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作者：Veiga, Serge P. da Motta; Gabriel, Allison S.
作者单位：American University; University of Arizona
摘要：Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation-ranging from autonomous to controlled-can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) wh...
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作者：Windscheid, Leon; Bowes-Sperry, Lynn; Kidder, Deborah L.; Cheung, Ho Kwan; Morner, Michele; Lievens, Filip
作者单位：Witten Herdecke University; Western New England University; University of Hartford; George Mason University; Ghent University
摘要：To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, ...
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作者：Breuer, Christina; Hueffmeier, Joachim; Hertel, Guido
作者单位：University of Munster; Dortmund University of Technology; University of Munster
摘要：Team trust has often been discussed both as requirement and as challenge for team effectiveness, particularly in virtual teams. However, primary studies on the relationship between trust and team effectiveness have provided mixed findings. The current review summarizes existing studies on team trust and team effectiveness based on meta-analytic methodology. In general, we assumed team trust to facilitate coordination and cooperation in teams, and therefore to be positively related with team ef...
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作者：Loschelder, David D.; Troetschel, Roman; Swaab, Roderick I.; Friese, Malte; Galinsky, Adam D.
作者单位：Saarland University; Leuphana University Luneburg; INSEAD Business School; Columbia University
摘要：Does making the first offer increase or impair a negotiator's outcomes? Past research has found evidence supporting both claims. To reconcile these contradictory findings, we developed and tested an integrative model-the Information-Anchoring Model of First Offers. The model predicts when and why making the first offer helps versus hurts. We suggest that first offers have 2 effects. First, they serve as anchors that pull final settlements toward the initial first-offer value; this anchor funct...
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作者：Wellman, Ned; Mayer, David M.; Ong, Madeline; DeRue, D. Scott
作者单位：Arizona State University; Arizona State University-Tempe; University of Michigan System; University of Michigan
摘要：Organization members who engage in moral objection by taking a principled stand against ethically questionable activities help to prevent such activities from persisting. Unfortunately, research suggests that they also may be perceived as less warm (i.e., pleasant, nice) than members who comply with ethically questionable procedures. In this article, we draw on role theory to explore how legitimate power influences observers' responses to moral objection. We argue that individuals expect those...
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作者：Swider, Brian W.; Barrick, Murray R.; Harris, T. Brad
作者单位：University System of Georgia; Georgia Institute of Technology; Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas Christian University
摘要：Nearly all employment interviews, even those considered highly structured, begin with a brief meet-and-greet conversation typically coalescing around non-job-related topics (i.e., rapport building). Although applicants and interviewers often view rapport building as an essential, value-adding component of the interview, it may contaminate interviewers' evaluations of answers to subsequently asked structured questions (Levashina, Hartwell, Morgeson, & Campion, 2014). Yet research has not determ...
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作者：Wilhelmy, Annika; Kleinmann, Martin; Koenig, Cornelius J.; Melchers, Klaus G.; Truxillo, Donald M.
作者单位：University of Zurich; Saarland University; Ulm University; Portland State University
摘要：To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key factor for attracting applicants and thus for ensuring organizations' success, no conceptual model about impression management (IM) exists from ...
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作者：Klotz, Anthony C.; Bolino, Mark C.
作者单位：Oregon State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organizations. As such, employee resignations are not well understood. This is unfortunate, because the manner in which employees resign from their jobs may have important implications for both individuals and organizations. In this paper, we use social exchange theory to argue that exchange-based correlates o...
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作者：Lanaj, Klodiana; Johnson, Russell E.; Wang, Mo
作者单位：State University System of Florida; University of Florida; Michigan State University; Michigan State University's Broad College of Business
摘要：Employees help on a regular daily basis while at work, yet surprisingly little is known about how responding to help requests affects helpers. Although recent theory suggests that helping may come at a cost to the helper, the majority of the helping literature has focused on the benefits of helping. The current study addresses the complex nature of helping by simultaneously considering its costs and benefits for helpers. Using daily diary data across 3 consecutive work weeks, we examine the re...
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作者：Li, Ning; Zheng, Xiaoming; Harris, T. Brad; Liu, Xin; Kirkman, Bradley L.
作者单位：University of Iowa; Tsinghua University; Texas Christian University; North Carolina State University
摘要：Many organizations use formal recognition programs (e.g., employee of the month) as a way to publically acknowledge an individual employee's outstanding performance and motivate continued high performance. However, it remains unclear whether emphasizing individual achievement in a team context is beneficial or detrimental for recipients' teammates and, by extension, the team as a whole. Drawing on a social influence perspective, we examine potential spillover effects of individual formal recog...
