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作者：Shaw, Jason D.
作者单位：Hong Kong Polytechnic University
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作者：Abraham, Mabel
作者单位：Columbia University
摘要：While most studies of the formalization of pay systems suggest that it helps reduce inequality, some recent studies suggest the opposite. The present study draws on social identity theory to shift this debate from whether formalization reduces inequality to when, or under what conditions, less formalized pay systems may also serve to reduce inequality. Specifically, I consider both the gender of the decision maker and the job of the employee being evaluated. The goal of this study is to determ...
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作者：Jourdan, Julien; Kivleniece, Ilze
作者单位：Universite PSL; Universite Paris-Dauphine; INSEAD Business School
摘要：Existing research provides contradictory insights regarding the effect of public sponsorship on the market performance of organizations. We develop the nascent theory on sponsorship by highlighting the dual and contingent nature of the relationship between public sponsorship and market performance. By arguing that sponsorship differentially affects resource accumulation and allocation mechanisms, we suggest two opposing firm-level effects, leading to an inverted U-shaped relationship between t...
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作者：Liu, Wu; Song, Zhaoli; Li, Xian; Liao, Zhenyu
作者单位：Hong Kong Polytechnic University; National University of Singapore; National University of Singapore
摘要：Although researchers have argued that employees often carefully examine social contexts before speaking up to leaders, the role of leaders' affective states has received little attention. The current research addresses this important issue from an emotion-associal-information perspective by exploring whether, why, and when leaders' affect influences employees' voice behavior. By collecting data of 640 daily interactions from both sides of 85 leader-employee dyads using the experience sampling ...
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作者：Luo, Xiaowei Rose; Wang, Danqing; Zhang, Jianjun
作者单位：INSEAD Business School; University of Hong Kong; Peking University
摘要：While research on the disclosure of CSR (corporate social responsibility) recognizes the influence of government regulations and guidelines, less attention has been given to the co-existence of conflicting pressures from the state. We develop a framework wherein CSR reporting is viewed as an organizational response to institutional complexity that arises from the conflicting demands from the central government and local governments, and apply it to publicly listed firms in China after the cent...
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作者：Desai, Sreedhari D.; Kouchaki, Maryam
作者单位：University of North Carolina; University of North Carolina Chapel Hill; Duke University; Northwestern University
摘要：This paper investigates whether, by exposing superiors to moral symbols, subordinates can discourage their superiors from asking them to perform unethical acts. Findings from five laboratory studies and one organizational survey study demonstrated that exposure to moral symbols displayed by the subordinates dissuades superiors from both engaging in unethical behaviors themselves and asking their subordinates to engage in unethical behavior. This paper shows that the display of moral symbols le...
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作者：Dineen, Brian R.; Duffy, Michelle K.; Henle, Christine A.; Lee, Kiyoung
作者单位：Purdue University System; Purdue University; University of Minnesota System; University of Minnesota Twin Cities; Colorado State University System; Colorado State University Fort Collins; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：We propose a novel temporal-based theory of how a painful social comparative emotion-job search envy-transmutes as deviant or normative job search behaviors (resume fraud or search effort). We theorize that as job searches progress across time or discrete events, temporal-based pressure increases via perceptions that situations are less changeable or more critical, propelling envious job seekers toward deviant rather than normative search behavior. We propose that market-based pressure, derivi...
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作者：Yam, Kai Chi; Klotz, Anthony C.; He, Wei; Reynolds, Scott J.
作者单位：National University of Singapore; Oregon State University; Huazhong University of Science & Technology; University of Washington; University of Washington Seattle
摘要：Research has consistently demonstrated that organizational citizenship behaviors (OCBs) produce a wide array of positive outcomes for employees and organizations. Recent work, however, has suggested that employees often engage in OCBs not because they want to but because they feel they have to, and it is not clear whether OCBs performed for external motives have the same positive effects on individuals and organizational functioning as do traditional OCBs. In this article, we draw from self-de...
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作者：Wright, April L.; Zammuto, Raymond F.; Liesch, Peter W.
作者单位：University of Queensland; University of Colorado System; University of Colorado Denver; University of Queensland
摘要：Specialization within professions creates challenges for maintaining the macro-level values of the profession in the everyday work of specialists at the micro level inside organizations. By conducting a qualitative study of emergency-department physicians and their interactions with other hospital specialists, we show how specialists maintain professional values through two distinct processes of institutional work in which moral emotions-that is, emotions linked to the interests of others-play...
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作者：Hewlin, Patricia Faison; Dumas, Tracy L.; Burnett, Meredith Flowers
作者单位：McGill University; University System of Ohio; Ohio State University; American Institutes for Research
摘要：When employees feel that their values do not match those of the organization, they often respond by pretending to fit in. We examine how leader integrity influences the tendency to create facades of conformity, proposing that employees will actually fake more when leaders are principled. In a laboratory experiment (Study 1), undergraduate students whose values ostensibly differed from those of other discussion group members and the university administration created more facades when they perce...
