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作者：Stanley, Matthew L.; Neck, Christopher P.
作者单位：Duke University; Arizona State University; Arizona State University-Tempe
摘要：Euphemism-that is, softening words or phrases substituted for more direct language-has become pervasive in our everyday personal and professional lives. Leveraging theory and research on construal and framing effects, we conceptualize euphemism as a linguistic framing device that influences how observers construe situations and the people, groups, objects, and events within them. We then experimentally investigate the effects of euphemism as a linguistic framing device on third-party judgments...
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作者：Song, Q. Chelsea; Oh, In-Sue; Kim, Yesuel; So, Chaehan
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; New York University
摘要：Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear,...
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作者：Recendes, Tessa; Hill, Aaron D.; Aime, Federico; Ridge, Jason W.; Petrenko, Oleg V.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; State University System of Florida; University of Florida; Oklahoma State University System; Oklahoma State University - Stillwater; University of Arkansas System; University of Arkansas Fayetteville; University of Oklahoma System; University of Oklahoma - Norman
摘要：Integrating theory and evidence about Machiavellianism (Mach) into executive pay-setting research, we theorize about how chief executive officers (CEOs) higher in Mach may be both more motivated to initiate negotiations and more effective in utilizing social influence tactics in the pay-setting process, thus positively relating to their own pay outcomes. Specifically, we first theorize that CEO Mach positively associates with a CEO's total pay and severance pay. Moreover, because paying top ma...
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作者：Yao, Yongheng (Angus); Ma, Zhenzhong
作者单位：Wilfrid Laurier University; Harbin Institute of Technology; University of Windsor
摘要：Our recent article on congruence research (Yao & Ma, 2023) advocated the need to adopt a holistic approach to studying congruence effects and to developing stronger congruence theories. Matta and Frank (2025) offered an insightful commentary on our article, highlighting theoretical and empirical/inferential concerns. These concerns include (a) whether the exact correspondence effect is the theoretical goal and (b) when researchers should consider applied conditions or reported conditions in co...
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作者：Lagios, Constantin; Restubog, Simon Lloyd D.; Schilpzand, Pauline; Aquino, Karl; Lagios, Nicolas; Caesens, Gaetane
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Universite Catholique Louvain; University of Illinois System; University of Illinois Urbana-Champaign; University of Bath; Oregon State University; University of British Columbia; Universite Libre de Bruxelles
摘要：Organizational dehumanization has traditionally been conceptualized as a negative phenomenon that leads to undesirable consequences. In this research, we depart from this perspective and test the possibility that organizational dehumanization may also have an unexpected silver lining effect that extends beyond the workplace to benefit other individuals in employees' social sphere. Drawing upon self-affirmation theory, we propose that organizational dehumanization threatens employees' self-wort...
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作者：Wang, Siting; Liden, Robert C.; Liu, Haiyang; Li, Yixuan; Wang, Hui
作者单位：Hong Kong Baptist University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Leeds; Nanyang Technological University; State University System of Florida; University of Florida; Peking University
摘要：Although ingratiation is a tactic widely adopted by subordinates to influence supervisors, findings on its effectiveness are mixed at best. Drawing upon advancements in attribution theory, we propose a dual-pathway model to explicate the supervisor attributional processes triggered by newcomer ingratiation. On the one hand, supervisors engage in surface-level correspondent inference, taking newcomer ingratiation at face value and associating more ingratiation with greater relationship-building...
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作者：Ray, Caitlin; Ulrich, Mike; Awaysheh, Amrou; Bliese, Paul; Nyberg, Anthony
作者单位：Cornell University; Utah System of Higher Education; Utah State University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of South Carolina System; University of South Carolina Columbia
摘要：In traditional work group settings, individual employees are known to adapt their behavior to that of peers. It is less clear how individuals adapt their behavior in work settings where tasks are independent and the role of social interaction is minimized. This study examines day-to-day performance adaptation among incumbents and newcomers in an automated Fortune 500 e-commerce warehouse where employees work in shifts yet are paid based solely on individual performance. We contribute to perfor...
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作者：Bisbey, Tiffany; Linhardt, Rylee M.; Herron, Amanda Woods; Kilcullen, Molly P.; Salas, Eduardo
作者单位：George Washington University; Rice University; University of Texas System; UTMD Anderson Cancer Center; Johns Hopkins University
摘要：Although workplace safety concerns are often addressed with employee safety training, organizational research has yet to provide a critical examination into the extent to which safety training impacts outcomes. This meta-analysis examines the training literature across industries to evaluate the effects of safety training on the antecedents and indicators of workplace safety. We extracted 666 effects from 157 independent studies and coded for the content of safety training (technical or nontec...
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作者：Lin, Szu-Han (Joanna); Woodall, Justin P.; Mitchell, Marie S.; Chi, Nai-Wen; Johnson, Russell E.
作者单位：University System of Georgia; University of Georgia; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; National Sun Yat Sen University; Michigan State University; Michigan State University's Broad College of Business
摘要：Previous research has highlighted the benefits followers gain from their leaders' initiating structure and consideration. Adopting a leader-centric perspective, we propose that leaders' gender influences the impact of these behaviors for leaders themselves. Drawing from conservation of resources and gender role theories, we explain why gender-role-inconsistent leader behaviors (behaviors that go against gender stereotypes, such as initiating structure for women and consideration for men) is de...
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作者：Birnbaum, Hannah J.; Mcclanahan, Kaylene J.; Unzueta, Miguel
作者单位：Washington University (WUSTL); University of California System; University of California Los Angeles
摘要：Speaking up on social injustices may help create more just and inclusive organizations. Yet, many people choose to remain silent. In this article, we test how managerial silence on injustices can shape impressions of a manager's lack of support for an outgroup. In Study 1, we surveyed employees and found that many noticed their managers' silence and recounted that such silence influenced how they perceived their managers. We then conducted nine experimental studies (Studies 2-6, Supplemental S...
