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作者：Matta, Fadel K.; Frank, Emma L.
作者单位：University System of Georgia; University of Georgia; University System Of New Hampshire; University of New Hampshire
摘要：Yao and Ma (2023) recently reviewed and reanalyzed 31 studies published in top-tier journals utilizing polynomial regression and response surface methods. Their work offers a useful holistic framework for how to test and categorize various forms of congruence; however, they ultimately advance cautionary conclusions about the extent to which 28 of the 31 studies provide evidence of congruence and call into question whether the practical implications of these studies are valid (p. 446). In this ...
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作者：Ross, Roxanne L.; Traylor, Horatio D.; Ruggs, Enrica N.
作者单位：James Madison University; University of Houston System; University of Houston
摘要：A growing body of research has examined how organizations communicate (i.e., signal) a stance on diversity, equity, and inclusion (DEI) using signaling theory. Yet, research using signaling theory is siloed and unintegrated, resulting in neglect of important parts of the process. Presently, signaling theory is used as an overarching framework to draw together a disparate body of work and to help identify missing links like signal type, observability, receiver attention, and perceived cost. We ...
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作者：Ho, Grace Ching Chi; Welsh, David T.; Bush, John T.
作者单位：Southern Methodist University; Arizona State University; Arizona State University-Tempe; State University System of Florida; University of Central Florida
摘要：Given the overall positive influence ethical leaders have on their followers' performance, the literature has largely assumed that ethical leadership also facilitates the performance of leaders themselves. We challenge this assumption by adopting a within-person perspective to reveal more nuanced relationships between distinct forms of daily ethical leadership and daily leader performance. Building on the affect theory of social exchange (Lawler, 2001), we develop a theoretical model that exam...
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作者：Affinito, Salvatore J.; Hofmann, David A.; Keeney, Jonathan E.
作者单位：New York University; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine
摘要：Organizational failures often cause significant harm to employees, the organization itself, and the environment. Investigations of failures consistently highlight how key employees behaved in (perhaps unintentionally) unethical ways that de-prioritized safety, such as investing fewer resources in safety (vs. other priorities) over time. Drawing on these investigations, we suggest a previously underexplored theme could explain why organizational failures persist and why employees did not see th...
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作者：Lyubykh, Zhanna; Zhong, Rui; Vuong, The Ton; Robinson, Sandra L.; Hershcovis, M. Sandy
作者单位：Simon Fraser University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Calgary; University of British Columbia
摘要：This meta-analysis aims to understand the impact of witnessed workplace mistreatment. Bringing together two streams of research, it examines (a) the boundary conditions of observer reactions that reflect a principled moral disapproval of violations of interpersonal justice (i.e., deontic reactions) and (b) the extent to which witnessed mistreatment explains incremental variance in a range of employee outcomes beyond the effects of experienced mistreatment. The results demonstrate that observer...
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作者：van Dijke, Marius; Guo, Yiran; Wildschut, Tim; Sedikides, Constantine
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; University of Lausanne; University of Southampton
摘要：Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational...
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作者：Shee, Pay Yee; Dollard, Maureen F.; Idris, Mohd Awang
作者单位：Universiti Malaya; University of South Australia
摘要：To create a more humane and sustainable workplace that upholds humanistic values alongside economic goals, it is critical to understand how organizations can effectively support employee well-being. Integrating self-determination theory within the psychosocial safety climate (PSC) framework, this study investigates (a) the core mechanism by which PSC supports employee well-being through basic psychological needs and (b) the organizational contexts in which this mechanism operates most effectiv...
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作者：Hardy III, Jay H.; Thiel, Chase E.; Gibson, Carter; Klotz, Anthony C.; Barsa, Andrew
作者单位：Oregon State University; University of Wyoming; University of London; University College London
摘要：Promoting internal employees to managerial positions (internal sourcing) is a popular employee retention tactic. Although some research indicates that internal sourcing reduces voluntary turnover, conflicting evidence suggests that internal sourcing strategies make employees more difficult to retain in strong job markets (i.e., when job opportunities are plentiful relative to job seekers) because promotions increase an employee's external marketability. The onset of the COVID-19 pandemic-a glo...
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作者：Zhu, Zheng; Chen, Xingwen; Johnson, Russell E.; Yang, Mengxi; Yuan, Yiwei; Yin, Yunlu; Liu, Jun
作者单位：Fudan University; Michigan State University; Michigan State University's Broad College of Business; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS; Beijing University of Posts & Telecommunications; Hubei University of Technology
摘要：Extant research demonstrates the destructive nature of authoritarian leadership in the workplace, yet its widespread use suggests that a more balanced view of this leadership style may be needed to identify whether this form of leadership engenders favorable reactions in specific circumstances. Integrating insights from appraisal theory and the compensatory control model, we posit that authoritarian leadership can evoke anxiety among employees in less disruptive settings, whereas it evokes fee...
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作者：Yu, Kang Yang Trevor; Goh, Kim Huat; Soo, Clara Wen Lin; Yu, Sitong
作者单位：Nanyang Technological University; Nanyang Technological University; Michigan State University; Michigan State University's Broad College of Business
摘要：The powerful effects of electronic word of mouth on employer branding and prehire outcomes suggest a need for employers to formulate effective responses to employer reviews on social media. Using machine learning and text-mining techniques, we identified three distinct types of employer responses to negative reviews (i.e., excuses, apologies, prosocial behavior) and two other types of responses to positive reviews (i.e., ingratiation, exemplification) from a Glassdoor data set. Integrating res...
