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An ally by any other name: Examining the effects of racial minority leaders as allies for advancing racial justice Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-03-07 McKenzie C. Preston, Terrance L. Boyd, Angelica Leigh, Richard Burgess, Victor Marsh
We investigate employee evaluations of racial minority leaders who engage in allyship behaviors aimed at advancing racial equity. We argue that when racial minority leaders engage in racial allyship, perceptions of them as effective allies and leaders vary based on the target beneficiary group (i.e., the allyship benefits) and the language utilized to explain their allyship (i.e., the allyship is framed)
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But what if I lose the offer? Negotiators’ inflated perception of their likelihood of jeopardizing a deal Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-03-01 Einav Hart, Julia B. Bear, Zhiying (Bella) Ren
When deciding whether to negotiate, individuals typically assess any potential costs of negotiation. We propose that one major cost that individuals are concerned about, particularly in the context of job offers, is an offer being withdrawn from the bargaining table—losing out on a deal entirely. We refer to this heretofore unexamined concern as the perceived likelihood of jeopardizing a deal by negotiating
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When loyalty binds: Examining the effectiveness of group versus personal loyalty calls on followers’ compliance with leaders’ unethical requests Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-02-17 John Angus D. Hildreth
When leaders call on their followers’ loyalty, is it an effective strategy, particularly when such loyalty calls conflict with other ethical duties? And, if calling on loyalty is an effective strategy, when and why are such appeals more effective? These questions were examined in six studies measuring the unethical compliance of workers interacting online, students working together in classroom and
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Reinforcing OBHDP’s mission and our commitment to helping authors produce science of the highest quality Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-02-07 Mike Baer, Maryam Kouchaki
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Advantaged groups misperceive how allyship will be received Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-02-03 Hannah J. Birnbaum, Desman Wilson, Adam Waytz
Allyship is a way for advantaged groups to advance equity, yet acts of allyship are infrequent or limited. Here we explore a potential reason for this: a miscalibration between advantaged and disadvantaged groups’ perceptions of allyship. Studies 1a−2b demonstrate that advantaged groups (men in Studies 1a−1b; White people in Studies 2a−2b) underestimate how much disadvantaged groups (women in Studies
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Corrigendum to “All’s well that ends (and peaks) well? A meta-analysis of the peak-end rule and duration neglect” [Org. Behav. Hum. Decis. Process. 170 (2022) 104149] Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-02-02 Balca Alaybek, Reeshad S. Dalal, Shea Fyffe, John A. Aitken, You Zhou, Xiao Qu, Alexis Roman, Julia I. Baines
Abstract not available
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Beyond allies and recipients: Exploring observers’ allyship emulation in response to leader allyship Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-01-18 Zhanna Lyubykh, Natalya M. Alonso, Nick Turner
Leader allyship can be an important tool for advancing workplace gender equality; however, its ultimate effectiveness may depend on the reactions of those who witness it. Specifically, male observers can enhance allyship efforts by emulating their leader’s allyship or, conversely, undermine them by decreasing their allyship emulation. Across four studies, we explore why, when, and how ally leaders
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Just be real with me: Perceived partner authenticity promotes relationship initiation via shared reality Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-01-13 Maya Rossignac-Milon, Julianna Pillemer, Erica R. Bailey, C. Blaine Horton Jr., Sheena S. Iyengar
Relationships are a critical component of professional life, yet people often experience difficulties forming workplace bonds. We examine the impact of perceiving one’s interaction partner as authentic in an initial encounter as a key driver of relationship initiation through shared reality. Study 1, a longitudinal field study of professional networking events, revealed that perceived partner authenticity
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Demeaning extrinsic motivation leads to increased perceptions of hypocrisy Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2024-01-11 Liuxin Yan, Valentino Emil Chai, Kai Chi Yam
People who are extrinsically motivated are negatively stereotyped and are viewed less positively compared to those who are intrinsically motivated. As a result, individuals can strategically express their intrinsic motivation as an impression management tactic to gain more favorable evaluations from others. Aside from directly signaling their intrinsic motivation, individuals can also choose a more
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Sincere solidarity or performative pretense? Evaluations of organizational allyship Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-12-03 Rebecca Ponce de Leon, James T. Carter, Ashleigh Shelby Rosette
Although organizations increasingly seek to communicate allyship with the Black community, their ally statements can receive vastly different responses from Black observers. We develop and test a theoretical model outlining key drivers of allyship evaluations among these perceivers. Drawing from signaling theory and integrating insights from the literature on identity safety, we reveal the costliness
