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作者：Wellman, Ned; Mayer, David M.; Ong, Madeline; DeRue, D. Scott
作者单位：Arizona State University; Arizona State University-Tempe; University of Michigan System; University of Michigan
摘要：Organization members who engage in moral objection by taking a principled stand against ethically questionable activities help to prevent such activities from persisting. Unfortunately, research suggests that they also may be perceived as less warm (i.e., pleasant, nice) than members who comply with ethically questionable procedures. In this article, we draw on role theory to explore how legitimate power influences observers' responses to moral objection. We argue that individuals expect those...
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作者：Swider, Brian W.; Barrick, Murray R.; Harris, T. Brad
作者单位：University System of Georgia; Georgia Institute of Technology; Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas Christian University
摘要：Nearly all employment interviews, even those considered highly structured, begin with a brief meet-and-greet conversation typically coalescing around non-job-related topics (i.e., rapport building). Although applicants and interviewers often view rapport building as an essential, value-adding component of the interview, it may contaminate interviewers' evaluations of answers to subsequently asked structured questions (Levashina, Hartwell, Morgeson, & Campion, 2014). Yet research has not determ...
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作者：Wilhelmy, Annika; Kleinmann, Martin; Koenig, Cornelius J.; Melchers, Klaus G.; Truxillo, Donald M.
作者单位：University of Zurich; Saarland University; Ulm University; Portland State University
摘要：To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key factor for attracting applicants and thus for ensuring organizations' success, no conceptual model about impression management (IM) exists from ...
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作者：Klotz, Anthony C.; Bolino, Mark C.
作者单位：Oregon State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organizations. As such, employee resignations are not well understood. This is unfortunate, because the manner in which employees resign from their jobs may have important implications for both individuals and organizations. In this paper, we use social exchange theory to argue that exchange-based correlates o...
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作者：Lanaj, Klodiana; Johnson, Russell E.; Wang, Mo
作者单位：State University System of Florida; University of Florida; Michigan State University; Michigan State University's Broad College of Business
摘要：Employees help on a regular daily basis while at work, yet surprisingly little is known about how responding to help requests affects helpers. Although recent theory suggests that helping may come at a cost to the helper, the majority of the helping literature has focused on the benefits of helping. The current study addresses the complex nature of helping by simultaneously considering its costs and benefits for helpers. Using daily diary data across 3 consecutive work weeks, we examine the re...
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作者：Li, Ning; Zheng, Xiaoming; Harris, T. Brad; Liu, Xin; Kirkman, Bradley L.
作者单位：University of Iowa; Tsinghua University; Texas Christian University; North Carolina State University
摘要：Many organizations use formal recognition programs (e.g., employee of the month) as a way to publically acknowledge an individual employee's outstanding performance and motivate continued high performance. However, it remains unclear whether emphasizing individual achievement in a team context is beneficial or detrimental for recipients' teammates and, by extension, the team as a whole. Drawing on a social influence perspective, we examine potential spillover effects of individual formal recog...
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作者：Lin, Szu-Han (Joanna); Ma, Jingjing; Johnson, Russell E.
作者单位：Michigan State University; Michigan State University
摘要：The literature to date has predominantly focused on the benefits of ethical leader behaviors for recipients (e.g., employees and teams). Adopting an actor-centric perspective, in this study we examined whether exhibiting ethical leader behaviors may come at some cost to leaders. Drawing from ego depletion and moral licensing theories, we explored the potential challenges of ethical leader behavior for actors. Across 2 studies which employed multiwave designs that tracked behaviors over consecu...
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作者：Olsen, Jesse E.; Martins, Luis L.
作者单位：University of Melbourne; University of Texas System; University of Texas Austin
摘要：We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an organization's diversity management (DM) approach affect perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the organization, as well as the moderating effects of their racioethnicity and the racioethnic ...
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作者：Wu, Chia-Huei; Liu, Jun; Kwan, Ho Kwong; Lee, Cynthia
作者单位：University of London; London School Economics & Political Science; Renmin University of China; Shanghai University of Finance & Economics; Northeastern University - China; Hong Kong Polytechnic University
摘要：Why and when do employees respond to workplace ostracism by withholding their engagement in citizenship behavior? Beyond perspectives proposed in past studies, we offer a new account based on a social identity perspective and propose that workplace ostracism decreases citizenship behavior by undermining employees' identification with the organization. We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. Thes...
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作者：Foulk, Trevor A.; Long, David M.
作者单位：State University System of Florida; University of Florida; William & Mary
摘要：Organizational newcomers are unfamiliar with many aspects of their workplace and look for information to help them reduce uncertainty and better understand their new environment. One aspect critical to newcomers is the disposition of their supervisor-the person who arguably can impact the newcomer's career the most. To form an impression of their new supervisor, newcomers look to social cues from coworkers who have interpersonal contact with the supervisor. In the present research, we investig...
