Organizational Behavior and Human Decision Processes最新文献_第7页

How conflict expressions affect recipients’ conflict management behaviors 冲突表达式如何影响收件人的冲突管理行为

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104208

Kyle M. Brykman , Thomas A. O'Neill

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引用次数: 4

Going beyond Western, Educated, Industrialized, Rich, and Democratic (WEIRD) samples and problems in organizational research 超越西方、受过教育、工业化、富裕和民主（WEIRD）组织研究中的样本和问题

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104212

Marko Pitesa, Michele J. Gelfand

引用次数: 3

Cheating constraint decisions and discrimination against workers with lower financial standing 欺骗限制了决策，并歧视了经济地位较低的工人

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104211

Grace J.H. Lim , Marko Pitesa , Abhijeet K. Vadera

{"title":"Cheating constraint decisions and discrimination against workers with lower financial standing","authors":"Grace J.H. Lim , Marko Pitesa , Abhijeet K. Vadera","doi":"10.1016/j.obhdp.2022.104211","DOIUrl":"10.1016/j.obhdp.2022.104211","url":null,"abstract":"<div><p><span>Workers with lower financial standing face many personal challenges due to the relatively lower level of material resources they have at their disposal. We propose that lower financial standing not just impacts workers themselves, but also engenders discrimination from supervisors. Drawing on social cognition principles, we forward a situational inference perspective whereby supervisors make a naïve inference that workers with lower financial standing pose a higher risk of cheating which leads them to subject such workers to more</span> <!-->negative treatment and deprive them of opportunities. We focus on two ubiquitous ways in which organizations constrain cheating behavior: worker surveillance and task allocation. In Studies 1 and 2, we find that workers with lower financial standing are unfairly subjected to higher levels of surveillance due to higher perceived cheating risk. In Studies 3 and 4, we find that such workers are unfairly discriminated against in terms of being assigned tasks that could potentially have direct or longer term career benefits for them, but that entail a risk of cheating, due to higher perceived cheating risk. Furthermore, supervisors’ preference for complex explanation moderates these effects, such that the negative indirect effect is weaker when preference for complex explanation is higher as opposed to when preference for complex explanation is lower (Studies 2 and 4). These findings extend the understanding of challenges faced by workers with lower financial standing and warn that the attempts to constrain cheating, prevalent in modern organizations, can themselves be systematically biased against vulnerable groups.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"174 ","pages":"Article 104211"},"PeriodicalIF":4.6,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48524541","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 not about the money. It’s about sending a message!” Avengers want offenders to understand the reason for revenge “这与金钱无关。这是为了传递一个信息！”复仇者联盟希望罪犯了解复仇的原因

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104207

Andras Molnar , Shereen J. Chaudhry , George Loewenstein

引用次数: 2

Unlocking creative potential: Reappraising emotional events facilitates creativity for conventional thinkers 释放创造潜力:重新评估情感事件有助于传统思想家的创造力

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104209

Lily Yuxuan Zhu , Christopher W. Bauman , Maia J Young

引用次数: 3

Toward more diverse, generalizable organizational research: Preface to editorial by Pitesa and Gelfand 走向更加多样化、一般化的组织研究:Pitesa和Gelfand的社论前言

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104213

Maryam Kouchaki, on behalf of the editorial team of Organizational Behavior and Human Decision Processes

引用次数: 0

The trouble with talent: Semantic ambiguity in the workplace 人才的问题：工作场所的语义模糊

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2023-01-01 DOI: 10.1016/j.obhdp.2022.104223

Daniel A. Southwick , Zhaoying V. Liu , Chayce Baldwin , Abigail L. Quirk , Lyle H. Ungar , Chia-Jung Tsay , Angela L. Duckworth

{"title":"The trouble with talent: Semantic ambiguity in the workplace","authors":"Daniel A. Southwick , Zhaoying V. Liu , Chayce Baldwin , Abigail L. Quirk , Lyle H. Ungar , Chia-Jung Tsay , Angela L. Duckworth","doi":"10.1016/j.obhdp.2022.104223","DOIUrl":"10.1016/j.obhdp.2022.104223","url":null,"abstract":"<div><p>Over the last 20 years, “talent management” has become an increasingly popular descriptor of activities previously referred to as “human resources.” Across five studies (total <em>N</em> = 9,966), we investigate this terminological shift and its organizational consequences. We find that contemporary human resource professionals prefer “talent management” to prior terminology, deeming it more optimistic and motivating. Nevertheless, “talent” is semantically ambiguous. Lay definitions of talent vary in the degree to which it is defined as innate versus learned, and these definitions correspond to differences in growth versus fixed mindsets. By contrast, “skill”—a common synonym for “talent”—more unambiguously signals that ability can change. In decision making scenarios, we found that replacing the word “talent” with “skill” more uniformly evokes a growth mindset about ability, which in turn leads to more optimistic attitudes about persistence after failure and an inclination to direct organizational resources toward employee development. Collectively, these findings show that synonyms for ability differ in the mindsets they evoke and illuminate the trouble with talent terminology in the workplace.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"174 ","pages":"Article 104223"},"PeriodicalIF":4.6,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41674467","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

