Organizational Behavior and Human Decision Processes最新文献_第6页

The limits of psychological safety: Nonlinear relationships with performance 心理安全的极限:与表现的非线性关系

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-07-01 DOI: 10.1016/j.obhdp.2023.104255

Liat Eldor , Michal Hodor , Peter Cappelli

引用次数: 0

Benevolent friends and high integrity leaders: How preferences for benevolence and integrity change across relationships 仁慈的朋友和高度正直的领导者:在人际关系中，对仁慈和正直的偏好是如何变化的

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-07-01 DOI: 10.1016/j.obhdp.2023.104252

Alexander K. Moore , Joshua Lewis , Emma E. Levine , Maurice E. Schweitzer

{"title":"Benevolent friends and high integrity leaders: How preferences for benevolence and integrity change across relationships","authors":"Alexander K. Moore , Joshua Lewis , Emma E. Levine , Maurice E. Schweitzer","doi":"10.1016/j.obhdp.2023.104252","DOIUrl":"10.1016/j.obhdp.2023.104252","url":null,"abstract":"<div><p>Individuals value benevolence and integrity in their partners. However, in many workplace dilemmas benevolence and integrity conflict. Across 5 experiments (and 8 supplemental studies), we demonstrate that the relative importance individuals attach to having partners that prioritize either benevolence or integrity systematically shifts across relationships. We introduce the Size-Closeness-Hierarchy (SCH) Model, a theoretical framework to characterize preferences individuals have for benevolent versus high-integrity partners across workplace relationships that vary in group size, emotional closeness, and hierarchy. According to our model, as relationships involve more people, become more emotionally distant, and become more hierarchical (relational features common in leaders), individuals become more likely to prefer high-integrity partners. However, as relationships involve fewer people, become more emotionally close, and become more equal (relational features common in friends), individuals become more likely prefer benevolent partners. Our findings advance our understanding of the interplay between moral values, leadership, and interpersonal perceptions.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"177 ","pages":"Article 104252"},"PeriodicalIF":4.6,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49090551","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

It’s the journey, not just the destination: Conveying interpersonal warmth in written introductions 这是一段旅程，而不仅仅是目的地:在书面介绍中传达人际间的温暖

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-07-01 DOI: 10.1016/j.obhdp.2023.104253

Kelly A. Nault , Ovul Sezer , Nadav Klein

{"title":"It’s the journey, not just the destination: Conveying interpersonal warmth in written introductions","authors":"Kelly A. Nault , Ovul Sezer , Nadav Klein","doi":"10.1016/j.obhdp.2023.104253","DOIUrl":"10.1016/j.obhdp.2023.104253","url":null,"abstract":"<div><p>Professionals are often required to introduce themselves and engage in self-promotion in writing. Text-based self-promotion allows people to reach a wide audience but can make it difficult to convey warmth. Across seven studies (<em>N</em> = 2,533), we show that people conveyed greater warmth in written introductions when they emphasized their <em>journey</em> (i.e., the path taken to achieve their accomplishments) along with their <em>outcomes</em> (i.e., the accomplishments). In Studies 1a-1d, we used a real-world context and found that more journey-oriented LinkedIn introductions increased warmth perceptions, partly because these introducers were perceived as humbler. These results extended beyond naïve evaluators to human resources specialists. Studies 2–4 experimentally replicated these effects, additionally examining how information regarding the difficulty of outcomes affected perceptions and identifying communication medium as a boundary condition: journey information increased perceived warmth in text, but not video introductions. Adding journey information to written introductions conveys warmth and creates more favorable impressions.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"177 ","pages":"Article 104253"},"PeriodicalIF":4.6,"publicationDate":"2023-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48498519","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

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 DOI: 10.1016/j.obhdp.2023.104257

Julia A. Minson , Corinne Bendersky , Carsten de Dreu , Eran Halperin , Juliana Schroeder

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 DOI: 10.1016/j.obhdp.2023.104237

Madeline Ong

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 DOI: 10.1016/j.obhdp.2023.104244

Despoina Alempaki , Andrea Isoni , Daniel Read

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 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 , Kin Lo , Rafael Rogo , Bruce J. Avolio , 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 DOI: 10.1016/j.obhdp.2023.104251

Hayley Blunden , Mary Steffel

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 DOI: 10.1016/j.obhdp.2023.104254

Julia J. Lee Cunningham , Daniel M. Cable , Gianpiero Petriglieri , David K. Sherman

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 DOI: 10.1016/j.obhdp.2023.104249

Adam A. Kay , Theodore C. Masters-Waage , Jochen Reb , Pavlos A. Vlachos

引用次数: 2