Organizational Behavior and Human Decision Processes最新文献_第9页

The breadth of normative standards: Antecedents and consequences for individuals and organizations 规范性标准的广度：对个人和组织的影响

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104181

Shilpa Madan , Shankha Basu , Sharon Ng , Krishna Savani

{"title":"The breadth of normative standards: Antecedents and consequences for individuals and organizations","authors":"Shilpa Madan , Shankha Basu , Sharon Ng , Krishna Savani","doi":"10.1016/j.obhdp.2022.104181","DOIUrl":"10.1016/j.obhdp.2022.104181","url":null,"abstract":"<div><p>Normative standards refer to ideals to which people, products, and organizations are held. The present research (<em>N</em><span> = 2,224) investigates a novel construct—the breadth of normative standards, or the number of criteria that normative standards need to meet. Using archival and primary data in both organizational and consumer contexts, Studies 1–2 found that Indians’ and Singaporeans’ normative standards in several domains (e.g., a good job, a good body wash) needed to satisfy more criteria than those of Americans and the British. Using incentive-compatible designs, Studies 3–5 identified two downstream consequences of broader normative standards; decision-makers with broader standards pay greater attention to detail when evaluating others’ work, and people with broader standards search for more options, even at a cost, before making a choice. This research complements past work on norms as prevalent behaviors, values, and attitudes by examining norms as standards, and documents consequences of the breadth of normative standards for employees and organizations.</span></p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43551041","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

Mixed Messages: Why managers (do not) endorse employee voice 矛盾的信息:为什么管理者(不)支持员工的声音

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104185

Ethan R. Burris , Luis L. Martins , Yurianna Kimmons

{"title":"Mixed Messages: Why managers (do not) endorse employee voice","authors":"Ethan R. Burris , Luis L. Martins , Yurianna Kimmons","doi":"10.1016/j.obhdp.2022.104185","DOIUrl":"10.1016/j.obhdp.2022.104185","url":null,"abstract":"<div><p>We develop and test a theory of how managerial endorsement is influenced by how employees voice their ideas – whether they engage in promotive voice, prohibitive voice, or a mix of these two types together. Drawing on research on cognitive fluency resulting from consistency in information, we argue and show that managers are less likely to endorse voice that mixes both promotive and prohibitive elements within the same instance of speaking up, compared to voice that is uniformly promotive or prohibitive. Extending these arguments about cognitive fluency, we further show that endorsement is contingent on whether each uniform type is consistent with managerial regulatory focus. Our findings, based on five studies – a survey study of managers from a wide range of organizations, a field study in a hospital, and three experiments – enrich our theoretical understanding of the cognitive paths through which the type(s) of voice, and whether voice mixes these types, shapes which ideas are endorsed for implementation. They also reveal important implications for managers about why they may systematically gravitate toward (and miss out on) certain ideas when they evaluate employee voice, and for employees about the tactical choices they should use in voicing ideas to their managers.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49122629","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

Corrigendum to “Don’t fear the meter: How longer time limits bias managers to prefer hiring with flat fee compensation” [Org. Behav. Hum. Decis. Process. 162 (2021) 42–58] 更正“不要害怕计量表：更长的时间如何限制偏见经理更喜欢用固定费用薪酬招聘”[Org.Behav.Hum.Decis.Process.162（2021）42-58]

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104183

Indranil Goswami , Oleg Urminsky

引用次数: 0

Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice 好奇心引导和声音回应：领导者好奇心和领导者性别的表现对追随者心理安全和声音反应的影响

