Research in Organizational Behavior最新文献_第5页

Worry at work: How organizational culture promotes anxiety 工作中的焦虑:组织文化如何促进焦虑

IF 1.8

Research in Organizational Behavior Pub Date : 2020-01-01 DOI: 10.1016/j.riob.2020.100124

Jeremy A. Yip , Emma E. Levine , Alison Wood Brooks , Maurice E. Schweitzer

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引用次数: 14

Consent is an organizational behavior issue 同意是一个组织行为问题

IF 1.8

Research in Organizational Behavior Pub Date : 2020-01-01 DOI: 10.1016/j.riob.2021.100138

Vanessa K. Bohns, Rachel Schlund

{"title":"Consent is an organizational behavior issue","authors":"Vanessa K. Bohns, Rachel Schlund","doi":"10.1016/j.riob.2021.100138","DOIUrl":"10.1016/j.riob.2021.100138","url":null,"abstract":"<div><p>Consent is central to many organizational interactions and obligations. Employees consent to various terms of employment, both formal (contractual obligations) and informal (extra-role responsibilities, interpersonal requests). Yet consent has traditionally been considered a legal matter, unrelated to organizational behavior. In this article, we make a case for why, and how, organizational behavior scholars should undertake the study of consent. We first review scholarship on the legal understanding of consent. We argue that the traditional legal understanding is an incomplete way to think about consent in organizations, and we call for a more nuanced understanding that incorporates psychological and philosophical insights about consent—particularly consent in employer-employee relationships. We then connect this understanding of consent to traditional organizational behavior topics (autonomy, fairness, and trust) and examine these connections within three organizational domains (employee surveillance, excessive work demands, and sexual harassment). We conclude with future directions for research on consent in organizations.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"40 ","pages":"Article 100138"},"PeriodicalIF":1.8,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2021.100138","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44468489","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: 2

Preface to the 2020 Volume (40) 2020卷前言(40)

IF 1.8

Research in Organizational Behavior Pub Date : 2020-01-01 DOI: 10.1016/j.riob.2021.100140

Laura Kray, Jennifer Anna Chatman

引用次数: 0

Wise interventions in organizations 组织中的明智干预

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100125

Joel Brockner , David K. Sherman

{"title":"Wise interventions in organizations","authors":"Joel Brockner , David K. Sherman","doi":"10.1016/j.riob.2020.100125","DOIUrl":"10.1016/j.riob.2020.100125","url":null,"abstract":"<div><p>The subjective meanings employees assign to their understandings of themselves, others, and their environments influence an array of important work attitudes and behaviors. We review theory and research on wise interventions that illustrate three fundamental motives that underlie this subjective meaning-making process: the need to understand, the need for self-integrity, and the need to belong. Understanding how employees respond to organizational contexts that call into question or threaten these fundamental motives can potentially enable both organizations and their employees to achieve their goals better. Prior research has shown that wise interventions can bring about long-term beneficial outcomes in the domains of academic performance, stress and health, relationship satisfaction, and conflict reduction. We seek to integrate wise interventions and organizational behavior to explore where, when, and how addressing the fundamental needs of understanding, self-integrity, and belonging can lead to behaviors and attitudes that are beneficial for employees and employers alike. We examine when employees’ subjective meanings are likely to be amenable to influence by wise interventions, such as during key transition points that may be person-centered (e.g., when employees take a new job) or organization-centered (e.g., the introduction of organizational change). We review interventions that have occurred within organizational settings and consider how interventions tested in other contexts (e.g., education) may be applied to organizations. A potentially fruitful liaison awaits organizational behavior researchers interested in the application of wise interventions.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"39 ","pages":"Article 100125"},"PeriodicalIF":1.8,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2020.100125","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075493","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: 8

Grit at work 工作中的勇气

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100126

Daniel A. Southwick , Chia-Jung Tsay , Angela L. Duckworth

引用次数: 0

Embedding mindsets in context: Theoretical considerations and opportunities for studying fixed-growth lay theories in the workplace 在环境中嵌入思维方式:在工作场所研究固定增长理论的理论考虑和机会

