工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

The relationship of attraction and sex composition to performance and nonperformance experimental outcomes in dyads

An experimental comparison of same- and mixed-sex dyads was conducted to investigate the relationship of interpersonal attraction and dyad sex composition to performance and nonperformance experimental outcomes. Ninety dyads each performed one verbal and one quantitative problem-solving task. Significant differences in speed of performance were found for dyad sex composition, but not for attraction. Attraction had its strongest impact on dyadic satisfaction, a non-performance outcome of the experiment. Among the all-female dyads racial composition of the dyad was significantly related to satisfaction: interracial dyads had higher levels of satisfaction than intraracial dyads. The results fail to demonstrate a significant association between attraction and performance, but do confirm that attraction and satisfaction are related, an assumption of the social exchange framework.The author wishes to thank Carl Castore, Angela M. O'Rand, and Mary Glenn Wiley for their comments and suggestions on an earlier draft of this article.     

Relationships between Facets of Job Satisfaction and Task and Contextual Performance

This study examined the relationship between job satisfaction and task and contextual performance. Specifically, it assessed this relationship for overall as well as facets of job satisfaction. Four hundred and forty‐four employees in a manufacturing plant completed measures of job satisfaction and their supervisors completed measures of task and contextual job performance. Results indicate that the relationships between overall job satisfaction and task and contextual performance were the same. However, when the facets of job satisfaction were considered, different relationships emerged. There was a stronger relationship between satisfaction with supervision and contextual performance compared to task performance. In contrast, there was a stronger relationship between satisfaction with work and task performance compared to contextual performance. Results indicated the importance of considering different facets with the job satisfaction and job performance relationship, as well as the importance of matching predictors and criteria in terms of their levels of specificity. Cette étude examine la relation entre la satisfaction au travail, la tâche et la performance en contexte. Plus spécifiquement, cette relation a étéévaluée en envisageant la relation au travail de façon globale ou selon différentes facettes. La satisfaction au travail a été mesurée auprès de 444 salariés d’une usine de fabrication, la tâche et la performance en contexte ont étéévaluées par leurs supérieurs. Les résultats indiquent que les relations entre la satisfaction au travail envisagée de façon globale, la tâche et la performance en contexte sont les mêmes. Cependant, quand on distingue les facettes de la satisfaction au travail, des relations différentes émergent. Il y a une relation plus importante entre la satisfaction envers la supervision et la performance en contexte qu’entre la satisfaction envers la supervision et la performance. En revanche, il y a une relation plus forte entre la satisfaction du travail et la performance qu’entre la satisfaction du travail et la performance en contexte. Les résultats indiquent l’importance de trouver des indicateurs et des critères qui rendent compte de ces spécificités.     

Antecedent and Consequence of Nurse Engagement

This study explores the mediating effect of work engagement on the relationship between transformational leadership (TFL) and nurses’ job performance, along with the moderating effect of conscientiousness on work engagement within the TFL/performance relationship. Survey data were collected from 234 supervisor–subordinate dyads at a regional hospital in Taiwan, and linear regression modeling performed to examine the hypotheses. TFL was found to be positively correlated with nurses’ job performance; and the motivation mechanism of work engagement did mediate the relationship between TFL and job performance, but only when nurses’ conscientiousness was high. As such, the results provide new insights into both how, and why, TFL can enhance nurses’ job performance: specifically, that their work engagement and conscientiousness are key determinants of how the TFL/job performance relationship operates.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

Servant leadership and employee outcomes: the moderating role of subordinates’ motives

Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice.     

Dyadic interracial interactions: a meta-analysis

This meta-analysis examined over 40 years of research on interracial interactions by exploring 4 types of outcomes: explicit attitudes toward interaction partners, participants' self-reports of their own emotional state, nonverbal or observed behavior, and objective measures of performance. Data were collected from 108 samples (N = 12,463) comparing dyadic interracial and same-race interactions, predominantly featuring Black and White Americans. Effect sizes were small: Participants in same-race dyads tended to express marginally more positive attitudes about their partners (r = .07), reported feeling less negative affect (r = .10), showed more friendly nonverbal behavior (r = .09), and scored higher on performance measures (r = .07) than those in interracial dyads. Effect sizes also showed substantial heterogeneity, and further analyses indicated that intersectional, contextual, and relational factors moderated these outcomes. For example, when members of a dyad were the same sex, differences between interracial and same-race dyads in negative affect were reduced. Structured interactions led to more egalitarian performance outcomes than did free-form interactions, but the effects of interaction structure on nonverbal behavior depended on participant gender. Furthermore, benefits of intergroup contact were apparent: Differences in emotional state across dyadic racial composition disappeared in longer term interactions, and racial minorities, who often have greater experience with intergroup contact, experienced less negative affect in interracial interactions than did majority group members. Finally, there was a significant historical trend toward more egalitarian outcomes across dyadic racial composition for explicit attitudes and for nonverbal behavior; however, participants' emotional responses and performance have remained consistent.     

