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作者：Fine, Saul; Goldenberg, Judith; Noam, Yair
摘要：Promotion decisions focus primarily on the successes of those selected, with surprisingly little attention given to the outcomes of those rejected. Negative emotional reactions among rejected candidates, for example, may motivate retaliations against the organization in the form of counterproductive work behaviors (CWBs). Indeed, in a sample of 568 military officer training candidates, we found a greater incidence of CWB among rejected versus accepted candidates, which peaked within 6 months a...
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作者：Mai, Ke Michael; Ellis, Aleksander P. J.; Christian, Jessica Siegel; Porter, Christopher O. L. H.
作者单位：National University of Singapore; University of Arizona; University of North Carolina; University of North Carolina Chapel Hill; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an ...
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作者：Sinha, Ruchi; Janardhanan, Niranjan S.; Greer, Lindred L.; Conlon, Donald E.; Edwards, Jeffery R.
作者单位：University of South Australia; University of Texas System; University of Texas Austin; Stanford University; Michigan State University; University of North Carolina; University of North Carolina Chapel Hill
摘要：Task conflict has been the subject of a long-standing debate in the literature-when does task conflict help or hurt team performance? We propose that this debate can be resolved by taking a more precise view of how task conflicts are perceived in teams. Specifically, we propose that in teams, when a few team members perceive a high level of task disagreement while a majority of others perceive low levels of task disagreement-that is, there is positively skewed task conflict, task conflict is m...
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作者：Campagna, Rachel L.; Mislin, Alexandra A.; Kong, Dejun Tony; Bottom, William P.
作者单位：University System Of New Hampshire; University of New Hampshire; American University; University of Houston System; University of Houston; Washington University (WUSTL)
摘要：Recent research indicates that expressing anger elicits concession making from negotiating counterparts. When emotions are conveyed either by a computer program or by a confederate, results appear to affirm a long-standing notion that feigning anger is an effective bargaining tactic. We hypothesize this tactic actually jeopardizes postnegotiation deal implementation and subsequent exchange. Four studies directly test both tactical and strategic consequences of emotional misrepresentation. Fals...
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作者：Tarakci, Murat; Greer, Lindred L.; Groenen, Patrick J. F.
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Stanford University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：Power differences are ubiquitous in social settings. However, the question of whether groups with higher or lower power disparity achieve better performance has thus far received conflicting answers. To address this issue, we identify 3 underlying assumptions in the literature that may have led to these divergent findings, including a myopic focus on static hierarchies, an assumption that those at the top of hierarchies are competent at group tasks, and an assumption that equality is not possi...
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作者：Ellingson, Jill E.; Tews, Michael J.; Dachner, Alison M.
作者单位：University System of Ohio; Ohio State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University System of Ohio; John Carroll University
摘要：This paper draws on life stage theory, ethnographic research conducted in the service sector, and evidence for secondary segmentation within the low-wage/low-skill labor force to offer evidence that social bond development with coworkers can help reduce the high rate of turnover observed in low-wage/low-skill service work. Contrary to the belief that these employees will leave before social ties can develop, constituent attachment was found to be the only significant predictor of turnover in 2...
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作者：Veiga, Serge P. da Motta; Gabriel, Allison S.
作者单位：American University; University of Arizona
摘要：Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of one's motivation-ranging from autonomous to controlled-can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) wh...
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作者：Windscheid, Leon; Bowes-Sperry, Lynn; Kidder, Deborah L.; Cheung, Ho Kwan; Morner, Michele; Lievens, Filip
作者单位：Witten Herdecke University; Western New England University; University of Hartford; George Mason University; Ghent University
摘要：To attract a gender diverse workforce, many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment between words and actions (i.e., a diversity mixed message) because most organizations are male dominated, especially in board positions. We conducted 3 studies to investigate the potentially indirect effect of such diversity mixed messages through perceived behavioral integrity on employer attractiveness. In Study 1, ...
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作者：Breuer, Christina; Hueffmeier, Joachim; Hertel, Guido
作者单位：University of Munster; Dortmund University of Technology; University of Munster
摘要：Team trust has often been discussed both as requirement and as challenge for team effectiveness, particularly in virtual teams. However, primary studies on the relationship between trust and team effectiveness have provided mixed findings. The current review summarizes existing studies on team trust and team effectiveness based on meta-analytic methodology. In general, we assumed team trust to facilitate coordination and cooperation in teams, and therefore to be positively related with team ef...
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作者：Loschelder, David D.; Troetschel, Roman; Swaab, Roderick I.; Friese, Malte; Galinsky, Adam D.
作者单位：Saarland University; Leuphana University Luneburg; INSEAD Business School; Columbia University
摘要：Does making the first offer increase or impair a negotiator's outcomes? Past research has found evidence supporting both claims. To reconcile these contradictory findings, we developed and tested an integrative model-the Information-Anchoring Model of First Offers. The model predicts when and why making the first offer helps versus hurts. We suggest that first offers have 2 effects. First, they serve as anchors that pull final settlements toward the initial first-offer value; this anchor funct...
