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作者：Beck, James W.; Scholer, Abigail A.; Hughes, Jeffrey
作者单位：University of Waterloo
摘要：Disturbances are factors outside of a person's control that influence goal progress. Although disturbances are typically included in theoretical accounts of goal pursuit, relatively little empirical research has explicitly considered the effects of disturbances on the goal-striving process. We address this gap in the literature by examining the effects that disturbances have on the emotional experience of goal pursuit. More importantly, we differentiate between distance disturbances (changes t...
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作者：Dimotakis, Nikolaos; Mitchell, Deb; Maurer, Todd
作者单位：University System of Georgia; Georgia State University; University of Nebraska System; University of Nebraska Lincoln
摘要：In this field study we examined both positive and negative developmental feedback given in managerial assessment centers in relation to employees' self-efficacy for their ability to improve their relevant skills assessed in the centers, the extent to which they sought subsequent feedback from others at work, and the career outcome of being promoted to a higher level position within the organization. We found that feedback was related to self-efficacy for improvement which was in turn positivel...
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作者：Courtright, Stephen H.; McCormick, Brian W.; Mistry, Sal; Wang, Jiexin
作者单位：Texas A&M University System; Texas A&M University College Station; Northern Illinois University; Southern Methodist University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University
摘要：Though prevalent in practice, team charters have only recently received scholarly attention. However, most of this work has been relatively devoid of theory, and consequently, key questions about why and under what conditions team charter quality affects team performance remain unanswered. To address these gaps, we draw on macro organizational control theory to propose that team charter quality serves as a team-level behavior control mechanism that builds task cohesion through a structured exe...
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作者：Spoelma, Trevor M.; Ellis, Aleksander P. J.
作者单位：University of Arizona
摘要：While faultlines theory has received quite a bit of attention in the literature, there has been some inconsistency in findings regarding identity and information faultlines. Namely, identity faultlines do not always result in harmful social categorizations and information faultlines do not always increase information-processing capabilities. However, according to the categorization-elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), any category of diversity can result in categor...
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作者：Barber, Larissa K.; Taylor, Shannon G.; Burton, James P.; Bailey, Sarah F.
作者单位：Northern Illinois University; State University System of Florida; University of Central Florida; Northern Illinois University; University of Wisconsin System; University of Wisconsin Madison
摘要：Research demonstrating that employees who are undermined at work engage in similar behavior at home suggests this connection reflects displaced aggression. In contrast, the present study draws on self-regulation theory to examine the work-home undermining spillover/crossover process. We propose that poor sleep quality transmits the influence of workplace undermining to home undermining per self-regulatory impairment, and exercise moderates this indirect effect per self-regulatory improvement. ...
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作者：Walker, David D.; van Jaarsveld, Danielle D.; Skarlicki, Daniel P.
作者单位：University of British Columbia; University of British Columbia Okanagan; University of British Columbia
摘要：Customer service employees tend to react negatively to customer incivility by demonstrating incivility in return, thereby likely reducing customer service quality. Research, however, has yet to uncover precisely what customers do that results in employee incivility. Through transcript and computerized text analysis in a multilevel, multisource, mixed-method field study of customer service events (N = 434 events), we found that employee incivility can occur as a function of customer (a) aggress...
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作者：Allen, David G.; Peltokorpi, Vesa; Rubenstein, Alex L.
作者单位：Rutgers University System; Rutgers University New Brunswick; University of Warwick; Saitama University; University of Memphis
摘要：Job embeddedness is predominately assumed to benefit employees, work groups, and organizations (e.g., higher performance, social cohesion, and lower voluntary turnover). Challenging this assumption, we examined the potentially negative outcomes that may occur if employees are embedded in an adverse work environment-feeling stuck, yet unable to exit a negative situation. More specifically, we considered two factors representing adverse work conditions: abusive supervision and job insecurity. Dr...
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作者：Vidyarthi, Prajya R.; Singh, Satvir; Erdogan, Berrin; Chaudhry, Anjali; Posthuma, Richard; Anand, Smriti
作者单位：University of Texas System; University of Texas El Paso; Portland State University; Koc University; Illinois Institute of Technology
摘要：The authors extend i-deals theory to an individual-within-a-team context. Drawing upon social comparison theory, they contend that individuals will react to their own i-deals within the context of group members' i-deals. Therefore, they examine the role of relative i-deals (an individual's i-deals relative to the team's average) in relation to employee performance. Furthermore, integrating social comparison theory with social identity theory the authors assert that the behavioral outcomes of r...
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作者：Yu, Jia (Joya); Downes, Patrick E.; Carter, Kameron M.; O'Boyle, Ernest H.
作者单位：University of Iowa; Rutgers University System; Rutgers University New Brunswick
摘要：Scholars increasingly recognize the potential of meta-analytic structural equation modeling (MASEM) as a way to build and test theory (Bergh et al., 2016). Yet, 1 of the greatest challenges facing MASEM researchers is how to incorporate and model meaningful effect size heterogeneity identified in the bivariate meta-analysis into MASEM. Unfortunately, common MASEM approaches in applied psychology (i.e., Viswesvaran & Ones, 1995) fail to account for effect size heterogeneity. This means that MAS...
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作者：Avery, Derek R.; McKay, Patrick F.; Volpone, Sabrina D.
作者单位：Wake Forest University; Rutgers University System; Rutgers University New Brunswick; University of New Mexico
摘要：Because stigmatized individuals are viewed as incongruent with commonly held implicit leadership theories, they are often deemed less fit to lead than their nonstigmatized counterparts (Eagly & Karau, 2002). This suggests consumers might use such views to discredit not only stigmatized leaders, but also the companies they represent. However, cognition based on social categories (1 potential form of stigma) may be more likely when there are readily available alternative factors to account for o...
