排序方式: 共有7条查询结果,搜索用时 15 毫秒
1
1.
Atwater Leanne Yu Jia Tawse Alex Fields Lauren H. McFarren Jeffrey A. Nae Eun Young 《Asia Pacific Journal of Management》2021,38(2):687-708
Asia Pacific Journal of Management - Until recently, conclusions drawn about leadership have been made from a decidedly Western perspective, primarily based on theory developed in the U.S. using... 相似文献
2.
This article integrates the most recent research results on the topic of multisource feedback with what researchers have learned over the years about performance feedback in general. We believe that this review and set of recommendations represent the state of the art at this time. We provide practitioners with new ideas about how to continue to improve the multisource feedback process in their organizations. We also suggest ideas for feedback providers and facilitators about how to maximize the success of the feedback process. Additionally, we provide “food for thought” for researchers concerning ideas for future research. © 2002 Wiley Periodicals, Inc. 相似文献
3.
Leanne Atwater Kyoung Yong Kim Alan Witt Zahir Latheef Kori Callison Teri J. Elkins 《International Journal of Human Resource Management》2016,27(16):1874-1899
Abusive supervision leads to many detrimental outcomes, yet the role of gender and emotions has received little attention. We applied affective events theory to study emotions in a new context. Using qualitative and quantitative methods, we tested a conditional process model of the effects of abusive supervision on subordinate work and job withdrawal as mediated by negative emotions and moderated by gender. We found support for our proposed model. Specifically, abusive supervision increased work and job withdrawal via victims’ negative emotional reactions. When negative emotions are low, women are more likely to engage in work withdrawal; when negative emotions are high, men are more likely to do so. Additionally, men experiencing high negative emotions are likely to quit their job. 相似文献
4.
5.
6.
Leanne E. Atwater Rachel E. Sturm Scott N. Taylor Allison Tringale 《Business Horizons》2021,64(2):307-318
#MeToo has become a global phenomenon since 2017, when many famous women came forward with allegations of sexual harassment (SH) against many famous men. Our purpose here is to help managers of both sexes understand their role in the wake of the #MeToo movement. We reviewed recent research on SH and #MeToo from both academic and practitioner outlets to get a pulse on what is currently being written on these topics. We also studied data we collected on current attitudes and behaviors men and women are experiencing in the wake of #MeToo, as well as examined one of the newer forms of harassment, namely online SH. We use our data and research to explore actions managers can take to prevent SH and respond to it when it occurs. In doing so, we provide new insights for business practice that both managers and scholars need to be aware of, and act upon, in the wake #MeToo. 相似文献
7.
Organizations around the world are using multisource, or 360‐degree, feed‐back. Although many HR practitioners embrace it as an important mecha‐nism for leadership development, organizations must attend to and address several issues in order to maximize the utility of multisource feedback (MSF). We discuss current research findings and highlight issues for managers to consider both before starting a multisource feedback process and after the feedback is given, plus we review potential outcomes of the process. We also describe lessons learned from an intensive three‐year investigation of an MSF implementation in two organizations. © 2007 Wiley Periodicals, Inc. 相似文献
1