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作者：Richter, Manuela; Koenig, Cornelius J.; Koppermann, Christopher; Schilling, Michael
作者单位：Saarland University
摘要：Although giving bad news at work is a stressful experience, managers are often underprepared for this challenging task. As a solution, we introduce organizational bad news training that integrates (a) principles of delivering bad news from the context of health care (i.e., bad news delivery component), and (b) principles of organizational justice theory (i.e., fairness component). We argue that both the formal and fair delivery of bad news at work can be enhanced with the help of training to m...
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作者：Hammer, Leslie B.; Johnson, Ryan C.; Crain, Tori L.; Bodner, Todd; Kossek, Ellen Ernst; Davis, Kelly D.; Kelly, Erin L.; Buxton, Orfeu M.; Karuntzos, Georgia; Chosewood, L. Casey; Berkman, Lisa
作者单位：Portland State University; University System of Ohio; Ohio State University; Purdue University System; Purdue University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Minnesota System; University of Minnesota Twin Cities; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Harvard University; Harvard Medical School; Research Triangle Institute; Centers for Disease Control & Prevention - USA; National Institute for Occupational Safety & Health (NIOSH); Harvard University; Harvard T.H. Chan School of Public Health; Colorado State University System; Colorado State University Fort Collins; Oregon State University; Massachusetts Institute of Technology (MIT)
摘要：We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources a...
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作者：Lanaj, Klodiana; Johnson, Russell E.; Lee, Stephanie M.
作者单位：State University System of Florida; University of Florida; Michigan State University
摘要：Although a large body of work has examined the benefits of transformational leadership, this work has predominantly focused on recipients of such behaviors. Recent research and theory, however, suggest that there are also benefits for those performing behaviors reflective of transformational leadership. Across 2 experience-sampling studies, we investigate the effects of such behaviors on actors' daily affective states. Drawing from affective events theory and self-determination theory we hypot...
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作者：Kopelman, Shirli; Hardin, Ashley E.; Myers, Christopher G.; Tost, Leigh Plunkett
作者单位：University of Michigan System; University of Michigan; Harvard University
摘要：This study examined whether the cultures of low-and high-power negotiators interact to influence cooperative behavior of low-power negotiators. Managers from 4 different cultural groups (Germany, Hong Kong, Israel, and the United States) negotiated face-to-face in a simulated power-asymmetric commons dilemma. Results supported an interaction effect in which cooperation of people with lower power was influenced by both their culture and the culture of the person with higher power. In particular...
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作者：Fine, Saul; Goldenberg, Judith; Noam, Yair
摘要：Promotion decisions focus primarily on the successes of those selected, with surprisingly little attention given to the outcomes of those rejected. Negative emotional reactions among rejected candidates, for example, may motivate retaliations against the organization in the form of counterproductive work behaviors (CWBs). Indeed, in a sample of 568 military officer training candidates, we found a greater incidence of CWB among rejected versus accepted candidates, which peaked within 6 months a...
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作者：Mai, Ke Michael; Ellis, Aleksander P. J.; Christian, Jessica Siegel; Porter, Christopher O. L. H.
作者单位：National University of Singapore; University of Arizona; University of North Carolina; University of North Carolina Chapel Hill; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an ...
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作者：Sinha, Ruchi; Janardhanan, Niranjan S.; Greer, Lindred L.; Conlon, Donald E.; Edwards, Jeffery R.
作者单位：University of South Australia; University of Texas System; University of Texas Austin; Stanford University; Michigan State University; University of North Carolina; University of North Carolina Chapel Hill
摘要：Task conflict has been the subject of a long-standing debate in the literature-when does task conflict help or hurt team performance? We propose that this debate can be resolved by taking a more precise view of how task conflicts are perceived in teams. Specifically, we propose that in teams, when a few team members perceive a high level of task disagreement while a majority of others perceive low levels of task disagreement-that is, there is positively skewed task conflict, task conflict is m...
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作者：Campagna, Rachel L.; Mislin, Alexandra A.; Kong, Dejun Tony; Bottom, William P.
作者单位：University System Of New Hampshire; University of New Hampshire; American University; University of Houston System; University of Houston; Washington University (WUSTL)
摘要：Recent research indicates that expressing anger elicits concession making from negotiating counterparts. When emotions are conveyed either by a computer program or by a confederate, results appear to affirm a long-standing notion that feigning anger is an effective bargaining tactic. We hypothesize this tactic actually jeopardizes postnegotiation deal implementation and subsequent exchange. Four studies directly test both tactical and strategic consequences of emotional misrepresentation. Fals...
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作者：Tarakci, Murat; Greer, Lindred L.; Groenen, Patrick J. F.
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Stanford University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：Power differences are ubiquitous in social settings. However, the question of whether groups with higher or lower power disparity achieve better performance has thus far received conflicting answers. To address this issue, we identify 3 underlying assumptions in the literature that may have led to these divergent findings, including a myopic focus on static hierarchies, an assumption that those at the top of hierarchies are competent at group tasks, and an assumption that equality is not possi...
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作者：Ellingson, Jill E.; Tews, Michael J.; Dachner, Alison M.
作者单位：University System of Ohio; Ohio State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University System of Ohio; John Carroll University
摘要：This paper draws on life stage theory, ethnographic research conducted in the service sector, and evidence for secondary segmentation within the low-wage/low-skill labor force to offer evidence that social bond development with coworkers can help reduce the high rate of turnover observed in low-wage/low-skill service work. Contrary to the belief that these employees will leave before social ties can develop, constituent attachment was found to be the only significant predictor of turnover in 2...
