TY - JOUR T1 - Workplace Gossip: An Integrative Review of its Antecedents, Functions, and Consequences JF - Journal of Organizational Behavior Y1 - 2023 A1 - Schilpzand,Pauline A1 - Sun,Tianjun A1 - Liu,Yihao KW - Management U2 - a U4 - 248343373824 ID - 248343373824 ER - TY - JOUR T1 - Sick on the day of the interview? Effects of presenteeism on selection outcomes and the moderating role of raters' perspective?taking JF - Journal of Organizational Behavior Y1 - 2022 A1 - Schilpzand,Pauline A1 - Restubog,Simon A1 - Chen,Yueyang KW - Management U2 - a U4 - 248343402496 ID - 248343402496 ER - TY - JOUR T1 - How and When Humble Leadership Facilitates Employee Job Performance: The Roles of Feeling Trusted and Job Autonomy JF - Journal of Leadership and Organizational Studies Y1 - 2020 A1 - Cho,Jeewon A1 - Schilpzand,Pauline A1 - Paterson,Ted KW - Management VL - 28 CP - 2 U2 - a U4 - 125270097920 ID - 125270097920 ER - TY - JOUR T1 - Not Too Tired to be Proactive: Daily Empowering Leadership Spurs Next-Morning Employee Proactivity as Moderated by Nightly Sleep Quality JF - Academy of Management Journal Y1 - 2018 A1 - Schilpzand,Pauline A1 - Houston,Lawrence A1 - Cho,Jeewon KW - Management VL - 61 CP - 6 U2 - a U4 - 132641691648 ID - 132641691648 ER - TY - JOUR T1 - When and How Experienced Incivility Dissuades Proactive Performance: An Integration of Sociometer and Self-Identity Orientation Perspectives JF - Journal of Applied Psychology Y1 - 2018 A1 - Schilpzand,Pauline A1 - Huang,Lei KW - Management U2 - a U4 - 162506424320 ID - 162506424320 ER - TY - HEAR T1 - The daily Effects of Humble (Caring) Leadership Depend on Whether the Leader is Abusive. Y1 - 2017 A1 - Schilpzand,Pauline A1 - Cho,Jeewon A1 - Houston,Lawrence KW - Management JA - The 33rd European Group for Organizational Studies (EGOS) Colloquium CY - Copenhagen, Denmark U2 - c U4 - 141654673408 ID - 141654673408 ER - TY - JOUR T1 - Not what you expected to hear: Accented messages and their effect on choice JF - Journal of Management Y1 - 2017 A1 - Livingston,B A A1 - Schilpzand,Pauline A1 - Erez,A KW - Management VL - 43 CP - 3 U2 - a U4 - 37987766273 ID - 37987766273 ER - TY - HEAR T1 - Symposium: Workplace incivility: new frontiers and research directions Y1 - 2017 A1 - Schilpzand,Pauline A1 - Huang,Lei KW - Management JA - Academy of Management Conference CY - Atlanta U2 - c U4 - 144793663488 ID - 144793663488 ER - TY - HEAR T1 - Employee homesickness: Remote employees reactions to being removed from relational others Y1 - 2016 A1 - Schilpzand,Pauline A1 - Cho,Jeewon KW - Management JA - Western Academy of Management CY - Portland, OR U2 - c U4 - 125269841920 ID - 125269841920 ER - TY - HEAR T1 - How and when leader humility affects follower task and extra-role performance. A moderated mediation model of job autonomy and employee-felt trust Y1 - 2016 A1 - Cho,Jeewon A1 - Schilpzand,Pauline A1 - Paterson,Ted KW - Management JA - Academy of Management CY - Anaheim, CA U2 - c U4 - 126571132928 ID - 126571132928 ER - TY - JOUR T1 - Incivility hates company: Shared Incivility Attenuates Rumination, Stress, and Psychological Withdrawal by Reducing Self-blame JF - Organizational Behavior and Human Decision Processes Y1 - 2016 A1 - Schilpzand,Pauline A1 - Leavitt,Keith A1 - Lim,Sandy KW - Management CY - Atlanta, GA/Elsevier VL - 133 UR - http://www.sciencedirect.com/science/article/pii/S0749597816300735 U2 - a U4 - 87623985152 ID - 87623985152 ER - TY - HEAR T1 - TRUST IN ORGANIZATIONS: NOVEL DIRECTIONS AND NEW FRONTIERS Y1 - 2016 A1 - Schilpzand,Pauline A1 - Cho,Jeewon KW - Management JA - Academy of Management CY - Anaheim, CA U2 - c U4 - 126570981376 ID - 126570981376 ER - TY - JOUR T1 - Workplace incivility: A review of the literature and agenda for future research JF - Journal of Organizational Behavior Y1 - 2016 A1 - Schilpzand,Pauline A1 - De Pater,Irene A1 - Erez,Amir KW - Management CY - Wiley VL - 37 U2 - a U4 - 87624099840 ID - 87624099840 ER - TY - HEAR T1 - Employee homesickness: Causes and Outcomes Y1 - 2015 A1 - Schilpzand,Pauline A1 - Cho,Jeewon KW - Management JA - Western Academy of Management (WAM) CY - Kauai, Hawaii U2 - c U4 - 103694555136 ID - 103694555136 ER - TY - HEAR T1 - Group Dynamic in Abusive Supervision: Boundary Conditions for Relational and Collective Self-Concepts Y1 - 2015 A1 - Cho,Jeewon A1 - Schilpzand,Pauline KW - Management JA - Western Academy of Management (WAM) CY - Kauai, Hawaii U2 - c U4 - 103694467072 ID - 103694467072 ER - TY - JOUR T1 - Inherently Relational: Interactions Between Peers' and Individuals' Personalities Impact Reward Giving and Appraisal of Individual Performance JF - Academy of Management Journal Y1 - 2015 A1 - Erez,Amir A1 - Schilpzand,Pauline A1 - Leavitt,Keith A1 - Woolum,A A1 - Judge,Timothy KW - Management VL - 58 CP - 6 U2 - a U4 - 51579648000 ID - 51579648000 ER - TY - JOUR T1 - An Inductively-Generated Typology and Process Model of Workplace Courage JF - Organization Science Y1 - 2014 A1 - Schilpzand,Pauline A1 - Hekman,D A1 - Mitchell,T R KW - Management CY - Catonsville, MD/Informs