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Think star, think men? Implicit star performer theories J. Organ. Behav. (IF 10.079) Pub Date : 2024-03-12 Isabel Villamor, Herman Aguinis
SummaryThe star performer gender gap highlights women's challenges in being recognized as star performers. We investigated whether people hold shared beliefs about characteristics star performers possess (i.e., implicit star performer theories, ISPTs) and whether perceptions of stars are (a) gendered and (b) context‐specific. Guided by categorization theory, we argue that individuals have shared perceptions
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2024-03-11
No abstract is available for this article.
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Rotten apples in bad barrels: Psychopathy, counterproductive work behavior, and the role of social context J. Organ. Behav. (IF 10.079) Pub Date : 2024-03-08 Min Z. Carter, Michael S. Cole, Jeremy B. Bernerth, Peter D. Harms, Aric Wilhau, Joshua C. Palmer
SummaryThere is an inherent interest in the implications of psychopathic employees, although attention, to date, is more pronounced in public media than in the scientific literature. In this study, we use behavioral threshold theory to propose a curvilinear relationship between employees' psychopathy and their counterproductive work behavior (CWB). Our predictions were corroborated across three studies
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Promotion focus is valued in men more than in women J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-28 Dinah Gutermuth, Melvyn R. W. Hamstra
In this research, we test the hypothesis that promotion-focused eagerness does not yield the same evaluative benefits in the workplace for women as it does for men. Regulatory focus theory suggests that promotion-focused eagerness potentially casts a person in a favorable light in the eyes of superiors. Nevertheless, we propose that promotion-focused eagerness violates the prescriptive gender-stereotypical
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The multilevel well-being paradox: Towards an integrative process theory of coping in teams J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-28 Emma Nordbäck, Niina Nurmi, Jennifer L. Gibbs, Maggie Boyraz, Minna Logemann
Contemporary work teams are increasingly faced with external pressures and changing demands that thrust them into stressful conditions that require coping to maintain not only performance but also well-being. In this paper, we treat the COVID-19 pandemic as an extreme case of multilevel stressors and coping in teams to investigate how teams and their members simultaneously cope with stressors at both
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Inclusion near and far: A qualitative investigation of inclusive organizational behavior across work modalities and social identities J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-28 Lindsay Y. Dhanani, Mohsin Sultan, Carolyn T. Pham, Keisuke Mikami, Daniel Ryan Charles, Hannah A. Crandell
SummaryThough there are clear benefits of being included at work, important questions about employees' views and experiences of workplace inclusion remain unanswered. First, scholars have tended to adopt a one‐size‐fits‐all approach that assumes that inclusion is viewed and experienced similarly by all employees, regardless of their social identities. Moreover, there have been rapid shifts in work
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STEMming the tide: New perspectives on careers and turnover J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-25 Kohyar Kiazad, Simon Lloyd D. Restubog, Peter W. Hom, Alessandra Capezio, Brooks Holtom, Thomas Lee
The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-16
No abstract is available for this article.
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Ghostwriters in the machine: Openly appreciating AI tools and humans who helped us J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-12 Marie T. Dasborough
CONFLICT OF INTEREST STATEMENT There is no conflict of interest.
