2期

最新文章

• Getting Off on the Right Foot: Subjective Value Versus Economic Value in Predicting Longitudinal Job Outcomes From Job Offer Negotiations AI翻译
  作者：Curhan, Jared R.; Elfenbein, Hillary Anger; Kilduff, Gavin J.
  作者单位：Massachusetts Institute of Technology (MIT); University of California System; University of California Berkeley
  摘要：Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention me...
• Recruitment Efforts to Reduce Adverse Impact: Targeted Recruiting for Personality, Cognitive Ability, and Diversity AI翻译
  作者：Newman, Daniel A.; Lyon, Julie S.
  作者单位：University of Illinois System; University of Illinois Urbana-Champaign
  摘要：Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting-based methods for avoiding adverse impact while maintaining aggregate individual productivity. To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability- and personality-based recruiting. Results of an algebraic recruiting model support general rec...
• Union Leadership and Member Attitudes: A Multi-Level Analysis AI翻译
  作者：Hammer, Tove Helland; Bayazit, Mahmut; Wazeter, David L.
  作者单位：Cornell University; Sabanci University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
  摘要：Analyses of union leadership roles show that union presidents should have both a within-union focus and an external focus. The authors combined multi-level survey data front 3,871 union members in 249 local teachers' unions with archival and field staff data to examine relationships between leadership and members' perceptions of union instrumentality and justice, union commitment, and participation. The results showed significant union-level effects on members' beliefs, about, and attitudes to...
• Angry, Guilty, and Conflicted: Injustice Toward Coworkers Heightens Emotional Labor Through Cognitive and Emotional Mechanisms AI翻译
  作者：Spencer, Sharmin; Rupp, Deborah E.
  作者单位：DePauw University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
  摘要：This study drew on fairness theory and affective events theory to explain why individuals' emotional labor is impacted by injustice extended toward coworkers by their customers. Pairs of participants worked side by side as customer-service representatives for a simulated organization. They interacted with fair/unfair customers as well as observed face-to-face service encounters between their coworker and fair/unfair customers. Results indicated that participants' emotional labor increased both...
• Organizational Justice and Men's Likelihood to Sexually Harass: The Moderating Role of Sexism and Personality AI翻译
  作者：Krings, Franciska; Facchin, Stephanie
  作者单位：University of Lausanne; University of Neuchatel
  摘要：This study demonstrated relations between men's perceptions of organizational justice and increased sexual harassment proclivities. Respondents reported higher likelihood to sexually harass under conditions of low interactional justice, suggesting that sexual harassment likelihood may increase as a response to perceived injustice. Moreover, the relation between justice and sexual harassment proclivities was especially marked for men low in agreeableness and high in hostile sexism. This finding...
• Explaining Employment Relationships With Social Exchange and Job Embeddedness AI翻译
  作者：Hom, Peter W.; Tsui, Anne S.; Wu, Joshua B.; Lee, Thomas W.; Zhang, Ann Yan; Fu, Ping Ping; Li, Lan
  作者单位：Arizona State University; Arizona State University-Tempe; University of Miami; University of Washington; University of Washington Seattle; Peking University; Chinese University of Hong Kong
  摘要：The research reported in this article clarifies how employee-organization relationships (EORs) work. Specifically, the authors tested whether social exchange and job embeddedness mediate how mutual-investment (whereby employers offer high inducements to employees for their high contributions) and over-investment (high inducements without corresponding high expected contributions) EOR approaches, which are based on Tsui, Pearce, Porter, and Tripoli's (1997) framework, affect quit propensity and...
• Idiosyncratic Deals: Coworkers as Interested Third Parties AI翻译
  作者：Lai, Lei; Rousseau, Denise M.; Chang, Klarissa Ting Ting
  作者单位：Tulane University; Carnegie Mellon University; Carnegie Mellon University; National University of Singapore
  摘要：Idiosyncratic deals (i-deals for short) are personalized employment arrangements negotiated between individual workers and employers and intended to benefit them both (D. M. Rousseau, 2005). Coworkers acceptance of another's i-deal can ultimately impact its overall effectiveness for the organization. By using a network approach to the study of work group dynamics, this research addresses the contributions coworker relationships with both the i-dealer and their employer make to coworker's willi...