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作者：Smith, Troy A.; Dennerlein, Tobias; Courtright, Stephen H.; Kirkman, Bradley L.; Zhang, Pengcheng
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Purdue University System; Purdue University; University of Iowa; North Carolina State University; Huazhong University of Science & Technology
摘要：As empowering leadership becomes increasingly needed in today's complex organizations, so does the need to understand what motivates leaders to give more (or less) empowering leadership to followers. We draw on threat rigidity theory to examine how followers' challenging and supportive voice differentially impact the extent to which leaders empower their followers. We argue that leaders perceive followers' challenging voice as more threatening and tend to empower them less, whereas leaders per...
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作者：Long, David M.; Colquitt, Jason A.; Burgess, Rachel; Rockmann, Kevin W.
作者单位：University of Notre Dame; Arizona State University; Arizona State University-Tempe
摘要：We conducted a study of aviators who experienced a close brush with death at work, in an effort to better understand how such events influence thoughts about work. Importantly, our initial interviews suggested that participants used conversational storytelling about their close brush with death as a means of enhancing the meaningfulness of their work. That initial finding presented us with a puzzle, as the literatures connecting storytelling to the meaning of work view stories as useful for me...
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作者：Stockdale, Kayden; Hickman, Louis; Liu, Siyi
作者单位：Virginia Polytechnic Institute & State University
摘要：Recently, supervised machine learning models served as alternatives to humans for scoring open-ended assessments, including employment interviews. More recently, large language models (LLMs) emerged as alternative raters that do not require task-specific training data. However, interview evaluation design considerations have predominantly been conceptualized for human raters, and thus, it is unclear whether the psychometric benefits of interview evaluation best practices generalize to LLM rate...
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作者：Liu, Xuemei; Wang, Ying; Huang, Mingpeng; Xu, Minya; Liu, Dong; He, Yujing
作者单位：Zhongnan University of Economics & Law; University of International Business & Economics; Peking University; University System of Georgia; Georgia Institute of Technology; Midea
摘要：Locus of control (LOC) has been recognized as a key individual disposition shaping employee behavior; however, its relationship with risk-taking behaviors such as prohibitive voice remains inconclusive. This research extends the literature by theorizing and testing a U-shaped relationship between LOC and prohibitive voice. Drawing upon the demands-abilities fit framework, we propose that employees with either strongly internal or strongly external LOC perceive lower risk associated with speaki...
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作者：Locklear, Lauren R.; Kane, Meghan E.; Ehrhart, Mark G.
作者单位：Texas Tech University System; Texas Tech University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; State University System of Florida; University of Central Florida
摘要：Leader gratitude expressions are widely viewed as a powerful tool to build relationships with and foster the well-being of followers. The present research moves beyond the impact of that gratitude to address whether and how leader gratitude spreads beyond immediate subordinates to influence others throughout the organizational hierarchy. Existing perspectives suggest that leader behaviors may spread via behavioral imitation or emotional contagion, yet gratitude-an appraisal-dependent emotion-l...
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作者：Feng, Zhiyu; Liu, Fangzhou; Shum, Priscilla Lok-Chee; Lee, Rui Ling; Wang, Dawei; Savani, Krishna
作者单位：Fudan University; Sun Yat Sen University; Hong Kong Polytechnic University; University of Hong Kong
摘要：Most interventions aimed at reducing hiring discrimination focus on eliminating people's biases through diversity training, yet such approaches have achieved limited success. Drawing on social information processing theory, we propose a novel choice architecture intervention, diverse defaults, which involves preselecting a demographically diverse set of candidates. We theorize that diverse defaults function as social information, signaling organizational expectations for diversity in the hirin...
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作者：Chen, Anjier; Mai, Ke Michael; Min Ye, Yamon
作者单位：National University of Singapore; China Europe International Business School
摘要：It takes a village to build an ethical workplace, and employees who witness unethical behavior in the workplace play a crucial role in alerting organizations to wrongdoing and preventing its recurrence. While prior research has primarily focused on personal and intraorganizational factors shaping observer responses to workplace unethical behavior, the potential influence of extraorganizational factors has been largely overlooked. Recognizing that employees often share workplace experiences wit...
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作者：Rees, Laura; Lam, Chak Fu; Du, Qiying (sakura); Yu, Andrew; Wong, Man-Nok; Xie, Hui
作者单位：Oregon State University; Education University of Hong Kong (EdUHK); University of Bath; University of Melbourne; Hong Kong Polytechnic University; Kunming University of Science & Technology
摘要：Scholars increasingly recognize the existence of voice habit, wherein employees speak up automatically without considering relevant situational factors, being able to control their impulse to voice, and exerting effort in deciding whether to voice. However, a lack of theory testing and an absence of a psychometrically valid measure have called into question its theoretical usefulness as well as its construct validity. Moreover, contrary to Lam et al.'s (2018) theorizing on the interpersonal co...
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作者：Liu, Xuan; Zhou, Le; Ali, Abdifatah A.; Liu, Songqi; Mo, Shenjiang
作者单位：Chinese University of Hong Kong; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Minnesota System; University of Minnesota Twin Cities; University System of Georgia; Georgia State University; Zhejiang University
摘要：This research examines how social class origins influence wage goals among college-educated job seekers. Drawing from the social class and job search literatures, we hypothesize that compared with their peers with upper class origins, job seekers with lower class origins (a) set lower wage goals and (b) adjust their wage goals up and down in reaction to changes in their perceived job search progress (i.e., have a stronger positive within-person relationship between perceived job search progres...
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作者：Lee, Hun Whee
作者单位：University System of Ohio; Ohio State University
摘要：In recent decades, many organizations have been restructuring in ways that formally decentralize the necessary resources, information, and sociopolitical support, which is labeled structural empowerment. Although prior research suggests that structural empowerment enhances resource exchanges, I challenge this conventional wisdom by theorizing its potential drawbacks for resource sharing. Integrating the evolutionary perspective of work design and the dominance-prestige model, I developed a com...
