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作者：Tedder-King
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作者：Chung, David Jinwoo; Park, Tae-Youn
作者单位：University of Texas System; University of Texas at Tyler; Sungkyunkwan University (SKKU)
摘要：Do unions facilitate or hamper the effectiveness of high-performance work systems (HPWS)? Despite the long-standing interest among labor and human resource scholars on this matter, relevant studies are limited and dated. This research investigates whether and how the interplay between HPWS and unions affects both organizational performance and employee well-being outcomes. The authors argue while unions may attenuate the HPWS effects on organizational performance due to decreased performance c...
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作者：Aguirre-Urreta, Miguel; Yamini, Reza; Ronkko, Mikko
作者单位：State University System of Florida; Florida International University; University of Jyvaskyla
摘要：We revisit MacKenzie et al.'s (2005) influential work on bias in path estimates arising from the misspecification of formative latent variable models as reflective ones. Using simulations, we demonstrate that the bias in unstandardized path coefficients reported by MacKenzie et al. is due to scaling differences rather than model misspecification. When these differences are taken into account, the bias nearly disappears. Building on their work, we also demonstrate that the formative indicators ...
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作者：Gale, Jake; Foulk, Trevor A.; Erez, Amir; Krishnan, Satish; Kim, Hae-Lyeng Rose; Cooper, Binyamin
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Indianapolis; State University System of Florida; University of Florida; Indian Institute of Management (IIM System); Indian Institute of Management Kozhikode; Lappeenranta-Lahti University of Technology LUT; Oklahoma State University System; Oklahoma State University - Stillwater; Morgan State University
摘要：Previous literature on commute demands, or the presence of stressors during a commute, has largely concluded that affective processes do not account for the impact of commuting on employees' work behavior. In this article, we challenge this conclusion by showing that when the specific affective state aligned with the distinctive characteristics of commute demands is identified, it spills over into counterproductive work behaviors. Based on core affect theory (Russell, 2003), we propose that co...
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作者：Lin, Szu-Han (Joanna); Ma, Jingjing; Johnson, Russell E.
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作者：Chai, Valentino E.; Converse, Benjamin A.; Garcia, Stephen M.; Chen, Patricia
作者单位：Stanford University; University of Virginia; University of Virginia; University of California System; University of California Davis; University of Texas System; University of Texas Austin
摘要：Rivalries motivate competitive performance but can also increase unethical intentions. Although extant theorizing treats this moral-motivational trade-off as inevitable, we show that rivalry's effect on unethical intentions depends on the tenor of the rivalry. Colder competitive relationships (hostile rivalries) exhibit the competitive profile documented in the literature: stronger motivation and increased unethical intentions. But warmer competitive relationships (amicable rivalries) involve ...
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作者：Makapela, Lonwabo; Triana, Maria Del Carmen; Simmons, Aneika L.; Richard, Orlando C.
作者单位：University of Cape Town; Vanderbilt University; Texas A&M University System; Prairie View A&M University; University of Massachusetts System; University of Massachusetts Amherst
摘要：Despite the CROWN Act of 2022, which stands for Creating a Respectful and Open World for Natural Hair, current hair bias research and frameworks have not fully accounted for how hair microaggressions connect to Black women's experiences at work. Grounded in social identity theory and conservation of resources theory, we introduce the hair and its ramifications model, a comprehensive model on the consequences of hair-related microaggressions with a distinct focus on Black women's hair. We empha...
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作者：Feng, Zhiyu; Ma, Anyi; Dwivedi, Priyanka; Liu, Fangzhou
作者单位：Fudan University; University of Wisconsin System; University of Wisconsin Madison; Texas A&M University System; Texas A&M University College Station; Mays Business School; Sun Yat Sen University; Huazhong University of Science & Technology
摘要：Although research has consistently found that women face social and economic penalties for displaying assertive, dominant agentic qualities often deemed necessary for leadership, limited work has examined how to mitigate the dominance penalty. Integrating the expectation states theory and multidimensional perspectives of agentic perceptions, we found that fostering perceived leader competence attenuated the dominance penalty. Across four studies, including two multiwave, multisource field stud...
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作者：Montani, Francesco; Dufour, Lucas; Andiappan, Meena
作者单位：Universite de Montreal; Toronto Metropolitan University; McMaster University
摘要：Organizations increasingly expect their newcomers not only to adjust to their new environment but also to innovate to improve organizational performance and competitiveness. Relying on the combinational perspective, we develop a model that clarifies how the interplay of interpersonal trust in coworkers with workplace conflict drives (or stifles) newcomer innovativeness. Using three-wave, multisource data from 181 newcomer-supervisor dyads, we find that psychological safety acts as a key mediat...
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作者：Tedder-King, Alyssa; Prengler, Melanie K.; Sherf, Elad N.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Virginia
摘要：Workplace disparities persist for marginalized individuals-people from groups historically excluded from dominant social, economic, educational, and/or cultural life-who report lower well-being, strained relationships, and worse career outcomes compared to their advantaged counterparts. Allyship behaviors, often defined as actions by advantaged individuals to support marginalized individuals, have been promoted as solutions to such disparities. However, scholarly understanding of allyship beha...
