Research in Organizational Behavior最新文献_第8页

The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning 组织创造力和创新的动态组成模型:取得进步，创造意义

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Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.10.001

Teresa M. Amabile , Michael G. Pratt

引用次数: 802

Where is context? Advancing status research with a contextual value perspective 语境在哪里?以语境价值视角推进现状研究

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.10.003

Huisi(Jessica) Li , Ya-Ru Chen , Steven L. Blader

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引用次数: 29

Does positivity enhance work performance?: Why, when, and what we don’t know 积极的态度能提高工作表现吗?为什么，什么时候，还有什么我们不知道

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.002

Elizabeth R. Tenney , Jared M. Poole , Ed Diener

{"title":"Does positivity enhance work performance?: Why, when, and what we don’t know","authors":"Elizabeth R. Tenney , Jared M. Poole , Ed Diener","doi":"10.1016/j.riob.2016.11.002","DOIUrl":"10.1016/j.riob.2016.11.002","url":null,"abstract":"<div><p>There is evidence, spanning many decades of research, that the subjective well-being (SWB) of workers, including life satisfaction, job satisfaction, and positive affect, positively correlates with the performance of workers and organizations. However, the size of the relationships is typically small to moderate. In this review we address the question of why the relationships are not stronger. We first review evidence of a relationship moving from well-being to performance through various pathways. Workers who are high in SWB are now understood to have: 1. better health, 2. lower absenteeism, 3. greater self-regulation, 4. stronger motivation, 5. enhanced creativity, 6. positive relationships, and 7. lower turnover. Each of these variables can predict individual and organizational performance. However, the sheer number of known and possible pathways means the relationships are bound to be complex, and there are mitigating conditions at every turn. Thus, second, we review the evidence of moderators of these mediators, hypothesizing when a happier workforce is a more productive one, and when not. Future research is needed to firmly establish the pathways from different types of SWB through the mediators to metrics of performance, to further establish the moderating conditions in which these relations are most likely to occur, and to evaluate how much SWB is needed to maximize effectiveness. We end by urging scholars to conduct this future research using the highest standards of scientific integrity.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"36 ","pages":"Pages 27-46"},"PeriodicalIF":1.8,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2016.11.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075134","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: 95

List of Contributors 贡献者名单

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/S0191-3085(16)30018-1

引用次数: 0

Click and mortar: Organizations on the web 点击和迫击炮:组织在网络上

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.07.001

Walter W. Powell, Aaron Horvath, Christof Brandtner

引用次数: 48

Transactive Goal Dynamics Theory: A relational goals perspective on work teams and leadership 交互目标动力学理论:工作团队和领导的关系目标视角

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.006

Gráinne M. Fitzsimons , Esther Sackett , Eli J. Finkel

引用次数: 13

Betwixt and between identities: Liminal experience in contemporary careers 身份之间:当代职业生涯的阈限经验

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.003

Herminia Ibarra , Otilia Obodaru

{"title":"Betwixt and between identities: Liminal experience in contemporary careers","authors":"Herminia Ibarra , Otilia Obodaru","doi":"10.1016/j.riob.2016.11.003","DOIUrl":"10.1016/j.riob.2016.11.003","url":null,"abstract":"<div><p>Liminality, defined as a state of being betwixt and between social roles and/or identities, is the hallmark of an increasingly precarious and fluctuating career landscape. The generative potential of the liminality construct, however, has been restricted by six key assumptions stemming from the highly institutionalized nature of the rites of passage originally studied. As originally construed, liminality (1) implied both an objective state and the subjective experience of feeling betwixt and between, and was (2) temporary, (3) obligatory, (4) guided by elders and/or supported by a community of fellow liminars, (5) rooted in culturally legitimate narratives, (6) and led to a progressive outcome, i.e., the next logical step in a role hierarchy. By recasting these assumptions as variables, we improve the construct’s clarity, precision, and applicability to contemporary liminal experiences that are increasingly under-institutionalized. We illustrate the utility of our updated conceptualization by arguing that under-institutionalized liminality is both more difficult to endure and more fertile for identity growth than the highly institutionalized experiences that gave rise to the original notion. Drawing from adult development theory, we further propose that for under-institutionalized experiences to foster identity growth, the identity processes involved need to be more akin to identity play than identity work. We discuss the theoretical implications of our ideas for research on liminality, identity, and careers.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"36 ","pages":"Pages 47-64"},"PeriodicalIF":1.8,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2016.11.003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075147","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: 115

Overconfidence at work: Does overconfidence survive the checks and balances of organizational life? 工作中的过度自信:过度自信能在组织生活的制衡中幸存下来吗?

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.005

Nathan L. Meikle , Elizabeth R. Tenney , Don A. Moore

引用次数: 29

A dynamic and cyclical model of bounded ethicality 一个有界伦理的动态循环模型

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.07.002

Dolly Chugh , Mary C. Kern

{"title":"A dynamic and cyclical model of bounded ethicality","authors":"Dolly Chugh , Mary C. Kern","doi":"10.1016/j.riob.2016.07.002","DOIUrl":"10.1016/j.riob.2016.07.002","url":null,"abstract":"<div><p>We introduce a new model of bounded ethicality which helps explain three persistent puzzles of ethical behavior: when moral awareness is or is not present, when ethical behavior is more or less consistent with past behavior, and when blind spots obscure our ethical failures. The original conception of bounded ethicality (<span>Chugh, Banaji, & Bazerman, 2005</span>) described the systematic psychological constraints on ethical behavior and has contributed to our field's understanding of the phenomena of everyday, “ordinary” unethical behavior. In this more detailed model, we delineate these systematic processes and mechanisms and show how concepts of automaticity, self-view, and self-threat play critical roles in our ethical decision-making. The model describes distinct, asymmetric patterns of (un)ethical behavior and pinpoints the contingency which determines which pattern is more likely to unfold, including when we will trend to more or less automaticity and more or less ethical behavior. Our model integrates and synthesizes many of the key models and findings in recent behavioral ethics research into a single, overarching model of ethical decision-making, offering an anchor for new questions and a new realm of study.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"36 ","pages":"Pages 85-100"},"PeriodicalIF":1.8,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2016.07.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075085","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: 35

Reflexivity: The role of embedded social position and entrepreneurial social skill in processes of field level change 反身性:嵌入社会地位和企业家社会技能在领域水平变化过程中的作用

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.02.001

Roy Suddaby , Thierry Viale , Yves Gendron

引用次数: 92