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作者：Barnes, Liza Y.; Lacerenza, Christina N.; Hardin, Ashley E.
作者单位：Drexel University; University of Colorado System; University of Colorado Boulder; Washington University (WUSTL)
摘要：Existing work offers rich theory on how work-life policies increase autonomy and balance and reduce work-life conflict. However, in moments when life is not merely imbalanced but severely upended, such as during times of severe illness or injury, this focus on balance and autonomy may be less relevant. We explore these moments of suffering by examining an often-overlooked work-life policy: medical leaves of absence. Through a qualitative grounded theory approach, we draw on the perspectives of...
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作者：Sitzmann, Traci; Su, Rong; Kang, Zhengyan
作者单位：University of Colorado System; University of Colorado Denver; University of Iowa
摘要：While the axiom that diversity is a competitive advantage has become commonplace, research has not provided a definitive answer regarding how much diversity is needed to attain this advantage. Critical mass theory proposes that a qualitative shift in group dynamics occurs when minority group representation reaches a threshold, strengthening members' influence on work processes and outcomes. We conducted an integrative conceptual review of 277 studies to evaluate and advance critical mass theor...
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作者：Kang, Yezi; Nguyen, Ngoc Han; de Vries, Thomas A.; van der Vegt, Gerben S.; Rink, Floor A.
作者单位：University of Groningen; University of Economics Ho Chi Minh City
摘要：Organizations are increasingly leveraging internal mobility, the transfer of employees across teams within the organization, to enhance workforce flexibility and meet staffing demands. While prior research highlights the organizational benefits of internal mobility, knowledge remains limited about the process through which transferred employees (i.e., internal movers) successfully integrate into their new context, a critical step for realizing those benefits. Drawing on social and human capita...
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作者：Moon, Benjamin; Daljeet, Kabir N.; Bourdage, Joshua S.; McCrimmon, Adam W.
作者单位：Universite de Montreal; HEC Montreal; Universite de Montreal; University of Calgary; University of Calgary
摘要：Employment selection is a significant contributor to poorer employment outcomes for autistic individuals. However, the impact of conventional employment selection tools on autistic applicants is poorly understood, including the preemployment personality test. Drawing upon the realistic accuracy model and the HEXACO model of personality, we investigated contributors to measurement bias (i.e., noninvariance) and adverse impact (i.e., mean differences) against autistic individuals in self-report ...
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作者：Speer, Andrew B.; Chawota, Takudzwa A.; Rudolph, Cort; Qaqish, Amani
作者单位：Indiana University System; Indiana University Bloomington; Missouri State University; Wayne State University
摘要：Applicant faking on self-report personality measures has long been a concern. One method that might be more resistant to faking is open-ended personality assessments. Guided by a new framework of open-ended faking behavior, we investigated how faking emerges in open-ended personality assessments. Additionally, we examined an alternative form of faking: artificial intelligence (AI)-generated responses. Results showed that elaborate responding (i.e., effortful crafting of narratives, Cohen's d =...
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作者：Dwivedi, Priyanka; Basuthakur, Yashodhara; Devers, Cynthia E.; Karri, Rohan
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Virginia Polytechnic Institute & State University
摘要：Although gender quotas are gaining increasing popularity, evidence on their effectiveness is mixed. While some studies set in Western contexts suggest a positive impact on women's board representation, others demonstrate backlash. Further, because this research primarily treats women as a singular, homogenous group, it overlooks critical intersectionality issues on boards, limiting our understanding of how quotas may shape the outcomes of women directors from marginalized groups. We contribute...
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作者：Sheng, Xiaotian; Andrews, Wendy; van Vugt, Mark
作者单位：Vrije Universiteit Amsterdam
摘要：Humans possess an evolved followership psychology that enables them to identify and endorse different types of leaders depending on situational demands. But what fundamental needs guide these follower endorsements? Across a preliminary study and five validation studies (N = 3,514), we developed and validated the Fundamental Follower Needs Inventory (FFNI)-a psychometrically robust measure that identifies six core follower needs: protection, affiliation, status, guidance (including vision and e...
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作者：Wee, Serena; Newman, Daniel A.; Song, Q. Chelsea; Tang, Chen
作者单位：University of Western Australia; University of Illinois System; University of Illinois Urbana-Champaign; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; American University
摘要：In the study of personnel selection to enhance organizational diversity, Pareto-optimal predictor weights are designed to simultaneously optimize the diversity and job performance of new hires. One aspiration for this approach is to access stronger combinations of diversity and performance outcomes by shifting the diversity-validity trade-off curve outward. The current work examines the role of a particular set of predictors-vocational interests-for their capacity to shift the Pareto trade-off...
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作者：Ho, Grace Ching Chi; Sessions, Hudson
作者单位：Southern Methodist University; Arizona State University; Arizona State University-Tempe
摘要：Research on sharing positives at work-including workplace capitalization, self-promotion, and pride displays-has converged on important insights about the benefits and detriments of supervisors sharing their successes, abilities, and other performance-related attainments. Beyond this realm of capitalizing on their performance excellence, supervisors also have interests in capitalizing on their moral excellence. However, sharing their personal involvement in facilitating positive moral events a...
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作者：Zhong, Rui; He, Yimin; Zheng, Yinbo (Bowie); Barnes, Christopher M.; Wu, Kyle; Wu, Shaoxue
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University System of Georgia; University of Georgia; National University of Singapore; University of Washington; University of Washington Seattle
摘要：While prior research has established that negative gossip can reinforce behavioral norms by deterring inappropriate conduct, these findings have largely been limited to the individual level. Accordingly, it remains unclear how gossip influences team norms at the team level-specifically, whether it continues to reinforce team norms against inappropriate conduct, as suggested by individual-level findings, or instead may backfire to erode such norms. Integrating the social network perspective wit...
