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作者：Evans, Jonathan B.; Slaughter, Jerel E.; Ellis, Aleksander P. J.; Rivin, Jessi M.
作者单位：University of Arizona; University of Colorado System; University of Colorado Boulder
摘要：Although research has added to our understanding of the positive and negative effects of the use of humor at work, scholars have paid little attention to characteristics of the humor source. We argue that this is an important oversight, particularly in terms of gender. Guided by parallel-constraint-satisfaction theory (PCST), we propose that gender plays an important role in understanding when using humor at work can have costs for the humor source. Humor has the potential to be interpreted as...
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作者：Moore, Celia; Mayer, David M.; Chiang, Flora F. T.; Crossley, Craig; Karlesky, Matthew J.; Birtch, Thomas A.
作者单位：Bocconi University; University of Michigan System; University of Michigan; China Europe International Business School; State University System of Florida; University of Central Florida; Suffolk University; University of South Australia
摘要：There has long been interest in how leaders influence the unethical behavior of those who they lead. However, research in this area has tended to focus on leaders' direct influence over subordinate behavior, such as through role modeling or eliciting positive social exchange. We extend this research by examining how ethical leaders affect how employees construe morally problematic decisions, ultimately influencing their behavior. Across four studies, diverse in methods (lab and field) and nati...
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作者：Hernandez, Morela; Avery, Derek R.; Volpone, Sabrina D.; Kaiser, Cheryl R.
作者单位：University of Virginia; Wake Forest University; University of Colorado System; University of Colorado Boulder; University of Washington; University of Washington Seattle
摘要：The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those h...
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作者：Colquitt, Jason A.; Sabey, Tyler B.; Rodell, Jessica B.; Hill, Edwyna T.
作者单位：University System of Georgia; University of Georgia
摘要：Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their construct. One potential reason for that circumstance is a tendency for scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, and examining factor structure). We provide clear evaluation criteria f...
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作者：Schlegel, Katja; Mortillaro, Marcello
作者单位：University of Bern; University of Geneva
摘要：Emotional intelligence (EI) has been frequently studied as a predictor of work criteria, but disparate approaches to defining and measuring EI have produced rather inconsistent findings. The conceptualization of EI as an ability to be measured with performance-based tests is by many considered the most appropriate approach, but only few tests developed in this tradition exist, and none of them is designed to specifically assess EI in the workplace. The present research introduces the Geneva Em...
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作者：Greer, Lindred L.; de Jong, Bart A.; Schouten, Maartje E.; Dannals, Jennifer E.
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作者：Porter, Caitlin M.; Woo, Sang Eun; Allen, David G.; Keith, Melissa G.
作者单位：University of Houston System; University of Houston; Purdue University System; Purdue University; Texas Christian University; University of Warwick
摘要：Although social network methods have proven valuable for predicting employee turnover, an informed use of network methods for turnover management requires an integration and extension of extant networks-turnover research. To that end, this article addresses two relatively neglected issues in the networks-turnover literature: the lack of integration of turnover process models into networks-turnover research and the differential influence of network content (i.e., instrumental vs. expressive net...
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作者：Zhou, Le; Wang, Mo; Vancouver, Jeffrey B.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Zhejiang Gongshang University; State University System of Florida; University of Florida; University System of Ohio; Ohio University
摘要：This research develops and tests a formal process-oriented theory of leader goal striving. Drawing on self-regulation theory, we developed a computational model that explicates the core process mechanisms involved in a leader-subordinate dyadic goal pursuit system. We then extended this core model to incorporate action team features (i.e., negative external disturbances, deadlines, and task interdependence) to account for leadership behavior in action team context. We simulated our proposed mo...
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作者：Koopman, Joel; Scott, Brent A.; Matta, Fadel K.; Conlon, Donald E.; Dennerlein, Tobias
作者单位：Texas A&M University System; Texas A&M University College Station; Michigan State University; University System of Georgia; University of Georgia; University of Navarra; IESE Business School
摘要：Why do employees perceive that they have been treated fairly by their supervisor? Theory and research on justice generally presumes a straightforward answer to this question: Because the supervisor adhered to justice rules. We propose the answer is not so straightforward and that employee justice perceptions are not merely justice-laden. Drawing from theory on information processing that distinguishes between automatic and systematic modes, we suggest that employee justice perceptions are also...
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作者：Dahlke, Jeffrey A.; Sackett, Paul R.; Kuncel, Nathan R.
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：We illustrate the effects of range restriction and a form of criterion contamination (individual differences in course-taking patterns) on the validity of SAT scores for predicting college academic performance. College data facilitate exploration of differential validity's determinants because they (a) permit the use multivariate range-restriction corrections to more accurately account for differential range restriction across subgroups and (b) allow for separate examinations of composite perf...
