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作者：Montgomery, Nicole Votolato; Cowen, Amanda P.
作者单位：University of Virginia
摘要：The ambiguous credibility of online allegations can pose a significant threat to an organization's reputation, relationships with stakeholders, and future performance. As a result, addressing false or misleading allegations has emerged as an important priority among corporate executives. In this research, we examine how CEO gender influences the effectiveness of different types of denial responses in the wake of rumor crises. We find that, after reading damaging allegations about an organizati...
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作者：Roth, Philip L.; Bobko, Philip; Shan, Guohou (Jack); Roth, Rebecca W.; Ferrise, Emily; Thatcher, Jason B.
作者单位：Clemson University; Gettysburg College; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; Emory University; University of Colorado System; University of Colorado Boulder; Clemson University
摘要：Researchers have begun to focus on the influence of political affiliation in organizations. In this context, we investigated how doxing (i.e., using social media to post information online with malintent) influences hiring-related decisions. Based on the integration of a political affiliation and state suspicion model, we investigated how a dox containing different types of information (affirming a political party affiliation vs. providing derogatory/negative information about an opposing part...
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作者：Liff, Josh; Mondragon, Nathan; Gardner, Cari; Hartwell, Christopher J.; Bradshaw, Adam
作者单位：Utah System of Higher Education; Utah State University; Utah System of Higher Education; Utah State University
摘要：Interviews are one of the most widely used selection methods, but their reliability and validity can vary substantially. Further, using human evaluators to rate an interview can be expensive and time consuming. Interview scoring models have been proposed as a mechanism for reliably, accurately, and efficiently scoring video-based interviews. Yet, there is a lack of clarity and consensus around their psychometric characteristics, primarily driven by a dearth of published empirical research. The...
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作者：Heyde, Fien; Wille, Bart; Vergauwe, Jasmine; Hofmans, Joeri; De Fruyt, Filip
作者单位：Ghent University; Vrije Universiteit Brussel; Ghent University
摘要：The vast majority of studies on trait narcissism have adopted a static unidirectional approach, documenting the mainly detrimental effects of this trait on a variety of work outcomes. The present study contributes to this literature by adopting a novel bidirectional perspective, investigating how trait narcissism shapes and is shaped by our experiences at work. Specifically, this study examines how trait narcissism develops during the first 6 years after the transition from college to work, an...
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作者：Gabriel, Allison S.; Chawla, Nitya; Rosen, Christopher C.; Lee, Young Eun; Koopman, Joel; Wong, Elena M.
作者单位：Purdue University System; Purdue University; University of Minnesota System; University of Minnesota Twin Cities; University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; Florida State University; Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Arizona; Purdue University System; Purdue University
摘要：It is clear that sexual harassment has a profound impact on the victims who are targets of these egregious behaviors. Comparably less is known, however, about how other members of the organization react affectively and behaviorally when these acts transpire, and who has stronger reactions to such events. In the current research, we draw from the sexual harassment and vicarious mistreatment literatures to develop a theoretical model that considers how bystanders react behaviorally to ambient ha...
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作者：Matusik, James G.; Poulton, Emily C.; Ferris, D. Lance; Johnson, Russell E.; Rodell, Jessica B.
作者单位：University System of Georgia; University of Georgia; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Michigan State University; Michigan State University's Broad College of Business
摘要：The PCMT model of organizational support conceptualizes organizational support as consisting of four forms that differ in terms of their perceived target and ascribed motive. Across six studies (n = 1,853), we create and validate a psychometrically reliable scale that captures these four forms of organizational support, as well as offer a theoretical advancement to the organizational support literature. In particular, the first five studies involve content validation; assessment of factor anal...
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作者：Paluch, Rebecca M.; Shum, Vanessa
作者单位：University of British Columbia; Simon Fraser University; California State University System; California State University San Marcos
摘要：In response to calls for greater diversity, equity, and inclusion (DEI) in the workplace, many organizations have implemented a leadership role dedicated to advancing DEI. Although prior research has found that the traditional leader is associated with being White, anecdotal evidence suggests DEI leader roles are predominantly held by non-White individuals. To examine this contradiction, we draw on social role and role congruity theories to conduct three preregistered experimental studies (N =...
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作者：Javalagi, Anoop A.; Newman, Daniel A.; Li, Mengtong
作者单位：Northwestern University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：We advance the trait approach to leadership by leveraging a large multinational database on leader emergence (k = 120 samples, N = 32,579) and leader effectiveness (k = 116, N = 42,487) to extend Judge et al.'s (2002) classic meta-analysis of Big Five personality and leadership. By testing novel hypotheses rooted in culturally endorsed implicit leadership theory and socioanalytic theory, we offer three unique insights. First, in collectivist societies (cultures that value interdependence with ...
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作者：Zhang, Qi; Li, Christina S.; Goering, Daniel D.; Kristof-Brown, Amy L.
作者单位：Oregon State University; University of Oklahoma System; University of Oklahoma - Norman; Missouri State University; University of Iowa; Oregon State University
摘要：Research has identified seven characteristics-value congruence, shared interests, perceived demographic similarity, needs-supplies match, goal similarity, common workstyle, and complementary attributes-on which group members simultaneously evaluate their perceived person-group (PG) fit. Most of extant research has focused on how each characteristic or them as a composite predicts outcomes. However, these variable-centered approaches fail to address how there may be subpopulations of members wh...
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作者：Kuhn, Kristine M.
作者单位：Washington State University
摘要：Pursuant to legislative mandates the proportion of job postings that include wage and salary information has rapidly increased. However, many organizations comply by advertising very broad salary ranges. Here, we examine how the width of a pay range influences prospective applicants' perceptions. Although in other contexts people often exhibit a preference for vaguely specified gains, we draw from decision and signaling theories to hypothesize negative reactions to highly ambiguous pay ranges ...
