Research in Organizational Behavior最新文献

From boundaryless to boundary-crossing: Toward a friction-based model of career transitions and job performance 从无边界到跨越边界：走向基于摩擦的职业转型和工作绩效模型

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100205

Gina Dokko , Winnie Y. Jiang

{"title":"From boundaryless to boundary-crossing: Toward a friction-based model of career transitions and job performance","authors":"Gina Dokko , Winnie Y. Jiang","doi":"10.1016/j.riob.2024.100205","DOIUrl":"10.1016/j.riob.2024.100205","url":null,"abstract":"<div><div>The portability of performance for individuals during a career transition is not straightforward. Differences between jobs can create a drag on performance; alternatively, the differences can be an input to creativity and innovation. In this paper, we develop a model of career transitions that centers around the concept of career frictions, which we define as the disrupting differences felt by individuals between a new role and career attributes accumulated through their prior work experience (i.e., knowledge, social relationships, and imprints and identity). We argue that experienced individuals bring their accumulated career attributes into new jobs, and that the relationship between these attributes and their post-transition routine and creative job performance is mediated by career frictions. Furthermore, we theorize that the way in which movers experience career transitions is moderated by cognitive fixedness, which influences how much friction an individual feels, and by socialization practices, which can smooth or leverage friction in order to determine an individual’s post-move routine and creative job performance. Our friction-based theory of career transitions holds that individual characteristics like cognitive fixedness and also contextual conditions like socialization practices affect the portability of performance, or the prospect of generating creative performance.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100205"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142790120","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Collective attention and relational overload: A theory of transactive control in high-permeability intraorganizational environments 集体注意与关系超载：高渗透性组织内环境中的交互控制理论

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100209

Ethan S. Bernstein , Pranav Gupta , Mark Mortensen , Paul M. Leonardi

{"title":"Collective attention and relational overload: A theory of transactive control in high-permeability intraorganizational environments","authors":"Ethan S. Bernstein , Pranav Gupta , Mark Mortensen , Paul M. Leonardi","doi":"10.1016/j.riob.2024.100209","DOIUrl":"10.1016/j.riob.2024.100209","url":null,"abstract":"<div><div>As rapid organizational and technological change makes boundaries within workplaces more permeable, employees are gaining unprecedented access to new people and information. This both increases opportunities for collaboration and heightens the risk of attention overload. While scholars have investigated overload with respect to “what” employees attend to, little research has examined the challenges concerning “whom” to attend to, resulting in ambiguity that can undermine collaborative relationships. In this paper, we integrate and advance insights from organizational control and selective-attention research, building on those macro- and micro-level theories to better conceptualize collective attention when the potential target is a colleague (human) rather than information (nonhuman)—which we conceptualize as relational attention, i.e., attention-to-whom. Further, we propose a separate, meso-level theory of transactive control of relational attention, building on concepts of transactive behavior from other fields. By exploring how such transactive control works, we begin to define the conditions organizations need to cultivate—regarding mutually transparent availability, synchronous attentional allocation, and reciprocal attentional allocation—to reduce relational overload without sacrificing productive work relationships or other benefits of more permeable internal boundaries. In addition to shedding light on underexamined attention problems in the workplace, this model contributes to future research by forging multi-level connections between individual meta-attention, transactive control over relational attention, and more traditional forms of organizational control.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100209"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142790129","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The (re)production of inequality in evaluations: A unifying framework outlining the drivers of gender and racial differences in evaluative outcomes 评估中不平等的（再）产生：概述评估结果中性别和种族差异驱动因素的统一框架

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100207

Mabel Abraham , Tristan L. Botelho , Gabrielle Lamont-Dobbin

{"title":"The (re)production of inequality in evaluations: A unifying framework outlining the drivers of gender and racial differences in evaluative outcomes","authors":"Mabel Abraham , Tristan L. Botelho , Gabrielle Lamont-Dobbin","doi":"10.1016/j.riob.2024.100207","DOIUrl":"10.1016/j.riob.2024.100207","url":null,"abstract":"<div><div>Evaluations play a critical role in the allocation of resources and opportunities. Although evaluation systems are a cornerstone of organizational and market processes, they often reinforce social and economic inequalities. The body of organizational research on inequality and evaluations is extensive, but it is also fragmented, siloed within specific contexts and types of evaluations (e.g., hiring, performance). As a result, we currently lack a systemic understanding of the conditions under which inequalities emerge. This paper provides a unifying framework to identify how gender and racial inequality is produced and reproduced in evaluations across professional contexts (e.g., digital platforms, entrepreneurship, traditional employment). Our framework categorizes the drivers of inequality into three main areas: prevailing beliefs in evaluative contexts, the design and structure of evaluation processes, and the characteristics of evaluators. Our approach not only sheds light on the common processes that exacerbate inequality but also underscores why an integrative framework is critical for both theoretical advancement and enacting effective reforms.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100207"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756139","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

