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作者：Muir (Zapata), Cindy P.; Sherf, Elad N.; Liu, Joseph T.
作者单位：University of Notre Dame; University of North Carolina; University of North Carolina Chapel Hill; State University System of Florida; Florida Gulf Coast University
摘要：Although past research demonstrates that perceived fairness leads to many benefits, it also tends to assume that fairness flows almost exclusively from justice adherence. We instead reason that when employees form fairness judgments, they consider not only the extent to which supervisors adhere to justice but also why supervisors do so. In particular, our work outlines three distinct theoretical pathways to fairness. Supervisory justice motives affect fairness judgments via supervisors' justic...
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作者：Eby, Lillian T.
作者单位：University System of Georgia; University of Georgia
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作者：Tang, Pok Man; Ilies, Remus; Aw, Sherry S. Y.; Lin, Katrina Jia; Lee, Randy; Trombini, Chiara
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Bocconi University; National University of Singapore; James Cook University; Hong Kong Polytechnic University; Lingnan University; INSEAD Business School
摘要：Conventional research on gratitude has focused on the benefits of expressing or experiencing gratitude for the individual. However, recent theory and research have highlighted that there may too be benefits associated with receiving others' gratitude. Grounded in the Work-Home Resources model, we develop a conceptual model to understand whether, how, and for whom service providers (i.e., healthcare professionals) benefit from receiving service beneficiaries' (i.e., patients) gratitude in their...
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作者：Zhou, Le; Park, Jin; Kammeyer-Mueller, John D.; Shah, Priti Pradhan; Campbell, Elizabeth M.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Zayed University
摘要：How do relationships among newcomers in the same cohort impact how quickly they develop clear understandings of their new roles and, ultimately, key socialization outcomes? We study newcomers' relationships with cohort members in the same unit (i.e., intra-unit relationships) and those in different units (i.e., inter-unit relationships). While organizations invest substantial time and resources in promoting broad networking among newcomers, we offer a theoretical and empirical account of how t...
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作者：Melwani, Shimul; Rothman, Naomi B.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; Lehigh University
摘要：We integrated theories of social exchange and emotional ambivalence to explain how ambivalent relationships influence interpersonally directed helping and harming behaviors. Using multiple methodologies, including a study of student teams, an experiment, and a quasifield study of retail employees, we compared ambivalent relationships with positive and negative relationships. Our three studies provide convergent evidence that ambivalent relationships with coworkers are positively related to bot...
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作者：Solomon, Brittany C.; Nikolaev, Boris N.; Shepherd, Dean A.
作者单位：University of Notre Dame; Baylor University
摘要：Education is considered one of the most critical human capital investments. But does formal educational attainment pay off in terms of job satisfaction? To answer this question, in Study 1 we use a meta-analytic technique to examine the correlation between educational attainment and job satisfaction (k = 74, N = 134,924) and find an effect size close to zero. We then build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress ...
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作者：Chung, Hyesook
作者单位：Cornell University
摘要：The use of variable work schedules (VWS)-altering the number and timing of employees' work hours on a daily or weekly basis-is an increasingly common human resource (HR) practice designed to increase staffing flexibility. Little research, however, has examined whether and how the use of VWS affects an organization's turnover rates and/or financial performance at the unit level. Despite the common assumption that their use helps firms achieve higher performance by matching the supply of labor t...
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作者：Ployhart, Robert E.; Schepker, Donald J. (DJ); McFarland, Lynn A.
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：This paper introduces a theoretical framework intended to define the nature, structure, and function of external team contexts. The external team context is defined as the resources, stimuli, elements, and features that are part of a broader multilevel system but exist outside the team's boundaries and that influence (and are influenced by) the team in temporally dynamic ways. The proposed framework seeks to understand all such contexts in terms of three continuous dimensions. First, munificen...
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作者：Kim, Sijun; McClean, Elizabeth J.; Doyle, Sarah P.; Podsakoff, Nathan P.; Lin, Eric; Woodruff, Todd
作者单位：University of Arizona; Cornell University; United States Military Academy; United States Department of Defense; United States Army
摘要：We examine how social status-the amount of respect and admiration conferred by others-is related to leader ratings of team member voice. In a field study using 373 West Point cadets nested in 60 squads, we find that there are two countervailing pathways linking social status to leader voice ratings: A positive structural path via instrumental network centrality and a negative psychological path via perceived image risk. In addition, we show that these relationships are contingent upon a relati...
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作者：Szatmari, Balazs
作者单位：University of Amsterdam
摘要：The purpose of this study is to investigate the conditions under which high performers increase team performance. It is hypothesized that the proportion of high performers in a team increases team performance but only up to a certain point, after which the marginal benefit decreases. Moreover, this study also draws on recent research on the interplay between different types of status hierarchies to hypothesize that the negative effects on team performance of having too high a proportion of hig...
