小可爱们，好久不见！手头上的活虽然还没解决，但总算大致回到了可控的范畴，于是我趁着空闲时间翻了翻今年AOM的录用，正好也一并整合分享吧！
Li, M., & Bitterly, T. B. (2024). How perceived lack of benevolence harms trust of artificial intelligence management. Journal of Applied Psychology. https://doi.org/10.1037/apl0001200
Higgins, E. T. (2012). Regulatory Focus Theory. In P. A. M. Van Lange, A. W. Kruglanski, & E. T. Higgins, Handbook of Theories of Social Psychology (pp. 483–504). SAGE Publications Ltd.
Pei, J., Wang, H., Peng, Q., & Liu, S. (2024). Saving face: Leveraging artificial intelligence‐based negative feedback to enhance employee job performance. Human Resource Management, hrm.22226. https://doi.org/10.1002/hrm.22226
小可爱们好，萜妹之前分享了顶刊引言精读系列，现在新开一个理论与假设精读系列，今天第二期。
Kundro, T. G. (2023). The Benefits and Burdens of Work Moralization on Creativity. Academy of Management Journal, 66(4), 1183–1208. https://doi.org/10.5465/amj.2021.0273
由于Mplus没法进行跨层Bootstrap检验，所以我们往往需要借助R进行Monte Carlo分析。
在如何用R进行跨层效应的Monte Carlo估计中，萜妹已经给出了相应语法并进行了解读。
但这其中的输入数据如何得到，有些小可爱们还是比较困惑，所以这期来解决这个问题！
以下示范以跨层单因素前半段被调节的中介模型为例。
Chawla, N., Gabriel, A. S., Prengler, M., Rogers, K., Rogers, B., Tedder-King, A., & Rosen, C. C. (2024). Allyship in the fifth trimester: A multi-method investigation of Women’s postpartum return to work. Organizational Behavior and Human Decision Processes, 182, 104330. https://doi.org/10.1016/j.obhdp.2024.104330
小可爱们好，萜妹之前分享了顶刊引言精读系列，现在准备新开一个理论与假设精读系列，今天先写一期试试水。
Fehr, R., Fulmer, A., & Keng‐Highberger, F. T. (2020). How do employees react to leaders’ unethical behavior? The role of moral disengagement. Personnel Psychology, 73(1), 73–93. https://doi.org/10.1111/peps.12366
区别于以变量为中心的研究方法，潜在剖面分析与定性比较分析均是以人或案例为中心的新思路。然而两种方法又有何异同？如何选择？今天分享的文章或许能够解答。
Gabriel, A. S., Campbell, J. T., Djurdjevic, E., Johnson, R. E., & Rosen, C. C. (2018). Fuzzy Profiles: Comparing and Contrasting Latent Profile Analysis and Fuzzy Set Qualitative Comparative Analysis for Person-Centered Research. Organizational Research Methods, 21(4), 877–904. https://doi.org/10.1177/1094428117752466