-
作者：Call, Matthew L.; Nyberg, Anthony J.; Thatcher, Sherry M. B.
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：Stars-employees with disproportionately high and prolonged (a) performance, (b) visibility, and (c) relevant social capital-have garnered attention in economics, sociology, and management. However, star research is often isolated within these research disciplines. Thus, 3 distinct star research streams are evolving, each disconnected from the others and each bringing siloed theoretical perspectives, terms, and assumptions. A conceptual review of these perspectives reveals a focus on the expost...
-
作者：Kouchaki, Maryam; Wareham, Justin
作者单位：Northwestern University; Utah System of Higher Education; University of Utah
摘要：Across 2 studies, we investigated the ethical consequences of physiological responses to social exclusion. In Study 1, participants who were socially excluded were more likely to engage in unethical behavior to make money and the level of physiological arousal experienced during exclusion-measured using galvanic skin response-mediated the effects of exclusion on unethical behavior. Likewise, in Study 2, results from a sample of supervisor-subordinate dyads revealed a positive relationship betw...
-
作者：Reich, Tara C.; Hershcovis, M. Sandy
作者单位：University of London; London School Economics & Political Science; University of Manitoba
摘要：Interpersonal mistreatment at work often occurs in the presence of others; however, these others are rarely examined in empirical research despite their importance to the context of the negative interaction. We conducted 2 experiments to examine how witnessing incivility affects observer reactions toward instigators and targets. In Study 1, participants (N = 60) worked virtually with an ostensible instigator and target. In Study 2, participants (N = 48) worked in vivo with confederates (hired ...
-
作者：Davis, Paul R.; Trevor, Charlie O.; Feng, Jie
作者单位：University of Wisconsin System; University of Wisconsin Madison
摘要：Although Bureau of Labor Statistics data reveal that U.S. employers laid off over 30 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by undere...
-
作者：Klein, Rachael M.; Dilchert, Stephan; Ones, Deniz S.; Dages, Kelly D.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; City University of New York (CUNY) System; Baruch College (CUNY)
摘要：Age differences on measures of general mental ability and specific cognitive abilities were examined in 2 samples of job applicants to executive positions as well as a mix of executive/nonexecutive positions to determine which predictors might lead to age-based adverse impact in making selection and advancement decisions. Generalizability of the pattern of findings was also investigated in 2 samples from the general adult population. Age was negatively related to general mental ability, with o...
-
作者：Eby, Lillian T.; Butts, Marcus M.; Hoffman, Brian J.; Sauer, Julia B.
作者单位：University System of Georgia; University of Georgia; University of Texas System; University of Texas Arlington
摘要：Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring fr...
-
作者：Sinaceur, Marwan; Kopelman, Shirli; Vasiljevic, Dimitri; Haag, Christophe
作者单位：ESSEC Business School; University of Michigan System; University of Michigan; NEOMA Business School; emlyon business school
摘要：Although recently some research has been accumulated on emotional expressions in negotiations, there is little research on whether expressing sadness could have any effect in negotiations. We propose that sadness expressions can increase the expressers' ability to claim value in negotiations because they make recipients experience greater other-concern for the expresser. However, only when the social situation provides recipients with reasons to experience concern for the expresser in the firs...
-
作者：Cuddy, Amy J. C.; Wilmuth, Caroline A.; Yap, Andy J.; Carney, Dana R.
作者单位：Harvard University; Harvard University; INSEAD Business School; University of California System; University of California Berkeley
摘要：The authors tested whether engaging in expansive (vs. contractive) power poses before a stressful job interview-preparatory power posing-would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential medi...
-
作者：Blanton, Hart; Jaccard, James; Strauts, Erin; Mitchell, Gregory; Tetlock, Philip E.
作者单位：University of Connecticut; New York University; University of Connecticut; University of Virginia; University of Pennsylvania; University of Pennsylvania
摘要：The modal distribution of the Implicit Association Test (IAT) is commonly interpreted as showing high levels of implicit prejudice among Americans. These interpretations have fueled calls for changes in organizational and legal practices, but such applications are problematic because the IAT is scored on an arbitrary psychological metric. The present research was designed to make the IAT metric less arbitrary by determining the scores on IAT measures that are associated with observable racial ...
-
作者：Hu, Jia; Erdogan, Berrin; Bauer, Talya N.; Jiang, Kaifeng; Liu, Songbo; Li, Yuhui
作者单位：University of Notre Dame; Portland State University; Koc University; Renmin University of China
摘要：Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretica...
