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作者：Hong, Ying; Liao, Hui; Raub, Steffen; Han, Joo Hun
作者单位：Fordham University; University System of Maryland; University of Maryland College Park; Peking University; University of Applied Sciences & Arts Western Switzerland; Rutgers University System; Rutgers University New Brunswick
摘要：Building upon and extending Parker, Bindl, and Strauss's (2010) theory of proactive motivation, we develop an integrated, multilevel model to examine how contextual factors shape employees' proactive motivational states and, through these proactive motivational states, influence their personal initiative behavior. Using data from a sample of hotels collected from 3 sources and over 2 time periods, we show that establishment-level initiative-enhancing human resource management (HRM) systems wer...
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作者：Belmi, Peter; Pfeffer, Jeffrey
作者单位：University of Virginia; Stanford University
摘要：According to Terror Management Theory, people respond to reminders of mortality by seeking psychological security and bolstering their self-esteem. Because previous research suggests that having power can provide individuals a sense of security and self-worth, we hypothesize that mortality salience leads to an increased motivation to acquire power, especially among men. Study 1 found that men (but not women) who wrote about their death reported more interest in acquiring power. Study 2A and St...
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作者：Zablah, Alex R.; Carlson, Brad D.; Donavan, D. Todd; Maxham, James G., III; Brown, Tom J.
作者单位：University of Tennessee System; University of Tennessee Knoxville; Saint Louis University; Colorado State University System; Colorado State University Fort Collins; University of Virginia; Oklahoma State University System; Oklahoma State University - Stillwater
摘要：Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the inside-out effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a porti...
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作者：Kiewitz, Christian; Restubog, Simon Lloyd D.; Shoss, Mindy K.; Garcia, Patrick Raymund James M.; Tang, Robert L.
作者单位：University System of Ohio; University of Dayton; Australian National University; State University System of Florida; University of Central Florida; University of Vermont; De La Salle College of Saint Benilde
摘要：Drawing from an approach-avoidance perspective, we examine the relationships between subordinates' perceptions of abusive supervision, fear, defensive silence, and ultimately abusive supervision at a later time point. We also account for the effects of subordinates' assertiveness and individual perceptions of a climate of fear on these predicted mediated relationships. We test this moderated mediation model with data from three studies involving different sources collected across various measu...
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作者：Mikolon, Sven; Kreiner, Glen E.; Wieseke, Jan
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作者：Madrid, Hector P.; Totterdell, Peter; Niven, Karen; Barros, Eduardo
作者单位：Pontificia Universidad Catolica de Chile; University of Sheffield; University of Manchester; Universidad Adolfo Ibanez
摘要：Affective presence is a novel personality construct that describes the tendency of individuals to make their interaction partners feel similarly positive or negative. We adopt this construct, together with the input-process-output model of teamwork, to understand how team leaders influence team interaction and innovation performance. In 2 multisource studies, based on 350 individuals working in 87 teams of 2 public organizations and 734 individuals working in 69 teams of a private organization...
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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：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：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：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...
