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作者：Bourdage, Joshua S.; Wiltshire, Jocelyn; Lee, Kibeom
作者单位：University of Calgary
摘要：In the present study, we investigated the role of personality in understanding impression management (IM) behaviors. We hypothesized that the HEXACO model of personality could provide an intricate understanding of the dispositional bases of IM behaviors, as well as coworkers' ability to accurately perceive the IM of those they work with. Using 2 samples (N = 176 and N = 366), we found that the common core underlying 5 IM behaviors possesses a strong negative relationship with the personality t...
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作者：Thau, Stefan; Derfler-Rozin, Rellie; Pitesa, Marko; Mitchell, Marie S.; Pillutla, Madan M.
作者单位：INSEAD Business School; University System of Maryland; University of Maryland Baltimore; University System of Georgia; University of Georgia; University of London; London Business School
摘要：This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk on pro-group unethical behavior varies as a fun...
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作者：Homan, Astrid C.; Buengeler, Claudia; Eckhoff, Robert A.; van Ginkel, Wendy P.; Voelpel, Sven C.
作者单位：University of Amsterdam; University of Amsterdam; Constructor University; Jacobs Center on Lifelong Learning & Institutional Development; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Constructor University
摘要：Attaining value from nationality diversity requires active diversity management, which organizations often employ in the form of diversity training programs. Interestingly, however, the previously reported effects of diversity training are often weak and, sometimes, even negative. This situation calls for research on the conditions under which diversity training helps or harms teams. We propose that diversity training can increase team creativity, but only for teams with less positive pretrain...
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作者：Schleicher, Deidra J.; Smith, Troy A.; Casper, Wendy J.; Watt, John D.; Greguras, Gary J.
作者单位：Texas A&M University System; Texas A&M University College Station; University of Texas System; University of Texas Arlington; Singapore Management University
摘要：Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rej...
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作者：Call, Matthew L.; Nyberg, Anthony J.; Thatcher, Sherry M. B.
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：Stars-employees with disproportionately high and prolonged (a) performance, (b) visibility, and (c) relevant social capital-have garnered attention in economics, sociology, and management. However, star research is often isolated within these research disciplines. Thus, 3 distinct star research streams are evolving, each disconnected from the others and each bringing siloed theoretical perspectives, terms, and assumptions. A conceptual review of these perspectives reveals a focus on the expost...
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作者：Kouchaki, Maryam; Wareham, Justin
作者单位：Northwestern University; Utah System of Higher Education; University of Utah
摘要：Across 2 studies, we investigated the ethical consequences of physiological responses to social exclusion. In Study 1, participants who were socially excluded were more likely to engage in unethical behavior to make money and the level of physiological arousal experienced during exclusion-measured using galvanic skin response-mediated the effects of exclusion on unethical behavior. Likewise, in Study 2, results from a sample of supervisor-subordinate dyads revealed a positive relationship betw...
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作者：Reich, Tara C.; Hershcovis, M. Sandy
作者单位：University of London; London School Economics & Political Science; University of Manitoba
摘要：Interpersonal mistreatment at work often occurs in the presence of others; however, these others are rarely examined in empirical research despite their importance to the context of the negative interaction. We conducted 2 experiments to examine how witnessing incivility affects observer reactions toward instigators and targets. In Study 1, participants (N = 60) worked virtually with an ostensible instigator and target. In Study 2, participants (N = 48) worked in vivo with confederates (hired ...
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作者：Davis, Paul R.; Trevor, Charlie O.; Feng, Jie
作者单位：University of Wisconsin System; University of Wisconsin Madison
摘要：Although Bureau of Labor Statistics data reveal that U.S. employers laid off over 30 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by undere...
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作者：Klein, Rachael M.; Dilchert, Stephan; Ones, Deniz S.; Dages, Kelly D.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; City University of New York (CUNY) System; Baruch College (CUNY)
摘要：Age differences on measures of general mental ability and specific cognitive abilities were examined in 2 samples of job applicants to executive positions as well as a mix of executive/nonexecutive positions to determine which predictors might lead to age-based adverse impact in making selection and advancement decisions. Generalizability of the pattern of findings was also investigated in 2 samples from the general adult population. Age was negatively related to general mental ability, with o...
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作者：Eby, Lillian T.; Butts, Marcus M.; Hoffman, Brian J.; Sauer, Julia B.
作者单位：University System of Georgia; University of Georgia; University of Texas System; University of Texas Arlington
摘要：Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring fr...
