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作者：Bagozzi, RP; Bergami, M; Leone, L
作者单位：Rice University; Rice University; University of Bologna; Universita della Campania Vanvitelli
摘要：The authors developed a framework for thinking about motives in goal setting. The reasons for choosing a particular goal are represented in a hierarchical network: of motives. To uncover context-specific motives and their interconnections, the authors propose a procedure based on the elicitation of justifications for one's goal. The authors applied the procedure to the motivation of volunteering to join the Italian Army by officers (N = 151) and 3 groups of enlisted soldiers (Garibaldi Brigade...
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作者：De Dreu, CKW; Weingart, LR
作者单位：University of Amsterdam; Carnegie Mellon University
摘要：This study provides a meta-analysis of research on the associations between relationship conflict, task conflict, team performance, and team member satisfaction. Consistent with past theorizing, results revealed strong and negative correlations between relationship conflict, team performance, and team member satisfaction. In contrast to what has been suggested in both academic research and introductory textbooks, however, results also revealed strong and negative (instead of the predicted posi...
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作者：Murphy, KR; Cronin, BE; Tam, AP
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polari...
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作者：Hogan, J; Holland, B
摘要：The authors used socioanalytic theory to understand individual differences in people's performance at work. Specifically, if predictors and criteria are aligned by using theory, then the meta-analytic validity of personality measures exceeds that of atheoretical approaches. As performance assessment moved from general to specific job criteria, all Big Five personality dimensions more precisely predicted relevant criterion variables, with estimated true validities of .43 (Emotional Stability), ...
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作者：LePine, JA
作者单位：State University System of Florida; University of Florida
摘要：The present study extended research on relationships between individual differences and individual-level adaptation (J. A. LePine, J. A. Colquitt, & A. Erez, 2000). This study focused on team-level relationships (N = 73 teams) and demonstrated that after an unforeseen change in the task context, performance was superior for teams with members who had higher cognitive ability, achievement, and openness and who had lower dependability. These relationships were mediated by a measure of role struc...
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作者：Elliott, MA; Armitage, CJ; Baughan, CJ
作者单位：University of Sheffield
摘要：The theory of planned behavior (TPB; 1. Ajzen, 1985) was applied to drivers' compliance with speed limits. Questionnaire data were collected for 598 drivers at 2 time points separated by 3 months. TPB variables, demographic information, and self-reported prior behavior were measured at Time 1, and self-reported subsequent behavior was measured at Time 2. In line with the TPB, attitude, subjective norm, and perceived control were positively associated with behavioral intention, and intention an...
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作者：Peterson, RS; Smith, DB; Martorana, PV; Owens, PD
作者单位：University of London; London Business School; Rice University; Rice University; Northwestern University
摘要：This article explores I mechanism by which leader personality affects organizational performance. The authors hypothesized and tested the effects of leader personality on the group dynamics of the top management team (TMT) and of TMT dynamics on organizational performance. To test their hypotheses, the authors used the group dynamics q-sort method, which is designed to permit rigorous, quantitative comparisons of data derived from qualitative sources. Results from independent observations of c...
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作者：Avery, DR
作者单位：Saint Joseph's University
摘要：The portrayal of racial diversity in corporate recruitment advertisements has become increasingly common. Despite widespread sentiment that ad diversity attracts a broader scope of applicants, empirical research on this topic is sparse. Consequently, the present study manipulated ad diversity at 2 hierarchical levels to assess its impact on organizational attractiveness for 273 Black and White university students. In contrast to the predictions of relational demography, White viewers exhibited...
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作者：Zhou, J
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Study 1 was conducted to examine the contribution of the joint condition of super-visor close monitoring and the presence of creative coworkers to employees' creativity. In addition to replicating Study 1's results, Study 2 examined (a) the joint condition of supervisor developmental feedback and presence of creative coworkers and (b) whether creative personality moderated the contributions of the 2 joint conditions. Converging results from the 2 field studies demonstrated that when creative c...
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作者：Brett, JM; Stroh, LK
作者单位：Northwestern University; Loyola University Chicago
摘要：The authors investigated why some managers work extreme hours, defined as 61 or more hours per week. The authors tested explanations drawn from theories including the work-leisure tradeoff, work as an emotional respite, social contagion, and work as its own reward. In a demographically homogeneous sample of male managers, the best explanations for why some worked 61 or more hours per week were the financial and psychological rewards they received from doing so. The hypothesis derived from A. H...
