-
作者：Li, Hairong; Fan, Jinyan; Zhao, Guoxiang; Wang, Minghui; Zheng, Lu; Meng, Hui; Weng, Qingxiong (Derek); Liu, Yanping; Lievens, Filip
作者单位：Renmin University of China; Auburn University System; Auburn University; Henan University; Huazhong University of Science & Technology; East China Normal University; Chinese Academy of Sciences; University of Science & Technology of China, CAS; Sun Yat Sen University; Singapore Management University
摘要：This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on per...
-
作者：Burrows, Dominique N.; Porter, Christopher O. L. H.; Amber, Brittney
作者单位：Purdue University System; Purdue University; Purdue University in Indianapolis; Indiana University System; Indiana University Indianapolis; IU Kelley School of Business
摘要：Job embeddedness is the net of influences in both work (on-the-job) and nonwork (off-the-job) domains that discourage employees from leaving their jobs. In this article, we argue that the entrenchment and increased investment associated with job embeddedness run parallel to the concept of role involvement from the work-family conflict literature. Drawing on this similarity, we extend theory and research regarding work-family conflict to develop and test predictions about the moderating role of...
-
作者：Kim, Ji Koung; LePine, Jeffery A.; Zhang, Zhen; Baer, Michael D.
作者单位：Texas A&M University System; Texas A&M University College Station; Arizona State University; Arizona State University-Tempe; Southern Methodist University
摘要：Research indicates that whereas ingratiation directed toward one's supervisor enhances employee-supervisor social exchange quality, it diminishes social exchange quality with those who observe this behavior, such as team members. However, because researchers have largely overlooked the role of social context in shaping supervisors' and teammates' reactions to ingratiatory employees, current understanding of how ingratiation plays out in complex organizational settings may be incomplete, and pe...
-
作者：Eby, Lillian T.
作者单位：University System of Georgia; University of Georgia
-
作者：Kim, Ji Hyun; Gerhart, Barry; Fang, Meiyu
作者单位：University of Wisconsin System; University of Wisconsin Madison; National Central University
摘要：There continues to be disagreement about whether financial incentives help or harm performance, especially in interesting tasks. Although the Jenkins, Mitra, Gupta, and Shaw (1998) meta-analysis finds a positive effect of incentives, including in interesting tasks (reported rho <^> = +.34; our computed delta = +.79), a more recent and widely cited meta-analysis by Weibel et al. (2010) reports, in contrast, a negative effect (delta = -.13) of incentives on performance in interesting tasks. Thus...
-
作者：Sturman, Michael C.; Sturman, A. J.; Sturman, Caleb J.
作者单位：Rutgers University System; Rutgers University New Brunswick; American University
摘要：Researchers have increasingly warned about p-hacking and the improper use of control variables. This paper considers the risk that a researcher's degrees of freedom with respect to the use of control variables has on the probability of Type I and Type II errors. We also examine the extent that control variables can make marginal effect sizes (i.e., nonzero effects but less than should be statistically significant) appear significant (which we refer to as Type III errors) and how much control v...
-
作者：Van Zant, Alex B.
作者单位：Rutgers University System; Rutgers University Newark; Rutgers University New Brunswick
摘要：Unlike judgments made in private, advice contexts invoke strategic social concerns that might increase overconfidence in advice. Many scholars have assumed that overconfident advice emerges as an adaptive response to advice seekers' preference for confident advice and failure to punish overconfidence. However, another possibility is that advisors robustly display overconfidence as a self-promotion tactic-even when it is punished by others. Across four experiments and a survey of advice profess...
-
作者：Motro, Daphna; Evans, Jonathan B.; Ellis, Aleksander P. J.; Benson, Lehman I. I. I. I. I. I.
作者单位：Hofstra University; University of Arizona
摘要：Across two studies (n = 555), we examine the detrimental effects of the angry black woman stereotype in the workplace. Drawing on parallel-constraint-satisfaction theory, we argue that observers will be particularly sensitive to expressions of anger by black women due to widely held stereotypes. In Study 1, we examine a three-way interaction among anger, race, and gender, and find that observers are more likely to make internal attributions for expressions of anger when an individual is a blac...
-
作者：Kim, Sooyeol; Cho, Seonghee; Park, YoungAh
作者单位：National University of Singapore; North Carolina State University; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Grounded in self-regulatory resources and conservation of resources theories, the current research examines poor self-regulatory capacity as a precursor to microbreaks and their possible outcomes at work. Full-time employees completed multiple online surveys for 10 (n (1) = 779 daily observations) and 5 workdays (n (2) = 1,024 daily observations). In Study 1, multilevel path analysis results showed that on days when employees had poorer recovery at home (i.e., poor sleep quality), they experie...
-
作者：Curhan, Jared R.; Overbeck, Jennifer R.; Cho, Yeri; Zhang, Teng; Yang, Yu
作者单位：Massachusetts Institute of Technology (MIT); University of Melbourne; University of La Verne; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; ShanghaiTech University
摘要：We examine the previously unstudied effects of silent pauses in bilateral negotiations. Two theoretical perspectives are tested-(a) an internal reflection perspective, whereby silence leads to a deliberative mindset, which, in turn, prompts value creation, and (b) a social perception perspective, whereby silence leads to intimidation and value claiming. Study 1 reveals a direct correlation between naturally occurring silent pauses lasting at least 3 s (extended silence) and value creation beha...
