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Organizational Behavior and Human Decision Processes最新文献

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Experimental studies of conflict: Challenges, solutions, and advice to junior scholars 冲突的实验研究:挑战、解决方案及对初级学者的建议
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-07-01 Epub Date: 2023-06-15 DOI: 10.1016/j.obhdp.2023.104257
Julia A. Minson , Corinne Bendersky , Carsten de Dreu , Eran Halperin , Juliana Schroeder
{"title":"Experimental studies of conflict: Challenges, solutions, and advice to junior scholars","authors":"Julia A. Minson ,&nbsp;Corinne Bendersky ,&nbsp;Carsten de Dreu ,&nbsp;Eran Halperin ,&nbsp;Juliana Schroeder","doi":"10.1016/j.obhdp.2023.104257","DOIUrl":"10.1016/j.obhdp.2023.104257","url":null,"abstract":"<div><p>Conflict plays a profound role in the lives of individuals, organizations, and entire societies – and has become an ever-expanding area of interdisciplinary research. This special issue brings together five new papers examining conflict antecedents and processes using the experimental method. In the following introduction, we consider the challenges inherent to studying conflict using experiments and the various approaches that researchers have developed to overcome some of those challenges. In doing so, we present a high-level taxonomy of successful experimental approaches to the study of conflict and highlight the manner in which the papers in the Special issue exemplify each of these approaches. We conclude with several pieces of specific advice to researchers seeking to make robust and impactful contributions to this area.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"177 ","pages":"Article 104257"},"PeriodicalIF":4.6,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47497055","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 transforming power of self-forgiveness in the aftermath of wrongdoing 犯错后自我宽恕的转化力量
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-04-21 DOI: 10.1016/j.obhdp.2023.104237
Madeline Ong
{"title":"The transforming power of self-forgiveness in the aftermath of wrongdoing","authors":"Madeline Ong","doi":"10.1016/j.obhdp.2023.104237","DOIUrl":"10.1016/j.obhdp.2023.104237","url":null,"abstract":"<div><p>This paper explores the impact of self-forgiveness on transgressors’ self-improvement motivation and their subsequent moral disengagement and unethical behavior. It also investigates whether self-forgiveness might be more critical for transgressors with a fixed mindset compared to those with a growth mindset. Eight studies (Total <em>N =</em> 2,522), in which self-forgiveness was both measured (Studies 1a to 3) and experimentally manipulated (Studies 4 and 5), were conducted to test the proposed theoretical model. Overall, the results of these studies suggest that when transgressors forgive themselves for a transgression, they show greater self-improvement motivation, and therefore are less likely to morally disengage and commit another transgression. Furthermore, self-forgiveness offers greater benefits for transgressors with a fixed mindset than those with a growth mindset. These findings highlight the transforming power of self-forgiveness, particularly for individuals with a fixed mindset.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104237"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49264214","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: 1
Tainted nudge 受污染的轻推
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-04-29 DOI: 10.1016/j.obhdp.2023.104244
Despoina Alempaki , Andrea Isoni , Daniel Read
{"title":"Tainted nudge","authors":"Despoina Alempaki ,&nbsp;Andrea Isoni ,&nbsp;Daniel Read","doi":"10.1016/j.obhdp.2023.104244","DOIUrl":"10.1016/j.obhdp.2023.104244","url":null,"abstract":"<div><p>Nudges are increasingly used by governments and organizations to promote behaviors like healthy eating or effective financial planning. Due to their cost-effectiveness, such nudges may earn a profit for the nudger. We investigate whether this profit taints nudges, as suggested by recent research showing that altruistic acts can be regarded less favourably if they result in private benefits to the actor. Across seven preregistered experiments, we demonstrate that prosocial nudges are indeed rated less positively if a profit is earned. But this tainting is limited: prosocial but profitable nudges are evaluated much more favourably than merely profitable ones, unless profit-motivated nudgers deceptively claim their motive is prosocial. Our findings apply to both for-profit and non-profit organizations and provide behaviorally informed guidelines for the introduction of nudge interventions. We suggest organizations can avoid the potential risk of backlash by openly disclosing the win–win nature of their prosocial nudges.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104244"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46782059","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: 1
The role of CEO accounts and perceived integrity in analysts’ forecasts 首席执行官账户和分析师预测中感知到的诚信的作用
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-05-18 DOI: 10.1016/j.obhdp.2023.104250
Daniel Skarlicki , Kin Lo , Rafael Rogo , Bruce J. Avolio , CodieAnn DeHaas
