-
作者：Yu, Jia (Joya); Downes, Patrick E.; Carter, Kameron M.; O'Boyle, Ernest H.
作者单位：University of Iowa; Rutgers University System; Rutgers University New Brunswick
摘要：Scholars increasingly recognize the potential of meta-analytic structural equation modeling (MASEM) as a way to build and test theory (Bergh et al., 2016). Yet, 1 of the greatest challenges facing MASEM researchers is how to incorporate and model meaningful effect size heterogeneity identified in the bivariate meta-analysis into MASEM. Unfortunately, common MASEM approaches in applied psychology (i.e., Viswesvaran & Ones, 1995) fail to account for effect size heterogeneity. This means that MAS...
-
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...
-
作者：Kalish, Yuval; Luria, Gil
作者单位：Tel Aviv University; University of Haifa
摘要：Research into leadership emergence typically focuses on the attributes of the emergent leader. By considering also the attributes of perceivers and the passage of time, we develop a more complete theory of leadership emergence in short-lived groups. Using expectation states theory as an overarching theoretical framework, and integrating it with the surface- and deep-level diversity literature and with theories of self-serving biases, we examine the predictors of leadership emergence in short t...
-
作者：Grand, James A.; Braun, Michael T.; Kuljanin, Goran; Kozlowski, Steve W. J.; Chao, Georgia T.
作者单位：University System of Maryland; University of Maryland College Park; State University System of Florida; University of South Florida; DePaul University; Michigan State University; Michigan State University
摘要：Team cognition has been identified as a critical component of team performance and decision-making. However, theory and research in this domain continues to remain largely static; articulation and examination of the dynamic processes through which collectively held knowledge emerges from the individual-to the team-level is lacking. To address this gap, we advance and systematically evaluate a process-oriented theory of team knowledge emergence. First, we summarize the core concepts and dynamic...
-
作者：Li, Junchao (Jason); Lee, Thomas W.; Mitchell, Terence R.; Hom, Peter W.; Griffeth, Rodger W.
作者单位：University of Washington; University of Washington Seattle; Arizona State University; Arizona State University-Tempe; University System of Ohio; Ohio University
摘要：We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that rel...
-
作者：Wilson, Kelly Schwind; DeRue, D. Scott; Matta, Fadel K.; Howe, Michael; Conlon, Donald E.
作者单位：Purdue University System; Purdue University; University of Michigan System; University of Michigan; University System of Georgia; University of Georgia; Iowa State University; Michigan State University; Michigan State University's Broad College of Business
摘要：We build on the small but growing literature documenting personality influences on negotiation by examining how the joint disposition of both negotiators with respect to the interpersonal traits of agreeableness and extraversion influences important negotiation processes and outcomes. Building on similarity-attraction theory, we articulate and demonstrate how being similarly high or similarly low on agreeableness and extraversion leads dyad members to express more positive emotional displays d...
-
作者：Ward, Anna-Katherine; Ravlin, Elizabeth C.; Klaas, Brian S.; Ployhart, Robert E.; Buchan, Nancy R.
作者单位：Virginia Polytechnic Institute & State University; University of South Carolina System; University of South Carolina Columbia
摘要：Past research suggests that individuals oriented toward high-context communication are less likely than are others to voice (i.e., speak up) at work. In the current article, we rely on high-/low-context theory to explore potential boundary conditions of this relationship. We conducted 2 studies exploring the relationship between contextual communication orientation and 2 distinct types of voice (prohibitive and promotive). As hypothesized, both studies showed that the negative relationship bet...
-
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...
-
作者：Foulk, Trevor A.; Long, David M.
作者单位：State University System of Florida; University of Florida; William & Mary
摘要：Organizational newcomers are unfamiliar with many aspects of their workplace and look for information to help them reduce uncertainty and better understand their new environment. One aspect critical to newcomers is the disposition of their supervisor-the person who arguably can impact the newcomer's career the most. To form an impression of their new supervisor, newcomers look to social cues from coworkers who have interpersonal contact with the supervisor. In the present research, we investig...
