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作者：Phan, Vincent; Nishioka, Midori; Beck, James W.; Scholer, Abigail A.
作者单位：University of Waterloo
摘要：Employees often have a great deal of work to accomplish within stringent deadlines. Therefore, employees may engage in shortcut behaviors, which involve eschewing standard procedures during goal pursuit to save time. However, shortcuts can lead to negative consequences such as poor-quality work, accidents, and even large-scale disasters. Despite these implications, few studies have investigated the antecedents of shortcut behaviors. In this research, we propose that employees engage in shortcu...
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作者：Sackett, Paul R. R.; Berry, Christopher M. M.; Lievens, Filip; Zhang, Charlene
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; Indiana University Bloomington; Singapore Management University; Amazon.com
摘要：Oh et al. (2023) question a number of choices made in our article (Sackett et al., 2022); here we respond. They interpret our article as recommending against correcting for range restriction in general in concurrent validation studies; yet, we emphasize that we endorse correction when one has access to the information needed to do so. Our focus was on making range restriction corrections when conducting meta-analyses, where it is common for primary studies to be silent as to the prior basis fo...
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作者：Wang, Wei; Campbell, Elizabeth M. M.; Duffy, Michelle K. K.; Liu, Jun
作者单位：University of Manitoba; University of Minnesota System; University of Minnesota Twin Cities; Wuhan University of Technology; University of Minnesota System; University of Minnesota Twin Cities
摘要：Organizations increasingly encourage, recognize, and reward ethical leadership to preempt the economic and reputational risks associated with ethical failures. At the same time, organizational leadership positions are disproportionately occupied by individuals higher in narcissism. We highlight how the combination of these two phenomena carries important organizational implications by examining how ethical leadership behaviors differentially impact leaders based on their level of narcissism. B...
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作者：Yuan, Zhenyu; Sun, Ui Young; Effinger, Alexander L.; Zhang, Jingyu
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Although leader-member exchange (LMX) theory offers a detailed account of leader-follower relationship building, the importance of LMX agreement as a theoretically meaningful relational phenomenon has received less attention. This has, in turn, limited scholarly understanding of its pivotal role in leader-follower relationships. We conducted a meta-analysis to synthesize the substantive implications of LMX agreement for leader-follower relationships and to further understand which factors may ...
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作者：Dwivedi, Priyanka; Gee, Inn Hee; Withers, Michael C.; Boivie, Steven
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Oklahoma System; University of Oklahoma - Norman; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：An extensive body of research has shed light on the structural challenges and stereotypic barriers that lead female leaders to exit their organizations. However, we know little about the factors that mitigate these exits. In this study, we advance the literature by examining how the chief executive officers (CEO's) diversity-valuing behavior relates to female executives' likelihood of turnover. We integrate insights from the literature on gender inclusive leadership, turnover, and psychologica...
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作者：Schuster, Carolin; Sparkman, Gregg; Walton, Gregory M.; Alles, Anna; Loschelder, David D.
作者单位：Leuphana University Luneburg; Boston College; Stanford University; Leuphana University Luneburg
摘要：Across the globe, men make markedly more money than women, even within the same position. We introduce egalitarian norm messaging as a potential intervention to increase women's salaries and counter the gender pay gap. In two preregistered experiments with seasoned professionals (N = 435, work experience: M > 8 years, salary negotiations: M > 18 per year), we find a significant gender pay bias- Human Resources (HR) experts offered markedly lower salaries in an online negotiation to (simulated)...
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作者：Li, Huisi (Jessica); Wang, Xiaoyu (Christina); Williams, Michele; Chen, Ya-Ru; Brockner, Joel
作者单位：University of Washington; Tongji University; Cornell University; Columbia University
摘要：Supervisors are usually older, more educated, and longer tenured than their subordinates, a situation known as status congruence. However, subordinates are increasingly experiencing status incongruence, in which their supervisors lack these traditional status markers. We examine how status congruence versus incongruence interacts with subordinates' judgments of their supervisors' competence to influence subordinates' perceptions of the promotion system. Grounded in system justification theory,...
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作者：Meier, Laurenz L.; Keller, Anita C.; Reis, Dorota; Nohe, Christoph
作者单位：University of Neuchatel; University of Groningen; Saarland University; University of Munster
摘要：There is sample evidence that work conditions affect employees' well-being. Losses in work quality (increased job stressors and reduced job resources) are thought to be related to deteriorations in well-being, whereas gains in work quality (reduced job stressors and increased job resources) are believed to improve well-being. The way most previous studies tested linkages between work conditions and well-being assumes that as much as a loss in work quality harms well-being, a gain in work quali...
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作者：Sayre, Gordon M.
作者单位：emlyon business school; emlyon business school
摘要：Every day, millions of individuals rely on fluctuating financial rewards in the form of customer tips, commissions, piece-rate, and performance-based pay. While these compensation systems are increasingly common, the volatility in pay that they create may harm employee health. Based on conservation of resource theory assumptions that money is a valued resource, I propose that volatility in pay represents resource insecurity, with costs to health. Across an experience sampling study of tipped w...
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作者：Herde, Christoph N.; Lievens, Filip
作者单位：Singapore Management University; Ghent University
摘要：Recently, multiple, speeded assessments (e.g., speeded or flash role-plays) have made rapid inroads into the selection domain. So far, however, the conceptual underpinning and empirical evidence related to these short, fast-paced assessment approaches has been lacking. This raises questions whether these speeded assessments can serve as reliable and valid indicators of future performance. This article uses the notions of stimulus and response domain sampling to conceptualize multiple, speeded ...
