Inga J. Hoever , Nathan E. Betancourt , Guoquan Chen , Jing Zhou
{"title":"How others light the creative spark: Low power accentuates the benefits of diversity for individual inspiration and creativity","authors":"Inga J. Hoever , Nathan E. Betancourt , Guoquan Chen , Jing Zhou","doi":"10.1016/j.obhdp.2023.104248","DOIUrl":"10.1016/j.obhdp.2023.104248","url":null,"abstract":"<div><p>Power has been shown to liberate actors from situational influences that harm creativity because they elicit conformity. However, the workplace creativity literature recognizes that situational factors can also promote creativity. In this paper, we combine these findings and investigate whether this means that low-power actors benefit more from creativity-enhancing situational factors. Specifically, we test how power attenuates the impact of diversity in an actor’s environment on individual inspiration and creativity. Data from two large survey studies and one archival study provide converging evidence for the proposed contingent benefits of diversity for low-power actors’ inspiration and creativity. Together, the results of these studies demonstrate that low power may render individuals more receptive to social influences conducive to creativity, such as diversity, thereby facilitating individuals’ feelings of inspiration and displayed creativity.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104248"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45322901","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}
{"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":"175 ","pages":"Article 104236"},"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}
{"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":"175 ","pages":"Article 104226"},"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}
Justin M. Berg , Michelle M. Duguid , Jack A. Goncalo , Spencer H. Harrison , Ella Miron-Spektor
{"title":"Escaping irony: Making research on creativity in organizations more creative","authors":"Justin M. Berg , Michelle M. Duguid , Jack A. Goncalo , Spencer H. Harrison , Ella Miron-Spektor","doi":"10.1016/j.obhdp.2023.104235","DOIUrl":"10.1016/j.obhdp.2023.104235","url":null,"abstract":"<div><p>Like most literatures as they mature, the creativity literature has become—ironically—less creative. We spearheaded this special issue to encourage the bold new ideas we need to revitalize research on creativity in organizations and expand our capacity to build knowledge on this important topic. The ten articles included in the special issue inject a big dose of novelty into the creativity literature. We discuss the novel contributions of each article and how scholars can continue making research on creativity more creative.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"175 ","pages":"Article 104235"},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45053546","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}
{"title":"“Good people don’t need medication”: How moral character beliefs affect medical decision making","authors":"Sydney E. Scott , Justin F. Landy","doi":"10.1016/j.obhdp.2022.104225","DOIUrl":"10.1016/j.obhdp.2022.104225","url":null,"abstract":"<div><p>We propose that moral character beliefs influence medical treatment choices. In comparison to behavioral treatments, medication is believed to be an “easy way out,” showing a lack of willpower and, therefore, a lack of moral character. These beliefs lower the appeal of medication treatments relative to behavioral treatments. Reducing the impact of moral beliefs moderates this effect. Specifically, the preference for behavior over medication attenuates when treatment choice is framed as “just a preference” and therefore irrelevant to moral character inferences. Finally, we find that when medication is the more effective option, it is no longer viewed as showing worse moral character. This is because two competing indirect effects occur: Medication is still viewed as showing worse willpower than (ineffective) behavior which shows worse moral character, but it is also viewed as creating better outcomes which shows better moral character. Our findings highlight the importance of moral identity in health decision-making.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"175 ","pages":"Article 104225"},"PeriodicalIF":4.6,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46764009","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}
{"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":"175 ","pages":"Article 104224"},"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}
{"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":"175 ","pages":"Article 104234"},"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}
{"title":"How conflict expressions affect recipients’ conflict management behaviors","authors":"Kyle M. Brykman , Thomas A. O'Neill","doi":"10.1016/j.obhdp.2022.104208","DOIUrl":"10.1016/j.obhdp.2022.104208","url":null,"abstract":"<div><p>We integrate theories of conflict expressions and conflict management to examine how the nature of a conflict expression (i.e., the level of entrenchment, subversiveness, ambiguity, and target-directness) influences receivers’ willingness to respond with competitive, integrative, and nonconfrontational behaviors. Specifically, we conducted two policy-capturing experiments through which we examined the effects of distinct facets of a conflict expression on receivers’ conflict management behaviors, while holding all other facets constant, thereby offering causal conclusions on the relative importance of each facet for predicting behavioral reactions. We find that receivers were more likely to respond with competitive (forcing) versus integrative (problem-solving, compromising) or nonconfrontational (yielding, avoiding) behaviors when conflict was expressed unambiguously with high entrenchment and subversiveness. Notably, entrenchment had the strongest influence of any facet on conflict reactions. Overall, we contribute to research by specifying behavioral outcomes of distinct conflict expressions, which likely have important implications for the initiation of conflict spirals.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"174 ","pages":"Article 104208"},"PeriodicalIF":4.6,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44510725","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}
{"title":"Going beyond Western, Educated, Industrialized, Rich, and Democratic (WEIRD) samples and problems in organizational research","authors":"Marko Pitesa, Michele J. Gelfand","doi":"10.1016/j.obhdp.2022.104212","DOIUrl":"10.1016/j.obhdp.2022.104212","url":null,"abstract":"","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"174 ","pages":"Article 104212"},"PeriodicalIF":4.6,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44339222","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}
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}