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作者：Dunlop, Patrick D.; Bourdage, Joshua S.; de Vries, Reinout E.; McNeill, Ilona M.; Jorritsma, Karina; Orchard, Megan; Austen, Tomas; Baines, Teesha; Choe, Weng-Khong
作者单位：Curtin University; University of Calgary; Vrije Universiteit Amsterdam; University of Twente; University of Melbourne; University of Western Australia
摘要：Overclaiming questionnaires (OCQs), which capture overclaiming behavior, or exaggerating one's knowledge about a given topic, have been proposed as potentially indicative of faking behaviors that plague self-report assessments in job application settings. The empirical evidence on the efficacy of OCQs in this respect is inconsistent, however. We draw from expectancy theory to reconcile these inconsistencies and identify the conditions under which overclaiming behavior will be most indicative o...
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作者：Tripathi, Neha; Zhu, Jinlong; Jacob, Gabriel Henry; Frese, Michael; Gielnik, Michael M.
作者单位：National University of Singapore; Renmin University of China; Nanyang Technological University; Leuphana University Luneburg
摘要：Conventionally, identity centrality has been conceived of as a stable and transsituational construct, with situational variability in identity centrality treated as being of little informational value. In contrast to past research, we develop a theoretical model arguing that a portion of within-person variability in identity centrality is systematic and meaningful. Drawing on identity control theory, we examine the within-person relationship flowing from perceived role progress to state identi...
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作者：Sessions, Hudson; Nahrgang, Jennifer D.; Newton, Daniel W.; Chamberlin, Melissa
作者单位：University of Oregon; Arizona State University; Arizona State University-Tempe; University of Iowa; Iowa State University
摘要：Employee voice, or speaking up with constructive expressions in the workplace, is beneficial to organizations as it is often a catalyst for positive change. Despite its benefits, voice may have mixed implications for supervisors who are frequently the targets of group members' ideas or concerns. We draw on the transactional theory of stress to examine the positive and negative effects of group promotive and prohibitive voice on supervisor emotional exhaustion and performance. Specifically, we ...
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作者：Cowen, Amanda P.; Montgomery, Nicole Votolato
作者单位：University of Virginia
摘要：We examine whether consumer reactions to a product failure are affected by the gender of the CEO to whom the organization's postfailure communications are attributed. We find that CEO gender and response type interact to affect both consumers' perceptions of the organization, and their propensity to purchase from it following a product failure. Specifically, consumers' reactions to unqualified apologies versus other types of accommodative responses do not differ when these responses are attrib...
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作者：Anicich, Eric M.; Foulk, Trevor A.; Osborne, Merrick R.; Gale, Jake; Schaerer, Michael
作者单位：University of Southern California; University System of Maryland; University of Maryland College Park; State University System of Florida; University of Florida; Singapore Management University
摘要：We investigate the psychological recovery process of full-time employees during the 2-week period at the onset of the Coronavirus pandemic (COVID-19). Past research suggests that recovery processes start after stressors abate and can take months or years to unfold. In contrast, we build on autonomy restoration theory to suggest that recovery of impaired autonomy starts immediately even as a stressor is ongoing. Using growth curve modeling, we examined the temporal trajectories of two manifesta...
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作者：Qin, Xin; Chen, Chen; Yam, Kai Chi; Huang, Mingpeng; Ju, Dong
作者单位：Sun Yat Sen University; National University of Singapore; University of International Business & Economics; Beijing Normal University
摘要：Extant research has uniformly demonstrated that leader humility is beneficial for subordinates, teams, and even organizations. Drawing upon attribution theory, we challenge this prevailing conclusion by identifying a potential dark side of leader humility and suggesting that leader humility can be a mixed blessing. We propose that the effects of leader humility hinge on subordinates' attributions of such humble behavior. On the one hand, when subordinates attribute leader humility in a self-se...
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作者：Roulin, Nicolas; Krings, Franciska
作者单位：Saint Marys University - Canada; University of Lausanne
摘要：We examine applicant faking as an adaptive response to the specific environment that applicants are confronted with. More specifically, we propose that applicants fake by adapting their responses to the culture of the hiring organization so that they display the personality profile that best matches the organization's culture. In other words, they fake in a targeted manner, to increase their person- organization (P-O) fit. We tested this proposition in 6 studies. including experiments and surv...
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作者：Ouyang, Kan; Cheng, Bonnie Hayden; Lam, Wing; Parker, Sharon K.
作者单位：Shanghai University of Finance & Economics; Hong Kong Polytechnic University; Curtin University
摘要：Drawing on conservation of resources theory (Hobfoll, 1989) and the model of proactive motivation (Parker, Bindl, & Strauss, 2010), this research employs experience sampling methods to examine how employees' off-job experiences during the evening relate to their proactive behavior at work the next day. A multilevel path analysis of data from 183 employees across 10 workdays indicated that various types of off-job experiences in the evening had differential effects on daily proactive behavior d...
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作者：Lee, Hun Whee; Bradburn, Jacob; Johnson, Russell E.; Lin, Szu-Han (Joanna); Chang, Chu-Hsiang (Daisy)
作者单位：Michigan State University; Michigan State University's Broad College of Business; Michigan State University; University of Massachusetts System; University of Massachusetts Amherst
摘要：Although gratitude is a key phenomenon that bridges helping with its outcomes, how and why helping relates to receipt of gratitude and its relation with helper's eudaimonic well-being have unfortunately been overlooked in organizational research. The purpose of this study is to unravel how helpers successfully connect to others and their work via receipt of gratitude. To do so, we distinguish different circumstances of helping-reactive helping (i.e., providing help when requested) versus proac...
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作者：Wood, Dustin; Lowman, Graham H.; Harms, P. D.; Roberts, Brent W.
作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Alabama System; University of Alabama Tuscaloosa; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Profile approaches to operationalizing person-organization (P-O) fit as the within-person correlation between an individual's ideal organization characteristics and their actual organization characteristics regularly find strong associations between P-O fit and an individual's work attitudes, However, profile correlation indices and other overall indices of P-O fit regularly confound normative and distinctive components of fit-that is: the extent to which the person's organization culture fits...
