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作者：Lu, Jackson G.
作者单位：Massachusetts Institute of Technology (MIT); Massachusetts Institute of Technology (MIT)
摘要：The Bamboo Ceiling refers to the perplexing phenomenon that, despite the educational and economic achievements of East Asians (e.g., ethnic Chinese, Koreans) in the United States, they are disproportionately underrepresented in leadership positions. To help elucidate this phenomenon, we propose a novel theoretical perspective: East Asians are underselected for leadership positions partially because they are stereotyped as lacking creativity, a prized leadership attribute in U.S. culture. We fi...
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作者：Young, Henry R.; Scott, Brent A.; Ferris, D. Lance; Lee, Hun Whee; Awasty, Nikhil; Johnson, Russell E.
作者单位：Michigan State University; Michigan State University's Broad College of Business; University of Ottawa; University System of Ohio; Ohio State University; University System Of New Hampshire; University of New Hampshire; Michigan State University; Michigan State University's Broad College of Business
摘要：Positive emotions stemming from leisure activities are often promoted as a way to achieve a state of recovery, in particular by counteracting negative emotions experienced throughout the workday. Yet the recovery literature frequently takes an undifferentiated view of both the positive emotions employees experience as well as the negative emotions employees are recovering from; This implicitly assumes that all positive emotions are equally effective in facilitating recovery from all negative e...
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作者：Park, Hyunsun; Tangirala, Subrahmaniam; Ekkirala, Srinivas; Sanaria, Apurva
作者单位：University System of Georgia; Georgia Institute of Technology; University System of Maryland; University of Maryland College Park; Indian Institute of Management (IIM System); Indian Institute of Management Bangalore
摘要：Organizations often need to deal with ambiguous threats, which are complex, unprecedented, and difficult-to-predict events that hold the potential to cause harm. Drawing on the attention-based view of work behavior, we propose that employees do not always remain vigilant to such threats. Consequently, we argue that, in the face of those threats, employees can fail to notice or recognize problems or vulnerabilities in their organizations' work processes or products that can hinder coping. We po...
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作者：Warsitzka, Marco; Zhang, Hong; Beersma, Bianca; Freund, Philipp Alexander; Troetschel, Roman
作者单位：Leuphana University Luneburg; Vrije Universiteit Amsterdam; Leuphana University Luneburg; Leuphana University Luneburg
摘要：The present research investigates how the number of issues affects the quality of outcomes in terms of joint gains and impasse rates in integrative negotiations. In the literature, two opposing positions exist reflecting a complexity dilemma regarding the number of negotiation issues: One position suggests that complex negotiations involving higher numbers of issues offer more trade-off opportunities, thereby providing negotiators with greater structural flexibility in reaching mutually benefi...
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作者：Kang, Sanghoon Hoonie; Hur, Julia D.; Kilduff, Gavin J.
作者单位：Chinese University of Hong Kong; New York University; NYU Shanghai; New York University
摘要：Decades of negotiations research has emphasized the importance of having alternatives. Negotiators with high-value outside offers tend to have greater power and claim higher values in the focal negotiation. We extend this line of work by proposing that the source of alternatives-that is, who negotiators receive an alternative offer from-can significantly shape their negotiation behavior and outcomes. Specifically, we examine how negotiators' behavior changes when they face a counterpart who ha...
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作者：Zhou, You; Sackett, Paul R.; Shen, Winny; Beatty, Adam S.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; York University - Canada; University of Minnesota System; University of Minnesota Twin Cities
摘要：Given the centrality of the job performance construct to organizational researchers, it is critical to understand the reliability of the most common way it is operationalized in the literature. To this end, we conducted an updated meta-analysis on the interrater reliability of supervisory ratings of job performance (k = 132 independent samples) using a new meta-analytic procedure (i.e., the Morris estimator), which includes both within- and between-study variance in the calculation of study we...
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作者：Sackett, Paul R.; Demeke, Saron; Bazian, Isaac M.; Griebie, Anne Marie; Priest, Reed; Kuncel, Nathan R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：The relationship between general cognitive ability (GCA) and overall job performance has been a long-accepted fact in industrial and organizational psychology. However, the most prominent data on this relationship date back more than 50 years. This meta-analysis examines the relationship between GCA and overall job performance using studies from the current century. Results across 153 samples and a total sample size of 40,740 show a mean observed validity of .16, with a residual SD of .09. Cor...
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作者：Sayre, Gordon M.; Conroy, Samantha A.
作者单位：emlyon business school; Colorado State University System; Colorado State University Fort Collins; emlyon business school
摘要：The organizational sciences have long been interested in the effects of various compensation strategies, and on enhancing employee health. Research examining the connection between pay and health, however, remains a relative rarity. The work that has been done is scattered across disparate disciplines and lacks a unified framework for systematically exploring the effects of pay on health. We argue that greater insecurity at work, as well as rising discontent over wages and work conditions, nec...
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作者：Nurmohamed, Samir; Schwingel-Sauer, Zoe
作者单位：University of Pennsylvania; University of Michigan System; University of Michigan
摘要：Existing work on newcomer adjustment and socialization typically assumes that selected employees are the first choice for a role or job. However, this is not always the case. To address this oversight, we introduce and examine the phenomenon of alternate choices: Employees who are selected for a role but perceive or discover that they were not the first choice. Drawing on social identity theory, we contend that alternate choices seek less feedback directly from others due to experiencing less ...
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作者：Keating, David Joseph; Cullen-Lester, Kristin L.; Meuser, Jeremy D.
作者单位：University of Mississippi; Purdue University System; Purdue University Northwest; University of Mississippi
摘要：Negative work behavior (NWB) occurs with concerning frequency in virtual work environments. Despite their prevalence and a substantial, multidisciplinary research literature on virtual negative behaviors in general, we lack clear answers regarding if, how, and why conditions differentiating virtual (i.e., computer-mediated) from face-to-face (F2F) work impact perpetrators', victims', and bystanders' involvement in NWB. These questions remain because of an assumed isomorphism (i.e., identical f...
