%0 Journal Article
%J Journal of Organizational Behavior
%D 2023
%T Workplace Gossip: An Integrative Review of its Antecedents, Functions, and Consequences
%A Schilpzand,Pauline
%A Sun,Tianjun
%A Liu,Yihao
%K Management
%B Journal of Organizational Behavior
%8 2023
%G eng
%2 a
%4 248343373824
%$ 248343373824

%0 Journal Article
%J Journal of Organizational Behavior
%D 2022
%T Sick on the day of the interview? Effects of presenteeism on selection outcomes and the moderating role of raters' perspective?taking
%A Schilpzand,Pauline
%A Restubog,Simon
%A Chen,Yueyang
%K Management
%B Journal of Organizational Behavior
%8 2022
%G eng
%2 a
%4 248343402496
%$ 248343402496

%0 Journal Article
%J Journal of Leadership and Organizational Studies
%D 2020
%T How and When Humble Leadership Facilitates Employee Job Performance: The Roles of Feeling Trusted and Job Autonomy
%A Cho,Jeewon
%A Schilpzand,Pauline
%A Paterson,Ted
%K Management
%B Journal of Leadership and Organizational Studies
%V 28
%P 169-184
%8 2020
%G eng
%N 2
%2 a
%4 125270097920
%$ 125270097920

%0 Journal Article
%J Academy of Management Journal
%D 2018
%T Not Too Tired to be Proactive: Daily Empowering Leadership Spurs Next-Morning Employee Proactivity as Moderated by Nightly Sleep Quality
%A Schilpzand,Pauline
%A Houston,Lawrence
%A Cho,Jeewon
%K Management
%B Academy of Management Journal
%V 61
%P 2367-2387
%8 2018
%G eng
%N 6
%2 a
%4 132641691648
%$ 132641691648

%0 Journal Article
%J Journal of Applied Psychology
%D 2018
%T When and How Experienced Incivility Dissuades Proactive Performance: An Integration of Sociometer and Self-Identity Orientation Perspectives
%A Schilpzand,Pauline
%A Huang,Lei
%K Management
%B Journal of Applied Psychology
%8 2018
%G eng
%2 a
%4 162506424320
%$ 162506424320

%0 Generic
%D 2017
%T The daily Effects of Humble (Caring) Leadership Depend on Whether the Leader is Abusive.
%A Schilpzand,Pauline
%A Cho,Jeewon
%A Houston,Lawrence
%K Management
%B The 33rd European Group for Organizational Studies (EGOS) Colloquium
%C Copenhagen, Denmark
%8 2017
%G eng
%2 c
%4 141654673408
%$ 141654673408

%0 Journal Article
%J Journal of Management
%D 2017
%T Not what you expected to hear: Accented messages and their effect on choice
%A Livingston,B A
%A Schilpzand,Pauline
%A Erez,A
%K Management
%B Journal of Management
%V 43
%P 804-833
%8 2017
%G eng
%N 3
%2 a
%4 37987766273
%$ 37987766273

%0 Generic
%D 2017
%T Symposium: Workplace incivility: new frontiers and research directions
%A Schilpzand,Pauline
%A Huang,Lei
%K Management
%B Academy of Management Conference
%C Atlanta
%8 2017
%G eng
%2 c
%4 144793663488
%$ 144793663488

%0 Generic
%D 2016
%T Employee homesickness: Remote employees reactions to being removed from relational others
%A Schilpzand,Pauline
%A Cho,Jeewon
%K Management
%B Western Academy of Management
%C Portland, OR
%8 2016
%G eng
%2 c
%4 125269841920
%$ 125269841920

%0 Generic
%D 2016
%T How and when leader humility affects follower task and extra-role performance. A moderated mediation model of job autonomy and employee-felt trust
%A Cho,Jeewon
%A Schilpzand,Pauline
%A Paterson,Ted
%K Management
%B Academy of Management
%C Anaheim, CA
%8 2016
%G eng
%2 c
%4 126571132928
%$ 126571132928

%0 Journal Article
%J Organizational Behavior and Human Decision Processes
%D 2016
%T Incivility hates company: Shared Incivility Attenuates Rumination, Stress, and Psychological Withdrawal by Reducing Self-blame
%A Schilpzand,Pauline
%A Leavitt,Keith
%A Lim,Sandy
%K Management
%B Organizational Behavior and Human Decision Processes
%C Atlanta, GA/Elsevier
%V 133
%P 33-44
%8 2016
%G eng
%U http://www.sciencedirect.com/science/article/pii/S0749597816300735
%2 a
%4 87623985152
%$ 87623985152

