Organizational Behavior and Human Decision Processes最新文献_第2页

The credibility dilemma: When acknowledging a (perceived) lack of credibility can make a boast more believable 可信度困境：当承认（被认为）缺乏可信度时，夸夸其谈会更可信

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-01 DOI: 10.1016/j.obhdp.2024.104351

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Secrets at work 工作中的秘密

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-07-01 DOI: 10.1016/j.obhdp.2024.104335

Michael L. Slepian , Eric M. Anicich , Nir Halevy

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Cultural tightness in organizations: Investigating the impact of formal and informal cultural tightness on employee creativity 组织中的文化紧密性：调查正式和非正式文化紧密度对员工创造力的影响

IF 3.4 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-06-28 DOI: 10.1016/j.obhdp.2024.104338

Roy Chua , Na Zhao , Meng Han

{"title":"Cultural tightness in organizations: Investigating the impact of formal and informal cultural tightness on employee creativity","authors":"Roy Chua , Na Zhao , Meng Han","doi":"10.1016/j.obhdp.2024.104338","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104338","url":null,"abstract":"<div><p>This paper delineates cultural tightness into formal versus informal aspects to depict the strength of norms and the extent of sanctions emanating from both formal and informal norms. Organizations with high formal cultural tightness regulate behaviors through explicit written norms and official sanctions, whereas those with high informal cultural tightness regulate behaviors through uncodified norms, collective beliefs, and informal social sanctions. Through a field study across 14 diverse companies in two countries (Malaysia and the Philippines) and two experiments involving participants from the United States, we found that perceived informal cultural tightness consistently exerts a more significant impact on stifling employee creativity than perceived formal cultural tightness. Additionally, we discovered that these two aspects of cultural tightness also potentially interact to influence employee creativity. Lastly, we identified promotion-focused (but not prevention-focused) self-regulation as a likely mechanism through which informal cultural tightness affects employee creativity. These findings contribute to cultural tightness-looseness theory and research on how organizational culture affects employee creativity.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2024-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141486145","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}

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“Abuser” or “Tough Love” Boss?: The moderating role of leader performance in shaping the labels employees use in response to abusive supervision "施虐者 "还是 "严爱 "老板？领导者的绩效对员工在面对虐待性监督时所使用标签的调节作用

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-06-12 DOI: 10.1016/j.obhdp.2024.104339

Robert B. Lount Jr. , Woohee Choi , Bennett J. Tepper

{"title":"“Abuser” or “Tough Love” Boss?: The moderating role of leader performance in shaping the labels employees use in response to abusive supervision","authors":"Robert B. Lount Jr. , Woohee Choi , Bennett J. Tepper","doi":"10.1016/j.obhdp.2024.104339","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104339","url":null,"abstract":"<div><p>We invoke leader categorization theory and labeling theory to examine the circumstances under which individuals come to perceive their managerial leaders as “abusers” or “tough love” bosses. In a field study, we show that leader performance moderates the relationship between a leader’s abusive supervision and the degree to which their followers label them as an abuser or a tough love leader. Heightened leader performance lowers the willingness to label the leader as an “abuser” while increasing one’s labeling the leader as a “tough love” boss. This study also documents that leader performance moderates the indirect effect between abusive supervision and upward hostility (through abuser labeling) and the indirect effect between abusive supervision and positive career expectations (through tough love labeling). In a follow-up experiment, we again document that leader performance moderates the relationship between abusive supervision and the degree to which followers label their leaders as an abuser. Additionally, we provide support for a moderated indirect effect on a range of negative behavioral outcomes directed toward the leader through abuser labeling. We discuss the studies’ implications for theory, future research, and practice pertaining to abusive supervision.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-06-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597824000311/pdfft?md5=7cb06df333fd198c1e8009c94d1cb2cc&pid=1-s2.0-S0749597824000311-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141314098","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}

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Introduction to the special issue: Allyship, advocacy, and social justice to support equality for marginalized groups in the workplace 特刊简介：支持工作场所边缘化群体平等的盟友关系、宣传和社会正义

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-06-07 DOI: 10.1016/j.obhdp.2024.104336

Ellen Ernst Kossek , Jamie Ladge , Laura M. Little , Denise Lewin Loyd , Alexis Nicole Smith , Catherine H. Tinsley