{"title":"The role of CEO accounts and perceived integrity in analysts’ forecasts","authors":"Daniel Skarlicki ,&nbsp;Kin Lo ,&nbsp;Rafael Rogo ,&nbsp;Bruce J. Avolio ,&nbsp;CodieAnn DeHaas","doi":"10.1016/j.obhdp.2023.104250","DOIUrl":"10.1016/j.obhdp.2023.104250","url":null,"abstract":"<div><p>Although holding oneself accountable is deemed important for effective leadership, CEOs tend to demonstrate a self-serving tendency when reporting their company’s performance to the financial community. Leaders do so by providing internal accounts for favorable performance and external accounts for unfavorable performance. The effects of this strategy on the financial community’s judgments of a company’s value, however, is frequently mixed. Guided by the actor-observer perspective, we propose that observers (i.e., analysts) are likely to provide higher forecasts for firms whose CEOs attribute unfavorable organizational outcomes to internal factors and favorable outcomes to external factors. Integrating this conceptual perspective with attribution theory, we predicted that CEO accounts will have a stronger influence on analysts’ forecasts when the company performs unfavorably versus favorably. Results of archival data analysis (<em>N</em> = 35,676 quarterly earnings conference calls) generally supported our hypothesis, and were then replicated in a pre-registered follow-up field experiment (Study 2; <em>N</em> = 307), showing that analysts’ perceptions of the leader’s integrity mediated the effects of CEO accounts on analysts’ evaluation of the company. The mediating role of leader integrity was only significant when the company performed unfavorably (versus favorably). The present research adds to theory on causal accounts and perceived leader integrity, while offering guidance on how leaders’ accounts can relate to observers’ evaluations of those leaders and their companies.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104250"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44862794","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 downside of decision delegation: When transferring decision responsibility incurs interpersonal costs 决策授权的弊端:决策责任的转移会产生人际成本
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-05-26 DOI: 10.1016/j.obhdp.2023.104251
Hayley Blunden , Mary Steffel
{"title":"The downside of decision delegation: When transferring decision responsibility incurs interpersonal costs","authors":"Hayley Blunden ,&nbsp;Mary Steffel","doi":"10.1016/j.obhdp.2023.104251","DOIUrl":"10.1016/j.obhdp.2023.104251","url":null,"abstract":"<div><p>When facing decisions, managers and employees often seek coworker support. They may ask for advice, retaining decision responsibility, or delegate, transferring decision responsibility. Prior work shows that people who seek decision support via delegation expect to avoid the burdens of decision responsibility, like regret and blame. But might these anticipated benefits sometimes come at an interpersonal cost? Drawing from fairness theory, we hypothesize and find that decision support providers often respond to delegators (versus advice seekers) with reduced willingness to help them with future decisions or hire them, perceiving those seeking to offload decision responsibility as less fair. This interpersonal penalization is attenuated when the potential for perceived unfairness is reduced: when decision responsibility transfer is perceived as less likely to make the support provider worse off (when the decision involves allocating desirable outcomes to others) or more legitimate (when the decision lies within the scope of the helper’s role).</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104251"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43694872","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
Advances in self-narratives in, across, and beyond organizations 组织内部、跨组织和跨组织自我叙述的进展
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-05-31 DOI: 10.1016/j.obhdp.2023.104254
Julia J. Lee Cunningham , Daniel M. Cable , Gianpiero Petriglieri , David K. Sherman
{"title":"Advances in self-narratives in, across, and beyond organizations","authors":"Julia J. Lee Cunningham ,&nbsp;Daniel M. Cable ,&nbsp;Gianpiero Petriglieri ,&nbsp;David K. Sherman","doi":"10.1016/j.obhdp.2023.104254","DOIUrl":"10.1016/j.obhdp.2023.104254","url":null,"abstract":"","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104254"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45554611","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
Mindfully outraged: Mindfulness increases deontic retribution for third-party injustice 正念愤怒：正念增加了对第三方不公正的道义报复
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-06-01 DOI: 10.1016/j.obhdp.2023.104249
Adam A. Kay , Theodore C. Masters-Waage , Jochen Reb , Pavlos A. Vlachos
{"title":"Mindfully outraged: Mindfulness increases deontic retribution for third-party injustice","authors":"Adam A. Kay ,&nbsp;Theodore C. Masters-Waage ,&nbsp;Jochen Reb ,&nbsp;Pavlos A. Vlachos","doi":"10.1016/j.obhdp.2023.104249","DOIUrl":"10.1016/j.obhdp.2023.104249","url":null,"abstract":"<div><p>Mindfulness is known to temper negative reactions by both victims and perpetrators of injustice. Accordingly, critics claim that mindfulness numbs people to injustice, raising concerns about its moral implications. Examining how mindful observers respond to third-party injustice, we integrate mindfulness with deontic justice theory to propose that mindfulness does not numb but rather enlivens people to injustice committed by others against others. Results from three studies show that mindfulness heightens moral outrage in witnesses of injustice, particularly when the injustice is only moderate. Although these findings did not replicate with a mindfulness induction, post-hoc analysis in a fourth study reveals that measured state mindfulness perhaps heightens moral outrage when observers have a weak deontic justice orientation. In documenting this moral enlivening effect, we demonstrate that mindfulness – measured as a state or trait – leads people to exact greater deontic retribution against perpetrators of third-party injustice.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104249"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49417142","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: 2
