Journal of Organizational Behavior

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Leader-member exchange, differentiation, and task interdependence: implications for individual and group performance
Journal of Organizational Behavior - Tập 27 Số 6 - Trang 723-746 - 2006
Robert C. Liden, Berrin Erdoğan, Sandy J. Wayne, Raymond T. Sparrowe
Competing hypotheses analyses of the associations between group task conflict and group relationship conflict
Journal of Organizational Behavior - Tập 32 Số 8 - Trang 1106-1126 - 2011
Kyoosang Choi, Bongsoon Cho
AbstractAlthough previous research have reported strong and positive intercorrelations between group task conflict and group relationship conflict, several different theoretical rationales exist for the positive link and the empirical literature remains equivocal. To clarify the causal linkage between the two types of conflict, we derived seven models specifying how group task and relationship con... hiện toàn bộ
Team conflict management and team effectiveness: the effects of task interdependence and team identification
Journal of Organizational Behavior - Tập 30 Số 3 - Trang 359-378 - 2009
Anit Somech, Helena Desivilya Syna, Helena Lidogoster
AbstractThe present study explores the dynamics of conflict management as a team phenomenon. The study examines how the input variable of task structure (task interdependence) is related to team conflict management style (cooperative versus competitive) and to team performance, and how team identity moderates these relationships. Seventy‐seven intact work teams from high‐technology companies parti... hiện toàn bộ
The virtue and vice of workplace conflict: food for (pessimistic) thought
Journal of Organizational Behavior - Tập 29 Số 1 - Trang 5-18 - 2008
Carsten K. W. De Dreu
AbstractMany authors, myself included, have suggested that workplace conflict may be beneficial to the organization. I argue that the support for this conclusion is rather weak. A selective and necessarily limited review of the literature shows that: (1) the positive functions of conflict are found only under an exceedingly narrow set of circumstances, (2) the conclusion that (particular forms of)... hiện toàn bộ
The psychological microfoundations of corporate social responsibility: A person‐centric systematic review
Journal of Organizational Behavior - Tập 38 Số 2 - Trang 225-246 - 2017
Jean‐Pascal Gond, Assâad El Akremi, Valérie Swaen, Nishat Babu
SummaryThis article aims to consolidate the psychological microfoundations of corporate social responsibility (CSR) by taking stock and evaluating the recent surge of person‐focused CSR research. With a systematic review, the authors identify, synthesize, and organize three streams of micro‐CSR studies—focused on (i) individual drivers of CSR engagement, (ii) individual processes of CSR evaluation... hiện toàn bộ
Does agency theory have universal relevance? A reply to Lubatkin, Lane, Collin, and Very
Journal of Organizational Behavior - Tập 28 Số 1 - Trang 81-88 - 2007
Luis R. Gómez‐Mejía, Robert M. Wiseman
The construct validity of two burnout measures
Journal of Organizational Behavior - Tập 14 Số 7 - Trang 631-647 - 1993
Wilmar B. Schaufeli, Dirk van Dierendonck
AbstractThe present study was carried out among a sample of 667 Dutch nurses and assesses three aspects of the construct validity of the two most widely used self‐report burnout questionnaires: The Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Although the factorial validity of the three‐dimensional structure of the MBI was convincingly demonstrated by confirmatory factor analysis ... hiện toàn bộ
A person‐centered approach to commitment research: Theory, research, and methodology
Journal of Organizational Behavior - Tập 37 Số 4 - Trang 584-612 - 2016
John P. Meyer, Alexandre J. S. Morin
SummaryThere has been a recent increase in the application of person‐centered research strategies in the investigation of workplace commitments. To date, research has focused primarily on the identification, within a population, of subgroups presenting different cross‐sectional or longitudinal configurations of commitment mindsets (affective, normative, and continuance) and/or targets (e.g., organ... hiện toàn bộ
Organizational level as a moderator of the relationship between justice perceptions and work-related reactions
Journal of Organizational Behavior - Tập 27 Số 6 - Trang 705-721 - 2006
Thomas M. Begley, Cynthia Lee, Chun Hui
Relationship between organizational justice and employee work outcomes: a cross‐national study
Journal of Organizational Behavior - Tập 23 Số 1 - Trang 1-18 - 2002
Simon S. K. Lam, John Schaubroeck, Samuel Aryee
AbstractThis study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcome... hiện toàn bộ
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