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

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

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

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

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 DOI: 10.1016/j.obhdp.2023.104248

Inga J. Hoever , Nathan E. Betancourt , Guoquan Chen , Jing Zhou

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":null,"pages":null},"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 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":null,"pages":null},"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

Escaping irony: Making research on creativity in organizations more creative 逃离讽刺：让对组织创造力的研究更具创造性

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI: 10.1016/j.obhdp.2023.104235

Justin M. Berg , Michelle M. Duguid , Jack A. Goncalo , Spencer H. Harrison , Ella Miron-Spektor

引用次数: 2

“Good people don’t need medication”: How moral character beliefs affect medical decision making “好人不需要药物治疗”:道德品质信念如何影响医疗决策

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI: 10.1016/j.obhdp.2022.104225

Sydney E. Scott , Justin F. Landy

引用次数: 0

Dirty creativity: An inductive study of how creative workers champion new designs that are stigmatized 肮脏的创造力:一项关于创造性工作者如何支持被污名化的新设计的归纳研究

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI: 10.1016/j.obhdp.2022.104224

Spencer Huber Harrison , Samir Nurmohamed

{"title":"Dirty creativity: An inductive study of how creative workers champion new designs that are stigmatized","authors":"Spencer Huber Harrison , Samir Nurmohamed","doi":"10.1016/j.obhdp.2022.104224","DOIUrl":"10.1016/j.obhdp.2022.104224","url":null,"abstract":"<div><p>How do creative workers make ideas perceived as tainted acceptable to others? Using a qualitative, inductive study of the emerging entomophagy market – using insects as a source of food for humans – and the Circular Economy – using waste, pollution, and other tainted resources as raw materials for new products – we introduce a new form of creativity we label <em>dirty creativity</em>. Our findings demonstrate that creative workers use two sets of tactics to make dirty creativity more acceptable: <em>relocating dirt</em> (locating the stigma within a network of common ideas) and <em>recasting dirt as value</em> (extolling features of dirty that redeem the value of the material). Our inductive theory reveals that creative workers champion their products by drawing attention to the dirtiness while simultaneously mitigating the ramifications of doing so. In doing so, our research advances theory and research on creativity by shifting the locus of creative work from the early stages of idea generation to the intermediate phase of idea championing and by highlighting the importance of dirty creativity and the effort needed to shape dirty creativity into acceptable designs.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46601992","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

Indirect cronyism and its underlying exchange logic: How managers’ particularism orientation and the third Party’s hierarchical power strengthen its existence 间接任人唯亲及其潜在的交换逻辑:管理者的特殊主义取向和第三方的等级权力如何强化其存在

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-03-01 DOI: 10.1016/j.obhdp.2023.104234

Xiao-Ping Chen , Han Ren

{"title":"Indirect cronyism and its underlying exchange logic: How managers’ particularism orientation and the third Party’s hierarchical power strengthen its existence","authors":"Xiao-Ping Chen , Han Ren","doi":"10.1016/j.obhdp.2023.104234","DOIUrl":"10.1016/j.obhdp.2023.104234","url":null,"abstract":"<div><p>In this paper, we conceptualize indirect cronyism as a phenomenon in which managers show favoritism to indirect <em>guanxihu</em><span> subordinates who have informal, particular, and personal connections with a third party (e.g., another manager) and demonstrate its prevalent existence in Chinese organizations. We further explore crucial factors (i.e., the manager’s particularism orientation and the third party’s hierarchical position in the organization) that may play a role in whether managers engage in indirect cronyism and downstream consequences on other members of the organization. We draw on the indirect reciprocity logic embedded in social exchange theory to predict two underlying motives to explain why managers engage in indirect cronyism: (a) fulfilling their felt obligation to favor the indirect </span><em>guanxihu</em> subordinate and (b) strengthening their own <em>guanxi</em> with the third party. Results from three scenario-based experiments and one field study sampling a total of 1,559 working adults provide consistent support for our theoretical reasoning and hypotheses. We discuss the theoretical contributions this paper makes to advance the <em>guanxi</em> and cronyism literatures, as well as the practical implications of our findings for Chinese organizations and beyond.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44461614","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