-
作者：Kleshinski, Catherine E.; Wilson, Kelly Schwind; Stevenson-Street, Julia M.; Rosokha, Lindsay Mechem
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business; Purdue University System; Purdue University; University of Missouri System; University of Missouri Columbia
摘要：Coping is a dynamic response to stressors that employees encounter in their work and nonwork roles. Scholars have argued that it is not just whether employees cope with work-nonwork stressors-but how they cope-that matters. Indeed, prior research assumes that adaptive coping strategies-planning, prioritizing, positive reframing, seeking emotional and instrumental support-are universally beneficial, suggesting that sustaining high levels of these strategies is ideal. By returning to the roots o...
-
作者：Liao, Zhenyu; Wang, Nan; Zhu, Jinlong; Chen, Tingting; Johnson, Russell E.
作者单位：Northeastern University; Lingnan University; Renmin University of China; Michigan State University
摘要：Social exchange- and social identity-based mechanisms have been commonly juxtaposed as two pivotal proxies of the relational approach for studying organizational justice. Despite their distinct theoretical roots, less is known about whether and how these two proximal mechanisms complement one another in accounting for justice effects on key outcomes. Tracing back to their disparate fundamental premises-reciprocity underpinning social exchanges and oneness underpinning identity construction-we ...
-
作者：Bigelow, Bailey; Kautz, Jason; Carpenter, Nichelle C.; Harris, T. Brad
作者单位：Louisiana State University System; Louisiana State University; University of Texas System; University of Texas Dallas; Hautes Etudes Commerciales (HEC) Paris; University of Illinois System; University of Illinois Urbana-Champaign
摘要：To investigate research questions surrounding workplace deviance, scholars have primarily applied variable-centered approaches, such as overall deviance measures or those that separate interpersonal deviance and organizational deviance. These approaches, however, ignore that individuals might employ more complex combinations of deviance behaviors that do not fit neatly within the existing variable frameworks. The present study explores whether person-centered deviance classes emerge in a compr...
-
作者：Montgomery, Nicole Votolato; Cowen, Amanda P.
作者单位：University of Virginia
摘要：The ambiguous credibility of online allegations can pose a significant threat to an organization's reputation, relationships with stakeholders, and future performance. As a result, addressing false or misleading allegations has emerged as an important priority among corporate executives. In this research, we examine how CEO gender influences the effectiveness of different types of denial responses in the wake of rumor crises. We find that, after reading damaging allegations about an organizati...
-
作者：Costa, Elaine
作者单位：University of Virginia
摘要：Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and cod...
-
作者：Hagmann, David; Minson, Julia A.; Tinsley, Catherine H.
作者单位：Hong Kong University of Science & Technology; Harvard University; Georgetown University
摘要：Lack of trust is a key barrier to collaboration in organizations and is exacerbated in contexts when employees subscribe to different ideological beliefs. Across five preregistered experiments, we find that people judge ideological opponents as more trustworthy when opposing opinions are expressed through a self-revealing personal narrative than through either data or stories about third parties-even when the content of the messages is carefully controlled to be consistent. Trust does not suff...
-
作者：Li, Mingyu; Bitterly, T. Bradford
作者单位：Hong Kong University of Science & Technology
摘要：As organizations continue to supplement and replace human management with artificial intelligence (AI), it is essential that we understand the factors that influence employees' trust in AI management. Across one preregistered field study, where we survey 400 delivery riders in Mainland China, and three preregistered experiments (total N = 2,350), we find that AI management is perceived as less benevolent than human management. Given that benevolence is an important antecedent of trust in leade...
