings of the 2 traditions, using psychological need fulfillment and value congruence as prototypes of each tradition. Using a sample of 963 adult employees ranging from laborers to executives, the authors test 3 alternative conceptual models that examine the co...
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作者：Glomb, TM; Kammeyer-Mueller, JD; Rotundo, M
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; University of Florida; University of Toronto
摘要：The concept of emotional labor demands and their effects on workers has received considerable attention in recent years, with most studies concentrating on stress, burnout, satisfaction, or other affective outcomes. This study extends the literature by examining the relationship between emotional labor demands and wages at the occupational level. Theories describing the expected effects of job demands and working conditions on wages are described. Results suggest that higher levels of emotiona...
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作者：Tepper, BJ; Duffy, MK; Hoobler, J; Ensley, MD
作者单位：University of North Carolina; University of North Carolina Charlotte; University of Kentucky; Northern Illinois University
摘要：The authors developed and tested the prediction that the relationship between coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when a...
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作者：Cullen, MJ; Hardison, CM; Sackett, PR
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：To examine the generalizability of stereotype threat theory findings from laboratory to applied settings, the authors developed models of the pattern of relationships between cognitive test scores and outcome criteria that would be expected if the test scores of women and minority group members were affected by stereotype threat. Two large data sets were used to test these models, one in an education setting examining SAT-grade relationships by race and gender and the other in a military job s...
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作者：Aquino, K; Lamertz, K
作者单位：University of Delaware; Concordia University - Canada
摘要：This article proposes a model of the ways in which dyadic interactions between employees who occupy 1 of 4 archetypal social roles in organizations can lead to either episodic or institutionalized patterns of victimization. The model shows how the occurrence of victimization involving these 4 role types is,influenced by organizational variables such as power differences, culture, and access to social capital. The model integrates behavioral and social structural antecedents of victimization to...
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作者：Lim, BC; Ployhart, RE
作者单位：George Mason University
摘要：This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only .18 across the typical and maximum contexts. Furthermore, transformational leadershi...
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作者：Powers, DE
作者单位：Educational Testing Service (ETS)
摘要：From the standpoint of test validation, veterinary medicine provides both a unique context in which to study the validity of Graduate Record Examinations (GRE) test scores and a singular opportunity to address the shortcomings typical of many GRE validity studies. This article documents a study of the validity of the GRE General Test for predicting 1st-year grade averages in a comprehensive sample of veterinary medical colleges. For each of 16 veterinary medical colleges, statistical correctio...
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作者：Dabos, GE; Rousseau, DM
作者单位：Carnegie Mellon University; Carnegie Mellon University; Carnegie Mellon University
摘要：The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing t...
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作者：Kinicki, AJ; Prussia, GE; Wu, B; McKee-Ryan, FM
作者单位：Arizona State University; Arizona State University-Tempe; Seattle University; Oregon State University
摘要：This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performance was assessed 11 months later at the end of the review cycle. Covariance structure analysis supported the convergent and discriminant validity of ...
