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31.
The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed. 相似文献
32.
Charles E. Naquin Terri R. Kurtzberg 《Organizational behavior and human decision processes》2004,93(2):129
Two experiments examine how the identification of technology as a causal factor in an organizational accident influences judgments of organizational accountability. In study 1, organizations were found to be held less accountable for their actions when a misfortune was rooted in a computer error than when rooted in human error. The predicted mechanism for this effect, counterfactual thinking, was confirmed. Specifically, technologically induced accidents were found to generate fewer counterfactual thoughts of better possible outcomes than similar accidents resulting from human error. Study 2 replicated the findings of study 1 in a more natural setting and using a less intrusive measure for counterfactual thoughts. 相似文献
33.
H. Jack Walker Hubert S. Feild William F. Giles Jeremy B. Bernerth Jeremy C. Short 《Organizational behavior and human decision processes》2011,114(2):165-178
Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization. 相似文献
34.
In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit. 相似文献
35.
This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation. 相似文献
36.
Paula C. Morrow 《Journal of Vocational Behavior》2011,(1):18-35
This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered. 相似文献
37.
We examine the intra-individual relationships between state mood and the primary components of the individual-level criterion space (task performance, organizational citizenship behavior, and work withdrawal) as they vary within the stream of work. Using experience-sampling methods, 67 individuals in a call center responded to surveys on palmtop computers at random intervals 4–5 times each day for 3 weeks (total N = 2329). These data were matched to objective task performance obtained from organizational call records (total N = 1191). Within-persons, periods of positive mood were associated with periods of improved task performance (as evidenced by shorter call time) and engaging in work withdrawal. Trait meta-mood moderated these relationships. Specifically, individuals who attended to their moods had a stronger relationship between mood and speed of task performance (call time) and individuals able to repair their mood cognitively evidenced a weaker relationship between mood and withdrawal. Implications and the use of within-persons designs are discussed. 相似文献
38.
39.
心理契约、工作满意度与组织承诺关系 总被引:1,自引:0,他引:1
深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。 相似文献
40.
Larena Hoeber 《Sex roles》2008,58(1-2):58-71
Although gender equity for athletes is a frequently researched topic, it is often assumed that understandings of gender equity
are unitary and shared, which may complicate the implementation of it. The purpose of this study was to understand and critique
the meanings of gender equity for athletes through in-depth interviews with 5 administrators, 6 coaches, and 17 athletes at
1 Canadian university athletic department. These data were coded and categorized using Atlas.ti. The findings revealed multiple
but narrow meanings of gender equity: (a) equality, (b) conditional equality, and (c) a women’s only issue. None of these
challenged the taken for granted assumptions associated with university athletics; however, they illustrated the complexities
and struggles involved in understanding this organizational value. 相似文献