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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：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：Nifadkar, Sushil S.; Bauer, Talya N.
作者单位：University System of Georgia; Georgia State University; Portland State University
摘要：Previous studies of newcomer socialization have underlined the importance of newcomers' information seeking for their adjustment to the organization, and the conflict literature has consistently reported negative effects of relationship conflict with coworkers. However, to date, no study has examined the consequences of relationship conflict on newcomers' information seeking. In this study, we examined newcomers' reactions when they have relationship conflict with their coworkers, and hence ca...
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作者：Bezrukova, Katerina; Spell, Chester S.; Caldwell, David; Burger, Jerry M.
作者单位：Santa Clara University; Rutgers University System; Rutgers University New Brunswick; Santa Clara University
摘要：Integrating the literature on faultlines, conflict, and pay, we drew on the basic principles of multilevel theory and differentiated between group-and organizational-level faultlines to introduce a novel multilevel perspective on faultlines. Using multisource, multilevel data on 30 Major League Baseball (MLB) teams, we found that group-level faultlines were negatively associated with group performance, and that internally focused conflict exacerbated but externally focused conflict mitigated t...
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作者：Martinez, Larry R.; White, Craig D.; Shapiro, Jenessa R.; Hebl, Michelle R.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Texas A&M University System; Texas A&M University College Station; University of California System; University of California Los Angeles; Rice University
摘要：Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilo...
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作者：Owens, Bradley P.; Baker, Wayne E.; Sumpter, Dana McDaniel; Cameron, Kim S.
作者单位：Brigham Young University; University of Michigan System; University of Michigan; California State University System; California State University Long Beach
摘要：Energy is emerging as a topic of importance to organizations, yet we have little understanding of how energy can be useful at an interpersonal level toward achieving workplace goals. We present the results of 4 studies aimed at developing, validating, and testing the relational energy construct. In Study 1, we report qualitative insights from 64 individuals about the experience and functioning of relational energy in the workplace. Study 2 draws from 3 employee samples to conduct exploratory a...
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作者：Ng, Thomas W. H.; Lucianetti, Lorenzo
作者单位：University of Hong Kong; G d'Annunzio University of Chieti-Pescara
摘要：Studies of innovative behavior (the generation, dissemination, and implementation of new ideas) have generally overlooked the agency perspective on this important type of performance behavior. Guided by social-cognitive theory, we propose a moderated mediation relationship to explain why and how employees become motivated to make things happen through their innovative endeavors. First, we propose that within-individual increases in organizational trust and perceived respect by colleagues promo...
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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：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...
