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作者：Iverson, RD; Deery, SJ
作者单位：University of Melbourne
摘要：This study investigated the impact of positive affectivity (PA) and negative affectivity (NA) on employee tardiness, early departure, and absenteeism, controlling for demographic, job-related, and environmental variables. The 3 temporary withdrawal measures were collected from organizational records in the 12 months following the survey. The LISREL analysis was based on a sample of 362 blue-collar employees from a multinational automotive manufacturer, The results indicate that individuals hig...
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作者：Rhoades, L; Eisenberger, R; Armeli, S
作者单位：University of Delaware
摘要：Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study I found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N = 333) and a 3-year span (N = 226). POS was p...
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作者：Tepper, BJ; Duffy, MK; Shaw, JD
作者单位：University of North Carolina; University of North Carolina Charlotte; University of Kentucky
摘要：Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive super-vision. The relationship between abusive supervision and subordinates' dysfunctional resistance was stronger among subordinates who were lower in conscientiousness than among subordinates who w...
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作者：MacLaren, VV
作者单位：University of New Brunswick
摘要：The guilty knowledge polygraph test (GKT; D. T. Lykken, 1959, 1960) is a psychophysiological method of identifying suspects with concealed information about a crime. A meta-analysis of 50 treatment groups drawn from 22 laboratory simulation studies (total N = 1,247) was conducted to provide a comprehensive estimate of GKT accuracy under controlled conditions. Electrodermal measures correctly identified 76% of participants with concealed knowledge and 83% of those without information. Informed ...
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作者：George, JM; Zhou, J
作者单位：Rice University; Rice University; Texas A&M University System; Texas A&M University College Station
摘要：This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace. Openness to experience is theorized to result in high levels of creative behavior and conscientiousness is theorized to result in low levels of creative behavior when the situation allows for the manifestation of the trait influences. More specifically, the authors hypothesized that openness to experience...
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作者：Tepper, BJ; Lockhart, D; Hoobler, J
作者单位：University of Kentucky
摘要：A limitation of the organizational citizenship behavior (OCB) literature is that theory and empirical evidence suggest that some employees define OCBs as part of their job. A theoretical framework that addresses this problem is tested in this article. The framework focuses on 2 effects: a role enlargement effect (i.e., employees with more favorable attitudes define OCB; as inrole behavior, which, in turn, results in greater citizenship) and a role discretion effect (i.e., the relationship betw...
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作者：Stark, S; Chernyshenko, OS; Chan, KY; Lee, WC; Drasgow, F
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：The effects of faking on personality test scores have been studied previously by comparing (a) experimental groups instructed to fake or answer honestly, (b) subgroups created from a single sample of applicants or nonapplicants by using impression management scores, and (c) job applicants and nonapplicants. In this investigation, the latter 2 methods were used to study the effects of faking on the functioning of the items and scales of the Sixteen Personality Factor Questionnaire. A variety of...
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作者：Lievens, F
作者单位：Ghent University
摘要：This study compares the effects of data-driven assessor training with schema-driven assessor training and control training. The sample consisted of 229 industrial and organizational psychology students and 161 managers who were randomly assigned to 1 of these training strategies. Participants observed and rated candidates in an assessment center exercise. The data-driven and schema-driven assessor training approaches outperformed the control training on all 3 dependent variables. The schema-dr...
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作者：Judge, TA; Bono, JE
作者单位：University of Iowa
摘要：This article presents meta-analytic results of the relationship of 4 traits-self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism)-with job satisfaction and job performance. With respect to job satisfaction. the estimated true score correlations were .26 for self-esteem .45 for generalized self-efficacy .32 for internal locus of control, and .24 for emotional stability. With respect to job performance. the correlations were .26 for self-esteem,.23 f...
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作者：Lee, K; Carswell, JJ; Allen, NJ
作者单位：University of Western Australia
摘要：Relations between occupational commitment (OC) and several person- and work-related variables were examined meta-analytically (76 samples; across analyses, Ns ranged 746-15,774). Major findings are as follows. First, OC was positively related to job-focused constructs such as job involvement and satisfaction, suggesting that attitudes toward the job itself may be a central concern in committing to one's occupation. Second, consistent with previous work, OC and organizational commitment were po...
