The Journal of applied psychology
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The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction.
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Researchers have paid almost no attention to the narrative comments that typically accompany multirater feedback reports despite the fact that both anecdotal and empirical evidence suggest that feedback recipients devote considerable attention to such comments. The authors examined improvement in upward feedback ratings over a 1-year period for 176 managers as a function of (a) the number of narrative comments each manager received, (b) whether those comments were favorable (vs. unfavorable), and (c) whether the comments were behavior/task focused (vs. trait focused). The authors found that managers who received a small number of unfavorable, behavior/task-focused comments improved more than did other managers, whereas managers who received a large number of unfavorable, behavior/task-focused comments declined more than did other managers.
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This study examined the relationship between organizational justice and stress and whether work-family conflict was a mediator of the relationship. Distributive, procedural, interpersonal, and informational injustice were cast as stressors to explore their relationships with the stress levels of 174 faculty members employed at 23 U. ⋯ The presence of justice seemed to allow participants to better manage the interface of their work and family lives, which was associated with lower stress levels. These results were observed even when controlling for job satisfaction and the presence of organizational work-family policies.
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Organizational climate research has focused on prediction of organizational outcomes rather than on climate as a social-cognitive mediator between environmental attributes and relevant outcomes. This article presents a model specifying that supervisory safety practices predict (safety) climate level and strength as moderated by leadership quality. ⋯ Safety climate partially mediated the relationship between supervisory scripts and injury rate during the 6-month period following climate and script measurement. Theoretical and methodological implications are discussed.
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Clinical Trial
A multilevel analysis of effort, practice, and performance: effects; of ability, conscientiousness, and goal orientation.
This article examines the relationship between motivation and performance during skill acquisition. The authors used multilevel analysis to investigate relationships at within- and between-person levels of analysis. Participants were given multiple trials of practice on an air traffic control task. ⋯ There was also an interaction between learning and performance orientations that only emerged after practice. By the end of practice, the negative effects of performance orientation were stronger for individuals with high learning orientation. Results highlight the importance of adopting a multilevel framework to enhance understanding of the link between motivation and performance.