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作者：Maslyn, JM; Uhl-Bien, M
作者单位：Vanderbilt University; State University System of Florida; University of Central Florida
摘要：Two hundred thirty-two manager-subordinate dyads provided data on the effort expended toward the development of leader-member exchange (LMX) relationships, how such effort related to expectations about relationship quality, and intentions to exert future effort toward relationship development. For both managers and subordinates, higher quality LMX relationships were reported and expectations were met when the other member of the dyad put forth effort into relationship development. One's own hi...
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作者：Wayne, JH; Riordan, CM; Thomas, KM
作者单位：Wake Forest University; University System of Georgia; University of Georgia; University System of Georgia; University of Georgia
摘要：Given recent court decisions, there is a need to investigate less common forms of sexual harassment, including women harassing men and same-gender harassment. The present study was a 2 (harasser gender) X 2 (target gender) X 2 (participant gender) factorial design in which 408 mock jurors made decisions in a hostile work environment case. Women harassing men were more likely to be found guilty than were men harassing women, and harassers in same-gender cases were more likely to be found guilty...
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作者：Moon, H
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：Currently, there are 2 conflicting frameworks with which to understand why decision makers might escalate their commitment to a previously chosen course of action: sunk costs and project completion. The author proposes that sunk costs and need to complete exert simultaneous pressures, both independent and interactive. on a decision maker's level of commitment. The responses of 340 participants were analyzed and supported a complementary relationship between the 2 predictors. In addition. sunk ...
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作者：Vecchio, RP; Bullis, RC
作者单位：University of Notre Dame; United States Department of Defense; United States Army; United States Military Academy
摘要：Gender, racial, and ethnic similarity were examined for 2,883 sub ordinate-supervisor dyads in a military setting. All forms of demographic similarity were weakly associated with satisfaction with one's supervisor and continued membership in the Army. White subordinates under the supervision of non-Whites expressed the lowest level of satisfaction with supervision. Two moderators were examined: supervisory support of equal opportunity and the length of time worked with a supervisor. Results un...
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作者：Bartol, KM; Durham, CC; Poon, JML
作者单位：University System of Maryland; University of Maryland College Park; California State University System; California State University Northridge; Universiti Kebangsaan Malaysia
摘要：This studs investigated the impact of rating segmentation (i.e., the number of alternative appraisal categories available tor rating employee performance) on motivation and perceptions of fairness, Participants were 305 student volunteers who performed a catalog search task, A 2 X 4 factorial design with 2 performance rating systems-low segmentation (3 categories) and moderate segmentation (5 categories)-and 4 performance levels was used. Overall the results indicated that the 5-category syste...
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作者：Fuller, JB Jr; Hester, K
作者单位：University of Louisiana System; Louisiana Technical University; Arkansas State University
摘要：In this study, a series of nested models was tested to assess the extent to which the relationship between process-related justice and union participation is mediated by perceived union support and union commitment. Members of a steelworkers' local (N = 615) participated in the study, Fit indices most strongly supported a fully mediated model, Unlike precious research. process-related justice Ads operationalized as 2 distinct variables: procedural and interactional justice, Interactional justi...
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作者：Lievens, F; Conway, JM
作者单位：Ghent University; Connecticut State University System; Central Connecticut State University
摘要：This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To A hat extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best repr...
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作者：Allen, DG; Griffeth, RW
作者单位：University of Memphis; University System of Georgia; Georgia State University
摘要：Despite the importance of understanding the conditions under which high performing employees are more likely or less likely to voluntarily leave an organization, the nature of the relationship between job performance and voluntary turnover has proven to be elusive. A model of the performance-turnover relationship that highlights important moderators and mediators is proposed and tested, Data consisted of organizational performance and turnover records and survey responses for 130 employees of ...
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作者：Eisenberger, R; Armeli, S; Rexwinkel, B; Lynch, PD; Rhoades, L
作者单位：University of Delaware
摘要：Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives: (b) felt obligation mediated the associations of POS with affective commitment, organizational sp...
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作者：Brown, SP; Ganesan, S; Challagalla, G
作者单位：Southern Methodist University; University of Arizona; University System of Georgia; Georgia Institute of Technology
摘要：The authors assessed previously unexplored processes by which information seeking and self-efficacy contribute to self-regulatory effectiveness in industrial selling. They assessed the synergistic interaction of inquiry and monitoring with respect to role clarity and tested whether this interaction was further moderated by self-efficacy. Results indicated that the role-clarifying effects of feedback inquiry and monitoring were contingent rather than independent. Role clarity increased as the c...
