-
作者：Huang, Xu; Xu, Erica; Huang, Lei; Liu, Wu
作者单位：Hong Kong Baptist University; Auburn University System; Auburn University; Hong Kong Baptist University
摘要：Departing from past research on managers' responses to employee voice, we propose and examine a nonlinear linkage between promotive/prohibitive voice and managers' evaluations of voicers (i.e., manager-rated voicers' promotability and overall performance). Drawing from social persuasion theory, we theorize that managers tend to give more positive evaluations to employees who engage in a moderate frequency of promotive/prohibitive voice than those who either rarely speak up or speak up very fre...
-
作者：Fulmer, Ingrid Smithey; Shaw, Jason D.
作者单位：University of South Australia; Hong Kong Polytechnic University
摘要：Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individu...
-
作者：Longmire, Natalie H.; Harrison, David A.
作者单位：University of Texas System; University of Texas Austin
摘要：Perspective taking and empathic concern (empathy) have each been proposed as constructive approaches to social relationships. However, their potential distinctions, limitations, and consequences in task contexts are not well understood. We meta-analytically examined 304 independent samples to uncover unique effects of perspective taking and empathic concern on important work-related outcomes. We develop and test a contingency model of those effects, based on three facets of psychological inter...
-
作者：Thiel, Chase E.; Hardy, Jay H., III; Peterson, David R.; Welsh, David T.; Bonner, Julena M.
作者单位：University of Wyoming; Oregon State University; James Madison University; Arizona State University; Arizona State University-Tempe; Utah System of Higher Education; Utah State University
摘要：There has been growing interest in ethical leadership from both scholars and practitioners because of the positive effects that ethical leaders can have on their subordinates. These benefits come not only from ethical leaders acting as moral exemplars, but also from the tendency for ethical leaders to forge high-quality social exchange relationships with subordinates that help to establish expectations for appropriate conduct and ensure accountability through reciprocal obligation. However, th...
-
作者：Kooij, Dorien T. A. M.; Kanfer, Ruth; Betts, Matt; Rudolph, Cort W.
作者单位：Tilburg University; University System of Georgia; Georgia Institute of Technology; Saint Louis University
摘要：The ability to foresee, anticipate, and plan for future desired outcomes is crucial for well-being, motivation, and behavior. However, theories in organizational psychology do not incorporate time-related constructs such as Future Time Perspective (FTP), and research on FTP remains disjointed and scattered, with different domains focusing on different aspects of the construct, using different measures, and assessing different antecedents and consequences. In this review and meta-analysis, we a...
-
作者：Nevicka, Barbara; Van Vianen, Annelies E. M.; De Hoogh, Annebel H. B.; Voorn, Bart C. M.
作者单位：University of Amsterdam; University of Amsterdam; University of Groningen
摘要：Although narcissists often emerge as leaders, research has thus far shown inconsistent results on the relationship between leader narcissism and effectiveness in the eyes of followers. Here we draw on leader distance theory (Shamir, 1995) and implicit leader theory (Lord & Maher, 1991) to propose that followers' assessment of a narcissistic leader and followers' overall job attitudes depend on the leader's visibility to the followers. The more opportunities followers have to observe narcissist...
-
作者：Volpone, Sabrina D.; Marquardt, Dennis J.; Casper, Wendy J.; Avery, Derek R.
作者单位：University of Colorado System; University of Colorado Boulder; Abilene Christian University; University of Texas System; University of Texas Arlington; Wake Forest University
摘要：Culturally savvy organizations recognize that selecting and developing people who can be effective in a global workforce is important in today's business environment. Nevertheless, many companies struggle to identify and develop talent who are happy and successful working and living outside their home country. We examine 1 factor that may foster success in a host country-minority status in 1's home country-as a predictor of change in acculturation over time. Specifically, we draw on the conser...
-
作者：Sherf, Elad N.; Sinha, Ruchi; Tangirala, Subrahmaniam; Awasty, Nikhil
作者单位：New York University; University of South Australia; University System of Maryland; University of Maryland College Park; Michigan State University; Michigan State University's Broad College of Business
摘要：Voice, or the expression of work-related suggestions or opinions, can help teams access and utilize members' privately held knowledge and skills and improve collective outcomes. However, recent research has suggested that sometimes, rather than encourage positive outcomes for teams, voice from members can have detrimental consequences. Extending this research, we highlight why it is important to consider voice centralization within teams, or the extent to which voice is predominantly emanating...
-
作者：De Cremer, David; van Dijke, Marius; Schminke, Marshall; De Schutter, Leander; Stouten, Jeroen
作者单位：University of Cambridge; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Nottingham Trent University; University of Nottingham; State University System of Florida; University of Central Florida; WHU - Otto Beisheim School of Management; KU Leuven
摘要：We study when and why perceptions of trustworthiness trickle down the organizational hierarchy to influence the performance of subordinates. Building on social learning theory, we argue that when supervisors perceive their managers as trustworthy, subordinates are more likely to also perceive their supervisor as trustworthy, which in turn enhances subordinate performance. We further argue that this trickle-down effect of trustworthiness perceptions emerges especially when the manager invites t...
-
作者：Cheung, Mike W. -L.
作者单位：National University of Singapore
摘要：Meta-analytic structural equation modeling (MASEM) is becoming increasingly popular for testing theoretical models from a pool of correlation matrices in management and organizational studies. One limitation of the conventional MASEM approaches is that the proposed structural equation models are only tested on the average correlation matrix. It remains unclear how far the proposed models can be generalized to other populations when the correlation matrices are heterogeneous. Recently, Yu, Down...
