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作者：Williamson, G; Campion, JE; Malos, SB; Roehling, MV; Campion, MA
作者单位：Purdue University System; Purdue University; University of Houston System; University of Houston; California State University System; San Jose State University; Cornell University
摘要：The authors linked interview structure and litigation outcomes conceptually and empirically. Using legal and psychological literatures, they established a conceptual link based on reduced opportunities for differential treatment through standardization, reduced potential for bias through increased objectivity, and increased job relatedness. Analyzing decisions regarding 84 disparate-treatment claims and 46 disparate-impact claims in federal court cases, they established an empirical link betwe...
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作者：Eisenberger, R; Cummings, J; Armeli, S; Lynch, P
摘要：A diverse sample of 295 employees drawn from a variety of organizations was surveyed to investigate (a) whether the relationship between the favorableness of job conditions and perceived organizational support (POS) depends on employee perceptions concerning the organization's freedom of action and (b) whether POS and overall job satisfaction are distinct constructs. The favorableness of high-discretion job conditions was found to be much more closely associated with POS than was the favorable...
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作者：Trevor, CO; Gerhart, B; Boudreau, JW
摘要：The relationship between job performance and voluntary employee turnover was investigated for 5,143 exempt employees in a single firm. As hypothesized, support was found for E. F. Jackofsky's (1984) curvilinear hypothesis, as turnover was higher for low and high performers than it was for average performers. Two potential moderators of the curvilinearity were examined in an attempt to explain conflicting results in the performance-turnover literature. As predicted, low salary growth and high p...
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作者：Ragins, BR; Scandura, TA
作者单位：University of Miami
摘要：The relationship between gender and the termination of mentoring relationships was assessed in a matched sample of 142 male and female ex-proteges. Counter to prevailing assumptions, when gender differences in rank, salary, tenure, and other demographic and organizational variables were controlled, women did not differ from men in the number or duration of prior relationships or in their reasons for terminating the relationship.
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作者：Judge, TA; Martocchio, JJ; Thoresen, CJ
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：The present study investigates the degree to which dimensions of the 5-factor model of personality (often termed the Big Five) are related to absence. On the basis of previous descriptions of the Big Five traits and drawing from prior research, the authors hypothesized that neuroticism and extraversion would positively predict absence and conscientiousness would negatively predict absence. Also, they hypothesized that absence history (absence proneness), measured by the absence that occurred t...
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作者：Fitzgerald, LF; Drasgow, F; Hulin, CL; Gelfand, MJ; Magley, VJ
摘要：Sexual harassment of women In organizational settings has recently become a topic of interest to researchers and the general public alike. Although numerous studies document its frequency, the development of conceptual models identifying antecedents and consequences of harassment has proceeded at a slower pace. in this article, an empirical test of a recently proposed conceptual model is described. According to the model, organizational climate for sexual harassment and job gender context are ...
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作者：Chan, D
作者单位：National University of Singapore
摘要：The relationships between examinees' racial subgroup membership and their perceptions of the predictive validity of a widely used personality test (NEO Five Factor Inventory; P.T. Costa & R. R. McCrae, 1992) and a widely used cognitive ability test (Wonderlic Personnel Test; E. F. Wonderlic, 1984) were examined. Results from 241 undergraduates showed that Black examinees perceived the cognitive ability test as less valid than White examinees, whereas no significant Black-White difference in pr...
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作者：Ko, JW; Price, JL; Mueller, CW
作者单位：University of Iowa; Joongbu University
摘要：J. P. Meyer and N. J. Alien's (N. J. Allen Be J. P. Meyer, 1990; J. P. Meyer & N. J. Allen, 1991) 3-component model of organizational commitment was investigated with samples from 2 different organizations in South Korea. Data were collected by self-administered questionnaires and analyzed using covariance structure analysis. The results were mixed. Reliabilities of the Affective Commitment Scale (ACS) and the Normative Commitment Scale (NCS) were acceptable, whereas the reliability of the Con...
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作者：Aguinis, H; StoneRomero, EF
作者单位：State University of New York (SUNY) System; University at Albany, SUNY
摘要：Monte Carlo simulations were conducted to examine the degree to which the statistical power of moderated multiple regression (MMR) to detect the effects of a dichotomous moderator variable was affected by the main and interactive effects of (a) predictor variable range restriction, (b) total sample size, (c) sample sizes for 2 moderator variable-based subgroups, (d) predictor variable intercorrelation, and (e) magnitude of the moderating effect. Results showed that the main and interactive inf...
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作者：Chan, D; Schmitt, N; DeShon, RP; Clause, CS; Delbridge, K
作者单位：National University of Singapore; Michigan State University
摘要：The relationships among race, face validity perceptions, test-taking motivation, and test performance on a cognitive ability test were examined. Undergraduates completed 2 parallel cognitive ability tests and a test reactions measure. Results showed that test-taking motivation was related positively to subsequent performance on a parallel test even after the effects of race and performance on the first test were controlled. The effect of race on subsequent test performance was found to be medi...
