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作者：Johnson, Tiffany D.; Joshi, Aparna
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：This article unpacks the stigma associated with a developmental disability at work, specifically autism spectrum disorders (ASD), by presenting findings from 2 studies-one interview-based and the other survey-based. Drawing on in-depth interviews with individuals on the autism spectrum, the first study showed that a clinical diagnosis of autism is a milestone event that triggered both positive (silver linings) and negative (dark clouds) responses to work. These positive and negative responses ...
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作者：Kim, Kyoung Yong; Atwater, Leanne; Patel, Pankaj C.; Smither, James W.
作者单位：City University of Hong Kong; University of Houston System; University of Houston; Villanova University; La Salle University
摘要：We investigated the relationship between organizations' use of multisource feedback 9MSF) programs and their financial performance. We proposed a moderated mediation framework in which the employees' ability and knowledge sharing mediate the relationship between MSF and organizational performance and the purpose for which MSF is used moderates the relationship of MSF with employees' ability and knowledge sharing. With a sample of 253 organizations representing 8,879 employees from 2005 to 2007...
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作者：Kinias, Zoe; Sim, Jessica
作者单位：INSEAD Business School; University of Wisconsin System; University of Wisconsin La Crosse
摘要：Two field experiments examined if and how values affirmations can ameliorate stereotype threat-induced gender performance gaps in an international competitive business environment. Based on self-affirmation theory (Steele, 1988), we predicted that writing about personal values unrelated to the perceived threat would attenuate the gender performance gap. Study 1 found that an online assignment to write about one's personal values (but not a similar writing assignment including organizational va...
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作者：Foulk, Trevor; Woolum, Andrew; Erez, Amir
作者单位：State University System of Florida; University of Florida
摘要：In this article we offer a new perspective to the study of negative behavioral contagion in organizations. In 3 studies, we investigate the contagion effect of rudeness and the cognitive mechanism that explains this effect. Study 1 results show that low-intensity negative behaviors like rudeness can be contagious, and that this contagion effect can occur based on single episodes, that anybody can be a carrier, and that this contagion effect has second-order consequences for future interaction ...
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作者：Hernandez, Morela; Avery, Derek R.; Tonidandel, Scott; Hebl, Mikki R.; Smith, Alexis N.; McKay, Patrick F.
作者单位：University of Virginia; Wake Forest University; Davidson College; Rice University; Oklahoma State University System; Oklahoma State University - Stillwater; Rutgers University System; Rutgers University New Brunswick
摘要：Prior research suggests that segregation in the U.S. workplace is on the rise (Hellerstein, Neumark, & McInerney, 2008); as such, leaders are more likely to lead groups of followers composed primarily of their own race (Elliot & Smith, 2001; Smith & Elliott, 2002). Drawing from theory on stigma-by-association, the authors posit that such segregated proximal social contexts (i.e., the leader's group of followers) can have detrimental effects on leader appraisals. Specifically, they argue that l...
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作者：Chiu, Chia-Yen (Chad); Owens, Bradley P.; Tesluk, Paul E.
作者单位：University of South Australia; Brigham Young University; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：The present study was designed to produce novel theoretical insight regarding how leader humility and team member characteristics foster the conditions that promote shared leadership and when shared leadership relates to team effectiveness. Drawing on social information processing theory and adaptive leadership theory, we propose that leader humility facilitates shared leadership by promoting leadership-claiming and leadership-granting interactions among team members. We also apply dominance c...
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作者：Kakkar, Hemant; Tangirala, Subrahmaniam; Srivastava, Nalin K.; Kamdar, Dishan
作者单位：University of London; London Business School; University System of Maryland; University of Maryland College Park; Texas A&M University System; Texas A&M University College Station; Indian School of Business (ISB)
摘要：We propose that promotive voice, or the expression of suggestions for improving work practices in the organization, and prohibitive voice, or the expression of warnings about factors that can harm the organization, are differentially influenced by employees' dispositional inclination to be approach and avoidance oriented. Drawing on multisource survey data from 291 employees and their managers, we found that approach orientation had positive relationship with promotive voice and negative relat...
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作者：van Woerkom, Marianne; Bakker, Arnold B.; Nishii, Lisa H.
作者单位：Tilburg University; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Cornell University
摘要：Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) theory, we hypothesized that job demands can acc...
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作者：Rule, Nicholas O.; Bjornsdottir, R. Thora; Tskhay, Konstantin O.; Ambady, Nalini
作者单位：University of Toronto; Stanford University
摘要：Theories linking the literatures on stereotyping and human resource management have proposed that individuals may enjoy greater success obtaining jobs congruent with stereotypes about their social categories or traits. Here, we explored such effects for a detectable, but not obvious, social group distinction: male sexual orientation. Bridging previous work on prejudice and occupational success with that on social perception, we found that perceivers rated gay and straight men as more suited to...
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作者：Caleo, Suzette
作者单位：Louisiana State University System; Louisiana State University
摘要：Research has shown that gender role prescriptions can bias reactions to men's and women's work behaviors. The current work draws upon this idea and extends it to consider violations of procedural and interactional justice rules. The results of four experimental studies demonstrate that men and women receive differential performance evaluation ratings and reward recommendations when they violate those organizational justice rules that coincide with the content of prescriptive gender stereotypes...
