Journal of Organizational Behavior最新文献_第10页

Leverage self- and other-compassion to prevent the abuse trickle-down 利用自我和他人的同情心来防止虐待的蔓延

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-08-08 DOI: 10.1002/job.2740

Jinyun Duan, Zhaobiao Zong, Xiaotian Wang, Tingxi Wang, Peikai Li

引用次数: 0

A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice 组织中人工智能的多层次回顾:对组织行为研究和实践的启示

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-08-02 DOI: 10.1002/job.2735

Sarah Bankins, Anna Carmella Ocampo, Mauricio Marrone, Simon Lloyd D. Restubog, Sang Eun Woo

{"title":"A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice","authors":"Sarah Bankins, Anna Carmella Ocampo, Mauricio Marrone, Simon Lloyd D. Restubog, Sang Eun Woo","doi":"10.1002/job.2735","DOIUrl":"10.1002/job.2735","url":null,"abstract":"The rising use of artificially intelligent (AI) technologies, including generative AI tools, in organizations is undeniable. As these systems become increasingly integrated into organizational practices and processes, understanding their impact on workers' experiences and job designs is critical. However, the ongoing discourse surrounding AI use in the workplace remains divided. Proponents of the technology extol its benefits for enhancing efficiency and productivity, while others voice concerns about the potential harm to human workers. To provide greater clarity on this pressing issue, this article presents a systematic review of empirical research that sheds light on the implications of AI use at work. Organized under five inductively generated themes within a multilevel framework, we uncover individual, group, and organizational factors that shape the interplay between humans and AI. Specifically, the themes are: (1) human–AI collaboration; (2) perceptions of algorithmic and human capabilities; (3) worker attitudes towards AI; (4) AI as a control mechanism in algorithmic management of platform-based work; and (5) labor market implications of AI use. Our review offers insights into these themes and identifies five pathways for future research. Finally, we provide practical recommendations for organizational leaders seeking to implement AI technologies while prioritizing their employees' well-being.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 2","pages":"159-182"},"PeriodicalIF":6.8,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2735","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48104689","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

When perceiving a coworker as creative affects social networks over time: A network theory of social capital perspective 当认为同事有创造力会随着时间的推移影响社交网络时：社会资本视角的网络理论

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-28 DOI: 10.1002/job.2737

Gamze Koseoglu, Amy P. Breidenthal, Christina E. Shalley

{"title":"When perceiving a coworker as creative affects social networks over time: A network theory of social capital perspective","authors":"Gamze Koseoglu, Amy P. Breidenthal, Christina E. Shalley","doi":"10.1002/job.2737","DOIUrl":"10.1002/job.2737","url":null,"abstract":"We conceptualize “perceived coworker creativity” as a resource that people seek to acquire through their relationships. Applying the Network Theory of Social Capital (NTSC), we examine whether perceiving a coworker as creative changes the closeness of the relationship an employee develops with this coworker and how being perceived as creative by others in the organization changes the weighted indegree centrality of this coworker in the organizational network over time. We also examine the role of gender and nationality similarity as moderators. We test our hypotheses in three studies: an experimental study of full-time employees, a longitudinal study of full-time employees over 8 weeks, and a longitudinal study of MBA students over 1 year. We find that employees tend to develop closer relationships over time with coworkers that they perceive as creative, and that this effect is generally stronger when these two individuals are of the opposite gender or different nationalities. Additionally, when more employees perceive a coworker as creative, it is more likely that this coworker will become more central in the network over time for those who belong to a minority group in terms of nationality.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"44 8","pages":"1183-1203"},"PeriodicalIF":6.8,"publicationDate":"2023-07-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2737","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44355266","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

Welcome to the club? Unethical behavior and proactivity in promotion and derailment decisions 欢迎加入我们?在晋升和离职决策中有不道德的行为和主动性

