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作者：Lai, Edward Yuhang; Sevilla, Julio; Isaac, Mathew S.; Bagchi, Rajesh
作者单位：Virginia Polytechnic Institute & State University; Hong Kong Polytechnic University; University System of Georgia; University of Georgia; Seattle University; Hong Kong Polytechnic University
摘要：Although people often value the challenge and mastery of performing an activity, their satisfaction may suffer when the tasks comprising the activity are perceived as difficult. Thus, it is important to understand the factors that influence subjective judgments of difficulty. In this research, we introduce an easily actionable and effective tactic to reduce perceptions of the overall difficulty of an activity: We find that concluding a sequence of difficult tasks with a few easy tasks can decr...
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作者：Prengler, Melanie K. K.; Chawla, Nitya; Leigh, Angelica; Rogers, Kristie M. M.
作者单位：University of Virginia; Texas A&M University System; Texas A&M University College Station; Mays Business School; Duke University; Marquette University
摘要：Organizations are key mechanisms by which racism is enacted and perpetuated. Although much of the management literature has focused on organizational efforts to combat racial discrimination, some of the most transformative changes come from the everyday actions of employees themselves. In this study, we develop grounded theory on racial minority employees who choose to challenge racism from within the organizational structures that perpetuate it most (i.e., highly racialized organizations). We...
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作者：He, Yimin; Payne, Stephanie C.; Beus, Jeremy M.; Munoz, Gonzalo J.; Yao, Xiang; Battista, Valentina
作者单位：University of Nebraska System; Texas A&M University System; Texas A&M University College Station; Washington State University; Universidad Adolfo Ibanez; Peking University; Peking University; Cranfield University
摘要：According to situation strength theory, organizational climate should have a stronger effect on group behavior when members' perceptions of the climate are both unambiguous (i.e., very high or very low) and shared than when they are more ambiguous and less shared. In the organizational climate literature, this proposition is typically examined by testing the interaction between climate level (i.e., mean) and strength (i.e., variability); surprisingly, the preponderance of empirical research te...
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作者：Song, Q. Chelsea; Tang, Chen; Newman, Daniel A.; Wee, Serena
作者单位：Purdue University System; Purdue University; American University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; University of Western Australia
摘要：In personnel selection practice, one useful technique for reducing adverse impact and enhancing diversity is the Pareto-optimal weighting approach of De Corte et al. (2007). This approach produces a series of hiring solutions that characterize a diversity-job performance trade-off and can lead to more optimal selection outcomes (sometimes doubling the number of job offers for minority applicants without changing the job performance outcomes of personnel selection). Despite these advantages, re...
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作者：Campbell, Elizabeth M.; Welsh, David T.; Wang, Wei
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Arizona State University; Arizona State University-Tempe; University of Minnesota System; University of Minnesota Twin Cities
摘要：Recent revelations have brought to light the misconduct of high performers across various fields and occupations who were promoted up the organizational ladder rather than punished for their unethical behavior. Drawing on principles of motivated moral reasoning, we investigate how employee performance biases supervisors' moral judgment of employee unethical behavior and how supervisors' performance-focus shapes how they account for moral judgments in promotion recommendations. We test our mode...
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作者：Klotz, Anthony C.; Swider, Brian W.; Kwon, Seo Hyun
作者单位：University of London; University College London; State University System of Florida; University of Florida; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：As organizational research continues to globalize, scholars increasingly must translate established scales into languages other than those in which the scales were originally developed. In organizational psychology research, back-translation is the dominant procedure for translating scales. Back-translation has notable strengths in maintaining the psychometric properties of an established scale in a translated version. However, cross-cultural methodologists have argued that in its most basic f...
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作者：Allen, Tammy D.; Regina, Joseph; Wiernik, Brenton M.; Waiwood, Aashna M.
作者单位：State University System of Florida; University of South Florida
摘要：Over the past several decades, there has been considerable interest in the theoretical causes of work-family conflict (WFC). Most studies have focused on situational determinants, often ignoring the role of personal factors such as disposition and heritable elements. We increase understanding of person versus situation influences on WFC through estimation of the relationship between role demands and WFC after controlling for genetic confounding, measured personality traits, family confounds, a...
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作者：Koopman, Joel; Lanaj, Klodiana; Lee, Young Eun; Alterman, Valeria; Bradley, Cody; Stoverink, Adam C.
作者单位：Texas A&M University System; Texas A&M University College Station; State University System of Florida; University of Florida; State University System of Florida; Florida State University; University of Miami; University of Arkansas System; University of Arkansas Fayetteville
摘要：Being politically correct involves an understanding that language and behavior can affect others, and a willingness to modify or suppress those words or actions to be sensitive and tolerant toward others. At work, political correctness may manifest as refraining from sharing a risque joke out of concern of hurting others' feelings, altering language to be gender neutral, suppressing saying something that might be considered rude or insensitive, or avoiding controversial topics altogether. As e...
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作者：Deichmann, Dirk; Baer, Markus
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Washington University (WUSTL)
摘要：Sustaining creativity is difficult. We identify the conditions that determine repeat production of novelty among first-time producers, and the psychological mechanism transmitting their effects. Our theoretical model highlights that the novelty of a first production can lower the probability of creating a second production, particularly when the first production is bestowed with an award or recognition. This effect occurs primarily because individuals who win an award for a prior novel product...
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作者：Lu, Jackson G.
作者单位：Massachusetts Institute of Technology (MIT)
摘要：In the U.S., Asians are commonly viewed as the model minority because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However, a striking gap emerged once we distinguished between East Asians (e.g., ethnic Chinese), Southea...
