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Reprint of: Divergence between employer and employee understandings of passion: Theory and implications for future research Research in Organizational Behavior Pub Date : 2023-03-06 Jon M. Jachimowicz, Hannah Weisman
There is an increasingly prevalent expectation in contemporary society that employees be passionate for their work. Here, we suggest that employers and employees can have different understandings of passion that potentially conflict. More specifically, we argue that although employers may often be well-intentioned, their emphasis on employee passion may at times amount to normative control and reflect
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Reprint of: To thrive or not to thrive: Pathways for sustaining thriving at work Research in Organizational Behavior Pub Date : 2023-03-06 Christine L. Porath, Cristina B. Gibson, Gretchen M. Spreitzer
Thriving, the psychological experience of both vitality (or energy) and learning, is often elusive. Rather than growing, developing, and feeling energized, workers report stagnation and depletion. While much of the research on thriving at work has focused on what managers can do to promote thriving amongst workers, we highlight the means by which people are empowered to take control of their well-being
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Reprint of: The psychological experience of intragroup conflict Research in Organizational Behavior Pub Date : 2023-03-06 Kori L. Krueger, Matthew A. Diabes, Laurie R. Weingart
Despite the centrality of differences as a driver of conflict, most of the empirical research on group conflict has focused on the group as a whole, paying little attention to the differing experiences of individuals during conflict—that is, the ways individuals perceive, make sense of, and emotionally experience a conflict episode. Although people process information about a conflict using the same
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Reprint of: Why, how, and when divergent perceptions become dysfunctional in organizations: A motivated cognition perspective Research in Organizational Behavior Pub Date : 2023-03-06 Zhanna Lyubykh, Laurie J. Barclay, Marion Fortin, Michael R. Bashshur, Malika Khakhar
Decades of research has demonstrated that people can arrive at starkly different perceptions in the same social situations. Divergent perceptions are not inherently dysfunctional. However, if divergent perceptions are not managed effectively, they can have deleterious effects that can undermine functioning in the workplace. Drawing on a motivated cognition perspective, we outline why divergent perceptions
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The rise of people analytics and the future of organizational research Research in Organizational Behavior Pub Date : 2023-02-01
Organizations are transforming as they adopt new technologies and use new sources of data, changing the experiences of employees and pushing organizational researchers to respond. As employees perform their daily activities, they generate vast digital data. These data, when combined with established methods and new analytic techniques, create unprecedented opportunities for studying human behavior
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Preface to Volume 42, 2022 Research in Organizational Behavior Pub Date : 2023-01-25 Laura J. Kray, Jennifer A. Chatman
Abstract not available
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The hierarchy of voice framework: The dynamic relationship between employee voice and social hierarchy Research in Organizational Behavior Pub Date : 2023-01-02 Julian Pfrombeck, Chloe Levin, Derek D. Rucker, Adam D. Galinsky
Speaking up is critical for organizational and individual success. Yet, while some employees speak up, others hesitate to voice their concerns and needs. Why? We propose the answer is found in a single word: Hierarchy. In the current article, we review the employee voice literature and the role that the power and status of both the voicer and the voice target play in the decision to speak up, as well
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Help (Un)wanted: Why the most powerful allies are the most likely to stumble — and when they fulfill their potential Research in Organizational Behavior Pub Date : 2022-12-31 Karren Knowlton, Andrew M. Carton, Adam M. Grant
Members of dominant groups can play a critical role as allies to members of marginalized groups in creating more diverse, equitable, and inclusive workplaces. However, a growing body of evidence suggests that aspiring allies often fail to advance equity and may sometimes even amplify inequity. To shed light on the causes of—and cures for—ineffective allyship, we apply a relational lens, integrating
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The social alignment theory of power: Predicting associative and dissociative behavior in hierarchies Research in Organizational Behavior Pub Date : 2022-12-27 Nathanael J. Fast, Jennifer R. Overbeck
Evolutionary social psychologists have demonstrated that powerholders generally attain and maintain rank in social hierarchies through two distinct types of behaviors: associative (prestige-based) strategies or dissociative (dominance-based) strategies. However, the dual-strategies literature lacks a theoretical account of when and why people adopt one approach over the other. We provide a theoretical
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The confronter’s quandary: Mapping out strategies for managers to address offensive remarks at work Research in Organizational Behavior Pub Date : 2022-12-12 Naomi M. Fa-Kaji, Benoît Monin
