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作者：Meyer, Bertolt; van Dijk, Hans; van Engen, Marloes
作者单位：Technische Universitat Chemnitz; Tilburg University; Radboud University Nijmegen; Nyenrode Business University
摘要：We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform ...
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作者：Gonzalez-Mule, Erik; Yuan, Zhenyu
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Despite the preponderance of evidence documenting the benefits of workplace social support for employees, the link between social support and employees' physiological functioning and physical health outcomes has received relatively less research attention. In particular, diurnal cortisol patterns and body mass index (BMI) are key indicators of physiological functioning and physical health, respectively, that can be used to illuminate how social support influences employee health. However, exis...
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作者：Siegel, Magdalena; Eder, Junia Sophia Nur; Wicherts, Jelte M.; Pietschnig, Jakob
作者单位：University of Vienna; Institute of Tropical Medicine (ITM); Tilburg University
摘要：Effect misestimations plague Psychological Science, but advances in the identification of dissemination biases in general and publication bias in particular have helped in dealing with biased effects in the literature. However, the application of publication bias detection methods appears to be not equally prevalent across subdisciplines. It has been suggested that particularly in I/O Psychology, appropriate publication bias detection methods are underused. In this meta-meta-analysis, we prese...
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作者：Dahlke, Jeffrey A.; Sackett, Paul R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：There is a long history of examining assessments used in college admissions or personnel selection for predictive bias, also called differential prediction, to determine whether a selection system predicts comparable levels of performance for individuals from different demographic groups who have the same assessment scores. We expand on previous research that has considered predictive bias in individual predictor variables to (a) examine magnitudes of differential prediction in multipredictor ...
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作者：Wolfson, Mikhail A.; D'Innocenzo, Lauren; Bell, Suzanne T.
作者单位：University of Kentucky; Drexel University; DePaul University
摘要：Organizations are increasingly called upon to solve complex problems in changing conditions that require the combined knowledge, skills, perspectives, and efforts of multiple individuals. These dynamic situations often require dynamic team composition. Dynamic team composition is sometimes thought of as synonymous to changes in membership, however, we contend that it also can occur through other means including team member development, the alignment between team member capabilities and the tea...
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作者：Badura, Katie L.; Galvin, Benjamin M.; Lee, Min Young
作者单位：University System of Georgia; Georgia Institute of Technology; Brigham Young University
摘要：Despite significant scholarly attention and practical importance regarding who emerges as informal and formal leaders in organizations, an integrative framework of the leadership emergence literature remains elusive. The presence of such a framework proves integral for the advancement of work in this area due to the complexity of the field, coupled with its sprawling nature across multiple disciplines (e.g., management, communication, education, economics). Accordingly, in this review, we util...
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作者：Chen, Anjier; Trevino, Linda K.
作者单位：National University of Singapore; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Despite the importance of ethical voice for advancing ethics in organizations, we know little about how coworkers respond to ethical voice in their work units. Drawing on the fundamental approach/avoidance behavioral system and the promotive and prohibitive distinction in the voice literature, we distinguish between promotive and prohibitive ethical voice and propose that they engender different emotions-elevation (an approach-oriented moral emotion) and feelings of threat (an avoidance-orient...
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作者：Effron, Daniel A.; Kakkar, Hemant; Cable, Daniel M.
作者单位：University of London; London Business School; Duke University
摘要：Are Uber drivers just a collection of independent workers, or a meaningful part of Uber's workforce? Do the owners of Holiday Inn franchises around the world seem more like a loosely knit group, or more like a cohesive whole? These questions examine perceptions of organization members' entitativity, the extent to which individuals appear to comprise a single, unified entity. We propose that the public's perception that an organization's members are highly entitative can be a double-edged sword...
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作者：Hora, Snehal; Badura, Katie L.; Lemoine, G. James; Grijalva, Emily
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY; University System of Georgia; Georgia Institute of Technology
摘要：Studies examining gender and creative performance ratings have offered mixed results. The current meta-analysis integrates insights from gender role theories (Eagly, 1987; Eagly & Karau, 2002) with Woodman et al. (1993) interactionist perspective of creativity to identify factors that explain these observed inconsistencies across studies. Cumulating decades of research from 259 independent studies (N = 79,915), we find a male advantage in creative performance (delta = .13). An examination of c...
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作者：Sackett, Paul R.; Zhang, Charlene; Berry, Christopher M.; Lievens, Filip
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Singapore Management University
摘要：This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor-criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and appl...
