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作者：Poulton, Emily C.; Lin, Szu-Han (Joanna); Fatimah, Shereen; Ho, Cony M.; Ferris, D. Lance; Johnson, Russell E.
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Indianapolis; University System of Georgia; University of Georgia; Singapore Management University; Northern Arizona University; University of Ottawa; Michigan State University; Michigan State University's Broad College of Business; University System of Georgia; University of Georgia
摘要：Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers' endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunit...
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作者：Baxley, Alexa D.; DeSimone, Justin A.; Svyantek, Daniel J.; Noll, Kelley
作者单位：National Aeronautics & Space Administration (NASA); NASA Johnson Space Center; University of Alabama System; University of Alabama Tuscaloosa; Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：The present study outlines the development and initial validation of a conditional reasoning test for risk and incident propensity (CRT-RIP). Individuals carry with them a wide array of experiences, attitudes, and dispositions that may influence their proneness for risk-taking and incident involvement. Yet, measuring risk propensity has proven challenging due to the high levels of transparency found in the self-report measures that are presently available. We initially developed 28 conditional...
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作者：Piszczek, Matthew M.; Yestrepsky, Joseph M.
作者单位：Wayne State University; Wayne State University
摘要：In the face of changes to the work-family environment, the ability to manage role boundaries may be threatened. Drawing on punctuated equilibrium models of system change and cognitive dissonance theory, we extend boundary theory through a conceptual model that explains how and when individuals may tear down and rebuild work and family role boundaries in the mind in order to maintain well-being. We argue that divergent events compel individuals to enact role boundaries inconsistent with those h...
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作者：Hu, Dishi; Deng, Yufan; Song, Yifan; Lian, Huiwen; Daniels, Shanna R.; Yang, Mengxi; Chen, Wansi
作者单位：University of North Carolina; University of North Carolina Greensboro; Southwestern University of Finance & Economics - China; Texas A&M University System; Texas A&M University College Station; Mays Business School; State University System of Florida; Florida State University; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; East China University of Science & Technology; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS
摘要：Despite gossip research's predominant focus on gossipers and gossip targets, existing theoretical views and the limited yet important empirical studies converge to suggest that gossip benefits its recipients. Our research builds on conservation of resources theory to shift this consensus by examining the negative effects of supervisor-directed gossip on recipients. We theorize that hearing negative supervisor-directed gossip triggers both cognition- and affect-focused rumination, which consume...
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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：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：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：Meldgin, David R.; Mitchell, Gregory; Oswald, Frederick L.
作者单位：University of Virginia; Rice University
摘要：Differences in employee evaluations due to gender bias may be small in any given rating cycle, but they may accumulate to produce large disparities in the number of women and men promoted to the top of an organization. A highly cited simulation by Martell et al. (1996) demonstrates this cumulative advantage process in a multilevel organization. We replicated this simulation to uncover important details about its operating assumptions, and we extended the simulation to examine a range of variab...
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作者：Cheng, David; Wang, Lu; Amarnani, Rajiv K.; Chan, Xi Wen
作者单位：Australian National University; University of Alberta; University of Western Australia; Griffith University; Australian National University
摘要：Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will lubricate their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, w...
