7期

最新文章

• Am I Next? Men and Women's Divergent Justice Perceptions Following Vicarious Mistreatment AI翻译
  作者：David, Emily M.; Volpone, Sabrina D.; Avery, Derek R.; Johnson, Lars U.; Crepeau, Loring
  作者单位：China Europe International Business School; University of Colorado System; University of Colorado Boulder; University of Houston System; University of Houston; University of Texas System; University of Texas Arlington; China Europe International Business School
  摘要：Though we would like to believe that people universally consider workplace mistreatment to be an indicator of injustice, we describe why bystanders can react to justice events (in this study, vicariously observing or becoming aware of others being mistreated) with diverging perceptions of organizational injustice. We show that a bystander's gender and their gender similarity to the target of mistreatment can produce identity threat, which affects whether bystanders perceive the overall organiz...
• The Mediating Roles of Supervisor Anger and Envy in Linking Subordinate Performance to Abusive Supervision: A Curvilinear Examination AI翻译
  作者：Li, Yolanda Na; Law, Kenneth S.; Zhang, Melody Jun; Yan, Ming
  作者单位：Lingnan University; Chinese University of Hong Kong; Hong Kong Polytechnic University; Jinan University; Lingnan University; Jinan University
  摘要：This research aims to understand why both low and high subordinate performance can induce abusive supervision. Drawing on the framework of affective events theory and research on anger and envy, we posit that low performance incurs abuse due to supervisor anger, whereas high performance elicits abuse due to supervisor envy. More specifically, subordinate performance has a decreasing curvilinear relationship with supervisor anger (i.e., a negative effect that gradually dissipates) and an increa...
• Asking for Less (but Receiving More): Women Avoid Impasses and Outperform Men When Negotiators Have Weak Alternatives AI翻译
  作者：Ma, Anyi; de Leon, Rebecca Ponce; Rosette, Ashleigh Shelby
  作者单位：University of Wisconsin System; University of Wisconsin Madison; Columbia University; Duke University
  摘要：Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain is equivalent to the other party's loss. However, past research tends to neglect the costs of reaching impasse by excluding impasses from measures of negotiation performance. Departing from this convention, we incorporate the economic costs ...
• The Theoretical and Empirical Utility of Dimension-Based Work-Family Conflict: A Meta-Analysis AI翻译
  作者：Hetrick, Andrea L. L.; Haynes, Nicholas J. J.; Clark, Malissa A. A.; Sanders, Katelyn N. N.
  作者单位：University System of Georgia; University of Georgia
  摘要：Most work-family conflict (WFC) research does not theorize, hypothesize, or empirically test phenomena at the dimension level. Instead, researchers have predominantly used composite-level approaches based on the directions of WFC (work-to-family and family-to-work conflict). However, conceptualizing and operationalizing WFC at the composite level instead of at the dimension level has not been confirmed as a well-founded strategy. The goal of the current research is to explore whether there is ...
• Leaders and the Punishment of Misconduct: Examining the Roles of Leader Moral Identity and Cognitive Load AI翻译
  作者：Chiang, Jack Ting-Ju; Liu, Haiyang; Fehr, Ryan; Wang, Zheng; Huang, Qianyao
  作者单位：Peking University; Nanyang Technological University; University of Washington; University of Washington Seattle; Shandong University; Xi'an Jiaotong-Liverpool University; Shandong University
  摘要：Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the c...
• The PCMT Model of Organizational Support: Scale Development and Theoretical Application AI翻译
  作者：Matusik, James G.; Poulton, Emily C.; Ferris, D. Lance; Johnson, Russell E.; Rodell, Jessica B.
  作者单位：University System of Georgia; University of Georgia; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Michigan State University; Michigan State University's Broad College of Business
  摘要：The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature. In particular, the first five studies involve content validation; assessment of factor anal...
• The Non-White Standard: Racial Bias in Perceptions of Diversity, Equity, and Inclusion Leaders AI翻译
  作者：Paluch, Rebecca M.; Shum, Vanessa
  作者单位：University of British Columbia; Simon Fraser University; California State University System; California State University San Marcos
  摘要：In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N =...
• The Effectiveness of Work-Nonwork Interventions: A Theoretical Synthesis and Meta-Analysis AI翻译
  作者：von Allmen, Nicola; Hirschi, Andreas; Burmeister, Anne; Shockley, Kristen M.
  作者单位：University of Bern; Deakin University; University of Cologne; University System of Georgia; University of Georgia
  摘要：A growing body of intervention studies is concerned with improving the work-nonwork interface. Extant work-nonwork interventions are diverse in terms of content and effectiveness. We map these interventions onto work-nonwork theories that explain why the interventions should improve proximal work-nonwork outcomes (i.e., conflict, enrichment, balance). Our resulting integrative framework suggests that interventions can affect work-nonwork outcomes via distinct mechanisms, which can be delineate...
• The Contingent Nature of the Political Skill-Employee Performance Relationship AI翻译
  作者：Frieder, Rachel E.; Ellen III, B. Parker; Kapoutsis, Ilias
  作者单位：State University System of Florida; University of North Florida; Mississippi State University; Athens University of Economics & Business; State University System of Florida; University of North Florida
  摘要：The prevailing perspective in the organizational politics literature is that political skill facilitates heightened employee performance. Indeed, meta-analytic results have consistently found a positive relationship between political skill and both task and contextual performance. However, the literature has neglected the possibility of a contingent relationship between political skill and employee performance, despite arguments that organizations are political arenas in which employees also n...