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Promoting and supporting epiphanies in organizations: A transformational approach to employee development Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-11-11 Erik Dane
Reflecting trends in society, organizations are seeking to embrace personal distinctiveness and self-expression among their members. Doing so is more complicated than meets the eye, however. By its very nature, personal identity is complex and dynamic. As such, people often lack a comprehensive understanding of who they are. Here, I theorize that organizations can navigate this challenge by inviting
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When brokers don’t broker: Mitigating referral aversion in third-party help exchange Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-11-03 YeJin Park, Kelly Nault, Ko Kuwabara
Help exchange—whether for technical solutions, career advice, socioemotional support, or scarce resources—constitutes the very fabric of productive organizational life. Yet, a growing body of research has documented various ways in which help requesters and requestees misperceive each other, undermining their chances of giving and receiving help. So far, this line of research has focused on dyadic
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Going beyond the call of duty under conditions of economic threat: Integrating life history and temporal dilemma perspectives Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-10-11 Nina Sirola
Under conditions of economic threat, such as during economic downturns, organizations can benefit from employees’ willingness to go beyond the call of duty and engage in organization-directed citizenship behavior (OCBO). Yet, such behavior is discretionary and competes for time with employees’ other interests and priorities. I integrate life history theory with the temporal dilemma perspective on organizational
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The interplay of gender and perceived sexual orientation at the bargaining table: A social dominance and intersectionalist perspective Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-10-04 Sreedhari D. Desai, Brian C. Gunia
Prior research suggests that female negotiators often obtain worse outcomes than male negotiators. The current research examines whether this pattern extends to the large subset of men and women who identify as gays and lesbians. In particular, we interweave scholarship on gender stereotypes with work on intersectionality and MOSAIC theory to develop a theoretical model that anticipates how male and
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Hot streak! Inferences and predictions about goal adherence Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-10-03 Jackie Silverman, Alixandra P. Barasch, Deborah A. Small
When do people make optimistic forecasts about goal adherence? Nine preregistered studies find that a recent streak of goal-consistent behavior increases the predicted likelihood that the individual will persist, compared to various other patterns holding the rate of goal adherence constant. This effect is due to perceiving a higher level of commitment following a streak. Accordingly, the effect is
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Editorial Board Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-09-13
Abstract not available
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(Don’t) mind the gap? Information gaps compound curiosity yet also feed frustration at work Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-09-07 Vera M. Schweitzer, Fabiola H. Gerpott, Wladislaw Rivkin, Jakob Stollberger
Although information gaps frequently occur in the workplace, surprisingly little organizational research considered their psychological consequences for employees. We refine the information gap theory by integrating it with the cognitive-affective processing system (CAPS) framework to argue that work-related information gaps constitute a double-edged sword for work engagement because they elicit both
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The entrenchment effect: Why people persist with less-preferred behaviors Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-09-02 Alicea Lieberman, On Amir, Ziv Carmon
This research examines a perplexing but all too common phenomenon in which people actively forego nearly costless opportunities to switch from less-preferred tasks to preferred alternatives. The authors investigate such failures to change and identify a novel underlying cause—entrenchment, a state of heightened tedious task-set accessibility. A series of experiments demonstrate that a significant subset
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Unconstructive curiosity killed the cat: The importance of follower political skill and constructive curiosity to avoid leader perceptions of insubordination and unlikability Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-08-29 Phillip S. Thompson, Mark C. Bolino, Kalan R. Norris, Shu-Tsen Kuo
The popular business press has portrayed workplace curiosity – defined as the pursuit of information, knowledge, or learning in the workplace – as the most valuable quality employees can possess. Most research examining workplace curiosity has found that it is positively related to desirable employee outcomes; however, little is known about the potential dark side of this well-intentioned, yet risky
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Editorial Board Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-07-25
Abstract not available