When tasked with responding to an employee’s offensive remarks, managers face the Confronter’s Quandary: They must decide on an appropriate course of action to balance addressing the employee’s problematic behavior and suspected attitudes (Correction goals) while preserving their working relationship and the offender’s sense of belonging to the organization (Connection goals). This paper proposes a
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To thrive or not to thrive: Pathways for sustaining thriving at work Research in Organizational Behavior Pub Date : 2022-12-06 Christine L. Porath, Cristina B. Gibson, Gretchen M. Spreitzer
Thriving, the psychological experience of both vitality (or energy) and learning, is often elusive. Rather than growing, developing, and feeling energized, workers report stagnation and depletion. While much of the research on thriving at work has focused on what managers can do to promote thriving amongst workers, we highlight the means by which people are empowered to take control of their well-being
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Why, how, and when divergent perceptions become dysfunctional in organizations: A Motivated cognition perspective Research in Organizational Behavior Pub Date : 2022-12-05 Zhanna Lyubykh, Laurie J. Barclay, Marion Fortin, Michael R. Bashshur, Malika Khakhar
Decades of research has demonstrated that people can arrive at starkly different perceptions in the same social situations. Divergent perceptions are not inherently dysfunctional. However, if divergent perceptions are not managed effectively, they can have deleterious effects that can undermine functioning in the workplace. Drawing on a motivated cognition perspective, we outline why divergent perceptions
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Mutual learning in networks: Building theory by piecing together puzzling facts Research in Organizational Behavior Pub Date : 2022-11-29 Ray E. Reagans
Organizational learning research is based on the idea that individuals can learn more together than alone. Network connections between members of an organization allow them to engage in a mutual learning process whereby they share what they discover and potentially learn and improve their performance at a faster rate. Existing research highlights the importance of network structure in facilitating
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Divergence between employer and employee understandings of passion: Theory and implications for future research Research in Organizational Behavior Pub Date : 2022-11-18 Jon M. Jachimowicz, Hannah Weisman
There is an increasingly prevalent expectation in contemporary society that employees be passionate for their work. Here, we suggest that employers and employees can have different understandings of passion that potentially conflict. More specifically, we argue that although employers may often be well-intentioned, their emphasis on employee passion may at times amount to normative control and reflect
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The psychological experience of intragroup conflict Research in Organizational Behavior Pub Date : 2022-10-13 Kori L. Krueger, Matthew A. Diabes, Laurie R. Weingart
Despite the centrality of differences as a driver of conflict, most of the empirical research on group conflict has focused on the group as a whole, paying little attention to the differing experiences of individuals during conflict—that is, the ways individuals perceive, make sense of, and emotionally experience a conflict episode. Although people process information about a conflict using the same
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ROB preface volume 41, 2021 Research in Organizational Behavior Pub Date : 2022-06-02 Jennifer A. Chatman, Laura J. Kray
Abstract not available
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Beyond cheap talk accounts: A theory of politeness in negotiations Research in Organizational Behavior Pub Date : 2022-02-04 Alice J. Lee, Malia F. Mason, Claire S. Malcomb
Negotiations are a careful balancing act between cooperation and competition—a successful negotiation requires extracting maximal value without offending and alienating a counterpart (i.e., the negotiator’s dilemma). It is thus surprising that negotiation scholars have largely overlooked a pervasive feature of negotiations: they entail “polite” speech. In this paper, we introduce politeness as a communicative
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The social responsibility of organizations: Perceptions of organizational morality as a key mechanism explaining the relation between CSR activities and stakeholder support Research in Organizational Behavior Pub Date : 2022-02-02 Naomi Ellemers, Tatiana Chopova
Prior research on Corporate Social Responsibility (CSR) has documented how specific CSR activities relate to responses of relevant stakeholders, mainly examining employees. However, it is as yet unclear whether these findings generalize to other types of CSR activities or to responses of other stakeholder groups. In fact, results from studies to date also show inconsistent effects in need of further
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My network, my self: A social network approach to work-based identity Research in Organizational Behavior Pub Date : 2022-01-20 Jordana R. Moser, Blake E. Ashforth
As the organizational landscape becomes increasingly turbulent and the gig economy grows, the conventional anchors for a work-based sense of identity – a relatively stable organization, workgroup, and occupation – are losing relevance. We argue that a “network identity,” defined as the core, distinctive, and more or less enduring character of a set of social ties (e.g., “we are high-achievers”), helps
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When are organizations punished for organizational misconduct? A review and research agenda Research in Organizational Behavior Pub Date : 2021-12-17 Mary-Hunter McDonnell, Samir Nurmohamed
