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作者：Oc, Burak; Bashshur, Michael R.; Moore, Celia
作者单位：University of Western Australia; Singapore Management University; Bocconi University
摘要：Research on power often treats the recipients of powerholders' decisions (i.e., subordinates) as an undifferentiated group, overlooking how their responses to powerholders' decisions might vary and how those responses might affect powerholders' later decisions. In this article, we examine the role of lone dissenting subordinates (individuals whose feedback differs from that expressed by other group members) in shaping powerholders' allocation decisions, and explore the consequences those subor...
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作者：Hall, Erika V.; Avery, Derek R.; McKay, Patrick F.; Blot, Jalen F.; Edwards, Marjani
作者单位：Emory University; Wake Forest University; Rutgers University System; Rutgers University New Brunswick; Deloitte Touche Tohmatsu Limited; George Mason University
摘要：Despite considerable focus on how the demographic composition of a workplace (e.g., the representation of minorities, women) may adversely affect the salaries of all individuals within that workplace, few researchers have investigated the factors that may impede this deleterious effect. In two distinct samples of multiracial work teams and one experiment, we test the moderating factors that attenuate or exacerbate these demographic influences on the monetary assessments of individuals' worth. ...
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作者：Matusik, James G.; Heidl, Ralph; Hollenbeck, John R.; Yu, Andrew; Lee, Hun Whee; Howe, Michael
作者单位：Michigan State University; University of Oregon; Iowa State University
摘要：The advent of wearable sensor technologies has the potential to transform organizational research by offering the unprecedented opportunity to collect continuous, objective, highly granular data over extended time periods. Recent evidence has demonstrated the potential utility of Bluetooth-enabled sensors, specifically, in identifying emergent networks via colocation signals in highly controlled contexts with known distances and groups. Although there is proof of concept that wearable Bluetoot...
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作者：Evans, Jonathan B.; Slaughter, Jerel E.; Ellis, Aleksander P. J.; Rivin, Jessi M.
作者单位：University of Arizona; University of Colorado System; University of Colorado Boulder
摘要：Although research has added to our understanding of the positive and negative effects of the use of humor at work, scholars have paid little attention to characteristics of the humor source. We argue that this is an important oversight, particularly in terms of gender. Guided by parallel-constraint-satisfaction theory (PCST), we propose that gender plays an important role in understanding when using humor at work can have costs for the humor source. Humor has the potential to be interpreted as...
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作者：Moore, Celia; Mayer, David M.; Chiang, Flora F. T.; Crossley, Craig; Karlesky, Matthew J.; Birtch, Thomas A.
作者单位：Bocconi University; University of Michigan System; University of Michigan; China Europe International Business School; State University System of Florida; University of Central Florida; Suffolk University; University of South Australia
摘要：There has long been interest in how leaders influence the unethical behavior of those who they lead. However, research in this area has tended to focus on leaders' direct influence over subordinate behavior, such as through role modeling or eliciting positive social exchange. We extend this research by examining how ethical leaders affect how employees construe morally problematic decisions, ultimately influencing their behavior. Across four studies, diverse in methods (lab and field) and nati...
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作者：Hernandez, Morela; Avery, Derek R.; Volpone, Sabrina D.; Kaiser, Cheryl R.
作者单位：University of Virginia; Wake Forest University; University of Colorado System; University of Colorado Boulder; University of Washington; University of Washington Seattle
摘要：The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those h...
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作者：Colquitt, Jason A.; Sabey, Tyler B.; Rodell, Jessica B.; Hill, Edwyna T.
作者单位：University System of Georgia; University of Georgia
摘要：Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their construct. One potential reason for that circumstance is a tendency for scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, and examining factor structure). We provide clear evaluation criteria f...
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作者：Schlegel, Katja; Mortillaro, Marcello
作者单位：University of Bern; University of Geneva
摘要：Emotional intelligence (EI) has been frequently studied as a predictor of work criteria, but disparate approaches to defining and measuring EI have produced rather inconsistent findings. The conceptualization of EI as an ability to be measured with performance-based tests is by many considered the most appropriate approach, but only few tests developed in this tradition exist, and none of them is designed to specifically assess EI in the workplace. The present research introduces the Geneva Em...
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作者：Greer, Lindred L.; de Jong, Bart A.; Schouten, Maartje E.; Dannals, Jennifer E.
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作者：Porter, Caitlin M.; Woo, Sang Eun; Allen, David G.; Keith, Melissa G.
作者单位：University of Houston System; University of Houston; Purdue University System; Purdue University; Texas Christian University; University of Warwick
摘要：Although social network methods have proven valuable for predicting employee turnover, an informed use of network methods for turnover management requires an integration and extension of extant networks-turnover research. To that end, this article addresses two relatively neglected issues in the networks-turnover literature: the lack of integration of turnover process models into networks-turnover research and the differential influence of network content (i.e., instrumental vs. expressive net...
