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VLADIMIR J. KONEČNI 《美学与艺术评论杂志》2015,73(2):214-218
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JANE K. GIACOBBE-MILLER DANIEL J. MILLER VLADIMIR I. VICTOROV 《Personnel Psychology》1998,51(1):137-163
This article reports the results of two studies of pay-related attitudes and behaviors of Russian and U.S. managers and students. In a pay allocation role play, managers in both countries place primary emphasis on individual performance (equity) and secondary emphasis on coworker relations and equality. In addition, Russian managerial subjects utilized need in their pay allocations. In a series of experiments, both Russian and U.S. students preferred the equity rule, although there were no productivity effects across different allocation rules. Procedural justice effects were also observed. Implications for pay practices are examined. 相似文献
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ROBERT D. COSTIGAN RICHARD C. INSINGA J. JASON BERMAN GRAZYNA KRANAS VLADIMIR A. KURESHOV 《Journal of applied social psychology》2012,42(5):1123-1142
In this study, employees' affect‐based trust of their supervisor was used as the main predictor of turnover intention. It is hypothesized that affect‐based trust has a curvilinear U‐shaped relationship with turnover intention. The sample consisted of U.S., Polish, Russian, and Turkish participants, all with work experience. Regression results indicated that only the responses of the Russian sample supported the hypothesis, suggesting that Russian participants with either weak or strong affect‐based trust of the supervisor had higher intentions to the leave the organization. The Turkish, Polish, and U.S. results showed a negative linear relationship between affect‐based trust and turnover intention. 相似文献
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