-
作者：Min, Sung Won; Humphrey, Stephen E.; Aime, Federico; Petrenko, Oleg V.; Quade, Matthew J.; Fu, Sherry (Qiang)
作者单位：Seoul National University (SNU); Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Oklahoma State University System; Oklahoma State University - Stillwater; University of Arkansas System; University of Arkansas Fayetteville; Baylor University
摘要：We examine how team members respond to the inclusion of new members' physical attractiveness and sex. Drawing on Social Exchange Theory, we argue and show that incumbent team members engage in three behaviors (mimicry, ingratiation, and challenging) in response to the inclusion of more or less attractive male or female members in their team. Using a multilevel experimental design, we show that existing team members mimic newcomers who are higher on physical attractiveness and that the effect i...
-
作者：Ma, Anyi; Rosette, Ashleigh Shelby; Koval, Christy Zhou
作者单位：Tulane University; Duke University; Michigan State University; Michigan State University's Broad College of Business
摘要：Contradictory findings about whether agentic women are penalized or rewarded persist in gender and leadership research. To account for these divergent effects, we distinguish between agentic traits that people believe female leaders ought to possess (i.e., agency prescriptions) and ought not possess (i.e., agency proscriptions). We draw on expectancy violation theory to suggest that an agentic advantage is elicited when women are perceived to violate agency prescriptions (e.g., competence), wh...
-
作者：Haynes, Nicholas J.; Vandenberg, Robert J.; Wilson, Mark G.; DeJoy, David M.; Padilla, Heather M.; Smith, Matthew Lee
作者单位：University System of Georgia; University of Georgia; University System of Georgia; University of Georgia; University System of Georgia; University of Georgia; Texas A&M University System; Texas A&M University College Station; Texas A&M Health Science Center
摘要：The prevalence of chronic health conditions is increasing, with over half the current workforce attempting to manage one or more chronic conditions. The Live Healthy, Work Healthy (LHWH) program is a version of the Chronic Disease Self-Management Program translated to the workplace, with the goal of improving and sustaining the health, well-being, and productivity of employees living with chronic health conditions. Using organizational support theory as a theoretical framework and a clustered ...
-
作者：Ogunfowora, Babatunde (Tunde); Viet Quan Nguyen; Steel, Piers; Hwang, Christine C.
作者单位：University of Calgary; Wilfrid Laurier University
摘要：Moral disengagement refers to a set of cognitive tactics people employ to sidestep moral self-regulatory processes that normally prevent wrongdoing. In this study, we present a comprehensive meta-analytic review of the nomological network of moral disengagement at work. First, we test its dispositional and contextual antecedents, theoretical correlates, and consequences, including ethics (workplace misconduct and organizational citizenship behaviors [OCBs]) and non-ethics outcomes (turnover in...
-
作者：Meyer, Bertolt; van Dijk, Hans; van Engen, Marloes
作者单位：Technische Universitat Chemnitz; Tilburg University; Radboud University Nijmegen; Nyenrode Business University
摘要：We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform ...
-
作者：Sons, Meike; Niessen, Cornelia
作者单位：University of Erlangen Nuremberg
摘要：Well-being plays an important role in organizational entry and exit processes. However, longitudinal research on the relationship between voluntary job change and well-being is still sparse, and focuses on rather short time intervals (max. 3 years). Using 12 waves of the Household, Income, and Labour Dynamics in Australia (HILDA) survey, the present study extends previous research by examining whether and how well-being is affected by a voluntary external job change, and vice versa. We tested ...
-
作者：Watkins, Trevor; Patel, Amanda S.; Antoine, Giselle E.
作者单位：Texas A&M University System; West Texas A&M University; Suffolk University; University of Washington; University of Washington Seattle
摘要：Food consumption has been conceptualized as an integral aspect of employee well-being. Whereas most research in the organizational literature to date is motivated by individual health outcomes, we assert that eating at work also entails interpersonal implications. In this manuscript, we draw from consumption stereotype theory and suggest that workplace healthy eating affects how employees are perceived and treated at work. Specifically, we posit that workplace healthy eating influences the ext...
-
作者：Li, Hairong; Fan, Jinyan; Zhao, Guoxiang; Wang, Minghui; Zheng, Lu; Meng, Hui; Weng, Qingxiong (Derek); Liu, Yanping; Lievens, Filip
作者单位：Renmin University of China; Auburn University System; Auburn University; Henan University; Huazhong University of Science & Technology; East China Normal University; Chinese Academy of Sciences; University of Science & Technology of China, CAS; Sun Yat Sen University; Singapore Management University
摘要：This study focuses on the role of emotions in personnel selection and faking research. In particular, we posit that emotions are likely to be activated when applicants receive warning messages from organizations. Drawing on Nabi (Nabi, Communication Theory, 9, 1999, 292) cognitive-functional model of discrete negative emotions, we propose and empirically test the effects of three discrete negative emotions (guilt, fear, and anger) triggered by a warning message during a personality test on per...
-
作者：Lin, Szu-Han (joanna); Poulton, Emily C.; Tu, Min-Hsuan; Xu, Mengjie
作者单位：University System of Georgia; University of Georgia; State University of New York (SUNY) System; University at Buffalo, SUNY; University of Massachusetts System; University of Massachusetts Amherst
摘要：Whereas the majority of research to date has shown that having employees with empathic concern brings a number of beneficial outcomes to those on the receiving end, we shift this focus from the targets to a focus on how empathic concern influences the actors. Drawing from conservation of resources (COR) theory and the work-home resources model, we examined the detriments and benefits of empathic concern on the actors themselves by investigating how empathic concern drains and supplies actors' ...
-
作者：Stollberger, Jakob; Heras, Mireia Las; Rofcanin, Yasin
作者单位：Vrije Universiteit Amsterdam; University of Navarra; IESE Business School; University of Bath
摘要：Integrating the work-family facilitation model with the integrated model of human energy, we advance a process perspective involving both members of a couple (i.e., actor and partner). We examine the effects of coworker work-family support at work onto actor work-family support provision at home (i.e., work-to-family facilitation) as well as the consequences of partner work-family support receipt at home for partner work-related creativity through a resource gain spiral process at work (i.e., ...
