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作者：Qin, Xin; Ren, Run; Zhang, Zhi-Xue; Johnson, Russell E.
作者单位：Sun Yat Sen University; Peking University; Michigan State University; Michigan State University's Broad College of Business
摘要：Employees routinely make judgments of 3 kinds of justice (i.e., distributive, procedural, and interactional), yet they may lack clear information to do so. This research examines how justice judgments are formed when clear information about certain types of justice is unavailable or ambiguous. Drawing from fairness heuristic theory, as well as more general theories of cognitive heuristics, we predict that when information for 1 type of justice is unclear (i.e., low in justice clarity), people ...
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作者：Milkman, Katherine L.; Akinola, Modupe; Chugh, Dolly
作者单位：University of Pennsylvania; Columbia University; New York University
摘要：Little is known about how discrimination manifests before individuals formally apply to organizations or how it varies within and between organizations. We address this knowledge gap through an audit study in academia of over 6,500 professors at top U. S. universities drawn from 89 disciplines and 259 institutions. In our experiment, professors were contacted by fictional prospective students seeking to discuss research opportunities prior to applying to a doctoral program. Names of students w...
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作者：Jiang, Kaifeng; Chuang, Chih-Hsun; Chiao, Yu-Ching
作者单位：University of Notre Dame; National Chung Hsing University
摘要：This study theorized and examined the influence of the interaction between Service-Oriented high-performance work systems (HPWSs) and service leadership on collective customer knowledge and service climate. Using a sample of 569 employees and 142 managers in footwear retail stores, we found that Service-Oriented HPWSs and service leadership reduced the influences of one another on collective customer knowledge and service climate, such that the positive influence of service leadership on colle...
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作者：Park, Sanghee; Sturman, Michael C.; Vanderpool, Chelsea; Chan, Elisa
作者单位：Rutgers University System; Rutgers University New Brunswick; Cornell University; Governors State University
摘要：Although it has been argued that leader-member exchange (LMX) is a phenomenon that develops over time, the existing LMX literature is largely cross-sectional in nature. Yet, there is a great need for unraveling how LMX develops over time. To address this issue in the LMX literature, we examine the relationships of LMX with 2 variables known for changing over time: job performance and justice perceptions. On the basis of current empirical findings, a simulation deductively shows that LMX develo...
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作者：Rockstuhl, Thomas; Ang, Soon; Ng, Kok-Yee; Lievens, Filip; Van Dyne, Linn
作者单位：Nanyang Technological University; Ghent University; Michigan State University
摘要：Although the term situational judgment test (SJT) implies judging situations, existing SJTs focus more on judging the effectiveness of different response options (i.e., response judgment) and less on how people perceive and interpret situations (i.e., situational judgment). We expand the traditional SJT paradigm and propose that adding explicit assessments of situational judgment to SJTs will provide incremental information beyond that provided by response judgment. We test this hypothesis acr...
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作者：Giumetti, Gary W.; Schroeder, Amber N.; Switzer, Fred S., III
作者单位：Quinnipiac University; Western Kentucky University; Clemson University
摘要：Despite widespread use of forced distribution rating systems (FDRSs), the potential for this performance appraisal method to lead to adverse impact (AI) in a layoff context has yet to be examined empirically. Thus, the current study uses a Monte Carlo simulation to examine the likelihood of encountering AI violations when an FDRS is used in the context of layoffs. The primary research questions included an examination of how AI violations change depending on the definition of the employment ac...
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作者：Koch, Amanda J.; D'Mello, Susan D.; Sackett, Paul R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Gender bias continues to be a concern in many work settings, leading researchers to identify factors that influence workplace decisions. In this study we examine several of these factors, using an organizing framework of sex distribution within jobs (including male-and female-dominated jobs as well as sex-balanced, or integrated, jobs). We conducted random effects meta-analyses including 136 independent effect sizes from experimental studies (N = 22,348) and examined the effects of decision-ma...
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作者：[Anonymous]
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作者：Adler, Amy B.; Bliese, Paul D.; Pickering, Michael A.; Hammermeister, Jon; Williams, Jason; Harada, Coreen; Csoka, Louis; Holliday, Bernie; Ohlson, Carl
作者单位：United States Department of Defense; United States Army; Walter Reed Army Institute of Research (WRAIR); Eastern Washington University; Research Triangle Institute; United States Military Academy; United States Department of Defense; United States Army; United States Department of Defense; United States Army; United States Military Academy
摘要：Cognitive skills training has been linked to greater skills, self-efficacy, and performance. Although research in a variety of organizational settings has demonstrated training efficacy, few studies have assessed cognitive skills training using rigorous, longitudinal, randomized trials with active controls. The present study examined cognitive skills training in a high-risk occupation by randomizing 48 platoons (N = 2,432 soldiers) in basic combat training to either (a) mental skills training ...
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作者：Beus, Jeremy M.; Dhanani, Lindsay Y.; McCord, Mallory A.
