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作者：LePine, JA; LePine, MA; Jackson, CL
作者单位：State University System of Florida; University of Florida; State University System of Florida; University of Florida
摘要：In a study of 696 learners, the authors found that stress associated with challenges in the learning environment had a positive relationship with learning performance and that stress associated with hindrances in the learning environment had a negative relationship with learning performance. They also found evidence suggesting that these stress-learning performance relationships were partially mediated by exhaustion and motivation to learn. Both forms of stress were positively related to exhau...
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作者：Westman, M; Vinokur, AD; Hamilton, VL; Roziner, I
作者单位：Tel Aviv University; University of Michigan System; University of Michigan; University System of Maryland; University of Maryland College Park
摘要：This study examined mechanisms of strain crossover within couples and the moderating role of gender. Data were collected at a time of military downsizing from a sample of 1,250 Russian army officers and their spouses. The authors tested a model that incorporated 3 mechanisms for the crossover of marital dissatisfaction among dual-earner couples. The model provided support for 2 suggested crossover mechanisms: direct reactions of crossover and indirect mediated effects through social underminin...
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作者：Goerke, M; Möller, J; Schulz-Hardt, S
作者单位：University of Bielefeld; Technische Universitat Dresden; University of Munich
摘要：In testing for the self-serving bias in performance evaluation, the authors propose that comparing managers' counterfactual and prefactual thoughts about subordinates' performance is more conclusive than the attributional approach and also offers practical advantages. In a study with 120 managers, a 4-way interaction of subordinate performance, temporal perspective, direction, and reference confirmed the predicted pattern. Managers' thoughts about how a weak performance could have been enhance...
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作者：Lance, CE; Lambert, TA; Gewin, AG; Lievens, F; Conway, JM
作者单位：University System of Georgia; University of Georgia; Ghent University; Connecticut State University System; Central Connecticut State University
摘要：The authors reanalyzed assessment center (AC) multitrait-multimethod (MTMM) matrices containing correlations among postexercise dimension ratings (PEDRs) reported by F. Lievens and J. M. Conway (2001). Unlike F. Lievens and J. M. Conway, who used a correlated dimension-correlated uniqueness model, we used a different set of confirmatory-factor-analysis-based models (1-dimension-correlated Exercise and 1-dimension-correlated uniqueness models) to estimate dimension and exercise variance compone...
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作者：Ilies, R; Judge, TA
作者单位：State University System of Florida; University of Florida
摘要：In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks-the five-factor model and positive affectivity-negative affectivity (PA-NA)-and behavioral- genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed...
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作者：Bunderson, JS; Sutcliffe, KA
作者单位：Washington University (WUSTL); University of Michigan System; University of Michigan
摘要：Although research has suggested that teams can differ in the extent to which they encourage proactive learning and competence development among their members (a team learning orientation), the performance consequences of these differences are not well understood. Drawing from research on goal orientation and team learning, this article suggests that, although a team learning orientation can encourage adaptive behaviors that lead to improved performance, it is also possible for teams to comprom...
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作者：Bagozzi, RP; Verbeke, W; Gavino, JC Jr
作者单位：Rice University; Rice University; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Asian Institute of Management
摘要：In this study, the authors investigated how salespeople within an interdependent-based culture (the Philippines) and an independent-based culture (the Netherlands) experience and self-regulate shame. Filipino and Dutch employees were found to experience shame as a consequence of customer actions in largely similar ways (i.e., for both, shame is a painful self-conscious emotion with unique physiological/ behavioral urges, self-focused attention, and felt threat to the core self) but have differ...
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作者：Witt, LA; Ferris, GR
作者单位：University of Louisiana System; University of New Orleans; State University System of Florida; Florida State University
摘要：The authors conducted 4 studies to test the hypothesis that the relationship between Conscientiousness and job performance reflecting interpersonal effectiveness is more strongly positive among workers who are higher rather than lower in social skill. Results of hierarchical moderated regression analyses supported the hypothesis in all 4 studies. Among workers high in social skill, Conscientiousness was positively related to performance. Among workers low in social skill, the relationship betw...
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作者：Ambrose, ML; Cropanzano, R
作者单位：State University System of Florida; University of Central Florida; University of Colorado System; University of Colorado Boulder; Colorado State University System; Colorado State University Fort Collins
摘要：Most organizational justice research takes a cross-sectional approach to examining the relationship between perceived fairness and individuals' attitudes. This study examines the effect of procedural and distributive justice over time. It is suggested that individuals acquire more information and experience with procedures and outcomes over time. These changes in information and experience affect the influence of procedural and distributive justice on organizational attitudes. Faculty percepti...
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作者：Cropanzano, R; Rupp, DE; Byrne, ZS
作者单位：Colorado State University System; Colorado State University Fort Collins; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few excepti...
