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作者：Kakkar, Hemant; Sivanathan, Niro
作者单位：Duke University; University of London; London Business School
摘要：Leaders strive to encourage helping behaviors among employees, as it positively affects both organizational and team effectiveness. However, the manner in which a leader influences others can unintentionally limit this desired behavior. Drawing on social learning theory, we contend that a leader's tendency to influence others via dominance could decrease employees' interpersonal helping. Dominant leaders, who influence others by being assertive and competitive, shape their subordinates' cognit...
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作者：Gloor, Jamie L.; Cooper, Cecily D.; Bowes-Sperry, Lynn; Chawla, Nitya
作者单位：University of St Gallen; University of Exeter; University of Miami; California State University System; California State University East Bay; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Interpersonal anxiety (i.e., the fear of negative consequences from interacting with someone) may be more prominent in post-#MeToo organizations when interacting with someone of a different gender. Initial exchanges may particularly trigger this anxiety, obfuscating key organizational decisions such as hiring. Given humor's positive, intrapersonal stress-reduction effects, we propose that humor also reduces interpersonal anxiety. In three mixed-methods experiments with hiring managers, we exam...
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作者：Aggarwal, Ishani; Schilpzand, Marieke C.; Martins, Luis L.; Woolley, Anita Williams; Molinaro, Marco
作者单位：Getulio Vargas Foundation; University System of Georgia; Georgia Gwinnett College; University of Texas System; University of Texas Austin; Carnegie Mellon University; Pontificia Universidade Catolica do Rio de Janeiro
摘要：A growing body of the literature shows the influence of cognitive styles, which capture the ways individuals share, encode, and process information, and their implications for collaboration. We build on this literature to investigate the special contributions of individuals with cognitive style versatility, or facility in more than one cognitive style, for improving teams' collaborative performance. In two studies, including a total of 452 participants in 132 teams, we observe that the presenc...
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作者：Baer, Michael D.; Sessions, Hudson; Welsh, David T.; Matta, Fadel K.
作者单位：Arizona State University; Arizona State University-Tempe; University of Oregon; University System of Georgia; University of Georgia
摘要：Models of trust have focused on the notion that an employee's trust in a coworker is based on that coworker's trustworthiness and the employee's trust propensity-a generalized tendency to believe others are trustworthy. Although these models capture the general assessment of risk associated with trusting a particular coworker, they provide insufficient insight into why an employee might take the risk associated with trust on a particular day. Bringing the concept of risk propensity-the tendenc...
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作者：Vogel, Ryan M.; Rodell, Jessica B.; Agolli, Anastasiia
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; University System of Georgia; University of Georgia
摘要：People often drag their feet getting started at work each morning, with a rather unclear sense of the implications on their daily productivity. Drawing on boundary transitions theory as a conceptual lens, we introduce and investigate the concept of the speed of engagement-the quickness with which an employee becomes focused and energized upon beginning work. We explore the productivity implications of this phenomenon, as well as the psychological processes people use to capitalize on a quick t...
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作者：Burrows, Dominique N.; Porter, Christopher O. L. H.; Amber, Brittney
作者单位：Purdue University System; Purdue University; Purdue University in Indianapolis; Indiana University System; Indiana University Indianapolis; IU Kelley School of Business
摘要：Job embeddedness is the net of influences in both work (on-the-job) and nonwork (off-the-job) domains that discourage employees from leaving their jobs. In this article, we argue that the entrenchment and increased investment associated with job embeddedness run parallel to the concept of role involvement from the work-family conflict literature. Drawing on this similarity, we extend theory and research regarding work-family conflict to develop and test predictions about the moderating role of...
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作者：Taylor, Shannon G.; Locklear, Lauren R.; Kluemper, Donald H.; Lu, Xinxin
作者单位：State University System of Florida; University of Central Florida; Texas Tech University System; Texas Tech University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Soochow University - China
摘要：In the 2 decades since Andersson and Pearson (Academy of Management Review, 24, 452, 1999) suggested workplace incivility occurs in dyadic relationships between two employees, research has only studied incivility from the perspective of either the target or the instigator. In doing so, it implicitly treats experienced and instigated incivility as though they solely reflect (viz., dispositional and situational) characteristics of targets and instigators, ignoring that incivility is also attribu...
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作者：Frank, Emma L.; Matta, Fadel K.; Sabey, Tyler B.; Rodell, Jessica B.
作者单位：University System of Georgia; University of Georgia; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Scholarly understanding of emotions and emotion regulation rests on two incompatible truths-that positive emotions are positively beneficial and should be pursued, and that changing emotions may come at a cost. With both perspectives in mind, to really conclude that pursuing higher positive affect (PA) is a worthy journey, we must take into account the cost of that journey itself. We build from the affect shift literature and draw on self-regulation theories to argue that, although end-states ...
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作者：Kim, Ji Koung; LePine, Jeffery A.; Zhang, Zhen; Baer, Michael D.
作者单位：Texas A&M University System; Texas A&M University College Station; Arizona State University; Arizona State University-Tempe; Southern Methodist University
摘要：Research indicates that whereas ingratiation directed toward one's supervisor enhances employee-supervisor social exchange quality, it diminishes social exchange quality with those who observe this behavior, such as team members. However, because researchers have largely overlooked the role of social context in shaping supervisors' and teammates' reactions to ingratiatory employees, current understanding of how ingratiation plays out in complex organizational settings may be incomplete, and pe...
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作者：Brown, Michael E.; Vogel, Ryan M.; Akben, Mustafa
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Previous research on workplace conflict has focused on disagreements about work tasks, processes, and personal relationships. However, conflicts often involve matters of right and wrong; yet, ethical conflict is notably absent from the literature. Informed by moral convictions theory, we introduce the construct of ethical conflict, create and validate a measure of it, and explore its unique effects on workplace outcomes. Ultimately, we find that ethical conflict is a double-edged sword: It is ...
