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作者：Ji, Junkang; Huang, Zhi; Li, Qi
作者单位：Peking University; University of Kentucky; The Chinese University of Hong Kong, Shenzhen
摘要：Firms' harm-inflicting decisions/actions can make firm leaders feel guilt toward those who are harmed, which then motivates them to make restitution through corporate philanthropy. Our primary setting for investigating this proposition is the privatization of Chinese firms. We argue that massive layoffs resulting from privatization triggered guilt among firm leaders to drive corporate philanthropy. The analysis of a national survey of Chinese private firms shows that on average privatized firm...
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作者：Umphress, Elizabeth E.; Greer, Lindred L.; Muir (Zapata), Cindy P.; Knight, Andrew
作者单位：University of Washington; University of Washington Seattle; University of Michigan System; University of Michigan; University of Notre Dame; Washington University (WUSTL)
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作者：Shin, Jihae; Grant, Adam M.
作者单位：Yale University; University of Pennsylvania; University of Pennsylvania
摘要：Although it is widely assumed that procrastination is counterproductive, delaying task progress may have hidden benefits for creativity. Drawing on theories of incubation, we propose that moderate procrastination can foster creativity when employees have the intrinsic motivation and opportunity to generate new ideas. In two experiments in the United States, we tempted participants to engage in varying degrees of procrastination by making different numbers of funny YouTube videos easily accessi...
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作者：Eldor, Liat
作者单位：University of Pennsylvania; Tel Aviv University
摘要：This paper presents a research model for the creation of organizational value through leading by example. I argue that leading by example serves as a unique value-creation driver by enhancing engagement, productivity, and service quality at the business level. Using a strategy-based resource management framework, I also argue that there are synergies between leading by example and the manifestation of organizational core values. My theory is grounded in the strategy-based notion that combining...
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作者：Baer, Michael D.; Frank, Emma L.; Matta, Fadel K.; Luciano, Margaret M.; Wellman, Ned
作者单位：Arizona State University; Arizona State University-Tempe; University System of Georgia; University of Georgia
摘要：The nascent literature on feeling trusted has focused on the notion that it is a benefit to employees and their organizations, with several studies demonstrating a link to improved job performance. It is not surprising, therefore, that the prevailing assumption is that employees will react positively when their supervisors trust them more as opposed to less. Recent research, however, has suggested that the benefits of feeling trusted are accompanied by strains, which some employees may be unwi...
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作者：Schaubroeck, John; Peng, Ann C.; Hannah, Sean T.; Ma, Jingjing; Cianci, Anna M.
作者单位：University of Missouri System; University of Missouri Columbia; University of Missouri System; University of Missouri Columbia; Wake Forest University; Hong Kong University of Science & Technology; Wake Forest University
摘要：We integrate theory and research about individuals' responses to failures and develop a model in which occupational progress failures precipitate ruminative processes that limit the extent to which individuals subsequently act as informal leaders. Our first study, an experiment with a sample of advanced accounting students, found that manipulating poor performance on a simulated certification test promoted ruminative thoughts about the test, which were negatively related to peer ratings of inf...
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作者：Dyer, Jeff; Kryscynski, David; Law, Christopher; Morris, Shad
作者单位：Brigham Young University; University of Michigan System; University of Michigan; University of North Carolina; University of North Carolina Chapel Hill; Brigham Young University
摘要：The firm-specific human capital dilemma suggests that firms generally want employees to make firm-specific investments but that employees prefer not to make them. We suggest that individual performance may moderate this dilemma such that the dilemma increases as individual performance increases-that is, firms may prefer high performers in firm-specific roles while high performers may resist these roles more than their lower-performing counterparts. We examine our extended firm-specific human c...
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作者：Tihanyi, Laszlo; DeCelles, Katherine A.
作者单位：Rice University; University of Toronto
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作者：Li, Alex Ning; Tangirala, Subrahmaniam
作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
摘要：We develop and test theory regarding how voice emerges and develops in new supervisor-employee dyads. We propose that employees higher in proactive personality speak up more in early stages of interactions in their dyads. The subsequent path that their voice takes-that is, increasing in a virtuous positive trajectory or decreasing in a vicious negative trajectory-is determined by whether their proactive personality matches their supervisors'. For instance, when paired with supervisors who are ...
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作者：Sherf, Elad N.; Parke, Michael R.; Isaakyan, Sofya
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Pennsylvania; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：Scholars continue to debate whether voice and silence are opposites or distinct constructs. This ambiguity has prevented meaningful theoretical advancements about employees' voice and silence at work. We draw on the behavioral activation and behavioral inhibition systems perspective to provide a conceptual framework for the independence of voice and silence and explicate how two key antecedents-perceived impact and psychological safety-more strongly relate to voice and silence, respectively. W...