Scholars have highlighted the use of punishment as a tool to defend laws and norms, deter deviance, and restore justice in the aftermath of organizational misconduct. However, current theory and research primarily draw on a micro-oriented lens to understand how punishment occurs in response to deviant actors within organizations, neglecting macro-oriented questions of whether and how organizations
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Authenticity: Meanings, targets, audiences and third parties Research in Organizational Behavior Pub Date : 2021-12-07 Glenn R. Carroll, Balázs Kovács
Research shows that perceived authenticity conveys value in many disparate domains. The analytical attention of this research focuses on producers of products and services, identifying which actions and structures the typical individual associates with authenticity. Far less is known about how individuals and audiences differ in their interest, receptiveness and response to potentially authentic entities
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A construal level analysis of organizational change processes Research in Organizational Behavior Pub Date : 2021-12-03 Yair Berson, Shaul Oreg, Batia Wiesenfeld
To effectively manage planned change and understand differences in leaders’ and recipients’ responses to it, it is essential to understand how change is cognitively represented by organization members. In this theory-development article, we draw upon construal-level theory (CLT) and conceptually explore the role of change construal level in explaining responses to organizational change. We discuss
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The cycle of workplace bias and how to interrupt it Research in Organizational Behavior Pub Date : 2021-08-31 Nicole M. Stephens, Lauren A. Rivera, Sarah S.M. Townsend
A rich body of research throughout the social sciences demonstrates that bias—people’s tendency to display group-based preferences—is a major obstacle in the way of promoting diversity, equity, and inclusion in the workplace. The current article moves beyond the single-level focus of prior theories of workplace bias to propose a novel theoretical model that conceptualizes workplace bias as a multilevel
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Consent is an organizational behavior issue Research in Organizational Behavior Pub Date : 2021-08-18 Vanessa K. Bohns, Rachel Schlund
Consent is central to many organizational interactions and obligations. Employees consent to various terms of employment, both formal (contractual obligations) and informal (extra-role responsibilities, interpersonal requests). Yet consent has traditionally been considered a legal matter, unrelated to organizational behavior. In this article, we make a case for why, and how, organizational behavior
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Worry at work: How organizational culture promotes anxiety Research in Organizational Behavior Pub Date : 2021-03-04 Jeremy A. Yip, Emma E. Levine, Alison Wood Brooks, Maurice E. Schweitzer
Organizational culture profoundly influences how employees think and behave. Established research suggests that the content, intensity, consensus, and fit of cultural norms act as a social control system for attitudes and behavior. We adopt the norms model of organizational culture to elucidate whether organizational culture can influence how employees experience emotions. We focus on a pervasive emotion
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Personal and organizational mindsets at work Research in Organizational Behavior Pub Date : 2021-01-11 Mary C. Murphy, Stephanie L. Reeves
Decades of research have shown that people’s mindsets beliefs—their beliefs about the fixedness or malleability of talent, ability, and intelligence—can powerfully influence their motivation, engagement, and performance. This article explores the role of mindsets in organizational contexts. We start by describing the evolution of mindset theory and research and review why mindsets matter for people’s
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A longer way in: Tryouts as alternative hiring arrangements in organizations Research in Organizational Behavior Pub Date : 2021-01-14 Adina Sterling, Jennifer Merluzzi
In this article we introduce and propose a research agenda on tryouts, a hiring arrangement in which individuals spend time in organizations performing job-related work prior to the chance to become regular, full-time employees. We define tryouts as a construct and discuss how tryouts differ from traditional, direct hiring. We provide a typology of alternative hiring arrangements that serve as tryouts
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Refining the guilt proneness construct and theorizing about its role in conformity and deviance in organizations Research in Organizational Behavior Pub Date : 2021-01-08 Rebecca Schaumberg, Francis Flynn
Research on guilt proneness in the workplace has flourished over the past decade. Here we attempt to refine the construct, outlining its positive psychological mechanisms and clarifying how it relates to desired employee outcomes. We present a theoretical framework that explains how guilt-prone employees react and attempt to resolve, conflicting normative expectations, generating specific predictions
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Wise interventions in organizations Research in Organizational Behavior Pub Date : 2020-12-28 Joel Brockner, David K. Sherman
