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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：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：Xu, Xiaohong; Zhao, Peng; Hayes, Richard; Le, Nhan; Dormann, Christian
作者单位：University of Texas System; University of Texas at San Antonio; Old Dominion University; Johannes Gutenberg University of Mainz; University of Texas System; University of Texas at San Antonio
摘要：Existing theories and studies have exclusively focused on the direct temporal ordering of organizational commitment (OC) and job satisfaction (JS). However, their ordering varies highly across empirical studies. It is unclear whether such high variation is caused by statistical artifacts (i.e., spurious variation) or substantive moderators (i.e., true variation). Therefore, to disentangle artificial and substantial sources of this variation, we adopted traditional and full information meta-ana...
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作者：Pearsall, Matthew J.; Christian, Jessica Siegel; Burgess, Richard V.; Leigh, Angelica
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Duke University; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine
摘要：We examine the effects of leader prevention focus on the leader's own behavior, in the form of the harmful overruling of good ideas by their follower team, and on the team's collective behaviors, processes, and performance. We argue that when leaders adopt a prevention mindset, it can have costly effects on team outcomes. We tested our hypotheses using an experimental design in which 84 five-person teams engaged in a networked simulation, and we manipulated leader prevention focus through sele...
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作者：Wang, Yi-Ren; Ford, Michael T. T.; Crede, Marcus T.; Harms, P. D.; Lester, Paul B. B.
作者单位：University of Alabama System; University of Alabama Tuscaloosa; Iowa State University; United States Department of Defense; United States Navy; Naval Postgraduate School
摘要：Workers who are exposed to severe situations such as death, harassment, and others' suffering at work are vulnerable to symptoms of posttraumatic stress disorder (PTSD) and severe distress. This distress may extend to their intimate partners, despite their lack of firsthand experience with the traumatic stressors. Although theory and empirical research suggest that employees' traumatic distress can transmit to their partners, the magnitude of these effects and when, how, and why intimate partn...
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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：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：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：Plonsky, Ori; Chen, Daniel L. L.; Netzer, Liat; Steiner, Talya; Feldman, Yuval
作者单位：Technion Israel Institute of Technology; Universite de Toulouse; Universite Toulouse 1 Capitole; Toulouse School of Economics; Hebrew University of Jerusalem; Hebrew University of Jerusalem; Bar Ilan University
摘要：Experts and employees in many domains make multiple similar but independent decisions in sequence. Often, the serial position of the case in the sequence influences the decision. Explanations for these serial position effects focus on the role of decision-makers' fatigue, but these effects emerge also when fatigue is unlikely. Here, we suggest that serial position effects can emerge due to decision-makers' motivation to be or appear consistent. For example, to avoid having inconsistencies reve...
