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作者：Chen, Jingqiu; Bamberger, Peter A.; Song, Yifan; Vashdi, Dana R.
作者单位：Shanghai Jiao Tong University; Tel Aviv University; State University System of Florida; University of Florida; University of Haifa
摘要：While the impact of team reflexivity (a.k.a. after-event-reviews, team debriefs) on team performance has been widely examined, we know little about its implications on other team outcomes such as member well-being. Drawing from prior team reflexivity research, we propose that reflexivity-related team processes reduce demands, and enhance control and support. Given the centrality of these factors to work-based strain, we posit that team reflexivity, by affecting these factors, may have benefici...
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作者：Mitchell, Marie S.; Baer, Michael D.; Ambrose, Maureen L.; Folger, Robert; Palmer, Noel F.
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作者：Liao, Zhenyu; Yam, Kai Chi; Johnson, Russell E.; Liu, Wu; Song, Zhaoli
作者单位：Washington University (WUSTL); National University of Singapore; Michigan State University; Michigan State University's Broad College of Business; Hong Kong Polytechnic University
摘要：Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a result of feeling guilty and perceiving loss of moral credits. Results from two experience sampling studies show that, within leaders on a daily basi...
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作者：Yuan, Zhenyu; Barnes, Christopher M.; Li, Yongjuan
作者单位：Chinese Academy of Sciences; Institute of Psychology, CAS; University of Iowa; University of Washington; University of Washington Seattle; Chinese Academy of Sciences; University of Chinese Academy of Sciences, CAS
摘要：Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination th...
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作者：Bamberger, Peter A.; Koopmann, Jaclyn; Wang, Mo; Larimer, Mary; Nahum-Shani, Inbal; Geisner, Irene; Bacharach, Samuel B.
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作者：DeOrtentiis, Philip S.; Van Iddekinge, Chad H.; Ployhart, Robert E.; Heetderks, Tom D.
作者单位：Michigan State University; State University System of Florida; Florida State University; University of South Carolina System; University of South Carolina Columbia
摘要：At some point, fining managers in all organizations face the decision of whether to fill open positions with internal candidates (e.g., through promotions) or to hire external candidates (e.g., from competitors or new entrants into the labor market). Despite this ubiquitous choice, surprisingly little research has compared the effectiveness of internal and external selection or has identified situations in which 1 approach may be better than the other. The authors use theory on human capital r...
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作者：Little, Laura M.; Hinojosa, Amanda S.; Paustian-Underdahl, Samantha; Zipay, Kate P.
作者单位：University System of Georgia; University of Georgia; Howard University; State University System of Florida; Florida International University; University of Oregon
摘要：Unfortunately, not all organizations are supportive of employees' family lives. Family unsupportive workplaces can be stressful for all employees and particularly for pregnant women, who carry a physical reminder of their family life. In the present study. we draw on conservation of resources (COR) theory (Hobfoll, 1989, 2001) to investigate how women manage family unsupportive organizational perceptions during pregnancy via social identity-based impression management behaviors as well as how ...
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作者：Frieder, Rachel E.; Wang, Gang; Oh, In-Sue
作者单位：Old Dominion University; State University System of Florida; Florida State University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful ...
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作者：Wolfson, Mikhail A.; Tannenbaum, Scott I.; Mathieu, John E.; Maynard, M. Travis
作者单位：University of Connecticut; Colorado State University System; Colorado State University Fort Collins
摘要：Organizations often operate in complex and dynamic environments which place a premium on employees' ongoing learning and acquisition of new competencies. Additionally, the majority of learning in organizations does not take place in formal training settings, but we know relatively little about how informal field-based learning (IFBL) behaviors relate to changes in job performance. In this study, we first clarified the construct of IFBL as a subset of informal learning. Second, on the basis of ...
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作者：Parke, Michael R.; Weinhardt, Justin M.; Brodsky, Andrew; Tangirala, Subrahmaniam; DeVoe, Sanford E.
作者单位：University of London; London Business School; University of Calgary; University of Texas System; University of Texas Austin; University System of Maryland; University of Maryland College Park; University of California System; University of California Los Angeles
摘要：Does planning for a particular workday help employees perform better than on other days they fail to plan? We investigate this question by identifying 2 distinct types of daily work planning to explain why and when planning improves employees' daily performance. The first type is time management planning (TMP)-creating task lists, prioritizing tasks, and determining how and when to perform them. We propose that TMP enhances employees' performance by increasing their work engagement, but that t...
