Journal of Organizational Behavior最新文献

Beyond Synthesis: Elevating Scholarly Contributions in the Age of AI

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-29 DOI: 10.1002/job.2865

Marie T. Dasborough

引用次数: 0

A Star Is Born or Not: Understanding the Star Emergence Gender Gap

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-11 DOI: 10.1002/job.2858

Julia B. Bear, Len J. Treviño, Herman Aguinis

{"title":"A Star Is Born or Not: Understanding the Star Emergence Gender Gap","authors":"Julia B. Bear, Len J. Treviño, Herman Aguinis","doi":"10.1002/job.2858","DOIUrl":"https://doi.org/10.1002/job.2858","url":null,"abstract":"Building on research on star performance, gender, and situational constraints, we introduce a longitudinal process model explaining the gender gap in star emergence. We argue that star emergence is less likely for women than men due to stardom's association with men and masculinity. As a result, situational constraints are more likely to insulate women's performance in terms of knowledge, skills, and abilities development and evaluation (e.g., access to vicarious deliberate practice, biased standards), motivation (e.g., competition intensity, negative interpersonal behavior), and opportunity (e.g., access to high potential tasks, partner supportiveness in the extra-work environment). We theorize that these factors lead to insulation cycles that reduce the likelihood of women emerging as stars over time. We also offer propositions about mitigators (e.g., strategic diversity goals and influential sponsors) that might attenuate these insulating effects. Finally, we discuss theoretical implications of understanding gender gaps in star emergence (e.g., performance insulation as gender inequity, the importance of a longitudinal perspective, insulation cycles, and star longevity) and practical implications for organizations to create equitable environments for star emergence (e.g., focusing on performance equity and facilitating gender inclusivity). We conclude that greater insight into the role of gender in star performance can also contribute to the broader understanding of gender gaps in organizations.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 2","pages":"351-367"},"PeriodicalIF":6.2,"publicationDate":"2025-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2858","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143363039","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

Achieving Construct Clarity Through Perceived Workplace Exclusion: A Critical Literature Analysis and Proposed Model 通过感知工作场所排斥实现结构清晰：批判性文献分析和拟议模型

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-09 DOI: 10.1002/job.2851

Christina L. Stamper, Isabel Metz, Lynn M. Shore

{"title":"Achieving Construct Clarity Through Perceived Workplace Exclusion: A Critical Literature Analysis and Proposed Model","authors":"Christina L. Stamper, Isabel Metz, Lynn M. Shore","doi":"10.1002/job.2851","DOIUrl":"https://doi.org/10.1002/job.2851","url":null,"abstract":"<div>\u0000 \u0000 There are many researchers who believe that workplace exclusion is a unique construct and worthwhile to study; however, there is also significant inconsistency across existing research in definitions and explanations. These variations illustrate the practical and investigative need for a more precise approach that can be consistently utilized to facilitate a common and deeper understanding of workplace exclusion. To this end, we build a bridge across the different perspectives to establish a clearer conceptual foundation. Our work focuses on the target's belief that they are being excluded, represented by the proposed concept of perceived workplace exclusion. We first analyze definitions and theoretical logic drawn from representative publications found across literatures on exclusion, mistreatment, and diversity by applying Suddaby's criteria for construct clarity. Our results show the presence of multiple definitions, an absence of clear differentiation from similar constructs, confusing contextual descriptions and approaches, and utilization of multiple, inconsistent theoretical perspectives. We then utilize valuable insights from our analysis, along with logic drawn from the perceived organizational membership framework, to craft the concept of perceived workplace exclusion. Through our work, we generate propositions and research questions to stimulate future research efforts that will result in significant theoretical advancement and accumulated knowledge.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 2","pages":"333-350"},"PeriodicalIF":6.2,"publicationDate":"2025-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143362896","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

Correction to “Working From Everywhere: The Future of Work and Inclusive Organizational Behavior (IOB)”

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2025-01-08 DOI: 10.1002/job.2855

引用次数: 0

Felt trust: Added baggage or added value? A critical review, constructive redirection, and exploratory meta-analysis

