The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described. 相似文献
This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct. 相似文献
This study presents a taxonomic foundation for research on employee performance management practices based on a comprehensive review of the literature (198 articles and book chapters). The taxonomy consists of 50 practices organized within seven topic categories, including an evaluation of the amount of research evidence supporting each practice. This taxonomic foundation facilitates the aggregation, integration, interpretation, and explanation of performance management research based on a role-theoretic perspective derived from the behavioural approach to strategic human resource management. The proposed direct-linkage path model shows how this taxonomic foundation ties performance management practices to behaviours and results. We build on this Practice – Behaviour – Results (PBR) critical path model with moderators and mediators based on cognitive and social factors identified in the extensive previous research. This PBR model provides a foundation for orderly and structured growth for future research that will enhance the connection between research and improved organizational practices in performance management, as well as a guide to best practices in performance management. 相似文献
Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed. 相似文献
Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.
Design: The study design was a three-wave self-reported questionnaire.
Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.
Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.
Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes. 相似文献