We describe experimental vignette methodology (EVM) as a way to address the dilemma of conducting experimental research that results in high levels of confidence regarding internal validity but is challenged by threats to external validity versus conducting nonexperimental research that usually maximizes external validity but whose conclusions are ambiguous regarding causal relationships. EVM studies consist of presenting participants with carefully constructed and realistic scenarios to assess dependent variables including intentions, attitudes, and behaviors, thereby enhancing experimental realism and also allowing researchers to manipulate and control independent variables. We describe two major types of EVM aimed at assessing explicit (i.e., paper people studies) and implicit (i.e., policy capturing and conjoint analysis) processes and outcomes. We offer best practice recommendations regarding the design and implementation of EVM studies based on a multidisciplinary literature review, discuss substant...

Best Practice Recommendations for Designing and Implementing Experimental Vignette Methodology Studies

The Logic of Survey Analysis.

The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance

More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive difference in the lives of others through one's work). Prior studies have highlighted the importance of prosocial motives, behaviors, and impact, and have enhanced our understanding of each of them. However, there has been little effort to systematically review and integrate these related lines of work in a way that furthers our understanding of prosociality in organizations. In this article, we provide an overview of the current state of the literature, highlight key findings, identify major research themes, and address important controversies and debates...

The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations

Progressing in the change journey towards sustainability in healthcare: the role of ‘Green’ HRM

Summary
During the past 30 years, interest in organizational citizenship behaviors (OCBs) has grown substantially. Although much of the early empirical research in this domain was directed at the individual level of analysis, more recently, researchers have focused their attention on identifying the outcomes of group-level or unit-level OCBs, as well as the mediating mechanisms and boundary conditions of the relationships between OCBs and unit-level outcomes. Therefore, the purpose of this article is to provide a summary of the extant literature in this area. First, we discuss the applicability of the types of OCB to the unit level of analysis. Following this, we provide a summary of the literature examining outcomes of unit-level OCBs, with particular attention paid to the mediators and moderators of the relationship between OCBs and unit effectiveness. Next, we examine the methodological characteristics of studies conducted in this research domain. Finally, we make a series of conceptual and methodological recommendations regarding future research on the consequences of unit-level OCBs. Copyright © 2014 John Wiley & Sons, Ltd.

Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research

The attention paid to intraindividual phenomena in applied psychology has rapidly increased during the last two decades. However, the design characteristics of studies using daily experience sampling methods and the proportion of within-person variance in the measures employed in these studies vary substantially. This raises a critical question yet to be addressed: are differences in the proportion of variance attributable to within- versus between-person factors dependent on construct-, measure-, design-, and/or sample-related characteristics? A multilevel analysis based on 1,051,808 within-person observations reported in 222 intraindividual empirical studies indicated that decisions about what to study (construct type), how to study it (measurement and design characteristics), and from whom to obtain the data (sample characteristics) predicted the proportion of variance attributable to within-person factors. We conclude with implications and recommendations for those conducting and reviewing applied intraindividual research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

What predicts within-person variance in applied psychology constructs? An empirical examination

While faultlines theory has received quite a bit of attention in the literature, there has been some inconsistency in findings regarding identity and information faultlines. Namely, identity faultlines do not always result in harmful social categorizations and information faultlines do not always increase information-processing capabilities. However, according to the categorization-elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), any category of diversity can result in categorization processes and intergroup bias. One key to understanding faultlines, therefore, lies in context-specific predictions. Building on this idea, we apply the CEM as an explanatory framework and examine threat as a contextual moderator of identity and information faultlines. We propose that threat mitigates the negative effects of activated identity faultlines on team creativity: an effect mediated by team psychological safety. In contrast, we propose that threat aggravates the negative effects of information faultlines on team decision-making: an effect mediated by status conflict. We test our hypotheses with 2 experiments and 184 teams, finding support for our predictions regarding identity faultlines and partial support for our predictions regarding information faultlines. Taken together, this study demonstrates the utility of the CEM for faultlines research, identifies an important boundary condition of the effects of identity and information faultlines, and challenges the notion that threat is always "bad" for teams. (PsycINFO Database Record

Fuse or fracture? Threat as a moderator of the effects of diversity faultlines in teams.

We conduct 3 experiments to examine how the effects of incivility on team creativity through team positive affect differ depending on the gender of the incivil team member We argue that the incivil behavior of 1 team member decreases team positive affect, thereby decreasing team creativity We then propose that the gender of the incivil team member plays a significant role in team member reactions We draw on role congruity theory, which posits that individuals respond positively toward those whom they perceive as adhering to societal norms, and negatively to those who do not Accordingly, we found that team positive affect decreased significantly when a woman behaved incivilly compared with when a man behaved incivilly due to the agentic and aggressive nature of the behavior Lower team positive affect then decreased team creativity Interestingly, team positive affect was not affected when a man behaved incivilly We consider the implications of our work across several different literatures and discuss interesting directions for future research (PsycInfo Database Record (c) 2021 APA, all rights reserved)

Incivility and creativity in teams: Examining the role of perpetrator gender.

Supported by meta-analytic evidence, the general consensus in the teams literature is that the more a team communicates, the better. However, one type of communication that appears at odds with thi...

Trevor M. Spoelma

Papers

Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research

What predicts within-person variance in applied psychology constructs? An empirical examination

Fuse or fracture? Threat as a moderator of the effects of diversity faultlines in teams.

Incivility and creativity in teams: Examining the role of perpetrator gender.

More than idle talk: Examining the effects of positive and negative team gossip