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作者：Mazei, Jens; Rudolph, Cort W.; Zacher, Hannes; Hueffmeier, Joachim
作者单位：Dortmund University of Technology; Wayne State University; Leipzig University
摘要：A multiverse analysis allows researchers to systematically evaluate the support for a hypothesis across a range of sensible ways in which data can be prepared for statistical analysis and/or be analyzed. Accordingly, multiverse analysis provides insights into the relevance of different approaches to, for instance, dealing with outliers or attrition, creating scales, or using different measures for the same construct. The goal of this article is to illustrate the usefulness of multiverse analys...
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作者：Yu, Kang Yang Trevor; Goh, Kim Huat; Soo, Clara Wen Lin; Yu, Sitong
作者单位：Nanyang Technological University; Nanyang Technological University; Michigan State University; Michigan State University's Broad College of Business
摘要：The powerful effects of electronic word of mouth on employer branding and prehire outcomes suggest a need for employers to formulate effective responses to employer reviews on social media. Using machine learning and text-mining techniques, we identified three distinct types of employer responses to negative reviews (i.e., excuses, apologies, prosocial behavior) and two other types of responses to positive reviews (i.e., ingratiation, exemplification) from a Glassdoor data set. Integrating res...
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作者：Wang, Siting; Liden, Robert C.; Liu, Haiyang; Li, Yixuan; Wang, Hui
作者单位：Hong Kong Baptist University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Leeds; Nanyang Technological University; State University System of Florida; University of Florida; Peking University
摘要：Although ingratiation is a tactic widely adopted by subordinates to influence supervisors, findings on its effectiveness are mixed at best. Drawing upon advancements in attribution theory, we propose a dual-pathway model to explicate the supervisor attributional processes triggered by newcomer ingratiation. On the one hand, supervisors engage in surface-level correspondent inference, taking newcomer ingratiation at face value and associating more ingratiation with greater relationship-building...
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作者：Liu, Lei; Kilduff, Martin; Lee, Sun Young; Fisher, Colin M.
作者单位：University of Exeter; University of London; University College London
摘要：Connections to exceptionally high-performing industry stars facilitate individuals' job attainment. But what are the career consequences for people who benefit initially from star connections? Using balance theory, we integrate social network and basking-in-reflected glory research to examine how high expectations resulting from the persistence of reflected glory affect the evaluation of star-connected employees' performance long after their work associations with stars have ceased. To preserv...
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作者：Tedder-King
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作者：Tedder-King, Alyssa; Prengler, Melanie K.; Sherf, Elad N.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Virginia
摘要：Workplace disparities persist for marginalized individuals-people from groups historically excluded from dominant social, economic, educational, and/or cultural life-who report lower well-being, strained relationships, and worse career outcomes compared to their advantaged counterparts. Allyship behaviors, often defined as actions by advantaged individuals to support marginalized individuals, have been promoted as solutions to such disparities. However, scholarly understanding of allyship beha...
