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作者：Baer, Michael D.; Frank, Emma L.; Matta, Fadel K.; Luciano, Margaret M.; Wellman, Ned
作者单位：Arizona State University; Arizona State University-Tempe; University System of Georgia; University of Georgia
摘要：The nascent literature on feeling trusted has focused on the notion that it is a benefit to employees and their organizations, with several studies demonstrating a link to improved job performance. It is not surprising, therefore, that the prevailing assumption is that employees will react positively when their supervisors trust them more as opposed to less. Recent research, however, has suggested that the benefits of feeling trusted are accompanied by strains, which some employees may be unwi...
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作者：Schaubroeck, John; Peng, Ann C.; Hannah, Sean T.; Ma, Jingjing; Cianci, Anna M.
作者单位：University of Missouri System; University of Missouri Columbia; University of Missouri System; University of Missouri Columbia; Wake Forest University; Hong Kong University of Science & Technology; Wake Forest University
摘要：We integrate theory and research about individuals' responses to failures and develop a model in which occupational progress failures precipitate ruminative processes that limit the extent to which individuals subsequently act as informal leaders. Our first study, an experiment with a sample of advanced accounting students, found that manipulating poor performance on a simulated certification test promoted ruminative thoughts about the test, which were negatively related to peer ratings of inf...
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作者：Dyer, Jeff; Kryscynski, David; Law, Christopher; Morris, Shad
作者单位：Brigham Young University; University of Michigan System; University of Michigan; University of North Carolina; University of North Carolina Chapel Hill; Brigham Young University
摘要：The firm-specific human capital dilemma suggests that firms generally want employees to make firm-specific investments but that employees prefer not to make them. We suggest that individual performance may moderate this dilemma such that the dilemma increases as individual performance increases-that is, firms may prefer high performers in firm-specific roles while high performers may resist these roles more than their lower-performing counterparts. We examine our extended firm-specific human c...
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作者：Tihanyi, Laszlo; DeCelles, Katherine A.
作者单位：Rice University; University of Toronto
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作者：Li, Alex Ning; Tangirala, Subrahmaniam
作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
摘要：We develop and test theory regarding how voice emerges and develops in new supervisor-employee dyads. We propose that employees higher in proactive personality speak up more in early stages of interactions in their dyads. The subsequent path that their voice takes-that is, increasing in a virtuous positive trajectory or decreasing in a vicious negative trajectory-is determined by whether their proactive personality matches their supervisors'. For instance, when paired with supervisors who are ...
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作者：Sherf, Elad N.; Parke, Michael R.; Isaakyan, Sofya
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Pennsylvania; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：Scholars continue to debate whether voice and silence are opposites or distinct constructs. This ambiguity has prevented meaningful theoretical advancements about employees' voice and silence at work. We draw on the behavioral activation and behavioral inhibition systems perspective to provide a conceptual framework for the independence of voice and silence and explicate how two key antecedents-perceived impact and psychological safety-more strongly relate to voice and silence, respectively. W...
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作者：Wolfson, Mikhail A.; Mathieu, John E.
作者单位：University of Kentucky; University of Connecticut
摘要：Researchers and organizational leaders alike have long known that securing human capital (HC) is critical for organizational success. The bulk of research in this domain has addressed issues regarding the accrual of HC stocks. However, there has been a dearth of research exploring the underlying mechanisms through which accrued HC stocks translate to competitive advantage. We expand on Wolfson and Mathieu's (2018) human capital resource complementarity (HCRC) theory by incorporating the deploy...
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作者：He, Wei; Li, Shao-Long; Feng, Jie; Zhang, Guanglei; Sturman, Michael C.
作者单位：Nanjing University; Wuhan University; Rutgers University System; Rutgers University New Brunswick; Wuhan University of Technology
摘要：An extensive body of literature has demonstrated the incentive effect by which pay for performance (PFP) motivates employees' in-role task performance. Nonetheless, scholars have also posited that PFP is likely to demotivate employees' extrarole behaviors. Drawing upon expectancy theory (Vroom, 1964) and the heuristic processing literature (Kahneman, 2011), we examine the relationship between PFP and employee helping behavior. We perform this examination not only by considering the pay compone...
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作者：Wang, Milo Shaoqing; Raynard, Mia; Greenwood, Royston
作者单位：Arizona State University; Arizona State University-Tempe; Vienna University of Economics & Business; University of Alberta; University of Edinburgh
摘要：This study examines how the once prestigious medical profession in China has become the subject of criticism and accused of pervasive impropriety to the point of inducing widespread violence from patients. Drawing on archival documents, media articles, interviews, and secondary sources, we trace the lengthy and uneven trajectory by which the profession moved away from enjoying widespread collective approval toward ambivalence and eventual stigmatization. We develop a process model of professio...
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作者：Berg, Justin M.; Yu, Alisa
作者单位：Stanford University
摘要：Past research on idea implementation has focused on employees trying to win social support for their own ideas, yet employees are often handed ideas to implement that were developed by others. We propose and test hypotheses on such handoffs, focusing on how handing employees relatively mature ideas to implement may lead them to build less creative final products. We tested our hypotheses using two studies: an archival study of 5,676 movies in the U.S. film industry and a complementary experime...
