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作者：Hambrick, David Z.; Burgoyne, Alexander P.; Oswald, Frederick L.
作者单位：Michigan State University; University System of Georgia; Georgia Institute of Technology; Rice University; Michigan State University
摘要：Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlis...
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作者：van de Brake, Hendrik J.; van der Vegt, Gerben S.; Essens, Peter J. M. D.
作者单位：University of Groningen
摘要：Many employees are members of multiple teams, and research suggests that this may profoundly affect their stress experiences and work outcomes. We argue that progress in this research area has been hampered by a lack of clarity about what multiple team membership (MTM) is and how to conceptualize it. Prevailing conceptualizations of MTM have focused on the total number of teams an individual is a member of (MTM number). We identify how frequently employees shift their attention between differe...
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作者：Steel, Piers; Fariborzi, Hadi
作者单位：University of Calgary; Mount Royal University
摘要：Psychometric corrections can be crucial for obtaining valid operational results, but concerns are rising about potential overcorrections for general mental ability (GMA) validity coefficients. Our two-part study identifies a source of overprediction: using national norms rather than recent local applicant pool variance for range restriction corrections. Study 1 demonstrates increasing homogeneity in Wonderlic occupational applicant pool variance across four data time waves, suggesting they are...
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作者：Ma, Anyi; de Leon, Rebecca Ponce; Rosette, Ashleigh Shelby
作者单位：University of Wisconsin System; University of Wisconsin Madison; Columbia University; Duke University
摘要：Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain is equivalent to the other party's loss. However, past research tends to neglect the costs of reaching impasse by excluding impasses from measures of negotiation performance. Departing from this convention, we incorporate the economic costs ...
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作者：Hetrick, Andrea L. L.; Haynes, Nicholas J. J.; Clark, Malissa A. A.; Sanders, Katelyn N. N.
作者单位：University System of Georgia; University of Georgia
摘要：Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches based on the directions of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed as a well-founded strategy. The goal of the current research is to explore whether there is ...
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作者：Kim, Mijeong; Jeong, Inseong; Bae, Johngseok; Gong, Yaping
作者单位：Korea University; University of Melbourne; Hong Kong University of Science & Technology
摘要：Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt pha...
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作者：Liao, Zhenyu; Wang, Nan; Zhu, Jinlong; Chen, Tingting; Johnson, Russell E.
作者单位：Northeastern University; Lingnan University; Renmin University of China; Michigan State University
摘要：Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-reciprocity underpinning social exchanges and oneness underpinning identity construction-we ...
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作者：Ryu, Ji Woon; Gonzalez-Mule, Erik; O'Boyle, Ernest H.
作者单位：Portland State University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Previous studies have found that workplace mistreatment positively relates to depression, a critical mental health disorder. However, it is unknown whether mistreatment affects all individuals' depressive symptoms equally. Drawing from the hopelessness theory of depression and the stigma literature, we suggest that Blacks suffer from greater depression than Whites when they experience similar levels of workplace mistreatment because Blacks, as members of a racial minority group, are more likel...
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作者：Mcneish, Daniel; Dumas, Denis; Dong, Yixiao; Duellberg, Donna
作者单位：Arizona State University; Arizona State University-Tempe; University System of Georgia; University of Georgia; University of Denver; Arizona State University; Arizona State University-Tempe
摘要：There is high-level interest in diversifying workforces, which has led organizations-including the U.S. Armed Forces-to reevaluate recruiting and selection practices. The U.S. Coast Guard (USCG) has encountered particular difficulties in diversifying its workforce, and it relies mainly on the Armed Services Vocational Aptitude Battery (ASVAB) for assigning active-duty recruits to one of 19 specialized training schools. When recruits' scores fall below ASVAB entrance standards, the USCG sometim...
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作者：Chiang, Jack Ting-Ju; Liu, Haiyang; Fehr, Ryan; Wang, Zheng; Huang, Qianyao
作者单位：Peking University; Nanyang Technological University; University of Washington; University of Washington Seattle; Shandong University; Xi'an Jiaotong-Liverpool University; Shandong University
摘要：Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the c...