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Mind the misalignment: The moderating role of daily social sleep lag in employees' recovery processes J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-13 Jette Völker, Theresa J. S. Koch, Monika Wiegelmann, Sabine Sonnentag
Circadian processes are important for employees and organizations yet have been relatively underexplored in recovery research. Thus, we embed the concept of circadian misalignment into the recovery literature by investigating the moderating role of employees' daily social sleep lag (i.e., a discrepancy between employees' actual and biologically preferred sleep–wake times) in their recovery processes
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An examination of shared leadership configurations and their effectiveness in teams J. Organ. Behav. (IF 10.079) Pub Date : 2024-02-10 Melissa Chamberlin, Jennifer D. Nahrgang, Hudson Sessions, Bart de Jong
A key challenge in the shared leadership literature has been a limited understanding of how multiple leadership activities are shared across team members and roles. We address this issue by conceptualizing and operationalizing shared leadership using both its content (i.e., what leadership roles are shared) and distribution (i.e., how leadership is shared across members and roles). In an exploratory
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Gig work and gig workers: An integrative review and agenda for future research J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-24 Dongyuan Wu, Jason L. Huang
Gig workers have become an important component of the contemporary workforce and have generated extensive interest among researchers. The purpose of this article is to provide an integrative review of the literature on gig workers. Consistent with the more recent studies, we adopt a broad definition of gig work, which is characterized by the temporary nature of the work, project-based compensation
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Resetting relationship trajectories: A reconceptualization of the relationship repair process J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-21 Mara Olekalns, Brianna Barker Caza
Negative events within and outside of work can disrupt coworkers' relationships, triggering a re-evaluation of relationship quality. The subjective experience of these events – which we term relationship threats – harms relationships, resulting in long-lasting negative interpersonal and organizational consequences. Coworkers' responses to a relationship threat determine whether relationships are repaired
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Time and change: A meta-analysis of temporal decisions in longitudinal studies J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-19 Helen Hailin Zhao, Abbie J. Shipp, Kameron Carter, Erik Gonzalez-Mulé, Erica Xu
Longitudinal research has grown in popularity in the field of management and organizations. However, the literature has neglected to consider the important ways in which researchers' temporal decisions can influence observed change in longitudinal studies. Researchers must make a set of temporal decisions to capture change, such as the temporal precision of the hypothesized form of change, the selection
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Laying the groundwork for corporate social responsibility: Behavioral ethics in high-hazard organizations J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-18 Ivana Milosevic, A. Erin Bass
Using findings from an inductive study of two high-hazard organizations and insights from behavioral ethics literature, we build a model illustrating the behavioral foundations of Corporate Social Responsibility (CSR). We show that employees in high-hazard organizations scrutinize their work, actively deciding how to alter work tasks and boundaries and persevering through obstacles to lay the groundwork
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Whose interests matter? The role of participation in inclusive organizational behavior J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-17 Elena Ressi, Silvana Weiss, Renate Ortlieb
In the context of working from home triggered by the COVID-19 pandemic, we theorize on inclusive organizational behavior (IOB) as a participatory practice to use diverse interests as a resource for developing a long-term working mode. We adopt a mixed-methods design to examine qualitative data from four companies and quantitative data from a company survey. In the qualitative study, we identify four
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Correction to “The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency” J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-17
Kim, T.-Y., Liden, R. C., Liu, Z., & Wu, C. (2022). The interplay of leader–member exchange and peer mentoring in teams on team performance via team potency, Journal of Organizational Behavior, 43(5), 931–945. https://doi.org/10.1002/job.2590 In the original version of this article, all the coefficients reported in Table 2 are marked with **, incorrectly indicating that they are all significant. Below
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How does work affect fathers' daily interaction with adolescents? An expanded self-regulation perspective J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-12 Kimberly A. French, Songqi Liu, Christine M. Ohannessian, Howard Tennen
The management of the daily rhythm of work and childrearing, two central responsibilities of working fathers, has received limited research attention. Drawing from an expanded self-regulation perspective, this study seeks to understand the within-person depletion and compensation mechanisms that explain how fathers' daily work experiences spillover to influence their next-day parenting interactions
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-12
No abstract is available for this article.
