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作者：Ellis, Allison M.; Nifadkar, Sushil S.; Bauer, Talya N.; Erdogan, Berrin
作者单位：California State University System; California Polytechnic State University San Luis Obispo; University System of Georgia; Georgia State University; Portland State University
摘要：Separate streams of organizational socialization research have recognized the importance of (a) newcomer proactivity and (b) manager support in facilitating newcomer adjustment. However, extant research has largely focused on the newcomers' experience, leaving the perspectives of managers during socialization relatively unexplored-a theoretical gap that has implications both for newcomer adjustment and manager-newcomer interactions that may serve as a basis for future relationship development....
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作者：Barclay, Laurie J.; Bashshur, Michael R.; Fortin, Marion
作者单位：Wilfrid Laurier University; Singapore Management University; Universite de Toulouse; Universite Toulouse 1 Capitole; Centre National de la Recherche Scientifique (CNRS)
摘要：How do individuals form fairness perceptions? This question has been central to the fairness literature since its inception, sparking a plethora of theories and a burgeoning volume of research. To date, the answer to this question has been predicated on the assumption that fairness perceptions are subjective (i.e., in the eye of the beholder). This assumption is shared with motivated cognition approaches, which highlight the subjective nature of perceptions and the importance of viewing indivi...
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作者：Swider, Brian W.; Liu, Joseph T.; Harris, T. Brad; Gardner, Richard G.
作者单位：University System of Georgia; Georgia Institute of Technology; California State University System; California State University Chico; Texas Christian University; Nevada System of Higher Education (NSHE); University of Nevada Las Vegas
摘要：As employee careers have evolved from linear trajectories confined within 1 organization to more dynamic and boundaryless paths, organizations and individuals alike have increasingly considered reestablishing prior employment relationships. These boomerang employees follow career paths that feature 2 or more temporally separated tenures in particular organizations (boomerang organizations). Yet, research to date is mute on how or to what extent differences across boomerang employees' career ex...
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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：Schaumberg, Rebecca L.; Flynn, Francis J.
作者单位：New York University; Stanford University
摘要：We propose that the relationship between job satisfaction and absenteeism depends partly on guilt proneness. Drawing on withdrawal and process models of absenteeism, we argue that job satisfaction predicts absences for employees who are low (but not high) in guilt proneness because low guilt-prone people's behaviors are governed more by fulfilling their own egoistic desires than by fulfilling others' normative expectations. We find support for this prediction in a sample of customer service ag...
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作者：Ilies, Remus; Liu, Xiao-Yu; Liu, Yukun; Zheng, Xiaoming
作者单位：National University of Singapore; University of International Business & Economics; Tsinghua University
摘要：Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life whereas others suggesting that it may be detrimental. In this research, using a sample of 125 employees who responded to daily surveys both at work and at home for 2 consecutive weeks, the authors present a multilevel examination of the relationships of work engagement to family outcomes aimed at elucidating such work-family...
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作者：Sung, Wookje; Woehler, Meredith L.; Fagan, Jesse M.; Grosser, Travis J.; Floyd, Theresa M.; Labianca, Giuseppe (Joe)
作者单位：University of Kentucky; University of Connecticut; University of Montana System; University of Montana
摘要：The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachm...
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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...
