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作者：Basir, Nada; Ladge, Jamie J.; Sohrab, Serena
作者单位：University of Waterloo; Boston College; Ontario Tech University
摘要：The challenges of managing the transition to motherhood for working women have been well documented. However, less is known about women whose transition to motherhood is disrupted, stalled, or never realized through complex fertility journeys. This qualitative study explores how 41 working women undergoing fertility treatments experience cross-domain identity challenges that threaten both their desired maternal and professional identities. Through disruptions to initiated identity transitions,...
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作者：Akben, Mustafa; Vogel, Ryan M.
作者单位：Elon University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：The predominant view in the employee proactivity literature highlights the importance of personality as well as a trio of agentic forces-namely, can do, reason to, and energized to motivation-that drive employee proactive behavior. Complementing existing theoretical frameworks, we introduce the concept of proactivity permission, defined as an employee's tacit perception of the extent to which they are allowed to perform proactive behaviors at work. In this article, we investigate the psycholog...
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作者：Chen, Anjier; Yan, Liuxin; Yoon, Min Young
作者单位：National University of Singapore; Tsinghua University; Rider University
摘要：Despite Americans' recent heightened awareness of racial inequality, anti-Asian racism at work remains underrecognized and largely unaddressed. In this research, we aim to understand why White bystander coworkers may fail to confront anti-Asian racism. Integrating the moral exclusion perspective and research on racial positions, we propose that due to perceiving Asian Americans as more foreign than other non-White coworkers, White coworkers are less likely to feel anger and engage in confronta...
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作者：Wee, Serena; Newman, Daniel A.; Song, Q. Chelsea; Tang, Chen
作者单位：University of Western Australia; University of Illinois System; University of Illinois Urbana-Champaign; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; American University
摘要：In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off...
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作者：Tedder-King
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作者：Chung, David Jinwoo; Park, Tae-Youn
作者单位：University of Texas System; University of Texas at Tyler; Sungkyunkwan University (SKKU)
摘要：Do unions facilitate or hamper the effectiveness of high-performance work systems (HPWS)? Despite the long-standing interest among labor and human resource scholars on this matter, relevant studies are limited and dated. This research investigates whether and how the interplay between HPWS and unions affects both organizational performance and employee well-being outcomes. The authors argue while unions may attenuate the HPWS effects on organizational performance due to decreased performance c...
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作者：Harvey, Jean-Francois
作者单位：Universite de Montreal; HEC Montreal
摘要：Research in impression management has primarily examined how self-promotion affects one's image, neglecting the potential benefits of feedback on the underlying image that is being impression managed. This study bridges this gap by integrating impression management with social-cognitive theory to explore how self-promotion can enhance feedback from targets, thereby stimulating initiative-taking and proactive adaptation in the actor. Analyzing five-wave monthly survey data from 574 entrepreneur...
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作者：Hill, Edwyna T.; Colquitt, Jason A.; Burgess, Rachel; Priesemuth, Manuela; McClain, Jefferson T.
作者单位：University of South Carolina System; University of South Carolina Columbia; University of Notre Dame; Arizona State University; Arizona State University-Tempe; Villanova University
摘要：Third parties have increasingly become the focus of research on mistreatment in organizations. Much of that work is grounded in deonance theory, which argues that third parties should react to the perpetrators of mistreatment with anger. Deonance theory is less explicit as to how third parties should react to the victims of mistreatment, though empirical work has pointed to empathy as one potential reaction. Deonance theory is less capable of explaining recent findings suggesting that third pa...
