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作者：Pearsall, Matthew J.; Christian, Jessica Siegel; Croitoru, Natalie
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：As organizations face constant pressures to respond to changing situations and emergent demands, team members are frequently called upon to change their processes and routines and adapt to new ways of working together. In examining adaptation, most researchers have taken a behavior-driven approach where they collapse across the many types of adaptive demands teams face and rely on traditional input-process-outcome frameworks (e.g., Hackman, 1987; McGrath, 1984) to isolate specific behavioral r...
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作者：Kang, Saehee; Han, Joo Hun; Oh, In-Sue; Van Iddekinge, Chad; Li, Junting
作者单位：State University System of Florida; Florida State University; Korea Advanced Institute of Science & Technology (KAIST); Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; University of Iowa; Rutgers University System; Rutgers University New Brunswick
摘要：The configurational or internal fit perspective proposes that human resource (HR) systems are most effective when individual practices are configured such that they fit together and are mutually reinforcing. The Ability-Motivation-Opportunity (AMO) model has emerged as a predominant way to select and configure HR practices based on whether they attempt to enhance employee ability, motivation, or opportunities. Despite the widespread use of the configurational perspective and AMO model in build...
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作者：Kim, Ji Hyun
作者单位：National University of Singapore
摘要：There is long-standing debate over whether pay-for-performance (PFP) enhances or undermines creative performance. Traditional motivation and revised creativity theories suggest that PFP and intrinsic task interest combine additively to enhance creative performance, whereas cognitive evaluation theory and self-determination theory posit that PFP undermines task interest and thus intrinsic motivation and creative performance. To help resolve these conflicting predictions and provide a more compr...
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作者：Mitchell, Marie S.; Sharma, Shubha; Zipay, Kate P.; Bies, Robert J.; Croitoru, Natalie
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Tulsa; Purdue University System; Purdue University; Georgetown University
摘要：Although punishment deters misconduct, protects employees from harm, and maintains cooperation in organizations, not all leaders punish-some are lenient. Employees keenly watch leaders' responses to misconduct. Leniency is often judged as unfair because it violates moral principles of justice, motivating observers to withhold support to leaders. Our research shifts the conversation to explain how moral consideration of offenders factors into the sensemaking of leaders' leniency that influences...
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作者：Zhong, Rui; Yao, Jingxian; Wang, Yating; Lyubykh, Zhanna; Robinson, Sandra L.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Singapore University of Social Sciences (SUSS); Renmin University of China; Simon Fraser University; University of British Columbia
摘要：We present a meta-analytic investigation of the theoretical mechanisms underlying why experienced workplace aggression is harmful to the three core performance outcomes (i.e., task performance, citizenship behavior, and deviant behavior). Through a comprehensive literature review of 405 empirical articles, we first extract and identify five prominent theoretical mechanisms: relationship quality, justice perception, psychological strain, negative affect, and state self-evaluation. By synthesizi...
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作者：Anni, Katlin; Vainik, Uku; Mottus, Rene
作者单位：University of Tartu; University of Tartu; McGill University; University of Edinburgh
摘要：While personality trait assessments are widely used in candidate selection, coaching, and occupational counseling, little published research has systematically compared occupations in personality traits. Using a comprehensive personality assessment, we mapped 263 occupations in self-reported Big Five domains and various personality nuances in a sample of 68,540 individuals and cross-validated the findings in informant ratings of 19,989 individuals. Controlling for age and gender, occupations a...
