Organizational Behavior and Human Decision Processes最新文献_第10页

Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice 好奇心引导和声音回应：领导者好奇心和领导者性别的表现对追随者心理安全和声音反应的影响

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104170

Phillip S. Thompson , Anthony C. Klotz

{"title":"Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice","authors":"Phillip S. Thompson , Anthony C. Klotz","doi":"10.1016/j.obhdp.2022.104170","DOIUrl":"10.1016/j.obhdp.2022.104170","url":null,"abstract":"<div><p>How curiosity affects other employees—the social side of curiosity at work—is understudied but meaningful given that social learning theory<span> suggests that when leaders display curiosity, it signals to followers that the environment is safe for taking risks associated with being inquisitive at work. At the same time, because displays of curiosity are communal in nature, social role theory and the communality-bonus effect combine to indicate that curiosity’s effects should be stronger for followers of male leaders versus followers of female leaders. Here, we integrate these social theories to explain how and when leader displays of curiosity will increase follower perceptions of psychological safety and subsequent voice. We test and find support for these predictions across four samples of leader-follower dyads, thereby broadening our understanding of the social implications of curiosity at work, demonstrating how curiosity contributes to leader effectiveness, and highlighting how gender shapes the effects of curiosity.</span></p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104170"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48997052","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: 3

Interpersonal consequences of conveying goal ambition 传达目标抱负的人际后果

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104182

Sara Wingrove , Gráinne M. Fitzsimons

引用次数: 2

Heroes from above but not (always) from within? Gig workers’ reactions to the sudden public moralization of their work 英雄来自上层，而不是(总是)来自内部?零工工人对其工作突然被公众道德化的反应

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104179

Lindsey D. Cameron , Curtis K. Chan , Michel Anteby

{"title":"Heroes from above but not (always) from within? Gig workers’ reactions to the sudden public moralization of their work","authors":"Lindsey D. Cameron , Curtis K. Chan , Michel Anteby","doi":"10.1016/j.obhdp.2022.104179","DOIUrl":"10.1016/j.obhdp.2022.104179","url":null,"abstract":"<div><p>How do individuals react to the sudden public moralization of their work and with what consequences? Extant research has documented how public narratives can gradually moralize societal perceptions of select occupations. Yet, the implications of how workers <em>individually</em> respond and form self-narratives in light of—or in spite of—a sudden moralizing event remain less understood. Such an understanding is even more critical when workers are weakly socialized by their organization, a situation increasingly common today. During the COVID-19 pandemic, radically shifting public narratives suddenly transformed grocery delivery work, previously uncelebrated, into highly moralized “heroic” pursuits. Drawing on interviews (n = 75), participant artifacts (n = 85), and archival data (e.g., newspaper articles), we find that these workers (here, shoppers on the platform organization Instacart), left mainly to themselves, exhibited varying responses to this moralizing and that their perceived relations to the organization, customers, and tasks shaped these responses. Surprisingly, those who facilely adopted the hero label felt morally credentialled, and they were thus likely to minimize their extra-role helping of customers and show low commitment to the organization; in contrast, those who wrestled with the hero narrative sought to earn those moral credentials, and they were more likely to embrace extra-role helping and remain committed to moralized aspects of the work. Our study contributes to literatures on the moralization of work and narratives by explaining why some workers accept a moralized narrative and others reject or wrestle with it, documenting consequences of workers’ reactions to such narratives, and suggesting how a moralized public narrative can backfire.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104179"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41489698","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: 6

Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work 他们认为自己是谁？：社会性别认同和工作行为性别差异的社会认知解释

