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81.
Organizational demography contends that demographic characteristics of individuals, examined at individual, dyadic, group, and organizational levels of analysis, exert significant effects on organizational processes. The purpose of this article was to test the contextual effects created by the interaction of work-group age composition and supervisor age on supervisor evaluations of subordinate performance. Two competing models of age demography were tested. The similarity model predicts that supervisors similar in age to the work group they supervise will issue generally higher performance ratings. The dissimilarity model, developed in this article, predicts the opposite. Support was indicated for the dissimilarity model. Implications of the results are discussed. 相似文献
82.
Gerald R. Ferris Dwight D. Frink David C. Gilmore K. Michelle Kacmar 《Journal of applied social psychology》1994,24(13):1204-1220
The proposition that organizational politics perceptions are potential stressors with potentially dysfunctional outcomes was set forth based on previous theory. The hypothesis that the dysfunctional outcomes of stress associated with the perceptions of the organizational political climate can be ameliorated by understanding the environment was tested in a field study. Results provided strong support for the hypothesis, demonstrating a significant interaction of politics x understanding on job anxiety, and showing that understanding can serve as an antidote of sorts to the dysfunctional effects of organizational politics. 相似文献
83.
Gerhard Blickle James A. Meurs Ingo Zettler Jutta Solga Daniela Noethen Jochen Kramer Gerald R. Ferris 《Journal of Vocational Behavior》2008,(3):377-387
Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 873–919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129–144.], the present study tests whether motives to get along and to get ahead produce greater performance when interactively combined with social effectiveness. Specifically, we investigated whether interactions of the Five-Factor Model constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided. 相似文献
84.
Reputation as a moderator of political behavior-work outcomes relationships: a two-study investigation with convergent results 总被引:1,自引:0,他引:1
Hochwarter WA Ferris GR Zinko R Arnell B James M 《The Journal of applied psychology》2007,92(2):567-576
Personal reputation has been acknowledged to have an important influence on work outcomes. However, substantive research has been relatively scarce to date. The 2-study research plan reported here supports reputation's role as a moderator of the relationships between political behavior and the work outcomes of uncertainty, emotional exhaustion, and job performance ratings (i.e., self- and supervisor report). The 1st investigation contained both a pilot study, which was undertaken to demonstrate the consistency of self- and others' perceptions of reputation, and a test of the substantive relationships. The 2nd study served as a constructive replication of the hypothesized relationships. Supporting prior research, Study 1 demonstrated that self-reports of personal reputation were significantly related to peer report. In each study, political behavior was associated with decreased uncertainty and emotional exhaustion and increased job performance ratings for individuals with a favorable reputation. Conversely, political behavior predicted increased uncertainty and emotional exhaustion and decreased job performance ratings for individuals with an unfavorable reputation. Implications of these results, strengths and limitations, and directions for future research are discussed. 相似文献
85.
Carolyn M. Boyd Arnold B. Bakker Silvia Pignata Anthony H. Winefield Nicole Gillespie Con Stough 《Psychologie appliquee》2011,60(1):112-140
A longitudinal test of the Job Demands‐Resources (JD‐R) model of work stress and engagement ( Bakker & Demerouti, 2007 ; Demerouti et al., 2001 ) was conducted in a sample of Australian university academics (N= 296). The aim was to extend the JD‐R model by (1) determining how well job demands (work pressure, academic workload) and job resources (procedural fairness, job autonomy) would predict psychological strain and organisational commitment over a three‐year period, and (2) incorporating longitudinal tests of reversed causation. The results of SEM analyses showed that Time 1 resources directly predicted Time 2 strain and organisational commitment, but that Time 1 demands predicted Time 2 strain only indirectly via job resources. We did not find evidence for reversed causation. We discuss possible mediators of the relationships between working conditions and work stress outcomes, and the practical implications of the results. 相似文献
86.