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-27 DOI: 10.1002/job.2838

Bart de Jong, Allan Lee, Harjinder Gill, Xiaotong (Janey) Zheng

{"title":"Felt trust: Added baggage or added value? A critical review, constructive redirection, and exploratory meta-analysis","authors":"Bart de Jong, Allan Lee, Harjinder Gill, Xiaotong (Janey) Zheng","doi":"10.1002/job.2838","DOIUrl":"https://doi.org/10.1002/job.2838","url":null,"abstract":"After decades of scholarly focus on studying trust from the trustor's perspective, there has been a rapidly growing interest in understanding trust from the trustee's perspective, with a particular focus on felt trust (i.e., a trustee's perception of being trusted by a trustor). The fundamental assumption underlying this trustee-centric perspective is that it complements the dominant trustor-centric perspective and enables a more comprehensive understanding of how trust manifests and operates in the workplace. Unfortunately, our critical review of 121 felt trust studies reported in 87 manuscripts reveals major problems in multiple areas (conceptualization, measurement, theorizing, and research methods) that limit this field's ability to achieve this potential. To remedy this, we build on existing frameworks, best practices, and exemplars from the (felt) trust and meta-perceptions literature to outline a constructive redirection of the field. We subsequently empirically test the field's fundamental assumption by meta-analytically exploring the distinctiveness and incremental validity of felt trust beyond other trust concepts. Taken together, our envisioned redirection and meta-analytic findings enable the field of felt trust to live up to its promise and enrich our understanding of organizational trust.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 2","pages":"288-313"},"PeriodicalIF":6.2,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2838","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143363009","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

Trimming the fat: Identifying 15 underlying concepts from 26 in the social skills domain

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-20 DOI: 10.1002/job.2846

Roxanne L. Ross, Allison A. Toth, Eric D. Heggestad, George C. Banks

{"title":"Trimming the fat: Identifying 15 underlying concepts from 26 in the social skills domain","authors":"Roxanne L. Ross, Allison A. Toth, Eric D. Heggestad, George C. Banks","doi":"10.1002/job.2846","DOIUrl":"https://doi.org/10.1002/job.2846","url":null,"abstract":"A large number of concepts have been proposed to describe social skills and explain social goal attainment. In this work, we identified dozens of such concepts, which have been studied for many decades across a wide variety of social science disciplines. It has been suggested that the social skills literature lacks parsimony and conceptual clarity. We take stock of these challenges and describe their origins. We identify three conceptual limitations that impede progress studying social skills and social goal attainment: redundancy (i.e., jangle fallacy), conflation (i.e., haphazard mixing of different conceptual types), and drift (i.e., jingle fallacy). We used best practices for concept revision and development, assisted by the use of machine learning, to undertake domain-level conceptual clarification, analyzing 756 definitions across six decades of research. This process led us to propose 15 core social skills-related concepts (a 42% reduction). These concepts were located within the social skills framework to begin to depict how they might relate to one another during the pursuit of social goals. This paper contributes to theory by decluttering, organizing, and simplifying the messy and redundant social skills literature and, by doing so, improves theoretical clarity. We close by suggesting areas for future research.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 3","pages":"466-485"},"PeriodicalIF":6.2,"publicationDate":"2024-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2846","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530662","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

Fresh as a daisy: Within-person associations between sleep, vitality, and self- and other-rated job performance

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-17 DOI: 10.1002/job.2844

Loes Abrahams, Joeri Hofmans, Filip De Fruyt

{"title":"Fresh as a daisy: Within-person associations between sleep, vitality, and self- and other-rated job performance","authors":"Loes Abrahams, Joeri Hofmans, Filip De Fruyt","doi":"10.1002/job.2844","DOIUrl":"https://doi.org/10.1002/job.2844","url":null,"abstract":"From a resource perspective, employees' sleep quality, sleep duration, and feelings of vitality are believed to predict important work-related outcomes. However, many studies ignore the dynamic nature of the constructs or rely primarily on self-reported data. Including both self- and other-ratings of daily job performance, we examined the extent to which daily sleep quality and duration predict daily job performance, and whether these relationships are mediated by vitality. Student teachers (N = 165), internship supervisors (N = 97), and students (i.e., targets; N = 69 classes) participated in an experience sampling study with morning assessments of sleep duration and quality (n = 1,762 and n = 869), and two daily assessments of vitality (n = 2,207) and performance (self-, supervisor-, and target-rated; n = 2,160, n = 1,113, and n = 1,087). Multilevel path analyses suggested that 1) sleep quality but not duration predicted individuals' vitality and self- and target-rated job performance, 2) vitality was positively associated with performance according to each rating source, and 3) midday vitality did not predict afternoon performance, nor did it mediate the relationship between sleep and afternoon performance. Implications for theory and practice are discussed.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 3","pages":"448-465"},"PeriodicalIF":6.2,"publicationDate":"2024-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2844","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530625","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

Flattering or embarrassing your boss? An integrated perspective on newcomers' ingratiation, supervisors' responses, and work outcomes

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-12 DOI: 10.1002/job.2843

Shaoxue Wu, Michelle Xue Zheng, Dan Ni, Chong Chen, Manyi Wang, Wen Wu, Huaiyuan Zhai

