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作者：Jean, Esther L.; Taylor, Nicolina; Crawford, Wayne S.; Hall, Alison V.; Vaziri, Hoda; Casper, Wendy J.; Johnson, Lars U.
作者单位：University of Texas System; University of Texas Arlington; University of Kentucky; University of North Texas System; University of North Texas Denton; University of Texas System; University of Texas Arlington
摘要：Every day, people perform internal (e.g., thoughts) and external (e.g., behaviors) activities to repair, strengthen, or revise their identities at work. Despite organizations being the main stage on which this identity work (IW) occurs and a major contextual element invoking identity work, scholars still lack an understanding of employees' beliefs about their organizations' support for identity work. In this research, we conceptualize and operationalize identity work support perceptions (IWSP)...
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作者：Rosen, Christopher C.; Koopman, Joel; Gabriel, Allison S.; Lee, Young Eun; Ezerins, Maira; Roth, Philip L.
作者单位：University of Arkansas System; University of Arkansas Fayetteville; Texas A&M University System; Texas A&M University College Station; Mays Business School; Purdue University System; Purdue University; State University System of Florida; Florida State University; Clemson University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Discussions of politics have become increasingly common in the workplace, likely due to increasing political polarization around the world. Because of this, political conversations have the potential to be emotionally charged and disruptive, creating tension in the workplace and negatively affecting employee productivity and well-being. In light of this possibility, the goal of the current investigation was to examine the costs of ambient political conversations in the workplace, assuming that...
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作者：Moenke, Franz W.; Lievens, Filip; Hess, Ursula; Schaepers, Philipp
作者单位：University of Munster; Singapore Management University; Humboldt University of Berlin; University of Munster
摘要：Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized two-party political system, it is pivotal to test and refine the PAM in a multiparty context. ...
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作者：Lagowska, Urszula; Sobral, Filipe; Jacob, Jorge; Hafenbrack, Andrew C.; Goldszmidt, Rafael
作者单位：NEOMA Business School; Getulio Vargas Foundation; IESEG School of Management; University of Washington; University of Washington Seattle
摘要：Increasing racial diversity in organizations remains a challenge, as stereotype threat undermines the performance and career aspirations of minority group members during job recruitment. The present study examines how prospective leaders can leverage their influence on their followers' identities to mitigate the stereotype threat Black individuals face in this context. We explore the effects of two moral leadership styles (ethical vs. authentic) on stereotype threat in the context of recruitme...
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作者：Boulamatsi, Artemis; Liu, Songqi; Zhou, Le; Yin, Jingfeng; Yao, Xiang; Guo, Rui
作者单位：University of North Texas System; University of North Texas Denton; University System of Georgia; Georgia State University; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Hong Kong Polytechnic University; Peking University; China University of Geosciences
摘要：Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcom...
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作者：Herde, Christoph N.; Lievens, Filip
作者单位：Singapore Management University; Ghent University
摘要：In assessment and selection, organizations often include interpersonal interactions because they provide insights into candidates' interpersonal skills. These skills are then typically assessed via one-shot, retrospective assessor ratings. Unfortunately, the assessment of interpersonal skills at such a trait-like level fails to capture the richness of how the interaction unfolds at the behavioral exchange level within a role-play assessment. This study uses the lens of interpersonal complement...
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作者：Crede, Marcus; Sotola, Lukas K.
作者单位：Iowa State University
摘要：We examine 244 independent tests of interaction effects published in recent issues of four leading journals in the organizational sciences in order to estimate the replicability of reported statistically significant interaction effects. A z-curve analysis (Brunner & Schimmack, 2020) of the distribution of p values indicates an estimated replicability of 37%, although this figure varied somewhat across the four journals. We also find that none of the coded studies reported having conducted a pr...
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作者：Priest, Reed; Griebie, Annie; Zhou, You; Tomeh, Dana; Sackett, Paul 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：A large body of literature has studied the effect of stereotype threat and stereotype lift on cognitive test performance. Research on stereotype threat (ST) examines whether the awareness of a negative stereotype can decrease stereotyped group members' test performance. A less commonly studied influence of stereotypes is stereotype lift (SL), defined as an increase in a group's test performance due to not being part of a negative stereotype. For example, men might perform better on math tests ...
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作者：Oreg, Shaul; Sverdlik, Noga; Paine, Jill W.; Seo, Myeong-Gu
作者单位：Hebrew University of Jerusalem; Ben-Gurion University of the Negev; IE University; University System of Maryland; University of Maryland College Park; Hebrew University of Jerusalem
摘要：Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from negative to positive, responses to change are better represented with a bidimensional framework...
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作者：Li, Mingyu; Bitterly, T. Bradford
作者单位：Hong Kong University of Science & Technology
摘要：As organizations continue to supplement and replace human management with artificial intelligence (AI), it is essential that we understand the factors that influence employees' trust in AI management. Across one preregistered field study, where we survey 400 delivery riders in Mainland China, and three preregistered experiments (total N = 2,350), we find that AI management is perceived as less benevolent than human management. Given that benevolence is an important antecedent of trust in leade...