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104170

Phillip S. Thompson , Anthony C. Klotz

{"title":"Led by curiosity and responding with voice: The influence of leader displays of curiosity and leader gender on follower reactions of psychological safety and voice","authors":"Phillip S. Thompson , Anthony C. Klotz","doi":"10.1016/j.obhdp.2022.104170","DOIUrl":"10.1016/j.obhdp.2022.104170","url":null,"abstract":"<div><p>How curiosity affects other employees—the social side of curiosity at work—is understudied but meaningful given that social learning theory<span> suggests that when leaders display curiosity, it signals to followers that the environment is safe for taking risks associated with being inquisitive at work. At the same time, because displays of curiosity are communal in nature, social role theory and the communality-bonus effect combine to indicate that curiosity’s effects should be stronger for followers of male leaders versus followers of female leaders. Here, we integrate these social theories to explain how and when leader displays of curiosity will increase follower perceptions of psychological safety and subsequent voice. We test and find support for these predictions across four samples of leader-follower dyads, thereby broadening our understanding of the social implications of curiosity at work, demonstrating how curiosity contributes to leader effectiveness, and highlighting how gender shapes the effects of curiosity.</span></p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48997052","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: 3

Interpersonal consequences of conveying goal ambition 传达目标抱负的人际后果

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104182

Sara Wingrove , Gráinne M. Fitzsimons

引用次数: 2

Heroes from above but not (always) from within? Gig workers’ reactions to the sudden public moralization of their work 英雄来自上层，而不是(总是)来自内部?零工工人对其工作突然被公众道德化的反应

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104179

Lindsey D. Cameron , Curtis K. Chan , Michel Anteby

{"title":"Heroes from above but not (always) from within? Gig workers’ reactions to the sudden public moralization of their work","authors":"Lindsey D. Cameron , Curtis K. Chan , Michel Anteby","doi":"10.1016/j.obhdp.2022.104179","DOIUrl":"10.1016/j.obhdp.2022.104179","url":null,"abstract":"<div><p>How do individuals react to the sudden public moralization of their work and with what consequences? Extant research has documented how public narratives can gradually moralize societal perceptions of select occupations. Yet, the implications of how workers <em>individually</em> respond and form self-narratives in light of—or in spite of—a sudden moralizing event remain less understood. Such an understanding is even more critical when workers are weakly socialized by their organization, a situation increasingly common today. During the COVID-19 pandemic, radically shifting public narratives suddenly transformed grocery delivery work, previously uncelebrated, into highly moralized “heroic” pursuits. Drawing on interviews (n = 75), participant artifacts (n = 85), and archival data (e.g., newspaper articles), we find that these workers (here, shoppers on the platform organization Instacart), left mainly to themselves, exhibited varying responses to this moralizing and that their perceived relations to the organization, customers, and tasks shaped these responses. Surprisingly, those who facilely adopted the hero label felt morally credentialled, and they were thus likely to minimize their extra-role helping of customers and show low commitment to the organization; in contrast, those who wrestled with the hero narrative sought to earn those moral credentials, and they were more likely to embrace extra-role helping and remain committed to moralized aspects of the work. Our study contributes to literatures on the moralization of work and narratives by explaining why some workers accept a moralized narrative and others reject or wrestle with it, documenting consequences of workers’ reactions to such narratives, and suggesting how a moralized public narrative can backfire.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41489698","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: 6

Are you too happy to serve others? When and why positive affect makes customer mistreatment experience feel worse 你是否太快乐而不愿为别人服务?何时以及为何积极影响会使客户受到的不公平对待感觉更糟

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104188

Randy Lee , Ke Michael Mai , Feng Qiu , Remus Ilies , Pok Man Tang

{"title":"Are you too happy to serve others? When and why positive affect makes customer mistreatment experience feel worse","authors":"Randy Lee , Ke Michael Mai , Feng Qiu , Remus Ilies , Pok Man Tang","doi":"10.1016/j.obhdp.2022.104188","DOIUrl":"10.1016/j.obhdp.2022.104188","url":null,"abstract":"<div><p>Service employees encounter frequent mistreatments on the job, and these mistreatments can occur unexpectedly. Despite the overall favorable impact of positive affect on coping with negative events, we argue that it could create an expectancy disconfirmation for service employees when they face customer mistreatment. Drawing from expectancy disconfirmation theory, we predict that such expectancy disconfirmation heightens service employees’ need for self-regulation and thus consumes self-control resources. Using a total of 791 service professionals in both online and field (i.e., e-commerce firms in China and a hotel in India) experiments, we found that positive expectancy disconfirmation was positively related to self-control depletion, which led to greater subsequent perceived mistreatment by customers and need for psychological detachment from work (Study 1 and 2). Furthermore, we identified expectation of customer mistreatment as a boundary condition that attenuated the relationship between expectancy disconfirmation and self-control depletion (Study 3 and 4). We discuss the theoretical and practical implications of our work.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000772/pdfft?md5=1da0b9711b954badbfb26034c33da68c&pid=1-s2.0-S0749597822000772-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44489035","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: 3

Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work 他们认为自己是谁？：社会性别认同和工作行为性别差异的社会认知解释

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104186

Laura J. Kray , Jessica A. Kennedy , Michael Rosenblum

{"title":"Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work","authors":"Laura J. Kray , Jessica A. Kennedy , Michael Rosenblum","doi":"10.1016/j.obhdp.2022.104186","DOIUrl":"10.1016/j.obhdp.2022.104186","url":null,"abstract":"<div><p>To understand who initiates social sexual behavior (SSB) at work, we examine the strength of individuals’ <em>social sexual identity (SSI)</em>, a self-definition as a person who leverages sex appeal in pursuit of personally valued gains. Using a social-cognitive framework that explores the intersection of personality, motivation, and situations, six studies (<em>N</em> = 2,598) establish that SSI strength is a novel predictor of SSB, including sexual harassment, and SSI strength mediates gender differences in SSB tendencies. We find that men’s (but not women’s) propensity to initiate SSB increases when pursuing self-enhancement goals (e.g., a powerful image), and these gender differences are mediated by momentary SSI strength. By contrast, the adoption of self-transcendence (e.g., affiliation) goals mitigates gender differences in SSB. Together, these findings illustrate the central role of the self-concept in explaining <em>why</em> and <em>when</em> gender differences emerge in patterns of SSB.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0749597822000759/pdfft?md5=bfeea0ac3c537b705d8766559600d2af&pid=1-s2.0-S0749597822000759-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43737796","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: 0

Confidently at your service: Advisors alter their stated confidence to be helpful 对您的服务充满信心：顾问改变他们的信心以提供帮助

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104154

Uriel Haran , Asaf Mazar , Mordechai Hurwitz , Simone Moran

引用次数: 0

Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity 一起构思对立：培养矛盾的框架和认识动机培养团队创造力

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-07-01 DOI: 10.1016/j.obhdp.2022.104153

Ella Miron-Spektor , Kyle J. Emich , Linda Argote , Wendy K. Smith

{"title":"Conceiving opposites together: Cultivating paradoxical frames and epistemic motivation fosters team creativity","authors":"Ella Miron-Spektor , Kyle J. Emich , Linda Argote , Wendy K. Smith","doi":"10.1016/j.obhdp.2022.104153","DOIUrl":"10.1016/j.obhdp.2022.104153","url":null,"abstract":"<div><p>To successfully generate creative solutions, teams must reconcile inconsistent perspectives and integrate competing task demands. We suggest that adopting a paradoxical frame - a mental template that promotes recognizing and embracing the simultaneous existence of seemingly contradictory elements - helps teams navigate this process to produce creative ideas, if team members are epistemically motivated. Our results from two laboratory studies (<em>N</em> = 950) suggest that teams that adopt paradoxical frames and have high epistemic motivation develop more creative solutions than teams with paradoxical frames and low epistemic motivation or epistemically motivated teams with frames that only encourage information sharing. Teams with paradoxical frames and high epistemic motivation are more creative because they engage in idea elaboration – they exchange, consider, and integrate diverse ideas and perspectives. By contrast, other teams settle on suboptimal middle-way solutions that do not address task demands. Our research advances knowledge of <em>why</em> and <em>when</em> paradoxical frames benefit team creativity, by unpacking the processes that enable teams to leverage task and team tensions. We show that when teams collectively work through their tensions and elaborate their diverse ideas they become more creative.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":null,"pages":null},"PeriodicalIF":4.6,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49109825","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: 3