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作者：Somaraju, Ajay V.; Griffin, Daniel J.; Olenick, Jeffrey; Chang, Chu-Hsiang (Daisy); Kozlowski, Steve W. J.
作者单位：Michigan State University; Old Dominion University; State University System of Florida; University of South Florida; Michigan State University
摘要：Recognizing the challenges that conflict poses, organizational researchers have invested considerable energy toward investigating the processes by which conflict occurs and spreads within a team. However, current theoretical frameworks of conflict contagion posit a static growth trajectory in which members become engaged in conflict and stay in conflict. While this trajectory is certainly possible, the broader conflict literature outside of the organizational sciences has shown evidence for a ...
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作者：Ren, Shuang; Mawritz, Mary B.; Greenbaum, Rebecca L.; Babalola, Mayowa T.; Wang, Zhining
作者单位：Queens University Belfast; Drexel University; Rutgers University System; Rutgers University New Brunswick; University of Western Australia; China University of Mining & Technology
摘要：Leader bottom-line mentality (LBLM) exists when leaders solely focus on securing bottom-line outcomes to the exclusion of alternative considerations. Our research examines why leaders adopt LBLMs and the implications of this focused leadership strategy on team sales performance and pro-environmental behavior. Utilizing social information processing theory, we examine LBLM as a mediator and contend that competitive action intensity in the work environment provokes LBLM, which then signals to te...
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作者：Sessions, Hudson; Pychlau, Sophie
作者单位：Southern Methodist University; Iowa State University
摘要：People increasingly support themselves through multiple jobholding-concurrently performing more than one job-and spend time enacting their professional identities each day. In accordance with self-consistency theory, scholars have emphasized that having to act out more than one professional identity promotes a fragmented sense of self for multiple jobholders, which impedes the meaningfulness of their work. However, we assert that this prevailing view about self-inconsistency is incomplete and ...
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作者：Liff, Josh; Mondragon, Nathan; Gardner, Cari; Hartwell, Christopher J.; Bradshaw, Adam
作者单位：Utah System of Higher Education; Utah State University; Utah System of Higher Education; Utah State University
摘要：Interviews are one of the most widely used selection methods, but their reliability and validity can vary substantially. Further, using human evaluators to rate an interview can be expensive and time consuming. Interview scoring models have been proposed as a mechanism for reliably, accurately, and efficiently scoring video-based interviews. Yet, there is a lack of clarity and consensus around their psychometric characteristics, primarily driven by a dearth of published empirical research. The...
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作者：Belinda, Casher; Melwani, Shimul; Kapadia, Chaitali
作者单位：University of Notre Dame; University of North Carolina; University of North Carolina Chapel Hill; State University System of Florida; Florida International University; University of Notre Dame
摘要：Boredom is an emotion that constantly fluctuates in employees of all ages and occupations. Here, we draw on functional theories of boredom and theories of emotion regulation to develop an episodic model of how boredom shapes employee attention and productivity over time. We argue that employees often suppress boredom at work to power through boring tasks and objectives, resulting in residual bouts of mind-wandering-and thus productivity deficits-during future performance episodes. However, fol...
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作者：Zhou, You; Sackett, Paul R.; Shen, Winny; Beatty, Adam S.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; York University - Canada; University of Minnesota System; University of Minnesota Twin Cities
摘要：Given the centrality of the job performance construct to organizational researchers, it is critical to understand the reliability of the most common way it is operationalized in the literature. To this end, we conducted an updated meta-analysis on the interrater reliability of supervisory ratings of job performance (k = 132 independent samples) using a new meta-analytic procedure (i.e., the Morris estimator), which includes both within- and between-study variance in the calculation of study we...
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作者：Rosen, Christopher C.; Koopman, Joel; Gabriel, Allison S.; Lee, Young Eun; Ezerins, Maira; Roth, Philip L.
作者单位：University of Arkansas System; University of Arkansas Fayetteville; Texas A&M University System; Texas A&M University College Station; Mays Business School; Purdue University System; Purdue University; State University System of Florida; Florida State University; Clemson University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Discussions of politics have become increasingly common in the workplace, likely due to increasing political polarization around the world. Because of this, political conversations have the potential to be emotionally charged and disruptive, creating tension in the workplace and negatively affecting employee productivity and well-being. In light of this possibility, the goal of the current investigation was to examine the costs of ambient political conversations in the workplace, assuming that...
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作者：Gao, Zhonghua; Liu, Yonghong; Zhao, Chen; Fu, Yue; Schriesheim, Chester A.
作者单位：Chinese Academy of Social Sciences; University of North Carolina; University of North Carolina Greensboro; Beijing University of Posts & Telecommunications; Xiamen University; University of Miami
摘要：Within the hierarchical taxonomy of effective leadership, change-oriented leadership stands as a distinct and meaningful metacategory, primarily focusing on promoting change by communicating a compelling vision for the future. However, we consider whether there might be room to broaden the scope of change-oriented leadership by examining more negative-focused leadership behaviors. In this article, we explore the concept of vigilant leadership, which we suggest could be a change-oriented and ne...