{"title":"Introduction to the special issue: Allyship, advocacy, and social justice to support equality for marginalized groups in the workplace","authors":"Ellen Ernst Kossek , Jamie Ladge , Laura M. Little , Denise Lewin Loyd , Alexis Nicole Smith , Catherine H. Tinsley","doi":"10.1016/j.obhdp.2024.104336","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104336","url":null,"abstract":"<div><p>Allyship is an important topic of growing interest in research and practice for management and organizations. However, research is still in its infancy, often fragmented across disciplines, and lacking conceptual clarity. The purpose of this special issue, “Allyship, Advocacy, and Social Justice to Support Equality for Marginalized Groups in the Workplace” is to enhance understanding of allies and allyship. We argue that allyship is a mechanism for centering social justice, reducing discrimination and inequality, and improving intergroup dynamics, inclusion, social cohesion, well-being, and organizational effectiveness. We note the importance of distinguishing between conceptualization of who is an ally and the different types of allyship in a brief review of the foundational grounding of the research stream. Next, we examine findings and insights from the eight papers in the special issue, examining how they move the field forward. These articles provide a springboard for understanding how to define, measure, and evaluate allyship, and for identifying key dynamics (e.g., marginalization, dominance, identity motivations), antecedents, consequences, contexts, and boundary conditions. We conclude by identifying future research opportunities that leverage this special issue’s content and gaps to address. We believe that improving understanding of how to be an ally, what they do, and the conditions under which allyship is effective, is valuable for enhancing social relationships between and within marginalized and dominant groups in organizations and society.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597824000281/pdfft?md5=9f692813e45bb31ed5f32813453db056&pid=1-s2.0-S0749597824000281-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141289464","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

Advice taking vs. combining opinions: Framing social information as advice increases source’s perceived helping intentions, trust, and influence 接受建议与综合意见：将社交信息定格为建议会增加信息来源的帮助意图、信任度和影响力

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-05-11 DOI: 10.1016/j.obhdp.2024.104328

Maxim Milyavsky, Yaniv Gvili

引用次数: 0

Different ally motivations lead to different outcomes: How self-transcendence and self-enhancement values predict effectiveness of self-identified allies 不同的盟友动机会导致不同的结果：自我超越和自我提升的价值观如何预测自我认同盟友的有效性

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-04-24 DOI: 10.1016/j.obhdp.2024.104333

L. Taylor Phillips , Tamar A. Kreps , Dolly Chugh

{"title":"Different ally motivations lead to different outcomes: How self-transcendence and self-enhancement values predict effectiveness of self-identified allies","authors":"L. Taylor Phillips , Tamar A. Kreps , Dolly Chugh","doi":"10.1016/j.obhdp.2024.104333","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104333","url":null,"abstract":"<div><p>Dominant group members have different reasons for identifying themselves as allies to marginalized groups. How might these reasons relate to allies’ effectiveness? We use Schwartz’s values theory to integrate disparate work, focusing on two values that can underlie allyship: <em>self-transcendence</em>, or enhancing the welfare of others, and <em>self-enhancement</em>, or personal status and esteem. Across three yoked experiments (<em>N</em> = 3016), we tested how values relate to allies’ intentions, behavior, and persuasiveness. Phase A of each study sampled self-identified allies (e.g., towards LGBTQ+ people, Black people, women). Both self-transcendence and, less consistently, self-enhancement predicted increased activism intentions; only self-transcendence predicted petition-signing behavior. Phase B sampled new participants, who viewed advocacy statements generated by allies in Phase A. We found that ally values affected audience reactions: ally self-transcendence was associated with greater persuasiveness, while self-enhancement was associated with lower persuasiveness. Although both values can generate ally engagement, self-transcendence may promote greater ally effectiveness.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140638418","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

Garnering support for social justice: When and why is “yes” likelier for “allies” versus “disadvantaged group advocates”? 为社会正义争取支持：盟友 "与 "弱势群体倡导者 "何时以及为何更容易获得 "支持"？

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-04-23 DOI: 10.1016/j.obhdp.2024.104332

Deshani B. Ganegoda , Jigyashu Shukla , Debra L. Shapiro

{"title":"Garnering support for social justice: When and why is “yes” likelier for “allies” versus “disadvantaged group advocates”?","authors":"Deshani B. Ganegoda , Jigyashu Shukla , Debra L. Shapiro","doi":"10.1016/j.obhdp.2024.104332","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104332","url":null,"abstract":"<div><p>Via three studies (two experiment-based and one critical incident-based) we test <em>when</em> and <em>why</em> a social justice appeal garners more support when delivered by a disadvantaged group advocate (DGA) versus by an ally—that is, by someone who does versus does not belong to the marginalized group named in the appeal, respectively. As hypothesized, significantly more support was shown for a social justice appeal by a DGA (rather than an ally) when receivers identified strongly with the disadvantaged group; and this pattern reversed when this identification was weak. Also as predicted, this interaction-effect was mediated by receivers’ perceptions of their similarity with the advocate, the appeal’s credibility, and by their feelings of empathy. Our findings point to the need to broaden theorizing beyond demographic influences on how persuasive a DGA versus an ally will be and the importance of considering appeal-receiver identification when choosing an advocate.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-04-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597824000244/pdfft?md5=70d2fd0e7532bc93876f2ea6d0949ccd&pid=1-s2.0-S0749597824000244-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140632483","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

