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作者：Thompson, Phillip S.; Bolino, Mark C.
作者单位：Virginia Polytechnic Institute & State University; University of Oklahoma System; University of Oklahoma - Norman
摘要：For more than 30 years, researchers have investigated interpersonal helping in organizations, with much of this work focusing on understanding why employees help their colleagues. Although this is important, it is also critical that employees are willing to accept assistance that is offered by peers. Indeed, helping behavior should only enhance individual and organizational effectiveness if employees are actually willing to accept offers of assistance. Unfortunately, employees may sometimes ha...
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作者：Haesevoets, Tessa; De Cremer, David; Van Hiel, Alain; Van Overwalle, Frank
作者单位：Ghent University; University of Cambridge; Vrije Universiteit Brussel
摘要：Norm violations are ubiquitous in organizations and often result in tangible harm and a loss of trust. One possible response to enhance trust involves the provision of financial compensation. Unfortunately, little is known about the processes that underlie the effect of such a tangible response to increase trust. We employed techniques in cognitive neuroscience (functional magnetic resonance imaging) to examine these processes. Participants placed in the scanner played the role of recipient in...
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作者：Reh, Susan; Troster, Christian; Van Quaquebeke, Niels
作者单位：Kuhne Logistics University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：The extant social undermining literature suggests that employees envy and, consequently, undermine coworkers when they feel that these coworkers are better off and thus pose a threat to their own current status. With the present research, we draw on the sociofunctional approach to emotions to propose that an anticipated future status threat can similarly incline employees to feel envy toward, and subsequently undermine, their coworkers. We argue that employees pay special attention to coworker...
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作者：Krasikova, Dina V.; Le, Huy; Bachura, Eric
作者单位：University of Texas System; University of Texas at San Antonio; University of Texas System; University of Texas at San Antonio
摘要：To address a long-standing concern regarding a gap between organizational science and practice. scholars called for more intuitive and meaningful ways of communicating research results to users of academic research. In this article, we develop a common language effect size index (CL beta) that can help translate research results to practice. We demonstrate how CL beta, can be computed and used to interpret the effects of continuous and categorical predictors in multiple linear regression model...
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作者：Deng, Hong; Coyle-Shapiro, Jacqueline; Yang, Qian
作者单位：Durham University; University of London; London School Economics & Political Science; Zhejiang University
摘要：Building on conservation of resources theory, we cast resource depletion as a novel explanatory mechanism to explain why employees' experience of psychological contract violation results in harm to third parties outside the employee-organization exchange dyad. This resource-based perspective extends and complements the dominant social exchange perspective which views employee reactions to psychological contract violation as targeting the source of the violation-the organization. The present ar...
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作者：Kappes, Heather Barry; Balcetis, Emily; De Cremer, David
作者单位：University of London; London School Economics & Political Science; New York University; University of Cambridge
摘要：This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusio...
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作者：Aguinis, Herman; Ji, Young Hun; Joo, Harry
作者单位：George Washington University; University System of Ohio; University of Dayton
摘要：We examined the gender productivity gap in science, technology, engineering, mathematics, and other scientific fields (i.e., applied psychology, mathematical psychology), specifically among star performers. Study 1 included 3,853 researchers who published 3,161 articles in mathematics. Study 2 included 45,007 researchers who published 7,746 articles in genetics. Study 3 included 4,081 researchers who published 2,807 articles in applied psychology and 6,337 researchers who published 3,796 artic...
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作者：Lynch, John W.; Rodell, Jessica B.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University System of Georgia; University of Georgia
摘要：In the workplace, employees must choose what personal information they share with others. Employees with concealable stigmas (e.g., sexual orientation, mental illness, and certain religious beliefs) face the added pressure of having to carefully manage information about a potential social liability. Yet it remains unclear how managing a concealable stigma may influence colleagues' perceptions and reactions. Using theory about impression management and social cognition, we investigated how empl...
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作者：Wee, Elijah X. M.; Taylor, M. Susan
作者单位：University of Washington; University of Washington Seattle; University System of Maryland; University of Maryland College Park
摘要：Increasingly, continuous organizational change is viewed as the new reality for organizations and their members. However, this model of organizational change, which is usually characterized by ongoing, cumulative, and substantive change from the bottom up, remains underexplored in the literature. Taking a multilevel approach, the authors develop a theoretical model to explain the mechanisms behind the amplification and accumulation of valuable, ongoing work-unit level changes over time, which ...
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作者：Wolfson, Mikhail A.; Mathieu, John E.
作者单位：University of Connecticut
摘要：In traditional work contexts, factors such as individuals' general competencies are used to predict indices of their performance such as yearly performance appraisals. Whereas traditional approaches to predicting individuals' performance focus on differences between individuals, a considerable proportion of variability in performance is attributable to within-person sources. However, we submit that within-person variability in performance may also be attributable to the fact that people work i...
