Research in Organizational Behavior 
This is an RSS file. You can use it to subscribe to this data in your favourite RSS reader or to display this data on your own website or blog.
This is an RSS file. You can use it to subscribe to this data in your favourite RSS reader or to display this data on your own website or blog.The ethical mirage: A temporal explanation as to why we are not as ethical as we think we are
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Ann E. Tenbrunsel , Kristina A. Diekmann , Kimberly A. Wade-Benzoni , Max H. Bazerman This paper explores the biased perceptions that people hold of their own ethicality. We argue that the temporal trichotomy of prediction, action and recollection is central to these misperceptions: People predict that they will behave more ethically than they actually do, and when evaluating past (un)ethical behavior, they believe they behaved more ethically than they actually did. We use the “want/should” theoretical framework to explain t...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Strategic use of emotional intelligence in organizational settings: Exploring the dark side
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Martin Kilduff , Dan S. Chiaburu , Jochen I. Menges Emotional intelligence (EI) comprises a set of abilities related to detecting, using, understanding and managing emotion. Research and discussion of EI has disproportionately focused on prosocial outcomes and has neglected the possibility that individuals high in EI may use their skills to advance their own interests, even at the expense of others. Just as the cognitively smart person may be able to understand options and draw conclusions quickly and competently, so the emotiona...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
On the meaning of work: A theoretical integration and review
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Brent D. Rosso , Kathryn H. Dekas , Amy Wrzesniewski The meaning of work literature is the product of a long tradition of rich inquiry spanning many disciplines. Yet, the field lacks overarching structures that would facilitate greater integration, consistency, and understanding of this body of research. Current research has developed in ways that have created relatively independent domains of study that exist in silos organized around various sources of meaning and meaningfulness. In this paper, we review the meaning of work lit...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
The functions and dysfunctions of hierarchy
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Cameron Anderson , Courtney E. Brown Functionalist accounts of hierarchy, longstanding in the social sciences, have gained recent prominence in studies of leadership, power, and status. This chapter takes a critical look at a core implication of the functionalist perspective – namely, that steeper hierarchies help groups and organizations perform better than do flatter structures. We review previous research relevant to this question, ranging from studies of communication structures in small groups to studies of compensation sys...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Corporations and economic inequality around the world: The paradox of hierarchy
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Gerald F. Davis , J. Adam Cobb Using time-series data from the US since 1950 and from 53 countries around the world in 2006, this chapter documents a strong negative relation between an economy's employment concentration (that is, the proportion of the labor force employed by the largest 10, 25, or 50 firms) and its level of income inequality. Within the US, we find that trends in the relative size of the largest employers (up in the 1960s and 1970s, down in the 1980s and 1990s, up in the 2000s) are directly linked to changes in i...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
An organizational approach to undoing gender: The unlikely case of offshore oil platforms
Publication date: 2010 Source:Research in Organizational Behavior, Volume 30 Author(s): Robin J. Ely , Debra E. Meyerson This case study of two offshore oil platforms illustrates how an organizational initiative designed to enhance safety and effectiveness created a culture that unintentionally released men from societal imperatives for “manly” behavior, prompting them to let go of masculine-image concerns and to behave instead in counter-stereotypical ways. Rather than proving how tough, proficient, and cool-headed they were, as was typical of men in other dangerous workplaces, platform workers readily acknowled...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Corrigendum to “On the meaning of work: A theoretical integration and review” [Res. Organ. Behav. 30 (2010) 91–127]
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Brent D. Rosso , Kathryn H. Dekas , Amy Wrzesniewski (Source: Research in Organizational Behavior)
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Best practices: How to evaluate psychological science for use by organizations
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Susan T. Fiske , Eugene Borgida We discuss how organizations can evaluate psychological science for its potential usefulness to their own purposes. Common sense is often the default but inadequate alternative, and bench-marking supplies only collective hunches instead of validated principles. External validity is an empirical process of identifying moderator variables, not a simple yes–no judgment about whether lab results replicate in the field. Hence, convincing criteria must specify what constitutes high-quality empirical evi...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Does capitalism produce an entrepreneurial class?
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Martin Ruef , David Reinecke This paper probes the conditions under which we might expect an entrepreneurial middle class of independent shopkeepers, merchants, professionals, and small manufacturers to expand or decline with capitalist development. We highlight the predictions offered by structural and Marxist accounts of middle class formation and apply them critically to four cases, including the early American Republic, industrializing England, Tsarist Russia, and the U.S. South during the antebellum–postbellum transition. O...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
How do networks matter? The performance effects of interorganizational networks
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Ranjay Gulati , Dovev Lavie , Ravindranath (Ravi) Madhavan A growing body of research suggests that an organization's ties to other organizations furnish resources that bestow various benefits. Scholars have proposed different perspectives on how such networks of ties shape organizational behavior and performance outcomes, but they have paid little attention to the underlying mechanisms driving these effects. We propose reach, richness, and receptivity as three fundamental mechanisms that jointly constitute a parsimonious model f...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Generations in organizations
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Aparna Joshi , John C. Dencker , Gentz Franz Despite a rich tradition of scholarship across many disciplines, organizational research on the topic of generations has been relatively scarce. In this article we develop a framework for studying generations in organizations that draws on multiple conceptualizations across multiple disciplines. Our framework distills two distinct critical elements that give ‘generations’ agency in organizational settings – chronology (the idea that a unique location in time creates a ‘generati...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Organizational errors: Directions for future research
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Paul S. Goodman , Rangaraj Ramanujam , John S. Carroll , Amy C. Edmondson , David A. Hofmann , Kathleen M. Sutcliffe The goal of this chapter is to promote research about organizational errors—i.e., the actions of multiple organizational participants that deviate from organizationally specified rules and can potentially result in adverse organizational outcomes. To that end, we advance the premise that organizational errors merit study in their own right as an organizational-level phenomenon of growing theoretical and manage...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
Adaptive leadership theory: Leading and following as a complex adaptive process
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): D. Scott DeRue In this article, I develop a theory explaining how recurring patterns of leading–following interactions produce emergent leader–follower identities, relationships and social structures that enable groups to develop and adapt in dynamic contexts. In describing this emergent leading–following process, I attempt to shift the theoretical focus away from people as leaders or followers, and instead foreground the evolutionary value of a dynamic and fluid leading–following process. By emphasizing an interactive and ...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
“Doing well by doing good”? Ambivalent moral framing in organizations
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Tamar A. Kreps , Benoît Monin Responding to conflicting pressures to justify decisions both in terms of ethical standards and in terms of self-interested rationality, actors in organizations often make the dubious claim that value-driven goals are good for business. Whereas much work has already explored cases where moral and self-interested rationales clash, this review explores situations where they coincide, and discusses the factors that would lead a manager to choose to publicly frame an issue in moral or pragmatic terms. We...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
The dynamics of warmth and competence judgments, and their outcomes in organizations
Publication date: 2011 Source:Research in Organizational Behavior, Volume 31 Author(s): Amy J.C. Cuddy , Peter Glick , Anna Beninger Two traits – warmth and competence – govern social judgments of individuals and groups, and these judgments shape people's emotions and behaviors. The present chapter describes the causes and consequences of warmth and competence judgments; how, when and why they determine significant professional and organizational outcomes, such as hiring, employee evaluation, and allocation of tasks and resources. Warmth and competence represent the central dimensions of group stereotypes, the m...
Source: Research in Organizational Behavior - November 3, 2014 Category: Psychiatry & Psychology Source Type: research