How others light the creative spark: Low power accentuates the benefits of diversity for individual inspiration and creativity 他人如何点燃创造力的火花：低功率强调多样性对个人灵感和创造力的好处
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-05-01 Epub Date: 2023-05-11 DOI: 10.1016/j.obhdp.2023.104248
Inga J. Hoever , Nathan E. Betancourt , Guoquan Chen , Jing Zhou
{"title":"How others light the creative spark: Low power accentuates the benefits of diversity for individual inspiration and creativity","authors":"Inga J. Hoever ,&nbsp;Nathan E. Betancourt ,&nbsp;Guoquan Chen ,&nbsp;Jing Zhou","doi":"10.1016/j.obhdp.2023.104248","DOIUrl":"10.1016/j.obhdp.2023.104248","url":null,"abstract":"<div><p>Power has been shown to liberate actors from situational influences that harm creativity because they elicit conformity. However, the workplace creativity literature recognizes that situational factors can also promote creativity. In this paper, we combine these findings and investigate whether this means that low-power actors benefit more from creativity-enhancing situational factors. Specifically, we test how power attenuates the impact of diversity in an actor’s environment on individual inspiration and creativity. Data from two large survey studies and one archival study provide converging evidence for the proposed contingent benefits of diversity for low-power actors’ inspiration and creativity. Together, the results of these studies demonstrate that low power may render individuals more receptive to social influences conducive to creativity, such as diversity, thereby facilitating individuals’ feelings of inspiration and displayed creativity.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104248"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45322901","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: 1
The divergent effects of diversity ideologies for race and gender relations 多样性意识形态对种族和性别关系的不同影响
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI: 10.1016/j.obhdp.2023.104226
Ashley E. Martin
{"title":"The divergent effects of diversity ideologies for race and gender relations","authors":"Ashley E. Martin","doi":"10.1016/j.obhdp.2023.104226","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104226","url":null,"abstract":"<div><p>The present research compares the influence of diversity ideologies on race and gender relations. In contrast to research suggesting that an identity-aware ideology (i.e., multiculturalism or race-awareness) predicts more support for racial equality than does an identity-blind one (i.e., colorblindness or race-blindness), this paper suggests that the opposite is true for gender. Six studies demonstrate that an identity-aware ideology (compared to an identity-blind one) highlights unique types of race and gender differences, leading to divergent outcomes for race and gender inequality. While race-awareness highlights external, opportunity-based differences, promoting support for policies that combat systemic inequality (e.g., affirmative action), gender-awareness highlights internal, biology-based differences, reifying gender-essentialism, broadly, and gender stereotypes, in particular. Together, this work suggests that the beneficial effects of identity-aware ideologies previously found for race may not be effective for gender. Ultimately, it warns against one-size-fits-all approaches to diversity and offers practical implications for diversity science.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"175 ","pages":"Article 104226"},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49704925","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
Curious supervisor puts team innovation within reach: Investigating supervisor trait curiosity as a catalyst for collective actions 好奇的主管使团队创新触手可及:调查主管特质的好奇心作为集体行动的催化剂
IF 4.6 2区 管理学
Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 Epub Date: 2023-02-28 DOI: 10.1016/j.obhdp.2023.104236
Jie (Yonas) Ma
{"title":"Curious supervisor puts team innovation within reach: Investigating supervisor trait curiosity as a catalyst for collective actions","authors":"Jie (Yonas) Ma","doi":"10.1016/j.obhdp.2023.104236","DOIUrl":"10.1016/j.obhdp.2023.104236","url":null,"abstract":"<div><p>Popular press and theoretical conjecture imply that curiosity is not just an individual motivation but also an enabler of collective actions. This study seeks to explicate curiosity as a catalyst for collective actions by examining team supervisors’ trait curiosity. We test the idea that trait curiosity predisposes team supervisors to manipulate team-level task structures, which primes certain forms of team regulatory focus and eventually affects team innovation. Two studies using the interest/deprivation (I/D) taxonomy of curiosity revealed that, by predisposing supervisors to create more learning demand, I-type curiosity primes team promotion focus, which facilitates both radical and incremental team innovation. By predisposing supervisors to create more problem-solving demand, <span>d</span>-type curiosity arouses team prevention focus, which facilitates team incremental innovation but hinders radical innovation. The effect of supervisor curiosity is evident only when supervisors have high task authority. This study uncovered a powerful property of curiosity, demonstrating its promising contributions to organizational life.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"175 ","pages":"Article 104236"},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46912263","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: 2
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