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作者：Ouyang, Kan; Cheng, Bonnie Hayden; Lam, Wing; Parker, Sharon K.
作者单位：Shanghai University of Finance & Economics; Hong Kong Polytechnic University; Curtin University
摘要：Drawing on conservation of resources theory (Hobfoll, 1989) and the model of proactive motivation (Parker, Bindl, & Strauss, 2010), this research employs experience sampling methods to examine how employees' off-job experiences during the evening relate to their proactive behavior at work the next day. A multilevel path analysis of data from 183 employees across 10 workdays indicated that various types of off-job experiences in the evening had differential effects on daily proactive behavior d...
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作者：Lee, Hun Whee; Bradburn, Jacob; Johnson, Russell E.; Lin, Szu-Han (Joanna); Chang, Chu-Hsiang (Daisy)
作者单位：Michigan State University; Michigan State University's Broad College of Business; Michigan State University; University of Massachusetts System; University of Massachusetts Amherst
摘要：Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proac...
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作者：Wood, Dustin; Lowman, Graham H.; Harms, P. D.; Roberts, Brent W.
作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Alabama System; University of Alabama Tuscaloosa; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Profile approaches to operationalizing person-organization (P-O) fit as the within-person correlation between an individual's ideal organization characteristics and their actual organization characteristics regularly find strong associations between P-O fit and an individual's work attitudes, However, profile correlation indices and other overall indices of P-O fit regularly confound normative and distinctive components of fit-that is: the extent to which the person's organization culture fits...
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作者：Rosen, Christopher C.; Simon, Lauren S.; Gajendran, Ravi S.; Johnson, Russell E.; Lee, Hun Whee; Lin, Szu-Han (Joanna)
作者单位：University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; Florida International University; Michigan State University; Michigan State University's Broad College of Business; University of Massachusetts System; University of Massachusetts Amherst
摘要：Over the past 30 years, the nature of communication at work has changed. Leaders in particular rely increasingly on e-mail to communicate with their superiors and subordinates. However, researchers and practitioners alike suggest that people frequently report feeling overloaded by the e-mail demands they experience at work. In the current study, we develop a self-regulatory framework that articulates how leaders' day-to-day e-mail demands relate to a perceived lack of goal progress, which has ...
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作者：Mohr, Jonathan J.; Markell, Hannah M.; King, Eden B.; Jones, Kristen P.; Peddie, Chad I.; Kendra, Matthew S.
作者单位：University System of Maryland; University of Maryland College Park; George Mason University; Rice University; University of Memphis; Stanford University
摘要：This study examined affect as it relates to the identity management (IM) experiences of lesbian, gay, and bisexual (LGB) workers. We integrate IM theories and evidence (Chaudoir & Fisher, 2010; Pachankis, 2007) within the framework of affective events theory (Weiss & Cropanzano, 1996) to predict relationships among mood, identity management, and emotion at work. LGB participants rated aspects of positive and negative affect each work morning and immediately following IM situations at work over...
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作者：Lievens, Filip; Sackett, Paul R.; Dahlke, Jeffrey A.; Oostrom, Janneke K.; De Soete, Britt
作者单位：Singapore Management University; University of Minnesota System; University of Minnesota Twin Cities; Vrije Universiteit Amsterdam; Ghent University
摘要：The inflow of immigrants challenges organizations to consider alternative selection procedures that reduce potential minority (immigrants)-majority (natives) differences, while maintaining valid predictions of performance. To deal with this challenge, this paper proposes response format as a practically and theoretically relevant factor for situational judgment tests (SJTs). We examine a range of response format categories (from traditional multiple-choice formats to more innovative constructe...
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作者：Zhang, Yiwen; Zhang, Ying; Ng, Thomas W. H.; Lam, Simon S. K.
作者单位：University of Hong Kong
摘要：We provide a meta-analytic examination of the regulatory strategies that employees adopt to cope with different types of stressors in the workplace and how these strategies are linked to work and personal outcomes. Drawing from regulatory focus theory, we introduce a new taxonomy of promotion-and prevention-focused coping that complements the traditional taxonomy of problem-and emotion-focused coping in the transactional theory of stress. In addition, we propose that challenge stressors tend t...
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作者：Lennard, Anna C.; Scott, Brent A.; Johnson, Russell E.
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Michigan State University
摘要：The consensus in the emotional labor literature is that surface acting is bad for employees. However, the evidence on which this consensus is based has been derived from contexts emphasizing the display of positive emotions, such as customer service. Despite the acknowledgment that many contexts also require the display of negative emotions, scholarly work has proceeded under the assumption that surface acting is harmful regardless of the valence of the emotion being displayed. In this study, ...
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作者：Ganegoda, Deshani B.; Bordia, Prashant
作者单位：University of Melbourne; Australian National University
摘要：Although individuals are capable of feeling happiness for others' positive experiences, management scholars have thus far considered envy to be the sole emotional reaction of employees in response to coworkers' positive outcomes. In this article, we introduce the concept of positive empathy-the experience of happiness in response to a coworker's positive experience and the real or imagined happiness in the coworker-as an alternative response to envy and distinguish it from related concepts in ...
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作者：Crawford, Eean R.; Reeves, Cody J.; Stewart, Greg L.; Astrove, Stacy L.
作者单位：US Department of Veterans Affairs; Veterans Health Administration (VHA); Iowa City VA Health Care System; University of Iowa; Brigham Young University; University System of Ohio; John Carroll University
摘要：Multiple team membership is common in today's team-based organizations, but little is known about its relationship with collective effectiveness across teams. We adopted a microfoundations framework utilizing existing individual-and team-level research to develop a higher-level perspective on multiple team membership's relationship with performance of entire units of teams. We tested our predictions with data collected from 849 primary care units of the Veterans Health Administration serving o...