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The limits of psychological safety: Nonlinear relationships with performance Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-07-04 Liat Eldor, Michal Hodor, Peter Cappelli
While psychological safety climate is widely seen as having a positive relationship with work performance, there are compelling reasons as to why that may not always apply. We draw on cognitive psychology literature to suggest that high levels of psychological safety climate can actually harm the performance of routine tasks. The negative effect of high levels of psychological safety climate on these
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Benevolent friends and high integrity leaders: How preferences for benevolence and integrity change across relationships Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-06-30 Alexander K. Moore, Joshua Lewis, Emma E. Levine, Maurice E. Schweitzer
Individuals value benevolence and integrity in their partners. However, in many workplace dilemmas benevolence and integrity conflict. Across 5 experiments (and 8 supplemental studies), we demonstrate that the relative importance individuals attach to having partners that prioritize either benevolence or integrity systematically shifts across relationships. We introduce the Size-Closeness-Hierarchy
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Experimental studies of conflict: Challenges, solutions, and advice to junior scholars Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-06-15 Julia A. Minson, Corinne Bendersky, Carsten de Dreu, Eran Halperin, Juliana Schroeder
Conflict plays a profound role in the lives of individuals, organizations, and entire societies – and has become an ever-expanding area of interdisciplinary research. This special issue brings together five new papers examining conflict antecedents and processes using the experimental method. In the following introduction, we consider the challenges inherent to studying conflict using experiments and
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Increasing worker motivation using a reward scheme with probabilistic elements Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-06-06 Adrian R. Camilleri, Katarina Dankova, Jose M. Ortiz, Ananta Neelim
The purpose of this research was to investigate the effectiveness of a probabilistic reward scheme to motivate workers and increase their performance. Across seven experiments (three of which are in the online appendices) testing three different real effort tasks, we compared two novel probabilistic reward schemes with two traditional non-probabilistic reward schemes. In our flagship “single lottery”
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It’s the journey, not just the destination: Conveying interpersonal warmth in written introductions Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-05-19 Kelly A. Nault, Ovul Sezer, Nadav Klein
Professionals are often required to introduce themselves and engage in self-promotion in writing. Text-based self-promotion allows people to reach a wide audience but can make it difficult to convey warmth. Across seven studies (N = 2,533), we show that people conveyed greater warmth in written introductions when they emphasized their journey (i.e., the path taken to achieve their accomplishments)
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The role of CEO accounts and perceived integrity in analysts’ forecasts Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-05-18 Daniel Skarlicki, Kin Lo, Rafael Rogo, Bruce J. Avolio, CodieAnn DeHaas
Although holding oneself accountable is deemed important for effective leadership, CEOs tend to demonstrate a self-serving tendency when reporting their company’s performance to the financial community. Leaders do so by providing internal accounts for favorable performance and external accounts for unfavorable performance. The effects of this strategy on the financial community’s judgments of a company’s
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How others light the creative spark: Low power accentuates the benefits of diversity for individual inspiration and creativity Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-05-11 Inga J. Hoever, Nathan E. Betancourt, Guoquan Chen, Jing Zhou
Power has been shown to liberate actors from situational influences that harm creativity because they elicit conformity. However, the workplace creativity literature recognizes that situational factors can also promote creativity. In this paper, we combine these findings and investigate whether this means that low-power actors benefit more from creativity-enhancing situational factors. Specifically
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Tainted nudge Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-04-29 Despoina Alempaki, Andrea Isoni, Daniel Read
Nudges are increasingly used by governments and organizations to promote behaviors like healthy eating or effective financial planning. Due to their cost-effectiveness, such nudges may earn a profit for the nudger. We investigate whether this profit taints nudges, as suggested by recent research showing that altruistic acts can be regarded less favourably if they result in private benefits to the actor
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The transforming power of self-forgiveness in the aftermath of wrongdoing Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-04-21 Madeline Ong
This paper explores the impact of self-forgiveness on transgressors’ self-improvement motivation and their subsequent moral disengagement and unethical behavior. It also investigates whether self-forgiveness might be more critical for transgressors with a fixed mindset compared to those with a growth mindset. Eight studies (Total N = 2,522), in which self-forgiveness was both measured (Studies 1a to
