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Organizational Behavior and Human Decision Processes最新文献

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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
{"title":"Tainted nudge","authors":"Despoina Alempaki ,&nbsp;Andrea Isoni ,&nbsp;Daniel Read","doi":"10.1016/j.obhdp.2023.104244","DOIUrl":"10.1016/j.obhdp.2023.104244","url":null,"abstract":"<div><p>Nudges are increasingly used by governments and organizations to promote behaviors like healthy eating or effective financial planning. Due to their cost-effectiveness, such nudges may earn a profit for the nudger. We investigate whether this profit taints nudges, as suggested by recent research showing that altruistic acts can be regarded less favourably if they result in private benefits to the actor. Across seven preregistered experiments, we demonstrate that prosocial nudges are indeed rated less positively if a profit is earned. But this tainting is limited: prosocial but profitable nudges are evaluated much more favourably than merely profitable ones, unless profit-motivated nudgers deceptively claim their motive is prosocial. Our findings apply to both for-profit and non-profit organizations and provide behaviorally informed guidelines for the introduction of nudge interventions. We suggest organizations can avoid the potential risk of backlash by openly disclosing the win–win nature of their prosocial nudges.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104244"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46782059","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
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 ,&nbsp;Kin Lo ,&nbsp;Rafael Rogo ,&nbsp;Bruce J. Avolio ,&nbsp;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
{"title":"The downside of decision delegation: When transferring decision responsibility incurs interpersonal costs","authors":"Hayley Blunden ,&nbsp;Mary Steffel","doi":"10.1016/j.obhdp.2023.104251","DOIUrl":"10.1016/j.obhdp.2023.104251","url":null,"abstract":"<div><p>When facing decisions, managers and employees often seek coworker support. They may ask for advice, retaining decision responsibility, or delegate, transferring decision responsibility. Prior work shows that people who seek decision support via delegation expect to avoid the burdens of decision responsibility, like regret and blame. But might these anticipated benefits sometimes come at an interpersonal cost? Drawing from fairness theory, we hypothesize and find that decision support providers often respond to delegators (versus advice seekers) with reduced willingness to help them with future decisions or hire them, perceiving those seeking to offload decision responsibility as less fair. This interpersonal penalization is attenuated when the potential for perceived unfairness is reduced: when decision responsibility transfer is perceived as less likely to make the support provider worse off (when the decision involves allocating desirable outcomes to others) or more legitimate (when the decision lies within the scope of the helper’s role).</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104251"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43694872","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
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
{"title":"Advances in self-narratives in, across, and beyond organizations","authors":"Julia J. Lee Cunningham ,&nbsp;Daniel M. Cable ,&nbsp;Gianpiero Petriglieri ,&nbsp;David K. Sherman","doi":"10.1016/j.obhdp.2023.104254","DOIUrl":"10.1016/j.obhdp.2023.104254","url":null,"abstract":"","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104254"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45554611","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
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
{"title":"Mindfully outraged: Mindfulness increases deontic retribution for third-party injustice","authors":"Adam A. Kay ,&nbsp;Theodore C. Masters-Waage ,&nbsp;Jochen Reb ,&nbsp;Pavlos A. Vlachos","doi":"10.1016/j.obhdp.2023.104249","DOIUrl":"10.1016/j.obhdp.2023.104249","url":null,"abstract":"<div><p>Mindfulness is known to temper negative reactions by both victims and perpetrators of injustice. Accordingly, critics claim that mindfulness numbs people to injustice, raising concerns about its moral implications. Examining how mindful observers respond to third-party injustice, we integrate mindfulness with deontic justice theory to propose that mindfulness does not numb but rather enlivens people to injustice committed by others against others. Results from three studies show that mindfulness heightens moral outrage in witnesses of injustice, particularly when the injustice is only moderate. Although these findings did not replicate with a mindfulness induction, post-hoc analysis in a fourth study reveals that measured state mindfulness perhaps heightens moral outrage when observers have a weak deontic justice orientation. In documenting this moral enlivening effect, we demonstrate that mindfulness – measured as a state or trait – leads people to exact greater deontic retribution against perpetrators of third-party injustice.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"176 ","pages":"Article 104249"},"PeriodicalIF":4.6,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49417142","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
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
{"title":"How others light the creative spark: Low power accentuates the benefits of diversity for individual inspiration and creativity","authors":"Inga J. Hoever ,&nbsp;Nathan E. Betancourt ,&nbsp;Guoquan Chen ,&nbsp;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}
引用次数: 1
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":"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}
引用次数: 2
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":"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}
引用次数: 0
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
{"title":"Escaping irony: Making research on creativity in organizations more creative","authors":"Justin M. Berg ,&nbsp;Michelle M. Duguid ,&nbsp;Jack A. Goncalo ,&nbsp;Spencer H. Harrison ,&nbsp;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}
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
{"title":"“Good people don’t need medication”: How moral character beliefs affect medical decision making","authors":"Sydney E. Scott ,&nbsp;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}
引用次数: 0
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