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Investigating gendered reactions to manager mistreatment: Testing the presumed role of prescriptive stereotypes J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-04 Frank Mu, Winny Shen, D. Ramona Bobocel, Amy H. Barron
Emerging research demonstrates that female managers who mistreat their subordinates suffer more severe negative consequences than male managers. Researchers presume this is because women (but not men) are penalized for acting incongruently with communality prescriptions (i.e., being insufficiently kind). However, integrating this work with the broader literature on gender and leadership, gendered reactions
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Ethically treated yet closely monitored: Ethical leadership, leaders' close monitoring, employees' uncertainty, and employees' organizational citizenship behavior J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-03 Ui Young Sun, Haeseen Park, Seokhwa Yun
Drawing on uncertainty management theory, we propose that employees' uncertainty is a distinct key mechanism explaining the relationship between ethical leadership and employees' organizational citizenship behavior (OCB). We contend that ethical leadership, by promoting a work environment governed by moral principles, reduces employees' sense of uncertainty and thereby fosters their OCB. However, we
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“It doesn't make sense to stick with old patterns”: How leaders adapt their behavior to foster inclusion in a disruptive context J. Organ. Behav. (IF 10.079) Pub Date : 2024-01-02 Susanne E. Beijer, Lena Knappert, Kathleen A. Stephenson
Leader behavior is essential for creating inclusive organizations. The disruptive context of the COVID-19 pandemic forced many people to work remotely and leaders to cope with the disruption of their teams' workflows and work arrangements. However, fixed sets of leader behavior as well as stable and shared physical contexts are implicit assumptions in current knowledge and theorizing on inclusive leadership
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The caring advantage: When and how parenting improves leadership J. Organ. Behav. (IF 10.079) Pub Date : 2023-12-17 Leire Gartzia
Leadership research is grounded in one simple principle: leaders care about followers' attitudes and emotions to achieve outcomes. Yet, how leaders develop these caring skills remains unidentified. The current study addresses parenting as a major, previously unaddressed antecedent of leadership effectiveness that involves experiences of care and emotional support to others (the children) transferred
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Authentic reflections on authentic leaders and their actions: Introducing the point–counterpoint exchange J. Organ. Behav. (IF 10.079) Pub Date : 2023-12-18 Marie T. Dasborough
To be considered an authentic person, one must be seen as being “true” or “genuine” or “real” (Lehman et al., 2019). However, what exactly does this mean? In the case of leadership, this is a complicated question that has become even murkier with the emergence of various definitions of authentic leadership. In ChatGPT (which relies on a variety of sources), authentic leadership is defined as including
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Sexualize one, objectify all? The sexualization spillover effect on female job candidates J. Organ. Behav. (IF 10.079) Pub Date : 2023-11-08 Laura Guillén, Maria Kakarika, Nathan Heflick
We examined whether sexualizing a businesswoman impacts attitudes toward subsequently evaluated, nonsexualized females applying for a corporate managerial position. Research shows that sexualized women are perceived as less warm and competent (i.e., objectified). Integrating this work with research on social cognition, we hypothesized that the negative effect of sexualization “spills over” onto other
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How and when abusive supervision leads to recovery activities: The recovery paradox and the conservation of resources perspectives J. Organ. Behav. (IF 10.079) Pub Date : 2023-11-07 Min-Hsuan Tu, Nai-Wen Chi
Decades of research have shown that abusive supervision hurts employees' well-being. However, little is known about whether employees can recover from abuse during their leisure time. Building on the perspective of recovery paradox and the conservation of resources (COR) theory, we theorize that as an intense social stressor, daily abusive supervision depletes employees' resources and triggers their
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2023-11-08
No abstract is available for this article.
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Authentic action: A recipe for success or a minefield? J. Organ. Behav. (IF 10.079) Pub Date : 2023-11-01 Mats Alvesson, Katja Einola
1 INTRODUCTION Our academic field of leadership studies is plagued by an unscholarly obsession with fashions and clientelism. We have a pronounced penchant to tell our audiences what they like to hear and what makes us popular rather than what they need to know. Moreover, much of our work suffers from a chronic illusion that the study of leadership pertains to natural sciences and is governed by what
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Anger for good? Unethical-behavior-targeted leader anger expression and its consequences on team outcomes J. Organ. Behav. (IF 10.079) Pub Date : 2023-10-19 Shimin Zhang, Shenjiang Mo, Wu Liu
Although leader anger expression targeted at employees' unethical behavior is pervasive in the workplace, we still know little about its theoretical meaning and consequences. To address this theoretical blind spot, we drew on fairness heuristic theory to investigate whether, how, and when unethical-behavior-targeted (UB-targeted) leader anger expression affects team outcomes. Our findings from two
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Is authenticity a “true self,” multiple selves, behavior, evaluation, or a hot mess? Response to Helmuth et al. J. Organ. Behav. (IF 10.079) Pub Date : 2023-10-16 Janaki Gooty, George C. Banks, Andrew McBride, Daan van Knippenberg
1 INTRODUCTION We agree with Helmuth et al.'s (2024) assertion that authentic leadership (AL) has had a meteoric rise in attention and continues to appeal to the hearts and minds of many scientists and practitioners. Helmuth et al. (2024) further noted that AL is likely being applied in policy-related decisions, and as such, a renewed scientific conversation on the topic is warranted. That is, given
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2023-10-04
No abstract is available for this article.