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Editorial Board Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-03-20
Abstract not available
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Escaping irony: Making research on creativity in organizations more creative Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-03-07 Justin M. Berg, Michelle M. Duguid, Jack A. Goncalo, Spencer H. Harrison, Ella Miron-Spektor
Like most literatures as they mature, the creativity literature has become—ironically—less creative. We spearheaded this special issue to encourage the bold new ideas we need to revitalize research on creativity in organizations and expand our capacity to build knowledge on this important topic. The ten articles included in the special issue inject a big dose of novelty into the creativity literature
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The divergent effects of diversity ideologies for race and gender relations Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-03-06 Ashley E. Martin
The present research compares the influence of diversity ideologies on race and gender relations. In contrast to research suggesting that an identity-aware ideology (i.e., multiculturalism or race-awareness) predicts more support for racial equality than does an identity-blind one (i.e., colorblindness or race-blindness), this paper suggests that the opposite is true for gender. Six studies demonstrate
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Curious supervisor puts team innovation within reach: Investigating supervisor trait curiosity as a catalyst for collective actions Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-02-28 Jie (Yonas) Ma
Popular press and theoretical conjecture imply that curiosity is not just an individual motivation but also an enabler of collective actions. This study seeks to explicate curiosity as a catalyst for collective actions by examining team supervisors’ trait curiosity. We test the idea that trait curiosity predisposes team supervisors to manipulate team-level task structures, which primes certain forms
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“Good people don’t need medication”: How moral character beliefs affect medical decision making Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-02-13 Sydney E. Scott, Justin F. Landy
We propose that moral character beliefs influence medical treatment choices. In comparison to behavioral treatments, medication is believed to be an “easy way out,” showing a lack of willpower and, therefore, a lack of moral character. These beliefs lower the appeal of medication treatments relative to behavioral treatments. Reducing the impact of moral beliefs moderates this effect. Specifically,
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Dirty creativity: An inductive study of how creative workers champion new designs that are stigmatized Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2023-01-12 Spencer Huber Harrison, Samir Nurmohamed
How do creative workers make ideas perceived as tainted acceptable to others? Using a qualitative, inductive study of the emerging entomophagy market – using insects as a source of food for humans – and the Circular Economy – using waste, pollution, and other tainted resources as raw materials for new products – we introduce a new form of creativity we label dirty creativity. Our findings demonstrate
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Cheating constraint decisions and discrimination against workers with lower financial standing Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-12-18 Grace J.H. Lim, Marko Pitesa, Abhijeet K. Vadera
Workers with lower financial standing face many personal challenges due to the relatively lower level of material resources they have at their disposal. We propose that lower financial standing not just impacts workers themselves, but also engenders discrimination from supervisors. Drawing on social cognition principles, we forward a situational inference perspective whereby supervisors make a naïve
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Going beyond Western, Educated, Industrialized, Rich, and Democratic (WEIRD) samples and problems in organizational research Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-12-16 Marko Pitesa, Michele J. Gelfand
Abstract not available
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How conflict expressions affect recipients’ conflict management behaviors Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-12-12 Kyle M. Brykman, Thomas A. O'Neill
We integrate theories of conflict expressions and conflict management to examine how the nature of a conflict expression (i.e., the level of entrenchment, subversiveness, ambiguity, and target-directness) influences receivers’ willingness to respond with competitive, integrative, and nonconfrontational behaviors. Specifically, we conducted two policy-capturing experiments through which we examined
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Toward more diverse, generalizable organizational research: Preface to editorial by Pitesa and Gelfand Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-12-07 Maryam Kouchaki
Abstract not available
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“It’s not about the money. It’s about sending a message!” Avengers want offenders to understand the reason for revenge Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-11-28 Andras Molnar, Shereen J. Chaudhry, George Loewenstein
While revenge is typically thought to serve utilitarian goals (deter future offenses) or as an end in itself (restore fairness, equate suffering), we test whether “belief-based” motives also shape revenge behavior. Across four studies—one observational, two hypothetical choice, and one real choice—we find evidence that avengers want the offender to understand why (and sometimes by whom) they are being
