| dc.contributor | 企管系 | |
| dc.creator (作者) | 曹銀愛 | |
| dc.creator (作者) | Cho, Eunae;Johnson, Russell E.;Silverman, Stanley B.;Shyamsunder, Aarti;Swee, Hsien-Yao;Rodopman, O. Burcu;Bauer, Jeremy | |
| dc.date (日期) | 2010-11 | |
| dc.date.accessioned | 17-Jan-2025 10:49:46 (UTC+8) | - |
| dc.date.available | 17-Jan-2025 10:49:46 (UTC+8) | - |
| dc.date.issued (上傳時間) | 17-Jan-2025 10:49:46 (UTC+8) | - |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/155237 | - |
| dc.description.abstract (摘要) | Accounts of arrogant employees abound, yet there is little systematic research on arrogance within organizations. In response to this oversight, this article presents the findings from four studies. In Studies 1 and 2, the authors developed the Workplace Arrogance Scale and found support for its convergent and discriminant validity. In Study 3, the Workplace Arrogance Scale was included as part of a 360-degree performance feedback survey. Results revealed that there was satisfactory agreement between self- and other-ratings of arrogance. The authors also found that arrogance was negatively related to self- and other-rated task performance. Findings from Study 4 suggested that arrogance is negatively related to cognitive ability and self-esteem. The authors conclude by discussing the theoretical and practical implications of these findings. | |
| dc.format.extent | 108 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | Human Performance, Vol.23, No.5, pp.403-427 | |
| dc.title (題名) | Acting superior but actually inferior?: Correlates and consequences of workplace arrogance | |
| dc.type (資料類型) | article | |
| dc.identifier.doi (DOI) | 10.1080/08959285.2010.515279 | |
| dc.doi.uri (DOI) | https://doi.org/10.1080/08959285.2010.515279 | |
