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作者：Yan, Liuxin; Chen, Anjier
作者单位：Tsinghua University; National University of Singapore
摘要：Perceptions of motivation play a critical role in shaping workplace treatment, yet little is known about how such perceptions are socially constructed. Drawing on social exchange theories and perspectives on interdependent versus independent self, we propose an ethnic-stereotype perspective of perceived motivation, suggesting that Asian employees are perceived as having higher controlled motivation-being driven by external pressures and expectations rather than personal volition-which leads su...
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作者：Thomas, Jeffrey P.; Booth, Jonathan E.; Thompson, Phillip S.; Bolino, Mark C.
作者单位：Virginia Polytechnic Institute & State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：Previous research indicates that employees often believe that it is too risky to voice their concerns about organizational problems; however, prospect theory suggests that people are more willing to take risks when problems are framed in terms of potential losses rather than potential gains. To reconcile these perspectives, we draw on prospect theory and the principle of loss aversion to explain why loss framing (compared to gain framing) will increase employees' willingness to engage in voice...
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作者：Tomova Shakur, Teodora K.; Derfler-Rozin, Rellie
作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
摘要：Employee referrals are commonly used by organizations due to their numerous benefits. However, it remains unclear how organizational incumbents, who are uninvolved in the hiring process, perceive and react to referral beneficiaries. Although traditional views suggest that the presence of a referral signals merit, incumbents' perceptions may differ. We theorize that incumbents are more likely to perceive referral beneficiaries as less merited than nonreferred employees due to perceived legitima...
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作者：Zhou, Huaikang; Chen, Jiatan; Li, Ning; Liu, Junyuan
作者单位：Tsinghua University
摘要：Investigating early turnover among organizational newcomers, our study reveals how excessive communications with fellow newcomers during initial entry significantly increase departure risk. Through analyzing daily behavioral data of communications between 8,043 newcomers and nearly 20,000 existing employees in a high-tech firm, we demonstrate that when newcomers spend a disproportionate amount of their early communications with cohort newcomers rather than established employees, they face elev...
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作者：Sala, Gabriel R.; Do, Boram; Harrison, Spencer; Bartunek, Jean
作者单位：University System of Georgia; University of Georgia; Yonsei University; INSEAD Business School; Boston College
摘要：From Aristotle through Ren & eacute; Descartes, Adam Smith, and Charles Darwin, surprise has been a source of fascination and many questions in philosophy and social sciences. Yet, the definitions of surprise, as well as its implications for individuals in organizations, have been siloed leading to notable confusion and debates in recent research. This integrative review synthesizes insights from psychology, management, and other related fields to provide a comprehensive understanding of surpr...
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作者：Yu, Kaili; Li, Wen-Dong; Yang, Weiwen; Zheng, Yanglei; Zhang, Zhen; Dormann, Christian; Zhang, Huanxi; Zacher, Hannes
作者单位：Chinese University of Hong Kong; Southern Methodist University; Johannes Gutenberg University of Mainz; Adelaide University; University of Adelaide
摘要：Challenging the traditional perspective in organizational research that personality traits represent stable predictors of work outcomes, researchers have begun investigating how work experiences fuel personality trait development. Yet, research has yielded mixed findings on whether work experiences (e.g., job satisfaction) can indeed shape personality adaptation. Drawing on recent development in personality science highlighting influences of psychological and idiosyncratic work experiences as ...
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作者：Farh, Crystal I. C.; Middlebrook, Blair E.; Oh, Kyoungjo (Jo); Lee, Stephen H.; Yu, Andrew; Fowler, Robin R.; Camacho, Gwendalyn A.
作者单位：University of Washington; University of Washington Seattle; California State University System; California Polytechnic State University San Luis Obispo; University of Connecticut; Washington State University; University of Melbourne; University of Michigan System; University of Michigan
摘要：Recent research indicates that performance benefits on complex tasks accrue when members with diverse social identities speak up and their voice is enacted-that is, incorporated into the team's approach to the task. In this article, we argue that the cost of not enacting diverse members' voice may extend beyond performance to negatively affect their belonging. Integrating social belonging theory with the literature on gender and voice, we examine the case of women in traditionally male-dominat...
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作者：Klein, Katherine J.; Schwartz, Shoshana; Keller, J. R.; Harrison, David A.; Vittengl, Jeffrey R.; Cohen, N. Andrew
作者单位：University of Pennsylvania; Christopher Newport University; Cornell University; University of Texas System; University of Texas Austin; University of Denver
摘要：Leadership transitions are a fact of organizational life, yet the impact of successors' leadership behavior on organizational outcomes is little understood. Building on change readiness, uncertainty management, and romance of leadership theory and research, we propose a novel theory describing the distinctive effects of successors' versus incumbents' leadership behavior in driving change in collective engagement and organizational performance. We theorize that when employees perceive a great n...
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作者：Lim, Grace J. H.; Pitesa, Marko
作者单位：Nanyang Technological University; Singapore Management University
摘要：Motivated by observations that workers from lower social class backgrounds often experience lower career outcomes even after securing desirable jobs, we adopted an abductive approach-combining theory (the newcomer personal capital framework) with qualitative evidence from open-ended accounts (Study 1)-to identify three challenges these workers face after joining organizations as newcomers: limited cultural capital (i.e., institutional knowledge), lower social capital (i.e., social self-efficac...
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作者：Fu, Sherry (Qiang); Dimotakis, Nikolaos; Koopman, Joel
作者单位：Colorado State University System; Colorado State University Fort Collins; Oklahoma State University System; Oklahoma State University - Stillwater; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：New statistical methods are excitedly received by researchers' eager to apply them in their own research. Widespread adoption tends to occur after a critical mass of exemplars is published in top-tier journals such as Journal of Applied Psychology as this serves not only as a credibility signal but also as a template for subsequent researchers. However, this process can inadvertently allow unrecognized limitations, constraints, or suboptimal decisions to be propagated through subsequent resear...
