Journal of Organizational Behavior最新文献_第2页

Understanding the Change Trajectories of Team Transition and Action Processes Over Time: A Regulatory Focus Perspective 理解团队过渡和行动过程的变化轨迹：一个监管焦点的视角

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-04-21 DOI: 10.1002/job.2878

Jia Li, Ci-Rong Li

{"title":"Understanding the Change Trajectories of Team Transition and Action Processes Over Time: A Regulatory Focus Perspective","authors":"Jia Li, Ci-Rong Li","doi":"10.1002/job.2878","DOIUrl":"https://doi.org/10.1002/job.2878","url":null,"abstract":"<div>\u0000 \u0000 <p>Team transition processes (i.e., teams' evaluation and planning activities for goal accomplishment) and team action processes (i.e., teams' activities directly contributing to goal accomplishment) have been long conceptualized as dynamic; yet there has been little understanding of what drives team process dynamics and what results from it. Drawing on team development and team regulatory focus research, we examine the change trajectories of transition and action processes in temporally bounded teams and antecedents and consequences of such trajectories. We posit that deadlines for output delivery shift team members' attention and effort from conceptualizing project ideas and forming task structures to implementing project ideas and executing team tasks, thus rendering team transition processes to decrease and team action processes to increase over time. The extent to which transition processes decrease and action processes increase over time is determined by team regulatory focus, as team promotion focus sustains team effort for improvement and accomplishment over time and team prevention focus constrains it. Given that transition and action processes both contribute to team performance, teams that experience a less decrease in transition processes or a greater increase in action processes over time will achieve higher team performance in the end. We conducted a longitudinal study with 125 four-person student teams engaged in a business simulation over 7 weeks and measured team processes weekly. Overall, results from latent growth modeling (LGM) support our hypotheses.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"850-866"},"PeriodicalIF":6.2,"publicationDate":"2025-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551381","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Customer-Oriented Boundary Spanning, Functional Diversity, and Customer Adoption 面向客户的边界跨越、功能多样性与客户接受

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-04-02 DOI: 10.1002/job.2884

André Wagner, Daan van Knippenberg, Lauren D'Innocenzo

{"title":"Customer-Oriented Boundary Spanning, Functional Diversity, and Customer Adoption","authors":"André Wagner, Daan van Knippenberg, Lauren D'Innocenzo","doi":"10.1002/job.2884","DOIUrl":"https://doi.org/10.1002/job.2884","url":null,"abstract":"<div>\u0000 \u0000 <p>For teams developing products or services to meet customer needs, customer adoption of team deliverables is core to their success. When such teams focus on complex, tailored deliverables, customer adoption can be expected to benefit from team information elaboration—the exchange, discussion, and integration of team members' knowledge and perspectives—to develop solutions for customer needs. We aim to shed light on how teams can focus on the customer's perspective within the elaboration process to drive customer adoption. We propose that whereas engaging with the customer's perspective is key to customer adoption, teams may only do this to a modest degree unless they are stimulated to put the customer perspective center-stage. Extending information elaboration theory by drawing on the attention-based view, we propose that customer-oriented boundary spanning—engaging with the customer to champion the customer's perspective within the team—strengthens the shared objective of serving the customer to guide information elaboration and increase the quality of knowledge work. We argue that this effect is moderated by team functional background diversity: increased attention to the customer's perspective guides teams to better use their informational resources and this benefit is stronger with greater functional background diversity. These predictions were supported in a field experiment with a customer-oriented boundary spanning intervention (<i>N</i> = 144 teams). Shared objectives and information elaboration sequentially mediated the effect of customer-oriented boundary spanning and the indirect effect from customer-oriented boundary spanning to customer adoption was stronger with greater functional diversity.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"906-922"},"PeriodicalIF":6.2,"publicationDate":"2025-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551198","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Creativity as a Function of Daydreaming and Cognitive Demands at Work: The Role of Openness to Experience and Neuroticism Personality States 创造力作为白日梦和工作中的认知需求的功能：经验开放性和神经质人格状态的作用

