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

Embracing multicultural tensions: How team members’ multicultural paradox mindsets foster team information elaboration and creativity 拥抱多元文化的紧张关系:团队成员的多元文化矛盾心态如何培养团队信息的精细化和创造力

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104191

Pier Vittorio Mannucci , Christina E. Shalley

引用次数: 3

How strategic silence enables employee voice to be valued and rewarded 策略性沉默如何使员工的声音得到重视和奖励

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104187

Michael R. Parke , Subrahmaniam Tangirala , Apurva Sanaria , Srinivas Ekkirala

引用次数: 4

Toward a more inclusive academic community: Preface to Holmes et al. editorial 迈向更具包容性的学术社区:Holmes等人社论前言

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104205

Keith Leavitt, Maryam Kouchaki

引用次数: 0

Unethical choice in negotiations: A meta-analysis on gender differences and their moderators 谈判中的不道德选择:性别差异及其调节因素的元分析

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104189

Christoph Nohe , Joachim Hüffmeier , Paul Bürkner , Jens Mazei , Dominik Sondern , Antonia Runte , Franziska Sieber , Guido Hertel

{"title":"Unethical choice in negotiations: A meta-analysis on gender differences and their moderators","authors":"Christoph Nohe , Joachim Hüffmeier , Paul Bürkner , Jens Mazei , Dominik Sondern , Antonia Runte , Franziska Sieber , Guido Hertel","doi":"10.1016/j.obhdp.2022.104189","DOIUrl":"10.1016/j.obhdp.2022.104189","url":null,"abstract":"<div><p>Based on role congruity theory, this preregistered <em>meta</em>-analysis examines whether women negotiate less unethically than men. We predicted that moderators related to the person (negotiation experience) and the negotiation context (e.g., advocacy, cultural gender-role inequality) influence the proposed gender difference. We conducted a Bayesian three-level <em>meta</em>-analysis to test our predictions on a sample of 116 effect sizes from 70 samples (overall <em>N</em> = 14,028, including employees, MBA students, undergraduate students). As predicted, women negotiated less unethically than men (Hedges’ <em>g</em> = 0.25). The gender difference held for unethical judgements (Hedges’ <em>g</em> = 0.29), unethical intentions (Hedges’ <em>g</em> = 0.21), and unethical behaviors (Hedges’ <em>g</em> = 0.17). The gender difference decreased when parties negotiated for others as compared to for themselves, when parties strategically used positive affect, and tended to decrease when parties were experienced as compared to inexperienced negotiators. We discuss implications for theory and research.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"173 ","pages":"Article 104189"},"PeriodicalIF":4.6,"publicationDate":"2022-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41255278","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

Social undermining as a dark side of symbolic awards: Evidence from a regression discontinuity design 社会破坏作为象征性奖项的黑暗面:来自回归不连续设计的证据

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-11-01 DOI: 10.1016/j.obhdp.2022.104184

Teng Li , Runjing Lu

引用次数: 0

The limits of inconspicuous incentives 不起眼的激励措施的局限性

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104180

Leslie K. John , Hayley Blunden , Katherine L. Milkman , Luca Foschini , Bradford Tuckfield

{"title":"The limits of inconspicuous incentives","authors":"Leslie K. John , Hayley Blunden , Katherine L. Milkman , Luca Foschini , Bradford Tuckfield","doi":"10.1016/j.obhdp.2022.104180","DOIUrl":"10.1016/j.obhdp.2022.104180","url":null,"abstract":"<div><p>Managers and policymakers regularly rely on incentives to encourage valued behaviors. While incentives are often successful, there are also notable and surprising examples of their ineffectiveness. Why? We propose a contributing factor may be that they are not sufficiently conspicuous. In a large-scale field experiment (Experiment 1) and three online experiments (Experiments 2–4), we show that even when incentives are transparently provided, failing to make them conspicuous vastly undermines their ability to shift behavior. Online experiments indicate that conspicuous incentives work by increasing people’s extrinsic motivation to earn an incentive (Experiment 2) and do not merely serve as reminders to act (Experiment 3). We also assess whether people intuit that incentive conspicuousness matters (Experiment 4); nearly half of participants reject a costless opportunity to make their own incentives conspicuous, which leads them to earn less than they otherwise would. Yet, our results also hint at some degree of sophistication: those who benefit most from making incentives conspicuous are particularly likely to choose to make their incentives conspicuous.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104180"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45624701","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

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":"172 ","pages":"Article 104185"},"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

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":"172 ","pages":"Article 104181"},"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

Love at first insight: An attachment perspective on early-phase idea selection 一见钟情:早期想法选择的依恋视角

IF 4.6 2区管理学

Organizational Behavior and Human Decision Processes Pub Date : 2022-09-01 DOI: 10.1016/j.obhdp.2022.104168

Moran Lazar , Ella Miron-Spektor , Jennifer S. Mueller

{"title":"Love at first insight: An attachment perspective on early-phase idea selection","authors":"Moran Lazar , Ella Miron-Spektor , Jennifer S. Mueller","doi":"10.1016/j.obhdp.2022.104168","DOIUrl":"10.1016/j.obhdp.2022.104168","url":null,"abstract":"<div><p>Creativity depends on individuals’ willingness to invest in their novel ideas early in the creative process. Burgeoning research on idea evaluation suggests that while people can identify their novel ideas, they may reject them because they are risky and uncertain. Selecting novel ideas is crucial at the earliest phase of the creative process, in which individuals may evaluate several generated ideas to identify those they want to develop and share with others. To uncover when and why people select these ideas, we develop and test theory on the early-stage selection of novel ideas.Integrating theory from attachment, self-construal, and creativity we posit that creators can become attached to, and therefore select their early-stage novel ideas when the idea features affirm core aspects of their self. Individuals with an independent self-construal wish to affirm their unique identity and idiosyncratic agenda and thus are more likely to feel attached to, and select their novel ideas. In contrast, individuals with an interdependent self-construal are less likely to become attached to novel ideas, because these ideas do not validate their self. Findings from a field study on three early-stage hackathons and three experiments support our theory. Our research points to idea attachment as a new mechanism that explains when and why creators embrace early-stage novel ideas.</p></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"172 ","pages":"Article 104168"},"PeriodicalIF":4.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43341102","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