Research in Organizational Behavior最新文献_第9页

Riding the Fifth Wave: Organizational Justice as Dependent Variable 乘着第五次浪潮:作为因变量的组织公正

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.07.002

Joel Brockner , Batia M. Wiesenfeld , Phyllis A. Siegel , D. Ramona Bobocel , Zhi Liu

{"title":"Riding the Fifth Wave: Organizational Justice as Dependent Variable","authors":"Joel Brockner , Batia M. Wiesenfeld , Phyllis A. Siegel , D. Ramona Bobocel , Zhi Liu","doi":"10.1016/j.riob.2015.07.002","DOIUrl":"10.1016/j.riob.2015.07.002","url":null,"abstract":"<div><p>This chapter calls attention to a paradigmatic shift in the organizational justice literature, in which fairness serves as the dependent rather than independent variable. Drawing on two taxonomic dimensions, we structure approaches to studying fairness as a consequence rather than as a cause. One dimension refers to the focal party whose reactions are being examined (the actor, the recipient, and the observer) whereas the other consists of the nature of the reaction itself (behavior, desire, and perception). We sample selectively from the nine cells emanating from the 3×<!--> <span><span>3 classification scheme, emphasizing conceptual and empirical works that advance our understanding of fairness or connect fairness with other literatures in organizational and social psychology, such as ethics, social hierarchy, trust, self-handicapping, and </span>construal<span> level theory. Thus, we illustrate how the study of fairness as a dependent variable enriches not only theory and research in organizational justice, but also how it may contribute to other literatures. Additionally, we consider some of the practical implications and future research possibilities related to studying fairness as a dependent variable.</span></span></p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 103-121"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.07.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55074698","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: 48

Toward a theory of business 走向商业理论

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.10.002

Thomas Donaldson , James P. Walsh

引用次数: 205

How to motivate yourself and others? Intended and unintended consequences 如何激励自己和他人?有意和无意的后果

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.09.001

Juliana Schroeder , Ayelet Fishbach

引用次数: 22

Racism and discrimination versus advantage and favoritism: Bias for versus bias against 种族主义和歧视对优势和偏袒:偏见对偏见

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.10.001

Nancy DiTomaso

{"title":"Racism and discrimination versus advantage and favoritism: Bias for versus bias against","authors":"Nancy DiTomaso","doi":"10.1016/j.riob.2015.10.001","DOIUrl":"10.1016/j.riob.2015.10.001","url":null,"abstract":"<div><p>Almost all academic literature across disciplines and most of the news media explain racial inequality as the result of the discrimination and racism of whites toward nonwhites. In contrast, I argue that it is the favoritism or advantages that whites provide to other whites that is the primary mechanism by which racial inequality is reproduced in the post-civil rights period in the U.S. I provide evidence for my argument with data at the individual, organizational, and societal levels. I also discuss how my argument accords with management theory about diversity and inequality, considering the literature on anti-racism, implicit or unconscious bias, micro-inequities (or micro-aggressions), the need for mentors, and white privilege. I end with a discussion of objections that might be raised with regard to my framing of racial inequality as the result of whites providing advantages to other whites, including concerns about egregious negative acts toward nonwhites. Overall, I argue that my argument that favoritism takes precedence over racism and discrimination is consistent with the research evidence in the field.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 57-77"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.10.001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075002","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: 43

When, why, and how do powerholders “feel the power”? Examining the links between structural and psychological power and reviving the connection between power and responsibility 什么时候、为什么以及如何让掌权者“感受到权力”?审视结构权力和心理权力之间的联系，恢复权力和责任之间的联系

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.10.004

Leigh Plunkett Tost

{"title":"When, why, and how do powerholders “feel the power”? Examining the links between structural and psychological power and reviving the connection between power and responsibility","authors":"Leigh Plunkett Tost","doi":"10.1016/j.riob.2015.10.004","DOIUrl":"10.1016/j.riob.2015.10.004","url":null,"abstract":"<div><p>Recent research in social psychology has examined how psychological power affects organizational behaviors. Given that power in organizations is generally viewed as a structural construct, I examine the links between structural and psychological power and explore how their interrelationships affect organizational behavior. I argue that psychological power takes two forms: the (nonconscious) cognitive network for power and the conscious sense of power. Based on this view, I identify two causal pathways that link psychological power and structural power in predicting organizational behavior. First, the sense of power is likely to induce a sense of responsibility among (but not exclusively among) structural powerholders, which in turn leads structural powerholders to be more responsive to the views and needs of others. Second, the sense of power, when brought into conscious awareness, activates a non-conscious association between power and agentic behaviors, which in turn leads structural powerholders to enact agentic behaviors. I discuss the ways in which these predictions diverge from previous theorizing, and I address methodological challenges in examining the relationship between structural and psychological power. In doing so, I suggest that certain features of the predominant methodological approaches to studying psychological power may have induced a bias in the empirical findings that obscures the crucial link between power and responsibility.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 29-56"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.10.004","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075045","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: 111

