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作者：Li, Alex Ning; Tangirala, Subrahmaniam
作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
摘要：Teams often confront exogenous events that induce discontinuous change and unsettle existing routines. In the immediate aftermath of such events (the disruption stage), teams experience a dip in their performance and only over time regain their previous performance levels (in the recovery stage). We argue that prohibitive voice that allows teams to manage errors better is instrumental for preventing performance losses in the disruption stage. Whereas, promotive voice that helps teams innovate ...
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作者：Muir (Zapata), Cindy P.; Sherf, Elad N.; Liu, Joseph T.
作者单位：University of Notre Dame; University of North Carolina; University of North Carolina Chapel Hill; State University System of Florida; Florida Gulf Coast University
摘要：Although past research demonstrates that perceived fairness leads to many benefits, it also tends to assume that fairness flows almost exclusively from justice adherence. We instead reason that when employees form fairness judgments, they consider not only the extent to which supervisors adhere to justice but also why supervisors do so. In particular, our work outlines three distinct theoretical pathways to fairness. Supervisory justice motives affect fairness judgments via supervisors' justic...
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作者：Chung, Hyesook
作者单位：Cornell University
摘要：The use of variable work schedules (VWS)-altering the number and timing of employees' work hours on a daily or weekly basis-is an increasingly common human resource (HR) practice designed to increase staffing flexibility. Little research, however, has examined whether and how the use of VWS affects an organization's turnover rates and/or financial performance at the unit level. Despite the common assumption that their use helps firms achieve higher performance by matching the supply of labor t...
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作者：Mathieu, John E.; Wolfson, Mikhail A.; Park, Semin; Luciano, Margaret M.; Bedwell-Torres, Wendy L.; Ramsay, P. Scott; Klock, Elizabeth A.; Tannenbaum, Scott, I
作者单位：University of Connecticut; University of Kentucky; University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Memphis; State University System of Florida; University of South Florida
摘要：Organizational processes have been widely recognized as both multilevel and dynamic, yet traditional methods of measurements limit our ability to model and understand such phenomena. Featuring a popular model of team processes advanced by Marks et al. (2001), we illustrate a method to use individuals' communications as construct valid unobtrusive measures of collective constructs occurring over time. Thus, the purpose of this investigation is to develop computer-aided text analysis (CATA) tech...
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作者：Jones, Kisha S.; Newman, Daniel A.; Su, Rong; Rounds, James
作者单位：State University System of Florida; Florida International University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; University of Iowa; University of Illinois System; University of Illinois Urbana-Champaign
摘要：The current research proposes to incorporate vocational interests into the study of adverse impact (i.e., differential hiring/selection rates between minority and majority groups in employment settings). In the context of high stakes testing (e.g., using cognitive and personality tests), we show how race gaps in vocational interests would correspond to differential rates of job attraction (the attraction process) and various personnel selection outcomes (the selection process), in patterns tha...
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作者：Ward, Anna-Katherine; Beal, Daniel J.; Zyphur, Michael J.; Zhang, Haozhen; Bobko, Philip
作者单位：Virginia Polytechnic Institute & State University; University of Melbourne
摘要：Past research on employee trust and diversity climate is cross-sectional and often overlooks the distinction between overall unit climate and individual perceptions of climate. The current article addresses the complex relationship between trust and diversity climate, including directionality, evolution over time, multilevel characteristics, and influence on the critical outcome of turnover intentions. Using a novel, a multilevel analysis of cross-lagged panel data with latent interactions, we...
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作者：Yan, Thomas Taiyi; Tangirala, Subrahmaniam; Vadera, Abhijeet K.; Ekkirala, Srinivas
作者单位：University of London; University College London; University System of Maryland; University of Maryland College Park; Singapore Management University; Indian Institute of Management (IIM System); Indian Institute of Management Bangalore
摘要：Voice-or the expression of ideas, concerns, or opinions on work issues by employees-can help organizations thrive. However, we highlight that men and women differ in their voice self-efficacy, or the personal confidence in formulating and articulating work-related viewpoints. Such differences, we argue, can impede women's voice from emerging at work. Drawing on social cognitive theory (SCT), we propose that women tend to develop greater voice self-efficacy and thereby speak up more when they h...
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作者：Smith, Troy A.; Butts, Marcus M.; Courtright, Stephen H.; Duerden, Mat D.; Widmer, Mark A.
作者单位：University of Nebraska System; University of Nebraska Lincoln; Southern Methodist University; University of Iowa; Brigham Young University
摘要：Since the industrial revolution, work and leisure have largely been considered opposing domains. A growing number of organizations, however, enable and/or promote blending leisure activities into the workplace. Similarly, several conceptualizations across different disciplines examine how work and leisure can coexist. These different conceptualizations have yielded a rich but fragmented theoretical account of work-leisure blending. To address this problem, we provide a comprehensive theoretica...
