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作者：Thoroughgood, Christian N.; Sawyer, Katina B.; Webster, Jennica R.
作者单位：Villanova University; Villanova University; George Washington University; Marquette University
摘要：Achieving greater social equity in organizations often depends on majority members taking risks to challenge the status quo on behalf of their colleagues with stigmatized identities. But, how do employees enact courageous behavior in this regard, and what are the social implications of these courageous acts on stigmatized group members who witness them at work? To begin examining these questions, we conducted 4 studies using qualitative and quantitative data collected from 428 transgender empl...
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作者：Vancouver, Jeffrey B.; Carlson, Bruce W.; Dhanani, Lindsay Y.; Colton, Cassandra E.
作者单位：University System of Ohio; Ohio University
摘要：When data contradict theory, data usually win. Yet, the conclusion of Van Iddekinge, Aguinis, Mackey, and DeOrtentiis (2018) that performance is an additive rather than multiplicative function of ability and motivation may not be valid, despite applying a meta-analytic lens to the issue. We argue that the conclusion was likely reached because of a common error in the interpretation of moderated multiple-regression results. A Monte Carlo study is presented to illustrate the issue, which is that...
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作者：Downes, Patrick E.; Crawford, Eean R.; Seibert, Scott E.; Stoverink, Adam C.; Campbell, Elizabeth M.
作者单位：Texas Christian University; University of Iowa; Rutgers University System; Rutgers University New Brunswick; University of Arkansas System; University of Arkansas Fayetteville; University of Minnesota System; University of Minnesota Twin Cities
摘要：What are the effects of perceiving peers' higher performance? Social-cognitive theory emphasizes the positive influence that perceiving higher performers can have on observer task and job performance (because observational learning from role models enhances self-efficacy). Social comparison theory emphasizes the negative self-evaluations that accompany perceiving higher performers, which should under many circumstances reduce self-efficacy and subsequent task and job performance. To more fully...
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作者：Bennett, Andrew A.; Campion, Emily D.; Keeler, Kathleen R.; Keener, Sheila K.
作者单位：Old Dominion University; University System of Ohio; Ohio State University
摘要：In response to the Coronavirus disease 2019 (COVID-19) global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with ...
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作者：Ryan, Ann Marie; Bradburn, Jacob; Bhatia, Sarena; Beals, Evan; Boyce, Anthony S.; Martin, Nicholas; Conway, Jeff
作者单位：Michigan State University
摘要：Multinational organizations are increasingly looking to deploy assessments on a global basis. However, the social desirability of different personality characteristics may vary as a function of culture, yet limited research has explored this idea. Based on the GLOBE cultural dimensions and the theory of purposeful behavior, we examined potential connections between cultural practice dimensions and the desirability of personality aspects with a large personality item bank, utilizing raters acro...
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作者：Lanaj, Klodiana; Gabriel, Allison S.; Chawla, Nitya
作者单位：State University System of Florida; University of Florida; University of Arizona
摘要：The leader role carries several complexities, suggesting that identifying closely with one's role as a leader might be both beneficial and costly on a day-to-day basis. We integrate theories of leader identity, self-sacrificial leadership, and self-regulation to develop a conceptual model articulating the manner in which strongly identifying with one's leader role on a daily basis yields benefits (i.e., increased task performance and perceived prosocial impact) and costs (i.e., increased deple...
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作者：Leroy, Hannes; Hoever, Inga J.; Vangronsvelt, Kathleen; Van den Broeck, Anja
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; KU Leuven; KU Leuven; North West University - South Africa
摘要：Is it wise to be authentic, that is, to express your inner thoughts and feelings, in a team context? Although authenticity can be argued to benefit teamwork as authentic team members contribute their unique perspectives, it can also hinder teamwork if those unique perspectives are not heard and integrated. Using theory on groups as information processors, we propose that when team members both contribute their own unique perspectives (team mean authentic living), and try to understand each oth...
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作者：Liao, Zhenyu; Lee, Hun Whee; Johnson, Russell E.; Song, Zhaoli; Liu, Ying
作者单位：Northeastern University; University System of Ohio; Ohio State University; Michigan State University; Michigan State University's Broad College of Business; National University of Singapore; Renmin University of China
摘要：Although destructive consequences for subordinates have featured prominently in the abusive supervision literature, scholars have insinuated that supervisory abuse may temporarily yield functional results. Drawing from research on motive attribution tendencies that underlie abusive supervision and the control perspective of repetitive thought, we develop and test a multilevel theory that delineates both functional and dysfunctional subordinate responses to daily abusive supervisor behavior. We...
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作者：Van Iddekinge, Chad H.; Aguinis, Herman; LeBreton, James M.; Mackey, Jeremy D.; DeOrtentiis, Philip S.
作者单位：University of Iowa; George Washington University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Auburn University System; Auburn University; Michigan State University
摘要：Van Iddekinge et al. (2018)'smeta-analysis revealed that ability and motivation havemostly an additive rather than an interactive effect on performance. One of the methods they used to assess the ability x motivation interaction was moderated multiple regression (MMR). Vancouver et al. (2021) presented conceptual arguments that ability and motivation should interact to predict performance, as well as analytical and empirical arguments against the use of MMR to assess interaction effects. We de...
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作者：Lin, Weipeng; Shao, Yiduo; Li, Guiquan; Guo, Yirong; Zhan, Xiaojun
作者单位：Shandong University; State University System of Florida; University of Florida; Universite de Rennes; Tsinghua University; Jiangxi University of Finance & Economics
摘要：The current study aims to understand the detrimental effects of COVID-19 pandemic on employee job insecurity and its downstream outcomes, as well as how organizations could help alleviate such harmful effects. Drawing on event system theory and literature on job insecurity, we conceptualize COVID-19 as an event relevant to employees' work, and propose that event strength (i.e., novelty, disruption, and criticality) of COVID-19 influences employee job insecurity, which in turn affects employee ...