The high cost of low wages: Economic scarcity effects in organizations 低工资的高成本:组织中的经济稀缺性效应

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.07.001

Jirs Meuris, Carrie R. Leana

{"title":"The high cost of low wages: Economic scarcity effects in organizations","authors":"Jirs Meuris, Carrie R. Leana","doi":"10.1016/j.riob.2015.07.001","DOIUrl":"https://doi.org/10.1016/j.riob.2015.07.001","url":null,"abstract":"<div><p>Due to current economic circumstances (e.g., stagnating wages, increasing material aspirations, mounting student debt), an increasing number of employees are prone to experiencing <em>economic scarcity</em><span>, defined here as the perception that one has fewer financial resources than one's needs require. In this paper, we focus primarily on an under-studied population in the organizational sciences: The working poor—employees who hold jobs but do not earn enough to sustain a reasonable standard of living for themselves and their dependents. Taking into account recent research suggesting that scarcity can have profound psychological consequences, we argue that organizations have a vested interest in reducing feelings of financial deprivation among its employees because the psychology of scarcity has the potential to spill over into organizational functioning. Furthermore, we assert that most organizations’ approaches to managing low-wage work are not only ineffective at reducing the spillover effects of scarcity on organizational outcomes, but also increase their endurance because they do not account for the behavioral consequences of financial deprivation. As such, we present more sustainable initiatives through which organizations can reduce scarcity among its employees. Finally, we discuss ways in which organizational researchers can become more involved in relevant public policy debates.</span></p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 143-158"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.07.001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91725682","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: 51

Punctuated incongruity: A new approach to managing trade-offs between conformity and deviation 间断的不一致:一种管理一致性与偏差之间权衡的新方法

IF 1.8

Research in Organizational Behavior Pub Date : 2014-01-01 DOI: 10.1016/j.riob.2014.08.002

Shefali V. Patil , Philip E. Tetlock

{"title":"Punctuated incongruity: A new approach to managing trade-offs between conformity and deviation","authors":"Shefali V. Patil , Philip E. Tetlock","doi":"10.1016/j.riob.2014.08.002","DOIUrl":"10.1016/j.riob.2014.08.002","url":null,"abstract":"<div><p><span><span>Micro and macro scholars alike have long warned about “incongruent” work environments that sow confusion by sending inconsistent normative signals to employees. We argue that these warnings rest on the debatable assumption that employees do not have cognitive bandwidth and emotional resilience to do more than single-mindedly pursue internally consistent goals. Challenging this assumption, we argue that employees in today's complex knowledge economies often face tasks that require balancing opposing risks such as those of conforming too closely to standard practices against those of deviating too far. Given this reality, we explain how congruity can sometimes be maladaptive and incongruity, adaptive. Congruent combinations of process accountability and </span>collectivism can trigger excessive conformity and congruent combinations of outcome accountability and individualism can induce excessive deviation. But incongruent combinations can motivate employees to rethink tacit assumptions and explore better ways of reaping the benefits of conformity (deviation) at a lower cost of the other value. That said, managing tradeoffs can be exhausting—and congruity affords needed guidance. Organizations should therefore introduce incongruity in carefully calibrated quasi-experimental doses. The likelihood of successful implementation of this advice hinges on managers’ ideological resistance to incongruity as well as their ability to mobilize employee “buy in.” Our chapter highlights the dialectical interplay between incongruity which encourages </span>mindfulness and congruity which provides a respite from the burdens of choice.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"34 ","pages":"Pages 155-171"},"PeriodicalIF":1.8,"publicationDate":"2014-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2014.08.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55074631","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: 19

History and the present: Institutional legacies in communities of organizations 历史与现在:组织社区中的制度遗产

IF 1.8

Research in Organizational Behavior Pub Date : 2014-01-01 DOI: 10.1016/j.riob.2014.09.002

Henrich R. Greve , Hayagreeva Rao

引用次数: 33

List of Contributors 贡献者名单

IF 1.8

Research in Organizational Behavior Pub Date : 2014-01-01 DOI: 10.1016/S0191-3085(14)00017-3

引用次数: 0

Image is everything 形象就是一切

IF 1.8

Research in Organizational Behavior Pub Date : 2014-01-01 DOI: 10.1016/j.riob.2014.01.001

Dennis A. Gioia , Aimee L. Hamilton , Shubha D. Patvardhan

引用次数: 44