VL - 26 UR - http://dx.doi.org/10.1287/orsc.2014.0928 CP - 1 U2 - a U4 - 37987577857 ID - 37987577857 ER - TY - CHAP T1 - Dyadic Fit and the Process of Organizational Socialization Y1 - 2013 A1 - Kammeyer-Mueller,John D. A1 - Schilpzand,Pauline A1 - Rubenstein,Alex KW - Management AB - Person-environment fit matters. Research has repeatedly shown that employees who fit with their jobs, their work groups, and their organizations are more committed and more satisfied (Kristof-Brown, Barrick, & Stevens, 2005). However, despite the demonstrated importance of person-environment fit, there has been a notable absence of research on interpersonal, dyadic fit at work (Ferris, Liden, Munyon, Summers, Basik, & Buckley, 2009). This is a surprising omission, because most people only feel like they really “fit” in a job if they have positive dyadic relationships with their co-workers and supervisor. As such, our understanding of behavior at work is incomplete if we fail to take the role of person-to-person relationships into account. There is also a practical, operational side to understanding dyadic relationships at work, because they facilitate the exchange of information and resources (e.g., Ibarra, Kilduff, & Tsai, 2005; Labianca & Brass, 2006; Nebus, 2006). Unfortunately, research on social relationships at work does not yet reflect the rich body of knowledge that has been amassed in other fields (Barry & Crant, 2000). Thus, while we know that interpersonal relationships are important, we currently do not know a great deal about these relationships in organizational contexts.
In this chapter, we outline a model of how person-environment fit develops in the course of social interactions among established organizational members and those who are new to the organization. The focus on the initial period of relationship development (i.e. organizational socialization) will help to illustrate a number of important processes that occur primarily in the initial acquaintance phase and unfold as individuals come to know one another better. Our theoretical development will proceed from a relationship science perspective (e.g., Berscheid, 1999; Kelley et al., 1983). This perspective offers insights that have been unexplored in both the person-environment fit and organizational socialization literatures, including an increased understanding of how people come to have close affective bonds with one another, a better set of tools for discussing the processes of social acceptance (and rejection), and a useful typology for differentiating types of relationships. To date, there has been only limited transfer of this material into the organizational behavior literature (for exceptions, see Ferris et al., 2009; Poteat, Shockley, & Allen, 2009; or Ragins & Dutton, 2007). CY - Wiley-Blackwell U2 - d U4 - 69076891648 ID - 69076891648 ER - TY - JOUR T1 - Different hats, different obligations: Plural occupational identities and situated moral judgments. JF - Academy of Management Journal Y1 - 2012 A1 - Leavitt,Keith A1 - Reynolds,Scott J A1 - Barnes,Christopher M A1 - Schilpzand,Pauline A1 - Hannah,Sean T KW - Management AB - It is well understood that moral identity substantially influences moral judgments. However, occupational identities are also replete with moral content, and individuals may have multiple occupational identities within a given work role (e.g., engineer-manager). Consequently, we apply the lenses of moral universalism and moral particularism to categorize occupational identities and explore their moral prescriptions. We present and test a model of occupational identities as implicitly-held and dynamically-activated knowledge structures, cued by context and containing associated content about the absolute and/or relationship-dependent moral obligations owed by the actor to stakeholders. Results from one field study and two situated experiments with dual-occupation individuals indicate that moral obligations embedded in occupational identities influence actors’ work-role moral judgments in a predictable and meaningful manner. VL - 55 U2 - a U4 - 50847703040 ID - 50847703040 ER - TY - JOUR T1 - An examination of whether and how racial and gender biases influence customer satisfaction ratings. JF - Academy of Management Journal Y1 - 2010 A1 - Hekman,David R A1 - Aquino,Karl A1 - Owens,Bradley A1 - Mitchell,Terrence R A1 - Schilpzand,Pauline A1 - Leavitt,Keith KW - Management VL - 53 U2 - a U4 - 70213060608 ID - 70213060608 ER - TY - JOUR T1 - Sick on the day of the interview? Effects of presenteeism on selection outcomes and the moderating role of raters' perspective?taking JF - Journal of Organizational Behavior Y1 - 0 A1 - Schilpzand,Pauline A1 - Restubog,Simon A1 - Chen,Yueyang KW - Management U2 - a U4 - 248343402496 ID - 248343402496 ER - TY - JOUR T1 - Workplace Gossip: An Integrative Review of its Antecedents, Functions, and Consequences JF - Journal of Organizational Behavior Y1 - 0 A1 - Schilpzand,Pauline A1 - Sun,Tianjun A1 - Liu,Yihao KW - Management U2 - a U4 - 248343373824 ID - 248343373824 ER -