The subjective meanings employees assign to their understandings of themselves, others, and their environments influence an array of important work attitudes and behaviors. We review theory and research on wise interventions that illustrate three fundamental motives that underlie this subjective meaning-making process: the need to understand, the need for self-integrity, and the need to belong. Understanding
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Grit at work Research in Organizational Behavior Pub Date : 2021-01-07 Daniel A. Southwick, Chia-Jung Tsay, Angela L. Duckworth
Grit—the tendency to pursue especially long-term goals with both passion and perseverance—has been shown to predict high achievement in a range of individual performance domains. We make a case for introducing the concept of grit to the organizational behavior literature. To begin, we elaborate the conceptual foundations of grit, highlighting ways in which grit differs from related traits and situating
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Embedding mindsets in context: Theoretical considerations and opportunities for studying fixed-growth lay theories in the workplace Research in Organizational Behavior Pub Date : 2021-01-07 Aneeta Rattan, Ezgi Ozgumus
The goal of the current manuscript is to embed the theory of mindsets about malleability in workplace contexts. We first define fixed-growth mindsets and the methods that have to date been used to study them. We then briefly review the domains in which mindsets have been documented to shape outcomes meaningfully, linking each to exciting research questions that we hope will soon be studied in workplace
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Preface to the 2020 Volume (40) Research in Organizational Behavior Pub Date : 2020-01-01 Laura Kray,Jennifer Anna Chatman
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Intersectionality: Connecting experiences of gender with race at work Research in Organizational Behavior Pub Date : 2019-01-08 Ashleigh Shelby Rosette, Rebecca Ponce de Leon, Christy Zhou Koval, David A. Harrison
In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance of considering the various ways in which multiple social categories intersect to shape outcomes for women in the workplace. However, these findings are scattered across disciplines, making it difficult for organizational scholars
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Emotional contagion in organizational life Research in Organizational Behavior Pub Date : 2018-12-24 Sigal G. Barsade, Constantinos G.V. Coutifaris, Julianna Pillemer
Leveraging the wealth of research insights generated over the past 25 years, we develop a model of emotional contagion in organizational life. We begin by defining emotional contagion, reviewing ways to assess this phenomenon, and discussing individual differences that influence susceptibility to emotional contagion. We then explore the key role of emotional contagion in organizational life across
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It’s time to sober up: The direct costs, side effects and long-term consequences of creativity and innovation Research in Organizational Behavior Pub Date : 2018-12-21 Olga M. Khessina, Jack A. Goncalo, Verena Krause
The literatures on creativity and innovation are each premised on the same important assumption that has gone largely unquestioned: Creativity and innovation are outcomes that are almost inherently positive. Decades of research on creativity in organizations have been motivated by the assumption that creative ideas can be implemented to realize innovations that will inevitably increase profit, strengthen
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Moral humility: In life and at work Research in Organizational Behavior Pub Date : 2018-12-20 Isaac H. Smith, Maryam Kouchaki
If behavioral ethics research from the past two decades has taught us nothing else, it has made it abundantly clear that humans are morally fallible. Indeed, there are everyday examples—in the workplace and beyond—of people who unwittingly violate their personal moral values, finding numerous ways to rationalize and justify otherwise morally objectionable behavior. In this article, we argue that acknowledging
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A dual signal model of pride displays in organizations Research in Organizational Behavior Pub Date : 2018-12-12 Alicia A. Grandey, D. Lance Ferris, Robert C. Melloy
Pride is often felt in the work context, but should it be shown to others? Pride displays communicate one’s own success and status, but can show a lack of interpersonal sensitivity. This double-edged nature of pride is not fully understood in organizational contexts; we do not know under what conditions pride displays are beneficial, or detrimental, to career advancement, team dynamics, and leader
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The recovery paradox: Portraying the complex interplay between job stressors, lack of recovery, and poor well-being Research in Organizational Behavior Pub Date : 2018-12-11 Sabine Sonnentag
Job stressors such as time pressure, organizational constraints, and interpersonal conflicts matter for individual well-being within organizations, both at the day level and over longer periods of time. Recovery-enhancing processes such as psychological detachment from work during nonwork time, physical exercise, and sleep have the potential to protect well-being. Although the experience of job stressors
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From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work Research in Organizational Behavior Pub Date : 2018-12-01 Susan J. Ashford, Brianna Barker Caza, Erin M. Reid
How work gets done has changed fundamentally in recent decades, with a growing number of people working independently, outside of organizations in a style of work quite different from that assumed by many organizational behavior theories. To remain relevant, our research on individual work behaviors and the capabilities that enable them must also adapt to this new world of work, the so-called “gig
