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作者：Chen, Gilad
作者单位：University System of Maryland; University of Maryland College Park
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作者：Vial, Andrea C.; Brescoll, Victoria L.; Napier, Jaime L.; Dovidio, John F.; Tyler, Tom R.
作者单位：Yale University; Yale University; New York University; New York University Abu Dhabi; Yale University
摘要：Two studies evaluated the lay belief that women feel particularly negatively about other women in the workplace and particularly in supervisory roles. The authors tested the general proposition, derived from social identity theory (Tajfel & Turner, 1979, 2004), that women, compared to men, may be more supportive of other women in positions of authority, whereas men would respond more favorably to other men than to women in positions of authority. Consistent with predictions, data from an onlin...
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作者：Mitchell, Marie S.; Baer, Michael D.; Ambrose, Maureen L.; Folger, Robert; Palmer, Noel F.
作者单位：University System of Georgia; University of Georgia; Arizona State University; Arizona State University-Tempe; State University System of Florida; University of Central Florida; University of Nebraska System; University Nebraska Kearney
摘要：Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly unwanted behavior within organizations, organizations may unknowingly increase cheating as a byproduct of their pursuit of high performance. We theorize that as organizations place a strong emphasis on high levels of performance, they may also enhance employees' self-interested motives and need for self-protection. We suggest that demands f...
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作者：Harari, Dana; Swider, Brian W.; Steed, Laurens Bujold; Breidenthal, Amy P.
作者单位：University System of Georgia; Georgia Institute of Technology; State University System of Florida; University of Florida; University System of Ohio; Miami University
摘要：Although the concept of perfectionism is familiar to most people, its relationships with organizationally relevant variables remain unclear because of the dispersed and multidisciplinary nature of extant research. The state of the literature is particularly concerning given the likely widespread influence perfectionism has on individuals' workplace attitudes and behaviors. Moreover, research in multiple disciplines of psychology has revealed the phenomenon of perfectionism to be multidimension...
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作者：Kim, Sooyeol; Park, YoungAh; Headrick, Lucille
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indirect effects of microbreaks on job performance via...
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作者：Landis, Blaine; Kilduff, Martin; Menges, Jochen, I; Kilduff, Gavin J.
作者单位：University of London; University College London; WHU - Otto Beisheim School of Management; New York University; University of Cambridge; New York University
摘要：Research suggests positions of brokerage in organizational networks provide many benefits, but studies tend to assume everyone is equally able to perceive and willing to act on brokerage opportunities. Here, we challenge these assumptions in a direct investigation of whether people can perceive brokerage opportunities and are willing to broker. We propose that the psychological experience of power diminishes individuals' ability to perceive opportunities to broker between people who are not di...
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作者：Yu, Jia (Joya); Downes, Patrick E.; Carter, Kameron M.; O'Boyle, Ernest
作者单位：University of Nebraska System; University of Nebraska Lincoln; Rutgers University System; Rutgers University New Brunswick; University of Iowa; Indiana University System; Indiana University Bloomington
摘要：Yu, Downes, Carter, and O'Boyle (2016) introduce a new technique to incorporate effect size heterogeneity into meta-analytic structural equation modeling (MASEM) labeled full information metaanalytical structural equation modeling (FIMASEM). Cheung's (2018) commentary raises concerns about the viability of FIMASEM and provides its initial validation. In this reply, we briefly respond to those concerns noting how they relate to Yu et al.'s original conclusions, general MASEM practices, and oper...
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作者：Cuddy, Amy J. C.; Wilmuth, Caroline A.; Yap, Andy J.; Carney, Dana R.
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作者：Martinko, Mark J.; Mackey, Jeremy D.; Moss, Sherry E.; Harvey, Paul; McAllister, Charn P.; Brees, Jeremy R.
作者单位：State University System of Florida; Florida A&M University; Auburn University System; Auburn University; Wake Forest University; University System Of New Hampshire; University of New Hampshire; Northeastern University; Northern Arizona University
摘要：Leadership research has been encumbered by a proliferation of constructs and measures, despite little evidence that each is sufficiently conceptually and operationally distinct from the others. We draw from research on subordinates' implicit theories of leader behavior, behaviorally anchored rating scales, and decision making to argue that leader affect (i.e., the degree to which subordinates have positive and negative feelings about their supervisors) underlies the common variance shared by m...
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作者：van Dijke, Marius; De Cremer, David; Langendijk, Gerben; Anderson, Cameron
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Nottingham; Nottingham Trent University; University of Cambridge; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of California System; University of California Berkeley
摘要：Research shows that power can lead to prosocial behavior by facilitating the behavioral expression of dispositional prosocial motivation. However, it is not clear how power may facilitate responses to contextual factors that promote prosocial motivation. Integrating fairness heuristic theory and the situated focus theory of power, we argue that in particular, organization members in lower (vs. higher) hierarchical positions who simultaneously experience a high (vs. low) sense of power respond ...
