Organizational Behavior and Human Decision Processes最新文献

When less confident forecasts signal more expertise 当不那么自信的预测预示着更多的专业知识时

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-07-16 DOI: 10.1016/j.obhdp.2025.104431

Mauricio Palmeira, Timothy Heath

引用次数: 0

When sellers care about caretakers: Seller attachment shapes who gets to the bargaining table 当卖家关心照顾者时：卖家依恋决定了谁能走到谈判桌上

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-07-01 DOI: 10.1016/j.obhdp.2025.104420

Alice J. Lee , Daniel R. Ames

{"title":"When sellers care about caretakers: Seller attachment shapes who gets to the bargaining table","authors":"Alice J. Lee , Daniel R. Ames","doi":"10.1016/j.obhdp.2025.104420","DOIUrl":"10.1016/j.obhdp.2025.104420","url":null,"abstract":"<div><div>Negotiation research has often emphasized the active bargaining phase (including offers, concessions, and settlements), paying less attention to the preceding processes that bring parties together. This paper investigates how sellers’ emotional attachment to their possessions influences the negotiation “sales funnel”—the process through which sellers engage and sort through the field of potential buyers to determine which ones “get to the table” and to whom they ultimately sell. We propose that sellers with higher attachment assign greater importance to a buyer’s caretaking attributes (e.g., intentions to care for and preserve the possession) and devote more time and effort to seeking out such buyers. Across four preregistered studies involving over 1,500 participants, we examined whether attachment led to such “caretaker effects” in real-world transactions and a controlled experiment. Study 1 surveyed recent sellers from online marketplaces, finding that those with higher attachment invested more effort in vetting buyers and weighing buyer caretaking attributes more heavily in their decisions. Studies 2 and 3 examined home sales, with surveys of recent home sellers and real estate agents replicating the caretaker effects in high-stakes transactions. Study 4 experimentally manipulated seller attachment in a novel simulated inbox paradigm, establishing a causal link between attachment and search/engagement behavior. Together, our findings go beyond the traditional emphasis of “how much” in negotiation research to focus instead on the “who,” demonstrating that seller attachment shapes the negotiation process by influencing how sellers search for, engage with, and select potential buyers.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"189 ","pages":"Article 104420"},"PeriodicalIF":3.4,"publicationDate":"2025-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144549317","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

Opening up about money: The unexpected benefits of personal financial disclosure 对金钱敞开心扉：个人财务披露带来的意想不到的好处

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-07-01 DOI: 10.1016/j.obhdp.2025.104430

Matt Meister, Joe J. Gladstone, Emily N. Garbinsky

引用次数: 0

Triangulating decision-making via choices, eye fixations, and reaching trajectories 通过选择、注视和到达轨迹来三角化决策

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-06-18 DOI: 10.1016/j.obhdp.2025.104421

Geoffrey Fisher

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The double-edged sword of endorsing external ideas: Juggling competitive advantage and organizational compatibility concerns 支持外部想法的双刃剑：兼顾竞争优势和组织兼容性

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-05-27 DOI: 10.1016/j.obhdp.2025.104417

Rebekah SungEun Hong , Vijaya Venkataramani , Mengxi Yang

{"title":"The double-edged sword of endorsing external ideas: Juggling competitive advantage and organizational compatibility concerns","authors":"Rebekah SungEun Hong , Vijaya Venkataramani , Mengxi Yang","doi":"10.1016/j.obhdp.2025.104417","DOIUrl":"10.1016/j.obhdp.2025.104417","url":null,"abstract":"<div><div>In spurring employee innovation, organizations often encourage employees to seek creative ideas from external sources. However, research findings on managers’ receptivity to external ideas are mixed. While some work suggests that managers are favorable towards external ideas, other studies indicate that they often exhibit a “not-invented-here” syndrome, a negative attitude towards external ideas. Drawing from Dynamic Capabilities Theory and integrating it with the managerial creativity endorsement literature, we develop a dual-pathway model that argues that there are competing considerations managers face when evaluating external creative ideas. Using a field experiment as well as multiple lab studies, we show that managers consider both the risk of being outcompeted by other organizations if they do <em>not</em> adopt these ideas, as well as the risk of incompatibility with existing systems within their organization if they <em>do</em> implement them. While the former makes managers more receptive to external ideas, the latter risk makes them averse to implementing them. We further demonstrate managers’ perceptions of technological turbulence in the environment as a crucial boundary condition that amplifies the tension between these risks. We discuss the theoretical and practical implications of our findings.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"189 ","pages":"Article 104417"},"PeriodicalIF":3.4,"publicationDate":"2025-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144137887","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