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Older workers' knowledge seeking from younger coworkers: Disentangling countervailing pathways to successful aging at work J. Organ. Behav. (IF 10.079) Pub Date : 2023-10-03 Julian Pfrombeck, Anne Burmeister, Gudela Grote
Increasing age diversity in the workplace has led to growing research attention to the knowledge transfer between older and younger employees. The existing literature on age-diverse knowledge exchange has mostly focused on knowledge transfer from older to younger employees as a means of knowledge retention. In this study, we change perspectives by aiming to understand how and when older employees'
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A dual-path model of observers' responses to peer voice endorsement: The role of instrumental attribution J. Organ. Behav. (IF 10.079) Pub Date : 2023-10-02 Dan Ni, Mengxi Yang, Wansi Chen
Peer voice endorsement is widespread in the workplace. Drawing on social information processing theory and sociofunctional view, this paper proposes that observers' (both negative and positive) psychological and behavioral responses to peer voice endorsement depend on their instrumental attribution for peer voice. Specifically, when observers have a higher level of instrumental attribution, peer voice
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Opening new brokerage opportunities while closing existing ones: The Tertius Iungens orientation as a source of network advantage J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-29 Olli-Pekka Kauppila, Lorenzo Bizzi, David Obstfeld
Organizational members face a motivational dilemma in influencing the social relationships of others: The organization benefits from high connectedness among employees, but personal advantages accrue to those who occupy brokerage positions between disconnected others. In this study, we draw on the organizational paradox perspective to argue that the reconciliation of these contrasting objectives lies
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Self-ambivalence: Naming a contemporary work–family problem that has no name J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-27 Jenny M. Hoobler, Courtney R. Masterson, Kristie Rogers
As workers and family members, individuals ought to celebrate seemingly positive events (e.g., a promotion and the purchase of a home). Yet, the numerous identities that contemporary workers hold increase the likelihood of an event that is pleasant in one domain being problematic in another and more cognitively and affectively complex than anticipated. We theorize that these events are likely to prompt
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The role of discrete emotions in job satisfaction: A meta-analysis J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-22 Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew McBride, Janaki Gooty
The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta-analytically test our ideas with 235 samples across 99 883
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When does hindrance appraisal strengthen the effect of challenge appraisal? The role of goal orientation J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-22 Xinxin Lu, Donald Kluemper, Yidong Tu
Challenge and hindrance appraisals are important to understand the effect of job demands. To date, challenge and hindrance appraisals have been studied in tandem. However, it is unknown whether, how, and when the two appraisals jointly affect employee performance. Integrating effort justification theory and goal orientation theory, the current manuscript seeks to investigate the three-way interaction
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-19
No abstract is available for this article.
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Trouble with big brother: Counterproductive consequences of electronic monitoring through the erosion of leader-member social exchange J. Organ. Behav. (IF 10.079) Pub Date : 2023-09-19 Chase E. Thiel, Shawn McClean, Jaron Harvey, Nicholas Prince
Changing workplace dynamics have led employers to increasingly adopt electronic monitoring technologies so supervisors can observe and ensure employee compliance and productivity—outcomes the monitoring literature has long supported. Yet, employee productivity depends on strong leader–member social exchange, and the relational consequences of electronic monitoring for supervisor and employee are not
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How, when, and why high job performance is not always good: A three-way interaction model J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-30 Yan Peng, Bao Cheng, Jian Tian, Zhenduo Zhang, Xing Zhou, Kun Zhou
Despite organizations encouraging employees to improve their job performance to enhance organizational performance, the understanding of the consequences of high performance from the perspective of social comparison remains limited. Drawing on social comparison theory, we develop a framework explaining how upward performance social comparison leads to political behaviors through anxiety. Furthermore
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Beyond the brink: STEM women and resourceful sensemaking after burnout J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-28 Margaret Y. W. Lee, Kathleen Riach
This paper attends to the burnout recovery experiences of women in science, technology, engineering, and mathematics (STEM) and qualitatively explores how these individuals renegotiate, reorient, and recalibrate their work trajectories after burnout; an ambiguous and shocking event that has been shown to cause lingering disruption for both individuals and organizations (Salvagioni et al., 2017). We