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104186

Laura J. Kray , Jessica A. Kennedy , Michael Rosenblum

{"title":"Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work","authors":"Laura J. Kray , Jessica A. Kennedy , Michael Rosenblum","doi":"10.1016/j.obhdp.2022.104186","DOIUrl":"10.1016/j.obhdp.2022.104186","url":null,"abstract":"<div><p>To understand who initiates social sexual behavior (SSB) at work, we examine the strength of individuals’ <em>social sexual identity (SSI)</em>, a self-definition as a person who leverages sex appeal in pursuit of personally valued gains. Using a social-cognitive framework that explores the intersection of personality, motivation, and situations, six studies (<em>N</em> = 2,598) establish that SSI strength is a novel predictor of SSB, including sexual harassment, and SSI strength mediates gender differences in SSB tendencies. We find that men’s (but not women’s) propensity to initiate SSB increases when pursuing self-enhancement goals (e.g., a powerful image), and these gender differences are mediated by momentary SSI strength. By contrast, the adoption of self-transcendence (e.g., affiliation) goals mitigates gender differences in SSB. Together, these findings illustrate the central role of the self-concept in explaining <em>why</em> and <em>when</em> gender differences emerge in patterns of SSB.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104186"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000759/pdfft?md5=bfeea0ac3c537b705d8766559600d2af&pid=1-s2.0-S0749597822000759-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43737796","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

Are you too happy to serve others? When and why positive affect makes customer mistreatment experience feel worse 你是否太快乐而不愿为别人服务?何时以及为何积极影响会使客户受到的不公平对待感觉更糟

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104188

Randy Lee , Ke Michael Mai , Feng Qiu , Remus Ilies , Pok Man Tang

{"title":"Are you too happy to serve others? When and why positive affect makes customer mistreatment experience feel worse","authors":"Randy Lee , Ke Michael Mai , Feng Qiu , Remus Ilies , Pok Man Tang","doi":"10.1016/j.obhdp.2022.104188","DOIUrl":"10.1016/j.obhdp.2022.104188","url":null,"abstract":"<div><p>Service employees encounter frequent mistreatments on the job, and these mistreatments can occur unexpectedly. Despite the overall favorable impact of positive affect on coping with negative events, we argue that it could create an expectancy disconfirmation for service employees when they face customer mistreatment. Drawing from expectancy disconfirmation theory, we predict that such expectancy disconfirmation heightens service employees’ need for self-regulation and thus consumes self-control resources. Using a total of 791 service professionals in both online and field (i.e., e-commerce firms in China and a hotel in India) experiments, we found that positive expectancy disconfirmation was positively related to self-control depletion, which led to greater subsequent perceived mistreatment by customers and need for psychological detachment from work (Study 1 and 2). Furthermore, we identified expectation of customer mistreatment as a boundary condition that attenuated the relationship between expectancy disconfirmation and self-control depletion (Study 3 and 4). We discuss the theoretical and practical implications of our work.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104188"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000772/pdfft?md5=1da0b9711b954badbfb26034c33da68c&pid=1-s2.0-S0749597822000772-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44489035","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: 3

What is a “likely” amount? Representative (modal) values are considered likely even when their probabilities are low “可能”的金额是多少？代表性（模态）值被认为是可能的，即使它们的概率很低

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104166

Karl Halvor Teigen , Marie Juanchich , Erik Løhre

{"title":"What is a “likely” amount? Representative (modal) values are considered likely even when their probabilities are low","authors":"Karl Halvor Teigen , Marie Juanchich , Erik Løhre","doi":"10.1016/j.obhdp.2022.104166","DOIUrl":"10.1016/j.obhdp.2022.104166","url":null,"abstract":"<div><p>Research on verbal probabilities and standard scales issued by national and international authorities suggest that only events with probabilities above 60% should be labelled “likely”. We find, however, that when people apply this term to continuous variables, like expected costs, it describes the <em>most</em> likely (modal) outcome or interval, regardless of actual probabilities, which may be quite small. This was demonstrated in six studies in which lay participants (<em>N</em> = 2,228) were shown probability distributions from various domains and asked to generate or to select “likely” outcome intervals. Despite having numeric and graphically displayed information available, participants judged central, low-probability segments as “likely” (as opposed to equal or larger segments in the tails) and subsequently overestimated the chances of these outcomes. We conclude that high-probability interpretations of “likely” are only valid for binary outcomes but not for distributions of graded variables or multiple outcomes.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"171 ","pages":"Article 104166"},"PeriodicalIF":4.6,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000504/pdfft?md5=c6c962c48f30b26a69c39b55f4ae1955&pid=1-s2.0-S0749597822000504-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44210335","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: 4

Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity 一起构思对立：培养矛盾的框架和认识动机培养团队创造力

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104153

Ella Miron-Spektor , Kyle J. Emich , Linda Argote , Wendy K. Smith

{"title":"Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity","authors":"Ella Miron-Spektor , Kyle J. Emich , Linda Argote , Wendy K. Smith","doi":"10.1016/j.obhdp.2022.104153","DOIUrl":"10.1016/j.obhdp.2022.104153","url":null,"abstract":"<div><p>To successfully generate creative solutions, teams must reconcile inconsistent perspectives and integrate competing task demands. We suggest that adopting a paradoxical frame - a mental template that promotes recognizing and embracing the simultaneous existence of seemingly contradictory elements - helps teams navigate this process to produce creative ideas, if team members are epistemically motivated. Our results from two laboratory studies (<em>N</em> = 950) suggest that teams that adopt paradoxical frames and have high epistemic motivation develop more creative solutions than teams with paradoxical frames and low epistemic motivation or epistemically motivated teams with frames that only encourage information sharing. Teams with paradoxical frames and high epistemic motivation are more creative because they engage in idea elaboration – they exchange, consider, and integrate diverse ideas and perspectives. By contrast, other teams settle on suboptimal middle-way solutions that do not address task demands. Our research advances knowledge of <em>why</em> and <em>when</em> paradoxical frames benefit team creativity, by unpacking the processes that enable teams to leverage task and team tensions. We show that when teams collectively work through their tensions and elaborate their diverse ideas they become more creative.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"171 ","pages":"Article 104153"},"PeriodicalIF":4.6,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49109825","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: 3

Confidently at your service: Advisors alter their stated confidence to be helpful 对您的服务充满信心：顾问改变他们的信心以提供帮助

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104154

Uriel Haran , Asaf Mazar , Mordechai Hurwitz , Simone Moran

引用次数: 0

Investors respond negatively to executives’ discussion of creativity 投资者对高管对创造力的讨论反应消极

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104155

Michael P. Haselhuhn , Elaine M. Wong , Margaret E. Ormiston

{"title":"Investors respond negatively to executives’ discussion of creativity","authors":"Michael P. Haselhuhn , Elaine M. Wong , Margaret E. Ormiston","doi":"10.1016/j.obhdp.2022.104155","DOIUrl":"10.1016/j.obhdp.2022.104155","url":null,"abstract":"<div><p>Creativity and innovation are often considered to be essential characteristics of effective organizations. However, recent experimental research suggests that individual-level creativity in the workplace is not always perceived positively because of the uncertainty inherent in creative ideas. Although this research has advanced our understanding of perceptions of individual creativity in organizations, less is known about whether this creativity bias holds in real world contexts and, if so, whether there are organizational consequences. In this paper, we examine the organizational implications of executives’ use of words related to creativity and innovation (i.e., <em>creativity-speak</em>) during quarterly earnings calls. We predict that due to the association between creativity and uncertainty, market reactions to creativity-speak will be negative. However, we also predict that these same discussions of creativity will be associated with higher firm financial performance. We find support for our predictions, and additionally find that the creativity bias can be ameliorated through executives’ use of a positive tone when discussing creativity and innovation. Our study has a number of theoretical implications for the study of creativity, innovation, and executive communication.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"171 ","pages":"Article 104155"},"PeriodicalIF":4.6,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48399200","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

Thinking outside the box helps build social connections: The role of creative mindsets in reducing daily rudeness 跳出框框思考有助于建立社会联系：创造性思维在减少日常粗鲁行为中的作用

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104167

Trevor A. Foulk , Vijaya Venkataramani , Rujiao Cao , Satish Krishnan

引用次数: 3