The Journal of applied psychology
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The authors tested a model, inspired by affective events theory (H. M. Weiss & R. ⋯ Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility.
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The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople, learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive behavior directly and positively predicted sales performance, and emotional control negatively predicted performance.
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The influence of task interdependence on the importance attributed to organizational citizenship behavior (OCB) in evaluations of employee performance was investigated in 3 studies. In Study 1,238 undergraduates were exposed to a task interdependence manipulation and a unit-level performance manipulation and provided citizenship ratings. ⋯ The results suggest task interdependence may affect the importance attributed to OCB by evaluators. Implications of these results are explored.
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This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior (OCB). ⋯ Moreover, a model linking information privacy to empowerment and empowerment to creative performance and OCBs was supported. Findings are discussed in light of organizational attempts to control employees through the gathering and handling of their personal information.
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This study examines the role of social network ties in the performance and receipt of interpersonal citizenship behavior (ICB), one form of organizational citizenship behavior (OCB). A field study involving 141 employees of a manufacturing firm provided evidence that social network ties are related to the performance and receipt of ICB. ⋯ These relationships were significant when controlling for job satisfaction, commitment, procedural justice, hierarchical level, demographic similarity, and job similarity. Implications and directions for future research are addressed.