摘要:

In 1987, B. Schneider proposed a person‐oriented model of organizational behavior based on the proposition that it is the collective characteristics of people who define an organization. He further proposed that, over time, organizations become defined by the persons in them as a natural outcome of an attraction‐selection‐attrition (ASA) cycle. We provide a brief overview of the ASA cycle and review literature relevant to two facets of the theory. The literature reviewed provides some indirect support for the proposal that founders and the members of top management have long‐term effects on organizations through the ASA cycle. The literature reviewed provides both indirect and direct evidence supporting a central proposition of ASA theory–that organizations over time become relatively homogeneous with regard to the kinds of people in them. Suggestions for future research on ASA are

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01780.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in‐role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self‐ versus other‐rating of OCB; self‐ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01781.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Multi‐source feedback extends traditional performance appraisal by collecting information from subordinates, peers, supervisors, and customers. Ratees often receive the results along with normative data and self‐ratings. This paper explores how multi‐source feedback goes beyond traditional performance appraisal by providing ratees with comparative information. Focusing on person perception and information processing dynamics, this paper develops a model and associated propositions to explain the effects of multi‐source feedback on perceptions of goal accomplishment, re‐evaluation of self‐image, and changes in outcomes such as goals, development, behavior, and performance. Moderators of relationships between the major components in the model include individual difference variables (self‐image, feedback seeking, self‐monitoring, task‐specific self‐efficacy, and impression management) and situational conditions (the content and process of multi‐source feedback and organizational performance standards). Issues of research and practice intended to improve understanding and effectiveness of multi‐source

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01782.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Despite numerous court cases and over 10 years of research attention, what we don't know about sexual harassment far exceeds what we do know. The purpose of this paper is to critically assess the research literature on sexual harassment, identify methodological problems, and propose recommendations for advancing our knowledge of this important construct. Seven major methodological problems were found to be prevalent in the research: (a) a disturbing lack of attention to construct validity issues, (b) a weak theoretical development, (c) an overuse of cross‐sectional or static approaches for studying a dynamic phenomenon, (d) an almost complete reliance on convenience samples for survey research and college student samples for experimental research, (e) an almost complete reliance on “paper people” or descriptive stimuli, (f) little or no attention paid to the potential reactivity of measures and methods used, and (g) mono‐method bias (using the same instruments for measuring both independent and dependent var

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01783.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

This paper presents an overview of a useful approach for theory testing in the social sciences that combines the principles of psychometric meta‐analysis and structural equations modeling. In this approach to theory testing, the estimated true score correlations between the constructs of interest are established through the application of meta‐analysis (Hunter&Schmidt, 1990), and structural equations modeling is then applied to the matrix of estimated true score correlations. The potential advantages and limitations of this approach are presented. The approach enables researchers to test complex theories involving several constructs that cannot all be measured in a single study. Decision points are identified, the options available to a researcher are enumerated, and the potential problems as well as the prospects of each are discus

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01784.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

A gap in the conceptual development of the work experience construct was addressed by creating a framework specifying two dimensions along which work experience measures can vary. The dimensions of measurement mode (amount, time, and type) and level of specificity (task, job, organizational) formed nine separate categories of measures of work experience. The usefulness of the conceptual framework was tested by conducting a meta‐analytic review of the existing literature on work experience using the dimensions in the framework as potential moderators of the experience‐performance relationship. Results of the meta‐analysis (N= 25,911;K= 44) revealed an estimated population correlation of 27 between experience and performance after correcting for sampling error and criterion unreliability. In addition, the results showed that amount (Mp̂= .43) and task‐level (Mp̂= .41) measures of work experience had the highest correlations with measures of job performance. In addition, work experience had the highest correlations with hard (e.g. work samples) as opposed to soft (e.g. ratings) measures of job performance (Mp̂= .39 vs.Mp̂= .24). Implications and directions for future research ar

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01785.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01786.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

This study evaluated the accuracy of range restriction corrections. Initial range restriction corrections used published norms as a proxy for unrestricted applicant data. The accuracy of the initial correction was evaluated using two large independent follow‐up samples (n= 983 andn= 1,389). The author found the initial norm‐based correction to be very consistent with empirical findings. The application of these findings to range restriction corrections with customized (i.e., non‐published) selection tests is also disc

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01787.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

摘要:

Books reviewed in this article:James O'Toole.Leading Change: Overcoming the Ideology of Comfort and the Tyranny of Custom.Serge Moscovici and Willem Doise.Conflict and Consensus: A General Theory of Collective Decisions.Rochelle Kopp.The Rice‐Paper Ceiling: Breaking through Japanese Corporate Culture.K.S. Yang and A.P. Yu (Editors).[The Psychology and Behavior of the Chinese: Concepts and Methods (1992)].Alfie Kohn.Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes.Bob Nelson.1001 Ways to Reward Employees.Thomas B. Wilson.Innovative Reward Systems for the Changing Workplace.Margaret Thaler Singer with Janja Lalich.Cults in Our Midst: The Hidden Menace in Our Everyday Lives.Marianne Minor.Preventing Workplace Violence: Positive Management Strategies.Michael Mantell with Steve Albrecht.Ticking Bombs: Defusing Violence in the Workplace.Thomas Gabor.Everybody Does It! Crimes by the Public.Lynn Tylczak and Thomas E. Sheets.Preventing Workplace Theft: They're Stealing From You.William P. Bridges and Wayne J. Villemez.The Employment Relationship: Causes and Consequences of Modern Personnel Administration.Jerald Greenberg (Ed.).Organizational Behavior: The State of the Science.Ronald R. Sims and Serbrenia J. Sims.Changes and Challenges for the Human Resources Professional.George Henderson.Cultural Diversity in the Workplace: Issues and Strategies.David K. Banner and T Elaine Gape.Designing Effective Organizations.Daniel Druckman and Robert A. Bjork (Eds).Learning, Remembering, Believing: Enhancing Human Performance.Edward E. Gordon, Ronald R. Morgan, and Judith A. Ponticell.Future Work: The Revolution Reshaping American Business.Joseph S. Wholey, Harry P. Hatry, and Kathryn E. Newcomer (Eds.).Handbook of Practical Program Evaluation.Philip Bobko.Correlation and Regression: Principles and Applications for Industrial/Organizational Psychology and Management.Ralph Windle.The Poetry of Business Life: An Anthology.Denis Waitley.Empires of the Mind Lessons to Lead and Succeed in a Knowledge‐Based World.Walter C. Borman (Ed.).Performance Evaluation in Organizations (a Volume in the International Library of Management).HOW TOLMAN'S LEARNING THEORY GAVE BIRTH TO TASK CYCLE THEORYCLARK L. WILSONInspiration 4.0 (for Windo

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01788.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1995.tb01789.x

出版商:Blackwell Publishing Ltd    

年代:1995

数据来源: WILEY