Change the Referent? A Meta-Analytic Investigation of Direct and Referent-Shift Consensus Models for Organizational Climate
通过元分析整合气候文献，比较直接共识与参照转移共识两种聚合方法对群体层面结果的预测力，发现参照转移共识更能预测工作绩效，而直接共识更能预测工作态度。
Based on earlier taxonomies of group composition models, aggregating data from individual-level responses to operationalize group-level constructs is a common aspect of management research. The present study contributes to the literature on group composition models by quantitatively integrating the climate literature via meta-analysis to determine which of the two most common methods of aggregation, direct consensus and referent-shift consensus, is the stronger predictor of group-level outcomes. We found that referent-shift consensus was a stronger predictor of job performance and customer service performance than direct consensus. However, we found that direct consensus was a stronger predictor of job attitudes than referent-shift consensus. We also found that climate-performance relationships were moderated by aggregation method of the performance criterion. The implications of these findings for advancing multi-level theory and research are discussed.