A theoretical framework for social norm perception 社会规范知觉的理论框架

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100211

Jennifer E. Dannals, Yin Li

引用次数: 0

The joint effects of perceived motivation and ability on work behaviors and attitudes: Integrating the past and shaping the future 感知动机和能力对工作行为和态度的共同影响：整合过去和塑造未来

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100208

Joel Brockner , Ya-Ru Chen , Gaoyuan Zhu

{"title":"The joint effects of perceived motivation and ability on work behaviors and attitudes: Integrating the past and shaping the future","authors":"Joel Brockner , Ya-Ru Chen , Gaoyuan Zhu","doi":"10.1016/j.riob.2024.100208","DOIUrl":"10.1016/j.riob.2024.100208","url":null,"abstract":"<div><div>An age-old adage in psychology is that people’s behavior emanates from or is an <em>expression</em> of their motivation and their ability. We posit that work behaviors and attitudes also depend on employees’ <em>perceptions</em> of motivation and ability, pertaining to others and themselves. The processes through which perceptions of motivation and ability influence employees are conceptually distinct from effects attributable to their expressions of motivation and ability. Moreover, many theoretical frameworks emphasize <em>either</em> perceptions of motivation <em>or</em> perceptions of ability. We posit that there is considerable value in considering perceptions of motivation <em>and</em> ability, most notably their <em>interactive</em> effects on work behaviors and attitudes. Doing so may not only more fully account for employees’ behaviors and attitudes, but also may promote cross-fertilization between literatures, such as organizational justice and behavioral ethics on the one hand and status and power on the other. Whereas some of our assertions have been empirically supported, others take the form of hypotheses to be tested in future research. Practical implications also are discussed.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100208"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142790131","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Mobilization capacity: Tracing the path from having networks to capturing resources 动员能力：追踪从拥有网络到获取资源的路径

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100210

Tanya Menon , Catherine T. Shea , Edward Bishop Smith

{"title":"Mobilization capacity: Tracing the path from having networks to capturing resources","authors":"Tanya Menon , Catherine T. Shea , Edward Bishop Smith","doi":"10.1016/j.riob.2024.100210","DOIUrl":"10.1016/j.riob.2024.100210","url":null,"abstract":"<div><div>A key puzzle in social network research is why people have networks in theory but fail to extract resources from them in practice. We propose the concept of <em>mobilization capacity—</em>one’s efficiency in extracting resources from networks—to help explain this gap. Mobilization capacity involves several critical microprocesses that account for what often appears as error in network models, given that having a network structure does not precisely translate into attaining outcomes. The determinants of mobilization capacity arise at actor- and relational- levels. Actor-level determinants include the actor’s willingness to seek network resources and ability to accurately locate network resources. Relational determinants involve cooperative intent in the relationship and the ability to successfully exchange resources within that interaction. Using these dimensions, we consider how actors realize or degrade their structural potential as they attempt to capture value from their networks. We conclude with an illustrative example of the Matthew effect by describing how each component of mobilization capacity compounds structural advantage, with the structurally rich enjoying efficiencies in resource extraction and the structurally poor further disadvantaged, which increases inequality.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100210"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142790128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

“We are experts on elite entrepreneurs”: A call to integrate marginalized populations into entrepreneurship research “我们是精英企业家的专家”：呼吁将边缘人群纳入创业研究

IF 3.1

Research in Organizational Behavior Pub Date : 2024-12-01 DOI: 10.1016/j.riob.2024.100206

