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作者：Hardy, Jay H. H.; Day, Eric Anthony; North, Maddison N. N.; Rockwood, Justine
作者单位：Oregon State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：Learning and adaptation are essential for success. However, human effort is inherently finite, which creates a dilemma for employees. Is it better to prioritize capitalizing on existing knowledge structures to maximize immediate performance benefits (exploitation) or develop adaptive capabilities (exploration) at the expense of short-term productivity? Understanding how employees answer this question can inform the design of evidence-based interventions for optimizing and sustaining learning a...
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作者：Hendricks, Jonathan L. L.; Hancock, Julie; Caldas, Miguel; Ostermeier, Kathryn; Cooper, Danielle
作者单位：University of Nebraska System; University of Nebraska Lincoln; University of North Texas System; University of North Texas Denton; University of Texas System; University of Texas at Tyler; Getulio Vargas Foundation; Bryant University
摘要：While leader departures from work units frequently occur within organizations and are assumed to negatively impact unit functioning, the collective reaction to a leader departure event can vary across time. While a common expectation of leader departure models is that the incoming leader is permanent, it is unclear how unit-level reactions, such as collective turnover and unit performance, might change over time in response to a departure event when the departing leader is replaced with a temp...
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作者：Gabriel, Allison S.; Chawla, Nitya; Rosen, Christopher C.; Lee, Young Eun; Koopman, Joel; Wong, Elena M.
作者单位：Purdue University System; Purdue University; University of Minnesota System; University of Minnesota Twin Cities; University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; Florida State University; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Arizona; Purdue University System; Purdue University
摘要：It is clear that sexual harassment has a profound impact on the victims who are targets of these egregious behaviors. Comparably less is known, however, about how other members of the organization react affectively and behaviorally when these acts transpire, and who has stronger reactions to such events. In the current research, we draw from the sexual harassment and vicarious mistreatment literatures to develop a theoretical model that considers how bystanders react behaviorally to ambient ha...
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作者：Feng, Jie; Li, Junchao (Jason); Chen, Su; Rubenstein, Alex L.
作者单位：Rutgers University System; Rutgers University New Brunswick; Rutgers University System; Rutgers University New Brunswick; Xiamen University; State University System of Florida; University of Central Florida; Rutgers University System; Rutgers University New Brunswick
摘要：The phenomenon of group turnover has generated substantial yet disconnected scholarly interests. Despite valuable insights gained from the collective turnover literature as well as parallel research concerning related or coordinated quitting, a holistic understanding of the unique group turnover phenomenon is needed, both to synthesize existing research across multiple domains and disciplines and to kindle new inquiries regarding its dynamic nature and developmental process. To this end, we be...
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作者：Song, Yifan; Tu, Min-Hsuan; Fang, Yanran; Krishnan, Satish
作者单位：Texas A&M University System; Texas A&M University Kingsville; Zhejiang University; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode
摘要：The fast-changing work environment has created growing hindrances to employee daily goal pursuits and rendered it not uncommon for employees to leave work with unachieved daily work goals. The significant ramifications of unachieved goals on employee well-being and performance thus call for more research efforts to understand how employees respond to unsatisfactory goal progress (e.g., goal-performance discrepancy [GPD]). Interestingly, two paradoxical theoretical perspectives exist on this ma...
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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：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：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：[Anonymous]
