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作者：De Corte, Wilfried; Sackett, Paul R.; Lievens, Filip
作者单位：Ghent University; University of Minnesota System; University of Minnesota Twin Cities; Singapore Management University
摘要：Currently used Pareto-optimal (PO) approaches for balancing diversity and validity goals in selection can deal only with one minority group and one criterion. These are key limitations because the workplace and society at large are getting increasingly diverse and because selection system designers often have interest in multiple criteria. Therefore, the article extends existing methods for designing PO selection systems to situations involving multiple criteria and multiple minority groups (i...
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作者：Blay, Tobias; Froese, Fabian Jintae; Taras, Vasyl; Gunkel, Marjaana
作者单位：University of Gottingen; Yonsei University; University of North Carolina; University of North Carolina Greensboro; Free University of Bozen-Bolzano; University of Gottingen
摘要：Organizations have increasingly relied on virtual teams (VTs). For VTs to succeed, the collaborative behavior of team members plays an important role. Drawing from the open systems theory and using a phenomenon-driven approach, we investigate the dynamic pattern of collaborative behavior convergence among members of VTs (i.e., the emergence of collaborative behavior consensus) and its relationship with VT performance. Moreover, we investigate the differential influence of external crises, exem...
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作者：Kim, Kyoung Yong; Patel, Pankaj C.
作者单位：Villanova University; Villanova University
摘要：We used threshold theory to investigate the relationship between employee ownership and financial misdeeds. In particular, we theorized that monitoring and incentive benefits of employee ownership coupled with longer term orientation are two primary theoretical drivers for decreasing the incidence of financial misdeeds in employee-owned firms. Using a sample of 388 investment firms representing 3,421 firm-year observations between 2000 and 2015, we found that employee ownership has an inverted...
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作者：Kuhn, Kristine M.
作者单位：Washington State University
摘要：Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges ...
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作者：Matta, Fadel K.; Frank, Emma L.; Farh, Crystal I. C.; Lee, Stephanie M.
作者单位：University System of Georgia; University of Georgia; University System Of New Hampshire; University of New Hampshire; University of Washington; University of Washington Seattle; Baylor University
摘要：The burgeoning literature on leader-member exchange (LMX) differentiation indicates that differentiating LMX relationships within groups has both benefits and costs when it comes to group effectiveness. Although some clarity is emerging surrounding the null total effect of LMX differentiation on group performance, we still know little about how leaders themselves shape the differentiation process. In this article, we extend theory to suggest that some leaders may differentiate more effectively...
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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：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：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...
