Organizational Behavior and Human Decision Processes最新文献_第4页

Sincere solidarity or performative pretense? Evaluations of organizational allyship 真诚的团结还是矫揉造作?组织同盟关系的评估

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-12-03 DOI: 10.1016/j.obhdp.2023.104296

Rebecca Ponce de Leon , James T. Carter , Ashleigh Shelby Rosette

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引用次数: 0

Promoting and supporting epiphanies in organizations: A transformational approach to employee development 促进和支持组织中的顿悟:员工发展的转型方法

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-11-11 DOI: 10.1016/j.obhdp.2023.104295

Erik Dane

引用次数: 0

When brokers don’t broker: Mitigating referral aversion in third-party help exchange 当代理不代理时:减轻第三方帮助交换中的推荐厌恶

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-11-03 DOI: 10.1016/j.obhdp.2023.104294

YeJin Park , Kelly Nault , Ko Kuwabara

{"title":"When brokers don’t broker: Mitigating referral aversion in third-party help exchange","authors":"YeJin Park , Kelly Nault , Ko Kuwabara","doi":"10.1016/j.obhdp.2023.104294","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104294","url":null,"abstract":"<div><p>Help exchange—whether for technical solutions, career advice, socioemotional support, or scarce resources—constitutes the very fabric of productive organizational life. Yet, a growing body of research has documented various ways in which help requesters and requestees misperceive each other, undermining their chances of giving and receiving help. So far, this line of research has focused on dyadic exchange and paid limited attention to triadic exchange involving third parties. To close this gap, the present research examines misperceptions that hinder requestees from offering referrals to potentially more willing or capable third parties. Six preregistered experiments (<em>n</em> = 2863) demonstrate what we term <em>referral aversion</em>, stemming from concerns about what offering unsolicited referrals instead of direct help might signal to requesters. Because of referral aversion, requestees overestimate how negatively requesters will react to unsolicited referrals versus (solicited or unsolicited) direct help. We also propose a simple intervention to mitigate referral aversion: making a generalized rather than personalized help request (i.e., asking for help from “you or someone you know” rather than “you”). In a field experiment (<em>n</em> = 541), participants who made generalized help requests to peers on a problem-solving task received higher quality help from both requestees and third parties, suggesting that seeking third-party help can promote help exchange in multiple ways. Altogether, these studies draw critical attention to the growing recognition that the process of reaching and connecting third parties is hardly automatic or frictionless and open new lines of inquiry on how to promote third party help exchange.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71762120","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

On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions 关于歧视的轨迹:一项荟萃分析和预测调查，收集了44年关于性别和招聘决策的实地实验

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-11-01 DOI: 10.1016/j.obhdp.2023.104280

Michael Schaerer , Christilene du Plessis , My Hoang Bao Nguyen , Robbie C.M. van Aert , Leo Tiokhin , Daniël Lakens , Elena Giulia Clemente , Thomas Pfeiffer , Anna Dreber , Magnus Johannesson , Cory J. Clark , Gender Audits Forecasting Collaboration , Eric Luis Uhlmann

{"title":"On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions","authors":"Michael Schaerer , Christilene du Plessis , My Hoang Bao Nguyen , Robbie C.M. van Aert , Leo Tiokhin , Daniël Lakens , Elena Giulia Clemente , Thomas Pfeiffer , Anna Dreber , Magnus Johannesson , Cory J. Clark , Gender Audits Forecasting Collaboration , Eric Luis Uhlmann","doi":"10.1016/j.obhdp.2023.104280","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104280","url":null,"abstract":"<div><p>A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. Instead, selection bias in favor of male over female candidates was eliminated and, if anything, slightly reversed in sign starting in 2009 for mixed-gender and male-stereotypical jobs in our sample. Forecasters further failed to anticipate that discrimination against male candidates for stereotypically female jobs would remain stable across the decades.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597823000560/pdfft?md5=a472ae7b731dda9cfb6b97a1c59e8224&pid=1-s2.0-S0749597823000560-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91775249","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: 2

Curiosity in organizations: Addressing adverse reactions, trade-offs, and multi-level dynamics 组织中的好奇心：解决不良反应、权衡和多层次动态问题

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-11-01 DOI: 10.1016/j.obhdp.2023.104274

Todd Kashdan , Spencer H. Harrison , Evan Polman , Ronit Kark

{"title":"Curiosity in organizations: Addressing adverse reactions, trade-offs, and multi-level dynamics","authors":"Todd Kashdan , Spencer H. Harrison , Evan Polman , Ronit Kark","doi":"10.1016/j.obhdp.2023.104274","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104274","url":null,"abstract":"<div><p>Curiosity serves a basic function in increasing the probability of work engagement, productivity, creativity, and innovation. Much of what is known about curiosity in organizations has been limited to explorations of individuals. Here, we provide empirically supported insights on how curiosity operates at various levels spanning individuals, collaborations, teams, organizations, and societies. Additionally, we advance research and practice by addressing several neglected issues. There is a strange disconnect in how leaders and co-workers encourage curiosity yet often experience an adverse reaction during or after its occurrence. There is also a strange asymmetry in the field such that curiosity is often described as a universally positive asset/trait yet there are costs that are worthy of consideration such as decision-making speed (i.e., trade-offs). Depending on the type of curiosity and mode of expression, curiosity can have bright, dark, or mixed consequences. Our aim is to help scientists and practitioners to better understand and intervene when attempting to capitalize on curiosity.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138549108","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

