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作者：Kim, Eugene; Glomb, Theresa M.
作者单位：University System of Georgia; Georgia Institute of Technology; University of Minnesota System; University of Minnesota Twin Cities
摘要：Drawing from victim precipitation, social comparison, and identity theories, this study develops and tests an integrative model of the victimization of high-performing employees. We examine envy as an explanatory mechanism of the victimization of high performers from fellow group members and propose work group identification as a moderator of this envy mechanism. Study 1, in a sample of 4,874 university staff employees in 339 work groups, supports the proposition that high performers are more ...
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作者：Venkataramani, Vijaya; Labianca, Giuseppe (Joe); Grosser, Travis
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作者：Judge, Timothy A.; Simon, Lauren S.; Hurst, Charlice; Kelley, Ken
作者单位：University of Notre Dame; University of London; University College London; Portland State University; Western University (University of Western Ontario)
摘要：Historically, organizational and personality psychologists have ignored within-individual variation in personality across situations or have treated it as measurement error. However, we conducted a 10-day experience sampling study consistent with whole trait theory (Fleeson, 2012), which conceptualizes personality as a system of stable tendencies and patterns of intraindividual variation along the dimensions of the Big Five personality traits (Costa & McCrae, 1992). The study examined whether ...
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作者：Huang, Xu; Hsieh, J. J. Po-An; He, Wei
作者单位：Hong Kong Polytechnic University
摘要：In this study, we investigated whether team-level knowledge sharing moderates the effects of individual-level expertise dissimilarity on individual employees' creativity in research and development (R&D) project teams. Expertise dissimilarity-defined as the difference in expertise and knowledge between a focal team member and her or his fellow team members-was operationalized in terms of the research department to which each member belonged. In Study 1, multilevel analyses of data collected fr...
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作者：Jensen, Jaclyn M.; Patel, Pankaj C.; Raver, Jana L.
作者单位：DePaul University; Ball State University; Queens University - Canada
摘要：Given increased interest in whether targets' behaviors at work are related to their victimization, we investigated employees' job performance level as a precipitating factor for being victimized by peers in one's work group. Drawing on rational choice theory and the victim precipitation model, we argue that perpetrators take into consideration the risks of aggressing against particular targets, such that high performers tend to experience covert forms of victimization from peers, whereas low p...
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作者：Fisher, David M.
作者单位：DePaul University
摘要：Considering the influential nature of context, the current investigation examined whether the relationship between role overload and organizational commitment was affected by various contextual factors. Drawing on the occupational stress literature, structural empowerment and cooperative climate were examined as factors that would mitigate the negative effects of role overload on organizational commitment. In addition, national culture was examined to determine whether empowerment and cooperat...
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作者：Stoverink, Adam C.; Umphress, Elizabeth E.; Gardner, Richard G.; Miner, Kathi N.
作者单位：Northern Illinois University; University of Washington; University of Washington Seattle; Brigham Young University; Texas A&M University System; Texas A&M University College Station; Texas A&M University System; Texas A&M University College Station
摘要：The organizational justice literature has examined the effects of supervisor-focused interpersonal justice climate, or a team's shared perception of the dignity and respect it receives from its supervisor, on a number of important outcomes directed at organizational authorities. Considerably less is known about the potential influence of these shared perceptions on coworker-directed outcomes. In 2 experiments, we predict that a low (unfair) supervisor-focused interpersonal justice climate gene...
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作者：Kwong, Jessica Y. Y.; Wong, Kin Fai Ellick
作者单位：Chinese University of Hong Kong; Hong Kong University of Science & Technology
摘要：Options under escalation situations can be presented as a general class (e. g., investing in electronic products) or be partitioned into disjunctive suboptions within that class (e. g., investing in MP3 players, portable TV game consoles, and other electronic products). Drawing from the theoretical bases of partition priming and mental accounting, this research found support from 4 experiments that (a) a decision maker's commitment to a failing course of action is exaggerated when the escalati...
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作者：Klein, Howard J.; Cooper, Joseph T.; Molloy, Janice C.; Swanson, Jacqueline A.
作者单位：University System of Ohio; Ohio State University; University of Wyoming; Michigan State University; Michigan State University
摘要：This study presents a new approach to assessing commitment reflecting the Klein, Molloy, and Brinsfield (2012) reconceptualization. Klein et al. recast the construct to address issues hindering commitment scholarship, but their claims cannot be tested with existing measures. This paper presents a 4-item measure consistent with the Klein et al. conceptual definition, a measure intended to be unidimensional and applicable across all workplace targets. Our purpose is to present the development of...
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作者：Dragoni, Lisa; Park, Haeseen; Soltis, Jim; Forte-Trammell, Sheila
作者单位：Cornell University
摘要：We argue that studying leaders experiencing a job transition offers a unique opportunity to explore initial changes in leaders' development in their cognition and action. Here, we examine 2 early indicators of leaders' development-their acquisition of knowledge regarding their new role (a cognitive outcome) and the time they allocate toward leading others (a behavioral outcome)-and how supervisors can facilitate these forms of development among transitioning leaders. With a sample of 110 first...
