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作者：Deng, Hong; Guan, Yanjun; Zhou, Xinyi; Li, Yixuan; Cai, Di; Li, Nan; Liu, Bing
作者单位：Durham University; University of Nottingham Ningbo China; Xi'an Jiaotong-Liverpool University; State University System of Florida; University of Florida; Shandong University; Peking University
摘要：Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the double-edged sword effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers is likely to elicit both internal proactive socialization and external career self-management, whic...
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作者：Brown, Matt I. I.; Grossenbacher, Michael A. A.; Warman, Zachary
摘要：Past studies have reported divergent results regarding the effect of mobile devices on general mental ability (GMA) test scores. We investigate selection bias as an explanation for this inconsistency in GMA score differences between applicants using mobile or nonmobile devices reported in observational and lab studies. We initially found that mobile test-takers scored 0.58 SD lower than nonmobile test-takers in an operational sample of 76,948 applicants across over 400 occupations. However, we...
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作者：Lebel, R. David; Yang, Xue; Parker, Sharon K. K.; Kamran-Morley, Daniya
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Curtin University
摘要：Proactivity at work is generally assumed to be preceded by positive motivational states with positive outcomes for employees. However, recent perspectives suggest downsides to proactive behavior, including that it can be driven by negative emotions or experienced as depleting for employees. Bringing these previously disconnected ideas together, we utilize cognitive-motivational-relational and self-determination theories to holistically examine the negative antecedents of proactivity and its ou...
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作者：Speer, Andrew B. B.; Wegmeyer, Lauren J. J.; Tenbrink, Andrew P. P.; Delacruz, Angie Y. Y.; Christiansen, Neil D. D.; Salim, Rouan M. M.
作者单位：Wayne State University; Central Michigan University
摘要：Forced-choice (FC) personality assessments have shown potential in mitigating the effects of faking. Yet despite increased attention and usage, there exist gaps in understanding the psychometric properties of FC assessments, and particularly when compared to traditional single-stimulus (SS) measures. The present study conducted a series of meta-analyses comparing the psychometric properties of FC and SS assessments after placing them on an equal playing field-by restricting to only studies tha...
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作者：Fan, Jinyan; Sun, Tianjun; Liu, Jiayi; Zhao, Teng; Zhang, Bo; Chen, Zheng; Glorioso, Melissa; Hack, Elissa
作者单位：Auburn University System; Auburn University; Kansas State University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; United States Department of Defense; United States Air Force; United States Air Force Academy; United States Department of Defense; United States Army; Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：The present study explores the plausibility of measuring personality indirectly through an artificial intelligence (AI) chatbot. This chatbot mines various textual features from users' free text responses collected during an online conversation/interview and then uses machine learning algorithms to infer personality scores. We comprehensively examine the psychometric properties of the machine-inferred personality scores, including reliability (internal consistency, split-half, and test-retest)...
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作者：Cropanzano, Russell; Keplinger, Ksenia; Lambert, Brittany K.; Caza, Brianna; Ashford, Susan J.
作者单位：University of Colorado System; University of Colorado Boulder; Max Planck Society; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; University of North Carolina; University of North Carolina Greensboro; University of Michigan System; University of Michigan
摘要：This article reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the traditional psychological contract has been altered for both organizations and gig workers, and ...
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作者：Liu, Yihao; Song, Yifan; Trainer, Hayley; Carter, Dorothy; Zhou, Le; Wang, Zheng; Chiang, Jack Ting-Ju
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Georgia; University of Georgia; University of Minnesota System; University of Minnesota Twin Cities; Shandong University; Peking University
摘要：To meet the ever-changing work demands in today's organizations, new employees are often placed into existing work teams. Although research on organizational socialization has advanced our understanding of how newcomers adjust after joining a team, it remains largely unclear how team veterans navigate the same period of adjustment. Drawing upon affective events theory, we conceptualize newcomer entry into a team as a salient affective event that can trigger multiplex affective reactions among ...
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作者：Yoon, Seoin; Koopman, Joel; Dimotakis, Nikolaos; Simon, Lauren H. S.; Liang, Lindie H. H.; Ni, Dan; Zheng, Xiaoming; Fu, Sherry (Qiang); Lee, Young Eun; Tang, Pok Man; Ng, Chin Tung Stewart; Bush, John T.; Darden, Tanja R.; Forrester, Juanita K.; Tepper, Bennett J.; Brown, Douglas J.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Oklahoma State University System; Oklahoma State University - Stillwater; University of Arkansas System; University of Arkansas Fayetteville; Wilfrid Laurier University; Sun Yat Sen University; Tsinghua University; Colorado State University System; Colorado State University Fort Collins; State University System of Florida; Florida State University; University System of Georgia; University of Georgia; National Sun Yat Sen University; State University System of Florida; University of Central Florida; University System of Maryland; Towson University; Mercer University; University System of Ohio; Ohio State University; University of Waterloo; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may impact the ways employees react to it (or, its absence) in the present. This is a notable oversig...
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作者：Bhattacharyya, Barnini; Berdahl, Jennifer L.
作者单位：Western University (University of Western Ontario); University of British Columbia
摘要：Intersectional invisibility is a salient experience for women of color in the workplace and stems from their nonprototypicality in gender and race. We expand research and theory on intersectional invisibility to propose that women of color vary in their degrees of nonprototypicality, and thus in their social power and their experiences of and responses to invisibility at work. We present an inductive interview study of a diverse sample of 65 women of color in the United States and Canada, who ...
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作者：Yu, Siyu; Kilduff, Gavin J.; West, Tessa
作者单位：Rice University; New York University; New York University
摘要：Humans are a fundamentally social species, having evolved in groups with status hierarchies. However, research on the dimensions of individual ability has largely overlooked the domain of status. Building upon research on the individual-level benefits of accurate status perceptions, we propose that there exists an individual dispositional ability to perceive groups' informal status hierarchies, which we call status acuity, and which has important implications for group dynamics. We find suppor...
