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作者：Kong, Dejun Tony; Park, Sanghee; Peng, Jian
作者单位：University of Colorado System; University of Colorado Boulder; Hanyang University; Guangzhou University
摘要：While pay for performance (PFP) is widely adopted in organizations to boost employee performance, the empirical evidence on its incentive effect has been mixed. Based on Park and Sturman's PFP perception framework, we integrated two motivation theories-transactional theory of stress and role engagement theory-to delineate two countervailing mechanisms that explain how individuals appraise and react to perceived PFP. Our research considers employees' perception of PFP-I (perceived PFP based on ...
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作者：Pradies, Camille
作者单位：Universite Catholique de Lille; EDHEC Business School
摘要：Emotions are part of everyday life, and paradox scholars have long acknowledged that navigating paradox-that is, opposite, interrelated, and enduring tensions-is inher-ently emotional. Yet, how such emotions shape the ways in which individuals navigate paradoxes remains unclear. Drawing on an in-depth qualitative study of 63 veterinar-ians facing the business-care paradox, I develop an emotionally informed model of how individuals navigate paradox at work. I find that emotions: (a) make parado...
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作者：Gray, Steven M.; Bunderson, J. Stuart; van der Vegt, Gerben S.; Rink, Floor; Gedik, Yeliz
作者单位：University of Texas System; University of Texas Austin; Washington University (WUSTL); University of Groningen; University of Groningen; Firat University
摘要：Past research has been equivocal about the information sharing and performance effects of knowledge diversity in teams. In an attempt to resolve this equivocality, scholars have suggested that status hierarchy may play a role, proposing that status differences can constrict team-level information sharing in diverse teams by privileging the knowledge of higher-status members and discounting the knowledge of lower-status members. Although there is some evidence to support this notion, there is a...
