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作者：Kehoe, Rebecca R.; Han, Joo Hun
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：Recent research provides evidence that, contrary to implicit assumptions in much of the strategic human resource management (SHRM) literature, human resource (HR) systems and practices are in fact enacted with substantial variation across units even within organizations, with such variation largely a function of the line managers involved in implementing HR practices in the units under their supervision. While instrumental in demonstrating the critical role that line managers play in facilitat...
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作者：Sherf, Elad N.; Morrison, Elizabeth W.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; New York University
摘要：A central idea in the feedback seeking literature is that there should be a positive relationship between self-efficacy and the likelihood of seeking feedback. Yet empirical findings have not always matched this theoretical claim. Departing from current theorizing, we argue that high self-efficacy may sometimes decrease feedback seeking by making people undervalue feedback and that perspective taking is an important factor in determining whether or not this occurs. Results from 5 studies, util...
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作者：Welsh, David T.; Baer, Michael D.; Sessions, Hudson
作者单位：Arizona State University; Arizona State University-Tempe; University of Oregon
摘要：An unintended side effect of the goal-setting literature's focus on cognitive dynamics has been an insufficient acknowledgment of how employees affectively experience high-performance goals. This is potentially a crucial oversight, considering the substantial body of research that has demonstrated the impact of employees' affective states on organizationally relevant attitudes and behaviors. Drawing on cognitive-motivational-relational theory (Lazarus, 1991), we explore the discrete affective ...
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作者：Thompson, Merideth J.; Carlson, Dawn S.; Kacmar, K. Michele; Vogel, Ryan M.
作者单位：Utah System of Higher Education; Utah State University; Baylor University; Texas State University System; Texas State University San Marcos; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Building on the work-home resources model and crossover theory, we investigated how workplace ostracism both spills over and crosses over to emotional exhaustion for both the ostracism target and his or her spouse. We examine whether this occurs through the linking mechanisms of personal resources, specifically the target's positive mood and psychological distress. We draw on the work-home resources model and crossover theory to explain how being ostracized at work is damaging to the target of...
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作者：Cowen, Amanda P.; Montgomery, Nicole Votolato
作者单位：University of Virginia
摘要：We examine whether consumer reactions to a product failure are affected by the gender of the CEO to whom the organization's postfailure communications are attributed. We find that CEO gender and response type interact to affect both consumers' perceptions of the organization, and their propensity to purchase from it following a product failure. Specifically, consumers' reactions to unqualified apologies versus other types of accommodative responses do not differ when these responses are attrib...
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作者：Roulin, Nicolas; Krings, Franciska
作者单位：Saint Marys University - Canada; University of Lausanne
摘要：We examine applicant faking as an adaptive response to the specific environment that applicants are confronted with. More specifically, we propose that applicants fake by adapting their responses to the culture of the hiring organization so that they display the personality profile that best matches the organization's culture. In other words, they fake in a targeted manner, to increase their person- organization (P-O) fit. We tested this proposition in 6 studies. including experiments and surv...
