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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：Carlson, Dawn S.; Thompson, Merideth J.; Kacmar, K. Michele
作者单位：Baylor University; Utah System of Higher Education; Utah State University; Texas State University System; Texas State University San Marcos
摘要：This study expands our understanding of the negative impact of work demands on work outcomes by examining this impact in light of the family domain. We explore how the family domain plays a role in this process by considering mechanisms that capture both spillover and crossover effects. We investigate the spillover of work demands (i.e., role conflict and role overload) through work-to-family conflict on work attitudes (i.e., job satisfaction and affective commitment) and self-reported work be...
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作者：Bliese, Paul D.; Maltarich, Mark A.; Hendricks, Jonathan L.; Hofmann, David A.; Adler, Amy B.
作者单位：University of South Carolina System; University of South Carolina Columbia; University of North Carolina; University of North Carolina Chapel Hill; United States Department of Defense; United States Army; Walter Reed Army Institute of Research (WRAIR)
摘要：The ability to detect differences between groups partially impacts how useful a group-level variable will be for subsequent analyses. Direct consensus and referent-shift consensus group-level constructs are often measured by aggregating group member responses to multi-item scales. We show that current measurement validation practice for these group-level constructs may not be optimized with respect to differentiating groups. More specifically, a 10-year review of multilevel articles in top jou...
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作者：Sitzmann, Traci; Ployhart, Robert E.; Kim, Youngsang
作者单位：University of Colorado System; University of Colorado Denver; University of South Carolina System; University of South Carolina Columbia; Sungkyunkwan University (SKKU)
摘要：This study proposes a mediated process model that seeks to explain how occupational strength influences personality heterogeneity, ultimately affecting attitudes and behaviors. Specifically, it proposes that strong occupations restrict personality heterogeneity (defined as the extent to which there is variability in incumbents' personalities), which mediates the effect of occupational strength on work-related outcomes. Using a sample of 178,087 individuals employed in 315 occupations, the resu...
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作者：Wang, Lin; Law, Kenneth S.; Zhang, Melody Jun; Li, Yolanda Na; Liang, Yongyi
作者单位：Sun Yat Sen University; Chinese University of Hong Kong; Jinan University
摘要：Job engagement denotes the extent to which an employee invests the full self in performing the job. Extant research has investigated the positive outcomes of job engagement, paying little attention to its potential costs to the organizations. Integrating the extended self theory and the literature on psychological ownership as our overarching theoretical framework, we develop and test the double-edged effects of job engagement on workplace outcomes through the mediating role of job-based psych...
