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作者：Wang, Milo Shaoqing; Steele, Christopher W. J.; Greenwood, Royston
作者单位：University of Alberta; University of Edinburgh
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作者：Leslie, Lisa M.
作者单位：New York University
摘要：The purpose of diversity initiatives is to help groups that face disadvantage in society achieve better outcomes in organizations, but they do not necessarily work as intended. To advance understanding of the effects of diversity initiatives, I develop a typological theory of their unintended consequences. I propose that diversity initiatives produce four unintended consequence types: backfire (negative diversity goal progress), negative spillover (undesirable effects on outcomes other than di...
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作者：Kudesia, Ravi S.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：The dangers of mindless behaviors remain better defined than their remedies. Even as mindfulness becomes increasingly prevalent, we lack clarity on three key questions: What is mindfulness? How does mindfulness training operate? And why might mindfulness matter for organizations? In this article I introduce a new conceptualization of mindfulness, which I call metacognitive practice. Metacognitive practice is so named because it blends insights from metacognition and practice theory to answer t...
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作者：Clair, Judith A.; Humberd, Beth K.; Rouse, Elizabeth D.; Jones, Elise B.
作者单位：Boston College; University of Massachusetts System; University of Massachusetts Lowell; Boston College; Boston College
摘要：Traditional systems for categorizing individuals into demographic groups have become increasingly misaligned with how individuals understand their own demographic identities. For organizational scholars, considering this misalignment has significant implications for theory and empirical research on demographic diversity in organizations; misalignments between traditional categorization systems and individuals' demographic identities also have important implications for managers who seek to cre...
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作者：Tasselli, Stefano
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
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作者：Gill, Michael J.
作者单位：University of Oxford
摘要：I develop a framework to explain workers' diverse responses to similar combinations of control modes across organizations. The framework highlights the importance of two conceptual dimensions that draw together insights from studies of control and resistance in the workplace. The dimension of compatibility considers workers' subjective experiences of the fit between their personhood and modes of control, where alignment can inspire fulfillment and misalignment can prompt suffering. The dimensi...
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作者：Crawford, Wayne S.; Thompson, Merideth J.; Ashforth, Blake E.
作者单位：University of Texas System; University of Texas Arlington; Utah System of Higher Education; Utah State University; Arizona State University; Arizona State University-Tempe
摘要：Dual-earner couples are increasingly prevalent and encounter demands arising from each partner's commitment to various work and life domains. Unfortunately, there has been little theoretical progress in explaining how dual-earner couples navigate work-life shock events, which we define as disruptive, novel, and critical events that require investment of a couple's resources. Drawing from identity and sensemaking theories, we develop a theory of work-life shock events to explain how dual-earner...
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作者：Ravasi, Davide; Etter, Michael; Colleoni, Elanor
作者单位：University of London; University College London; University of London; King's College London
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作者：Wry, Tyler; York, Jeffrey G.
作者单位：University of Pennsylvania; University of Colorado System; University of Colorado Boulder
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作者：Hall, Erika V.; Hall, Alison V.; Galinsky, Adam D.; Phillips, Katherine W.
作者单位：Emory University; University of Texas System; University of Texas Arlington; Columbia University; Columbia University
摘要：Despite increased awareness of a wide range of demographics, existing theory fails to adequately explain how the stereotypes associated with multiple demographic categories (e.g., Black, female, gay, Muslim) combine to influence evaluations of employees. We present MOSAIC-a model of stereotyping through associated and intersectional categories-to explain how stereotypes from various demographic categories influence the expectations for, and visibility of, employees. MOSAIC makes sense of outco...