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The multiple faces of collective responses to organizational change: Taking stock and moving forward J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-21 Dave Bouckenooghe, Gavin M. Schwarz, Karin Sanders, Phong Thanh Nguyen
This special issue focuses on collective responses to organizational change with a goal of enhancing knowledge on the emergence of these higher-level responses to change. While researchers acknowledge that organizational change inherently involves processes at multiple levels (individual, team, organization), scholars have only recently begun to increasingly promote models of collective responses to
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Predictors of turnover amongst volunteers: A systematic review and meta-analysis J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-19 Vivien W. Forner, Djurre Holtrop, Edwin J. Boezeman, Gavin R. Slemp, Magdalena Kotek, Darja Kragt, Mina Askovic, Anya Johnson
Volunteers represent a global workforce equivalent to 61 million full-time workers. A significant decline in volunteering has highlighted the urgency to better understand and address turnover amongst volunteers. To address this, we conducted a systematic review and meta-analysis of turnover amongst volunteers. We also examined whether staying or leaving has different predictors. The meta-analysis integrated
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Does receiving knowledge catalyze creativity? A dyadic-level contingency model of knowledge type and psychological closeness on knowledge elaboration J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-19 Chu-Ding Ling, Wei He, Yaping Gong, Wu Liu, Vincent Cho
Does receiving knowledge necessarily catalyze the recipient's creativity? Drawing upon the literature on knowledge management, we propose a dyadic-level contingency model in which the type of received knowledge (i.e., explicit vs. tacit) from the partner and the recipient's psychological closeness to the partner jointly determine the recipient's knowledge elaboration and consequent creativity as catalyzed
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When leaders are forced to stay: The indirect effects of leaders' reluctant staying on subordinates' performance J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-18 Xueqing Fan, Danni Wang, Fuxi Wang, Maria L. Kraimer
Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational
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Fairness uncertainty and pay information exchange: Why and when employees disclose bonus pay to pay information websites J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-14 Michelle Brown, Peter Bamberger, Paul D. Bliese, John Shields
Having limited information regarding how pay is distributed in their organization, employees often find it difficult to assess the fairness of their pay. Uncertainty management theory (UMT) posits that fairness uncertainty is aversive and that individuals experiencing it search for information to reduce this uncertainty. Pay information exchange – the communication of one's pay-related information
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A new perspective on time pressure and creativity: Distinguishing employees' radical versus incremental creativity J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-09 Yong Zhang, Hao Qu, Frank Walter, Wu Liu, Mingxuan Wang
The role of time pressure on individual employees' creativity remains ambiguous, with prior studies reporting positive, negative, and curvilinear relations. The present research aims to address this issue. Drawing from the attentional focus model, we (a) distinguish the consequences of time pressure for radical versus incremental creativity and (b) introduce external and internal knowledge scanning
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Leverage self- and other-compassion to prevent the abuse trickle-down J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-08 Jinyun Duan, Zhaobiao Zong, Xiaotian Wang, Tingxi Wang, Peikai Li
Although previous research has shown that abuse can trickle down from managers to supervisors, it remains unclear why many abused supervisors do not perpetuate the abuse of their subordinates. To address this issue, drawing upon frustration-aggression and self-regulation theory, the current research investigated the underlying mechanism of frustration and the mitigative effects of self- and other-compassion
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A multilevel review of artificial intelligence in organizations: Implications for organizational behavior research and practice J. Organ. Behav. (IF 10.079) Pub Date : 2023-08-02 Sarah Bankins, Anna Carmella Ocampo, Mauricio Marrone, Simon Lloyd D. Restubog, Sang Eun Woo
The rising use of artificially intelligent (AI) technologies, including generative AI tools, in organizations is undeniable. As these systems become increasingly integrated into organizational practices and processes, understanding their impact on workers' experiences and job designs is critical. However, the ongoing discourse surrounding AI use in the workplace remains divided. Proponents of the technology
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When perceiving a coworker as creative affects social networks over time: A network theory of social capital perspective J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-28 Gamze Koseoglu, Amy P. Breidenthal, Christina E. Shalley
We conceptualize “perceived coworker creativity” as a resource that people seek to acquire through their relationships. Applying the Network Theory of Social Capital (NTSC), we examine whether perceiving a coworker as creative changes the closeness of the relationship an employee develops with this coworker and how being perceived as creative by others in the organization changes the weighted indegree
