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作者：Schaubroeck, John M.; Shen, Yimo; Chong, Sinhui
作者单位：Michigan State University; Michigan State University; Southwest University - China
摘要：Although authoritarian leadership is viewed pejoratively in the literature, in general it is not strongly related to important follower outcomes. We argue that relationships between authoritarian leadership and individual employee outcomes are mediated by perceived insider status, yet in different ways depending on work unit power distance climate and individual role breadth self-efficacy. Results from technology company employees in China largely supported our hypothesized model. We observed ...
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作者：Spieler, Ines; Scheibe, Susanne; Stamov-Rossnagel, Christian; Kappas, Arvid
作者单位：Constructor University; University of Groningen
摘要：Flexible working time arrangements are becoming increasingly popular around the globe, but do they actually benefit employees? To address this question, we take a differentiated look at employees' day-specific use of flextime and its effect on the intersection of work and nonwork life. Specifically, we examined whether links between day-specific flextime use and affective well-being at work and at home can be explained by level of goal completion and the subjective boundaries around one's work...
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作者：Song, Q. Chelsea; Wee, Serena; Newman, Daniel A.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Singapore Management University; University of Illinois System; University of Illinois Urbana-Champaign
摘要：To reduce adverse impact potential and improve diversity outcomes from personnel selection, one promising technique is De Corte, Lievens, and Sackett's (2007) Pareto-optimal weighting strategy. De Corte et al.' s strategy has been demonstrated on (a) a composite of cognitive and noncognitive (e.g., personality) tests (De Corte, Lievens, & Sackett, 2008) and (b) a composite of specific cognitive ability subtests (Wee, Newman, & Joseph, 2014). Both studies illustrated how Pareto-weighting (in co...
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作者：Roth, Philip L.; Goldberg, Caren B.; Thatcher, Jason B.
作者单位：Clemson University; University System of Maryland; Bowie State University; IT University Copenhagen
摘要：Organizational researchers have studied how individuals identify with groups and organizations and how this affiliation influences behavior for decades (e.g., Tajfel, 1982). Interestingly, investigation into political affiliation and political affiliation similarity in the organizational sciences is extremely rare. This is striking, given the deep political divides that exist between groups of individuals described in the political science literature. We draw from theories based on similarity,...
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作者：Kanfer, Ruth; Frese, Michael; Johnson, Russell E.
作者单位：University System of Georgia; Georgia Institute of Technology; Leuphana University Luneburg; Michigan State University; University System of Georgia; Georgia Institute of Technology
摘要：Work motivation is a topic of crucial importance to the success of organizations and societies and the well-being of individuals. We organize the work motivation literature over the last century using a meta-framework that clusters theories, findings, and advances in the field according to their primary focus on (a) motives, traits, and motivation orientations (content); (b) features of the job, work role, and broader environment (context); or (c) the mechanisms and processes involved in choic...
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作者：Li, Alex Ning; Liao, Hui; Tangirala, Subrahmaniam; Firth, Brady M.
作者单位：University System of Maryland; University of Maryland College Park; University of Iowa
摘要：We propose that it is important to take the content of team voice into account when examining its impact on team processes and outcomes. Drawing on regulatory focus theory (Higgins, 1997), we argue that promotive team voice and prohibitive team voice help teams achieve distinct collective outcomes-that is, team productivity performance gains and team safety performance gains, respectively. Further, we identify mechanisms through which promotive and prohibitive team voices uniquely influence te...
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作者：Kooij, Dorien T. A. M.; van Woerkom, Marianne; Wilkenloh, Julia; Dorenbosch, Luc; Denissen, Jaap J. A.
作者单位：Tilburg University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Tilburg University
摘要：We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreover, we hypothesized that this indirect effect wou...
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作者：Huang, Guo-hua; Wellman, Ned; Ashford, Susan J.; Lee, Cynthia; Wang, Li
作者单位：Hong Kong Baptist University; Arizona State University; Arizona State University-Tempe; University of Michigan System; University of Michigan; Northeastern University; Tongji University
摘要：This study examines why and when employees might respond to job insecurity by engaging in workplace deviance and developing intentions to leave-2 activities that are costly for organizations. Drawing on social exchange theory and the theory of moral disengagement, we propose that job insecurity increases workplace deviance and intentions to leave by encouraging employees to morally disengage. We further propose that the strength of the positive association between job insecurity, moral disenga...
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作者：Hershcovis, M. Sandy; Bhatnagar, Namita
作者单位：University of Calgary; University of Manitoba
摘要：In 3 experiments, we examined how customers react after witnessing a fellow customer mistreat an employee. Drawing on the deontic model of justice, we argue that customer mistreatment of employees leads witnesses (i.e., other customers) to leave larger tips, engage in supportive employee-directed behaviors, and evaluate employees more positively (Studies 1 and 2). We also theorize that witnesses develop less positive treatment intentions and more negative retaliatory intentions toward perpetra...
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作者：Huang, Jason L.; Cropanzano, Russell; Li, Andrew; Shao, Ping; Zhang, Xin-an; Li, Yuhui
作者单位：Michigan State University; University of Colorado System; University of Colorado Boulder; Texas A&M University System; West Texas A&M University; California State University System; California State University Sacramento; Shanghai Jiao Tong University; Renmin University of China
摘要：Researchers have paid limited attention to what makes organizational authority figures decide to treat their employees either justly or unjustly. Drawing from the actor-focused model of justice, as well as the stereotype content model, we argue that employee conscientiousness and agreeableness can impact the extent to which supervisors adhere to normative rules for distributive, procedural, informational, and interpersonal justice, as a result of supervisors' evaluations of their employees' ef...
