-
作者：Mele-Cormier, Grace; Cable, Daniel M.; Gorbatov, Sergey
作者单位：Harvard University; University of London; London Business School; Vrije Universiteit Amsterdam
摘要：Shock events are highly disruptive, threatening employees' performance and increasing the risk that they quit. Yet, little research has focused on how leaders can help employees adjust in the wake of shock events. We draw on the socialization literature to build theory about how leaders can help employees successfully adjust and adapt following shock events. We propose that humble leaders-because they are open to learning from and seeing value in employees' shock-related experiences-will be mo...
-
作者：Cheshin, Arik; Glikson, Ella; Lavee, Einat; Gabriel, Allison S.
作者单位：University of Haifa; Bar Ilan University; Purdue University System; Purdue University
摘要：The existing emotional labor literature has traditionally focused on face-to-face or voice-to-voice customer service interactions. However, as text-based service exchanges have become increasingly common-and, for many customers, preferred-new research questions have emerged. Specifically, how does emotional labor unfold in text-based communication between customer service representatives (CSRs) and customers? And, relatedly, do these interactions involve different emotional labor strategies co...
-
作者：Fehr, Ryan; Heng, Yu Tse; Wang, Yue; Guo, Yirong
作者单位：University of Washington; University of Washington Seattle; University of Virginia; Xiamen University
摘要：Gratitude expressions have received growing attention from scholars, with research emphasizing its many positive effects on expressers, recipients, and witnesses. Although our knowledge of gratitude expressions' benefits is accumulating, our understanding of its limits is less developed. In this article, we ask when employees' expressions of gratitude toward their leaders positively influence witnesses' perceptions of them, and when they do not. Across three studies including two multiwave sur...
-
作者：Hu, Biyun; Lu, Dizhen; Meng, Liang; Zhang, Yupei
作者单位：Shanghai International Studies University; Shanghai International Studies University; Shanghai International Studies University
摘要：The prevailing viewpoint has long depicted employee time theft as inherently detrimental. However, this perspective may stem from a limited understanding of the underlying motives that drive such behavior. Time theft can paradoxically be motivated by neutral and even laudable intentions, such as promoting work efficiency, thus rendering it potentially beneficial and constructive. Across three mixed-methods studies, we explore the motives behind employee time theft, develop and validate an inst...
-
作者：Kim, Sohee; Park, Youngah; Liang, Yijue
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; George Mason University
摘要：Despite the well-established gendered nature of sexual harassment, with women predominantly targeted, it remains unclear whether men and women observers exhibit different behavioral responses to workplace sexual harassment, and if so, why. Given the significant role of observers' actions, understanding how and under which conditions gender influences their positive and negative behaviors has theoretical and practical importance. Drawing on the social role theory of gender, this research examin...
-
作者：Sun, Shuhua; Li, Zhuyi Angelina; Foo, Maw-Der; Zhou, Jing; Lu, Jackson G.
作者单位：Tulane University; Renmin University of China; Nanyang Technological University; Rice University; Massachusetts Institute of Technology (MIT)
摘要：We develop a theoretical perspective on how and for whom large language model (LLM) assistance influences creativity in the workplace. We propose that LLM assistance increases employees' creativity by providing cognitive job resources. Furthermore, we hypothesize that employees with high levels of metacognitive strategies-who actively monitor and regulate their thinking to achieve goals and solve problems-are more likely to leverage LLM assistance effectively to acquire cognitive job resources...
-
作者：Roth, Lenke; Klehe, Ute-Christine
作者单位：Justus Liebig University Giessen
摘要：Despite the large and growing number of studies on psychopathy in the workplace, the field lacks a comprehensive understanding of the link between psychopathy and core workplace-related behaviors. Basing assumptions on social exchange theory, the purpose of this meta-analytic review (k = 166; N = 49,350) is (a) to test the relationship of psychopathy with task performance, organizational citizenship behavior, and counterproductive work behavior, (b) to differentiate the relationships of primar...
-
作者：Wu, Junfeng; Zhang, Zhen; Song, Lynda Jiwen; Zhu, Li
作者单位：University of Texas System; University of Texas Dallas; Southern Methodist University; University of Leeds; Peking University
摘要：Integrating insights from team hierarchy literature and shared leadership research, we propose and test a model that illuminates the positive and negative team processes through which shared leadership relates to team creativity. We use a social network lens to examine both shared leadership level (indexed by team density of informal leadership ties) and shared leadership concentration (indexed by team centralization of such ties). With a sample of 136 work teams and three waves of surveys, we...
-
作者：Chen, Jingqiu; Vashdi, Dana R.; Fan, Qingyue; Bamberger, Peter A.; Chen, Gilad
作者单位：Shanghai Jiao Tong University; University of Haifa; Tel Aviv University; University System of Maryland; University of Maryland College Park
摘要：In an effort to extend experiential learning theory to the team level, we develop and test a model capturing and explaining the relative effects of two alternative team learning-based interventions, namely, after-action reviews (AAR) and design thinking (DT; a team problem-solving approach which we argue can be repurposed as a team development intervention). Integrating experiential learning theory with research on episodic team learning, we propose that by engaging the team in a more comprehe...
-
作者：Ng, Thomas W. H.
作者单位：University of Hong Kong
摘要：The literature on psychological contracts has focused on employees' perceptions of their employers' obligations, but not on employees' perceptions of their own obligations. Hence, perceived general obligation has seldom been theorized. This study argues that workplace support (i.e., from the organization, supervisors, and coworkers) and morally relevant traits (i.e., moral identity, conscientiousness, and agreeableness) predict perceived general obligation, that perceived general obligation pr...
