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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：Hu, Jia; Zhang, Zhen; Jiang, Kaifeng; Chen, Wansi
作者单位：University System of Ohio; Ohio State University; Arizona State University; Arizona State University-Tempe; East China University of Science & Technology
摘要：Drawing upon socioanalytic theory of personality, we hypothesize and test inverted U-shaped relationships between team members' assertiveness and warmth (labeled as the getting ahead and getting along facets of extraversion) and peers' reactions (i.e., advice seeking by peers and peer liking, respectively) that, in turn, predict members' emergence as informal leaders in self-managed teams. Integrating research on prosocial motivation, we also examine whether prosocially motivated members have ...
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作者：Beck, James W.; Schmidt, Aaron M.; Natali, Michael W.
作者单位：University of Waterloo; University of Minnesota System; University of Minnesota Twin Cities
摘要：To achieve long-term goals, individuals, teams, and organizations must engage in numerous short-term performance episodes. This creates a trade-off between proximal and distal performance. On the one hand. allocating resources toward an episode typically facilitates performance in that episode, thereby contributing to distal success. On the other hand, allocating resources to one episode leaves fewer resources for subsequent episodes, thereby inhibiting distal success. We drew upon self-regula...
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作者：McCarthy, John E.; Levin, Daniel Z.
作者单位：Cornell University; Rutgers University System; Rutgers University Newark; Rutgers University New Brunswick
摘要：It is often seen as axiomatic in the social capital literature that relationships require ongoing maintenance to remain valuable. As a result, nearly all social network research has only considered relationships that are active (or recently restored to activity after a period of dormancy). Seldom considered is the impact of still-dormant, unmaintained tics that remain dormant. Using two bounded-network studies (one in a school district, one in a private company), we find consistently that stil...
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作者：Cao, Mengyang; Drasgow, Fritz
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Forced-choice (FC) is a popular format for developing personality measures, where individuals must choose 1 or multiple statements from several options. Although FC measures have been proposed to reduce score inflation in high-stakes assessments, inconsistent results have been found in empirical studies regarding their effectiveness. In this study. we conducted a meta-analysis of studies comparing FC personality measure scores between low-stakes and (both simulated and actual) high-stakes situ...
