Organizational Behavior and Human Decision Processes最新文献

Joining disconnected others reduces social identity threat in women brokers 加入互不联系的其他人可减少女性经纪人的社会身份威胁

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-10-16 DOI: 10.1016/j.obhdp.2024.104376

Raina A. Brands , Pier Vittorio Mannucci

{"title":"Joining disconnected others reduces social identity threat in women brokers","authors":"Raina A. Brands , Pier Vittorio Mannucci","doi":"10.1016/j.obhdp.2024.104376","DOIUrl":"10.1016/j.obhdp.2024.104376","url":null,"abstract":"<div><div>This article examines gender differences in social network brokerage. We theorize that whether women brokers experience social identity threat with downstream consequences for their creative performance depends on whether they use a separation (intermediating between network members) or a joining (bringing disconnected network members together) approach. Using a survey (Study 1), a pilot field study and an experiment (Study 2), and another experiment (Study 3), we demonstrate the following, respectively: (1) there are stereotypes favoring men in separation brokerage and stereotypes favoring women in joining brokerage; (2) women (vs. men) who take a separation approach to brokerage experience reduced creative self-efficacy, whereas no gender difference emerges among individuals who undertake a joining approach; and (3) women (vs. men) experience greater social identity threat when undertaking separation brokerage, with fear of backlash mediating the link between gender, creative self-efficacy and creative performance, whereas no gender difference emerges among individuals who undertake a joining approach to brokerage.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"185 ","pages":""},"PeriodicalIF":3.4,"publicationDate":"2024-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142441335","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

Retraction notice to “Don’t stop believing: Rituals improve performance by decreasing anxiety” [Organ. Behav. Hum. Decis. Process. 137C (2016) 71–85] 不要停止相信：仪式通过减少焦虑提高绩效》[Organ. Behav. Hum. Decis. Process. 137C (2016) 71-85] 撤稿通知

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-10-16 DOI: 10.1016/j.obhdp.2024.104377

Alison Wood Brooks , Juliana Schroeder , Jane L. Risen , Francesca Gino , Adam D. Galinsky , Michael I. Norton , Maurice E. Schweitzer

引用次数: 0

The confrontation effect: When users engage more with ideology-inconsistent content online 对抗效应：当用户在网上接触更多与意识形态不一致的内容时

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-10-05 DOI: 10.1016/j.obhdp.2024.104366

Daniel Mochon , Janet Schwartz

引用次数: 0

A Numeracy-Task interaction model of perceived differences 感知差异的计算能力-任务互动模型

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-10-02 DOI: 10.1016/j.obhdp.2024.104375

Daniel Villanova , Mario Pandelaere

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On time or on thin ice: How deadline violations negatively affect perceived work quality and worker evaluations 准时还是如履薄冰？违反最后期限如何对感知的工作质量和工人评价产生负面影响

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-09-26 DOI: 10.1016/j.obhdp.2024.104365

David Fang , Sam J. Maglio

引用次数: 0

When expressing pride makes people seem less competent 表达自豪感会使人显得能力不足

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-08-02 DOI: 10.1016/j.obhdp.2024.104352

Rebecca L. Schaumberg

引用次数: 0

Does expertise protect against overclaiming false knowledge? 专业知识能否防止过度宣称虚假知识？

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-25 DOI: 10.1016/j.obhdp.2024.104354

Stav Atir , Emily Rosenzweig , David Dunning

{"title":"Does expertise protect against overclaiming false knowledge?","authors":"Stav Atir , Emily Rosenzweig , David Dunning","doi":"10.1016/j.obhdp.2024.104354","DOIUrl":"10.1016/j.obhdp.2024.104354","url":null,"abstract":"<div><p>Recognizing one’s ignorance is a fundamental skill. We ask whether superior background knowledge or expertise improves the ability to distinguish what one knows from what one does not know, i.e., whether expertise leads to superior meta-knowledge. Supporting this hypothesis, we find that the more a person knows about a topic, the less likely they are to “overclaim” knowledge of nonexistent terms in that topic. Moreover, such expertise protects against overclaiming especially when people are most prone to overclaim – when they view themselves subjectively as experts. We find support for these conclusions in an internal meta-analysis (17 studies), in comparisons of experts and novices in medicine and developmental psychology, and in an experiment manipulating expertise. Finally, we find that more knowledgeable people make knowledge judgments more automatically, which is related to less false familiarity and more accurate recognition. In contrast, their less knowledgeable peers are more likely to deliberate about their knowledge judgments, potentially thinking their way into false familiarity. Whereas feeling like an expert predisposes one to overclaim impossible knowledge, true expertise provides a modest protection against doing so.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"184 ","pages":"Article 104354"},"PeriodicalIF":3.4,"publicationDate":"2024-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141780926","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

Neuroticism and the sales profession 神经质与销售职业

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-03 DOI: 10.1016/j.obhdp.2024.104353