Kylie J. Hwang, Damon J. Phillips

{"title":"“We are experts on elite entrepreneurs”: A call to integrate marginalized populations into entrepreneurship research","authors":"Kylie J. Hwang, Damon J. Phillips","doi":"10.1016/j.riob.2024.100206","DOIUrl":"10.1016/j.riob.2024.100206","url":null,"abstract":"<div><div>Scholarship on entrepreneurship in top management journals has disproportionately focused on elites, leading our field to develop a great deal of understanding about a select few in society. Collectively, this bias has led to deeper expertise on elite entrepreneurs relative to entrepreneurs with different backgrounds, such as those from marginalized populations. We note the conceptual and prescriptive limitations of this traditional focus and draw attention to the importance of integrating research involving individuals from marginalized populations to improve our theories and prescriptions. Centering our discussion on the relationship between entrepreneurship and employment, we explore the focus on elites in top management journals, highlight exceptions to this focus, and propose a set of research questions as a path to more integrated and robust scholarship on entrepreneurship as represented in top management journals. In particular, we explore ways that our field can better understand when and how employment leads to entrepreneurship, how to better theorize the relationship between one’s past entrepreneurial experience and subsequent employment, and how a richer set of entrepreneurial outcomes can be examined. In each of these cases, we argue that integrating marginalized populations is not merely a matter of representativeness but is essential for strengthening our conceptual frameworks and analyses.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100206"},"PeriodicalIF":3.1,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142790130","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Leading for human sustainability: An extension of Restricted Employee Sustainability Theory 领导人类可持续发展:限制性员工可持续发展理论的延伸

IF 1.8

Research in Organizational Behavior Pub Date : 2023-02-01 DOI: 10.1016/j.riob.2023.100197

Christopher M. Barnes , David T. Wagner

{"title":"Leading for human sustainability: An extension of Restricted Employee Sustainability Theory","authors":"Christopher M. Barnes , David T. Wagner","doi":"10.1016/j.riob.2023.100197","DOIUrl":"10.1016/j.riob.2023.100197","url":null,"abstract":"<div><p>There are multiple topic areas relevant to human sustainability in organizational behavior. These have recently been integrated into Restricted Employee Sustainability Theory (REST). However, REST as currently formulated focuses on individual employees, leaving the theory undersocialized and undercontextualized. Moreover, REST leaves responsibility for human sustainability on individual employees. We extend rest to take a leader-focused perspective. We highlight how leaders can monitor employees who may be in different employee sustainability states, and how these different employees have different needs which should be managed differently. We discuss how leaders can build a culture which values human sustainability. We delineate three different tensions faced by leaders in the context of human sustainability (short term productivity versus long term human sustainability, protecting human capital versus avoiding paternalism, and maintaining lean payrolls versus maintaining a robust capacity for workload spikes). Finally, we close with a discussion of practical implications and future research. In doing so, we discuss how leaders can enhance the human sustainability of their subordinates and their organizations.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"43 ","pages":"Article 100197"},"PeriodicalIF":1.8,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138475765","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Aid utility theory: A new way of thinking about and tackling aid utilization neglect 援助效用理论:思考和解决援助利用忽视的新思路

IF 1.8

Research in Organizational Behavior Pub Date : 2023-02-01 DOI: 10.1016/j.riob.2023.100196

Samantha Kassirer, Maryam Kouchaki

引用次数: 0

A Carnegie plus Self-enhancement (CSE) model of organizational decision making under ambiguity 歧义下组织决策的卡内基+自我提升模型

IF 1.8

Research in Organizational Behavior Pub Date : 2023-02-01 DOI: 10.1016/j.riob.2023.100194

Pino G. Audia , Sebastien Brion

{"title":"A Carnegie plus Self-enhancement (CSE) model of organizational decision making under ambiguity","authors":"Pino G. Audia , Sebastien Brion","doi":"10.1016/j.riob.2023.100194","DOIUrl":"10.1016/j.riob.2023.100194","url":null,"abstract":"<div><p>Although ambiguity is a pervasive feature of organizations, its influence on organizational decision making is often overlooked. We aim to advance understanding of decision making under ambiguity in organizations by combining insights from organizational research within the Carnegie perspective with psychological research on fundamental human motives. We propose the Carnegie plus Self-Enhancement (CSE) model, integrating the influence of self-enhancement—a fundamental psychological motive—on organizational decision-making under ambiguity. To develop our model, we review existing literature on how self-enhancement influences interpretation of ambiguity in organizational decision making. We then expand on this research by linking self-enhancement to individuals’ social categories (gender and social class), identifying previously unexplored sources of variation in self-enhancement in organizational decision-making. Our analysis elaborates on how belonging to a social category influences decision-makers’ self-enhancement and, consequently, decision-making in ambiguous situations. This approach offers a nuanced decision-making model that considers societal positions, thereby contributing to a more complete understanding of organizational decision-making.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"43 ","pages":"Article 100194"},"PeriodicalIF":1.8,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S019130852300014X/pdfft?md5=c421bb402b05b2100549b2817f9a6f14&pid=1-s2.0-S019130852300014X-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138491848","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0