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作者：Settoon, RP; Bennett, N; Liden, RC
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader-member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange partner (e.g., B. L. McNeely & B. M. Meglino, 1994). The purpose of the present study was to further investigate these relationships by examining the r...
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作者：Heilman, ME; McCullough, WF; Gilbert, D
摘要：Researchers studied 162 male undergraduates in an experiment designed to investigate haw the experience of unfair treatment affects the reactions of nonbeneficiaries of sex-based preferential selection in terms of responses to the work task, characterizations of the woman beneficiary, and prosocial orientation to the work setting. The basis of selection (merit or preference), the comparative ability of the participant and the selectee (superior, inferior, equal, or unknown) and the presence or...
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作者：Viswesvaran, C; Ones, DS; Schmidt, FL
作者单位：University of Houston System; University of Houston; University of Iowa
摘要：This study used meta-analytic methods to compare the interrater and intrarater reliabilities of ratings of 10 dimensions of job performance used in the literature; ratings of overall job performance were also examined. There was mixed support for the notion that some dimensions are rated more reliably than others. Supervisory ratings appear to have higher interrater reliability than peer ratings. Consistent with H. R. Rothstein (1990), mean interrater reliability of supervisory ratings of over...
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作者：George, JM; Jones, GR
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：The researchers proposed that the phenomenological experience of work is multifaceted and that simultaneously considering the combined effects of the different aspects of the work experience holds considerable promise for increasing understanding of turnover intentions and other organizationally relevant outcomes. Research in subjective wellbeing and other areas suggests that there are 3 important aspects of the experience of work: attainment of values, attitudes, and moods. It was hypothesize...
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作者：Ones, DS; Viswesvaran, C; Reiss, AD
作者单位：University of Houston System; University of Houston; State University System of Florida; Florida International University
摘要：Response bias continues to be the most frequently cited criticism of personality testing for personnel selection. The authors meta-analyzed the social desirability literature, examining whether social desirability functions as a predictor for a variety of criteria, as a suppressor, or as a mediator. Social desirability scales were found not to predict school success, task performance, counterproductive behaviors, and job performance. Correlations with the Big Five personality dimensions, cogni...
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作者：DeShon, RP; Brown, KG; Greenis, JL
摘要：The resource allocation model of goal setting (R. Kanfer & P. I,. Ackerman, 1989) maintains that self-regulation initiated through goal setting requires attentional resources that could be more productively applied to skill acquisition and complex task performance. The current study questioned this hypothesis because attentional resources had not been directly manipulated or measured in studies supporting the model. Thus, alternative explanations that are based on other complex task goal-setti...
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作者：Yukl, G; Kim, H; Falbe, CM
摘要：Influence incidents described either by agents or targets were coded for the presence of 9 influence tactics, and the outcome was coded in terms of commitment, compliance, or resistance. Agent power and content factors for an incident were measured with a short questionnaire. This study is the first to show that influence tactics, agent power, and content factors independently affect influence outcomes. Target commitment was more likely when the request was important and enjoyable to implement...
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作者：REE, MJ; CARRETTA, TR; TEACHOUT, MS
摘要：A causal model of the role of general cognitive ability and prior job knowledge in subsequent job-knowledge acquisition and work-sample performance during training was developed. Participants were 3,428 U.S. Air Force officers in pilot training. The measures of ability and prior job knowledge came from the Air Force Officer Qualifying Test. The measures of job knowledge acquired during training were derived from classroom grades. Work-sample measures came from check flight ratings. The causal ...
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作者：RAHIM, MA; MAGNER, NR
作者单位：Western Kentucky University
摘要：Confirmatory factor analysis of data (from 5 samples, n = 484 full-time employed management students; n = 550 public administrators; n = 214 university administrators; n = 250 bank managers and employees in Bangladesh; and n = 578 managers and employees) on the 28 items of the Rahim Organizational Conflict Inventory-II were performed with LISREL 7. The results provided support for the convergent and discriminant validities of the subscales measuring the 5 styles of handling interpersonal confl...
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作者：DARKE, PR; FREEDMAN, JL; CHAIKEN, S
作者单位：New York University
摘要：Consumer decisions concerning price search were investigated using the heuristic-systematic model of social judgment (S. Chaiken, A. Liberman, and A. H. Eagly, 1989). Consumers used the size of the percentage discount as a heuristic cue to help decide whether a better price was likely to be available elsewhere. However, as predicted, participants relied on this cue only when the initial base price of the item was low. In contrast, search was continued despite the offer of a large percentage di...
