Laissez-Faire Leadership and Affective Commitment: the Roles of Leader-Member Exchange and Subordinate Relational Self-concept [0.03%]
放任型领导与情感承诺：上下级交换与下属关系自我概念的作用
Véronique Robert,Christian Vandenberghe
Véronique Robert
Although the detrimental effects of laissez-faire leadership are well documented, research on the underlying mechanisms and the boundary conditions associated with these effects remains scarce. Using the identity orientation framework and s...
Using a Generalizable Photo-Coding Methodology for Assessing Organizational Culture Artifacts [0.03%]
使用通用的摄影编码方法来评估组织文化遗迹
Zinta S Byrne,Kelly A Cave,Steven D Raymer
Zinta S Byrne
Despite scholars' reliance on Schein's (1990) three-interconnected layer framework of organizational culture (i.e., artifacts, values/norms, underlying assumptions), few, if any, measure artifacts. This gap is significant because artifacts ...
Effects of Employee Sickness Presence on Customer Repurchase and Recommendation Intentions: The Role of Customer Affective Reactions [0.03%]
员工带病上班对客户回购和推荐意向的影响：顾客情感反应的作用
Carolin Dietz,Hannes Zacher
Carolin Dietz
Sickness presence can have important individual and organizational consequences, such as health deterioration or productivity loss. Additional risks, such as negative customer reactions, may be particularly relevant in the service sector. B...
Does Leader Same-sex Sexual Orientation Matter to Leadership Effectiveness? A Four-study Model-testing Investigation [0.03%]
领导者的同性恋取向会影响领导效能吗？基于四重实证的理论测试研究
Gang Wang,David S Steffensen Jr,Pamela L Perrewé et al.
Gang Wang et al.
Despite the legalization of same-sex marriage in the United States (U.S.) and an increasing number of out gay and lesbian business leaders, we have little knowledge of the role played by leaders' same-sex sexual orientation in the leadershi...
Switching Gears: A Self-Regulatory Approach and Measure of Nonwork Role Re-Engagement Following After-Hours Work Intrusions [0.03%]
转移注意力：一种自调节方法及工作后重新专注于非工作的角色的衡量标准
Angela R Grotto,Maura J Mills,Erin M Eatough
Angela R Grotto
As employees' personal lives are increasingly splintered by work demands, the boundary between work and nonwork domains is becoming ever more blurred. Grounded within a self-regulatory approach and the executive control function of inhibito...
"You've Got Mail": a Daily Investigation of Email Demands on Job Tension and Work-Family Conflict [0.03%]
你有邮件：每日调查电子邮件对工作紧张和工作家庭冲突的影响
David S Steffensen Jr,Charn P McAllister,Pamela L Perrewé et al.
David S Steffensen Jr et al.
Email represents a useful organizational tool that can facilitate rapid and flexible communication between organizations, managers, and employees regardless of their physical location (e.g., office, home, on vacation). However, despite the ...
The Impact of Supervisor-Subordinate Incongruence in Power Distance Orientation on Subordinate Job Strain and Subsequent Job Performance [0.03%]
领导与下属权力距离导向不匹配对下属工作压力及绩效的影响研究
Orlando Richard,María Del Carmen Triana,İlhami Yücel et al.
Orlando Richard et al.
Employee strain is estimated to cost American companies as much as $500 billion in lost productivity annually, and a leading cause of workforce stress is disagreements with other people (Cook, 2017; Mental Health America, 2017). In this stu...
Disruptions and General Distress for Essential and Nonessential Employees During the COVID-19 Pandemic [0.03%]
新冠疫情期间必要工作者和非必要工作者的干扰及总体压力感
Ward van Zoonen,Claartje L Ter Hoeven
Ward van Zoonen
The COVID-19 pandemic and outbreak response represent a global crisis that has affected various aspects of people's lives, including work. Speculation is rife about the impact of the crisis on employees. Countries and organizations worldwid...
Organizational science and cybersecurity: abundant opportunities for research at the interface [0.03%]
组织科学和网络安全：在界面研究中的巨大潜力
Reeshad S Dalal,David J Howard,Rebecca J Bennett et al.
Reeshad S Dalal et al.
Cybersecurity is an ever-present problem for organizations, but organizational science has barely begun to enter the arena of cybersecurity research. As a result, the "human factor" in cybersecurity research is much less studied than its te...
It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions? [0.03%]
不仅需要好的摄像设备：面对面面试和视频会议面试的绩效评价和应聘者感知差异的影响因素是什么？
Johannes M Basch,Klaus G Melchers,Anja Kurz et al.
Johannes M Basch et al.
Due to technological progress, videoconference interviews have become more and more common in personnel selection. Nevertheless, even in recent studies, interviewees received lower performance ratings in videoconference interviews than in f...