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“Take it or leave it!” A choice mindset leads to greater persistence and better outcomes in negotiations
Publication date: July 2019Source: Organizational Behavior and Human Decision Processes, Volume 153Author(s): Anyi Ma, Yu Yang, Krishna SavaniAbstractNegotiators often elicit concessions from their counterparts by using ultimatums. The present research asks: Why do some negotiators either concede to ultimatums or leave the bargaining table, whereas others simply ignore ultimatums and continue negotiating? Six studies examined the role of a choice mindset. Negotiators who recalled their past choices perceived greater negotiation room than negotiators who recalled past no-choice actions (Study 1). Negotiators who thought abo...
Source: Organizational Behavior and Human Decision Processes - May 28, 2019 Category: Psychiatry & Psychology Source Type: research

Updating impressions: The differential effects of new performance information on evaluations of women and men
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Madeline E. Heilman, Francesca Manzi, Suzette CaleoAbstractIn three experimental studies we investigated whether changes in performance would have different consequences on the competence perceptions and performance evaluations of women and men whose earlier performance had been unmistakably successful or unsuccessful. We reasoned that the ambiguity created by new performance information that was inconsistent with previous performance information would facilitate stereotype-based gender bias. The results provided su...
Source: Organizational Behavior and Human Decision Processes - May 25, 2019 Category: Psychiatry & Psychology Source Type: research

Deception as competence: The effect of occupational stereotypes on the perception and proliferation of deception
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Brian C. Gunia, Emma E. LevineAbstractDeception is common but widely condemned. The current research examines why. Integrating theories of selling, stereotypes, and negotiation—and challenging much research and rhetoric on deception—we document that perceivers do not always disapprove of deceivers. Instead, they conclude that deceivers will be competent in certain occupations: those in which a selling orientation (SO) is stereotypically seen as integral to the job. We first introduce SO as an occupational stereo...
Source: Organizational Behavior and Human Decision Processes - May 25, 2019 Category: Psychiatry & Psychology Source Type: research

Development of a bipartite measure of social hierarchy: The perceived power and perceived status scales
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Andrew Yu, Nicholas A. Hays, Emma Y. ZhaoAbstractRecent advances in social hierarchy research highlight that power and status are two prevalent but distinct bases of hierarchy. However, these distinctions have yet to be thoroughly explored in contexts where power and status coexist and can covary. This is, in part, due to the lack of an appropriate measure capable of capturing power and status as distinct constructs. In order to advance research on social hierarchy and bridge the empirical findings from social psych...
Source: Organizational Behavior and Human Decision Processes - May 18, 2019 Category: Psychiatry & Psychology Source Type: research

Do status incentives undermine morality-based status attainment? Investigating the mediating role of perceived authenticity
Publication date: Available online 17 May 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Feng Bai, Grace Ching Chi Ho, Wu LiuAbstractWe propose that status incentives weaken the relationship between moral behaviors and status conferral by undermining perceptions of authenticity. Across two experiments among diverse samples of participants, evidence indicates that observers question the authenticity of moral actors who are pursuing status incentives. Perceptions of authenticity mediate the interaction of moral behaviors and status incentives on status conferral. A third two-wave online survey rep...
Source: Organizational Behavior and Human Decision Processes - May 18, 2019 Category: Psychiatry & Psychology Source Type: research

Multiple equivalent simultaneous offers (MESOs) reduce the negotiator dilemma: How a choice of first offers increases economic and relational outcomes
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Geoffrey J. Leonardelli, Jun Gu, Geordie McRuer, Victoria Husted Medvec, Adam D. GalinskyAbstractThe tension that negotiators face between claiming and creating value is particularly apparent when exchanging offers. We tested whether presenting a choice among first offers (Multiple Equivalent Simultaneous Offers; MESOs) reduces this negotiator dilemma and increases economic and relational outcomes. Six experiments comparing MESOs to a single package-offer revealed three effects. First, MESOs produced stronger anchor...
Source: Organizational Behavior and Human Decision Processes - May 17, 2019 Category: Psychiatry & Psychology Source Type: research

The consequences of humility for leaders: A double-edged sword
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Cindy P. Zapata, Laura C. Hayes-JonesAbstractThough previous research finds that followers, teams, and organizations benefit when leaders express humility, drawing on leader categorization theory reveals negative consequences for the leader. We posit that displays of humility signal certain prototypical leader characteristics, such that expressed humility increases communal, but reduces agentic characteristics; given that both are positively associated with leadership, displays of humility differentially impact impo...
Source: Organizational Behavior and Human Decision Processes - May 17, 2019 Category: Psychiatry & Psychology Source Type: research

Being sensitive to positives has its negatives: An approach/avoidance perspective on reactivity to ostracism
Publication date: Available online 10 May 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): D. Lance Ferris, Shereen Fatimah, Ming Yan, Lindie H. Liang, Huiwen Lian, Douglas J. BrownAbstractWorkplace mistreatment is typically conceptualized as being exposed to a negative stimulus – for example, a threat, verbal abuse, or other forms of harassment. Consequently, we expect workplace mistreatment will have the greatest effect on individuals who are sensitive to the presence and absence of negative stimuli – or those with a strong avoidance temperament. Although this may be the rule for most mistre...
Source: Organizational Behavior and Human Decision Processes - May 11, 2019 Category: Psychiatry & Psychology Source Type: research

