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作者：Qin, Xin; Huang, Mingpeng; Johnson, Russell E.; Hu, Qiongjing; Ju, Dong
作者单位：Sun Yat Sen University; University of International Business & Economics; Michigan State University; Peking University; Beijing Normal University
摘要：Although empirical evidence has accumulated showing that abusive supervision has devastating effects on subordinates' work attitudes and outcomes, knowledge about how such behavior impacts supervisors who exhibit it is limited. Drawing upon conservation of resources theory, we develop and test a model that specifies how and when engaging in abusive supervisory behavior has immediate benefits for supervisors. Via two experiments and a multi-wave diary study across 10 consecutive workdays, we fo...
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作者：Bhave, Devasheesh P.; Lefter, Alexandru M.
作者单位：Singapore Management University; Concordia University - Canada
摘要：We examine how occupational interactional requirements influence work-home enrichment. We conceptualize occupational interactional requirements as restorative properties of jobs that provide employees with resources that they transfer to the home domain. We identify two manifestations of work-home enrichment: (1) through objective indicators of how employees allocate their time at home, and (2) through employees' perceptual reflections of their work-home enrichment. In terms of objective indic...
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作者：York, Jeffrey G.; Vedula, Siddharth; Lenox, Michael J.
作者单位：University of Colorado System; University of Colorado Boulder; Babson College; University of Virginia
摘要：Human-induced climate change is one of the most daunting challenges of the 21st century. Addressing climate change will require new sectors that create economically and ecologically sustainable products and services, often supported through voluntary certification standards. For example, the Leadership in Energy and Environmental Design (LEED) voluntary certification standard seeks to reduce the environmental impacts of buildings through stimulating growth of the green building sector. Both pu...
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作者：Jensen, Michael; Wang, Pengfei
作者单位：University of Michigan System; University of Michigan; BI Norwegian Business School
摘要：This study examines the consequences of status inconsistency for the performance of multi-unit organizations. Status inconsistency refers to the extent to which social actors occupy status positions accorded different amounts of social esteem and prestige in different social systems. Status inconsistency affects the performance of multi-unit organizations by weakening the well-established positive effects of status on performance because it creates status ambiguity that makes external evaluati...
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作者：Wu, Chia-Huei; Parker, Sharon K.; Wu, Long-Zeng; Lee, Cynthia
作者单位：University of London; London School Economics & Political Science; University of Western Australia; Xiamen University; Northeastern University
摘要：When and why do people engage in different forms of proactive behavior at work? We propose that as a result of a process of trait activation, employees with different types of self-construal engage in distinct forms of proactive behavior if they work in environments consistent with their self-construals. In an experimental Study 1 (n = 61), we examined the effect of self-construals on proactivity and found that people primed with interdependent self-construals engaged in more work unit-oriente...
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作者：Carton, Andrew M.; Lucas, Brian J.
作者单位：University of Pennsylvania; Cornell University
摘要：Evidence suggests that organizational leaders can inspire employees by communicating a vision of the future with image-based rhetoric-words and phrases that are readily envisioned in the mind's eye (e.g., our vision is tomakemoviegoers laugh). Yet research has demonstrated that most leaders do not craft visions with image-based rhetoric, instead favoring abstract language that cannot easily be visualized. We integrate theory on leadership and dual cognitive processing to argue that this proble...
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作者：Cohen, Susan L.; Tripsas, Mary
作者单位：University System of Georgia; University of Georgia; Boston College
摘要：While much research has demonstrated that radical technological transitions challenge incumbents, surprisingly little empirical work has examined which factors drive variation in their ability to invent in the new domain. Through a longitudinal study of photography firms transitioning from analog to digital technologies, we examine a key source of heterogeneity: whether and how incumbents integrate knowledge related to both old and new technologies to bridge generations. Specifically, we explo...
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作者：Gupta, Abhinav; Briscoe, Forrest; Hambrick, Donald C.
作者单位：University of Washington; University of Washington Seattle; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：We develop a new explanation for why some organizations are relatively evenhanded, while others are more disparate, in allocating resources to subunits. Recognizing the central role of chief executive officers (CEOs) in resource allocation, we argue that CEOs' personal values regarding egalitarianism, as manifested in their political ideologies, will lead to different allocation styles. Liberal CEOs will favor evenhandedness, while conservatives will tolerate greater disparities. Placing this ...
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作者：Aristidou, Angela; Barrett, Michael
作者单位：University of Warwick; University of Cambridge; University of Cambridge
摘要：How is continuity of service provision supported in dynamic service settings (DSS) when interactions span space and time, and are being increasingly infused by technology? We explored this question through our 18-month qualitative study of the DSS of UK mental health. We found that the pattern of interaction that emerges is constantly reconfigured through processes of spanning time, stretching space, and through distributed agency. Further, we found that service provision does not only occur a...
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作者：Schilpzand, Pauline; Houston, Lawrence; Cho, Jeewon
作者单位：Oregon State University
摘要：Building on the Model of Proactive Motivation, we hypothesize that a leader's daily empowering leadership behaviors function as a motivator for employees to display a greater amount of proactive goal-striving behavior, by means of enhanced daily proactive goal setting. Expanding the Model of Proactive Motivation, we incorporate the largely neglected self-regulatory resource perspective and hypothesize that employee sleep quality operates as a qualifying influence on employees' ability to set a...
