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作者：Smith, Mickey B.; Wu, I-Heng (Ray); Holmes Jr, R. Michael; Hodge, Andrea M.
作者单位：University of South Alabama; State University System of Florida; Florida State University
摘要：Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their applicat...
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作者：Berry, Christopher M.; Lievens, Filip; Zhang, Charlene; Sackett, Paul R.
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business; Singapore Management University; Amazon.com; University of Minnesota System; University of Minnesota Twin Cities
摘要：General mental ability (GMA) tests have long been at the heart of the validity-diversity trade-off, with conventional wisdom being that reducing their weight in personnel selection can improve adverse impact, but that this results in steep costs to criterion-related validity. However, Sackett et al. (2022) revealed that the criterion-related validity of GMA tests has been considerably overestimated due to inappropriate range restriction corrections. Thus, we revisit the role of GMA tests in th...
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作者：El Mansouri, Mouna; Strauss, Karoline; Fay, Doris; Smith, Julia
作者单位：ESSEC Business School; University of Potsdam
摘要：Organizations are increasingly expecting individuals to engage in task proactivity, that is, to find better ways of doing their job. While prior research has demonstrated the benefits of task proactivity, little is known about its cognitive costs. To investigate this issue, we build theory on how task proactivity affects end-of-day cognitive performance. We propose that task proactivity involves deviating from established ways of working and engaging in cognitively demanding activities requiri...
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作者：Xu, Xiao-min; Cropanzano, Russell; McWha-Hermann, Ishbel; Lu, Chang-qin
作者单位：The Chinese University of Hong Kong, Shenzhen; University of Colorado System; University of Colorado Boulder; University of Edinburgh; Peking University; Peking University
摘要：Salary comparison has well-established implications for employees' attitudes and behaviors at work. Yet how employees process information about simultaneous comparisons, particularly when internal and external comparison information is incongruent, remains controversial. In this article, we draw from the model of dispositional attribution and equity theory to predict how the incongruence of internal and external salary comparisons affects perceptions of distributive justice and subsequent empl...
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作者：Kanitz, Rouven; Reinwald, Max; Gonzalez, Katerina; Burmeister, Anne; Song, Yifan; Hoegl, Martin
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Munich; Suffolk University; University of Cologne; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopu...
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作者：Park, Hyunsun; Tangirala, Subrahmaniam; Ekkirala, Srinivas; Sanaria, Apurva
作者单位：University System of Georgia; Georgia Institute of Technology; University System of Maryland; University of Maryland College Park; Indian Institute of Management (IIM System); Indian Institute of Management Bangalore
摘要：Organizations often need to deal with ambiguous threats, which are complex, unprecedented, and difficult-to-predict events that hold the potential to cause harm. Drawing on the attention-based view of work behavior, we propose that employees do not always remain vigilant to such threats. Consequently, we argue that, in the face of those threats, employees can fail to notice or recognize problems or vulnerabilities in their organizations' work processes or products that can hinder coping. We po...
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作者：Boulamatsi, Artemis; Liu, Songqi; Zhou, Le; Yin, Jingfeng; Yao, Xiang; Guo, Rui
作者单位：University of North Texas System; University of North Texas Denton; University System of Georgia; Georgia State University; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Hong Kong Polytechnic University; Peking University; China University of Geosciences
摘要：Social networks can aid newcomers' learning and adjustment and facilitate their performance. However, knowledge about how newcomers build their social networks from the ground up is limited. Extending the socialization literature, we propose a model delineating newcomer proactive networking as the driver of advice ties with peer newcomers, which in turn influence newcomer reputation among higher status organizational insiders. Drawing on signaling theory, we propose that future-oriented newcom...
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作者：Crede, Marcus; Sotola, Lukas K.
作者单位：Iowa State University
摘要：We examine 244 independent tests of interaction effects published in recent issues of four leading journals in the organizational sciences in order to estimate the replicability of reported statistically significant interaction effects. A z-curve analysis (Brunner & Schimmack, 2020) of the distribution of p values indicates an estimated replicability of 37%, although this figure varied somewhat across the four journals. We also find that none of the coded studies reported having conducted a pr...