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From inconsistency to hypocrisy: When does “saying one thing but doing another” invite condemnation? Research in Organizational Behavior Pub Date : 2018-11-12 Daniel A. Effron, Kieran O’Connor, Hannes Leroy, Brian J. Lucas
It is not always possible for leaders, teams, and organizations to practice what they preach. Misalignment between words and deeds can invite harsh interpersonal consequences, such as distrust and moral condemnation, which have negative knock-on effects throughout organizations. Yet the interpersonal consequences of such misalignment are not always severe, and are sometimes even positive. This paper
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Moral Utility Theory: Understanding the motivation to behave (un)ethically Research in Organizational Behavior Pub Date : 2018-11-08 Jacob B. Hirsh, Jackson G. Lu, Adam D. Galinsky
Moral Utility Theory provides an integrative framework for understanding the motivational basis of ethical decision making by modeling it as a process of subjective expected utility (SEU) maximization. The SEUs of ethical and unethical behavioral options are proposed to be assessed intuitively during goal pursuit, with unethical conduct emerging when the expected benefits of moral transgressions outweigh
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Unjust punishment in organizations Research in Organizational Behavior Pub Date : 2018-11-06 Marlon Mooijman, Jesse Graham
What causes leaders to punish subordinates unjustly? And why might leaders keep punishing subordinates unjustly, even when this increases workplace misconduct? In the current paper we address these questions by suggesting that power and status cause leaders to punish unjustly. We review evidence on the effects of power and status on punishment, review how unjust punishments foster misconduct, and highlight
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The energizing nature of work engagement: Toward a new need-based theory of work motivation Research in Organizational Behavior Pub Date : 2017-11-22 Paul I. Green, Eli J. Finkel, Grainne M. Fitzsimons, Francesca Gino
We present theory suggesting that experiences at work that meet employees’ expectations of need fulfillment drive work engagement. Employees have needs (e.g., a desire to be authentic) and they also have expectations for how their job or their organization will fulfill them. We argue that experiences at work that confirm employees’ need fulfillment expectations yield a positive emotional state that
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Workplace trust as a mechanism of employee (dis)advantage: The case of employee socioeconomic status Research in Organizational Behavior Pub Date : 2017-11-16 Marko Pitesa, Stefan Thau, Madan M. Pillutla
Early work on trust in social science highlighted how the lack of trust between individuals can cause social division, contribute to social stratification, and reduce economic opportunities for people from all social groups. We integrate this work with organizational research on antecedents of trust to generate predictions explaining when and why low employee socioeconomic status (SES) can be a barrier
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Self-managing organizations: Exploring the limits of less-hierarchical organizing Research in Organizational Behavior Pub Date : 2017-11-16 Michael Y. Lee, Amy C. Edmondson
Fascination with organizations that eschew the conventional managerial hierarchy and instead radically decentralize authority has been longstanding, albeit at the margins of scholarly and practitioner attention. Recently, however, organizational experiments in radical decentralization have gained mainstream consideration, giving rise to a need for new theory and new research. This paper reviews the
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Work and the good life: How work contributes to meaning in life Research in Organizational Behavior Pub Date : 2017-11-06 Sarah J. Ward, Laura A. King
Many people expect their work to provide meaning to their lives, yet the specific organizational factors that can promote meaning in life are not clearly delineated. Drawing on the basic science of meaning in life, in this paper we propose that work entails a host of experiences that foster meaning in life. We begin by defining meaning in life, noting its placement within the broader well-being literature
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The dysfunctions of power in teams: A review and emergent conflict perspective Research in Organizational Behavior Pub Date : 2017-10-31 Lindred L. Greer, Lisanne Van Bunderen, Siyu Yu
We review the new and growing body of work on power in teams and use this review to develop an emergent theory of how power impacts team outcomes. Our paper offers three primary contributions. First, our review highlights potentially incorrect assumptions that have arisen around the topic of power in teams and documents the areas and findings that appear most robust in explaining the effects of power
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Innovation with field experiments: Studying organizational behaviors in actual organizations Research in Organizational Behavior Pub Date : 2017-10-31 Oliver P. Hauser, Elizabeth Linos, Todd Rogers
Organizational scholarship centers on understanding organizational context, usually captured through field studies, as well as determining causality, typically with laboratory experiments. We argue that field experiments can bridge these approaches, bringing causality to field research and developing organizational theory in novel ways. We present a taxonomy that proposes when to use an audit field
