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作者：Herscovitch, L; Meyer, JP
作者单位：Western University (University of Western Ontario)
摘要：Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N.J. Allen, 1991; J. P. Meyer& L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively),...
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作者：van der Zee, KI; Bakker, AB; Bakker, P
作者单位：University of Groningen; Utrecht University
摘要：By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. ...
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作者：Kristof-Brown, AL; Jansen, KJ; Colbert, AE
作者单位：University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：The authors report an experimental policy-capturing study that examines the simultaneous impact of person-job (PJ), person-group (PG), and person-organization (PO) fit on work, satisfaction. Using hierarchical linear modeling, the authors determined that all 3 types of fit had important, independent effects on satisfaction. Work experience explained systematic differences in how participants weighted each type of fit. Multiple interactions also showed participants used complex strategies for c...
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作者：Johnson, DE; Erez, A; Kiker, DS; Motowidlo, SJ
作者单位：University of Alabama System; University of Alabama Tuscaloosa; State University System of Florida; University of Florida; University of South Carolina System; University of South Carolina Columbia; University of Minnesota System; University of Minnesota Twin Cities
摘要：Two studies investigated the mediating effects of liking and attributions of motives on the relationship between a ratee's reputation and helpful behaviors and raters' reward decisions. During managerial simulations, raters evaluated individuals after watching videotapes in which the individual's reputation and helpful behaviors were manipulated. Results indicated an interaction effect between reputation and helpful behaviors such that a helpful person with a good reputation received more rewa...
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作者：LePine, JA; Erez, A; Johnson, DE
作者单位：State University System of Florida; University of Florida; University of Alabama System; University of Alabama Tuscaloosa
摘要：This article review the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars, Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictor...
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作者：Zohar, D
作者单位：Technion Israel Institute of Technology
摘要：This article presents a leadership-based intervention model designed to modify supervisory monitoring and rewarding of subordinates' safety performance. Line supervisors received weekly feedback based on repeated episodic interviews with subordinates concerning the cumulative frequency of their safety-oriented interactions. This information identified the priority of safety over competing goals such as speed or schedules. Section managers received the same information and used it to communicat...
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作者：Gelfand, MJ; Higgins, M; Nishii, LH; Raver, JL; Dominguez, A; Murakami, F; Yamaguchi, S; Toyama, M
作者单位：University System of Maryland; University of Maryland College Park; University of Tokyo; University of Osaka
摘要：In this article, the authors advanced a cultural view of judgment biases in conflict and negotiation. The authors predicted that disputants' self-serving biases of fairness would be more prevalent in individualistic cultures, such as the United States, in which the self is served by focusing on one's positive attributes to stand out and be better than others, yet would be attenuated in collectivistic cultures, such as Japan, where the self is served by focusing on one's negative characteristic...
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作者：Dirks, KT; Ferrin, DL
作者单位：Washington University (WUSTL); State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：In this study, the authors examined the findings and implications of the research on trust in leadership that has been conducted during the past 4 decades. First, the study provides estimates of the primary relationships between trust in leadership and key outcomes, antecedents, and correlates (k = 106). Second, the study explores how specifying the construct with alternative leadership referents (direct leaders vs. organizational leadership) and definitions (types of trust) results in systema...
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作者：LeBlanc, MM; Kelloway, EK
作者单位：Saint Marys University - Canada
摘要：The authors developed and assessed the psychometric properties of an instrument measuring risk for workplace violence and expanded a model linking (a) risk and experience of violence and aggression from the public and (b) experience of aggression from coworkers to emotional well-being, psychosomatic well-being, affective commitment, and turnover intentions. Using data from 254 employees representing 71 different occupations, the measure demonstrated acceptable within-occupation and 1-month tes...
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作者：Avery, DR; Quiñones, MA
作者单位：Rice University
摘要：Many voice studies have failed to distinguish among voice opportunity, perceived voice opportunity, voice behavior, and voice instrumentality. Thus, the authors sought to clarify the roles of each in determining procedural fairness perceptions. Controlling for the effect of voice opportunity, each of the 3 remaining constructs was hypothesized to predict fairness. Furthermore, voice instrumentality was hypothesized to moderate the effect of voice behavior on fairness. Undergraduates (N = 102; ...
