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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：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：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：Cho, Jaee; Morris, Michael W.; Blunden, Hayley; Li, Jie (kassie); Pan, Jingzhou
作者单位：Hong Kong University of Science & Technology; Columbia University; American University; Wilfrid Laurier University; Tianjin University
摘要：Global business often demands cultural accommodation, acting according to a host country's norms. However, cultural accommodation is often deterred by the threat people can feel about betraying their heritage cultural identity. We investigate an important yet unrecognized antecedent of cultural accommodation: the ideologies that people hold about diversity, which we propose shape people's notions that their cultural identity is changeable. Across field, survey, and experimental studies, we exa...
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作者：Cole, Michael S.; Dimotakis, Nikolaos; Bernerth, Jeremy B.
作者单位：Texas Christian University; Oklahoma State University System; Oklahoma State University - Stillwater; California State University System; San Diego State University
摘要：Understanding the root causes of harmful work behaviors is critically important for organizations. Within this context, justice perceptions (particularly interpersonal justice) represent a core area of interest. This literature generally assumes a straightforward, linear response to a given level of equitable treatment: Higher experienced justice yields beneficial outcomes, while lower justice leads to less favorable outcomes. Lost in this view is recognition that employees do not merely evalu...
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作者：Breuer, Christina; Huffmeier, Joachim; Hertel, Guido
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作者：Johnson, Russell E.; Rosen, Christopher C.; Chang, Chu-Hsiang (Daisy); Lin, Szu-Han (Joanna)
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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：Lin, Szu-Han (Joanna); Ma, Jingjing; Johnson, Russell E.
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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...
