-
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...
-
作者：Priesemuth, Manuela; Schminke, Marshall
作者单位：Villanova University; State University System of Florida; University of Central Florida
摘要：Research and the media demonstrate the profound impact hostile work environments have on organizations and their members. Often, the term toxic work climate is used to describe patterns of aggressive behaviors that harm individuals and manifest in the broader workplace. However, despite these common references, scholars still know relatively little about what a toxic work climate actually entails, the processes by which they emerge, and their influence on organizational outcomes. The research ...
-
作者：Hu, Jia (Jasmine); Kim, Daniel; Lanaj, Klodiana
作者单位：University System of Ohio; Ohio State University; Tsinghua University; State University System of Florida; University of Florida
摘要：Expressions of gratitude by leaders tend to yield positive effects in the workplace. Leaders, however, are not solely bestowers of gratitude but also recipients of it. Although leaders are often studied for their influence on others in the workplace, it is crucial to acknowledge that they are also complete individuals with personal lives outside of work that can spill over and affect their feelings and leadership behaviors at work. To advance research on leadership and gratitude, we take a who...
-
作者：Fatimah, Shereen; Lee, Hun Whee; Ferris, D. Lance; Young, Henry R.
作者单位：Singapore Management University; University System of Ohio; Ohio State University; University of Ottawa; Michigan State University; Michigan State University's Broad College of Business
摘要：Building on the strong consensus that the experience of power motivates individuals to take action, prior research postulates a positively reinforcing cycle wherein taking action leads to power, which in turn leads to subsequent actions. Applying regulatory focus theory, we differentiate between promotion-oriented and prevention-oriented actions to develop a within-person theory of when and why promotion-oriented and prevention-oriented actions should relate to power, and vice-versa. Across tw...
-
作者：Javalagi, Anoop A.; Newman, Daniel A.; Li, Mengtong
作者单位：Northwestern University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：We advance the trait approach to leadership by leveraging a large multinational database on leader emergence (k = 120 samples, N = 32,579) and leader effectiveness (k = 116, N = 42,487) to extend Judge et al.'s (2002) classic meta-analysis of Big Five personality and leadership. By testing novel hypotheses rooted in culturally endorsed implicit leadership theory and socioanalytic theory, we offer three unique insights. First, in collectivist societies (cultures that value interdependence with ...
-
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...
-
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...
-
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 ...
