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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：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：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...
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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：Williams, Larry J.; O'Boyle, Ernest H.
作者单位：University of North Dakota Grand Forks; University of Iowa
摘要：A persistent concern in the management and applied psychology literature is the effect of common method variance on observed relations among variables. Recent work (i. e., Richardson, Simmering, & Sturman, 2009) evaluated 3 analytical approaches to controlling for common method variance, including the confirmatory factor analysis (CFA) marker technique. Their findings indicated significant problems with this technique, especially with nonideal marker variables (those with theoretical relations...
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作者：Gerbasi, Alexandra; Porath, Christine L.; Parker, Andrew; Spreitzer, Gretchen; Cross, Rob
作者单位：Grenoble Ecole Management; Georgetown University; Grenoble Ecole Management; University of Michigan System; University of Michigan; University of Virginia
摘要：In this paper, we establish the relationship between de-energizing relationships and individual performance in organizations. To date, the emphasis in social network research has largely been on positive dimensions of relationships despite literature from social psychology revealing the prevalence and detrimental impact of de-energizing relationships. In 2 field studies, we show that de-energizing relationships in organizations are associated with decreased performance. In Study 1, we investig...
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作者：Porath, Christine L.; Gerbasi, Alexandra; Schorch, Sebastian L.
作者单位：Georgetown University; Grenoble Ecole Management
摘要：Workplace incivility is rampant and on the rise-with costs to individuals and organizations. Despite the increased need for civility, little is known about potential individual benefits of civility, defined as behavior involving politeness and regard for others in the workplace, within workplace norms for respect (Andersson & Pearson, 1999). Recent research has suggested that being civil may be hazardous to influence, power, and income (see Forni, 2002; Judge et al., 2012). Yet, throughout his...
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作者：Kramer, Amit; Chung, Wonjoon
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Many scholars assert that work and family demands are negatively related to individuals' long-term physical health, but few studies have explicitly examined this relationship. Among these exceptions, most have employed a cross-sectional design that is limited in its ability to establish causality. We use body mass index (BMI) that generally increases during one's lifetime as an indicator of physical health, and seek to explore the amount of control individuals may have on this seemingly inevit...
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作者：Kunze, Florian; Raes, Anneloes M. L.; Bruch, Heike
作者单位：University of Konstanz; University of Navarra; IESE Business School; University of St Gallen
摘要：This article extends the conceptual knowledge of average relative subjective age in organizations by exploring organizational-level antecedents and consequences of employees, on average, feeling younger than their chronological age. We draw from the theories of selection-optimization-compensation and socioemotional selectivity to build a theoretical framework for relative subjective age in organizations. We hypothesize that companies in which employees, on average, perceive themselves to be yo...