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-31 DOI: 10.1002/job.2882

Miguel Ibaceta, Hector P. Madrid, Roni Reiter-Palmon

{"title":"Creativity as a Function of Daydreaming and Cognitive Demands at Work: The Role of Openness to Experience and Neuroticism Personality States","authors":"Miguel Ibaceta, Hector P. Madrid, Roni Reiter-Palmon","doi":"10.1002/job.2882","DOIUrl":"https://doi.org/10.1002/job.2882","url":null,"abstract":"<p>Recent research in organizational behavior has begun to focus on the role of daydreaming in the workplace, which refers to the spontaneous shift of attention from the external environment to internally generated thoughts. Emergent research suggests that daydreaming evolving from cognitive demands at work may serve as a precursor to creativity. However, despite this incipient interest, whether, how, and why different forms of cognitive demands lead to discrete forms of daydreaming and, therefore, creative outcomes in organizations remain in their early stages. Drawing on the Situation-Based Contingency of the Personality Manifestation Model, we propose that personality states, specifically openness to experience and neuroticism, have a pivotal role in explaining the effects of problem-solving and monitoring demands on problem-constructive daydreaming and guilt and fear-of-failure daydreaming, which, in turn, have varying effects on creative thinking. Our hypotheses were tested using data from a daily diary study conducted over one workweek with professional employees across diverse organizations. This study contributes to the emerging literature on daydreaming and personality states in organizations by illuminating their role in fostering creativity within the workplace.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1090-1106"},"PeriodicalIF":6.8,"publicationDate":"2025-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2882","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145243194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

When Super (Wo)man Fails to Appear: Beyond Idealized Prototypes in Crisis Leadership 当超级（没有）人没有出现：超越危机领导中的理想化原型

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-25 DOI: 10.1002/job.2881

Janaki Gooty, Andrew McBride, Liana Kreamer, George C. Banks, Scott Tonidandel

{"title":"When Super (Wo)man Fails to Appear: Beyond Idealized Prototypes in Crisis Leadership","authors":"Janaki Gooty, Andrew McBride, Liana Kreamer, George C. Banks, Scott Tonidandel","doi":"10.1002/job.2881","DOIUrl":"https://doi.org/10.1002/job.2881","url":null,"abstract":"<p>Crisis leadership has been a topic of interest for nearly a century. Recent works present an idealized, gendered template for such leadership by casting men as masculine protectors or superheroes and women as feminine nurturers or selfless, relational superwomen. Whereas the deductive evidence for such effects is mixed at best, our work examines if these idealized prototypes reflect the current realities of <i>enacting</i> leadership during a crisis. We studied both male and female leaders, inductively, over an 8-week period during the COVID-19 pandemic. Contrary to a majority of previous leadership studies that suggest prescriptive remedies for alleviating crises, such as charisma, inspiration, or empathy, we change the scholarly conversation in crisis leadership by rejecting <i>idealized leadership</i> templates, which implicitly or explicitly assume leaders have agency. Instead, we found gender similarities in how both women and men enacted leadership in their roles by being distinctly human: replete with doubts about their agency and engaging with emotions, but moving forward nonetheless. Interestingly, gender differences emerged at a granular level in how men and women enacted leadership: men seemed to mirror the leader prototype, whereas women adapted their leadership tactics in response to contextual cues. Taken together, these findings call for redirecting the scholarly conversation in crisis leadership toward a dualism—gender similarities <i>and</i> differences can occur simultaneously in leader roles. Intriguingly, and breaking with past reviews on crisis leadership, there were no super(wo)men in these findings; rather they point at a complex yet parsimonious theoretical explanation for <i>how</i> crisis leadership unfolds. We discuss the implications of this theoretical exploration for future empirical work.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"813-832"},"PeriodicalIF":6.2,"publicationDate":"2025-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2881","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144551280","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Emergence of Similar Personalities in Similar Occupations 相似职业中相似性格的出现