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-26 DOI: 10.1002/job.2736

Craig Crossley, Shannon G. Taylor, Linda K. Treviño, Regina Taylor, Darryl Rice

引用次数: 1

The impostor phenomenon at work: A systematic evidence-based review, conceptual development, and agenda for future research 冒名顶替现象在起作用：基于证据的系统综述、概念发展和未来研究议程

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-26 DOI: 10.1002/job.2733

Daniel P. Gullifor, William L. Gardner, Elizabeth P. Karam, Farzaneh Noghani, Claudia C. Cogliser

{"title":"The impostor phenomenon at work: A systematic evidence-based review, conceptual development, and agenda for future research","authors":"Daniel P. Gullifor, William L. Gardner, Elizabeth P. Karam, Farzaneh Noghani, Claudia C. Cogliser","doi":"10.1002/job.2733","DOIUrl":"10.1002/job.2733","url":null,"abstract":"The impostor phenomenon (IP) was originally identified over 40 years ago, and there has been a recent surge in its examination across domains of management research. However, a lack of a comprehensive review that synthesizes organizationally-relevant IP research has left IP research dispersed across time and disciplines with diminished conceptual clarity and an incoherent nomological network. We address these shortcomings by conducting a systematic review of IP in the workplace. We review 188 scholarly works (111 articles and 77 dissertations) published from 1978 to 2023 and summarize these data to describe the current state of the workplace-relevant IP literature. Moreover, we map the antecedents, correlates, mediators, moderators, and outcomes that have been examined in published research with the IP to develop an integrative framework. Next, we identify gaps in the literature, including the issue of conceptual imprecision regarding the IP construct. We address this imprecision through the advancement of both a trait- and state-based understanding of the IP experience. Finally, we identify avenues for future research to direct future studies of the IP in organizational research.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"45 2","pages":"234-251"},"PeriodicalIF":6.8,"publicationDate":"2023-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2733","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45133891","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

Energized people in prominent places: Political support networks, relational energy, and employee innovation implementation 在突出位置激励人们：政治支持网络、关系能量和员工创新实施

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-19 DOI: 10.1002/job.2734

Travis J. Grosser, Christopher M. Sterling, Rohit S. Piplani

{"title":"Energized people in prominent places: Political support networks, relational energy, and employee innovation implementation","authors":"Travis J. Grosser, Christopher M. Sterling, Rohit S. Piplani","doi":"10.1002/job.2734","DOIUrl":"10.1002/job.2734","url":null,"abstract":"<div>\u0000 \u0000 Although affect is a factor likely to impact the success of innovation, little research has been done on the relationship between affect and innovation implementation performance (i.e., an employee's ability to successfully implement innovative ideas and practices). We address this oversight by adopting a social network approach to examine relational energy (i.e., how energized one person is when interacting with another) as a form of high-activation positive affect likely to influence innovation implementation. We test our hypotheses using a sample of employees in a pharmaceutical research firm (Study 1). Our results indicate that the number of people an employee goes to for political support who report being energized by that employee is positively related to innovation implementation performance. In contrast, the number of people an employee seeks out for political support who are not energized by that employee has negative implications for innovation implementation performance. The average network centrality of an individual's energized network contacts also relates to implementation performance, with this effect being stronger for employees not in a managerial position. A scenario-based experiment (Study 2) provides support for the causal linkage between feeling energized by a co-worker and one's willingness to provide instrumental help to the co-worker.\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"44 8","pages":"1145-1163"},"PeriodicalIF":6.8,"publicationDate":"2023-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48095144","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

Early family socioeconomic status and later leadership role occupancy: A multisource lifespan study 早期家庭社会经济地位和后期领导角色占有率：一项多源寿命研究

