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作者：Keeler, Kathleen R.; Barnes, Christopher M.; Huang, Yiming; Gunia, Brian C.; Moy, Jason H.
作者单位：University System of Ohio; Ohio State University; University of Washington; University of Washington Seattle; National University of Singapore; Johns Hopkins University
摘要：In contrast to prior research demonstrating that blue light filtering glasses worn at night improve employee sleep and work outcomes, we build from circadian theory to examine whether morning blue light exposure may provide complementary benefits. A within-person field experiment prompted 182 full-time employees to wear blue light emitting glasses for 30 min each morning over two work weeks. Participants were randomly assigned to a treatment-first or control-first condition, with glasses progr...
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作者：Du, Katherine M.; Ponce de Leon, Rebecca
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; Columbia University
摘要：Authenticity has been promoted for millennia; the modern workplace is no exception. Organizations, too, may espouse an authenticity ideology-encouraging employees to be themselves to achieve success. The espousal of such an ideology might be intended to signal identity safety, particularly to stigmatized job seekers. Instead, however, we propose that an espoused authenticity ideology may ironically frustrate and repel those who experience the most stigma. Across six experiments, we find that s...
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作者：Corgnet, Brice; Hernan-Gonzalez, Roberto; Sayre, Gordon M.; Gachter, Simon
作者单位：emlyon business school; Universite Bourgogne Europe; Burgundy School of Business; emlyon business school; University of Nottingham; IZA Institute Labor Economics
摘要：Performance-based pay is a feature of many modern compensation systems, especially given its enhancing effects for performance and motivation. Despite these benefits, there is also mounting evidence that performance-based pay has costs to employee well-being. To help explain these contrasting effects, we isolate the unique impact of pay uncertainty as a factor common in performance-based pay. Integrating restricted employee sustainability theory (Barnes et al., 2023) with scarcity theory (Mull...
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作者：Berry, Christopher M.; Lievens, Filip; Zhang, Charlene; Sackett, Paul R.
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作者：Tang, Chen; Newman, Daniel A.; Song, Q. Chelsea; Wee, Serena
作者单位：American University; University of Illinois System; University of Illinois Urbana-Champaign; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Western Australia
摘要：For reducing adverse impact, the diversity-validity tradeoff curve approach (De Corte et al., 2007) provides sets of selection predictor weights that can often substantially enhance diversity (i.e., increase adverse impact ratio and number of minority job offers), with no loss of job performance in comparison to unit weights (Wee et al., 2014). A key limitation of this diversity-enhancing approach is the tendency for tradeoff curves to shrink, leading to lesser job performance and diversity ou...
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作者：Xie, Baoguo; Xu, Jia; Fan, Jinyan; Long, Lirong; Litchfield, Robert
作者单位：Wuhan University of Technology; Wuhan University; Auburn University System; Auburn University; Huazhong University of Science & Technology
摘要：The present study examined how several career shocks experienced by students in the health care fields during the COVID-19 pandemic shaped their subsequent occupational calling. Drawing on social information processing theory, we posit that the perceived impact of career shocks is positively related to an improvement in the perceptions of occupational characteristics (i.e., perceived task significance and social worth) and resultant improvement in psychological states (i.e., meaningful work an...
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作者：Smith, Troy A.; Dennerlein, Tobias; Courtright, Stephen H.; Kirkman, Bradley L.; Zhang, Pengcheng
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Purdue University System; Purdue University; University of Iowa; North Carolina State University; Huazhong University of Science & Technology
摘要：As empowering leadership becomes increasingly needed in today's complex organizations, so does the need to understand what motivates leaders to give more (or less) empowering leadership to followers. We draw on threat rigidity theory to examine how followers' challenging and supportive voice differentially impact the extent to which leaders empower their followers. We argue that leaders perceive followers' challenging voice as more threatening and tend to empower them less, whereas leaders per...
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作者：Long, David M.; Colquitt, Jason A.; Burgess, Rachel; Rockmann, Kevin W.
作者单位：University of Notre Dame; Arizona State University; Arizona State University-Tempe
摘要：We conducted a study of aviators who experienced a close brush with death at work, in an effort to better understand how such events influence thoughts about work. Importantly, our initial interviews suggested that participants used conversational storytelling about their close brush with death as a means of enhancing the meaningfulness of their work. That initial finding presented us with a puzzle, as the literatures connecting storytelling to the meaning of work view stories as useful for me...
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作者：Mazei, Jens; Rudolph, Cort W.; Zacher, Hannes; Hueffmeier, Joachim
作者单位：Dortmund University of Technology; Wayne State University; Leipzig University
摘要：A multiverse analysis allows researchers to systematically evaluate the support for a hypothesis across a range of sensible ways in which data can be prepared for statistical analysis and/or be analyzed. Accordingly, multiverse analysis provides insights into the relevance of different approaches to, for instance, dealing with outliers or attrition, creating scales, or using different measures for the same construct. The goal of this article is to illustrate the usefulness of multiverse analys...
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作者：Speer, Andrew B.; Hickman, Louis; Song, Q. Chelsea; Perrotta, James; Jacobs, Rick R.; Lambert, Dawn
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Virginia Polytechnic Institute & State University; Wayne State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Researchers and practitioners have long grappled with balancing the goals of selecting a high-performing and diverse workforce. Recently, Rottman et al. (2023) proposed a new approach to address these goals, which we refer to as multipenalty optimized regression (MOR). MOR extends ridge regression by adding a penalty term that minimizes group differences when fitting the model. Although MOR has shown potential, there are unknowns, including whether MOR is consistently effective in typical sele...