The detachment paradox: Employers recognize the benefits of detachment for employee well-being and performance, yet penalize it in employee evaluations 疏离悖论：雇主认识到疏离对员工的幸福感和绩效的好处，但在员工评估中却对其加以惩罚

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104403

Eva C. Buechel , Elisa Solinas

{"title":"The detachment paradox: Employers recognize the benefits of detachment for employee well-being and performance, yet penalize it in employee evaluations","authors":"Eva C. Buechel , Elisa Solinas","doi":"10.1016/j.obhdp.2025.104403","DOIUrl":"10.1016/j.obhdp.2025.104403","url":null,"abstract":"<div><div>The present research establishes what we call the “detachment paradox.” Managers recognize that psychological detachment from work during non-work hours benefits workers’ well-being and, critically, enhances their performance during working hours. Yet, these same managers penalize employees who are perceived to detach when evaluating their promotability. Using a variety of methodologies across 16 studies, we test the existence and the boundaries of this paradox. The detachment paradox is observed among various samples ranging from experienced managers to lay individuals, for commonly used detachment strategies (e.g., out-of-office emails, requesting vacation days), for hypothetical workers as well as for managers’ own workers, and even when detachment strategies are used for virtuous reasons (e.g., taking care of a sick relative). In addition, these studies establish that inferences about commitment to work drive the associated detachment penalty. Accordingly, workers are penalized less if detachment strategies are used for reasons that indicate a commitment to work. Lastly, we provide initial evidence that implementing formalized detachment policies (e.g., no emails over weekends) may reduce the detachment penalty and call for future research on this important topic.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"188 ","pages":"Article 104403"},"PeriodicalIF":3.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143936105","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

A donation-based indicator of political ideology (DIPI): An open dataset for studying the political ideologies of employees, top management teams, CEOs, boards, and industries 基于捐赠的政治意识形态指标（DIPI）：一个开放的数据集，用于研究员工、高层管理团队、首席执行官、董事会和行业的政治意识形态

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104419

Michael J. Mannor , John R. Busenbark

{"title":"A donation-based indicator of political ideology (DIPI): An open dataset for studying the political ideologies of employees, top management teams, CEOs, boards, and industries","authors":"Michael J. Mannor , John R. Busenbark","doi":"10.1016/j.obhdp.2025.104419","DOIUrl":"10.1016/j.obhdp.2025.104419","url":null,"abstract":"<div><div>Political ideologies are as salient in the workplace today as ever, and scholars have made considerable progress studying how such beliefs impact employees and organizations. But assessing the political views of those who work in organizations is a laborious task that can limit the ability of researchers to ask important questions that span firms and levels of analyses. To help address these challenges, scholars have demonstrated the effectiveness of assessing political ideology using an individual’s history of financial donations to partisan politicians and action committees. Despite the benefits of this measure, which we refer to as the “donation-based indicator of political ideology” (DIPI), its adoption has been limited due to the labor- and computationally-intensive nature of calculating it. Our study seeks to broaden access to DIPI by providing new open datasets that make political ideology scores widely available and easy to integrate for researchers studying workplace politics through many different theoretical lenses. The datasets we provide represent the culmination of combing through 107 million donation records to provide information about the political ideology of employees, top management teams, CEOs, and boards for 4,133 publicly owned firms that were featured in the S&P 1500 at any point between 1992 and 2022. We elaborate how these DIPI data can enable new and powerful scholarship on political ideology across organizational levels, partisanship within and between firms, political (in)congruence between firm actors, industry dynamics, temporal trends, and many other important questions.</div><div><strong>Datasets located at:</strong> <span><span>tiny.cc/politicalideology</span><svg><path></path></svg></span>.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"188 ","pages":"Article 104419"},"PeriodicalIF":3.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144203071","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

Politics, ideology, and partisanship in the workplace: A perspective on the literature and a call for submissions 工作场所的政治、意识形态和党派关系：对文献的看法和投稿的呼吁

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104418

John R. Busenbark , James D. Druckman , Aparna Joshi , Aaron C. Kay , Maryam Kouchaki