Humility breeds authenticity: How authentic leader humility shapes follower vulnerability and felt authenticity
Publication date: Available online 7 May 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Burak Oc, Michael A. Daniels, James M. Diefendorff, Michael R. Bashshur, Gary J. GregurasAbstractIntegrating existing work that considers the self through an interpersonal lens with theories pertaining to leader humility and authenticity, we develop a moderated mediation model that theorizes how and under what circumstances leader humility relates to follower felt authenticity. We argue that followers feel less vulnerable when their leaders express humility and further that this relation becomes weaker as the...
Source: Organizational Behavior and Human Decision Processes - May 8, 2019 Category: Psychiatry & Psychology Source Type: research

The prosocial side of power: How structural power over subordinates can promote social responsibility
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Leigh Plunkett Tost, Hana Huang JohnsonAbstractWe examine the effect of power on powerholders’ egocentric versus prosocial orientation toward others. We argue that power, particularly in collaborative settings such as teams and organizations, induces a sense of responsibility to those over whom one has power. This sense of responsibility is driven by two mechanisms: (1) norms about the benevolent use of power in organizations and (2) awareness that subordinates are dependent on the powerholder. This sense of respo...
Source: Organizational Behavior and Human Decision Processes - April 29, 2019 Category: Psychiatry & Psychology Source Type: research

Simplification and defaults affect adoption and impact of technology, but decision makers do not realize it
Publication date: Available online 22 April 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Peter Bergman, Jessica Lasky-Fink, Todd RogersAbstractA field experiment (N = 6976) examines how enrollment defaults affect adoption and impact of an education technology that sends weekly automated alerts on students’ academic progress to parents. We show that a standard (high-friction) opt-in process induces extremely low parent take-up (<1%), while a simplified process yields higher enrollment (11%). Yet, with such low take-up, both fail to improve average student achievement. Meanwhile, autom...
Source: Organizational Behavior and Human Decision Processes - April 23, 2019 Category: Psychiatry & Psychology Source Type: research

I’ll be there: Promises in the field
Publication date: Available online 20 April 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Rong Rong, Jared BartonAbstractAs promises are non-binding, they can be either fulfilled or broken. Previous lab and field research mostly examines the factors that explain fulfillment, as promising itself is difficult to randomly assign. We design a novel natural field experiment where subtle changes of words in an invitation email shifts the level of promise making among our subjects to test the causal effect of promises. Promises are positively related to experimental attendance, and using the invitatio...
Source: Organizational Behavior and Human Decision Processes - April 22, 2019 Category: Psychiatry & Psychology Source Type: research

The rules of exchange: The role of an exchange surplus in producing the endowment effect
Publication date: May 2019Source: Organizational Behavior and Human Decision Processes, Volume 152Author(s): Laurence Ashworth, Peter R. Darke, Lindsay McShane, Tiffany VuAbstractThe endowment effect is one of the most robust and well-studied phenomena in the behavioral decision literature. The dominant explanation for this effect is that loss aversion and/or the psychological value of ownership changes the subjective valuation of an item. The current research presents evidence for an alternative account of endowment that requires no shift in subjective value. We argue that (a) individuals will only agree to exchange (i.e....
Source: Organizational Behavior and Human Decision Processes - April 4, 2019 Category: Psychiatry & Psychology Source Type: research

Toward a theory of meta-paradoxical leadership
Publication date: Available online 3 April 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Craig L. Pearce, Christina L. Wassenaar, Yair Berson, Rivka Tuval-MashiachAbstractOrganizations are rife with paradoxes, yet we know very little about how leaders simultaneously handle multiple paradoxes. To address this question, we conducted a qualitative thematic analysis of 78 formal interviews conducted over a period of 13 months with leaders in a high-growth retail organization. We supplemented this primary data with review of records from meetings, email communications and company documents. We ide...
Source: Organizational Behavior and Human Decision Processes - April 3, 2019 Category: Psychiatry & Psychology Source Type: research

Pushing through the tension while stuck in the mud: Paradox mindset and escalation of commitment
Publication date: Available online 28 March 2019Source: Organizational Behavior and Human Decision ProcessesAuthor(s): Dustin J. SleesmanAbstractAfter investing resources in a course of action that is currently failing, individuals face the difficult and complex decision of how to respond to it. Extant research indicates that this situation entails a paradoxical tension: individuals feel compelled to continue the failing course, while also feeling pulled to respond to its negative feedback. I argue that individuals with a paradox mindset (i.e., the extent to which they accept and are energized by tensions) will respond to ...
Source: Organizational Behavior and Human Decision Processes - March 29, 2019 Category: Psychiatry & Psychology Source Type: research