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作者：Maneethai, Dustin; Eisenberger, Robert; Rockstuhl, Thomas; Wu, Dongyuan; Lewis, Blaine A.
作者单位：University of Houston System; University of Houston; University of Houston System; University of Houston; University of Houston System; University of Houston; Nanyang Technological University; Fudan University
摘要：Despite transformational leadership's (TFL) prominence as a universally effective leadership approach for almost 4 decades, theoretical tensions persist regarding its contextual contingency and temporal stability. To address these tensions, we build on Johns' (2006) conceptualization of context and examine whether occupation, location, and time shape the use and effectiveness of TFL. Synthesizing 625 samples conducted globally over 4 decades (937 TFL-outcome correlations; N = 200,732), we meta...
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作者：Lagios, Constantin; Restubog, Simon Lloyd D.; Schilpzand, Pauline; Aquino, Karl; Lagios, Nicolas; Caesens, Gaetane
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Universite Catholique Louvain; University of Illinois System; University of Illinois Urbana-Champaign; University of Bath; Oregon State University; University of British Columbia; Universite Libre de Bruxelles
摘要：Organizational dehumanization has traditionally been conceptualized as a negative phenomenon that leads to undesirable consequences. In this research, we depart from this perspective and test the possibility that organizational dehumanization may also have an unexpected silver lining effect that extends beyond the workplace to benefit other individuals in employees' social sphere. Drawing upon self-affirmation theory, we propose that organizational dehumanization threatens employees' self-wort...
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作者：Wang, Siting; Liden, Robert C.; Liu, Haiyang; Li, Yixuan; Wang, Hui
作者单位：Hong Kong Baptist University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Leeds; Nanyang Technological University; State University System of Florida; University of Florida; Peking University
摘要：Although ingratiation is a tactic widely adopted by subordinates to influence supervisors, findings on its effectiveness are mixed at best. Drawing upon advancements in attribution theory, we propose a dual-pathway model to explicate the supervisor attributional processes triggered by newcomer ingratiation. On the one hand, supervisors engage in surface-level correspondent inference, taking newcomer ingratiation at face value and associating more ingratiation with greater relationship-building...
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作者：Chen, Jingqiu; Vashdi, Dana R.; Fan, Qingyue; Bamberger, Peter A.; Chen, Gilad
作者单位：Shanghai Jiao Tong University; University of Haifa; Tel Aviv University; University System of Maryland; University of Maryland College Park
摘要：In an effort to extend experiential learning theory to the team level, we develop and test a model capturing and explaining the relative effects of two alternative team learning-based interventions, namely, after-action reviews (AAR) and design thinking (DT; a team problem-solving approach which we argue can be repurposed as a team development intervention). Integrating experiential learning theory with research on episodic team learning, we propose that by engaging the team in a more comprehe...
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作者：Ng, Thomas W. H.
作者单位：University of Hong Kong
摘要：The literature on psychological contracts has focused on employees' perceptions of their employers' obligations, but not on employees' perceptions of their own obligations. Hence, perceived general obligation has seldom been theorized. This study argues that workplace support (i.e., from the organization, supervisors, and coworkers) and morally relevant traits (i.e., moral identity, conscientiousness, and agreeableness) predict perceived general obligation, that perceived general obligation pr...
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作者：Tenbrink, Andrew P.; Speer, Andrew B.; Wegmeyer, Lauren J.; Sendra, Caitlynn C.; Rowley, Shannon
作者单位：Wayne State University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：The purpose of the present meta-analysis was to determine if biodata scale scores differ based on demographic group membership (i.e., gender, race, age) and to evaluate the contextual factors that amplify or mitigate these effects (e.g., construct domain, scoring method). Despite the popularity of biodata scales for personnel selection purposes, previous research findings do not provide clear evidence as to whether adverse impact is a serious concern. To address this gap, a meta-analysis of 43...
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作者：Breuer, Christina; Huffmeier, Joachim; Hertel, Guido
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作者：Pang, Xingyu; Song, Yifan; Liang, Jian; Wang, Mo
作者单位：East China University of Science and Technology; Texas A&M University System; Texas A&M University College Station; Tongji University; State University System of Florida; University of Florida
摘要：The evolving workplace dynamics make it difficult for organizations to meet the customized learning needs of newcomers through standardized socialization programs. Consequently, attention has shifted toward leveraging newcomer proactivity as another pathway for facilitating newcomer learning. However, it remains unclear whether and when newcomer proactive personality can produce desired learning outcomes as organizational socialization tactics. We conducted a meta-analysis encompassing 85 inde...
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作者：DeOrtentiis, Philip S.; Van Iddekinge, Chad H.; Ployhart, Robert E.; Heetderks, Tom D.
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作者：Recendes, Tessa; Hill, Aaron D.; Aime, Federico; Ridge, Jason W.; Petrenko, Oleg V.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; State University System of Florida; University of Florida; Oklahoma State University System; Oklahoma State University - Stillwater; University of Arkansas System; University of Arkansas Fayetteville; University of Oklahoma System; University of Oklahoma - Norman
摘要：Integrating theory and evidence about Machiavellianism (Mach) into executive pay-setting research, we theorize about how chief executive officers (CEOs) higher in Mach may be both more motivated to initiate negotiations and more effective in utilizing social influence tactics in the pay-setting process, thus positively relating to their own pay outcomes. Specifically, we first theorize that CEO Mach positively associates with a CEO's total pay and severance pay. Moreover, because paying top ma...
