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作者：Schlachter, Steven D.; Pieper, Jenna R.
作者单位：University of Central Arkansas; University of Nebraska System; University of Nebraska Lincoln
摘要：Employee referral hiring, an organization's use of current employees' social networks (referrers) to fill job openings with new hires (referred workers), is a popular organization practice. This topic has been studied for decades by scholars, and research remains vibrant across several disciplines. While reviews of recruitment methods and their influence on job seekers and organizations exist, they give minimal attention to employee referrals. This gap is critical because an assessment of the ...
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作者：Su, Rong; Zhang, Qi; Liu, Yaowu; Tay, Louis
作者单位：University of Iowa; Harvard University; Harvard T.H. Chan School of Public Health; Purdue University System; Purdue University
摘要：A growing volume of research has used polynomial regression analysis (PRA) to examine congruence effects in a broad range of organizational phenomena. However, conclusions from congruence studies, even ones using the same theoretical framework. vary substantially. We argue that conflicting findings from congruence research can be attributable to several methodological artifacts. including measurement error, collinearity among predictors, and sampling error. These methodological artifacts can s...
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作者：Keeler, Kathleen R.; Kong, Wenmo; Dalal, Reeshad S.; Cortina, Jose M.
作者单位：Virginia Commonwealth University; George Mason University
摘要：Mischel's (1973, 1977) theory of situational strength has been used widely within the organizational sciences to help explain why contextual factors moderate predictor-criterion relationships. Situational strength interactions represent a particular type known as a restricted variance (RV) interaction (Cortina. Kohler, & Nielsen, 2015). The theory proposes that the strength of a given situation constrains or compresses the variance of the dependent variable, weakening its prediction from other...
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作者：Schleicher, Deidra J.; Baumann, Heidi M.; Sullivan, David W.; Yim, Junhyok
作者单位：Texas A&M University System; Texas A&M University College Station; Bradley University; Iowa State University
摘要：This integrative conceptual review is based on a critical need in the area of performance management (PM), where there remain important unanswered questions about the effectiveness of PM that affect both research and practice. In response, we create a theoretically grounded, comprehensive, and integrative model for understanding and measuring PM effectiveness, comprising multiple categories of evaluative criteria and the underlying mechanisms that link them. We then review more than 30 years (...
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作者：Foulk, Trevor A.; Lanaj, Klodiana; Krishnan, Satish
作者单位：University System of Maryland; University of Maryland College Park; State University System of Florida; University of Florida; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode
摘要：We extend the theory of purposeful work behavior (TPWB, Barrick, Mount, & Li, 2013) by conceptualizing three key motivational strivings (communion striving, accomplishment striving, and status striving) as dynamic constructs that have implications for how employees act and feel each day at work. Building on TPWB, we propose that morning communion striving, accomplishment striving, and status striving will motivate unique behaviors at work that day-specifically helping, task-performance, and en...
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作者：Liu, Zhengguang; Riggio, Ronald E.; Day, David V.; Zheng, Chanjin; Dai, Shenghai; Bian, Yufang
作者单位：Beijing Normal University; Claremont Colleges; Claremont McKenna College; Claremont Graduate University; East China Normal University; Washington State University
摘要：There is increasing interest in the early roots and influencing factors of leadership potential from a life span development perspective. This conceptual and empirical work extends traditional approaches focusing on adults in organizational settings. From the perspective of early influences on leader development, the goal of this study was to examine the effects of overparenting on adolescent leader emergence, influencing mechanisms, and sex differences. Students (N = 1,255) from 55 classrooms...
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作者：Jacob, Gabriel Henry; Frese, Michael; Krauss, Stefanie, I; Friedrich, Christian
作者单位：Nanyang Technological University; National University of Singapore; Leuphana University Luneburg; University of the Western Cape; Bahir Dar University
摘要：This article advances the understanding of when and how formal status of small-scale entrepreneurs can contribute to higher growth in comparison to their informal counterparts. Our integrative framework suggests that both formal status and personal initiative (PI) behavior have a common pathway to predict firm growth. More importantly, formal firms improve their growth perspectives only if the entrepreneurs show a high degree of PI. The integrative framework was tested using longitudinal data ...
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作者：Zhou, Ying; Zou, Min; Woods, Stephen A.; Wu, Chia-Huei
作者单位：University of Surrey; University of Reading; Durham University
摘要：Previous research shows that unemployment has lasting detrimental effects on individuals' subjective well-being. However, the issue of how well-being evolves after individuals switch back into the labor force has received little theoretical and empirical attention. This study examines the extent to which reemployment restores individuals' subjective well-being following a period of unemployment. Applying fixed effects models to the large-scale longitudinal data from the British Household Panel...
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作者：Eisenberger, Robert; Rockstuhl, Thomas; Shoss, Mindy K.; Wen, Xueqi; Dulebohn, James
作者单位：University of Houston System; University of Houston; Nanyang Technological University; State University System of Florida; University of Central Florida; University of Houston System; University of Houston; Michigan State University
摘要：There is controversy concerning whether, in recent years, organizational failures to act benevolently toward employees have lessened employees' social-exchange relationship (SER) with their work organization or whether, on the contrary, organizations' more favorable treatment of employees has strengthened the SER. With samples of U.S. employees, we examined changes over the past 3 decades in three key elements of the SER: perceived organizational support (POS: 317 samples, including 121,469 in...
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作者：Hartnell, Chad A.; Ou, Amy Y.; Kinicki, Angelo J.; Choi, Dongwon; Karam, Elizabeth P.
作者单位：University System of Georgia; Georgia State University; National University of Singapore; University System of Ohio; Kent State University; Kent State University Kent; Kent State University Salem; Arizona State University; Arizona State University-Tempe; NEOMA Business School; Texas Tech University System; Texas Tech University
摘要：Organizational culture is an important predictor of organizational effectiveness, but it is also part of an organizational system that consists of highly interdependent elements such as strategy, structure, leadership, and high performance work practices (HPWPs). As such, accounting for the effect of culture's system correlates is important to specify more precisely organizational culture's predictive value for organizational outcomes. To date, however, efforts to connect culture with its syst...
