-
作者：TURBAN, DB; KEON, TL
作者单位：State University System of Florida; Florida Atlantic University
摘要：We adopted an interactionist perspective to investigate how the personality characteristics of self-esteem (SE) and need for achievement (nAch) moderated the influences of organizational characteristics on individuals' attraction to firms. Subjects read an organization description that manipulated reward structure, centralization, organization size, and geographical dispersion of plants and offices and indicated their attraction to the organization. Although subjects were more attracted to fir...
-
作者：PRUSSIA, GE; KINICKI, AJ; BRACKER, JS
作者单位：Arizona State University; Arizona State University-Tempe; University of Louisville
摘要：B. Weiner's(1985) attribution model of achievement motivation and emotion was used asa theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covariance structure analysis was used to evaluate goodness of fit and to compare the model to alternative measurement and structural representations. Disc...
-
作者：FRIED, Y; TIEGS, RB; BELLAMY, AR
摘要：Supervisors' decisions about whether to formally evaluate their subordinates for each of two consecutive performance appraisal periods were found to be related to a linear combination of the following variables: subordinates time under current supervisor, subordinates job experience, subordinate-supervisor trust, supervisor's initiating structure behaviors, and subordinate's confidence in the operation of the performance appraisal system. A follow-up analysis, in which the criterion was the co...
-
作者：MORRISON, RF; BRANTNER, TM
摘要：A model of the factors that enhance or hinder learning a new position is proposed and partially tested. Time on the job explained 27% of the variance in the facility with which a position was learned, and individual-differences, job-characteristics, context, and environmental factors explained an additional 24%. Job characteristics such as role complexity and lack of job challenge and individual differences such as self-efficacy and immediate prior similar experience were strongly related to j...
-
作者：MITRA, A; JENKINS, GD; GUPTA, N
作者单位：University of Arkansas System; University of Arkansas Fayetteville
摘要：A meta-analysis that combined 33 correlations from 17 studies found a corrected average correlation of 330 between absence and turnover. The type of absence measure did not moderate the covariation between absence and turnover, but industry type and study duration did act as moderators. The results are discussed in the context of the withdrawal approach to understanding employee behaviors.
-
作者：JACKSON, LA; GARDNER, PD; SULLIVAN, LA
作者单位：Michigan State University
摘要：This research examined gender differences in self-pay expectations and the factors that mediate these differences. On the basis of Major and Konar's (1984) model, five mediators were considered: career paths, objective job inputs, perceived job inputs, job facet importance, and social comparison standards. The mediating role of a sixth factor, fair pay standards, was also examined. College seniors planning to enter a variety of occupational fields completed the Career Expectations Survey, whic...
-
作者：RUSSELL, CJ; BOBKO, P
作者单位：Purdue University System; Purdue University; Rutgers University System; Rutgers University New Brunswick
摘要：One of the most commonly accepted models of relationships among three variables in applied industrial and organizational psychology is the simple moderator effect. However, many authors have expressed concern over the general lack of empirical support for interaction effects reported in the literature. We demonstrate in the current sample that use of a continuous, dependent-response scale instead of a discrete, Likert-type scale, causes moderated regression analysis effect sizes to increase an...
-
作者：RALSTON, DA; GUSTAFSON, DJ; ELSASS, PM; CHEUNG, F; TERPSTRA, RH
作者单位：Clark University; State University System of Florida; Florida State University; Chinese University of Hong Kong
摘要：This study assessed the differences and similarities in values among practicing managers in the United States, Hong Kong, and the People's Republic of China. The Chinese Value Survey (CVS), an instrument based on Eastern cultural values, was used instead of the typically used Western instruments. Discriminant analysis was used to identify which of four CVS dimensions accounted for the significant differences among the three subject groups. The models of the discriminant analysis are discussed ...
-
作者：SCHWARZWALD, J; KOSLOWSKY, M; SHALIT, B
摘要：The impact of promotion decisions on equity, commitment, and behavioral outcomes was examined in a field setting. Workers in a service company who submitted their candidacy for promotion to either department or division heads were compared with their noncandidate counterparts (total N = 191). Subjects completed surveys after promotion decisions were made. In addition, measures of the subjects' lateness and absence before and after the promotion were available. Data analyzed by level of positio...
-
作者：ROBERTS, DR; ROBERTSON, PJ
作者单位：University of Southern California
摘要：According to the positive-findings bias hypothesis, there is a negative relationship between the methodological rigor of evaluations of organization development interventions and the reported success of those interventions. We performed three basic analyses of this issue. The first indicated no differences in rigor across intervention categories. The second indicated no significant negative correlations between rigor and reported success, for the overall sample or for any category of intervent...