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100127

Aneeta Rattan, Ezgi Ozgumus

{"title":"Embedding mindsets in context: Theoretical considerations and opportunities for studying fixed-growth lay theories in the workplace","authors":"Aneeta Rattan, Ezgi Ozgumus","doi":"10.1016/j.riob.2020.100127","DOIUrl":"https://doi.org/10.1016/j.riob.2020.100127","url":null,"abstract":"<div><p>The goal of the current manuscript is to embed the theory of mindsets<span> about malleability in workplace contexts. We first define fixed-growth mindsets and the methods that have to date been used to study them. We then briefly review the domains in which mindsets have been documented to shape outcomes meaningfully, linking each to exciting research questions that we hope will soon be studied in workplace contexts. We also highlight some of the fascinating, new questions scholars can study by considering how mindsets might shape outcomes across a diversity of workplaces (e.g., the workforce of low wage and vulnerable populations). We further propose that studying mindsets in workplace contexts can develop mindset theory. We first ask whether workplace contexts provide opportunities to test for moderation on mindset expression. Second, we see opportunity for studying moderation of mindset processes – evaluating whether the psychological processes through which mindsets shape outcomes may differ based on contextual factors that vary across workplaces. We argue that investigating these possibilities will advance both the theory of mindsets about malleability and the study of human flourishing in the workplace. We invite scholars to join us in this endeavour.</span></p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"39 ","pages":"Article 100127"},"PeriodicalIF":1.8,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2020.100127","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"137160364","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 longer way in: Tryouts as alternative hiring arrangements in organizations 长远来看:将选拔作为企业的另一种招聘安排

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100122

Adina Sterling , Jennifer Merluzzi

{"title":"A longer way in: Tryouts as alternative hiring arrangements in organizations","authors":"Adina Sterling , Jennifer Merluzzi","doi":"10.1016/j.riob.2020.100122","DOIUrl":"https://doi.org/10.1016/j.riob.2020.100122","url":null,"abstract":"<div><p>In this article we introduce and propose a research agenda on tryouts, a hiring arrangement in which individuals spend time in organizations performing job-related work prior to the chance to become regular, full-time employees. We define tryouts as a construct and discuss how tryouts differ from traditional, direct hiring. We provide a typology of alternative hiring arrangements that serve as tryouts and evidence for their utilization. We theorize that tryouts stem from changes in the nature of work, organizations, and labor markets in the 21st century. For labor market researchers, we raise questions about not only the consequences of tryouts—such as who is hired, what kinds of jobs they lead to for workers, and the social and economic awards attached to such jobs—but also about the motivations of individuals who engage in tryouts, how these motivations (and the consequences of tryouts) differ across demographic groups, and how tryouts may create multi-tiered hiring systems. For organizational scholars, we suggest that tryouts update theoretical conceptualizations of hiring, and lead organizational behaviors to commence during hiring that demand further attention. While worthy of study in their own right, we also discuss reasons that tryouts offer an “ontological laboratory” for assessing theories on organizations, labor markets, and the origins and remediation of workplace inequality.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"39 ","pages":"Article 100122"},"PeriodicalIF":1.8,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2020.100122","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"137160361","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

Personal and organizational mindsets at work 工作中的个人和组织心态

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100121

Mary C. Murphy, Stephanie L. Reeves

{"title":"Personal and organizational mindsets at work","authors":"Mary C. Murphy, Stephanie L. Reeves","doi":"10.1016/j.riob.2020.100121","DOIUrl":"10.1016/j.riob.2020.100121","url":null,"abstract":"<div><p>Decades of research have shown that people’s mindsets beliefs—their beliefs about the fixedness or malleability of talent, ability, and intelligence—can powerfully influence their motivation, engagement, and performance. This article explores the role of mindsets in organizational contexts. We start by describing the evolution of mindset theory and research and review why mindsets matter for people’s workplace outcomes. We discuss some of the most common growth mindset misconceptions—termed “false growth mindset”—that emerged as the fixed and growth mindset became popularized and (mis)applied in educational settings. We review literature on the situations that move people between their fixed and growth mindsets. Finally, we review new research on organizational mindsets and how organizations’ mindset culture—communicated through its norms, policies, practices, and leadership messages—influences people’s motivation and behavior in the workplace. We outline open theoretical and methodological questions as well as promising future directions for a forward-looking research agenda on mindsets at work. We suggest that extending mindset research—at the personal and organizational levels—to workplace contexts may shed new light on classic organizational behavior questions such as how to create more positive, innovative, and ethical organizational cultures; how to increase employee engagement; and how to reduce group-based disparities and inequalities in organizations.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"39 ","pages":"Article 100121"},"PeriodicalIF":1.8,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2020.100121","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075480","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: 21

