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作者：Mikolon, Sven; Kreiner, Glen E.; Wieseke, Jan
作者单位：Imperial College London; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Ruhr University Bochum
摘要：Despite an increased interest in the phenomenon of stigma in organizations, we know very little about the interactions between those who are stigmatized and those who stigmatize them. Integrating both the perceptions of the stigmatized worker and the stigmatizing customer into one model, the present study addresses this gap. It examines the role of stereotypes held by customers of stigmatized organizations and metastereotypes held by the stigmatized workers themselves (i.e.,their shared belief...
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作者：Hanek, Kathrin J.; Garcia, Stephen M.; Tor, Avishalom
作者单位：University of Michigan System; University of Michigan; University of Notre Dame; University of Haifa
摘要：In a series of 8 studies, we examine whether gender differences in competition entry preferences are moderated by the size of the competition. Drawing on theories of gender roles and stereotypes, we show that women, relative to men, prefer to enter smaller compared with larger competitions. Studies 1a and 1b demonstrate this effect in observational data on preferences for working in differently sized firms and applying to differently sized colleges. Studies 2a and 2b replicate the effect with ...
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作者：Lee, KiYoung; Kim, Eugene; Bhave, Devasheesh P.; Duffy, Michelle K.
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY; University System of Georgia; Georgia Institute of Technology; Singapore Management University; University of Minnesota System; University of Minnesota Twin Cities
摘要：We develop and test an integrative model explaining why victims of workplace social undermining become perpetrators of undermining. Conceptualizing social undermining as a norm-violating and a resource-depleting experience, we theorize that undermining victimization lowers interpersonal justice perceptions and depletes self-regulatory resources, and these 2 mechanisms in tandem trigger a moral disengagement process that influences subsequent undermining behaviors. We further theorize that mora...
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作者：Zhu, Luke (Lei); Aquino, Karl; Vadera, Abhijeet K.
作者单位：University of Manitoba; University of British Columbia; Singapore Management University
摘要：Five studies are conducted to examine how ideology and perceptions regarding gender, race, caste, and affiliation status affect how individuals judge researchers' credibility. Support is found for predictions that individuals judge researcher credibility according to their egalitarian or elitist ideologies and according to status cues including race, gender, caste, and university affiliation. Egalitarians evaluate low-status researchers as more credible than high-status researchers. Elitists s...
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作者：Skarlicki, Daniel P.; van Jaarsveld, Danielle D.; Shao, Ruodan; Song, Young Ho; Wang, Mo
作者单位：University of British Columbia; University of Manitoba; McGill University; State University System of Florida; University of Florida
摘要：The multifoci perspective of justice proposes that individuals tend to target their (in)justice reactions toward the perceived source of the mistreatment. Empirical support for target-specific reactions, however, has been mixed. To explore theoretically relevant reasons for these discrepant results and address unanswered questions in the multifoci justice literature, the present research examines how different justice sources might interactively predict target-specific reactions, and whether t...
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作者：Chen, Mo; Chen, Chao C.; Sheldon, Oliver J.
作者单位：Shanghai Jiao Tong University; Rutgers University System; Rutgers University New Brunswick
摘要：Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organiza...
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作者：Ballinger, Gary A.; Cross, Rob; Holtom, Brooks C.
作者单位：University of Virginia; Georgetown University
摘要：Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional, and theoretically distinct, facets of social capital and voluntary turnover. In 2 organizations, we found consistent evidence of a negative relation...
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作者：Koopmann, Jaclyn; Lanaj, Klodiana; Wang, Mo; Zhou, Le; Shi, Junqi
作者单位：Auburn University System; Auburn University; State University System of Florida; University of Florida; University of Minnesota System; University of Minnesota Twin Cities; Zhejiang University
摘要：The teams literature suggests that team tenure improves team psychological safety climate and climate strength in a linear fashion, but the empirical findings to date have been mixed. Alternatively, theories of group formation suggest that new and longer tenured teams experience greater team psychological safety climate than moderately tenured teams. Adopting this second perspective, we used a sample of 115 research and development teams and found that team tenure had a curvilinear relationshi...
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作者：Hartnell, Chad A.; Kinicki, Angelo J.; Lambert, Lisa Schurer; Fugate, Mel; Corner, Patricia Doyle
作者单位：University System of Georgia; Georgia State University; Arizona State University; Arizona State University-Tempe; University of South Australia; Auckland University of Technology
摘要：This study examines the nature of the interaction between CEO leadership and organizational culture using 2 common metathemes (task and relationship) in leadership and culture research. Two perspectives, similarity and dissimilarity, offer competing predictions about the fit, or interaction, between leadership and culture and its predicted effect on firm performance. Predictions for the similarity perspective draw upon attribution theory and social identity theory of leadership, whereas predic...
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作者：Barnes, Christopher M.; Jiang, Kaifeng; Lepak, David P.
作者单位：University of Washington; University of Washington Seattle; University of Notre Dame; Rutgers University System; Rutgers University New Brunswick
摘要：The strategic human capital literature indicates the importance of human capital to work unit performance. However, we argue that human capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human capital leveraging characteristics (including the use of extended shifts, night shifts, shift flexibility, norms for work as a priority over sleep, and norms for constant connectivity) as factors that enhance the effect of human capital on ...