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-24 DOI: 10.1002/job.2873

Claudia Rossetti, Torsten Biemann, Katja Dlouhy

{"title":"The Emergence of Similar Personalities in Similar Occupations","authors":"Claudia Rossetti, Torsten Biemann, Katja Dlouhy","doi":"10.1002/job.2873","DOIUrl":"https://doi.org/10.1002/job.2873","url":null,"abstract":"<p>Personality research suggests that individuals tend to develop more homogeneous—or similar—personalities within, rather than between, occupations due to attraction and selection, attrition, and socialization effects. We expand this perspective using a distance-based methodological approach that relates similarities between combinations of individuals' personality traits to similarities between their occupations. Leveraging German panel data tracing individuals' careers from 2005 to 2017, we test how attraction and selection, attrition, and socialization effects contribute to the emergence of similar personalities in similar occupations over time. Our results reveal that individuals with more similar Big Five personality traits join more similar occupations, whereas those with personalities less similar to those of other occupational incumbents are more likely to leave the occupation. Moreover, individuals staying in more similar occupations develop more similar personalities. These findings enhance our understanding of the intricate interplay between individuals' personalities and occupations, providing evidence that similar personality traits emerge not only within the same occupation but also between similar occupations over time.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 8","pages":"1139-1157"},"PeriodicalIF":6.8,"publicationDate":"2025-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2873","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145243033","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

In the Service of the Prince: A Meta-Analytic Review of Machiavellian Leadership 为君主服务：马基雅维利式领导的元分析回顾

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-20 DOI: 10.1002/job.2877

A. R. Marbut, P. D. Harms, M. Credé

{"title":"In the Service of the Prince: A Meta-Analytic Review of Machiavellian Leadership","authors":"A. R. Marbut, P. D. Harms, M. Credé","doi":"10.1002/job.2877","DOIUrl":"https://doi.org/10.1002/job.2877","url":null,"abstract":"<div>\u0000 \u0000 <p>There is an ongoing debate among organizational scholars as to whether Machiavellianism is a liability for leaders. Some scholars argue that Machiavellian leaders are likely to fail due to their toxic orientation toward followers, while others suggest that Machiavelli's teachings constitute a set of best practices. To balance these perspectives, we blend socioanalytic theory and mimicry-deception theory to argue that risk detection and political behavior are necessary adaptations for leaders but that Machiavellianism is a special case of their manifesting in predatory tendencies. We further argue that these leaders often avoid social sanctions as others know that betrayal is a legitimate risk in business and politics and so resonate with their vision. To test our predictions, we meta-analyzed effects of leader Machiavellianism on 15 criteria across 163 samples and 510,925 participants, supplementing bivariate results with tests of incremental validity and conditional effects involving time, personological moderators, and curvilinearity. Results suggest alarmingly high associations with undesirable leadership styles and follower outcomes, but they also suggest that these leaders' success is conditional, resulting in their being neither rewarded nor penalized on average. We conclude by discussing implications of our conceptual update on leader Machiavellianism for future research.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 6","pages":"939-969"},"PeriodicalIF":6.2,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144550899","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Dollars and Domestic Duties: A 22-Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual-Earner Couples 美元与家庭责任：双职工家庭22年的收入、家务劳动和性别职业结果研究

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-20 DOI: 10.1002/job.2879

Hyejin Yu, Elise, Alexis Nicole Smith, Nikolaos Dimotakis

{"title":"Dollars and Domestic Duties: A 22-Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual-Earner Couples","authors":"Hyejin Yu, Elise, Alexis Nicole Smith, Nikolaos Dimotakis","doi":"10.1002/job.2879","DOIUrl":"https://doi.org/10.1002/job.2879","url":null,"abstract":"<p>Although women's outsized share of household labor and subsequent career disadvantages are well-documented, the impact of income arrangements within dual-earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual-earner couples over a 22-year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male- and female-breadwinning arrangements compared with dual-breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual-breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"662-684"},"PeriodicalIF":6.2,"publicationDate":"2025-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2879","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144207053","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

“I Just Need to Say Something”: A Self-Determination Model of Voice “我只是需要说点什么”：声音的自我决定模式

