Generations and Generational Differences: Debunking Myths in Organizational Science and Practice and Paving New Paths Forward [0.03%]
世代与世代差异：揭穿组织科学与实践中的迷思并开辟新道路
Cort W Rudolph,Rachel S Rauvola,David P Costanza et al.
Cort W Rudolph et al.
Talk about generations is everywhere and particularly so in organizational science and practice. Recognizing and exploring the ubiquity of generations is important, especially because evidence for their existence is, at best, scant. In this...
Social Comparisons, Self-Conceptions, and Attributions: Assessing the Self-Related Contingencies in Leader-Member Exchange Relationships [0.03%]
社会比较、自我观念与归因：评估领导者—成员交换关系中的以自我为中心的权变因素
Émilie Lapointe,Christian Vandenberghe,Ahmed K Ben Ayed et al.
Émilie Lapointe et al.
Research on leader-member exchange (LMX) has demonstrated that, in addition to the value of LMX as an indicator of quality relationships with leaders, employees also evaluate how their relationship with the leader compares to other employee...
The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence [0.03%]
残障人士生命周期就业参与：雇主顾虑和研究证据
Silvia Bonaccio,Catherine E Connelly,Ian R Gellatly et al.
Silvia Bonaccio et al.
Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet il...
Modeling Temporal Interaction Dynamics in Organizational Settings [0.03%]
组织环境中 temporal interaction dynamics 的建模研究
Nale Lehmann-Willenbrock,Joseph A Allen
Nale Lehmann-Willenbrock
Most workplace phenomena take place in dynamic social settings and emerge over time, and scholars have repeatedly called for more research into the temporal dynamics of organizational behavior. One reason for this persistent research gap co...
Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB) [0.03%]
工作场所攻击行为与员工福祉和工作的关系：具有家庭支持型主管行为的调节作用
Nanette L Yragui,Caitlin A Demsky,Leslie B Hammer et al.
Nanette L Yragui et al.
Purpose: The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and co...
Team Creative Environment as a Mediator Between CWX and R&D Team Performance and Moderating Boundary Conditions [0.03%]
基于团队的创造力氛围对共创绩效与研发效能关系的中介作用及边界条件研究
Mar Bornay-Barrachina,Inés Herrero
Mar Bornay-Barrachina
Purpose: The purpose of this study was to investigate how high-quality dyadic co-worker relationships (CWXs) favour or hinder team performance. Specifically, we examine the role played by CWX, team creative environment, j...
Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews [0.03%]
团体遴选面试中的申请人人格与程序公平感研究
Hege H Bye,Gro M Sandal
Hege H Bye
Purpose: We investigated how job applicants' personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultane...
Organizational Conspiracy Beliefs: Implications for Leadership Styles and Employee Outcomes [0.03%]
组织阴谋信念对领导风格和员工结果的影响
Jan-Willem van Prooijen,Reinout E de Vries
Jan-Willem van Prooijen
Purpose: Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not y...
Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave? [0.03%]
情境面试为何能够预测绩效？是考查你“会怎么做”还是“应该怎么做”?
Janneke K Oostrom,Klaus G Melchers,Pia V Ingold et al.
Janneke K Oostrom et al.
Purpose: The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely (a) that they are measures of interviewees' behavioral intentions or (b) that they a...
When Change Causes Stress: Effects of Self-construal and Change Consequences [0.03%]
变化引起的压力感：自我认知与变化结果的影响
Barbara Wisse,Ed Sleebos
Barbara Wisse
Purpose: Organizational change can be a major stress factor for employees. We investigate if stress responses can be explained by the extent to which there is a match between employee self-construal (in personal or collec...