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• Emergence in Context: How Team-Client Psychological Contract Fulfillment Is Associated With the Emergence of Team Identification or Team-Member Exchange AI翻译
  作者：Laulie, Lyonel; Escaffi-Schwarz, Maximiliano
  作者单位：Universidad de Chile; University Diego Portales
  摘要：Psychological contracts have been theorized to occur at different levels of analysis and with different exchange parties. In this article, we develop the concept of team-client psychological contract fulfillment (team-client PCF) as a team-level social exchange indicator, reflecting the team members' perceptions of the degree of fulfillment of the commitments a client promised to a team. Using the multilevel group-process framework (Lang et al., 2019) and a sample of newly formed self-managed ...
• Fulfilling Moral Duty or Prioritizing Moral Image? The Moral Self-Regulatory Consequences of Ethical Voice AI翻译
  作者：Huang, Lei; Carnevale, Joel B.; Mackey, Jeremy; Paterson, Ted A.; Li, Xiaolu; Yang, Dongtao
  作者单位：Auburn University System; Auburn University; Syracuse University; Oregon State University; Nanjing University
  摘要：Previous research on the consequences of ethical voice has largely focused on the performance or social relational consequences of ethical voice on multiple organizational stakeholders. The present research provides an important extension to the ethical voice literature by investigating the distinct intrapersonal and interpersonal moral self-regulatory processes that shape ethical voicers' own psychological experiences and their subsequent purposeful efforts to maintain a positive sense of mor...
• Comparing the Efficacy of Faking Warning Types in Preemployment Personality Tests: A Meta-Analysis AI翻译
  作者：Moon, Benjamin; Daljeet, Kabir N.; ONeill, Thomas A.; Harwood, Harley; Awad, Wahaj; Beletski, Leonid V.
  作者单位：University of Calgary; Universite de Montreal; Saint Marys University - Canada; Western University (University of Western Ontario)
  摘要：Numerous faking warning types have been investigated as interventions that aim to minimize applicant faking in preemployment personality tests. However, studies vary in the types and effectiveness of faking warnings used, personality traits, as well as the use of different recruitment settings and participant samples. In the present study, we advance a theory that classifies faking warning types based on ability, opportunity, and motivation to fake (Tett & Simonet, 2011), which we validated us...
• Perceived Organizational Change Strengthens Organizational Commitment and Organizational Citizenship Behavior via Increased Organizational Nostalgia AI翻译
  作者：van Dijke, Marius; Guo, Yiran; Wildschut, Tim; Sedikides, Constantine
  作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Lausanne; University of Southampton
  摘要：Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational...
• Revisiting the Nature and Strength of the Personality-Job Performance Relations: New Insights From Interpretable Machine Learning AI翻译
  作者：Song, Q. Chelsea; Oh, In-Sue; Kim, Yesuel; So, Chaehan
  作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; New York University
  摘要：Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear,...
• Navigating Inter-Team Competition: How Information Broker Teams Achieve Team Innovation AI翻译
  作者：Yan, Thomas Taiyi; Venkataramani, Vijaya; Tang, Chaoying; Hirst, Giles
  作者单位：University of London; University College London; University System of Maryland; University of Maryland College Park; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; Australian National University
  摘要：Organizations are increasingly using teams to stimulate innovation. Often, these teams share knowledge and information with each other to help achieve their goals, while also competing for resources and striving to outperform each other. Importantly, based on their industry, the nature of work, or prior history, some teams may face more competition from peer teams than others. Our research examines how teams' competitive relations with other teams in the organization operate in tandem with the...
• Third-Party Perceptions of Mistreatment: A Meta-Analysis and Integrative Model of Reactions to Perpetrators and Victims AI翻译
  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...