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作者：Song, Yifan; Liu, Yihao; Wang, Mo; Lanaj, Klodiana; Johnson, Russell E.; Shi, Junqi
作者单位：State University System of Florida; University of Florida; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; Michigan State University; Michigan State University's Broad College of Business; Sun Yat Sen University
摘要：We apply a social mindfulness lens to understand the phenomenon of perceived customer mistreatment. Recognizing that both recall of prosocial acts and perspective taking invoke the motivation to be mindful in social interactions, we investigated whether these two types of interventions affect customer service employees' experience of customer mistreatment. Additionally, we investigated whether these two interventions might also buffer the relation of employees' daily experience of customer mis...
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作者：Neckebrouck, Jeroen; Schulze, William; Zellweger, Thomas
作者单位：Vlerick Business School; Ghent University; Utah System of Higher Education; University of Utah; University of St Gallen
摘要：Family firms employ about 60% of the global workforce. While it is widely assumed that they are good employers, data about their conduct are mixed. In this study, we extend stewardship and agency theories to test competing propositions about the impact of family on employment practices using data from 14,961 private Belgian firms over a 19-year period. Higher investments, lower dividend payout, and higher risk tolerance indicate that family firms are better financial stewards of their companie...
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作者：Hoever, Inga J.; Zhou, Jing; van Knippenberg, Daan
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Rice University; Drexel University
摘要：Feedback is a ubiquitous management tool. Employing it to enhance team creativity raises an important question of whether positive or negative feedback is more effective. Unfortunately, prior research on feedback valence and creativity is limited to the individual level, neglecting team creativity's interdependent and knowledge-intensive nature. We address this issue and advance the team-information-processing perspective on team creativity by integrating two heretofore separate research strea...
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作者：Fisher, Colin M.; Pillemer, Julianna; Amabile, Teresa M.
作者单位：University of London; University College London; University of Pennsylvania; Harvard University
摘要：How do teams working on complex projects get the help they need? Our qualitative investigation of the help provided to project teams at a prominent design firm revealed two distinct helping processes, both characterized by deep, sustained engagement that far exceeds the brief interactions described in the helping literature. Such deep help consisted of (1) guiding a team through a difficult juncture by working with its members in several prolonged, tightly clustered sessions, or (2) path clear...
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作者：Lee, Matthew; Ramus, Tommaso; Vaccaro, Antonino
作者单位：INSEAD Business School; Universidade Catolica Portuguesa; University of Navarra; IESE Business School; University of Navarra; IESE Business School
摘要：Social movement organizations that engage directly in commercial activities face the particular challenge of mobilizing movement activists and commercial actors simultaneously. In a seven-year case study of a Sicilian anti-racket social movement organization that uses commercial activities to combat Mafia racketeering, we show how strategic framing enables such dual mobilization. Our findings show that original anti-racket social movement frames were modified through a process of strategic fra...
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作者：Baer, Michael D.; Rodell, Jessica B.; Dhensa-Kahlon, Rashpal K.; Colquitt, Jason A.; Zipay, Kate P.; Burgess, Rachel; Outlaw, Ryan
作者单位：Arizona State University; Arizona State University-Tempe; University System of Georgia; University of Georgia; University of Surrey; University of Oregon; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Many employees feel a general sense of unfairness toward their supervisors. A common reaction to such unfairness is to talk about it with coworkers. The conventional wisdom is that this unfairness talk should be beneficial to the aggrieved employees. After all, talking provides employees with an opportunity to make sense of the experience and to let off steam. We challenge this perspective, drawing on cognitive-motivationalrelational theory to develop arguments that unfairness talk leads to em...
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作者：Dittrich, Katharina; Seidl, David
作者单位：University of Zurich
摘要：This paper responds to recent interest in the role of intentionality in the internal dynamics of routines. Previous research has focused on how routine participants bring particular intentions to the performance of a routine and choose the means for accomplishing the pre-defined ends accordingly. Drawing on the pragmatist theory of action and a yearlong ethnographic study of a pharmaceutical company, we uncover emerging intentionality in routine performances. We show how the foregrounding of m...
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作者：Shaw, Jason D.; Tangirala, Subrahmaniam; Vissa, Balagopal; Rodell, Jessica B.
作者单位：Hong Kong Polytechnic University; University System of Maryland; University of Maryland College Park; INSEAD Business School; University System of Georgia; University of Georgia
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作者：Yu, Andrew; Matta, Fadel K.; Cornfield, Bryan
作者单位：Michigan State University; Michigan State University's Broad College of Business; University System of Georgia; University of Georgia; Michigan State University
摘要：Despite the burgeoning number of studies that have examined leader-member exchange (LMX) differentiation, definitive conclusions regarding its effects remain scarce. We propose a theoretical framework for studying LMX differentiation through an equity-equality perspective derived from allocation preferences theory, allowing us to elucidate both the beneficial and detrimental influences LMX differentiation can have on workgroups. In a meta-analytic investigation including 4,114 workgroups and 2...
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作者：Miron-Spektor, Ella; Ingram, Amy; Keller, Joshua; Smith, Wendy K.; Lewis, Marianne W.
作者单位：Technion Israel Institute of Technology; Clemson University; Nanyang Technological University; University of Delaware; City St Georges, University of London
摘要：Competing tensions and demands pervade our work lives. Accumulating research examines organizational and leadership approaches to leveraging these tensions. But what about individuals within firms? Although early paradox theory built upon micro-level insights from psychology and philosophy to understand the nature and management of varied competing demands, corresponding empirical studies are rare, offering scarce insights into why some individuals thrive with tensions while others struggle. I...
