Courtney L. Holladay

TL;DR: Examination of the role of self-efficacy generality as a motivational mechanism in explaining the relationship between practice variability and transfer provided support for some of the hypothesized relationships.

TL;DR: The authors investigated how framing of diversity training (title, focus of content, assignment) and gender influenced participants' attitudes and found that men reacted more negatively than women to the diversity training course, and women reacted more positively to a frame with a narrow focus and remedial assignment.

TL;DR: In this article, the effects of self-sacrificial behavior, along with the effect of situational crisis on followers' perceptions of their leader's charisma and organizational commitment are investigated.

TL;DR: The authors examined the influence of training focus (similarities or differences) and trainer characteristics (race and sex) on the effectiveness of a diversity training program and found that trainees expected fewer instances of backlash and chose more effective conflict resolution strategies than their counterparts whose training content focused on differences among individuals.

TL;DR: In this article, the authors examined employees' reactions to the use of organizational citizenship behavior (OCB) in performance evaluations and found that gender differences in such reactions were examined, and that OCB weighting of 30-50% were perceived as the most fair.