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作者：Gunia, Brian C.; Brett, Jeanne M.; Nandkeolyar, Amit K.; Kamdar, Dishan
作者单位：Northwestern University; Indian School of Business (ISB)
摘要：Three studies contrasting Indian and American negotiators tested hypotheses derived from theory proposing why there are cultural differences in trust and how cultural differences in trust influence negotiation strategy. Study 1 (a survey) documented that Indian negotiators trust their counterparts less than American negotiators. Study 2 (a negotiation simulation) linked American and Indian negotiators' self-reported trust and strategy to their insight and joint gains. Study 3 replicated and ex...
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作者：Wiltermuth, Scott S.; Neale, Margaret A.
作者单位：University of Southern California; Stanford University
摘要：Two studies showed that possessing information about a negotiation counterpart that is irrelevant to the negotiation task can impair negotiators' effectiveness because such knowledge impedes effective information exchange. In Study 1, negotiators who possessed diagnostic and nondiagnostic forms of information were each less likely to exchange information about their preferences within the negotiation. However, only those negotiators who possessed nondiagnostic information achieved inferior neg...
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作者：Bledow, Ronald; Schmitt, Antje; Frese, Michael; Kuehnel, Jana
作者单位：Ghent University; Justus Liebig University Giessen; National University of Singapore; Leuphana University Luneburg; University of Konstanz
摘要：On the basis of self-regulation theories, the authors develop an affective shift model of work engagement according to which work engagement emerges from the dynamic interplay of positive and negative affect. The affective shift model posits that negative affect is positively related to work engagement if negative affect is followed by positive affect. The authors applied experience sampling methodology to test the model. Data on affective events, mood, and work engagement was collected twice ...
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作者：Carlson, Dawn S.; Grzywacz, Joseph G.; Ferguson, Merideth; Hunter, Emily M.; Clinch, C. Randall; Arcury, Thomas A.
作者单位：Baylor University; Wake Forest University
摘要：This study examined organizational levers that impact work-family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subseq...
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作者：Shen, Winny; Kiger, Thomas B.; Davies, Stacy E.; Rasch, Rena L.; Simon, Kara M.; Ones, Deniz S.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：This study examines sample characteristics of articles published in Journal of Applied Psychology (JAP) from 1995 to 2008. At the individual level, the overall median sample size over the period examined was approximately 173, which is generally adequate for detecting the average magnitude of effects of primary interest to researchers who publish in JAP. Samples using higher units of analyses (e. g., teams, departments/work units, and organizations) had lower median sample sizes (Mdn approxima...
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作者：Haynie, J. Michael; Shepherd, Dean
作者单位：Syracuse University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Career researchers have focused on the mechanisms related to career progression. Although less studied, situations in which traumatic life events necessitate a discontinuous career transition are becoming increasingly prevalent. Employing a multiple case study method, we offer a deeper understanding of such transitions by studying an extreme case: soldiers and Marines disabled by wartime combat. Our study highlights obstacles to future employment that are counterintuitive and stem from the dis...
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作者：Madjar, Nora; Greenberg, Ellen; Chen, Zheng
作者单位：University of Connecticut; University of Sofia; State University System of Florida; University of South Florida
摘要：This study extends theory and research by differentiating between routine, noncreative performance and 2 distinct types of creativity: radical and incremental. We also use a sensemaking perspective to examine the interplay of social and personal factors that may influence a person's engagement in a certain level of creative action versus routine, noncreative work. Results demonstrate that willingness to take risks, resources for creativity, and career commitment are associated primarily with r...
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作者：Harrison, Spencer H.; Sluss, David M.; Ashforth, Blake E.
作者单位：Boston College; University System of Georgia; Georgia Institute of Technology; Arizona State University; Arizona State University-Tempe
摘要：Using longitudinal data from 123 newcomers across 12 telemarketing organizations, we examined the role of 2 forms of trait curiosity (specific and diversive) as antecedents of proximal adaptation behaviors (information seeking and positive framing) and more distal, in-role and extra-role behaviors (job performance and taking charge). Results suggest that specific curiosity predicts information seeking behaviors, whereas diversive curiosity promotes positive framing. Results also support the re...
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作者：Van Iddekinge, Chad H.; Putka, Dan J.; Campbell, John P.
作者单位：State University System of Florida; Florida State University; University of Minnesota System; University of Minnesota Twin Cities
摘要：Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large va...
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作者：Sinaceur, Marwan; Van Kleef, Gerben A.; Neale, Margaret A.; Adam, Hajo; Haag, Christophe
作者单位：INSEAD Business School; University of Amsterdam; Stanford University; Northwestern University; emlyon business school
摘要：Is communicating anger or threats more effective in eliciting concessions in negotiation? Recent research has emphasized the effectiveness of anger communication, an emotional strategy. In this article, we argue that anger communication conveys an implied threat, and we document that issuing threats is a more effective negotiation strategy than communicating anger. In 3 computer-mediated negotiation experiments, participants received either angry or threatening messages from a simulated counte...
