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作者：Li, Yixuan; Turek, Konrad; Henkens, Kene; Wang, Mo
作者单位：State University System of Florida; University of Florida; University of Groningen; Royal Netherlands Academy of Arts & Sciences; Netherlands Interdisciplinary Demographic Institute (NIDI-KNAW); University of Amsterdam; University of Groningen; University of Groningen; Royal Netherlands Academy of Arts & Sciences; Netherlands Interdisciplinary Demographic Institute (NIDI-KNAW)
摘要：As the workforce ages, organizations are increasing their efforts to retain retirement-eligible workers to avoid human capital shortages and preserve knowledge reservoirs. Nevertheless, the potential factors and underlying mechanisms relating to the retention of retirement-eligible workers have rarely been examined. The current research investigates how retirement-eligible workers may be retained by the organization through human capital development activities. Specifically, we draw upon the m...
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作者：Keeler, Kathleen R.; Alaybek, Balca; Cortina, Jose M.; Cheung, Ho Kwan
作者单位：University System of Ohio; Ohio State University; George Mason University; Virginia Commonwealth University; State University of New York (SUNY) System; University at Albany, SUNY
摘要：Climate strength is often included in organizational climate models, however, its role in such models remains unclear. We propose that the inconsistent findings regarding the effects of climate strength are due in part to its complicated relationship with climate level. Specifically, we propose that the relationship between level and strength is heteroscedastic and nonlinear due to restricted variance (RV) and potential leniency bias in climate ratings. We examine how this relationship between...
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作者：Oh, In-Sue; Le, Huy; Roth, Philip L.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; University of Texas System; University of Texas at San Antonio; Clemson University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Sackett et al. (2022) recommend against correcting for range restriction (RR) in concurrent validation studies. The main rationale behind their recommendation is that unless r(zx) (an unrestricted true-score correlation between the third variable Z where actual selection occurred in a top-down manner [a.k.a., suitability] and the predictor of interest, X) is as high as .90 and selection ratios are as low as .30-both unlikely events in their view, the degree of RR (u(x)) in concurrent validatio...
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作者：Zhang, Chen; Spreitzer, Gretchen M.; Qiu, Zhaodong (Alan)
作者单位：Tsinghua University; University of Michigan System; University of Michigan; Tsinghua University
摘要：An important issue that has received little attention to date is how different types of work activities may interplay to influence workday energy, a critical resource for individuals' performance at work. Integrating the notion of workday design with event system theory, we examine two prominent types of work activities for knowledge workers-meetings and individual work-to investigate how time allocation and pressure complementarity between them influence workday energy. We conducted two exper...
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作者：Speer, Andrew B.; Perrotta, James; Tenbrink, Andrew P.; Wegmeyer, Lauren J.; Delacruz, Angie Y.; Bowker, Jenna
作者单位：Wayne State University
摘要：Researchers and practitioners are often interested in assessing employee attitudes and work perceptions. Although such perceptions are typically measured using Likert surveys or some other closed-end numerical rating format, many organizations also have access to large amounts of qualitative employee data. For example, open-ended comments from employee surveys allow workers to provide rich and contextualized perspectives about work. Unfortunately, there are practical challenges when trying to ...
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作者：Cho, Inchul; Hu, Biyun; Berry, Christopher M.
作者单位：University of North Georgia; Shanghai International Studies University; Shanghai International Studies University; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Much attention has been paid to the question of whether there is a modesty bias in East Asian employees' self-ratings of job performance (i.e., a tendency to self-rate their performance lower than supervisors rate it). However, empirical results are conflicting, with some studies supporting the modesty bias and others not supporting it. We suggest that moderators representing boundary conditions for the modesty bias effect may shed light on these conflicting results. In essence, the question s...
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作者：Wang, An-Chih; Tsai, Chou-Yu; Wang, Sheng-Bin; Dai, Hong-Quan
作者单位：China Europe International Business School; State University of New York (SUNY) System; Binghamton University, SUNY; State University of New York (SUNY) System; Binghamton University, SUNY; National Sun Yat Sen University; China Europe International Business School
摘要：Although prior research predicts mainly that followers expect leaders to exert less paternalistic control (such as emphasis on discipline, didactic instruction, and belittling followers), we argue that such an expectation may not be stable overtime or across settings. Based on the connectionist perspectives of implicit leadership theories, we propose a follower expectation model of paternalistic control, in which followers compare their perceived with expected levels of paternalistic control. ...
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作者：Kim, Sooyeol; Cho, Seonghee; Chung, Wonjoon
作者单位：National University of Singapore; Sungkyunkwan University (SKKU); Soongsil University
摘要：Recovery research has amply documented the benefits of employee recovery for their well-being and performance. However, most research to date has mainly focused on intraindividual benefits, so that we know relatively little about how focal employees' recovery activities might affect others at work. Bridging the gaps in the recovery and leadership literatures, this study focuses on leader-follower dyads and examines the interpersonal effects of leaders' recovery activities on followers' daily p...
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作者：Kundro, Timothy G.; Belinda, Casher D.; Affinito, Salvatore J.; Christian, Michael S.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; University of Notre Dame; Harvard University; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine
摘要：Detaching from work is beneficial because it helps employees recover from work demands. However, we argue that detachment may be a trade-off for employees in organizations with higher (vs. lower) levels of performance pressure. Drawing on social self-preservation theory, we hypothesize that evening detachment leads employees working in higher (vs. lower) performance pressure work contexts to experience increased shame at work the next morning. In turn, we hypothesize that shame motivates emplo...
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作者：Wee, Elijah X. M.; Derfler-Rozin, Rellie; Marr, Jennifer Carson
作者单位：University of Washington; University of Washington Seattle; University System of Maryland; University of Maryland College Park
摘要：Despite growing evidence that the status conferred to individuals in organizations can change, few theoretical accounts explain when and how established patterns of status conferral are disrupted. We develop a theory of task-based jolts-organizational-level events that alter group tasks and goals in a way that requires employees to adjust the way they work-as a significant catalyst to disrupt status conferral in an existing hierarchy. We employed a multimethod design across two empirical studi...
