Showing papers in "Research in Organizational Behavior in 2011"

TL;DR: In this paper, the authors describe 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.

TL;DR: The authors developed 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.

TL;DR: In this article, the authors propose reach, richness, and receptivity as three fundamental mechanisms that jointly constitute a parsimonious model for explaining how network resources contribute to organizational performance.

TL;DR: This article developed a framework for studying generations in organizations that draws on multiple conceptualizations across multiple disciplines, including chronology and genealogy, to characterize the linkages between generations and predict a wide range of organizational outcomes such as change/innovation, conflict, turnover and socialization.

TL;DR: In this paper, social class is defined as a dimension of the self that is rooted in objective material resources (via income, education, and occupational prestige) and corresponding subjective perceptions of rank vis-a-vis others.

TL;DR: In this article, the authors argue that organizational errors merit study in their own right as an organizational-level phenomenon of growing theoretical and managerial significance, and delineate organizational errors as a construct that is distinct from but related to individual-level errors, and draw attention to its multi-level antecedents, mediating processes and outcomes.

TL;DR: In this paper, a review explores situations where moral and self-interested rationales clash, and discusses the factors that would lead a manager to choose to publicly frame an issue in moral or pragmatic terms.

TL;DR: The authors argues that neither rules nor incentives can do the job in any situation that involves human interaction, and that what is needed is character, and most especially the character trait that Aristotle called practical wisdom.

TL;DR: In this article, 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 are investigated.

TL;DR: In this article, the authors argue that the psychological consequences and correlates of higher rank within organizations make the challenge more severe for managers, and they discuss four specific types of bad incentive systems that arise from these psychological tendencies in managers: those that over-emphasize compensation, generate weak motivation, offer perverse motivation, or are misaligned with organizational culture.

TL;DR: Generally accepted criteria for scientific quality and consensus are described, starting with peer review for quality, and scientific agreement in forms ranging from surveys of experts to meta-analyses to National Research Council consensus reports are described.