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作者：Steiner, Rebekka S.; Hirschi, Andreas; Wang, Mo
作者单位：University of Bern; University of Neuchatel; Deakin University; State University System of Florida; University of Florida; University of Neuchatel
摘要：Work-to-family conflict (WFC) and work-to-family enrichment (WFE) are prevalent experiences among working parents. Past research has highlighted the negative consequences of WFC and the positive implications of WFE for the focal person and crossover effects on significant others, such as spouses. However, research on crossover effects on children is sparse, especially in terms of their emerging work beliefs, such as work centrality. To address this research void, based on social support and ro...
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作者：Resick, Christian J.; Lucianetti, Lorenzo; Mawritz, Mary B.; Choi, Jae Young; Boyer, Stacy L.; D'Innocenzo, Lauren
作者单位：Drexel University; G d'Annunzio University of Chieti-Pescara; Pennsylvania State System of Higher Education (PASSHE); West Chester University of Pennsylvania; Drexel University
摘要：Drawing on goal shielding theory (Shah et al., 2002), our study highlights the roles of bottom-line mentality climates and shared vision in encouraging collective unethical conduct in pursuit of financial results. Consistent with the theory, we hypothesize that high bottom-line mentality leaders shape their unit's bottom-line mentality climate by explicitly clarifying the importance of prioritizing financial results above all else and using motivational resources to encourage a sole focus on b...
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作者：Beham, Barbara; Ollier-Malaterre, Ariane; Allen, Tammy D.; Baierl, Andreas; Alexandrova, Matilda; Artiawati; Beauregard, T. Alexandra; Carvalho, Vania Sofia; Chambel, Maria Jose; Cho, Eunae; Coden da Silva, Bruna; Dawkins, Sarah I.; Escribano, Pablo; Gudeta, Konjit Hailu; Huang, Ting-pang; Jaga, Ameeta; Kost, Dominique; Kurowska, Anna; Leon, Emmanuelle; Lewis, Suzan; Lu, Chang-qin; Martin, Angela; Morandin, Gabriele; Noboa, Fabrizio; Offer, Shira; Ohu, Eugene; Peters, Pascale; Rajadhyaksha, Ujvala; Russo, Marcello; Sohn, Young Woo; Straub, Caroline; Tammelin, Mia; Triki, Leila L.; van Engen, Marloes; Waismel-Manor, Ronit
作者单位：Berlin School of Economics & Law; University of Quebec; University of Quebec Montreal; State University System of Florida; University of South Florida; University of Vienna; University of National & World Economics - Bulgaria; Universitas Surabaya (UBAYA); University of London; Universidade de Lisboa; National Chengchi University; University of Tasmania; Menzies Institute for Medical Research; University of Tasmania; Universidad Adolfo Ibanez; Addis Ababa University; Soochow University - China; University of Cape Town; BI Norwegian Business School; University of Warsaw; heSam Universite; ESCP Business School; Middlesex University; Peking University; Peking University; University of Bologna; Universidad San Francisco de Quito; Universidad San Francisco de Quito; Bar Ilan University; Nyenrode Business University; Governors State University; Yonsei University; Tampere University; Radboud University Nijmegen; Open University Israel; Berlin School of Economics & Law
摘要：Although cross-national work-family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work-family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work-family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Afri...
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作者：Chen, Xingwen; Lee, Cynthia; Hui, Chun; Lin, Weipeng; Brown, Graham; Liu, Jun
作者单位：Fudan University; Northeastern University; University of Hong Kong; Shandong University; University of Victoria; Renmin University of China
摘要：Job-based psychological ownership arises when workers develop personal feelings of possession over various aspects of a job. Drawing on conservation of resources and regulatory focus theory, the current research adopts a resource-based perspective to suggest a double-edged effect on job performance, mediated by three forms of territoriality (marking, defending, expanding) and information exchange and moderated by individual regulatory focus. With a multistep process in Study 1, the authors dev...
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作者：Phan, Vincent; Nishioka, Midori; Beck, James W.; Scholer, Abigail A.
作者单位：University of Waterloo
摘要：Employees often have a great deal of work to accomplish within stringent deadlines. Therefore, employees may engage in shortcut behaviors, which involve eschewing standard procedures during goal pursuit to save time. However, shortcuts can lead to negative consequences such as poor-quality work, accidents, and even large-scale disasters. Despite these implications, few studies have investigated the antecedents of shortcut behaviors. In this research, we propose that employees engage in shortcu...
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作者：Sackett, Paul R. R.; Berry, Christopher M. M.; Lievens, Filip; Zhang, Charlene
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Indiana University System; Indiana University Bloomington; Singapore Management University; Amazon.com
摘要：Oh et al. (2023) question a number of choices made in our article (Sackett et al., 2022); here we respond. They interpret our article as recommending against correcting for range restriction in general in concurrent validation studies; yet, we emphasize that we endorse correction when one has access to the information needed to do so. Our focus was on making range restriction corrections when conducting meta-analyses, where it is common for primary studies to be silent as to the prior basis fo...
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作者：Wang, Wei; Campbell, Elizabeth M. M.; Duffy, Michelle K. K.; Liu, Jun
作者单位：University of Manitoba; University of Minnesota System; University of Minnesota Twin Cities; Wuhan University of Technology; University of Minnesota System; University of Minnesota Twin Cities
摘要：Organizations increasingly encourage, recognize, and reward ethical leadership to preempt the economic and reputational risks associated with ethical failures. At the same time, organizational leadership positions are disproportionately occupied by individuals higher in narcissism. We highlight how the combination of these two phenomena carries important organizational implications by examining how ethical leadership behaviors differentially impact leaders based on their level of narcissism. B...
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作者：Yuan, Zhenyu; Sun, Ui Young; Effinger, Alexander L.; Zhang, Jingyu
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Although leader-member exchange (LMX) theory offers a detailed account of leader-follower relationship building, the importance of LMX agreement as a theoretically meaningful relational phenomenon has received less attention. This has, in turn, limited scholarly understanding of its pivotal role in leader-follower relationships. We conducted a meta-analysis to synthesize the substantive implications of LMX agreement for leader-follower relationships and to further understand which factors may ...
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作者：Dwivedi, Priyanka; Gee, Inn Hee; Withers, Michael C.; Boivie, Steven
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Oklahoma System; University of Oklahoma - Norman; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：An extensive body of research has shed light on the structural challenges and stereotypic barriers that lead female leaders to exit their organizations. However, we know little about the factors that mitigate these exits. In this study, we advance the literature by examining how the chief executive officers (CEO's) diversity-valuing behavior relates to female executives' likelihood of turnover. We integrate insights from the literature on gender inclusive leadership, turnover, and psychologica...
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作者：Schuster, Carolin; Sparkman, Gregg; Walton, Gregory M.; Alles, Anna; Loschelder, David D.
作者单位：Leuphana University Luneburg; Boston College; Stanford University; Leuphana University Luneburg
摘要：Across the globe, men make markedly more money than women, even within the same position. We introduce egalitarian norm messaging as a potential intervention to increase women's salaries and counter the gender pay gap. In two preregistered experiments with seasoned professionals (N = 435, work experience: M > 8 years, salary negotiations: M > 18 per year), we find a significant gender pay bias- Human Resources (HR) experts offered markedly lower salaries in an online negotiation to (simulated)...
