Organizational Behavior and Human Decision Processes最新文献_第8页

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":"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}

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":"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}

引用次数: 2

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

{"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}

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