{"title":"Politics, ideology, and partisanship in the workplace: A perspective on the literature and a call for submissions","authors":"John R. Busenbark , James D. Druckman , Aparna Joshi , Aaron C. Kay , Maryam Kouchaki","doi":"10.1016/j.obhdp.2025.104418","DOIUrl":"10.1016/j.obhdp.2025.104418","url":null,"abstract":"<div><div>Mirroring the increasingly pervasive impact of politics in everyday life, research on politics, ideology, and partisanship in the workplace has escalated in recent years across a variety of domains germane to the organizational sciences. But for as many new insights as these lines of inquiry have produced—ranging from interpersonal interactions to employee behaviors to the organizational implications of top executives’ political leanings—there are just as many (if not more) compelling questions that remain unanswered. In this article, we offer our perspectives on the literatures involving politics, ideology, and partisanship in organizations, including an overview of research in the area and some particularly encouraging future directions. We also <em>invite submissions for a new special issue</em> that solicits scholarship on the topic across myriad disciplines, traditions, and empirical approaches. In the process, we delineate the nature of this special issue, introduce its associate editors, and offer guidelines for submissions—which we are accepting starting at this very moment.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"188 ","pages":"Article 104418"},"PeriodicalIF":3.4,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144146779","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

Gender and social entrepreneurship fundraising: A mission drift perspective 性别与社会创业融资：使命漂移视角

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-04-26 DOI: 10.1016/j.obhdp.2025.104407

Yanhua Bird , Junchao (Jason) Li , Yiying Zhu , Zhenyu Liao

{"title":"Gender and social entrepreneurship fundraising: A mission drift perspective","authors":"Yanhua Bird , Junchao (Jason) Li , Yiying Zhu , Zhenyu Liao","doi":"10.1016/j.obhdp.2025.104407","DOIUrl":"10.1016/j.obhdp.2025.104407","url":null,"abstract":"<div><div>An increasing number of entrepreneurs are pursuing social welfare goals using viable revenue-generating business models to sustain operations—a practice known as social entrepreneurship. In this research, we highlight that such a hybrid model of entrepreneurship raises funders’ concerns over mission drift (i.e., entrepreneurs prioritizing financial gain at the expense of social missions) and examine how these concerns create a unique gender disparity in social venture fundraising. Integrating the mission drift literature and social role theory, we posit that female entrepreneurs are better positioned to alleviate funders’ concerns over mission drift as they are perceived as having stronger prosocial motivation. As a result, they will garner more financial support for their early-stage hybrid social ventures relative to their male counterparts. We further propose that this female advantage may diminish when social entrepreneurs have nonprofit work experience that signals their commitment to social missions. Findings from archival field data of 262 social crowdfunding campaigns (Study 1) and two preregistered experiments (Studies 2 and 3) provide rigorous empirical evidence for the proposed gender effect on social entrepreneurial fundraising and its underlying mechanisms. However, the findings on the moderating effects of nonprofit work experience across studies remain inconclusive. This research sheds light on how the hybrid nature of social enterprises recalibrates evaluations and gender dynamics in fundraising, thereby providing a more nuanced understanding of gender and entrepreneurial financing.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"188 ","pages":"Article 104407"},"PeriodicalIF":3.4,"publicationDate":"2025-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143873280","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

The transparency dilemma: How AI disclosure erodes trust 透明度困境：人工智能信息披露如何侵蚀信任

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2025-04-23 DOI: 10.1016/j.obhdp.2025.104405

Oliver Schilke , Martin Reimann

{"title":"The transparency dilemma: How AI disclosure erodes trust","authors":"Oliver Schilke , Martin Reimann","doi":"10.1016/j.obhdp.2025.104405","DOIUrl":"10.1016/j.obhdp.2025.104405","url":null,"abstract":"<div><div>As generative artificial intelligence (AI) has found its way into various work tasks, questions about whether its usage should be disclosed and the consequences of such disclosure have taken center stage in public and academic discourse on digital transparency. This article addresses this debate by asking: Does disclosing the usage of AI compromise trust in the user? We examine the impact of AI disclosure on trust across diverse tasks—from communications via analytics to artistry—and across individual actors such as supervisors, subordinates, professors, analysts, and creatives, as well as across organizational actors such as investment funds. Thirteen experiments consistently demonstrate that actors who disclose their AI usage are trusted less than those who do not. Drawing on micro-institutional theory, we argue that this reduction in trust can be explained by reduced perceptions of legitimacy, as shown across various experimental designs (Studies 6–8). Moreover, we demonstrate that this negative effect holds across different disclosure framings, above and beyond algorithm aversion, regardless of whether AI involvement is known, and regardless of whether disclosure is voluntary or mandatory, though it is comparatively weaker than the effect of third-party exposure (Studies 9–13). A within-paper meta-analysis suggests this trust penalty is attenuated but not eliminated among evaluators with favorable technology attitudes and perceptions of high AI accuracy. This article contributes to research on trust, AI, transparency, and legitimacy by showing that AI disclosure can harm social perceptions, emphasizing that transparency is not straightforwardly beneficial, and highlighting legitimacy’s central role in trust formation.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"188 ","pages":"Article 104405"},"PeriodicalIF":3.4,"publicationDate":"2025-04-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143860102","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