Promotions in organizations traditionally have represented the principal measure of career success, and they tend to be based on evaluations or judgments of employees' promotability made by supervisors. Yet theory and research on the antecedents of promotability judgments have presented an inconsistent and ambiguous picture of just what factors are best predictive of such evaluations. In the present investigation, longitudinal data obtained from supervisors of professional employees were used to rigorously test the relative influence of task and contextual performance on judgments of promotability. Results indicate that task and contextual performance not only explain unique variance in judgments of promotability but also interact, such that subordinates who excel in task performance and in the job dedication aspect of contextual performance are judged more suitable for promotion than subordinates who excel in one but not in the other. Implications of results are discussed and future research directions are offered. 相似文献
87.
Gerhard Blickle Jochen Kramer Paula B. Schneider James A. Meurs Gerald R. Ferris Jan Mierke Alexander H. Witzki Tassilo D. Momm 《Journal of applied social psychology》2011,41(2):488-514
Political skill is the capacity to understand others in working life effectively, and to apply such knowledge to induce others to act in ways that add to one's personal or organizational goals. The present investigation reported the results of 2 studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics. The results demonstrated that political skill accounted for a significant proportion of job performance variance beyond GMA and personality variables cross‐sectionally in Study 1, and predictively (i.e., using a 1‐year timeframe) in Study 2 examining effects on multiple dimensions of job performance. The implications of these results, strengths, limitations, and directions for future research are discussed. 相似文献
88.
Con Stough David Camfield Christina Kure Joanne Tarasuik Luke Downey Jenny Lloyd Andrea Zangara Andrew Scholey Josh Reynolds 《Intelligence》2011,39(2-3):100-107
Cognitive enhancing substances such as amphetamine and modafinil have become popular in recent years to improve acute cognitive performance particularly in environments in which enhanced cognition or intelligence is required. Nutraceutical nootropics, which are natural substances that have the ability to bring about acute or chronic changes in cognition have also been gaining popularity in a range of settings and applications including the workplace, driving and in the amelioration of age related cognitive decline. Huperzine A, Vinpocetine, Acetyl-l-carnitine, Rhodiola Rosea and Alpha-lipoic Acid are popular nutritional supplements that have shown promising benefits in improving a range of biological (e.g., blood flow, anti-inflammatory, anti-oxidant, and direct neurotransmitter effects) and cognitive processes from in vitro, animal and human clinical research. We report here the first human randomized clinical trial for cognition in which we administer a combination of Huperzine A, Vinpocetine, Acetyl-l-carnitine, R. Rosea and Alpha-lipoic acid (called Ceretrophin) vs placebo. Sixty participants (40 females and 20 males, with a mean age of 45.4 years, SD = 12.6) completed either the odd or even items from the Raven Advanced Progressive Matrices (APM) at baseline and the opposite odd or even items at week 4 after consuming either the combination nootropic or placebo. A significant study visit (time) × treatment condition interaction was found: F (1, 57) = 7.279, p = 0.009, partial η2 = .113, with paired samples t-tests revealing a significant improvement in mean APM score from baseline to retest (week 4) (t(34) = ? 4.045, p < .001) for the Ceretrophin? group. Improvements in APM scores could be attributed to the active intervention over the placebo, indicating that the treatment improved general intelligence. Implications for improving our understanding of the biological basis of intelligence and pharmacologically improving human cognition are discussed. 相似文献
89.
Huiwen Lian D. Lance Ferris Douglas J. Brown 《Organizational behavior and human decision processes》2012
We integrate and extend past work on self-determination theory and mixed relationships, or relationships characterized by both conflict and support, to address the question of how abusive supervision promotes subordinate organizational deviance. In so doing, we propose a mediated moderation model wherein abusive supervision and leader–member exchange interact to predict organizational deviance, with psychological need satisfaction mediating the effect of the interaction on organizational deviance. This hypothesized model was supported with multi-wave data collected from 260 employees. Notably, our model was supported after controlling for justice perceptions and organizational social exchange as alternative mediators. Theoretical and practical implications are discussed. 相似文献
90.
Charn P. McAllister John N. Harris Wayne A. Hochwarter Pamela L. Perrewé Gerald R. Ferris 《Journal of business and psychology》2017,32(2):147-164