Johannes Habel , Selma Kadić-Maglajlić , Nathaniel N. Hartmann , Ad de Jong , Nicolas A. Zacharias , Fabian Kosse

{"title":"Neuroticism and the sales profession","authors":"Johannes Habel , Selma Kadić-Maglajlić , Nathaniel N. Hartmann , Ad de Jong , Nicolas A. Zacharias , Fabian Kosse","doi":"10.1016/j.obhdp.2024.104353","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104353","url":null,"abstract":"<div><p>While neuroticism is known to change throughout people’s lives, the specific causes of these changes remain poorly understood. One underexplored question is whether specific professions and associated job characteristics can foster neuroticism. Drawing on Cybernetic Big Five Theory (CB5T), we propose business-to-business (B2B) sales jobs entail frequent experiences of uncertainty, which over time increase salespeople’s neuroticism. Four studies with ∼1,700 B2B salespeople and ∼24,000 non-B2B-salespeople provide evidence that working in B2B sales jobs is positively associated with neuroticism. B2B sales job characteristics that are related to uncertainty and thus potentially explain the positive association of sales and neuroticism are complex customer needs, long sales cycles, complex sales targets, tough customer negotiations, and high shares of incentives in compensation plans. These results contribute to establishing CB5T as an explanatory framework for changes in neuroticism within the work environment. They also offer important implications for employees and managers.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"184 ","pages":"Article 104353"},"PeriodicalIF":3.4,"publicationDate":"2024-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141539813","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

Range goals as dual reference points 作为双重参考点的范围目标

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-03 DOI: 10.1016/j.obhdp.2024.104340

Scott Wallace , Jordan Etkin

{"title":"Range goals as dual reference points","authors":"Scott Wallace , Jordan Etkin","doi":"10.1016/j.obhdp.2024.104340","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104340","url":null,"abstract":"<div><p>Goals are an important motivational tool, and goal setting plays a critical role in both the process and outcomes of goal pursuit. But while the literature on goal setting has largely focused on specific goals, emphasizing their benefits relative to “do your best” goals, an important alternative has largely been overlooked: range goals. Contributing to this gap, we propose a novel conceptualization of range goals as dual reference points, emphasizing the role of the two range endpoints as discrete targets during goal pursuit. In this research, we develop and empirically validate two key propositions: (1) that a range goal’s lower and upper endpoints serve as distinct reference points, and (2) that individuals can flexibly direct (and change) their focus between these two endpoints during goal pursuit. Building on these propositions, we predict and test a series of implications for managing range goal pursuit (e.g., timing feedback messages or structuring complex goal tasks to enhance performance), finding that range goal performance is greatest when positive or encouraging cues occur around the range’s lower endpoint. Finally, contrasting these insights with related findings in the context of specific goals, we test and discuss implications for goal setting (i.e., choosing to set a range vs. specific goal for a particular application). Six main empirical studies (plus five supplemental and one pilot study) support our conceptualization of range goals as dual reference points, shedding light on when and why range goals are a particularly effective motivational tool.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"184 ","pages":"Article 104340"},"PeriodicalIF":3.4,"publicationDate":"2024-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141539812","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

Social inferences from choice context: Dominated options can engender distrust 从选择环境中得出社会推论：占主导地位的选择会引起不信任

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-01 DOI: 10.1016/j.obhdp.2024.104337

Jonathan E. Bogard , Joseph S. Reiff , Eugene M. Caruso , Hal E. Hershfield

{"title":"Social inferences from choice context: Dominated options can engender distrust","authors":"Jonathan E. Bogard , Joseph S. Reiff , Eugene M. Caruso , Hal E. Hershfield","doi":"10.1016/j.obhdp.2024.104337","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104337","url":null,"abstract":"<div><p>The details of a decision context — including the set of alternatives being offered — can considerably influence the judgments and choices that people make. For instance, people’s decisions are often influenced by the presence of a dominated option (one that is objectively inferior to one of the alternatives) in a choice set. In studying such “context effects,” previous research has focused on how the composition of a choice set affects people’s choices and the way they attend to options and weigh attributes. We take a complementary approach. Here, we propose that the composition of a choice set may be interpreted as signaling information about the choice architect who curated the choice set. Further, we hypothesize that these social inferences can systematically influence decisions. Across seven experiments (<em>N</em> = 3328) using vignette studies and incentive-compatible economic games, we focus on one example of this more general phenomenon, showing that the inclusion of a dominated option can engender distrust in the choice architect. This distrust in turn leads to greater preference for other choice providers. By investigating the social implications of dominated options, we uncover novel psychological and behavioral consequences of choice set composition. We close by considering broader theoretical and practical implications regarding social inferences from choice context.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"183 ","pages":"Article 104337"},"PeriodicalIF":3.4,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141486759","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