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Unlocking creative potential: Reappraising emotional events facilitates creativity for conventional thinkers Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-11-07 Lily Yuxuan Zhu, Christopher W. Bauman, Maia J. Young
We examine the cognitive processes that underpin emotion regulation strategies and their associations with creativity. Building on theories of emotion regulation and creative cognition, we theorize that cognitive reappraisal of emotion-eliciting events is positively associated with creativity because both involve considering new approaches or perspectives. We also predict that reappraisal experience
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Swiftly judging whom to bring on board: How person perception (accurate or not) influences selection of prospective team members Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-29 Rellie Derfler-Rozin, Sofya Isaakyan, Hyunsun Park
We develop and test a holistic model of how team members’ swift judgments about a prospective team member impact their selection decisions and how accurate those judgments are in predicting the prospective member’s performance. Applying the social psychology literature on person perception to the organizational literature on team member selection, we argue that team members’ perceptions of the prospective
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Agentic but not warm: Age-gender interactions and the consequences of stereotype incongruity perceptions for middle-aged professional women Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-19 Jennifer A. Chatman, Daron Sharps, Sonya Mishra, Laura J. Kray, Michael S. North
We propose that perceptions of professional women change differently than perceptions of men as they age. Drawing inspiration from intersectionality theory, we examine the interaction of age and gender, finding that professional women are seen as more agentic, but also maximally incongruent with the gender-intensified prescription of being communal, in middle age. Our experiment showed that middle-aged
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Scholars of color explore bias in academe: Calling in allies and sharing affirmations for us by us Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-18 Oscar Holmes, Alexis Nicole Smith, Denise Lewin Loyd, Angélica S. Gutiérrez
Systemic bias and discrimination have resulted in some groups benefitting from centuries of advantages and other groups being harmed by centuries of disadvantages in our society. As an institution within our imperfect society, Academe is subject to the same systems of privilege and oppression that differentially drive advancement rates among scholars. In this editorial, we focus attention on the microaggressions
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Toward a more inclusive academic community: Preface to Holmes et al. editorial Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-14 Keith Leavitt, Maryam Kouchaki
Abstract not available
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Using curiosity to incentivize the choice of “should” options Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-13 Evan Polman, Rachel L. Ruttan, Joann Peck
Drawing on people’s motivation to whet their curiosity, we tested a previously unexplored solution to reconciling want/should conflicts. Past work has shown that people are motivated to satisfy their curiosity and find enjoyment in doing so. Our work shows that piquing people’s curiosity can be leveraged to influence their choices, by steering them away from tempting “want” options (e.g., choosing
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Emotional Deception in Negotiation Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-07 Polly Kang, Maurice E. Schweitzer
We investigate perceptions of emotional deception and introduce a novel distinction between the Up-display of emotion (the fabricated and the exaggerated expression of emotions) and the Down-display of emotion (the suppression of felt emotions). Observers judge Down-displays of anger, sadness, and happiness as more ethical (less deceptive, less intentional, and less harmful) than commensurate Up-displays
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Embracing multicultural tensions: How team members’ multicultural paradox mindsets foster team information elaboration and creativity Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-10-01 Pier Vittorio Mannucci, Christina E. Shalley
We explore why teams with the same level of cultural diversity can differ in their level of creativity. To this end, we introduce the concept of paradox mindsets to research on multicultural teams. We argue that team members with a high multicultural paradox mindset are accepting of and energized by intercultural tensions, both emphasizing cultural differences and finding common ground. Their presence
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Unethical choice in negotiations: A meta-analysis on gender differences and their moderators Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-28 Christoph Nohe, Joachim Hüffmeier, Paul Bürkner, Jens Mazei, Dominik Sondern, Antonia Runte, Franziska Sieber, Guido Hertel
Based on role congruity theory, this preregistered meta-analysis examines whether women negotiate less unethically than men. We predicted that moderators related to the person (negotiation experience) and the negotiation context (e.g., advocacy, cultural gender-role inequality) influence the proposed gender difference. We conducted a Bayesian three-level meta-analysis to test our predictions on a sample
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How strategic silence enables employee voice to be valued and rewarded Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-23 Michael R. Parke, Subrahmaniam Tangirala, Apurva Sanaria, Srinivas Ekkirala