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The impostor phenomenon at work: A systematic evidence-based review, conceptual development, and agenda for future research J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-26 Daniel P. Gullifor, William L. Gardner, Elizabeth P. Karam, Farzaneh Noghani, Claudia C. Cogliser
The impostor phenomenon (IP) was originally identified over 40 years ago, and there has been a recent surge in its examination across domains of management research. However, a lack of a comprehensive review that synthesizes organizationally-relevant IP research has left IP research dispersed across time and disciplines with diminished conceptual clarity and an incoherent nomological network. We address
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Welcome to the club? Unethical behavior and proactivity in promotion and derailment decisions J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-26 Craig Crossley, Shannon G. Taylor, Linda K. Treviño, Regina Taylor, Darryl Rice
Challenging research that touts positive career outcomes for proactive individuals, this study takes the organizational decision-maker's perspective and draws on tournament theory to qualify and better understand the link between manager proactivity and subsequent promotion into the executive ranks. Results from three studies support a moderated mediation model wherein proactivity is associated with
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Issue Information J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-18
No abstract is available for this article.
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Energized people in prominent places: Political support networks, relational energy, and employee innovation implementation J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-19 Travis J. Grosser, Christopher M. Sterling, Rohit S. Piplani
Although affect is a factor likely to impact the success of innovation, little research has been done on the relationship between affect and innovation implementation performance (i.e., an employee's ability to successfully implement innovative ideas and practices). We address this oversight by adopting a social network approach to examine relational energy (i.e., how energized one person is when interacting
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Early family socioeconomic status and later leadership role occupancy: A multisource lifespan study J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-17 Julian Barling, Steve Granger, Julie G. Weatherhead, Nick Turner, Shani Pupco
We investigate the indirect effects of socioeconomic status, both at birth and at age 5, on the likelihood of holding a formal leadership position 26 years later via two sequential mechanisms: children's self-control at age 10 and adolescents' psychological well-being at age 16. We test this model using multisource data from the British Cohort Study, an ongoing research project studying individuals
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How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-10 Anna-Katherine Ward-Bartlett, Elizabeth Ravlin, Ji Eun Park
Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which
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Same pond, different frogs: How collective change readiness level and diversity associates with team performance J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-08 Jeroen P. de Jong, Irina Nikolova, Marjolein C. J. Caniëls
Despite the critical importance of teams in organizational change processes, we still know little about how collective change readiness (CR) in teams associates to team outcomes. In this study, we take a multilevel approach to CR and investigate how collective CR associates with team performance. Specifically, we examine (a) how ambivalence between emotional and collective cognitive CR associates with
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Job embeddedness and voluntary turnover in the face of job insecurity J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-07 Vesa Peltokorpi, David G. Allen
Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on- and off-the-job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi-wave studies to study job insecurity, one of the most common
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Sick and working: Current challenges and emerging directions for future presenteeism research J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-07 Charmi Patel, Michal Biron, Sir Cary Cooper, Pawan S. Budhwar
Presenteeism refers to working despite ill health that might otherwise warrant sickness absence. Estimated to cost tens of millions of dollars in lost productivity, the concept has attracted the attention of different academic disciplines, policymakers, and practitioners interested in mitigating the problem. Although a topic of significant interest, the current understanding of presenteeism is compromised
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CEO ethical leadership as a unique source of substantive and rhetorical ethical signals for attracting job seekers: The moderating role of job seekers' moral identity J. Organ. Behav. (IF 10.079) Pub Date : 2023-07-02 Babatunde Ogunfowora, Meena Andiappan, Madelynn Stackhouse, Christianne Varty
Research suggests that CSR is increasingly becoming an ambiguous signal of ethical information for external stakeholders. This is because a variety of firms—including those that are morally responsible and those that have been implicated in corporate scandals—routinely adopt CSR policies and invest in CSR initiatives. Not surprisingly, this trend has contributed to rising public skepticism of CSR.