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作者：Zhong, Yufei; Sluss, David M.; Badura, Katie L.
作者单位：University System of Georgia; Georgia Institute of Technology; ESSEC Business School
摘要：Although subordinate-to-supervisor relational identification (RI) has gained significant scholarly attention in organizational research, an understanding of its nomological network is incomplete. There have also been recurring discussions about its distinctions with another more extensively researched relational construct-leader-member exchange (LMX). In this meta-analysis, we expand Sluss and Ashforth's (2007) typology, going beyond the influence of the supervisor, to systematically study the...
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作者：De Corte, Wilfried; Sackett, Paul R.; Lievens, Filip
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities; Singapore Management University
摘要：Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i...
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作者：Hardy, Jay H. H.; Day, Eric Anthony; North, Maddison N. N.; Rockwood, Justine
作者单位：Oregon State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：Learning and adaptation are essential for success. However, human effort is inherently finite, which creates a dilemma for employees. Is it better to prioritize capitalizing on existing knowledge structures to maximize immediate performance benefits (exploitation) or develop adaptive capabilities (exploration) at the expense of short-term productivity? Understanding how employees answer this question can inform the design of evidence-based interventions for optimizing and sustaining learning a...
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作者：Poulton, Emily C.; Lin, Szu-Han (Joanna); Fatimah, Shereen; Ho, Cony M.; Ferris, D. Lance; Johnson, Russell E.
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Indianapolis; University System of Georgia; University of Georgia; Singapore Management University; Northern Arizona University; University of Ottawa; Michigan State University; Michigan State University's Broad College of Business; University System of Georgia; University of Georgia
摘要：Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers' endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunit...
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作者：Steele, Logan M.; Rees, Rebecca; Berry, Christopher M.
作者单位：State University System of Florida; University of South Florida; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：To date, the unethical pro-organizational behavior (UPB) literature has been guided by a prosocial perspective, which argues that people engage in UPB primarily to benefit the employers with whom they identify and have a positive social exchange. According to this perspective, employees who are characteristically self-interested are less likely to engage in UPB. However, recent evidence suggests self-interest may play a larger role in motivating UPB than originally theorized. To clarify this c...
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作者：Hendricks, Jonathan L. L.; Hancock, Julie; Caldas, Miguel; Ostermeier, Kathryn; Cooper, Danielle
作者单位：University of Nebraska System; University of Nebraska Lincoln; University of North Texas System; University of North Texas Denton; University of Texas System; University of Texas at Tyler; Getulio Vargas Foundation; Bryant University
摘要：While leader departures from work units frequently occur within organizations and are assumed to negatively impact unit functioning, the collective reaction to a leader departure event can vary across time. While a common expectation of leader departure models is that the incoming leader is permanent, it is unclear how unit-level reactions, such as collective turnover and unit performance, might change over time in response to a departure event when the departing leader is replaced with a temp...
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作者：David, Emily M.; Volpone, Sabrina D.; Avery, Derek R.; Johnson, Lars U.; Crepeau, Loring
作者单位：China Europe International Business School; University of Colorado System; University of Colorado Boulder; University of Houston System; University of Houston; University of Texas System; University of Texas Arlington; China Europe International Business School
摘要：Though we would like to believe that people universally consider workplace mistreatment to be an indicator of injustice, we describe why bystanders can react to justice events (in this study, vicariously observing or becoming aware of others being mistreated) with diverging perceptions of organizational injustice. We show that a bystander's gender and their gender similarity to the target of mistreatment can produce identity threat, which affects whether bystanders perceive the overall organiz...
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作者：Gale, Jake; Erez, Amir; Bamberger, Peter; Foulk, Trevor; Cooper, Binyamin; Riskin, Arieh; Schilpzand, Pauline; Vashdi, Dana
作者单位：Pennsylvania State System of Higher Education (PASSHE); Indiana University of Pennsylvania; State University System of Florida; University of Florida; Tel Aviv University; Mohammed VI Polytechnic University; University System of Maryland; University of Maryland College Park; Morgan State University; Technion Israel Institute of Technology; Rappaport Faculty of Medicine; Oregon State University; University of Haifa
摘要：A growing body of research shows that rudeness negatively affects individual functioning and performance. Considerably less is known about how rudeness affects team processes and outcomes. In a series of five studies aimed at extending theories of the social-cognitive implications of rudeness to the team level, we show that rudeness is detrimental to team functioning. Using an experimental design, Study 1 shows that teams encountering rudeness perform worse than other teams. Study 2, a medical...
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作者：Hong, Yeong-Hyun; Ford, Michael T.; Jong, Jaehee
作者单位：University of Michigan System; University of Michigan; University of Alabama System; University of Alabama Tuscaloosa; Northern Illinois University
摘要：Employee benefits constitute 38.1% of compensation costs, representing a sizeable investment in the workforce. Unlike other forms of support that depend on the actions of individuals throughout the organization, benefits can be changed through decisions at the highest level and influence employees throughout the company. Yet, the literature on benefits has been largely disjointed, resulting in theoretical ambiguity and practical questions about the role of employee benefit experiences in indiv...
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作者：Kleshinski, Catherine E.; Wilson, Kelly Schwind; Stevenson-Street, Julia M.; Rosokha, Lindsay Mechem
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business; Purdue University System; Purdue University; University of Missouri System; University of Missouri Columbia
摘要：Coping is a dynamic response to stressors that employees encounter in their work and nonwork roles. Scholars have argued that it is not just whether employees cope with work-nonwork stressors-but how they cope-that matters. Indeed, prior research assumes that adaptive coping strategies-planning, prioritizing, positive reframing, seeking emotional and instrumental support-are universally beneficial, suggesting that sustaining high levels of these strategies is ideal. By returning to the roots o...
