Results 1 - 10
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334
Social exchange theory: An interdisciplinary review.
- Journal of Management,
, 2005
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Work group diversity and group performance: An integrative model and research agenda.
- Journal of Applied Psychology,
, 2004
"... Research on the relationship between work group diversity and performance has yielded inconsistent results. To address this problem, the authors propose the categorization-elaboration model (CEM), which reconceptualizes and integrates information/decision making and social categorization perspectiv ..."
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Cited by 111 (8 self)
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Research on the relationship between work group diversity and performance has yielded inconsistent results. To address this problem, the authors propose the categorization-elaboration model (CEM), which reconceptualizes and integrates information/decision making and social categorization perspectives on work-group diversity and performance. The CEM incorporates mediator and moderator variables that typically have been ignored in diversity research and incorporates the view that information/decision making and social categorization processes interact such that intergroup biases flowing from social categorization disrupt the elaboration (in-depth processing) of task-relevant information and perspectives. In addition, the authors propose that attempts to link the positive and negative effects of diversity to specific types of diversity should be abandoned in favor of the assumption that all dimensions of diversity may have positive as well as negative effects. The ways in which these propositions may set the agenda for future research in diversity are discussed.
Qualitative health psychology
, 1999
"... or why speed may matter more than distance ..."
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Leader-member exchange and citizenship behaviors: A meta-analysis
- Journal of Applied Psychology
, 2007
"... This article provides a meta-analytic review of the relationship between the quality of leader–member exchanges (LMX) and citizenship behaviors performed by employees. Results based on 50 independent samples (N 9,324) indicate a moderately strong, positive relationship between LMX and citizenship b ..."
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Cited by 64 (2 self)
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This article provides a meta-analytic review of the relationship between the quality of leader–member exchanges (LMX) and citizenship behaviors performed by employees. Results based on 50 independent samples (N 9,324) indicate a moderately strong, positive relationship between LMX and citizenship behaviors ( .37). The results also support the moderating role of the target of the citizenship behaviors on the magnitude of the LMX – citizenship behavior relationship. As expected, LMX predicted individual-targeted behaviors more strongly than it predicted organizational targeted behaviors ( .38 vs. .31), and the difference was statistically significant. Whether the LMX and the citizenship behavior ratings were provided by the same source or not also influenced the magnitude of the correlation between the 2 constructs.
The significance of task significance: job performance effects, relational mechanisms, and boundary conditions.
- Journal of Applied Psychology,
, 2008
"... Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, ..."
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Cited by 61 (18 self)
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Does task significance increase job performance? Correlational designs and confounded manipulations have prevented researchers from assessing the causal impact of task significance on job performance. To address this gap, 3 field experiments examined the performance effects, relational mechanisms, and boundary conditions of task significance. In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 other conditions and to their own prior performance. In Experiment 2, task significance increased the job dedication and helping behavior of lifeguards, and these effects were mediated by increases in perceptions of social impact and social worth. In Experiment 3, conscientiousness and prosocial values moderated the effects of task significance on the performance of new fundraising callers. The results provide fresh insights into the effects, relational mechanisms, and boundary conditions of task significance, offering noteworthy implications for theory, research, and practice on job design, social information processing, and work motivation and performance.
2006, 'When Supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support and performance
- Journal of Applied Psychology
"... The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors ’ perceived organizational support (POS) with subordinates ’ perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performan ..."
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Cited by 52 (0 self)
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The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors ’ perceived organizational support (POS) with subordinates ’ perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors ’ POS was positively related to their subordinates ’ perceptions of super-visor support. Subordinates ’ PSS, in turn, was positively associated with their POS, in-role performance, and extra-role performance. Beyond these bivariate relationships, subordinates ’ perceptions of support from the supervisor mediated positive relationships of the supervisors ’ POS with the subordinates ’ POS and performance. These findings suggest that supervisors who feel supported by the organization reciprocate with more supportive treatment for subordinates.
A relational perspective on turnover: Examining structural, attitudinal, and behavioral predictors
- Academy of Management Journal
, 2005
"... This study examined whether structural, attitudinal, and behavioral variables of a relational nature were predictive of employee turnover. Participants were a sample of 176 health care employees from a large public medical center. Using survival analysis over a five-year time frame, we found that tw ..."
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Cited by 44 (1 self)
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This study examined whether structural, attitudinal, and behavioral variables of a relational nature were predictive of employee turnover. Participants were a sample of 176 health care employees from a large public medical center. Using survival analysis over a five-year time frame, we found that two such variables, network centrality and interpersonal citizenship behavior, predicted turnover. Implications of taking a rela-tional perspective toward turnover and other withdrawal behaviors found in organi-zations are discussed. Much of the research examining turnover has grown fromMarch and Simon’s (1958) notions con-cerning the perceived desirability and ease of leav-ing one’s job. Reviews of this research stream (Grif-feth, Hom, & Gaertner, 2000; Maertz & Campion, 1998) confirm that perceived desirability, often measured as job satisfaction or other job-related attitudes, is negatively associated with turnover.
High-Performance Work Systems and Organizational Performance: The Mediating Role of Internal Social Structure
- Journal of Management
, 2005
"... This study provides a theoretical framework illustrating how the internal social structure of the or-ganization can mediate the relationship between high-performance work systems (HPWS) and organizational performance. HPWS positively influence the internal social structure by facilitat-ing bridging ..."
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Cited by 32 (0 self)
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This study provides a theoretical framework illustrating how the internal social structure of the or-ganization can mediate the relationship between high-performance work systems (HPWS) and organizational performance. HPWS positively influence the internal social structure by facilitat-ing bridging network ties, generalized norms of reciprocity, shared mental models, role making, and organizational citizenship behavior. Although HPWS are conceptualized as a system of human resource (HR) practices, each category of HR practices has a differential relationship with the mediating variables. HPWS lead to (a) financial performance via administrative efficiency and (b) sustainable performance via flexibility arising from the coordination and exploitation of knowledge resources.
Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations
- Academy of Management Journal
, 2005
"... This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 ..."
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Cited by 31 (1 self)
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This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 employees provide strong support for the proposal, enhance support for chain directionality, validate theoretical predictions about determinants of contract violations, and provide initial evidence supporting a proposed integration of perceived organizational support and psychological contract theory. As firms struggle to use their human resources more effectively in gaining competitive advantage, it is not surprising that the employee-organization relationship has frequently emerged as a topic of interest for both organizational researchers and ex-
Giving commitment: Employee support programs and the prosocial sensemaking process.
- Academy of Management Journal
, 2008
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