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作者：Ruggs, Enrica N.; Hebl, Michelle R.; Williams, Amber
作者单位：University of North Carolina; University of North Carolina Charlotte; Rice University; University of Michigan System; University of Michigan
摘要：In recent years, the literature on the stigma of obesity has grown but there still remains a paucity of research examining specific issues associated with its impact in the workplace. In the current study, we examine 3 such issues related to the influence of weight-based stigmatization in retail settings. First, we highlight research on the impact of obesity in men often is minimized or altogether excluded, and we examine whether weight-based stigmatization influences men in authentic retail s...
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作者：Zhan, Yujie; Wang, Mo; Shi, Junqi
作者单位：Wilfrid Laurier University; State University System of Florida; University of Florida; Sun Yat Sen University
摘要：Bridge employment refers to the labor force participation after people retire from career jobs. It is becoming a prevalent phenomenon for retirees transitioning from employment to complete work withdrawal. Building on existing literature on retirement transition and older adults' work motivation, the present study examined the effects of 3 motivational orientations (i. e., status striving, communion striving, and generativity striving) in relating to retirees' bridge employment participation (...
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作者：Riza, Shoshana Dobrow; Heller, Daniel
作者单位：University of London; London School Economics & Political Science; Tel Aviv University
摘要：While making early career decisions in which pursuing what one loves and earning a secure living are at odds with one another, when and why will the intrinsic considerations prevail over the extrinsic considerations? We posit that a key factor in resolving this dilemma in favor of the intrinsic side of the career is the sense of calling, a consuming, meaningful passion people experience toward the domain. We test the connection between early callings (in adolescence) and later career pursuit (...
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作者：Chen, Zhijun; Zhu, Jing; Zhou, Mingjian
作者单位：University of Western Australia; Hong Kong University of Science & Technology; Harbin Institute of Technology
摘要：Building on a social identity framework, our cross-level process model explains how a manager's servant leadership affects frontline employees' service performance, measured as service quality, customer-focused citizenship behavior, and customer-oriented prosocial behavior. Among a sample of 238 hairstylists in 30 salons and 470 of their customers, we found that hair stylists' self-identity embedded in the group, namely, self-efficacy and group identification, partially mediated the positive e...
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作者：Duguid, Michelle M.; Thomas-Hunt, Melissa C.
作者单位：Washington University (WUSTL); University of Virginia
摘要：The deleterious effects of stereotyping on individual and group outcomes have prompted a search for solutions. One approach has been to increase awareness of the prevalence of stereotyping in the hope of motivating individuals to resist natural inclinations. However, it could be that this strategy creates a norm for stereotyping, which paradoxically undermines desired effects. The present research demonstrates that individuals who received a high prevalence of stereotyping message expressed mo...
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作者：Kouchaki, Maryam; Desai, Sreedhari D.
作者单位：Northwestern University; University of North Carolina; University of North Carolina Chapel Hill
摘要：People often experience anxiety in the workplace. Across 6 studies, we show that anxiety, both induced and measured, can lead to self-interested unethical behavior. In Studies 1 and 2, we find that compared with individuals in a neutral state, anxious individuals are more willing (a) to participate in unethical actions in hypothetical scenarios and (b) to engage in more cheating to make money in situations that require truthful self-reports. In Studies 3 and 4, we explore the psychological mec...
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作者：Oc, Burak; Bashshur, Michael R.; Moore, Celia
作者单位：Bocconi University; Singapore Management University; University of London; London Business School
摘要：Subordinates are often seen as impotent, able to react to but not affect how powerholders treat them. Instead, we conceptualize subordinate feedback as an important trigger of powerholders' behavioral self-regulation and explore subordinates' reciprocal influence on how powerholders allocate resources to them over time. In 2 experiments using a multiparty, multiround dictator game paradigm, we found that when subordinates provided candid feedback about whether they found prior allocations to b...
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作者：Naveh, Eitan; Katz-Navon, Tal
作者单位：Technion Israel Institute of Technology; Reichman University
摘要：This study presents and tests an intervention to enhance organizational climate and expands existing conceptualization of organizational climate to include its influence on employee behaviors outside the organization's physical boundaries. In addition, by integrating the literatures of climate and work-family interface, the study explored climate spillover and crossover from work to the home domain. Focusing on an applied practical problem within organizations, we investigated the example of r...
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作者：Sikora, David M.; Ferris, Gerald R.; Van Iddekinge, Chad H.
作者单位：California State University System; California Polytechnic State University San Luis Obispo; State University System of Florida; Florida State University
摘要：Strategic human resources management (SHRM) scholars recently have suggested that high-performance work practices (HPWP) implementation might serve as a critical mediator between HPWP and workplace outcomes. This study proposes and tests a model that positions line managers' perceptions regarding the extent to which they implement their organization's HPWP as a mediator of relations between HPWP and employee attitudes (i.e., turnover intentions and participative decision-making perceptions) an...
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作者：Lievens, Filip; Schollaert, Eveline; Keen, Gert
作者单位：Ghent University; HOGENT University College of Applied Sciences & Arts
摘要：In assessment centers (ACs), research on eliciting candidate behavior and evaluating candidate behavior have largely followed independent paths. This study integrates trait activation and trait rating models to posit hypotheses about the effects of behavior elicitation via situational cues on key assessor observation and rating variables. To test the hypotheses, a series of experimental and field studies are conducted. Only when trait-expressive behavior activation and evaluation models work i...
