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作者：Haynes, Nicholas J.; Vandenberg, Robert J.; Wilson, Mark G.; DeJoy, David M.; Padilla, Heather M.; Smith, Matthew Lee
作者单位：University System of Georgia; University of Georgia; University System of Georgia; University of Georgia; University System of Georgia; University of Georgia; Texas A&M University System; Texas A&M University College Station; Texas A&M Health Science Center
摘要：The prevalence of chronic health conditions is increasing, with over half the current workforce attempting to manage one or more chronic conditions. The Live Healthy, Work Healthy (LHWH) program is a version of the Chronic Disease Self-Management Program translated to the workplace, with the goal of improving and sustaining the health, well-being, and productivity of employees living with chronic health conditions. Using organizational support theory as a theoretical framework and a clustered ...
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作者：Lin, Szu-Han (joanna); Poulton, Emily C.; Tu, Min-Hsuan; Xu, Mengjie
作者单位：University System of Georgia; University of Georgia; State University of New York (SUNY) System; University at Buffalo, SUNY; University of Massachusetts System; University of Massachusetts Amherst
摘要：Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern on the actors themselves by investigating how empathic concern drains and supplies actors' ...
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作者：Stollberger, Jakob; Heras, Mireia Las; Rofcanin, Yasin
作者单位：Vrije Universiteit Amsterdam; University of Navarra; IESE Business School; University of Bath
摘要：Integrating the work-family facilitation model with the integrated model of human energy, we advance a process perspective involving both members of a couple (i.e., actor and partner). We examine the effects of coworker work-family support at work onto actor work-family support provision at home (i.e., work-to-family facilitation) as well as the consequences of partner work-family support receipt at home for partner work-related creativity through a resource gain spiral process at work (i.e., ...
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作者：Kakkar, Hemant; Sivanathan, Niro
作者单位：Duke University; University of London; London Business School
摘要：Leaders strive to encourage helping behaviors among employees, as it positively affects both organizational and team effectiveness. However, the manner in which a leader influences others can unintentionally limit this desired behavior. Drawing on social learning theory, we contend that a leader's tendency to influence others via dominance could decrease employees' interpersonal helping. Dominant leaders, who influence others by being assertive and competitive, shape their subordinates' cognit...
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作者：Szatmari, Balazs
作者单位：University of Amsterdam
摘要：The purpose of this study is to investigate the conditions under which high performers increase team performance. It is hypothesized that the proportion of high performers in a team increases team performance but only up to a certain point, after which the marginal benefit decreases. Moreover, this study also draws on recent research on the interplay between different types of status hierarchies to hypothesize that the negative effects on team performance of having too high a proportion of hig...
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作者：Landers, Richard N.; Armstrong, Michael B.; Collmus, Andrew B.; Mujcic, Salih; Blaik, Jason
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Old Dominion University
摘要：Games, which can be defined as an externally structured, goal-directed type of play, are increasingly being used in high-stakes testing contexts to measure targeted constructs for use in the selection and promotion of employees. Despite this increasing popularity, little is known about how theory-driven game-based assessments (GBA), those designed to reflect a targeted construct, should be designed, or their potential for achieving their simultaneous goals of positive reactions and high-qualit...
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作者：Lefkowitz, Joel; Watts, Logan L.
作者单位：City University of New York (CUNY) System; University of Texas System; University of Texas Arlington
摘要：This article reports the results of an ethics survey of professional members of the Society for Industrial and Organizational Psychology (SIOP/APA-Div. 14) conducted in 2019, and compares its findings with those of a similar survey conducted in 2009. In 2019, but not 2009, international members and associates were included. A total of 680 survey responses were received in 2019, with 157 of them describing a narrative incident of a recently experienced ethical situation. In 2009, 228 of 661 res...
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作者：Speer, Andrew B.; Tenbrink, Andrew P.; Wegmeyer, Lauren J.; Sendra, Caitlynn C.; Shihadeh, Mike; Kaur, Sugandhjot
作者单位：Wayne State University
摘要：Although biodata inventories have long been used to hire job applicants, there are limitations to current biodata knowledge and little in the way of contemporary biodata meta-analytic reviews. This study establishes a precise understanding of biodata validity by conducting an updated meta-analysis that differentiates biodata validity in terms of two important defining features: construct domain and scoring method (rational, hybrid, empirical). Evidence was established in terms of criterion-rel...
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作者：Spoelma, Trevor M.
作者单位：University of New Mexico
摘要：Pressure to perform is ubiquitous in organizations. Although performance pressure produces beneficial outcomes, it can also encourage cheating behavior. However, removing performance pressure altogether to reduce cheating is not only impractical but also eliminates pressure's benefits. Therefore, the purpose of this research is to test an intervention to counteract some of the most harmful effects of performance pressure. Specifically, I integrate the self-protection model of workplace cheatin...
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作者：Bernerth, Jeremy B.; Carter, Min Z.; Cole, Michael S.
作者单位：California State University System; San Diego State University; Southern Illinois University System; Southern Illinois University; Texas Christian University
摘要：Judgments about others' personal characteristics intertwine with social interactions in the workplace. The personality and social psychology literatures show forming impressions of what others are like is vitally important, in part, because it facilitates the forecasting and acceptance of others' behavior. Interestingly, very few studies consider others' (i.e., subordinates) judgments about their leaders' personality and whether correspondence between leaders' self-perceptions and these others...
