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作者：Chawla, Nitya; MacGowan, Rebecca L.; Gabriel, Allison S.; Podsakoff, Nathan P.
作者单位：University of Arizona
摘要：Research on workplace recovery recognizes that employees must restore lost resources after work to improve their subsequent well-being and performance. Scholars have noted that employees' recovery experiences-psychological detachment, relaxation, mastery, and control-vary day-to-day, yielding crucial implications for the aforementioned outcomes. Yet, despite these important theoretical and empirical insights, researchers to date have not comprehensively examined multiple daily recovery experie...
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作者：Campagna, Rachel L.; Dirks, Kurt T.; Knight, Andrew P.; Crossley, Craig; Robinson, Sandra L.
作者单位：University System Of New Hampshire; University of New Hampshire; Washington University (WUSTL); State University System of Florida; University of Central Florida; University of British Columbia
摘要：Research has long emphasized that being trusted is a central concern for leaders (Dirks & Ferrin, 2002), but an interesting and important question left unexplored is whether leaders feel trusted by each employee, and whether their felt trust is accurate. Across 2 field studies, we examined the factors that shape the accuracy of leaders' felt trust- or, their trust meta-accuracy-and the implications of trust meta-accuracy for the degree of relationship conflict between leaders and their employe...
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作者：Badura, Katie L.; Grijalva, Emily; Galvin, Benjamin M.; Owens, Bradley P.; Joseph, Dana L.
作者单位：University System of Georgia; Georgia Institute of Technology; Washington University (WUSTL); Brigham Young University; State University System of Florida; University of Central Florida
摘要：To understand how motivation to lead (MTL) fits into the broader leadership literature, we present a meta-analytic review of MTL and test a Distal-Proximal Model of Motivation and Leadership. Using a database of 1,154 effect sizes from 100 primary studies, we found that the 3 types of MTL (affective-identity, social-normative, and noncalculative) had a unique pattern of antecedents and were only modestly correlated, indicating that MTL may be best operationalized as three separate motivational...
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作者：Jackson, Duncan J. R.; Michaelides, George; Dewberry, Chris; Schwencke, Benjamin; Toms, Simon
作者单位：University of London; King's College London; University of the Western Cape; University of East Anglia; University of London; Birkbeck University London
摘要：The multifaceted structure of multisource job performance ratings has been a subject of research and debate for over 30 years. However, progress in the field has been hampered by the confounding of effects relevant to the measurement design of multisource ratings and, as a consequence, the impact of ratee-, rater-, source-, and dimension-related effects on the reliability of multisource ratings remains unclear. In separate samples obtained from 2 different applications and measurement designs ...
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作者：Chong, SinHui; Huang, Yi; Chang, Chu-Hsiang (Daisy)
作者单位：Nanyang Technological University; Michigan State University
摘要：The COVID-19 crisis has compelled many organizations to implement full-time telework for their employees in a bid to prevent a transmission of the virus. At the same time. the volatile COVID-19 situation presents unique, unforeseen daily disruptive task setbacks that divert employees' attention from routinized work tasks and require them to respond adaptively and effortfully. Yet. little is known about how telework employees react to such complex demands and regulate their work behaviors while...
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作者：McFarland, Lynn A.; Reeves, Sydney; Porr, W. Benjamin; Ployhart, Robert E.
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：This study examines how job search behavior changed at the onset of the COVID-19 pandemic, the weeks following the event's onset, and if the physical contact required by different jobs moderated these trends. Based on event system theory, we argue that the onset of the pandemic created a strong event because it was highly novel, disruptive, and critical. We test this by examining 16 weeks of job applications for 14 organizations that differ in terms of whether the jobs require employees to wor...
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作者：Trougakos, John P.; Chawla, Nitya; McCarthy, Julie M.
作者单位：University of Toronto; University Toronto Scarborough; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：The COVID-19 pandemic has unhinged the lives of employees across the globe, yet there is little understanding of how COVID-19 health anxiety (CovH anxiety)-that is, feelings of fear and apprehension about having or contracting COVID-19-impacts critical work, home, and health outcomes. In the current study, we integrate transactional stress theory (Lazarus & Folkman, 1984) with self-determination theory (Deci & Ryan, 2000) to advance and test a model predicting that CovH anxiety prompts individ...
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作者：Roth, Philip L.; Thatcher, Jason B.; Bobko, Philip; Matthews, Kevin D.; Ellingson, Jill E.; Goldberg, Caren B.
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作者：French, Kimberly A.; Allen, Tammy D.
作者单位：University System of Georgia; Georgia Institute of Technology; State University System of Florida; University of South Florida
摘要：A sizable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of what happens when a conflict arises. The current research addresses this question using a growth modeling, episodic approach. We use stressor-strain and allostatic load theories to examine changes in daily patterns of psychological (fatigue, negative affect) and physiological (heart rate, blood pressure) strains that occur duri...
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作者：Maltarich, Mark A.; Reilly, Greg; DeRose, Chris
作者单位：University of South Carolina System; University of South Carolina Columbia; University of Connecticut
摘要：Unit-level dismissal rates have rarely been studied, but utility analysis suggests that increasing dismissal rates can improve performance by increasing the contribution of a unit's workers. This proposition comports with other theory around dismissals but contradicts substantial empirical evidence. We extend the staffing utility framework, taking a multilevel perspective and attending to both within- and between-unit effects of dismissal rate practices. We test our theory in monthly observati...