LMX and Subordinate Political Skill: Direct and Interactive Effects on Turnover Intentions and Job Satisfaction

Previous research has demonstrated a positive relationship between leader–member exchange (LMX) quality and positive outcomes. However, little is known about how the dispositional variable of subordinate political skill impacts LMX–consequence relationships. Thus, this study investigated this interaction in predicting turnover intentions and job satisfaction. Additionally, we employed a relatively unexamined multidimensional measure of LMX, which could then help to establish the generalizability of outcomes related to LMX. We investigated these hypotheses in a sample of 239 working employees, and found support for the moderating role of subordinate political skill.     

Contextual Performance and the Job Satisfaction–Dissatisfaction Distinction: Examining Artifacts and Utility

The relationship between contextual performance and job satisfaction is reexamined by considering the distinction between scores on measures of satisfaction and measures of dissatisfaction. Data from four samples and two measures of job satisfaction suggest that scores on measures of both satisfaction and dissatisfaction provide significant incremental validity in predicting contextual performance, that the satisfaction–dissatisfaction distinction is valid at the facet level, and that the satisfaction–dissatisfaction distinction cannot be accounted for by the artifactual explanations previously proposed in the literature.     

COMMUNICATION SATISFACTION,JOB SATISFACTION,AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.     

Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

How do friendship maintenance behaviors and problem‐solving styles function at the individual and dyadic levels?

Friendship maintenance behaviors and problem‐solving styles are both important for relationship satisfaction and commitment. However, the association between maintenance and problem‐solving styles is unclear. Furthermore, it has not been determined if maintenance and problem‐solving styles are individual‐ or dyadic‐level behaviors. One hundred forty‐eight friendship dyads completed measures of friendship maintenance, problem solving, and satisfaction/commitment. Utilizing the pairwise latent variable model (G. Griffin & R. Gonzalez, 1995), this research found that although there were both individual‐ and dyadic‐level components, maintenance behaviors occurred primarily at the dyadic level, but problem‐solving styles tended to be more of an individual‐level behavior. Maintenance behaviors were positively correlated with the problem‐solving styles of voice and loyalty but were negatively correlated with neglect and exit. Furthermore, friendship maintenance behaviors predicted dyadic‐level satisfaction/commitment. However, problem‐solving behaviors predicted individual‐level satisfaction/commitment. The results are discussed in terms of implications for the friendship maintenance and problem‐solving literature.     

Alcohol use affects sleep duration among military couples

Alcohol misuse and sleep disorders are highly comorbid, prevalent among service members and their romantic partners, and affected by relationship interdependence. As most military health research focuses on either service members or their spouses, the current study examined dyadic effects of alcohol use on sleep cycle duration in dating and married military couples (N = 149 dyads), using data from the National Longitudinal Study of Adolescent Health. Person-level results from a series of multilevel path models showed partial support for our focal hypothesis implicating high alcohol use in shortened average sleep duration for the service members and their romantic partners. Specifically, partners of service members who drank more regularly had shorter average sleep durations, as did female service members who drank more alcohol per drinking occasion. At the couple-level, a partner effect indicated that service members’ lower depressive symptoms were associated with their partner’s shorter average sleep durations. In addition, when service members reported relatively high alcohol-related problems, their partner tended to have a shorter average sleep duration. In contrast, when service members’ partners reported relatively high alcohol-related problems, they had a longer average sleep duration. This suggests the consequences of problematic alcohol use for service members’ partners depended on each dyad member’s drinking patterns. Taken together, these findings underscore the importance of viewing military couples as a dyadic unit in research studies and clinical interventions.     

Supervisor Appraisal as the Link Between Family–Work Balance and Contextual Performance

We examined the relationship between subordinates’ family to work balance (conflict and enrichment) and two dimensions of contextual performance (interpersonal facilitation and job dedication) reported by supervisors. Beyond the direct effects, we hypothesized that supervisor’s appraisals of employee conflict and enrichment would influence the supervisor’s contextual performance ratings. Data collected from a matched sample of 156 private sector employees and their supervisors indicated that the supervisor’s performance ratings were impacted by the supervisor’s appraisal of enrichment. However, the supervisor’s appraisal of conflict only mattered for interpersonal facilitation. There was a direct effect of subordinate’s conflict on both dimensions of contextual performance.     