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The creation of opportunity is an opportunity to create: Entrepreneurship as an outlet for the legacy motive Research in Organizational Behavior Pub Date : 2017-10-28 Matthew Fox, Kimberly Wade-Benzoni
As evidence has accumulated that entrepreneurs may pay a financial penalty for their career choice, researchers have struggled to explain the motivation that might lead individuals to pursue the creation of new firms, technologies, and opportunities. We introduce the desire to leave a legacy as both a common source of motivation for many entrepreneurs, and a source of variation, as entrepreneurs who
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Organizational identification and workplace behavior: More than meets the eye Research in Organizational Behavior Pub Date : 2017-10-20 Steven L. Blader, Shefali Patil, Dominic J. Packer
Organizational identification is a theoretically profound and practically important construct. It fundamentally transforms the relationship between employees and their work organizations, because highly identified employees integrate their organizational memberships with their sense of who they are. This transformation enhances highly identified employees’ work performance and contributions to the
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Where did “Tex-Mex” come from? The divisive emergence of a social category Research in Organizational Behavior Pub Date : 2017-10-18 Dennis Ray Wheaton, Glenn R. Carroll
Research on social categories has become one of the more active lines of research on organizations. Much of this research presumes the pre-existence of at least the “seed” of the category and then proceeds to study and explain how the category developed and became institutionalized. By contrast, this study joins several recent others in attempting to identify and explain why a previously non-existent
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A Saul Alinsky primer for the 21st century: The roles of cultural competence and cultural brokerage in fostering mobilization in support of change Research in Organizational Behavior Pub Date : 2017-10-14 Simona Giorgi, Jean M. Bartunek, Brayden G. King
How can a proponent of change mobilize groups and organizations in support of a common project? Building on an extensive review of social movement theorizing and action, we argue that shared interests, network connections, the availability of resources, and the emergence of political, market and corporate opportunities (the standard topics discussed in extant literature) may be necessary, but are often
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Transactive Goal Dynamics Theory: A relational goals perspective on work teams and leadership Research in Organizational Behavior Pub Date : 2016-11-25 Gráinne M. Fitzsimons, Esther Sackett, Eli J. Finkel
Transactive Goal Dynamics (TGD) Theory is a multi-level, relational theory of goal pursuit that can be used to understand behavior within organizational teams. The theory describes the nature of goal-related interdependence (called transactive density) within dyads and groups, and predicts when transactive density will have positive versus negative consequences for goal-related outcomes. TGD Theory
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Overconfidence at work: Does overconfidence survive the checks and balances of organizational life? Research in Organizational Behavior Pub Date : 2016-11-23 Nathan L. Meikle, Elizabeth R. Tenney, Don A. Moore
This review considers the role of overconfidence in organizational life, focusing on ways in which individual-level overconfidence manifests in organizations. The research reviewed offers a pessimistic assessment of the efficacy of either debiasing tools or organizational correctives, and identifies some important ways in which organizational dynamics are likely to exacerbate overconfidence among individuals
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Paradigm lost: Reinvigorating the study of organizational culture Research in Organizational Behavior Pub Date : 2016-11-21 Jennifer A. Chatman, Charles A. O’Reilly
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
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Betwixt and between identities: Liminal experience in contemporary careers Research in Organizational Behavior Pub Date : 2016-11-19 Herminia Ibarra, Otilia Obodaru
Liminality, defined as a state of being betwixt and between social roles and/or identities, is the hallmark of an increasingly precarious and fluctuating career landscape. The generative potential of the liminality construct, however, has been restricted by six key assumptions stemming from the highly institutionalized nature of the rites of passage originally studied. As originally construed, liminality
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Emotional division-of-labor: A theoretical account Research in Organizational Behavior Pub Date : 2016-11-17 Hillary Anger Elfenbein
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
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The dynamic componential model of creativity and innovation in organizations: Making progress, making meaning Research in Organizational Behavior Pub Date : 2016-11-17 Teresa M. Amabile, Michael G. Pratt
Leveraging insights gained through a burgeoning research literature over the past 28 years, this paper presents a significant revision of the model of creativity and innovation in organizations published in Research in Organizational Behavior in 1988. This update focuses primarily on the individual-level psychological processes implicated in creativity that have been illuminated by recent research