Refining the guilt proneness construct and theorizing about its role in conformity and deviance in organizations 完善内疚感倾向结构并理论化其在组织从众和越轨中的作用

IF 1.8

Research in Organizational Behavior Pub Date : 2019-01-01 DOI: 10.1016/j.riob.2020.100123

Rebecca Schaumberg , Francis Flynn

{"title":"Refining the guilt proneness construct and theorizing about its role in conformity and deviance in organizations","authors":"Rebecca Schaumberg , Francis Flynn","doi":"10.1016/j.riob.2020.100123","DOIUrl":"https://doi.org/10.1016/j.riob.2020.100123","url":null,"abstract":"<div><p>Research on guilt proneness in the workplace has flourished over the past decade. Here we attempt to refine the construct, outlining its positive psychological mechanisms and clarifying how it relates to desired employee outcomes. We present a theoretical framework that explains how guilt-prone employees react and attempt to resolve, conflicting normative expectations, generating specific predictions about the relationship between guilt proneness and various forms of conformity and deviance. Specifically, we posit that guilt proneness relates positively to constructive conformity (e.g., high motivation and job performance) and negatively to destructive deviance (e.g., counterproductive work behavior) when employees perceive alignment between moral and organizational norms. If misalignment exists, and employees believe they can reconcile this misalignment, guilt proneness spurs constructive deviance in the form of dissent, voicing, and whistleblowing. When realignment appears unlikely, higher guilt-prone employees will choose to leave the organization rather than support its objectionable acts (i.e., avoiding destructive conformity). Overall, we offer a new perspective on the function of guilt proneness at work—conceptualizing guilt proneness as a source of motivation to adhere to organizational norms and to change these norms to align with moral ideals.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"39 ","pages":"Article 100123"},"PeriodicalIF":1.8,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2020.100123","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"137160366","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

Intersectionality: Connecting experiences of gender with race at work 交叉性:将性别与工作中的种族联系起来

IF 1.8

Research in Organizational Behavior Pub Date : 2018-01-01 DOI: 10.1016/j.riob.2018.12.002

Ashleigh Shelby Rosette , Rebecca Ponce de Leon , Christy Zhou Koval , David A. Harrison

{"title":"Intersectionality: Connecting experiences of gender with race at work","authors":"Ashleigh Shelby Rosette , Rebecca Ponce de Leon , Christy Zhou Koval , David A. Harrison","doi":"10.1016/j.riob.2018.12.002","DOIUrl":"10.1016/j.riob.2018.12.002","url":null,"abstract":"<div><p><span>In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance of considering the various ways in which multiple social categories </span><em>intersect</em> to shape outcomes for women in the workplace. However, these findings are scattered across disciplines, making it difficult for organizational scholars to leverage this knowledge in the advancement of gender research. The purpose of this review is to assemble these findings to capture how gender and race, when considered in tandem, can generate new understandings about women of different racial groups and their experiences in the workplace. We first provide a review of both historic and contemporary interpretations of the intersectionality concept. Next, using an intersectional framework, we review key findings on the distinct stereotypes ascribed to Black, Asian, and White women, and compare and contrast the differential impact of these stereotypes on hiring and leadership for these subgroups of women. Building from these stereotypes, we further review research that explores the different job roles that Black, Asian, and White women occupy, specifically focusing on the impact of occupational segregation, organizational support, and the motherhood penalty. Finally, we examine how the frequency, emotional toll, and legal implications of sexual harassment can vary for women of differing races. Through this review, we bring attention to the pitfalls of studying women as a monolithic category and call for organizational scholars to consider the role of intersectionality in shaping workplace outcomes.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"38 ","pages":"Pages 1-22"},"PeriodicalIF":1.8,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2018.12.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075467","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: 81