Differences between follower and dyadic measures of LMX as mediators of emotional intelligence and employee performance,well-being,and turnover intention

Both leader and follower emotional intelligence (EI) have been posited in the literature to influence leader–member exchange (LMX). We collected data from 203 independent leader–follower dyads working in the insurance industry in Malaysia and examined relationships between leader and follower trait-EI and follower outcomes mediated through LMX. We added a further dimension to our study by comparing results using follower and then a dyadic measure of LMX. We found that leader EI predicted a dyadic measure of LMX, whilst only follower EI predicted a follower measure of LMX. As hypothesized, leader EI had both direct and indirect effects on follower job performance. By contrast, follower EI demonstrated both direct and indirect effects on follower well-being. We found a dyadic measure of LMX to be a stronger predictor of follower job performance, well-being, and turnover intention than a follower only measure. Our results suggest that significant relationships between leader and follower trait EI and LMX depend on whether follower or dyadic measures of LMX are used. The study draws attention to the importance of emphasizing the level at which EI effects are expected to operate in LMX.     

领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

The Effects of Leader and Subordinate Characteristics in the Development of Leader–Member Exchange Quality1

This study investigated the contribution of both subordinate and leader characteristics in the development of leader-member exchange (LMX) quality. Data from 56 subordinate-superior dyads working at a large West-coast media company revealed that subordinates high in work self-efficacy were liked more by their supervisors, perceived to be more similar to their supervisors, experienced more positive LMX quality, and were rated as better performers than subordinates low in self-efficacy. Previous job experience, was related only to one outcome; supervisor's liking of the subordinate. Subordinates initially low in self-efficacy benefited from high LMX, as evidenced by increased end-of-program self-efficacy. Perceptions of similarity between supervisor and subordinate were found to be more important to LMX quality than actual demographic similarity. Leader self-efficacy and optimism predicted subordinates' ratings of LMX quality only for female supervisors. Unexpectedly, leader self-efficacy and optimism were related to the leaders' own ratings of LMX and subordinate performance.     

Organizational communication,performance, and job satisfaction as a function of ethnicity and sex

Regression analysis was used to examine simultaneously the effects of supervisors' and subordinates' ethnicity and sex on organizational communication, supervisory-rated performance, and job satisfaction. The study indicates that female subordinates differentially perceive organizational communication. It also identifies interactions between the sex of the supervisor and subordinate on communication and between the ethnicity of the superior and subordinate on supervisory-rated performance. There were limited impacts of sex and ethnicity on job satisfaction.     

Selling Task Characteristics and the Job Satisfaction of Industrial Salespeople

Abstract

Hypotheses were tested concerning the relationship between selling task characteristics and industrial salesforce job satisfaction. The specific explanatory model included the five core task variables measured by the “Job Diagnostic Survey Instrument” designed by Hackman and Lawler. The hypotheses tested were that salespersons' job satisfaction will be greater to the extent that they perceive their selling jobs to be characterized by high skill variety requirements, task identity, task significance, autonomy, and performance feedback from the job. In addition, based upon previous research in non-selling occupations, the salesperson's higher order need strength was examined as a possible moderator variable for the task characteristic/job satisfaction relationship.     

工作时间与工作绩效的非线性关系：一项元分析

基于42篇文献的64项独立研究, 总样本量为22843人的数据, 对工作时间与工作绩效的非线性关系进行了元分析。结果发现：(1)工作时间与任务绩效、关系绩效之间存在显著的倒U型关系; (2)国家类型的调节作用显著：相对于西方欧美国家, 工作时间与任务绩效、关系绩效的倒U型关系在中国更为显著; (3)产业类型的调节作用显著：相对于劳动、资本密集型产业, 工作时间与任务绩效的倒U型关系在知识密集型产业中更为显著; (4)年龄的调节作用显著：相对于高年龄水平, 工作时间与任务绩效的倒U型关系在低年龄水平群体中更为显著; (5)性别的调节作用显著：相对于低男性比例, 工作时间与关系绩效的倒U型关系在高男性比例群体中更为显著。结果不仅基于元分析厘清了工作时间与工作绩效的倒U型关系效应, 而且为劳动法中工时规定(例如周均工作时间不超过44小时)的合理性提供了科学依据, 警示组织注意工作时间对工作绩效的“过犹不及”效应。