-
作者：Steel, PD; Kammeyer-Mueller, JD
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：One of the most problematic issues in contemporary meta-analysis is the estimation and interpretation or moderating effects. Monte Carlo analyses are developed in this article that compare bivariate correlations, ordinary least squares and weighted least squares (WLS) multiple regression, and hierarchical subgroup (HS) analysis for assessing the influence of continuous moderators under conditions of multicollinearity and skewed distribution of study sample sizes (heteroscedasticity). The resul...
-
作者：Judge, TA; Heller, D; Mount, MK
作者单位：State University System of Florida; University of Florida; University of Iowa; University of Iowa
摘要：This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism,.25 for Extraversion,.02 for Openness to Experience,.17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relatio...
-
作者：Lam, SSK; Yik, MSM; Schaubroeck, J
作者单位：University of Hong Kong; Drexel University
摘要：This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N = 329) in a large international bank, Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable appraisal results (Time 2). Improved attitudes persisted 6 months after the performance appraisal (Time 3) among tellers with low negative affectiv...
-
作者：Tsai, WC; Huang, YM
作者单位：National Yang Ming Chiao Tung University; National Chengchi University
摘要：Past empirical evidence has indicated that employee affective delivery can influence customer reactions (e.g., customer satisfaction, service quality evaluation). This study extends previous research by empirically examining mediating processes underlying the relationship between employee affective delivery and customer behavioral intentions. Data were collected from 352 employee-customer pairs in 169 retail shoe stores in Taiwan. Results showed that the influence of employee affective deliver...
-
作者：Kinicki, AJ; McKee-Ryan, FM; Schriesheim, CA; Carson, KP
作者单位：Arizona State University; Arizona State University-Tempe; West Virginia University; University of Miami
摘要：The construct validity of the Job Descriptive Index (JDI) was investigated by using a meta-analysis to summarize previous empirical studies that examined antecedents, correlates, and consequences of job satisfaction. In total, 79 unique correlates with at combined total of 1,863 correlations were associated with the JDI subdimensions. The construct validity of the JDI was supported by (a) acceptable estimates of internal consistency and test-retest reliability, (b) results that conform to a no...
-
作者：Tan, HH; Aryee, S
作者单位：Hong Kong Baptist University; National University of Singapore
摘要：Primary data obtained from unionized employees in Singapore were used to examine P. A. Bamberger, A. N. Kluger, and R. Suchard's (1999) integrative model of the antecedents and outcomes of union commitment. Structural equation modeling results revealed support for their integrative model. Specifically, the results revealed the influence of job satisfaction on union loyalty to be indirect through organizational commitment. However, the union-related antecedents (union socialization and union in...
-
作者：Wanberg, CR; Hough, LM; Song, ZL
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：The authors propose a multidisciplinary model of the predictors of reemployment and test its predictive validity for explaining reemployment success. Predictor variables from the fields of economics, sociology, and psychology are incorporated into the model. Reemployment success is conceptualized as a construct consisting of unemployment insurance exhaustion and reemployment speed, and for reemployed persons, job improvement, job-organization fit, and intention to leave the new job. Direct, me...
-
作者：Bushman, BJ; Bonacci, AM
作者单位：Iowa State University
摘要：Participants watched a violent, sexually explicit, or neutral TV program that contained 9 ads. Participants recalled the advertised brands. They also identified the advertised brands from slides of supermarket shelves. The next day, participants were telephoned and asked to recall again the advertised brands. Results showed better memory for people who saw the ads during a neutral program than for people who saw the ads during a violent or sexual program both immediately after exposure and 24 ...
-
作者：Wayne, SJ; Shore, LM; Bommer, WH; Tetrick, LE
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Houston System; University of Houston; University System of Georgia; Georgia State University; University System of Georgia; Georgia State University; University System of Georgia; Georgia State University
摘要：This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and contingent rewards) and punishment behavior would b...
-
作者：Hausknecht, JP; Trevor, CO; Farr, JL
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Wisconsin System; University of Wisconsin Madison
摘要：This field study investigated the effect of retaking identical selection tests on subsequent test scores of 4,726 candidates for law enforcement positions. For both cognitive ability and oral communication ability selection tests, candidates produced significant score increases between the 1st and 2nd and the 2nd and 3rd test administrations. Furthermore, the repeat testing relationships with posthire training performance and turnover were examined in a sample of 1,515 candidates eventually se...
