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作者：Hollenbeck, JR; Moon, H; Ellis, APJ; West, BJ; Ilgen, DR; Sheppard, L; Porter, COLH; Wagner, JA III
作者单位：Michigan State University; Michigan State University
摘要：This article develops and tests a structurally based, integrated theory of person-team fit. The theory developed is an extension Of Structural contingency theory and considers issues of external Fit simultaneously with its examination of internal Fit at the team level. Results from 80 teams working on an interdependent team task indicate that divisional structures demand high levels of cognitive ability on the part of teammembers However, the advantages of high cognitive ability in divisional ...
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作者：Harter, JK; Schmidt, FL; Hayes, TL
作者单位：Gallup, Inc.; University of Iowa
摘要：Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in man...
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作者：Marks, MA; Sabella, MJ; Burke, CS; Zaccaro, SJ
作者单位：State University System of Florida; Florida International University; Bayer AG; Bayer Healthcare Pharmaceuticals; State University System of Florida; University of Central Florida; George Mason University
摘要：The authors examined the role of cross-training in developing shared team-interaction mental models, coordination, and performance in a 2-experiment study using computer simulation methodology (for Experiment 1, N = 45 teams; for Experiment 2, N = 49 teams). Similar findings emerged across the 2 experiments. First, cross-training enhanced the development of shared team-interaction models. Second, coordination mediated the relationship between shared mental models and team performance. However,...
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作者：Olson-Buchanan, JB; Boswell, WR
作者单位：California State University System; California State University Fresno; Texas A&M University System; Texas A&M University College Station
摘要：This study extends prior research on voice, loyalty, and postvoice outcomes by examining a variety of methods by which an employee may choose to voice a dispute. The authors argue that more loyal employees may prefer and use less formal methods to voice discontent and that the use of less formal voice methods relates to less job search activity and lower intent to quit. This study also investigated the interrelation between loyalty, voice method, and satisfaction with the attempt to resolve th...
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作者：Elfenbein, HA; Ambady, N
作者单位：Harvard University
摘要：Emotion recognition, the most reliably validated component within the construct of emotional intelligence, is a complicated skill. Although emotion recognition skill is generally valued in the workplace, eavesdropping, or relatively better recognition ability with emotions expressed through the less controllable leaky nonverbal channels, can have detrimental social and workplace consequences. In light of theory regarding positive emotion in organizations, as well as research on the consequence...
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作者：Saad, S; Sackett, PR
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：Gender-based differential prediction of job performance in employment-oriented personality measures has been left virtually unexamined. The use of 3 personality composites from the U.S. Army's instrument to predict 5 dimensions of job performance across 9 military jobs was investigated. Differential prediction, occurring in one third of the cases, was predominantly in the form of overprediction of female performances (i.e., higher male intercepts); slope differences were not found at above-cha...
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作者：Saks, AM; Ashforth, BE
作者单位：University of Toronto; University of Toronto; Arizona State University; Arizona State University-Tempe
摘要：In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and orga...
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作者：Barling, J; Loughlin, C; Kelloway, EK
作者单位：Queens University - Canada; University of Toronto; Saint Marys University - Canada
摘要：The authors developed, tested, and replicated a model in which safety-specific transformational leadership predicted occupational injuries in 2 separate studies. Data from 174 restaurant workers (M age = 26.75 years, range = 15-64) were analyzed using structural equation modeling (LISREL 8; K. G. Joreskog & D. Sorbom, 1993) and provided strong support for a model whereby safety-specific transformational leadership predicted occupational injuries through the effects of perceived safety climate,...
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作者：Dysart, JE; Lindsay, RCL; MacDonald, TK; Wicke, C
作者单位：Queens University - Canada
摘要：The effect of alcohol on identification accuracy is potentially an important topic. This study examined the effects of alcohol consumption on identification accuracy from showups, the identification procedure most likely to be used by police with intoxicated witnesses. The blood alcohol level of people exposed to a target was measured. In the target-present showup condition, blood alcohol level was not significantly related to correct identification rate, In the target-absent showup condition,...
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作者：Moon, H; Conlon, DE
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：In a series of studies, the authors established empirical support for a general decision-making bias that they termed a person sensitivity bias. Specifically, a person sensitivity bias consists of a person positivity bias (D. O. Sears, 1983) under positive performance conditions and a person negativity bias under negative performance conditions. The authors conducted the first empirical studies of a direct comparison between individuals and objects performing the same task under both positive ...
