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作者：Strah, Nicole; Rupp, Deborah E.
作者单位：George Mason University
摘要：Job analysis forms the foundation for accurate, fair, and legally appropriate human resource systems. However, the notion that personnel practices provide fair opportunities, if they are based on systematically collected job analysis data, relies on the assumption that job analysis accurately captures the essence of jobs as they exist for all individuals. This integrative conceptual review provides a framework that integrates the diversity and job analysis literatures, finding that: (a) employ...
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作者：De Corte, Wilfried; Lievens, Filip; Sackett, Paul R.
作者单位：Ghent University; Singapore Management University; University of Minnesota System; University of Minnesota Twin Cities
摘要：The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a)...
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作者：Dannals, Jennifer E.; Zlatev, Julian J.; Halevy, Nir; Neale, Margaret A.
作者单位：Dartmouth College; Harvard University; Stanford University
摘要：A substantial body of prior research documents a gender gap in negotiation performance. Competing accounts suggest that the gap is due either to women's stereotype-congruent behavior in negotiations or to backlash enacted toward women for stereotype-incongruent behavior. In this article, we use a novel data set of over 2,500 individual negotiators to examine how negotiation performance varies as a function of gender and the strength of one's alternative to a negotiated agreement. We find that ...
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作者：Junker, Nina M.; Baumeister, Roy F.; Straub, Kerstin; Greenhaus, Jeffrey H.
作者单位：Goethe University Frankfurt; University of Queensland; Drexel University
摘要：Whether integrating work into home benefits or harms an employee's family role is a critical issue that has met with mixed findings in the extant literature. Work-home integration can be manifested in different ways. Unfortunately, prior research has tended to use global assessments of integration that may mask relationships between different types of integration and work-family outcomes. In 2 studies, the present research takes a step toward a more fine-grained analysis by focusing on the wor...
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作者：Zhang, Xing; Chan, Tat Y.; Bottom, William P.
作者单位：Fudan University; Washington University (WUSTL)
摘要：Acts of negative reciprocity can generate destructive sequences of reprisal. In baseball, hitting a batter with a pitch generally represents a vicarious form of retribution on behalf of a teammate. To understand a practice prone to escalation, we examine how dyadic relationships and team characteristics influence punitive aggression during games. Constructing a suite of indicator variables with data from two decades of play enabled us to track the shifting state of relational accounting betwee...
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作者：Gonzalez-Mule, Erik; Kim, Minji Mia; Ryu, Ji Woon
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Multiplicative and additive theoretical models have been proposed to explain how job demands and job resources (e.g., job control, social support) relate to strain. However, there has been mixed support for the multiplicative model, and there are questions about the generalizability of both models to strains varying in severity and type, and to different types of demands. Thus, we conducted a meta-analysis of regression coefficients testing the multiplicative and additive models from 77 unique...
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作者：Taylor, Shannon G.; Butts, Marcus M.; Cole, Michael S.; Pounds, Troy
作者单位：State University System of Florida; University of Central Florida; Southern Methodist University; Texas Christian University; State University System of Florida; University of Central Florida
摘要：As organizations across the United States resume activities even as the novel coronavirus endures, millions of employees could come into contact with sick coworkers and become exposed to the 2019 novel coronavirus (COVID-19). Unfortunately, little is known about how sick individuals might be treated at work. Because working with a sick coworker may simultaneously evoke concerns about oneself and one's ailing colleague, we propose dual mechanisms of self-concern and coworker-orientation to expl...
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作者：Li, Alex Ning; Tangirala, Subrahmaniam
作者单位：Texas Christian University; University System of Maryland; University of Maryland College Park
摘要：Teams often confront exogenous events that induce discontinuous change and unsettle existing routines. In the immediate aftermath of such events (the disruption stage), teams experience a dip in their performance and only over time regain their previous performance levels (in the recovery stage). We argue that prohibitive voice that allows teams to manage errors better is instrumental for preventing performance losses in the disruption stage. Whereas, promotive voice that helps teams innovate ...
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作者：Yoon, Seoin; McClean, Shawn T.; Chawla, Nitya; Kim, Ji Koung; Koopman, Joel; Rosen, Christopher C.; Trougakos, John P.; McCarthy, Julie M.
作者单位：Texas A&M University System; Texas A&M University College Station; University of Wyoming; University of Arkansas System; University of Arkansas Fayetteville; University of Toronto; University Toronto Scarborough
摘要：Uncertainty is a defining feature of the COVID-19 pandemic. However, because uncertainty is an aversive state, uncertainty reduction theory (URT) holds that employees try to manage it by obtaining information. To date, most evidence for the effectiveness of obtaining information to reduce uncertainty stems from research conducted in relatively stable contexts wherein employees can acquire consistent information. Yet, research on crises and news consumption provides reasons to believe that the ...
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作者：Thoroughgood, Christian N.; Sawyer, Katina B.; Webster, Jennica R.
作者单位：Villanova University; Villanova University; George Washington University; Marquette University
摘要：Achieving greater social equity in organizations often depends on majority members taking risks to challenge the status quo on behalf of their colleagues with stigmatized identities. But, how do employees enact courageous behavior in this regard, and what are the social implications of these courageous acts on stigmatized group members who witness them at work? To begin examining these questions, we conducted 4 studies using qualitative and quantitative data collected from 428 transgender empl...
