-
作者：Speer, Andrew B.; Hickman, Louis; Song, Q. Chelsea; Perrotta, James; Jacobs, Rick R.; Lambert, Dawn
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Virginia Polytechnic Institute & State University; Wayne State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Researchers and practitioners have long grappled with balancing the goals of selecting a high-performing and diverse workforce. Recently, Rottman et al. (2023) proposed a new approach to address these goals, which we refer to as multipenalty optimized regression (MOR). MOR extends ridge regression by adding a penalty term that minimizes group differences when fitting the model. Although MOR has shown potential, there are unknowns, including whether MOR is consistently effective in typical sele...
-
作者：Lawrence-Thomas, Nicola; King, Eden; Dawson, Jeremy; Silver, Elisabeth R.; Hebl, Mikki; Argueta-Rivera, Jazmin; Myeong, Hwayeon; Stewart, Dillon
作者单位：University of Sheffield; Rice University
摘要：Women's reproductive rights are intensely debated, with abortion laws in the United States constantly changing. However, the long-term economic consequences of abortion remain largely unknown due to a lack of robust research in this area. Drawing on lifespan career theory, we theorize that pregnancy during the early-career period represents a pivotal inflection point. It initiates divergent reproductive pathways with lasting, path-dependent effects on women's economic trajectories. We conceptu...
-
作者：Paek, Jessica J. W.; Kakkar, Hemant
作者单位：Indiana University System; Indiana University Bloomington; Indian School of Business (ISB)
摘要：Leaders are uniquely positioned to support their employees, and when they do, both parties benefit. However, we still have limited insight into how leaders offer help. Leaders may provide dependency help-solving problems for employees-fostering reliance, or autonomy help-teaching employees to solve problems themselves-promoting empowerment. We draw on the theoretical rank-allocation framework of dominance and prestige to propose that leaders high on dominance (i.e., those driven to assert auth...
-
作者：Le, Huy; Oh, In-Sue; Roth, Philip L.; Schmidt, Frank L.
作者单位：University of Texas System; University of Texas at San Antonio; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; Clemson University; University of Iowa
摘要：Recent advancements in range restriction (RR) correction research suggest that Case V (Dahlke & Wiernik, 2020; Le et al., 2016) is one of the most accurate approaches to correct for (indirect) RR. However, researchers have had difficulty applying the Case V approach, especially in validation and meta-analytic (including validity generalization) studies, because of the lack of information regarding one of its key components: the RR ratio of the criterion (u(Y)), particularly in the context of j...
-
作者：Dannals, Jennifer E.; Zlatev, Julian J.; Halevy, Nir; Neale, Margaret A.
-
作者：van den Hee, Sarah M.; van Hooft, Edwin A. J.; Van Hoye, Greet; Nevicka, Barbara
作者单位：University of Amsterdam; Ghent University
摘要：Late-career unemployment has a demonstrated negative impact on individuals and society. Yet little is known about the mechanisms through which policy programs operate to support older unemployed individuals in finding reemployment. The present study aimed to provide more insight into how a job search skills training program facilitates older job seekers in their reemployment process and who benefits most from the program. Using a two-group field experimental design among 4,625 unemployed job s...
-
作者：Yu, Kang Yang Trevor; Goh, Kim Huat; Soo, Clara Wen Lin; Yu, Sitong
作者单位：Nanyang Technological University; Nanyang Technological University; Michigan State University; Michigan State University's Broad College of Business
摘要：The powerful effects of electronic word of mouth on employer branding and prehire outcomes suggest a need for employers to formulate effective responses to employer reviews on social media. Using machine learning and text-mining techniques, we identified three distinct types of employer responses to negative reviews (i.e., excuses, apologies, prosocial behavior) and two other types of responses to positive reviews (i.e., ingratiation, exemplification) from a Glassdoor data set. Integrating res...
-
作者：Rubenstein, Alex L.; Simon, Lauren S.; Kammeyer-Mueller, John D.; Corwin, Emily S.; Morrison, Hayley M.; Whiting, Steven W.
作者单位：State University System of Florida; University of Central Florida; University of Arkansas System; University of Arkansas Fayetteville; University of Minnesota System; University of Minnesota Twin Cities; Bentley University; University System of Ohio; Miami University
摘要：Common method variance (CMV) substantially impacts how scholars conduct and review research. Several procedural and statistical remedies have been proposed to address the potential biasing effects that can result from CMV in data procured from a single source on a single occasion. Among them, temporal separation and distinct source designs have been the most popular. Psychological separation (PS) has also been proposed as a way to address CMV, by diverting respondents' attention from previousl...
-
作者：Zhong, Rui; Yu, Lingtao; Zhu, Jinlong; Zhu, Li
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of British Columbia; Renmin University of China; Peking University
摘要：Existing research presents mixed perspectives on the impact of abusive supervision climate on team processes and effectiveness. This discrepancy prompts an important question: when, why, and how does abusive supervision climate become more or less detrimental to teams? By integrating the social functional perspective of gossip with recent theoretical advancements on abusive supervision climate, we develop a novel theoretical model to explain how leader-targeted negative team gossip-defined as ...
-
作者：Ross, Roxanne L.; Traylor, Horatio D.; Ruggs, Enrica N.
作者单位：James Madison University; University of Houston System; University of Houston
摘要：A growing body of research has examined how organizations communicate (i.e., signal) a stance on diversity, equity, and inclusion (DEI) using signaling theory. Yet, research using signaling theory is siloed and unintegrated, resulting in neglect of important parts of the process. Presently, signaling theory is used as an overarching framework to draw together a disparate body of work and to help identify missing links like signal type, observability, receiver attention, and perceived cost. We ...