%0 Generic
%D 2016
%T TRUST IN ORGANIZATIONS: NOVEL DIRECTIONS AND NEW FRONTIERS
%A Schilpzand,Pauline
%A Cho,Jeewon
%K Management
%B Academy of Management
%C Anaheim, CA
%8 2016
%G eng
%2 c
%4 126570981376
%$ 126570981376

%0 Journal Article
%J Journal of Organizational Behavior
%D 2016
%T Workplace incivility: A review of the literature and agenda for future research
%A Schilpzand,Pauline
%A De Pater,Irene
%A Erez,Amir
%K Management
%B Journal of Organizational Behavior
%C Wiley
%V 37
%P S57-S88
%8 2016
%G eng
%2 a
%4 87624099840
%$ 87624099840

%0 Generic
%D 2015
%T Employee homesickness: Causes and Outcomes
%A Schilpzand,Pauline
%A Cho,Jeewon
%K Management
%B Western Academy of Management (WAM)
%C Kauai, Hawaii
%8 2015
%G eng
%2 c
%4 103694555136
%$ 103694555136

%0 Generic
%D 2015
%T Group Dynamic in Abusive Supervision: Boundary Conditions for Relational and Collective Self-Concepts
%A Cho,Jeewon
%A Schilpzand,Pauline
%K Management
%B Western Academy of Management (WAM)
%C Kauai, Hawaii
%8 2015
%G eng
%2 c
%4 103694467072
%$ 103694467072

%0 Journal Article
%J Academy of Management Journal
%D 2015
%T Inherently Relational: Interactions Between Peers' and Individuals' Personalities Impact Reward Giving and Appraisal of Individual Performance
%A Erez,Amir
%A Schilpzand,Pauline
%A Leavitt,Keith
%A Woolum,A
%A Judge,Timothy
%K Management
%B Academy of Management Journal
%V 58
%P 1761-1784
%8 2015
%G eng
%N 6
%2 a
%4 51579648000
%$ 51579648000

%0 Journal Article
%J Organization Science
%D 2014
%T An Inductively-Generated Typology and Process Model of Workplace Courage
%A Schilpzand,Pauline
%A Hekman,D
%A Mitchell,T R
%K Management
%B Organization Science
%C Catonsville, MD/Informs
%V 26
%P 52-77
%8 2014
%G eng
%U http://dx.doi.org/10.1287/orsc.2014.0928
%N 1
%2 a
%4 37987577857
%$ 37987577857

%0 Book Section
%D 2013
%T Dyadic Fit and the Process of Organizational Socialization
%A Kammeyer-Mueller,John D.
%A Schilpzand,Pauline
%A Rubenstein,Alex
%K Management
%X 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. <br>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).
%C Wiley-Blackwell
%P 50-74
%8 2013
%G eng
%2 d
%4 69076891648
%$ 69076891648

%0 Journal Article
%J Academy of Management Journal
%D 2012
%T Different hats, different obligations: Plural occupational identities and situated moral judgments.
%A Leavitt,Keith
%A Reynolds,Scott J
%A Barnes,Christopher M
%A Schilpzand,Pauline
%A Hannah,Sean T
%K Management
%X 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.
%B Academy of Management Journal
%V 55
%P 1316-1333
%8 2012
%G eng
%2 a
%4 50847703040
%$ 50847703040

%0 Journal Article
%J Academy of Management Journal
%D 2010
%T An examination of whether and how racial and gender biases influence customer satisfaction ratings.
%A Hekman,David R
%A Aquino,Karl
%A Owens,Bradley
%A Mitchell,Terrence R
%A Schilpzand,Pauline
%A Leavitt,Keith
%K Management
%B Academy of Management Journal
%V 53
%P 238-264.
%8 2010
%G eng
%2 a
%4 70213060608
%$ 70213060608

%0 Journal Article
%J Journal of Organizational Behavior
%D 0
%T Sick on the day of the interview? Effects of presenteeism on selection outcomes and the moderating role of raters' perspective?taking
%A Schilpzand,Pauline
%A Restubog,Simon
%A Chen,Yueyang
%K Management
%B Journal of Organizational Behavior
%8 2022 In Press
%G eng
%2 a
%4 248343402496
%$ 248343402496

%0 Journal Article
%J Journal of Organizational Behavior
%D 0
%T Workplace Gossip: An Integrative Review of its Antecedents, Functions, and Consequences
%A Schilpzand,Pauline
%A Sun,Tianjun
%A Liu,Yihao
%K Management
%B Journal of Organizational Behavior
%8 2022 In Press
%G eng
%2 a
%4 248343373824
%$ 248343373824