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作者：Pieper, Jenna R.; Maltarich, Mark A.; Nyberg, Anthony J.; Reilly, Greg; Ray, Caitlin
作者单位：University of Nebraska System; University of Nebraska Lincoln; University of South Carolina System; University of South Carolina Columbia; University of Connecticut; Cornell University; University of South Carolina System; University of South Carolina Columbia
摘要：This work provides a theoretical explanation for the mechanisms that can drive collective turnover in response to a unit-level shock by applying event systems theory to collective turnover. Specifically, we recognize the importance of modeling a disruption phase following a shock, the social mechanisms that influence the collective turnover response, and boundary conditions on the impact of the shock on the collective turnover response. We examine collective turnover following 239 general mana...
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作者：Lee, Faith C.; Diefendorff, James M.; Nolan, Megan T.; Trougakos, John P.
作者单位：University System of Ohio; University of Akron; Pennsylvania State System of Higher Education (PASSHE); West Chester University of Pennsylvania; University of Toronto; University Toronto Scarborough
摘要：Despite empirical findings that have established the dynamic nature of emotional exhaustion (EE), the temporal processes underlying the development of EE over meaningful spans of time have largely been ignored in research. Drawing from theories that outline the roles of resources and demands at work (Demerouti et al., 2001; Halbesleben et al., 2014; Hobfoll, 1989; ten Brummelhuis & Bakker, 2012), the present study developed and tested hypotheses pertaining to the form and predictors of workday...
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作者：Rai, Aneesh; Sharif, Marissa A.; Chang, Edward H.; Milkman, Katherine L.; Duckworth, Angela L.
作者单位：University of Pennsylvania; University of Pennsylvania; Harvard University
摘要：Research suggests that breaking overarching goals into more granular subgoals is beneficial for goal progress. However, making goals more granular often involves reducing the flexibility provided to complete them, and recent work shows that flexibility can also be beneficial for goal pursuit. We examine this trade-off between granularity and flexibility in subgoals in a preregistered, large-scale field experiment (N = 9,108) conducted over several months with volunteers at a national crisis co...
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作者：King, Danielle D.; Fattoracci, Elisa S. M.; Hollingsworth, David W.; Stahr, Elliot; Nelson, Melinda
作者单位：Rice University; US Department of Veterans Affairs; Veterans Health Administration (VHA)
摘要：Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data from 345 Black employees, open-ended question qualitative insights delineate three overarching ...
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作者：Lin, Xiaowan; Lu, Lin; Ozer, Muammer; Tang, Heng
作者单位：University of Macau; Shanghai Jiao Tong University; City University of Hong Kong
摘要：Past research has long emphasized the critical roles of approach and avoidance motivation orientations in people's creative and innovative performance. However, it has generated mixed results and suggested the possibility of multiple pathways and mechanisms to explain these relationships. In this article, we first argue that employees' approach and avoidance motivation orientations are likely to guide their knowledge-sharing (KS) behaviors, which, in turn, influence their innovative performanc...
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作者：Sackett, Paul R.; Zhang, Charlene; Berry, Christopher M.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Berry et al. (2020) noted that predictive bias is a function of three factors: subgroup mean difference on the predictor (d(x)), subgroup mean difference on the criterion (d(y)), and test validity (r(xy)). They used meta-analytic estimates of each of these three to examine predictive bias against Hispanic test takers when cognitive tests are used in personnel selection. They found that tests underpredict Hispanic job performance by an average of .21 SDs, which would call into question the fair...
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作者：Green, Jennifer P.; Dalal, Reeshad S.; Fyffe, Shea; Zaccaro, Stephen J.; Putka, Dan J.; Wallace, David M.
作者单位：George Mason University
摘要：The situation plays an important role in leadership, yet there exists no comprehensive, well-accepted, and empirically validated framework for modeling leadership situations. This research used situation ratings and narratives from 1,159 leaders to empirically develop a taxonomy of leadership situations. Natural language processing techniques were used to generate psychological situation characteristics that were then rated by leaders. Factor analyses of leader ratings resulted in a taxonomy o...
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作者：Li, Fuli; Chen, Tingting; Bai, Yun; Liden, Robert C.; Wong, Man-Nok; Qiao, Yan
作者单位：Xi'an Jiaotong University; Lingnan University; Huazhong University of Science & Technology; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Sun Yat Sen University
摘要：Drawing on demands-resources theory, we develop and test a dual-path model to unpack the energizing and draining mechanisms, captured by leader need satisfaction and role conflict, through which servant leadership affects leader psychological strain and job performance. We further identify leader-leader exchange (LLX) as a critical resource moderator that can strengthen the energizing benefit and buffer against the draining cost of servant leadership behaviors. Using five-wave, multisource fie...
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作者：Wayne, Sandy J.; Sun, Jiaqing; Kluemper, Donald H.; Cheung, Gordon W.; Ubaka, Adaora
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of London; London School Economics & Political Science; Texas Tech University System; Texas Tech University; University of Auckland
摘要：This study identifies a unique bias faced by Black employees which makes it challenging for this group to manage their professional image. Integrating research on racial backlash, image management, and expectancy violation theory, we argue that self-promotion by Black employees will result in detrimental outcomes for this group compared to White, Hispanic, and Asian employees. Due to negative racial stereotypes related to their job competence, we hypothesize that self-promotion by Black employ...
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作者：Bartels, Amy L.; Wellman, Ned
作者单位：University of Nebraska System; University of Nebraska Lincoln; Arizona State University; Arizona State University-Tempe; University of Nebraska System; University of Nebraska Lincoln
摘要：Identifying oneself and being identified by others as a leader (vs. a follower) is a critical aspect of informal leadership. But what happens when an organizational member's personal leader identity differs from how others identify them? Grounded in stress appraisal theory, this study explores the individual-level implications of (in)congruence between self- and other-identification as a leader or follower. We develop a conceptual model that explains how different forms of leader identity (in)...