We challenge the predominant viewpoint in the literature that employee silence is inherently harmful. We theorize that employees can engage in strategic silence, or the intentional withholding of untimely ideas or concerns, in order to raise issues that resonate better with managers when they do speak up. More specifically, we propose that employees’ voice is deemed higher quality by managers, and
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Social undermining as a dark side of symbolic awards: Evidence from a regression discontinuity design Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-23 Teng Li, Runjing Lu
In this paper, we study the effects of non-monetary symbolic awards on winners, losers, and their peers. Using a regression discontinuity design, we examine post-award performance differences between those who barely won a symbolic performance award and those who came just short of winning the award in a large insurance company (Study 1). Our findings show that awarded workers performed worse than
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Editorial Board Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-18
Abstract not available
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The limits of inconspicuous incentives Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-13 Leslie K. John, Hayley Blunden, Katherine L. Milkman, Luca Foschini, Bradford Tuckfield
Managers and policymakers regularly rely on incentives to encourage valued behaviors. While incentives are often successful, there are also notable and surprising examples of their ineffectiveness. Why? We propose a contributing factor may be that they are not sufficiently conspicuous. In a large-scale field experiment (Experiment 1) and three online experiments (Experiments 2–4), we show that even
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Heroes from above but not (always) from within? Gig workers’ reactions to the sudden public moralization of their work Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-13 Lindsey D. Cameron, Curtis K. Chan, Michel Anteby
How do individuals react to the sudden public moralization of their work and with what consequences? Extant research has documented how public narratives can gradually moralize societal perceptions of select occupations. Yet, the implications of how workers individually respond and form self-narratives in light of—or in spite of—a sudden moralizing event remain less understood. Such an understanding
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Love at first insight: An attachment perspective on early-phase idea selection Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-12 Moran Lazar, Ella Miron-Spektor, Jennifer S. Mueller
Creativity depends on individuals’ willingness to invest in their novel ideas early in the creative process. Burgeoning research on idea evaluation suggests that while people can identify their novel ideas, they may reject them because they are risky and uncertain. Selecting novel ideas is crucial at the earliest phase of the creative process, in which individuals may evaluate several generated ideas
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Who do they think they are?: A social-cognitive account of gender differences in social sexual identity and behavior at work Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-09-06 Laura J. Kray, Jessica A. Kennedy, Michael Rosenblum
To understand who initiates social sexual behavior (SSB) at work, we examine the strength of individuals’ social sexual identity (SSI), a self-definition as a person who leverages sex appeal in pursuit of personally valued gains. Using a social-cognitive framework that explores the intersection of personality, motivation, and situations, six studies (N = 2,598) establish that SSI strength is a novel
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The breadth of normative standards: Antecedents and consequences for individuals and organizations Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-08-23 Shilpa Madan, Shankha Basu, Sharon Ng, Krishna Savani
Normative standards refer to ideals to which people, products, and organizations are held. The present research (N = 2,224) investigates a novel construct—the breadth of normative standards, or the number of criteria that normative standards need to meet. Using archival and primary data in both organizational and consumer contexts, Studies 1–2 found that Indians’ and Singaporeans’ normative standards
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Mixed Messages: Why managers (do not) endorse employee voice Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-08-23 Ethan R. Burris, Luis D. Martins, Yurianna Kimmons
We develop and test a theory of how managerial endorsement is influenced by how employees voice their ideas – whether they engage in promotive voice, prohibitive voice, or a mix of these two types together. Drawing on research on cognitive fluency resulting from consistency in information, we argue and show that managers are less likely to endorse voice that mixes both promotive and prohibitive elements
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Interpersonal consequences of conveying goal ambition Organ. Behav. Hum. Decis. Process. (IF 5.606) Pub Date : 2022-08-18 Sara Wingrove, Gráinne M. Fitzsimons
Setting ambitious goals is a proven strategy for improving performance, but we suggest it may have interpersonal costs. We predict that relative to those with moderately ambitious goals, those with highly ambitious goals (and those with unambitious goals) will receive more negative interpersonal evaluations, being seen as less warm and as offering less relationship potential. Thirteen studies including