Research in Organizational Behavior最新文献_第9页

Routines and transactive memory systems: Creating, coordinating, retaining, and transferring knowledge in organizations 例程和交互记忆系统:组织中知识的创造、协调、保留和转移

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.10.002

Linda Argote, Jerry M. Guo

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引用次数: 61

Emotional division-of-labor: A theoretical account 情感劳动分工:一个理论解释

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.001

Hillary Anger Elfenbein

{"title":"Emotional division-of-labor: A theoretical account","authors":"Hillary Anger Elfenbein","doi":"10.1016/j.riob.2016.11.001","DOIUrl":"10.1016/j.riob.2016.11.001","url":null,"abstract":"<div><p>Division-of-labor is an account of how individuals vary in the types of contributions they make towards collective work efforts. This paper extends the longstanding concept into the realm of emotion in organizations, by developing a theoretical account of emotional division-of-labor (EDOL). Activities that require emotional abilities permeate the roles necessary for interdependent tasks in modern organizations. As with any other form of human capital, it is not necessary to draw equally from each person. Work is structured, instead, to distribute emotion-laden roles across members of workgroups. The model emphasizes that EDOL is both engineered deliberately and also emerges organically during interdependent work. Those who tend to take on roles requiring emotional competencies are those who are capable, believe themselves to be capable, and/or are believed to be capable. Highly committed group members of any capability level can also fill gaps as problems or opportunities arise. Case studies are presented for two settings in modern organizations—police crisis management and automobile dealerships—and reveal that group members use different combinations of emotional abilities to varying degrees, use specific abilities in complementary ways, and use the same abilities to enhance each other’s efforts. EDOL can leverage diversity in skill sets, as colleagues take on roles that compensate for each other’s weaknesses. Implications for leadership and group emotional intelligence are discussed.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"36 ","pages":"Pages 1-26"},"PeriodicalIF":1.8,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2016.11.001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133607973","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: 11

Paradigm lost: Reinvigorating the study of organizational culture 范式丢失:重振组织文化研究

IF 1.8

Research in Organizational Behavior Pub Date : 2016-01-01 DOI: 10.1016/j.riob.2016.11.004

Jennifer A. Chatman , Charles A. O’Reilly

{"title":"Paradigm lost: Reinvigorating the study of organizational culture","authors":"Jennifer A. Chatman , Charles A. O’Reilly","doi":"10.1016/j.riob.2016.11.004","DOIUrl":"https://doi.org/10.1016/j.riob.2016.11.004","url":null,"abstract":"<div><p>In spite of the importance of organizational culture, scholarly advances in our understanding of the construct appear to have stagnated. We review the state of culture research and argue that the ongoing academic debates about what culture is and how to study it have resulted in a lack of unity and precision in defining and measuring culture. This ambiguity has constrained progress in both developing a coherent theory of organizational culture and accreting replicable and valid findings. To make progress we argue that future research should focus on conceptualizing and assessing organizational culture as the norms that characterize a group or organization that if widely shared and strongly held, act as a social control system to shape members’ attitudes and behaviors. We further argue that to accomplish this, researchers need to recognize that norms can be parsed into three distinct dimensions: (1) the <em>content</em> or what is deemed important (e.g., teamwork, accountability, innovation), (2) the <em>consensus</em> or how widely shared norms are held across people, and (3) the <em>intensity</em> of feelings about the importance of the norm (e.g., are people willing to sanction others). From this perspective we suggest how future research might be able to clarify some of the current conflicts and confusion that characterize the current state of the field.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"36 ","pages":"Pages 199-224"},"PeriodicalIF":1.8,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2016.11.004","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136540322","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: 189

List of Contributors 贡献者名单

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/S0191-3085(15)00015-5

引用次数: 0

Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional, international 职场内外的代际资源紧张:个人的、人际的、机构的、国际的

