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作者：Shaw, JD; Duffy, MK; Mitra, A; Lockhart, DE; Bowler, M
作者单位：University of Kentucky; University of North Texas System; University of North Texas Denton; University of Northern Iowa
摘要：The relationships among merit pay raises, trait positive, affectivity (PA), and reactions to merit pay increases (pay attitudes and behavioral intentions) were explored in a longitudinal study of hospital employees. Drawing on signal sensitivity theory, the authors expected that PA would moderate the relationship between merit pay raise size and reactions to the increase such that pay raise size would be more strongly related to pay attitudes and behavioral intentions among those low in PA. Re...
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作者：Sonnentag, S
作者单位：Braunschweig University of Technology
摘要：This study examined work-related outcomes of recovery during leisure time. A total of 147 employees completed a questionnaire and a daily survey over a period of 5 consecutive work days. Multilevel analyses showed that day-level recovery was positively related to day-level work engagement and day-level proactive behavior (personal initiative, pursuit of learning) during the subsequent work day. T e data suggest considerable daily fluctuations in behavior and attitudes at work, with evidence th...
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作者：Sprott, DE; Spangenberg, ER; Fisher, R
作者单位：Washington State University; Western University (University of Western Ontario)
摘要：Asking people to predict whether they will undertake a target behavior increases their probability of performing that behavior. Now referred to as the self-prophecy effect, this phenomenon has been demonstrated across several contexts. Although theoretical explanations for the effect have been offered, empirical evidence for proposed accounts is sparse. The current research tests the theoretically relevant precondition for the effect that normative beliefs-evaluations of what is socially desir...
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作者：Brooks, ME; Highhouse, S; Russell, SS; Mohr, DC
作者单位：University System of Ohio; Bowling Green State University
摘要：This research questioned the proposition that corporate familiarity is positively associated with firm reputation. Student images of familiar and unfamiliar Fortune 500 corporations were examined in 4 experiments. The results suggested that, consistent with behavioral decision theory and attitude theory, highly familiar corporations provide information that is more compatible with the tasks of both admiring and condemning than less familiar corporations. Furthermore, the judgment context may d...
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作者：Bandura, A; Locke, EA
作者单位：Stanford University; University System of Maryland; University of Maryland College Park
摘要：The authors address the verification of the functional properties of self-efficacy beliefs and document how self-efficacy beliefs operate in concert with goal systems within a sociocognitive theory of self-regulation in contrast to the focus of control theory on discrepancy reduction. Social cognitive theory posits proactive discrepancy production by adoption of goal challenges working in concert with reactive discrepancy reduction in realizing them. Converging evidence from diverse methodolog...
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作者：Simmering, MJ; Colquitt, JA; Noe, RA; Porter, COLH
作者单位：Louisiana State University System; Louisiana State University; State University System of Florida; University of Florida; University System of Ohio; Ohio State University; Texas A&M University System; Texas A&M University College Station
摘要：The authors examined employee development and its relationship with Conscientiousness and person-environment fit (in terms of needs and supplies of autonomy). They hypothesized that Conscientiousness would be positively associated with development but only when employees felt that the autonomy supplied by the organization did not fit their needs. In other words, whereas Conscientiousness could supply the dispositional resources for development, misfit was needed to create the need for developm...
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作者：Oreg, S
作者单位：Cornell University
摘要：The Resistance to Change Scale was designed to measure an individual's dispositional inclination to resist changes. In Study 1, exploratory analyses indicated 4 reliable factors: Routine Seeking, Emotional Reaction to Imposed Change, Cognitive Rigidity, and Short-Term Focus. Studies 2, 3, and 4 confirmed this structure and demonstrated the scale's convergent and discriminant validities. Studies 5, 6, and 7 demonstrated the concurrent and predictive validities of the scale in 3 distinct context...
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作者：Ostroff, C; Atwater, LE
作者单位：Columbia University Teachers College; Arizona State University; Arizona State University-Downtown Phoenix
摘要：Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, p...
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作者：Ones, DS; Viswesvaran, C
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; Florida International University
摘要：This article compares variability in national norms to variability in job-specific applicant pools for personality scales. Across 23,231 job applicants for 111 jobs, we found that job-specific applicant pools were slightly less variable than broad normative. data (by about 4%) based on a national norm sample of 40,474 job applicants. For some personality variables, the amount of variability reduction correlated with work characteristics as captured by the Data, People and Things scales of the ...
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作者：Tett, RP; Burnett, DD
作者单位：University of Tulsa
摘要：Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expr...