Food for thought: How curiosity externalization is fostered through organizational identity 思考的食物:好奇心外部化是如何通过组织认同来培养的

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-11-01 DOI: 10.1016/j.obhdp.2023.104293

Nicole Hinrichs , Marc Stierand , Vlad Glăveanu

{"title":"Food for thought: How curiosity externalization is fostered through organizational identity","authors":"Nicole Hinrichs , Marc Stierand , Vlad Glăveanu","doi":"10.1016/j.obhdp.2023.104293","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104293","url":null,"abstract":"<div><p>Curiosity has increasingly been deemed to hold pivotal influence over the ventures founders create. While this growing body of knowledge has helped us understand the origins of a venture, what is less well understood is the process by which individual curiosity gets externalized to the organizational level. Yet, the externalization of curiosity has been recognized as central for rallying organizational members behind innovation initiatives. To understand how curiosity externalizes and thereby translates into a venture’s collective property, we conducted an in-depth case study of Rasmus Munk and his two Michelin-starred restaurant Alchemist. Our empirically grounded process model draws attention to the pivotal role identity mechanisms assume in externalizing curiosity in a venture: Promoting originality through <em>de-familiarizing the familiar</em> at the individual level is counter-balanced by <em>familiarizing the unfamiliar</em> into a coherent venture story at the organizational level.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597823000699/pdfft?md5=c04b81678dad9c052b7fca3e841512fe&pid=1-s2.0-S0749597823000699-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91775248","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

Going beyond the call of duty under conditions of economic threat: Integrating life history and temporal dilemma perspectives 在经济威胁条件下超越责任的召唤:整合生活史和时间困境的视角

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-10-11 DOI: 10.1016/j.obhdp.2023.104292

Nina Sirola

{"title":"Going beyond the call of duty under conditions of economic threat: Integrating life history and temporal dilemma perspectives","authors":"Nina Sirola","doi":"10.1016/j.obhdp.2023.104292","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104292","url":null,"abstract":"<div><p>Under conditions of economic threat, such as during economic downturns, organizations can benefit from employees’ willingness to go beyond the call of duty and engage in organization-directed citizenship behavior (OCBO). Yet, such behavior is discretionary and competes for time with employees’ other interests and priorities. I integrate life history theory with the temporal dilemma perspective on organizational citizenship behavior to propose that childhood environments sensitize individuals to prioritize different goals in response to economic threat later in life. Consistent with strategies for responding to threat that are functional in their childhood environments, employees from wealthier backgrounds respond to economic threat by focusing on the future and allocating more time to OCBO, whereas employees from poorer backgrounds exhibit the opposite response. Two pre-registered multi-source field surveys found support for the theory and also showed that the effects of economic threat may lead to a reproduction of childhood inequalities by impacting employees’ promotion potential. A pre-registered experiment replicated the effects on future focus and OCBO and found that they can be attenuated through a future focus induction. I discuss implications for research on employee responses to economic threat, influences of early-life conditions on employee psychology and behavior later in life, and organizational dynamics as drivers of inequality.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49701750","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 interplay of gender and perceived sexual orientation at the bargaining table: A social dominance and intersectionalist perspective 性别和性取向在谈判桌上的相互作用:社会支配和交叉主义的观点

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-10-04 DOI: 10.1016/j.obhdp.2023.104279

Sreedhari D. Desai , Brian C. Gunia

{"title":"The interplay of gender and perceived sexual orientation at the bargaining table: A social dominance and intersectionalist perspective","authors":"Sreedhari D. Desai , Brian C. Gunia","doi":"10.1016/j.obhdp.2023.104279","DOIUrl":"https://doi.org/10.1016/j.obhdp.2023.104279","url":null,"abstract":"<div><p>Prior research suggests that female negotiators often obtain worse outcomes than male negotiators. The current research examines whether this pattern extends to the large subset of men and women who identify as gays and lesbians. In particular, we interweave scholarship on gender stereotypes with work on intersectionality and MOSAIC theory to develop a theoretical model that anticipates how male and female negotiators will be treated at the bargaining table based on whether they are perceived to be heterosexual or homosexual. This model predicts that homosexual women, like heterosexual men, will receive more beneficial negotiation offers and outcomes than heterosexual women and homosexual men. Additionally, it suggests that this will happen because people hold markedly different behavioral expectations for male and female heterosexual and homosexual negotiators. The results of five experimental and audit studies involving diverse samples of participants including Masters Students in the U.S. and India, individuals selling items on Craigslist, and street vendors in India provide robust support. Collectively, these findings highlight the importance of considering gender and sexual orientation in tandem when studying negotiation.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49701744","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

Hot streak! Inferences and predictions about goal adherence 热连胜!关于目标坚持的推论和预测

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-10-03 DOI: 10.1016/j.obhdp.2023.104281

Jackie Silverman , Alixandra P. Barasch , Deborah A. Small

引用次数: 0

The entrenchment effect: Why people persist with less-preferred behaviors 巩固效应：为什么人们坚持不太喜欢的行为

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-09-01 DOI: 10.1016/j.obhdp.2023.104277

Alicea Lieberman , On Amir , Ziv Carmon

引用次数: 0