Agentic but not warm: Age-gender interactions and the consequences of stereotype incongruity perceptions for middle-aged professional women 主观但不热情:年龄-性别互动和中年职业女性刻板印象不一致感知的后果

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104190

Jennifer A. Chatman , Daron Sharps , Sonya Mishra , Laura J. Kray , Michael S. North

{"title":"Agentic but not warm: Age-gender interactions and the consequences of stereotype incongruity perceptions for middle-aged professional women","authors":"Jennifer A. Chatman , Daron Sharps , Sonya Mishra , Laura J. Kray , Michael S. North","doi":"10.1016/j.obhdp.2022.104190","DOIUrl":"10.1016/j.obhdp.2022.104190","url":null,"abstract":"<div><p>We propose that perceptions of professional women change differently than perceptions of men as they age. Drawing inspiration from intersectionality theory, we examine the interaction of age and gender, finding that professional women are seen as more agentic, but also maximally incongruent with the gender-intensified prescription of being communal, in middle age. Our experiment showed that middle-aged women were perceived as agentic, like men, but also as declining more in warmth between young adulthood and middle age. Our field study also showed that middle-aged professional women are viewed as similarly agentic but less warm than men. Our longitudinal within-person study showed that these perceptions have consequences: Unlike men, middle-aged women (professors) received lower performance evaluations compared to their younger selves. Further, a linguistic analysis showed that middle-aged women professors were acknowledged to be more agentic, but also criticized for violating communal stereotype prescriptions, which mediated the link between age and women’s, but not men’s, performance evaluations.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"173 ","pages":"Article 104190"},"PeriodicalIF":4.6,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000796/pdfft?md5=0b186f0ccf06e6001bdf6367f1da44fa&pid=1-s2.0-S0749597822000796-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41482576","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: 9

Swiftly judging whom to bring on board: How person perception (accurate or not) influences selection of prospective team members 快速判断谁应该加入团队:个人感知(准确与否)如何影响未来团队成员的选择

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104206

Rellie Derfler-Rozin , Sofya Isaakyan , Hyunsun Park

{"title":"Swiftly judging whom to bring on board: How person perception (accurate or not) influences selection of prospective team members","authors":"Rellie Derfler-Rozin , Sofya Isaakyan , Hyunsun Park","doi":"10.1016/j.obhdp.2022.104206","DOIUrl":"10.1016/j.obhdp.2022.104206","url":null,"abstract":"<div><p><span>We develop and test a holistic model of how team members’ swift judgments about a prospective team member impact their selection decisions and how accurate those judgments are in predicting the prospective member’s performance. Applying the social psychology<span> literature on person perception to the organizational literature on team member selection, we argue that team members’ perceptions of the prospective member’s </span></span><em>competence</em> primarily shape their predictions about the prospective member’s <em>task-related performance in the team</em>, whereas perceptions of <em>warmth</em> primarily shape predictions about the prospective member’s <em>interpersonal contextual performance in the team</em>. We further propose that, although team members rely on both performance predictions when choosing a prospective member, predicted task-related performance receives more weight than predicted interpersonal contextual performance, and that the importance of predicted interpersonal contextual performance is elevated when team task interdependence is high. Importantly, we theorize that the predictions about task-related performance show good accuracy, whereas the predictions about interpersonal contextual performance do not, which makes the reliance on the latter erroneous. Across two studies utilizing prospective members’ actual task-related and interpersonal contextual performance (objective and peer-rated), as well as team members’ predictions about such performances, we found support for our predictions. Our research resolves several outstanding puzzles in the literature on person perception, integrates it into organizational research, and offers novel and actionable insights for selecting prospective team members.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"173 ","pages":"Article 104206"},"PeriodicalIF":4.6,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41712608","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

Scholars of color explore bias in academe: Calling in allies and sharing affirmations for us by us 有色人种学者探讨学术界的偏见:召集盟友，分享我们对我们的肯定

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104204

Oscar Holmes IV, Alexis Nicole Smith, Denise Lewin Loyd, Angélica S. Gutiérrez

引用次数: 2