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.10.003

Michael S. North , Susan T. Fiske

{"title":"Intergenerational resource tensions in the workplace and beyond: Individual, interpersonal, institutional, international","authors":"Michael S. North , Susan T. Fiske","doi":"10.1016/j.riob.2015.10.003","DOIUrl":"10.1016/j.riob.2015.10.003","url":null,"abstract":"<div><p>The workforce is rapidly aging. Already at record highs, labor force participation rates of both over-55 and over-65 age segments are expected to nearly double in the immediate future. The current chapter describes how these sweeping demographic changes necessitate both the unprecedented utilization of older workers and intergenerational collaboration, but also present the danger of heightened generational tension. We describe the specific risk factors for such tensions, highlighting the presence of generational boundaries at multiple levels: (a) individual, (b) interpersonal, (c) institutional, and (d) international. Drawing from our own work and relevant management literature, we then identify three broad domains within which intergenerational tensions are particularly salient at each of these levels: active Succession tensions over enviable resources and influence (e.g., employment), passive Consumption tensions over shared asset usage (e.g., healthcare) and symbolic Identity tensions over figurative space (e.g., cultural fit) (SCI). We conclude with suggestions for potential interventions, and major open areas for future organizational research, both of which should focus on how to maximize the utility of unprecedented intergenerational collaboration.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 159-179"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.10.003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55075029","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: 49

The promise and perversity of perspective-taking in organizations 组织中换位思考的承诺和弊端

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.07.003

Gillian Ku , Cynthia S. Wang , Adam D. Galinsky

{"title":"The promise and perversity of perspective-taking in organizations","authors":"Gillian Ku , Cynthia S. Wang , Adam D. Galinsky","doi":"10.1016/j.riob.2015.07.003","DOIUrl":"10.1016/j.riob.2015.07.003","url":null,"abstract":"<div><p><span>Successful managers and leaders need to effectively navigate their organizational worlds, from motivating customers and employees to managing diversity to preventing and resolving conflicts. Perspective-taking is a psychological process that is particularly relevant to each of these activities. The current review critically examines perspective-taking research conducted by both management scholars and social psychologists and specifies perspective-taking's antecedents, consequences, mechanisms, and moderators, as well as identifies theoretical and/or empirical shortfalls. Our summary of the current state of perspective-taking research offers three important contributions. First, we offer a new definition of perspective-taking: the active cognitive process of imagining the world from another's vantage point or imagining oneself in another's shoes to understand their visual viewpoint, thoughts, motivations, intentions, and/or emotions. Second, we highlight that although perspective-taking has many positive benefits for managers and leaders, it also carries with it the potential for perverse effects. Third, we argue that previous theoretical lenses to understand perspective-taking's goal are insufficient in light of all the available evidence. Instead, we offer a new </span>theoretical proposition to capture the full range of perspective-taking's positive and negative effects: perspective-taking helps individuals effectively navigate a world filled with mixed-motive social interactions. Our mixed-motive model of perspective-taking not only captures the current findings but also offers new directions for future research.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 79-102"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.07.003","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"55074951","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: 149

A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation 别人游戏中的棋子?女性在谈判中的认知、动机和范式障碍

IF 1.8

Research in Organizational Behavior Pub Date : 2015-01-01 DOI: 10.1016/j.riob.2015.09.002

Jessica A. Kennedy , Laura J. Kray

{"title":"A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation","authors":"Jessica A. Kennedy , Laura J. Kray","doi":"10.1016/j.riob.2015.09.002","DOIUrl":"10.1016/j.riob.2015.09.002","url":null,"abstract":"<div><p>Women's relatively worse performance in negotiation is often cited as an explanation for gender differences in advancement and pay within organizations. We review key findings from the past twenty years of research on gender differences in negotiation. Women do underperform relative to men in negotiation, but only under limited circumstances, which means the performance gap is unlikely due to lesser skills on their part. The barriers between women and negotiation excellence are of three types: cognitive, motivational, and paradigmatic. Cognitive barriers stem from negative stereotypes about women's negotiating abilities. Motivational barriers stem from desire to prevent women negotiators from excelling in a masculine domain. Paradigmatic barriers stem from how negotiation is currently studied. We call for greater attention to motivational barriers and for changes to the negotiation paradigm. Women negotiators are not incompetent, and training them to negotiate more like men is not obviously the solution. In fact, women have greater concern for others than men do, and their cooperativeness elevates collective intelligence and enables ethical behavior. Under a new paradigm of negotiation, the value of these strengths could become more readily apparent. In particular, we advocate for greater attention to long-term relationships, subjective value, and relational capital, all of which may have important economic implications in real world negotiations.</p></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"35 ","pages":"Pages 3-28"},"PeriodicalIF":1.8,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.riob.2015.09.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130028450","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

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