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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：Chen, Gilad; Sharma, Payal Nangia; Edinger, Suzanne K.; Shapiro, Debra L.; Farh, Jiing-Lih
作者单位：University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology
摘要：Using cross-cultural laboratory and field studies with samples of leaders, employees, and students from the United States and the People's Republic of China, we examined how team-level stimuli, including empowering leadership and relationship conflict, combine to influence individual members' motivational states of psychological empowerment and affective commitment. As predicted, we found that these motivational states are individually and jointly influenced by teams' level of empowering leade...
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作者：Lam, Catherine K.; Van der Vegt, Gerben S.; Walter, Frank; Huang, Xu
作者单位：City University of Hong Kong; University of Groningen; Hong Kong Polytechnic University
摘要：This study developed a multilevel model of the interpersonal harming behavior associated with social comparison processes in work teams. We tested this model using temporally lagged data from a sample of student teams (Study 1) and cross-sectional data from a sample of work teams in a telecommunication services company (Study 2). In both studies, social relations analyses revealed that in teams with less cooperative goals, comparison to a higher performing team member was positively associated...
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作者：Lang, Jessica; Bliese, Paul D.; Lang, Jonas W. B.; Adler, Amy B.
作者单位：Walter Reed Army Institute of Research (WRAIR); US Army Medical Research Directorate-Georgia (USAMRD-G); United States Department of Defense; United States Army
摘要：The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a rev...
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作者：Ryan, Michelle K.; Haslam, S. Alexander; Hersby, Mette D.; Bongiorno, Renata
作者单位：University of Exeter; University of Groningen; University of Queensland
摘要：The think manager think male (TMTM) association underlies many gender inequalities in the workplace. However, research into the glass cliff has demonstrated that the suitability of male and female managers varies as a function of company performance such that in times of poor performance people may think female (Ryan & Haslam, 2005, 2007). Three studies examined gender and managerial stereotypes in the context of companies that are doing well or doing badly. Study 1 reproduced TMTM association...
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作者：Crook, T. Russell; Todd, Samuel Y.; Combs, James G.; Woehr, David J.; Ketchen, David J., Jr.
作者单位：University of Tennessee System; University of Tennessee Knoxville; University System of Georgia; Georgia Southern University; University of Alabama System; University of Alabama Tuscaloosa; University of North Carolina; University of North Carolina Charlotte; Auburn University System; Auburn University
摘要：Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital-firm performance relationship and investigated 3 moderators suggested by resource-based theory....
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作者：Diestel, Stefan; Schmidt, Klaus-Helmut
作者单位：Dortmund University of Technology; Leibniz Association; Leibniz Institut for Arbeitsforschung an der TU Dortmund (IFADO)
摘要：In the present study, we examine interactive effects of emotional dissonance (ED) and self-control demands (SCDs; impulse control, resisting distractions, and overcoming inner resistances) on emotional exhaustion, depersonalization, depressive symptoms, and absenteeism. We derived the prediction of interactive effects from the well-founded theoretical argument that both sources of work stress draw on and compete for a common limited regulatory resource. On the basis of 2 German samples (1 cros...
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作者：Sauer, Stephen J.
作者单位：Clarkson University
摘要：New leaders face a challenging task when they take charge of their teams. They have to determine how best to guide the work process, and they must understand how their behaviors will affect the members of their team. This research examines how a newly assigned team leader's status moderates subordinates' reactions to different leadership styles to affect assessments of the leader's self-confidence and effectiveness, and how this impacts team performance. Across 2 experimental studies, results ...
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作者：Bashshur, Michael R.; Hernandez, Ana; Gonzalez-Roma, Vicente
作者单位：Pompeu Fabra University; University of Valencia; University of Valencia; University of Valencia
摘要：The authors argue that over time the difference between team members' perception of the organizational support received by the team (or team climate for organizational support) and their manager's perception of the organizational support received by the team has an effect on important outcomes and emergent states, such as team performance and team positive and negative affect above and beyond the main effects of climate perceptions themselves. With a longitudinal sample of 179 teams at Time 1 ...
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作者：Gross, Sven; Semmer, Norbert K.; Meier, Laurenz L.; Kaelin, Wolfgang; Jacobshagen, Nicola; Tschan, Franziska
作者单位：University of Bern; University of Neuchatel
摘要：There is evidence that daily negative events at work enhance fatigue. In contrast, positive events may trigger processes that increase, but also processes that decrease, energetic resources. Accordingly, results regarding a main effect of positive events on fatigue have been mixed. However, a clearer pattern between positive events and fatigue can be expected under adverse circumstances (i.e., accumulation of negative events, high chronic stressors). Positive events may facilitate coping and a...
