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作者：Allen, Tammy D.; Regina, Joseph; Wiernik, Brenton M.; Waiwood, Aashna M.
作者单位：State University System of Florida; University of South Florida
摘要：Over the past several decades, there has been considerable interest in the theoretical causes of work-family conflict (WFC). Most studies have focused on situational determinants, often ignoring the role of personal factors such as disposition and heritable elements. We increase understanding of person versus situation influences on WFC through estimation of the relationship between role demands and WFC after controlling for genetic confounding, measured personality traits, family confounds, a...
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作者：Koopman, Joel; Lanaj, Klodiana; Lee, Young Eun; Alterman, Valeria; Bradley, Cody; Stoverink, Adam C.
作者单位：Texas A&M University System; Texas A&M University College Station; State University System of Florida; University of Florida; State University System of Florida; Florida State University; University of Miami; University of Arkansas System; University of Arkansas Fayetteville
摘要：Being politically correct involves an understanding that language and behavior can affect others, and a willingness to modify or suppress those words or actions to be sensitive and tolerant toward others. At work, political correctness may manifest as refraining from sharing a risque joke out of concern of hurting others' feelings, altering language to be gender neutral, suppressing saying something that might be considered rude or insensitive, or avoiding controversial topics altogether. As e...
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作者：Deichmann, Dirk; Baer, Markus
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Washington University (WUSTL)
摘要：Sustaining creativity is difficult. We identify the conditions that determine repeat production of novelty among first-time producers, and the psychological mechanism transmitting their effects. Our theoretical model highlights that the novelty of a first production can lower the probability of creating a second production, particularly when the first production is bestowed with an award or recognition. This effect occurs primarily because individuals who win an award for a prior novel product...
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作者：Lu, Jackson G.
作者单位：Massachusetts Institute of Technology (MIT)
摘要：In the U.S., Asians are commonly viewed as the model minority because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However, a striking gap emerged once we distinguished between East Asians (e.g., ethnic Chinese), Southea...
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作者：Deng, Hong; Guan, Yanjun; Zhou, Xinyi; Li, Yixuan; Cai, Di; Li, Nan; Liu, Bing
作者单位：Durham University; University of Nottingham Ningbo China; Xi'an Jiaotong-Liverpool University; State University System of Florida; University of Florida; Shandong University; Peking University
摘要：Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the double-edged sword effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers is likely to elicit both internal proactive socialization and external career self-management, whic...
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作者：Brown, Matt I. I.; Grossenbacher, Michael A. A.; Warman, Zachary
摘要：Past studies have reported divergent results regarding the effect of mobile devices on general mental ability (GMA) test scores. We investigate selection bias as an explanation for this inconsistency in GMA score differences between applicants using mobile or nonmobile devices reported in observational and lab studies. We initially found that mobile test-takers scored 0.58 SD lower than nonmobile test-takers in an operational sample of 76,948 applicants across over 400 occupations. However, we...
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作者：Lebel, R. David; Yang, Xue; Parker, Sharon K. K.; Kamran-Morley, Daniya
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Curtin University
摘要：Proactivity at work is generally assumed to be preceded by positive motivational states with positive outcomes for employees. However, recent perspectives suggest downsides to proactive behavior, including that it can be driven by negative emotions or experienced as depleting for employees. Bringing these previously disconnected ideas together, we utilize cognitive-motivational-relational and self-determination theories to holistically examine the negative antecedents of proactivity and its ou...
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作者：Speer, Andrew B. B.; Wegmeyer, Lauren J. J.; Tenbrink, Andrew P. P.; Delacruz, Angie Y. Y.; Christiansen, Neil D. D.; Salim, Rouan M. M.
作者单位：Wayne State University; Central Michigan University
摘要：Forced-choice (FC) personality assessments have shown potential in mitigating the effects of faking. Yet despite increased attention and usage, there exist gaps in understanding the psychometric properties of FC assessments, and particularly when compared to traditional single-stimulus (SS) measures. The present study conducted a series of meta-analyses comparing the psychometric properties of FC and SS assessments after placing them on an equal playing field-by restricting to only studies tha...
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作者：Fan, Jinyan; Sun, Tianjun; Liu, Jiayi; Zhao, Teng; Zhang, Bo; Chen, Zheng; Glorioso, Melissa; Hack, Elissa
作者单位：Auburn University System; Auburn University; Kansas State University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign; United States Department of Defense; United States Air Force; United States Air Force Academy; United States Department of Defense; United States Army; Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：The present study explores the plausibility of measuring personality indirectly through an artificial intelligence (AI) chatbot. This chatbot mines various textual features from users' free text responses collected during an online conversation/interview and then uses machine learning algorithms to infer personality scores. We comprehensively examine the psychometric properties of the machine-inferred personality scores, including reliability (internal consistency, split-half, and test-retest)...
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作者：Cropanzano, Russell; Keplinger, Ksenia; Lambert, Brittany K.; Caza, Brianna; Ashford, Susan J.
作者单位：University of Colorado System; University of Colorado Boulder; Max Planck Society; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; University of North Carolina; University of North Carolina Greensboro; University of Michigan System; University of Michigan
摘要：This article reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the traditional psychological contract has been altered for both organizations and gig workers, and ...
