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作者：Ng, Thomas W. H.; Yam, Kai Chi
作者单位：University of Hong Kong; National University of Singapore
摘要：Drawing on self-enhancement theory, we propose that, intraindividually, employees tend to give themselves credit when they engage in creativity. Perceived creative credit, in turn, activates multiple psychological motives that ultimately affect deviance. On the one hand, perceived creative credit is associated with greater creativity-driven norm-breaking motives and greater entitlement motives, which in turn should increase deviance. On the other hand. perceived creative credit is associated w...
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作者：Gundemir, Seval; Carton, Andrew M.; Homan, Astrid C.
作者单位：University of Amsterdam; University of Pennsylvania
摘要：Despite remarkably high levels of education and income, Asian Americans remain underrepresented at the top of the organizational hierarchy. Existing work suggests that a mismatch between the prototypical characteristics of business leaders (e.g., dominance) and stereotypes associated with Asian Americans (e.g., submissiveness) lowers the likelihood that Asian Americans will emerge as leaders. We predict that this reluctance to appoint Asian Americans will be attenuated when organizations exper...
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作者：Su, Rong; Tay, Louis; Liao, Hsin-Ya; Zhang, Qi; Rounds, James
作者单位：University of Iowa; Purdue University System; Purdue University; Washington State University; University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Growing evidence on the predictive validity of vocational interests for job performance calls for greater consideration of interest assessment in organizations. However, a consensus on the fundamental dimensions of interests that are aligned with the contemporary world of work is still lacking. In the current research, we developed an organizing framework of vocational interests and empirically validated an 8-dimension model (SETPOINT: Health Science, Creative Expression, Technology, People, O...
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作者：Wang, Gang; van Iddekinge, Chad H.; Zhang, Liwen; Bishoff, John
作者单位：State University System of Florida; Florida State University
摘要：Leader-centric views of leadership tend to regard followers as passive recipients of leaders' influences. As such, researchers often control for follower characteristics (e.g., age, gender, organizational tenure) when examining relations between leadership behaviors and other variables. However, reversing-the-lens theory suggests that followers' characteristics represent substantive factors that may affect how they perceive their leaders or how leaders behave toward different followers. We con...
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作者：Huang, Yu-Shan (Sandy); Greenbaum, Rebecca L.; Bonner, Julena M.; Wang, Cynthia S.
作者单位：Northern Michigan University; Rutgers University System; Rutgers University New Brunswick; Utah System of Higher Education; Utah State University; Northwestern University
摘要：We utilize the social intuitionist approach to moral judgment and moral disengagement theory to understand why and when employees sabotage customers. We contend that when customers mistreat employees (i.e., customer mistreatment), employees experience intuitive emotional reactions in the form of hostility, which automatically activates devaluation of targets, a specific facet of moral disengagement. In turn, employees become unencumbered by moral self-regulation and sabotage customers who mist...
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作者：Bliese, Paul D.; Maltarich, Mark A.; Hendricks, Jonathan L.; Hofmann, David A.; Adler, Amy B.
作者单位：University of South Carolina System; University of South Carolina Columbia; University of North Carolina; University of North Carolina Chapel Hill; United States Department of Defense; United States Army; Walter Reed Army Institute of Research (WRAIR)
摘要：The ability to detect differences between groups partially impacts how useful a group-level variable will be for subsequent analyses. Direct consensus and referent-shift consensus group-level constructs are often measured by aggregating group member responses to multi-item scales. We show that current measurement validation practice for these group-level constructs may not be optimized with respect to differentiating groups. More specifically, a 10-year review of multilevel articles in top jou...
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作者：Sitzmann, Traci; Ployhart, Robert E.; Kim, Youngsang
作者单位：University of Colorado System; University of Colorado Denver; University of South Carolina System; University of South Carolina Columbia; Sungkyunkwan University (SKKU)
摘要：This study proposes a mediated process model that seeks to explain how occupational strength influences personality heterogeneity, ultimately affecting attitudes and behaviors. Specifically, it proposes that strong occupations restrict personality heterogeneity (defined as the extent to which there is variability in incumbents' personalities), which mediates the effect of occupational strength on work-related outcomes. Using a sample of 178,087 individuals employed in 315 occupations, the resu...
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作者：Wilmot, Michael P.; Wanberg, Connie R.; Kammeyer-Mueller, John D.; Ones, Deniz S.
作者单位：University of Toronto; University Toronto Scarborough; University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：How and to what extent does extraversion relate to work relevant variables across the lifespan? In the most extensive quantitative review to date, we summarize results from 97 published meta-analyses reporting relations of extraversion to 165 distinct work relevant variables, as well as relations of extraversion's lower order traits to 58 variables. We first update all effects using a common set of statistical corrections and, when possible, combine independent estimates using second-order met...
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作者：Bindl, Uta K.; Unsworth, Kerrie L.; Gibson, Cristina B.; Stride, Christopher B.
作者单位：University of London; London School Economics & Political Science; University of Leeds; Pepperdine University; University of Western Australia; University of Sheffield
摘要：Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals' needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies-task, relationship, skill, and cognitive crafting-and that work-related re...
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作者：Sajjadiani, Sima; Sojourner, Aaron J.; Kammeyer-Mueller, John D.; Mykerezi, Elton
作者单位：University of British Columbia; University of Minnesota System; University of Minnesota Twin Cities; University of Minnesota System; University of Minnesota Twin Cities
摘要：Work history information reflected in resumes and job application forms is commonly used to screen job applicants; however, there is little consensus as to how to systematically translate information about one's work-related past into predictors of future work outcomes. In this article, we apply machine learning techniques to job application form data (including previous job descriptions and stated reasons for changing jobs) to develop interpretable measures of work experience relevance, tenur...