{"title":"Flattering or embarrassing your boss? An integrated perspective on newcomers' ingratiation, supervisors' responses, and work outcomes","authors":"Shaoxue Wu, Michelle Xue Zheng, Dan Ni, Chong Chen, Manyi Wang, Wen Wu, Huaiyuan Zhai","doi":"10.1002/job.2843","DOIUrl":"https://doi.org/10.1002/job.2843","url":null,"abstract":"<div>\u0000 \u0000 Ingratiation seems to be extremely useful in the initial stage of interpersonal interaction. Recently, scholars have drawn attention to the role of ingratiation in the special context of newcomer socialization, arguing that ingratiation can help newcomers build a positive image in the work setting. In this research, we first propose that two types of ingratiation—excessive ingratiation and seamless ingratiation—can be distinguished and develop a measurement instrument for them. Second, based on affective events theory, we explore how newcomers' excessive ingratiation and seamless ingratiation lead to different socialization outcomes by stimulating distinct emotional and behavioral responses from their supervisors. The results of two experiments and a multisource weekly survey conducted for 10 consecutive weeks reveal that newcomers' excessive ingratiation triggers supervisors' embarrassment and interaction avoidance, and ultimately hinders newcomer socialization; in contrast, seamless ingratiation evokes supervisors' pride and information sharing and ultimately promotes socialization outcomes. Supervisor narcissism weakens the relationship between excessive ingratiation and embarrassment but strengthens the relationship between seamless ingratiation and pride. Theoretical contributions, practical implications, and directions for future research are discussed.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 3","pages":"421-447"},"PeriodicalIF":6.2,"publicationDate":"2024-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530231","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

Unveiling the nature of peer development groups: A systematic review, conceptual framework, and research pathways

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-10 DOI: 10.1002/job.2845

Roman Terekhin, S. R. Aurora

{"title":"Unveiling the nature of peer development groups: A systematic review, conceptual framework, and research pathways","authors":"Roman Terekhin, S. R. Aurora","doi":"10.1002/job.2845","DOIUrl":"https://doi.org/10.1002/job.2845","url":null,"abstract":"This research provides a systematic review of the literature on peer development groups (PDGs), a promising yet underexplored tool for individual and leadership development. Despite the growing interest in PDGs from both scholars and practitioners, the field remains fragmented, with inconsistent terminologies and limited theoretical grounding. This review seeks to clarify the core components, boundary conditions, inputs, processes, and outcomes of effective PDGs in professional settings, addressing the confusion and gaps in existing research. By adopting an adjudication approach, we provide a comprehensive synthesis of the evidence regarding the defining characteristics of PDGs and their impacts on individual development. We propose a new, scholarly definition of PDGs as organized small groups consisting of members of perceived similar status and roles who regularly meet to foster mutual growth by providing a supportive environment and a flexible agenda. We develop a conceptual framework that links key variables influencing PDG effectiveness and offers actionable insights for both researchers and practitioners. Our findings highlight opportunities for future research and suggest practical implications for implementing PDGs in organizational settings, ultimately contributing to a more cohesive and theoretically informed understanding of this valuable developmental practice.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 2","pages":"314-332"},"PeriodicalIF":6.2,"publicationDate":"2024-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2845","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143362320","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

Only time will tell: How teams centralize their voice around competent members over time to perform better

IF 6.2 2区管理学

Journal of Organizational Behavior Pub Date : 2024-11-06 DOI: 10.1002/job.2842

Jing Wu, Subrahmaniam Tangirala, Daan van Knippenberg, Rui Shu

{"title":"Only time will tell: How teams centralize their voice around competent members over time to perform better","authors":"Jing Wu, Subrahmaniam Tangirala, Daan van Knippenberg, Rui Shu","doi":"10.1002/job.2842","DOIUrl":"https://doi.org/10.1002/job.2842","url":null,"abstract":"<div>\u0000 \u0000 We posit that time significantly impacts how voice—members' expression of work-related ideas—becomes unequally distributed within teams. Building upon insights from expectation states theory (EST), we propose that over time, voice becomes more centralized in teams, especially around members who are more competent than others. Moreover, we argue that teams whose members are higher in conscientiousness or openness to experience are better able to place more competent members in central speaking roles early on as well as progressively replace less competent members with more competent ones in those roles. Finally, we predict that, in comparison to teams that have egalitarian voice distributions, those that end up with more centralized voice distributions perform better when they give their most competent members more dominant speaking roles and perform worse when they do not. We found general support for these arguments in a study using four waves of data collected over time from 175 student project teams. Thus, we highlight how voice centralization does not always have negative consequences for teams but can benefit teams in certain circumstances. We discuss the implications of our findings for theory and practice.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"46 3","pages":"401-420"},"PeriodicalIF":6.2,"publicationDate":"2024-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143530171","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