Not all allies are created equal: An intersectional examination of relational allyship for women of color at work 并非所有盟友都是平等的：对有色人种女性在工作中的同盟关系进行交叉研究

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-04-18 DOI: 10.1016/j.obhdp.2024.104331

Barnini Bhattacharyya , Samantha E. Erskine , Courtney McCluney

{"title":"Not all allies are created equal: An intersectional examination of relational allyship for women of color at work","authors":"Barnini Bhattacharyya , Samantha E. Erskine , Courtney McCluney","doi":"10.1016/j.obhdp.2024.104331","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104331","url":null,"abstract":"<div><p>Allyship is typically considered a positive relationship between marginalized individuals and their relatively more privileged allies. Yet, this flattened, unidirectional, and single-identity view of allyship prohibits us from capturing the nuances and inherent power struggles embedded in the allied relationship. Our study aims to expand our understanding of how and whether allyship across multiple levels of difference helps dismantle oppressive structures or maintains power inequalities in organizations. Integrating current allyship research with intersectionality theory, we conduct an inductive qualitative study of allied relationships between professional women of color in Canada (n = 30) and their nominated allies (n = 30). We find that power schemata, or cognitive and emotional framing of systems of power in allied relationships affect allyship behaviors, such that power cognizance is key for effective allyship to occur. We identify three dimensions of allyship behaviors that emerge from these power considerations —(de)centering, (dis)respecting, and (in)action – which vary in terms of expected allyship by women of color and enacted allyship by their allies. Integrating power schemata and allyship dimensions, we identify three types of allied relationships for women of color at work, varying in effectiveness. We identify ongoing learning as a mechanism to move towards power-cognizance and therefore more effective allyship. Women of color emerge as the most effective allies in our study, highlighting that marginalized individuals can not only be allies, but that they play a crucial role in their own liberation. Based on these findings, we develop our intersectional theory of relational allyship for women of color at work.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597824000232/pdfft?md5=b17d6c2847a4fe1344c5c2546f6bbfa0&pid=1-s2.0-S0749597824000232-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140605799","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

Allyship in the fifth trimester: A multi-method investigation of Women’s postpartum return to work 第五孕期的 "闺蜜情"：对妇女产后重返工作岗位的多种方法调查

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2024-04-16 DOI: 10.1016/j.obhdp.2024.104330

Nitya Chawla , Allison S. Gabriel , Melanie Prengler , Kristie Rogers , Benjamin Rogers , Alyssa Tedder-King , Christopher C. Rosen

{"title":"Allyship in the fifth trimester: A multi-method investigation of Women’s postpartum return to work","authors":"Nitya Chawla , Allison S. Gabriel , Melanie Prengler , Kristie Rogers , Benjamin Rogers , Alyssa Tedder-King , Christopher C. Rosen","doi":"10.1016/j.obhdp.2024.104330","DOIUrl":"https://doi.org/10.1016/j.obhdp.2024.104330","url":null,"abstract":"<div><p>Recognizing that postpartum mothers’ organizational reentry is fraught with physical, emotional, and psychological challenges, we explored the specific behaviors that coworkers and managers can enact to support and advocate for working mothers during their reentry process—behaviors we conceptualize as postpartum allyship. In Study 1, we adopted a qualitative approach to gain insight into the forms of allyship that working mothers found valuable. We then build upon these findings in Study 2 by developing and validating a scale of postpartum allyship. Finally, in Study 3, integrating emergent themes from our qualitative data with tenets of the social cognitive model of career self-management (<span>Lent and Brown, 2013</span>, <span>Lent and Brown, 2019</span>), we use our newly-developed measure in a time-lagged study focused on the cognitive, affective, and behavioral impact of postpartum mothers’ experiences of allyship. Results indicated that postpartum allyship experiences bolster work-motherhood self-efficacy and reduce guilt which, in turn, yield important implications for working mothers’ turnover intentions, work-family capital, and postpartum depressive symptoms. Combined across our studies, the current research illuminates the critical impact of allies’ support and advocacy for postpartum mothers during reentry.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2024-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140559229","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