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-17 DOI: 10.1002/job.2730

Julian Barling, Steve Granger, Julie G. Weatherhead, Nick Turner, Shani Pupco

{"title":"Early family socioeconomic status and later leadership role occupancy: A multisource lifespan study","authors":"Julian Barling, Steve Granger, Julie G. Weatherhead, Nick Turner, Shani Pupco","doi":"10.1002/job.2730","DOIUrl":"10.1002/job.2730","url":null,"abstract":"We investigate the indirect effects of socioeconomic status, both at birth and at age 5, on the likelihood of holding a formal leadership position 26 years later via two sequential mechanisms: children's self-control at age 10 and adolescents' psychological well-being at age 16. We test this model using multisource data from the British Cohort Study, an ongoing research project studying individuals born in England, Scotland, and Wales in the week of April 5–11, 1970. The data were collected at five different time points, from birth through early adulthood. Results show that the cumulative effects of early socioeconomic status predict children's self-control at age 10, and self-control in turn predicts a higher likelihood of leadership role occupancy at age 26 via psychological well-being at age 16. The findings of the current study illustrate how a range of individual and family factors measured across the lifespan predict leadership role occupancy, with implications for better understanding how socioeconomic adversity and privilege enhance individuals' likelihood of becoming leaders early in their careers.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"44 8","pages":"1129-1144"},"PeriodicalIF":6.8,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2730","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41795493","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: 1

How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates 你的多样性气候有多真实？一种新的类型学，突出了似是而非的多样性气候的出现

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-10 DOI: 10.1002/job.2731

Anna-Katherine Ward-Bartlett, Elizabeth Ravlin, Ji Eun Park

{"title":"How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates","authors":"Anna-Katherine Ward-Bartlett, Elizabeth Ravlin, Ji Eun Park","doi":"10.1002/job.2731","DOIUrl":"10.1002/job.2731","url":null,"abstract":"Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which fails to account for the potential of individuals' distinct experiences in units. We introduce a new typology of diversity climates to address how individual and subgroup perceptions develop and aggregate to reflect an overall climate. This framework calls attention to specious diversity climates, in which a homogeneous population of employees agrees in their perceptions of a supportive diversity climate despite exclusion and/or otherwise unfair treatment of marginalized members. We explore the emergence process of each distinct climate type, explicating how perceptions aggregate to form a unit diversity climate that falls into one of five categories (i.e., genuinely supportive, speciously supportive, moderate/unsupportive, multimodal, or fragmented). We conclude with implications for theory and managerial practice.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"44 9","pages":"1301-1319"},"PeriodicalIF":6.8,"publicationDate":"2023-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2731","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49486738","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: 1

Same pond, different frogs: How collective change readiness level and diversity associates with team performance 相同的池塘，不同的青蛙：集体变革准备水平和多样性如何与团队绩效相关

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-08 DOI: 10.1002/job.2732

Jeroen P. de Jong, Irina Nikolova, Marjolein C. J. Caniëls

{"title":"Same pond, different frogs: How collective change readiness level and diversity associates with team performance","authors":"Jeroen P. de Jong, Irina Nikolova, Marjolein C. J. Caniëls","doi":"10.1002/job.2732","DOIUrl":"10.1002/job.2732","url":null,"abstract":"Despite the critical importance of teams in organizational change processes, we still know little about how collective change readiness (CR) in teams associates to team outcomes. In this study, we take a multilevel approach to CR and investigate how collective CR associates with team performance. Specifically, we examine (a) how ambivalence between emotional and collective cognitive CR associates with collective intentional CR and (b) how both the level and diversity of collective intentional CR associate to team performance. We test our team-level hypotheses using 59 teams and 366 individual team members. The results show that the levels of collective emotional and cognitive CR interact in their association with intentional CR. Collective intentional CR is the highest when both collective emotional and cognitive CR are high and the lowest under a condition of high collective cognitive CR and low collective emotional CR. Moreover, diversity in collective intentional CR negatively associates to leader-rated team performance. Implications for theory and suggestions for practice are discussed.","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"44 7","pages":"1034-1047"},"PeriodicalIF":6.8,"publicationDate":"2023-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.2732","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44134127","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: 1

Job embeddedness and voluntary turnover in the face of job insecurity 面对工作不安全感时的工作嵌入性与自愿离职

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2023-07-07 DOI: 10.1002/job.2728

Vesa Peltokorpi, David G. Allen

引用次数: 0