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作者：Feng, Jie; Li, Junchao (Jason); Chen, Su; Rubenstein, Alex L.
作者单位：Rutgers University System; Rutgers University New Brunswick; Rutgers University System; Rutgers University New Brunswick; Xiamen University; State University System of Florida; University of Central Florida; Rutgers University System; Rutgers University New Brunswick
摘要：The phenomenon of group turnover has generated substantial yet disconnected scholarly interests. Despite valuable insights gained from the collective turnover literature as well as parallel research concerning related or coordinated quitting, a holistic understanding of the unique group turnover phenomenon is needed, both to synthesize existing research across multiple domains and disciplines and to kindle new inquiries regarding its dynamic nature and developmental process. To this end, we be...
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作者：Costa, Elaine
作者单位：University of Virginia
摘要：Academic interest in reducing discrimination has produced substantial research testing interventions to mitigate biased outcomes. However, disparate findings and a scarcity of studies examining work-related behavioral measures make it challenging to determine which interventions are better suited to reduce workplace discrimination. Derived from the tripartite theory of attitudes and the principle of compatibility, I develop a conceptual model mapping the attitude focus of interventions and cod...
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作者：von Allmen, Nicola; Hirschi, Andreas; Burmeister, Anne; Shockley, Kristen M.
作者单位：University of Bern; Deakin University; University of Cologne; University System of Georgia; University of Georgia
摘要：A growing body of intervention studies is concerned with improving the work-nonwork interface. Extant work-nonwork interventions are diverse in terms of content and effectiveness. We map these interventions onto work-nonwork theories that explain why the interventions should improve proximal work-nonwork outcomes (i.e., conflict, enrichment, balance). Our resulting integrative framework suggests that interventions can affect work-nonwork outcomes via distinct mechanisms, which can be delineate...
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作者：Song, Yifan; Tu, Min-Hsuan; Fang, Yanran; Krishnan, Satish
作者单位：Texas A&M University System; Texas A&M University Kingsville; Zhejiang University; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode
摘要：The fast-changing work environment has created growing hindrances to employee daily goal pursuits and rendered it not uncommon for employees to leave work with unachieved daily work goals. The significant ramifications of unachieved goals on employee well-being and performance thus call for more research efforts to understand how employees respond to unsatisfactory goal progress (e.g., goal-performance discrepancy [GPD]). Interestingly, two paradoxical theoretical perspectives exist on this ma...
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作者：Matta, Fadel K.; Frank, Emma L.; Farh, Crystal I. C.; Lee, Stephanie M.
作者单位：University System of Georgia; University of Georgia; University System Of New Hampshire; University of New Hampshire; University of Washington; University of Washington Seattle; Baylor University
摘要：The burgeoning literature on leader-member exchange (LMX) differentiation indicates that differentiating LMX relationships within groups has both benefits and costs when it comes to group effectiveness. Although some clarity is emerging surrounding the null total effect of LMX differentiation on group performance, we still know little about how leaders themselves shape the differentiation process. In this article, we extend theory to suggest that some leaders may differentiate more effectively...
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作者：Van Iddekinge, Chad H.; Arnold, John D.; Krivacek, Sara J.; Frieder, Rachel E.; Roth, Philip L.
作者单位：University of Iowa; University of Missouri System; University of Missouri Columbia; James Madison University; State University System of Florida; University of North Florida; Clemson University
摘要：Many organizations assess job applicants' academic performance (AP) when making selection decisions. However, researchers and practitioners recently have suggested that AP is not as relevant to work behavior as it used to be due to factors such as grade inflation and increased differences between academic and work contexts. The present meta-analysis examines whether, and under what conditions, AP is a useful predictor of work behavior. Mean correlations (corrected for error in the criterion) b...
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作者：Hagmann, David; Minson, Julia A.; Tinsley, Catherine H.
作者单位：Hong Kong University of Science & Technology; Harvard University; Georgetown University
摘要：Lack of trust is a key barrier to collaboration in organizations and is exacerbated in contexts when employees subscribe to different ideological beliefs. Across five preregistered experiments, we find that people judge ideological opponents as more trustworthy when opposing opinions are expressed through a self-revealing personal narrative than through either data or stories about third parties-even when the content of the messages is carefully controlled to be consistent. Trust does not suff...
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作者：Baxley, Alexa D.; DeSimone, Justin A.; Svyantek, Daniel J.; Noll, Kelley
作者单位：National Aeronautics & Space Administration (NASA); NASA Johnson Space Center; University of Alabama System; University of Alabama Tuscaloosa; Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：The present study outlines the development and initial validation of a conditional reasoning test for risk and incident propensity (CRT-RIP). Individuals carry with them a wide array of experiences, attitudes, and dispositions that may influence their proneness for risk-taking and incident involvement. Yet, measuring risk propensity has proven challenging due to the high levels of transparency found in the self-report measures that are presently available. We initially developed 28 conditional...
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作者：Polin, Beth; Doyle, Sarah P.; Kim, Sijun; Lewicki, Roy J.; Chawla, Nitya
作者单位：Eastern Kentucky University; University of Arizona; Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Ohio; Ohio State University; University of Minnesota System; University of Minnesota Twin Cities
摘要：While it is well understood that the content included in an apology matters, what constitutes an effective apology may differ depending on the gender of the person delivering it. In this article, we test competing theoretical perspectives (i.e., role congruity theory and expectancy violation theory [EVT]) about the relative effectiveness of apologies that include language that conforms (or not) with the gender stereotypes ascribed to the apologizer. Results of four studies supported an EVT per...
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作者：Tewfik, Basima A.; Kim, Daniel; Patil, Shefali V.
作者单位：Massachusetts Institute of Technology (MIT); State University System of Florida; University of Florida; University of Texas System; University of Texas Austin; Massachusetts Institute of Technology (MIT)
摘要：Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term engagement variability. Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emoti...
