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作者：Mathieu, John E.; Hollenbeck, John R.; van Knippenberg, Daan; Ilgen, Daniel R.
作者单位：University of Connecticut; Michigan State University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Michigan State University
摘要：Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawthorne studies of the 1920s and 1930s. Yet little to none of this work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals. From the 1990s to the present, the volume of research and the nature of topics addressing w...
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作者：Wolff, Hans-Georg; Moser, Klaus
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作者：Woolum, Andrew; Foulk, Trevor; Lanaj, Klodiana; Erez, Amir
作者单位：University of North Carolina; University of North Carolina Wilmington; University System of Maryland; University of Maryland College Park; State University System of Florida; University of Florida
摘要：Using an experimental experience sampling design, we investigate how witnessing morning rudeness influences workers' subsequent perceptions and behaviors throughout the workday. We posit that a single exposure to rudeness in the morning can contaminate employees' perceptions of subsequent social interactions leading them to perceive greater workplace rudeness throughout their workday. We expect that these contaminated perceptions will have important ramifications for employees' work behaviors....
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作者：Dahlke, Jeffrey A.; Sackett, Paul R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：The authors quantify the conventional wisdom that predictors' correlations with cognitive ability are positively related to subgroup mean differences. Using meta-analytic and large-N data from diverse predictors, they found that cognitive saturation correlates .84 with predictors' artifact-corrected Black-White d values and .95 with predictors' artifact-corrected Hispanic-White d values. The authors also investigate the extent to which d values are associated with the use of assessor-based sco...
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作者：Wang, Long; Murnighan, J. Keith
作者单位：City University of Hong Kong; Northwestern University
摘要：The trade-off between mercy and justice is a classic moral dilemma, particularly for organizational leaders and managers. In 3 complementary studies, we investigated how resolving the punishment dilemma influences interpersonal trust. Study 1 used controlled scenarios to show that uninvolved observers trusted leaders who administered large or medium punishment more than leaders who administered no punishment when transgressors deserved punishment. At the same time, large punishment decreased t...
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作者：Hu, Jia; Judge, Timothy A.
作者单位：University of Notre Dame; University System of Ohio; Ohio State University
摘要：Integrating the leader trait perspective with dominance complementarity theory, we propose team power distance as an important boundary condition for the indirect impact of leader extraversion, agreeableness, and conscientiousness on team performance through a team's potency beliefs and through relational identification with the leader. Using time-lagged, 3-source data from 71 teams, we found that leader extraversion had a positive indirect impact on team in-role and extrarole performance thro...
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作者：Martinez, Larry R.; Sawyer, Katina B.; Thoroughgood, Christian N.; Ruggs, Enrica N.; Smith, Nicholas A.
作者单位：Portland State University; Villanova University; University of North Carolina; University of North Carolina Charlotte
摘要：The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace exp...
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作者：Rockmann, Kevin W.; Ballinger, Gary A.
作者单位：George Mason University; University of Virginia
摘要：On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work is defined by payment on short-term contracts with no obligation for continued employment, there is little reason to believe on-demand workers experience more than extrinsic motivation and a transactional relationship with the on-demand firm. However, using self-determination theory, we argue that to the degree that on-deman...
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作者：Eberly, Marion B.; Holley, Erica C.; Johnson, Michael D.; Mitchell, Terence R.
作者单位：University of Washington; University of Washington Tacoma; Central Washington University; University of Washington; University of Washington Seattle
摘要：It has recently been suggested that attribution theory expand its locus of causality dimension beyond internal and external attributions to include relational (i.e., interpersonal) attributions (Eberly, Holley, Johnson, & Mitchell, 2011). The current investigation was designed to empirically focus on relationship dynamics, specifically where 1 member of the relationship receives negative performance-related feedback. We use quantitative and qualitative data from 7 samples (5 samples for scale ...
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作者：Campbell, Elizabeth M.; Liao, Hui; Chuang, Aichia; Zhou, Jing; Dong, Yuntao
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University System of Maryland; University of Maryland College Park; National Taiwan University; Rice University; University of Connecticut
摘要：While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational perspective to explain why high performers draw both intentional positive and negative reactions from peers and consider how cooperative work contexts moderate these effects. A multisource field study of 936 relationships among 350 stylists within 105 ...
