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作者：Ma, Anyi; Rosette, Ashleigh Shelby; Koval, Christy Zhou
作者单位：Tulane University; Duke University; Michigan State University; Michigan State University's Broad College of Business
摘要：Contradictory findings about whether agentic women are penalized or rewarded persist in gender and leadership research. To account for these divergent effects, we distinguish between agentic traits that people believe female leaders ought to possess (i.e., agency prescriptions) and ought not possess (i.e., agency proscriptions). We draw on expectancy violation theory to suggest that an agentic advantage is elicited when women are perceived to violate agency prescriptions (e.g., competence), wh...
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作者：Dennerlein, Tobias; Kirkman, Bradley L.
作者单位：University of Navarra; IESE Business School; North Carolina State University
摘要：The majority of theory and research on empowering leadership to date has focused on how empowering leader behaviors influence employees, portraying those behaviors as almost exclusively beneficial. We depart from this predominant consensus to focus on the potential detriments of empowering leadership for employees. Drawing from the social cognitive theory of morality, we propose that empowering leadership can unintentionally increase employees' unethical pro-organizational behavior (UPB), and ...
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作者：Kraimer, Maria L.; Shaffer, Margaret A.; Bolino, Mark C.; Charlier, Steven D.; Wurtz, Olivier
作者单位：Rutgers University System; Rutgers University New Brunswick; University of Oklahoma System; University of Oklahoma - Norman; University System of Georgia; Georgia Southern University; University of Vaasa
摘要：We integrate research on global work demands (Shaffer et al., 2012) with transactional stress theory to examine both the harmful and beneficial effects of three global work demands-international travel, cognitive flexibility, and nonwork disruption-for employees engaged in global work. We propose that global work demands have indirect, and conditional, effects on burnout and work-to-family conflict (WFC), as well as thriving and work-family enrichment, through employees' appraisals that their ...
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作者：Park, Hyunsun; Tangirala, Subrahmaniam; Hussain, Insiya; Ekkirala, Srinivas
作者单位：University System of Maryland; University of Maryland College Park; University of Texas System; University of Texas Austin; Indian Institute of Management (IIM System); Indian Institute of Management Bangalore
摘要：Recent voice research has noted that providing adequate job rewards for speaking up can sustainably motivate voice from employees. We examine why managers who seek out voice at work might not always properly reward the behavior. Drawing on theories of dispositional attribution, we propose that, in general, managers tend to reward voice because it signals to them that employees possess a valued underlying trait: proactivity, which is characterized by change-orientation and foresight. However, w...
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作者：Li, Yixuan; Shao, Yiduo; Wang, Mo; Fang, Yanran; Gong, Yaping; Li, Chang
作者单位：State University System of Florida; University of Florida; University of Iowa; Zhejiang University; Hong Kong University of Science & Technology; Zhejiang Gongshang University
摘要：As the diversity field evolves, scholars are shifting the attention from mitigating problems associated with diversity to searching for ways to leverage the potential value in diversity. We advance this field by studying how an inclusive climate benefits organizational innovation, an important foundation for sustained competitive advantage. Adopting a synergy perspective, we examine the internal (i.e., workplace demographic diversity in terms of age, gender, and region) and external contingenc...
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作者：Lyubykh, Zhanna; Turner, Nick; Hershcovis, M. Sandy; Deng, Connie
作者单位：University of Calgary
摘要：Given the high human and economic costs of workplace safety, researchers and practitioners have paid increasing attention to how leadership behaviors relate to workplace safety. Previous research has demonstrated that leadership behaviors are important for workplace safety. In this meta-analysis, we extend our understanding of the leadership-workplace safety relationship by (a) examining the associations between a broader range of five leadership categories-change-oriented, relational-oriented...
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作者：Vergauwe, Jasmine; Hofmans, Joeri; Wille, Bart
作者单位：Ghent University; Vrije Universiteit Brussel
摘要：Multisource leadership ratings rely on the assumption that-in addition to the leader's self-evaluation-different rater groups (i.e., subordinates, peers, and superiors) bring in unique perspectives and thus provide a more well-rounded analysis of the leader's behavior. However, the way in which multisource data are typically treated in research offers little information about the precise levels of overlap and uniqueness that are encapsulated in these different perspectives. Drawing on the Trai...
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作者：Anderson, Elise L.; McGue, Matt; Sackett, Paul R.; Iacono, William G.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Given the well-documented importance of counterproductive workplace behavior and organizational citizenship behavior (together nontask performance), it is important to clarify the degree to which these behaviors are attributable to organizational climate versus preexisting individual differences. Such clarification informs where these behaviors stem from, and consequently has practical implications for organizations (e.g., guiding prioritization of selection criteria). We investigated familial...
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作者：Dezso, Cristian L.; Li, Yixuan; Ross, David Gaddis
作者单位：University System of Maryland; University of Maryland Baltimore; State University System of Florida; University of Florida
摘要：We study the implications of having a female chief executive officer (CEO) for the compensation levels of other top managers of a firm. Extant theoretical perspectives, such as social identity theory, gendered notions of firm status, and loss of diversity benefits, among others, make competing predictions about the effect of having a female, as opposed to a male, CEO: (a) that only female top managers may earn more, (b) that both female and male top managers may earn less, and (c) that only fe...
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作者：Kim, Kyoung Yong; Eisenberger, Robert; Takeuchi, Riki; Baik, Kibok
作者单位：Villanova University; University of Houston System; University of Houston; University of Houston System; University of Houston; University of Texas System; University of Texas Dallas; Kookmin University
摘要：Although the importance of perceived organizational support on organizational outcomes has been highlighted in the literature, research is lacking concerning how organization-wide perceptions of support by employees (organizational-level perceived support [OPS]) may contribute to organizational performance. To address this critical deficiency in the literature, we extend organizational support theory to the organizational level and examine the influence of OPS on organizational profitability. ...
