Showing papers in "Organizational Behavior and Human Decision Processes in 2007"

TL;DR: This paper examined the impact of deliberating about donation decisions on generosity and found that when thinking deliberatively, people discount sympathy towards identifiable victims but fail to generate sympathy toward statistical victims, resulting in an overall reduction in caring and giving.

TL;DR: The past and current states of research on social comparison are reviewed in this paper with regard to a series of major theoretical developments that have occurred in the past 5 decades, including classic social comparison theories, fear-affiliation theory, downward comparison theory, social comparison as social cognition and individual differences in social comparison.

TL;DR: This article found that women were less inclined than men to negotiate, and nervousness explained this effect, while male evaluators penalized female candidates more than male candidates for initiating negotiations, and there was no gender difference when evaluator was female.

TL;DR: In this paper, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a beneficiary; caller in two control groups read a letter from the beneficiary and discussed it amongst themselves or had no exposure to him, and the intervention group displayed significantly greater persistence and job performance than the control groups.

TL;DR: In this paper, the authors systematically analyze the role of social comparison processes in organizations and describe how they have been used to explain six key areas of organizational inquiry: (1) organizational justice, (2) performance appraisal, (3) virtual work environments, affective behavior in the workplace, (4) stress, and (5) leadership.

TL;DR: The authors investigated the effects of transformational and transactional leadership styles and communication media on team interaction styles and outcomes, and found that the mean constructive interaction score was higher in FTF than videoconference and chat teams.

TL;DR: The authors argue that the two biases are positively related because they share a common psychological basis in subjective feelings of competence, but that the hard-easy reversal is both empirically possible and logically necessary under specifiable conditions.

TL;DR: In this paper, the authors present evidence that people believe that they are below average on skill-based tasks that are difficult and a simple Bayesian explanation can account for these effects and for their robustness.

TL;DR: In this article, the effects of group membership change on group cognition and performance were analyzed to determine how groups can simultaneously leverage oldtimers' collective knowledge and a newcomer's expertise.

TL;DR: In this paper, a theory of symbolic attraction is presented that posits social-identity consciousness as a moderator of the relation between symbolic inferences about organizations (e.g., this company is dynamic and innovative) and attraction to those organizations.

TL;DR: The authors compared the cross-cultural formation and reactions toward overall fairness perception of employees from the US, China, Korea, and Japan, and found that overall fairness showed a stronger effect on turnover intention for Americans than for Chinese and Koreans.

TL;DR: This paper examined the effect of guided reflection on team processes and performance, based on West's (1996, 2000) concept of reflexivity, and found that individual reflexivity was superior to group reflexivity.

TL;DR: In this article, the authors argue that thinking about power involves mental simulation of vertical location, and they show that a longer vertical line increased judged power, and that this effect persists when longer (vs. shorter) vertical lines are presented in an independent priming task and not in an organization chart.

TL;DR: In this paper, the authors examined the effect of uncertainty-related antecedents on the frequency of upward and downward social comparison in job search behaviors and found that role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison.

TL;DR: In this paper, the authors propose that a more distal time perspective activates an idealistic versus a pragmatic self, and that self-activation influences the preference between two major motives: maximizing identity versus instrumental benefits.

TL;DR: In this article, a series of questions were posed to judges and they were presented with several opinions from an ecological pool of advisory estimates (Experiment 1), or with arti-cial advice (Experimental 2); they provided their revised estimates.

TL;DR: This paper examined the effects of felt accountability, political skill, and job tension on job performance ratings and found that political skill most strongly moderated the job tension-job performance ratings linkage, whereas felt accountability was more sensitive to job tension.

TL;DR: In this paper, the authors identify three alternative models of justice and attitudes, and use customer responses to complaint handling to test these alternative conceptualizations, which generally support a mediated model, wherein event attitudes mediate the effect of justice perceptions on system-related attitudes.

TL;DR: This article found that knowledge of team names increased the confidence of basketball fans consistent with their belief that this knowledge improved their predictions, while reducing their reliance on statistical cues, leading to a bias to bet on more familiar teams against statistical odds.

TL;DR: For instance, the authors found that priming a sense of personal objectivity increased gender discrimination, particularly among decision-makers who endorsed stereotypic beliefs or who had stereotypic thoughts made cognitively accessible through implicit priming.

TL;DR: This paper found that decision makers respond to diverging performance indicators in a self-enhancing manner, that is, they gave importance to a secondary performance indicator only when it helped them maintain a sense of positive performance.

TL;DR: This paper reviewed the new theories that have been proposed to explain the fact that better-than-average effects are isolated to common behaviors and abilities, and that people believe themselves to be below average with respect to rare behaviors and uncommon abilities.

TL;DR: This paper found that people are more willing to extend such help when the victims are identified, particularly when the target of help is a single individual, but only when the perceivers regard the victims as belonging to their own in-group.

TL;DR: The authors found that the absence-related norms of an individual's work-based referent others will have a significant effect on the likelihood of excessive absence behavior, even when taking into account the absence norms associated with the formal organizational units within which these referent groups are often nested.

TL;DR: In this paper, the authors developed a culture-contingent model of trust formation in emergent relationships by comparing how trust-warranting signs shape attributions of trustworthiness to unfamiliar trustees in collectivist versus individualist cultures.

TL;DR: This article investigated two types of metaphors in stock market commentary: agent metaphors describe price trajectories as volitional actions and object metaphors describe them as movements of inanimate objects, and found that the rate of agentic metaphors would depend on the trend direction (upday vs. downday) and steadiness (steady vs. unsteady).

TL;DR: This article found that people paid by the hour applied mental accounting rules to time that are typically only applied to money, and that participants' prior exposure to hourly payment was associated with a greater willingness to trade more time for money.

TL;DR: Garcia et al. as discussed by the authors showed that an upward comparison on the scale (e.g., being surpassed in rank), rather than in the mere task (i.e., being outperformed), is necessary to generate competition among rivals proximate to a standard.

TL;DR: In this paper, the role of organizational variables in shaping the basic sub-processes in social comparison, such as the selection of referents, is examined, and the meaning of level of analysis is discussed.

TL;DR: This article examined the influence that social category diversity has on individual levels of motivation and found that individuals increase their effort more when being outperformed by an out-group instead of an in-group member.