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作者：Kiazad, Kohyar; Holtom, Brooks C.; Hom, Peter W.; Newman, Alexander
作者单位：Monash University; Georgetown University; Arizona State University; Arizona State University-Tempe
摘要：Integrating the expanding job embeddedness (JE) literature, in this article we advance a multifoci model of JE that is theoretically grounded in conservation of resources (COR) theory. From COR theory, we posit that employees' motivation to acquire and protect resources explains why they become embedded and how they behave once embedded. Our COR-based JE model highlights contextual antecedents that clarify how employees become embedded within different foci. Its multifoci theoretical lens also...
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作者：Parke, Michael R.; Seo, Myeong-Gu; Sherf, Elad N.
作者单位：University System of Maryland; University of Maryland College Park
摘要：Although past research has identified the effects of emotional intelligence on numerous employee outcomes, the relationship between emotional intelligence and creativity has not been well established. We draw upon affective information processing theory to explain how two facets of emotional intelligence-emotion regulation and emotion facilitation-shape employee creativity. Specifically, we propose that emotion regulation ability enables employees to maintain higher positive affect (PA) when f...
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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...
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作者：Dahm, Patricia C.; Glomb, Theresa M.; Manchester, Colleen Flaherty; Leroy, Sophie
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：We examine the relationships between work-to-family conflict, time allocation across work activities, and the outcomes of work satisfaction, well-being, and salary in the context of self-regulation and self-discrepancy theories. We posit work-to-family conflict is associated with self-discrepant time allocation such that employees with higher levels of work-to-family conflict are likely to allocate less time than preferred to work activities that require greater self-regulatory resources (e.g....
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作者：Liu, Wu; Tangirala, Subrahmaniam; Lam, Wing; Chen, Ziguang; Jia, Rongwen Tina; Huang, Xu
作者单位：Hong Kong Polytechnic University; University System of Maryland; University of Maryland College Park; City University of Hong Kong
摘要：Employees often assess whether the social context is favorable for them to speak out, yet little research has investigated how the target's mood might influence the actor's voice behavior. From an affect-associal-information perspective, we explored such potential effects of the target's mood on the actor's promotive voice in 2 empirical studies. In a scenario-based study with 142 MBA students (Study 1), the target's positive mood was positively associated with the actor's intentions to engage...
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作者：Pearsall, Matthew J.; Venkataramani, Vijaya
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University System of Maryland; University of Maryland College Park
摘要：Although members of teams share a common, ultimate objective, they often have asymmetric or conflicting individual goals that shape the way they contribute to, and pursue, the shared goal of the team. Compounding this problem, they are frequently unaware of the nature of these goal asymmetries or even the fact that such differences exist. Drawing on, and integrating, social interdependence and representational gaps theories, we identify 2 emergent states that combine interactively to enable te...
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作者：Sun, Shuhua; van Emmerik, Hetty I. J.
作者单位：Maastricht University
摘要：Does proactive personality always enhance job success? The authors of this study draw on socioanalytic theory of personality and organizational political perspectives to study employees' political skill in moderating the effects of proactive personality on supervisory ratings of employee task performance, helping behaviors, and learning behaviors. Multisource data from 225 subordinates and their 75 immediate supervisors reveal that proactive personality is associated negatively with supervisor...
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作者：Huang, Jason; Liu, Mengqiao; Bowling, Nathan A.
作者单位：Wayne State University
摘要：Insufficient effort responding (IER; Huang, Curran, Keeney, Poposki, & DeShon, 2012) to surveys has largely been assumed to be a source of random measurement error that attenuates associations between substantive measures. The current article, however, illustrates how and when the presence of IER can produce a systematic bias that inflates observed correlations between substantive measures. Noting that inattentive responses as a whole generally congregate around the midpoint of a Likert scale,...
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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：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...
