5期

最新文章

• A Meta-Analytic Review of Identification at Work: Relative Contribution of Team, Organizational, and Professional Identification AI翻译
  作者：Greco, Lindsey M.; Porck, Jeanine P.; Walter, Sheryl L.; Scrimpshire, Alex J.; Zabinski, Anna M.
  作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; University System of Ohio; Xavier University
  摘要：Research on social identification in organizations is diverse and evolving. As focus has shifted to the effects of multiple identities, there is a need to further define relationships between the three primary work identification targets (i.e., team, organization, and profession) and outcomes, specifically as to how each identification target explains variance in outcomes simultaneously. We meta-analytically test the relationship between each identification target and fifteen attitudes, three ...
• A Meta-Analytic Investigation of the Antecedents, Theoretical Correlates, and Consequences of Moral Disengagement at Work AI翻译
  作者：Ogunfowora, Babatunde (Tunde); Viet Quan Nguyen; Steel, Piers; Hwang, Christine C.
  作者单位：University of Calgary; Wilfrid Laurier University
  摘要：Moral disengagement refers to a set of cognitive tactics people employ to sidestep moral self-regulatory processes that normally prevent wrongdoing. In this study, we present a comprehensive meta-analytic review of the nomological network of moral disengagement at work. First, we test its dispositional and contextual antecedents, theoretical correlates, and consequences, including ethics (workplace misconduct and organizational citizenship behaviors [OCBs]) and non-ethics outcomes (turnover in...
• The Push-and-Pull of Frenemies: When and Why Ambivalent Relationships Lead to Helping and Harming AI翻译
  作者：Melwani, Shimul; Rothman, Naomi B.
  作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; Lehigh University
  摘要：We integrated theories of social exchange and emotional ambivalence to explain how ambivalent relationships influence interpersonally directed helping and harming behaviors. Using multiple methodologies, including a study of student teams, an experiment, and a quasifield study of retail employees, we compared ambivalent relationships with positive and negative relationships. Our three studies provide convergent evidence that ambivalent relationships with coworkers are positively related to bot...
• Conquering Unwanted Habits at the Workplace: Day-Level Processes and Longer Term Change in Habit Strength AI翻译
  作者：Sonnentag, Sabine; Wehrt, Wilken; Weyers, Benjamin; Law, Yuen C.
  作者单位：University of Mannheim; Universitat Trier
  摘要：Although habits are a well-researched topic within psychology, habits enacted at the workplace received limited attention in the organizational literature. In this article we examine habits that employees show at the workplace. Because workplace habits are not always functional for performance or affective outcomes, and because employees themselves may regard specific habits as undesirable, it is important to identify ways of how employees can abandon such unwanted habits. We report findings f...
• The Nonlinear Relationship Between Atypical Applicant Experience and Hiring: The Red Flags Perspective AI翻译
  作者：Wechtler, Heidi M.; Lee, Colin I. S. G.; Heyden, Mariano L. M.; Felps, Will; Lee, Thomas W.
  作者单位：University of Newcastle; University of Amsterdam; Monash University; University of New South Wales Sydney; University of Washington; University of Washington Seattle
  摘要：Hiring managers regularly encounter job applicants with atypical levels of experience across several common domains-For example, occupational experience, general work experience, educational experience, and life experience. Surprisingly, few large-scale studies have investigated how hiring managers respond to applicants with atypical experience for the job, leaving a substantial lacuna in our knowledge. The primary goal of the present study is to examine the association between relative under-...
• Gender, Bottom-Line Mentality, and Workplace Mistreatment: The Roles of Gender Norm Violation and Team Gender Composition AI翻译
  作者：Tai, Kenneth; Lee, KiYoung; Kim, Eugene; Johnson, Tiffany D.; Wang, Wei; Duffy, Michelle K.; Kim, Seongsu
  作者单位：Singapore Management University; Yonsei University; University System of Georgia; Georgia Institute of Technology; University of Minnesota System; University of Minnesota Twin Cities; Seoul National University (SNU)
  摘要：Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bot...
• Organizational Political Affiliation and Job Seekers: If I Don't Identify With Your Party, Am I Still Attracted? AI翻译
  作者：Roth, Philip L.; Arnold, John D.; Walker, H. Jack; Zhang, Liwen; Van Iddekinge, Chad H.
  作者单位：Clemson University; University of Missouri System; University of Missouri Columbia; Auburn University System; Auburn University; University of New South Wales Sydney; University of Iowa
  摘要：Political divisions appear to be relatively frequent in today's world. Indeed, individuals on opposing sides of these divisions often view each other very negatively. The present multi-study investigation contributes to the nascent literature on organizational political affiliation by examining how job seekers view organizations with political affiliations, a practice that is becoming more prevalent. Studies 1 and 2 indicated that many job seekers are aware of organizations' political affiliat...
• Disaster or Opportunity? How COVID-19-Associated Changes in Environmental Uncertainty and Job Insecurity Relate to Organizational Identification and Performance AI翻译
  作者：Lian, Huiwen; Li, Jie (Kassie); Du, Chenduo; Wu, Wen; Xia, Yuhuan; Lee, Cynthia
  作者单位：University of Kentucky; Hong Kong University of Science & Technology; Beijing Jiaotong University; Northeastern University
  摘要：The coronavirus disease 2019 (COVID-19) pandemic continues to create tremendous uncertainty in workplaces. Building on a social identity perspective, this study develops and tests a model of how and why COVID-19-associated uncertainty affects employee work outcomes. The model differentiates uncertainty as either internal (job insecurity) or external (perceived environmental uncertainty) to the organization and reveals their different effects on employee organizational identification, which pos...