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作者：Mai, Ke Michael; Lin, Yupeng; Zhang, Keyuan; Zhang, Rengong (Alex)
作者单位：China Europe International Business School; National University of Singapore; Shanghai Jiao Tong University; University of Ottawa
摘要：This study investigates the unintended effects of legal changes in shareholder litigation on employee injuries, revealing substantial consequences for employee welfare when restrictions are placed on shareholder litigation. Using a quasi-natural experiment involving the adoption of universal demand laws, we found that this reform, aimed at improving operational efficiency, is associated with a 28% increase in workplace injuries. This increase coincided with a marked surge in managerial focus o...
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作者：Rai, Aneesh; Kirgios, Erika L.; Lucas, Brian J.; Milkman, Katherine L.
作者单位：University System of Maryland; University of Maryland College Park; University of Chicago; Cornell University; University of Pennsylvania
摘要：Women continue to be underrepresented in numerous occupations and in the highest echelons of many organizations. This may be due, in part, to disadvantages they face in referral-based hiring and promotion processes, as women are less inclined to ask for referrals and less likely to be referred than men for male-dominated jobs. We integrate insights from the goal-setting and creativity literatures to propose an intervention to boost referrals of women: requesting a greater target number of refe...
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作者：Kleshinski, Catherine E.; Asay, Savannah L.; Watkins, Trevor; Lee, Stephen H.; Krishnan, Satish
作者单位：Indiana University System; Indiana University Bloomington; University of Oklahoma System; University of Oklahoma - Norman; Washington State University; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode; Lappeenranta-Lahti University of Technology LUT
摘要：Existing research implicitly assumes that disclosing one's positive events-known as capitalization-is socially valuable in the workplace because such events are work-related and therefore relevant to coworkers and organizational goals. Indeed, management research has focused on how disclosers of positive work events and their coworkers feel about themselves. Broadening the focus of workplace capitalization to disclosure of positive nonwork events, which we refer to as nonwork-work interpersona...
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作者：Howell, Travis; Welsh, David T.; Hendricks, Bradley E.
作者单位：Arizona State University; Arizona State University-Tempe; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine
摘要：Research on upper echelons theory often portrays founders as stewards who act in their organizations' best interests, requiring less oversight than hired executives. We challenge this view by examining a potential dark side of founder leadership: leader-directed unethical pro-organizational behavior, in which founders direct subordinates to engage in unethical actions to benefit the firm. Integrating social identity theory with social cognitive theory, we shed light on both when and why founde...
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作者：Shukla, Jigyashu; Joseph, Dana L.; Awasty, Nikhil; Scott, Brent A.
作者单位：University of North Carolina; North Carolina A&T State University; State University System of Florida; University of Central Florida; University System Of New Hampshire; University of New Hampshire; Michigan State University
摘要：The ability to perceive emotion is traditionally associated with desirable work outcomes. In the present study, we challenge this assumption by examining whether all emotion perception abilities are created equal. Although the ability to perceive positive emotion may be a blessing because it allows one to see positive emotions in one's environment, the empathic accuracy model suggests that the ability to perceive negative emotion may be a curse because it allows one to see negative emotions in...
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作者：Keeler, Kathleen R.; Barnes, Christopher M.; Huang, Yiming; Gunia, Brian C.; Moy, Jason H.
作者单位：University System of Ohio; Ohio State University; University of Washington; University of Washington Seattle; National University of Singapore; Johns Hopkins University
摘要：In contrast to prior research demonstrating that blue light filtering glasses worn at night improve employee sleep and work outcomes, we build from circadian theory to examine whether morning blue light exposure may provide complementary benefits. A within-person field experiment prompted 182 full-time employees to wear blue light emitting glasses for 30 min each morning over two work weeks. Participants were randomly assigned to a treatment-first or control-first condition, with glasses progr...
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作者：Du, Katherine M.; Ponce de Leon, Rebecca
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; Columbia University
摘要：Authenticity has been promoted for millennia; the modern workplace is no exception. Organizations, too, may espouse an authenticity ideology-encouraging employees to be themselves to achieve success. The espousal of such an ideology might be intended to signal identity safety, particularly to stigmatized job seekers. Instead, however, we propose that an espoused authenticity ideology may ironically frustrate and repel those who experience the most stigma. Across six experiments, we find that s...
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作者：Corgnet, Brice; Hernan-Gonzalez, Roberto; Sayre, Gordon M.; Gachter, Simon
作者单位：emlyon business school; Universite Bourgogne Europe; Burgundy School of Business; emlyon business school; University of Nottingham; IZA Institute Labor Economics
摘要：Performance-based pay is a feature of many modern compensation systems, especially given its enhancing effects for performance and motivation. Despite these benefits, there is also mounting evidence that performance-based pay has costs to employee well-being. To help explain these contrasting effects, we isolate the unique impact of pay uncertainty as a factor common in performance-based pay. Integrating restricted employee sustainability theory (Barnes et al., 2023) with scarcity theory (Mull...
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作者：Tang, Chen; Newman, Daniel A.; Song, Q. Chelsea; Wee, Serena
作者单位：American University; University of Illinois System; University of Illinois Urbana-Champaign; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Western Australia
摘要：For reducing adverse impact, the diversity-validity tradeoff curve approach (De Corte et al., 2007) provides sets of selection predictor weights that can often substantially enhance diversity (i.e., increase adverse impact ratio and number of minority job offers), with no loss of job performance in comparison to unit weights (Wee et al., 2014). A key limitation of this diversity-enhancing approach is the tendency for tradeoff curves to shrink, leading to lesser job performance and diversity ou...
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作者：Xie, Baoguo; Xu, Jia; Fan, Jinyan; Long, Lirong; Litchfield, Robert
作者单位：Wuhan University of Technology; Wuhan University; Auburn University System; Auburn University; Huazhong University of Science & Technology
摘要：The present study examined how several career shocks experienced by students in the health care fields during the COVID-19 pandemic shaped their subsequent occupational calling. Drawing on social information processing theory, we posit that the perceived impact of career shocks is positively related to an improvement in the perceptions of occupational characteristics (i.e., perceived task significance and social worth) and resultant improvement in psychological states (i.e., meaningful work an...
