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作者：Simon, Lauren S.; Hurst, Charlice; Kelley, Ken; Judge, Timothy A.
作者单位：Portland State University; University of Notre Dame
摘要：Fundamental to the definition of abusive supervision is the notion that subordinates are often victims of a pattern of mistreatment (Tepper, 2000). However, little research has examined the processes through which such destructive relational patterns emerge. In this study, we draw from and extend the multimotive model of reactions to interpersonal threat (Smart Richman & Leary, 2009) to formulate and test hypotheses about how employees' emotional and behavioral responses may ameliorate or wors...
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作者：Lin, Szu-Han (Joanna); Johnson, Russell E.
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：One way that employees contribute to organizational effectiveness is by expressing voice. They may offer suggestions for how to improve the organization (promotive voice behavior), or express concerns to prevent harmful events from occurring (prohibitive voice behavior). Although promotive and prohibitive voices are thought to be distinct types of behavior, very little is known about their unique antecedents and consequences. In this study we draw on regulatory focus and ego depletion theories...
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作者：Liu, Yihao; Wang, Mo; Chang, Chu-Hsiang; Shi, Junqi; Zhou, Le; Shao, Ruodan
作者单位：State University System of Florida; University of Florida; Michigan State University; Sun Yat Sen University; University of Minnesota System; University of Minnesota Twin Cities; City University of Hong Kong
摘要：Taking a resource-based self-regulation perspective, this study examined afternoon emotional exhaustion as a mediator linking the within-person relations between morning work-family conflict and later employee displaced aggression in the work and family domains. In addition, it examined resource-related contextual factors as moderators of these relations. The theoretical model was tested using daily diary data from 125 employees. Data were collected at 4 time points during each workday for 3 c...
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作者：Iliescu, Dragos; Ispas, Dan; Sulea, Coralia; Ilie, Alexandra
作者单位：National University of Political Studies & Public Administration (SNSPA) - Romania; Illinois State University; West University of Timisoara
摘要：This article focuses on establishing a link between vocational fit and 1 domain of job performance: counterproductive work behaviors (CWB). The authors offer a model explaining from a self-regulation perspective how the lack of vocational fit generates CWB and test this model in 2 studies and 3 multisource samples. The 1st study offers support for the mediation model linking vocational lack of fit to CWB through frustration. The 2nd study shows across 2 samples, using both self-and supervisor ...
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作者：Wei, Xin; Zhang, Zhi-Xue; Chen, Xiao-Ping
作者单位：University of International Business & Economics; Peking University; University of Washington; University of Washington Seattle
摘要：Employees are likely to speak up if they perceive high efficacy and low risk associated with such behavior, that is, if they perceive voice is socially desirable. Drawing on socially desirable responding (SDR) theory, we reason that individual value on power distance and supervisory delegation are related to the agentic motive for SDR, and that these 2 factors interact to influence employees' perceived efficacy of voice. We also identify individual value on superficial harmony and group voice ...
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作者：Alison, Laurence; Power, Nicola; van den Heuvel, Claudia; Waring, Sara
作者单位：University of Liverpool
摘要：By reference to a live hostage negotiation exercise, this study presents a taxonomy of uncertainty that can be usefully applied to assist in the categorization and application of findings from decision-making research conducted in naturalistic (specifically critical incident) settings. Uncertainty was measured via observational methods (during the exercise and by reference to video footage), decision logs, and postincident simulated recall interviews with trainee police officers. Transcripts w...
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作者：Knight, Andrew P.; Eisenkraft, Noah
作者单位：Washington University (WUSTL); University of North Carolina; University of North Carolina Chapel Hill
摘要：Grounded in a social functional perspective, this article examines the conditions under which group affect influences group functioning. Using meta-analysis, the authors leverage heterogeneity across 39 independent studies of 2,799 groups to understand how contextual factors-group affect source (exogenous or endogenous to the group) and group life span (one-shot or ongoing)-moderate the influence of shared feelings on social integration and task performance. As predicted, results indicate that...
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作者：May, Douglas R.; Chang, Young K.; Shao, Ruodan
作者单位：University of Kansas; University of Wisconsin System; University of Wisconsin Whitewater; City University of Hong Kong
摘要：This research meaningfully connects the literatures on identification and business ethics by proposing the new construct of moral identification. Moral identification is defined here as the perception of oneness or belongingness associated with an organization that exhibits ethical traits (e.g., care, kindness, and compassion), which also involves a deliberate concern of the membership with an ethical organization. Integrating social identity theory with theory on the moral self, this research...
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作者：Berry, Christopher M.; Zhao, Peng
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Predictive bias studies have generally suggested that cognitive ability test scores overpredict job performance of African Americans, meaning these tests are not predictively biased against African Americans. However, at least 2 issues call into question existing over-/underprediction evidence: (a) a bias identified by Aguinis, Culpepper, and Pierce (2010) in the intercept test typically used to assess over-/underprediction and (b) a focus on the level of observed validity instead of operation...
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作者：Huang, Jason L.; Chiaburu, Dan S.; Zhang, Xin-an; Li, Ning; Grandey, Alicia A.
作者单位：Wayne State University; Texas A&M University System; Texas A&M University College Station; Shanghai Jiao Tong University; University of Iowa; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Cumulative research indicates that deep acting has a nonsignificant relationship with employee exhaustion, despite arguments that deep acting can be beneficial. To illuminate when deep acting leads to more positive employee outcomes, we draw on the resource conservation perspective to propose a within-individual model of deep acting that focuses on service employees' daily fluctuation of emotional labor and emotional exhaustion. Specifically, we propose that the ongoing experience of felt chal...
