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作者：Zhang, Hong; Majer, Johann M.; Warsitzka, Marco; Trotschel, Roman
作者单位：Leuphana University Luneburg; University of Hildesheim
摘要：Multi-issue negotiations present a complexity-flexibility dilemma: While multiple issues provide structural flexibility-offering opportunities for win-win agreements through variable-sum agreement options-they also entail structural complexity, requiring negotiators to process numerous trade-offs, concession patterns, and agreement alternatives. This research examines how negotiators navigate this dilemma by focusing on issue bracketing strategies-cognitive approaches for managing complexity b...
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作者：Wang, An-Chih; Kim, Tae-Yeol; Chen, Yanyu; Wu, Wen
作者单位：China Europe International Business School; Hope College; National Sun Yat Sen University; Beijing Jiaotong University
摘要：We integrate a self-determination conceptual lens and the social information processing perspective to examine how team members' prosocial motivation profiles are related to team processes and performance. Latent profile analyses based on two independent samples (190 and 110 teams) suggest that around one tenth of the team members and leaders are categorized as inactive helpers (i.e., low in both pleasure- and pressure-based prosocial motivation). Subsequent analyses indicate that the proporti...
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作者：Aguirre-Urreta, Miguel; Yamini, Reza; Ronkko, Mikko
作者单位：State University System of Florida; Florida International University; University of Jyvaskyla
摘要：We revisit MacKenzie et al.'s (2005) influential work on bias in path estimates arising from the misspecification of formative latent variable models as reflective ones. Using simulations, we demonstrate that the bias in unstandardized path coefficients reported by MacKenzie et al. is due to scaling differences rather than model misspecification. When these differences are taken into account, the bias nearly disappears. Building on their work, we also demonstrate that the formative indicators ...
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作者：Gale, Jake; Foulk, Trevor A.; Erez, Amir; Krishnan, Satish; Kim, Hae-Lyeng Rose; Cooper, Binyamin
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Indianapolis; State University System of Florida; University of Florida; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode; Lappeenranta-Lahti University of Technology LUT; Oklahoma State University System; Oklahoma State University - Stillwater; Morgan State University
摘要：Previous literature on commute demands, or the presence of stressors during a commute, has largely concluded that affective processes do not account for the impact of commuting on employees' work behavior. In this article, we challenge this conclusion by showing that when the specific affective state aligned with the distinctive characteristics of commute demands is identified, it spills over into counterproductive work behaviors. Based on core affect theory (Russell, 2003), we propose that co...
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作者：Lin, Szu-Han (Joanna); Ma, Jingjing; Johnson, Russell E.
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作者：Chai, Valentino E.; Converse, Benjamin A.; Garcia, Stephen M.; Chen, Patricia
作者单位：Stanford University; University of Virginia; University of Virginia; University of California System; University of California Davis; University of Texas System; University of Texas Austin
摘要：Rivalries motivate competitive performance but can also increase unethical intentions. Although extant theorizing treats this moral-motivational trade-off as inevitable, we show that rivalry's effect on unethical intentions depends on the tenor of the rivalry. Colder competitive relationships (hostile rivalries) exhibit the competitive profile documented in the literature: stronger motivation and increased unethical intentions. But warmer competitive relationships (amicable rivalries) involve ...
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作者：Makapela, Lonwabo; Triana, Maria Del Carmen; Simmons, Aneika L.; Richard, Orlando C.
作者单位：University of Cape Town; Vanderbilt University; Texas A&M University System; Prairie View A&M University; University of Massachusetts System; University of Massachusetts Amherst
摘要：Despite the CROWN Act of 2022, which stands for Creating a Respectful and Open World for Natural Hair, current hair bias research and frameworks have not fully accounted for how hair microaggressions connect to Black women's experiences at work. Grounded in social identity theory and conservation of resources theory, we introduce the hair and its ramifications model, a comprehensive model on the consequences of hair-related microaggressions with a distinct focus on Black women's hair. We empha...
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作者：Feng, Zhiyu; Ma, Anyi; Dwivedi, Priyanka; Liu, Fangzhou
作者单位：Fudan University; University of Wisconsin System; University of Wisconsin Madison; Texas A&M University System; Texas A&M University College Station; Mays Business School; Sun Yat Sen University; Huazhong University of Science & Technology
摘要：Although research has consistently found that women face social and economic penalties for displaying assertive, dominant agentic qualities often deemed necessary for leadership, limited work has examined how to mitigate the dominance penalty. Integrating the expectation states theory and multidimensional perspectives of agentic perceptions, we found that fostering perceived leader competence attenuated the dominance penalty. Across four studies, including two multiwave, multisource field stud...