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-06 DOI: 10.1002/job.2868

Andrew Li, Dejun Tony Kong, Zhiqing E. Zhou, Craig Crossley, Quan Lin

{"title":"“I Just Need to Say Something”: A Self-Determination Model of Voice","authors":"Andrew Li, Dejun Tony Kong, Zhiqing E. Zhou, Craig Crossley, Quan Lin","doi":"10.1002/job.2868","DOIUrl":"https://doi.org/10.1002/job.2868","url":null,"abstract":"<div>\u0000 \u0000 <p>Existing voice research tends to focus on the positive outcomes associated with promotive voice and the negative outcomes associated with prohibitive voice. We adopt a self-determination theoretical lens to examine what voicers stand to gain by engaging in both types of voice despite the potential backlash against them for their voice behavior (particularly prohibitive voice). We conducted two experience-sampling studies that examined the fluctuation of voice on a daily (Study 1) and weekly (Study 2) basis. In Study 1, we found that while promotive voice was positively associated with the voicer's psychological need satisfaction, prohibitive voice was not. In addition, the association between promotive voice and the voicer's psychological need satisfaction was stronger than that of prohibitive voice and the voicer's psychological need satisfaction. In Study 2, we found that both promotive voice and prohibitive voice were indirectly related to the voicer's authentic self-expression and helping behavior through the mediating mechanism of psychological need satisfaction, although the indirect effects of promotive voice were stronger than the indirect effects of prohibitive voice.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"789-811"},"PeriodicalIF":6.2,"publicationDate":"2025-03-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

To Be (Safe), or Not to Be (Safe)? A Daily Exploration of Why and When Gig Workers Stay Safe Under Customer Demands 做（安全）还是不做（安全）？每日探索零工工人在客户需求下为何以及何时保持安全

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-05 DOI: 10.1002/job.2874

Jinghao Zhang, Jiaxin Xue, Yingxin Deng, Zongbo Li, Yuhui Li

{"title":"To Be (Safe), or Not to Be (Safe)? A Daily Exploration of Why and When Gig Workers Stay Safe Under Customer Demands","authors":"Jinghao Zhang, Jiaxin Xue, Yingxin Deng, Zongbo Li, Yuhui Li","doi":"10.1002/job.2874","DOIUrl":"https://doi.org/10.1002/job.2874","url":null,"abstract":"<div>\u0000 \u0000 <p>Gig workers in the food delivery industry constantly face life-threatening occupational safety risks. However, little scholarly attention has been paid to the hazards of this work that entail potential dangers in traffic situations. Drawing on paradox theory, we theorize a typical tension in the daily experiences of food delivery workers, the finance–safety paradox. We examine how this dilemma can be triggered by customer demands that could influence delivery workers' safety (i.e., safety behavior and driving speed) through altering their finance and safety concerns. Using the experience sampling method, we conducted a 14-day diary study with 117 food delivery workers (1430 observations) in China. The results indicate that daily customer demands increased workers' daily safety concern when workers perceived stronger algorithmic supervision and fewer algorithmic errors on the focal day. Higher daily safety concern resulted in increased daily safety behavior and lower daily driving speed, while higher daily finance concern enhanced daily driving speed. Our research identifies a key driver of safety risks for gig workers in the food delivery industry, elucidates the role of algorithms in their safety compliance, and broadens our knowledge of how they navigate the salient tension between financial precarity and safety risks.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 7","pages":"1038-1056"},"PeriodicalIF":6.8,"publicationDate":"2025-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145012409","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Examining the Hindering Effects of Receiving Help on Internal Reporting of Unethical Behavior 检视接受协助对内部举报不道德行为的阻碍作用

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-03-03 DOI: 10.1002/job.2872

Feng Qiu, Ke Michael Mai, Aleksander P. J. Ellis

{"title":"Examining the Hindering Effects of Receiving Help on Internal Reporting of Unethical Behavior","authors":"Feng Qiu, Ke Michael Mai, Aleksander P. J. Ellis","doi":"10.1002/job.2872","DOIUrl":"https://doi.org/10.1002/job.2872","url":null,"abstract":"<div>\u0000 \u0000 <p>Despite the well-documented positive individual and interpersonal benefits of receiving help, we argue that it can also lead to potentially damaging moral consequences for the organization. The purpose of this study is to add to our understanding of the moral consequences of receiving help and the inhibitors of reporting unethical behavior in organizations. Drawing from social exchange theory and the moral psychology of obligation, we argue that employees will be less likely to report a wrongdoer internally when they have received help from that person in the past due to feelings of obligation, or feeling that “I don't want to, but I have to.” Using laboratory experiments, we found that participants significantly reduced their internal reporting behavior after receiving a small favor, even when they had no prior relationship with the wrongdoer, due to feelings of obligation. We replicated the effect in a multi-wave survey study. This effect was strengthened by positive reciprocity beliefs and help solicitation. We conclude by discussing the theoretical and practical implications of our research.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 5","pages":"765-788"},"PeriodicalIF":6.2,"publicationDate":"2025-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144206596","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0