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作者：Elfenbein, Hillary Anger; Eisenkraft, Noah; Curhan, Jared R.; DiLalla, Lisabeth F.
作者单位：Washington University (WUSTL); University of North Carolina; University of North Carolina Chapel Hill; Massachusetts Institute of Technology (MIT); Southern Illinois University System; Southern Illinois University
摘要：Negotiations are inherently dyadic. Negotiators' individual-level characteristics may not only make them perform better or worse in general, but also may make them particularly well-or poorly-suited to negotiate with a particular counterpart. The present research estimates the extent to which performance in a distributive negotiation is affected by (a) the negotiators' individual-level characteristics and (b) dyadic interaction effects that are defined by the unique pairings between the negoti...
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作者：Wu, Chia-Huei; Liu, Jun; Kwan, Ho Kwong; Lee, Cynthia
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作者：Hu, Jia; Erdogan, Berrin; Jiang, Kaifeng; Bauer, Talya N.; Liu, Songbo
作者单位：University System of Ohio; Ohio State University; Portland State University; Renmin University of China
摘要：In this study, we identify leader humility, characterized by being open to admitting one's limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between leader humility and team creativity, treating team psychological safety and team information sharing as mediators. Further, we hypothesize and examin...
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作者：Wang, Lin; Owens, Bradley P.; Li, Junchao (Jason); Shi, Lihua
作者单位：Sun Yat Sen University; Brigham Young University; Tulane University; Guangzhou University
摘要：In this article, the authors further develop the theory of leader humility by exploring the affective impact, a vital boundary condition, and the antecedents of leader humility. Specifically, they (a) theorize how leader humility can enhance followers' performance by increasing their relational energy and decreasing their emotional exhaustion, (b) test perceived leader power in the organization as an important boundary condition of leader humility effectiveness, and (c) establish leader's incr...
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作者：Roth, Philip L.; Le, Huy; Oh, In-Sue; Van Iddekinge, Chad H.; Bobko, Philip
作者单位：Clemson University; University of Texas System; University of Texas at San Antonio; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; State University System of Florida; Florida State University; Virginia Polytechnic Institute & State University
摘要：Meta-analysis has become a well-accepted method for synthesizing empirical research about a given phenomenon. Many meta-analyses focus on synthesizing correlations across primary studies, but some primary studies do not report correlations. Peterson and Brown (2005) suggested that researchers could use standardized regression weights (i.e., beta coefficients) to impute missing correlations. Indeed, their beta estimation procedures (BEPs) have been used in meta-analyses in a wide variety of fie...
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作者：Bodner, Todd E.; Bliese, Paul D.
作者单位：Portland State University; University of South Carolina System; University of South Carolina Columbia
摘要：Calls continue for randomized interventions in organizational settings. In many cases, however, practical constraints require researchers to use 2-wave randomized pretest-posttest control group designs. We discuss the importance of randomized trials for theory development with a focus on analytic options for 2-wave designs. Our discussion has implications for both designing studies and interpreting results. We review 23 published work and organizational health psychology intervention studies a...
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作者：Farh, Crystal I. C.; Chen, Gilad
作者单位：University of Washington; University of Washington Seattle; University System of Maryland; University of Maryland College Park
摘要：Voice is an important way that members contribute to effective team functioning. And yet, the existing literature provides divergent guidance as to how leaders can promote member voice in action teams-a dynamic team context where eliciting voice may be difficult, due to different task demands encountered in the preparation and action phases of task performance, among members who may have little history of working together. Drawing on the employee voice and team leadership literatures, we focus...
