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作者：Polin, Beth; Doyle, Sarah P.; Kim, Sijun; Lewicki, Roy J.; Chawla, Nitya
作者单位：Eastern Kentucky University; University of Arizona; Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Ohio; Ohio State University; University of Minnesota System; University of Minnesota Twin Cities
摘要：While it is well understood that the content included in an apology matters, what constitutes an effective apology may differ depending on the gender of the person delivering it. In this article, we test competing theoretical perspectives (i.e., role congruity theory and expectancy violation theory [EVT]) about the relative effectiveness of apologies that include language that conforms (or not) with the gender stereotypes ascribed to the apologizer. Results of four studies supported an EVT per...
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作者：Tewfik, Basima A.; Kim, Daniel; Patil, Shefali V.
作者单位：Massachusetts Institute of Technology (MIT); State University System of Florida; University of Florida; University of Texas System; University of Texas Austin; Massachusetts Institute of Technology (MIT)
摘要：Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term engagement variability. Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emoti...
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作者：Lee, Min Young; Badura, Katie L.; Baker, Bradford; Sherf, Elad N.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; University System of Georgia; Georgia Institute of Technology
摘要：Scholarship on impunity has centered around quantifiable prosecutions related to criminal acts that often occur outside of the workplace. We offer insights into the psychological experience of impunity by shifting the focus to organizational settings and embedding impunity within discussions of workplace misconduct. We distinguish between (a) perceived personal impunity, which reflects employees' belief that they will not face punishment for their own misconduct; and (b) perceived contextual i...
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作者：Huai, Mingyun; Wen, Xueqi; Liu, Zihan; Wang, Xingyu; Li, Wen-Dong; Wang, Mo
作者单位：Harbin Institute of Technology; Tongji University; University of Illinois System; University of Illinois Springfield; Hong Kong Polytechnic University; Chinese University of Hong Kong; State University System of Florida; University of Florida
摘要：While the previous research has examined antecedents of supervisors' voice endorsement, it has generally overlooked its effects on voicers' affective and behavioral reactions, probably because of the underlying assumption that supervisors' voice endorsement is inherently beneficial and likely to encourage more proactive behaviors in the future. In this research, we offer a theoretical model of the double-edged effects of supervisors' voice endorsement on voicers' subsequent personal initiative...
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作者：Piszczek, Matthew M.; Yestrepsky, Joseph M.
作者单位：Wayne State University; Wayne State University
摘要：In the face of changes to the work-family environment, the ability to manage role boundaries may be threatened. Drawing on punctuated equilibrium models of system change and cognitive dissonance theory, we extend boundary theory through a conceptual model that explains how and when individuals may tear down and rebuild work and family role boundaries in the mind in order to maintain well-being. We argue that divergent events compel individuals to enact role boundaries inconsistent with those h...
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作者：Hu, Dishi; Deng, Yufan; Song, Yifan; Lian, Huiwen; Daniels, Shanna R.; Yang, Mengxi; Chen, Wansi
作者单位：University of North Carolina; University of North Carolina Greensboro; Southwestern University of Finance & Economics - China; Texas A&M University System; Texas A&M University College Station; Mays Business School; State University System of Florida; Florida State University; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; East China University of Science & Technology; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS
摘要：Despite gossip research's predominant focus on gossipers and gossip targets, existing theoretical views and the limited yet important empirical studies converge to suggest that gossip benefits its recipients. Our research builds on conservation of resources theory to shift this consensus by examining the negative effects of supervisor-directed gossip on recipients. We theorize that hearing negative supervisor-directed gossip triggers both cognition- and affect-focused rumination, which consume...
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作者：Belinda, Casher; Melwani, Shimul; Kapadia, Chaitali
作者单位：University of Notre Dame; University of North Carolina; University of North Carolina Chapel Hill; State University System of Florida; Florida International University; University of Notre Dame
摘要：Boredom is an emotion that constantly fluctuates in employees of all ages and occupations. Here, we draw on functional theories of boredom and theories of emotion regulation to develop an episodic model of how boredom shapes employee attention and productivity over time. We argue that employees often suppress boredom at work to power through boring tasks and objectives, resulting in residual bouts of mind-wandering-and thus productivity deficits-during future performance episodes. However, fol...
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作者：Kundro, Timothy G.; Neely Jr, Brett H.; Muir (Zapata), Cindy P.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Nebraska System; University of Nebraska Lincoln; University of Notre Dame; University of North Carolina; University of North Carolina Chapel Hill
摘要：Supervisors struggle to encourage employees to engage in diversity advocacy-key behaviors that help promote more equitable workplaces. Research hints that one reason for this struggle may be that employees lack the empowerment to engage in such behaviors. Drawing on perspectives that conceptualize diversity advocacy as a moral and virtuous behavior, we integrate research on leadership and empowerment to suggest that supervisor integrity can empower observers to engage in diversity advocacy. In...
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作者：Chernyak-Hai, Lily; Heller, Daniel; SimanTov-Nachlieli, Ilanit; Weiss-Sidi, Merav
作者单位：Peres Academic Center; Tel Aviv University
摘要：Taking a follower's perspective on leadership and contributing to the new research stream on behaviors conducive to its emergence, we examined how distinct types of instrumental (task focused) helping-autonomy- versus dependency-helping-affected recipients' support for their helpers' leadership. Based on the literature on employees' needs for autonomy and mastery, combined with the empowering nature of autonomy-helping, we reasoned that autonomy- (vs. dependency-) helping typically signals gre...
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作者：Campion, Emily D.; Campion, Michael A.; Johnson, James; Carretta, Thomas R.; Romay, Sophie; Dirr, Bobbie; Deregla, Andrew; Mouton, Amanda
作者单位：University of Iowa; Purdue University System; Purdue University; University of Iowa
摘要：The purpose of this research is to demonstrate how using natural language processing (NLP) on narrative application data can improve prediction and reduce racial subgroup differences in scores used for selection decisions compared to mental ability test scores and numeric application data. We posit there is uncaptured and job-related constructs that can be gleaned from applicant text data using NLP. We test our hypotheses in an operational context across four samples (total N = 1,828) to predi...
