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作者：Gelfand, Michele J.; Brett, Jeanne; Gunia, Brian C.; Imai, Lynn; Huang, Tsai-Jung; Hsu, Bi-Fen
作者单位：University System of Maryland; University of Maryland College Park; Northwestern University; Johns Hopkins University; Western University (University of Western Ontario); University Western Ontario Hospital; National Taiwan University; National Yunlin University Science & Technology
摘要：Within the United States, teams outperform solos in negotiation (Thompson, Peterson, & Brodt, 1996). The current research examined whether this team advantage generalizes to negotiators from a collectivist culture (Taiwan). Because different cultures have different social norms, and because the team context may amplify the norms that are salient in a particular culture (Gelfand & Realo, 1999), we predicted that the effect of teams on negotiation would differ across cultures. Specifically, we p...
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作者：Hannah, Sean T.; Balthazard, Pierre A.; Waldman, David A.; Jennings, Peter L.; Thatcher, Robert W.
作者单位：Wake Forest University; Arizona State University; Arizona State University-Tempe; State University System of Florida; University of South Florida; State University System of Florida; University of South Florida
摘要：Complex contexts and environments require leaders to be highly adaptive and to adjust their behavioral responses to meet diverse role demands. Such adaptability may be contingent upon leaders having requisite complexity to facilitate effectiveness across a range of roles. However, there exists little empirical understanding of the etiology or basis of leader complexity. To this end, we conceptualized a model of leader self-complexity that is inclusive of both the mind (the complexity of leader...
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作者：Heavey, Angela L.; Holwerda, Jacob A.; Hausknecht, John P.
作者单位：State University System of Florida; Florida International University; Cornell University
摘要：Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/...
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作者：Hirschfeld, Robert R.; Cole, Michael S.; Bernerth, Jeremy B.; Rizzuto, Tracey E.
作者单位：University of Colorado System; University of Colorado at Colorado Springs; Texas Christian University; Louisiana State University System; Louisiana State University; Louisiana State University System; Louisiana State University
摘要：We explored whether voluntary survey completion by team members (in aggregate) is predictable from team members' collective evaluations of team-emergent states. In doing so, we reanalyze less-than-complete survey data on 110 teams from a published field study, using so-called traditional and modern missing data techniques to probe the sensitivity of these team-level relationships to data missingness. The multivariate findings revealed that a greater within-team participation rate was indeed re...
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作者：Halbesleben, Jonathon R. B.; Wheeler, Anthony R.; Paustian-Underdahl, Samantha C.
作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Rhode Island; University of Rhode Island; University of Alabama System; University of Alabama Tuscaloosa
摘要：The notion that strain can result as employees' resources are threatened or lost is well established. However, the transition from resource threats to resource losses is an important but understudied aspect of employee strain. We argue that the threat-to-loss transition triggers accelerated resource loss and a shift in how employees utilize their remaining resources unless employees engage in recovery experiences during the transition. Using a discontinuous change framework, we examine employe...
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作者：Meier, Laurenz L.; Spector, Paul E.
作者单位：State University System of Florida; University of South Florida
摘要：Previous research has clearly shown that work stressors are positively related to counterproductive work behavior (CWB). Most of these studies, however, used cross-sectional designs, which limits insight into the direction of effects. Nevertheless, it has been assumed that work stressors have a causal effect on CWB, but the role of CWB as an antecedent of work stressors has been neglected. The present study examined lagged reciprocal relationships between work stressors and CWB. We assumed tha...
