Organizational Behavior and Human Decision Processes
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#1M. Ena Inesi (LBS: London Business School)H-Index: 10
#2Gabrielle S. Adams (UVA: University of Virginia)H-Index: 9
Last. Anurag Gupta (LBS: London Business School)
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Abstract Indirect reciprocity – the notion that third-party observers offer rewards to prosocial actors – is known to increase levels of cooperative behavior. Yet we know relatively little about how people decide to grant indirect reciprocity. This process is complex because it relies on assessing moral character, which is unobservable. In the current research, we identify a salient cue in the social environment that observers use to calibrate their indirect reciprocity: power differences. Acros...
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#1Julia D. Hur (NYU: New York University)
#1Julia D. HurH-Index: 2
Last. Ashley V. WhillansH-Index: 11
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Abstract Most working adults report spending very little time with friends and family. The current research explores the aspects of work that encourage employees to spend less time with personal ties. We show that incentive systems play a critical role in shaping how people allocate their time to different relationship partners. Across three experiments, one survey, and one large-scale archival data set (N = 77,302), exposure to performance incentives encouraged employees to spend more time with...
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#1Raphael Flepp (UZH: University of Zurich)H-Index: 5
#2Philippe Meier (UZH: University of Zurich)H-Index: 3
Last. Egon Franck (UZH: University of Zurich)H-Index: 30
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Abstract We test the realization effect, i.e., that risk-taking is greater after paper outcomes than after realized outcomes, using gambling data from a real casino. During a particular casino visit, customers likely perceive that gains and losses are paper outcomes, whereas leaving the casino realizes the final account balance. Using individual-level slot machine gambling records, we find that risk-taking after both paper losses and paper gains increases within a visit and that this effect is m...
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#1Catarina R. Fernandes (Emory University)
#2Siyu Yu (Rice University)H-Index: 6
Last. Nathan C. Pettit (NYU: New York University)H-Index: 11
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Abstract Individuals belong to multiple groups across various domains of life, which in aggregate constitute a portfolio of potentially distinct levels of experienced status. We propose a two-factor model for assessing the effects of an individual’s status portfolio, based on status average (mean status level across groups) and status variance (degree to which status varies across those groups). Five studies using samples in general-life and work-specific contexts reveal the importance of both s...
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#1Huy Le (UTSA: University of Texas at San Antonio)H-Index: 25
#2Liyao Pan (State University of New York at Oneonta)
Abstract Justice scholars have raised concerns about the potential redundancy of organizational justice constructs as their measures were often found to be highly correlated with one another. However, investigation into the problem has been difficult because measurement artifacts attenuated correlations between measures, masking the true extent of construct overlaps. Applying a recent methodological advance that allows correcting for the biasing effect of measurement artifacts, we conducted two ...
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#1Francesca Valsesia (SC: University of Southern California)H-Index: 1
#2Joseph C. Nunes (SC: University of Southern California)H-Index: 21
Last. Andrea Ordanini (SC: University of Southern California)H-Index: 22
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Abstract This work investigates self-promotion partitioning, a strategy used in group conversations by self-promoters trying to overcome the self-promotion dilemma – a desire to share self-enhancing information without appearing to be overtly bragging. Self-promotion partitioning occurs when individuals partition their audience by addressing one or more specific recipients, deliberately turning unaddressed recipients into “bystanders.” Across a series of experiments and the analysis of secondary...
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Abstract This research studied difficult-to-pronounce product names which are prevalent in certain product categories. In study 1, consumers tried golf balls that varied in name pronounceability but were otherwise identical and, despite direct experience, concluded balls with difficult versus easy-to-pronounce names were less controllable and less preferable. In study 2, consumers were asked to look for a dog that was highly (less highly) controllable for an urban (rural) setting, and the dog wi...
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#1Michael Schaerer (Singapore Management University)H-Index: 10
#2Trevor A. Foulk (UMD: University of Maryland, College Park)H-Index: 10
Last. Satish Krishnan (Indian Institute of Management Kozhikode)H-Index: 12
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Abstract Due to its pervasive negative consequences, failing to understand the origins of paranoia can be costly for organizations. Prior research suggests that powerful employees are particularly likely to experience paranoia as others want to exploit the resources they control, implying that employees low in power should feel less paranoid. In contrast, we build on Conservation of Resources Theory and sociocultural perspectives of power to argue that the inherent vulnerability associated with ...
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#1Daniel A. Effron (LBS: London Business School)H-Index: 17
#2Medha Raj (SC: University of Southern California)H-Index: 4
Abstract Imagine your boss asks you to evaluate the work performance of a coworker whom you happen to like or dislike for reasons unrelated to the performance. This situation poses an interpersonal conflict of interest because the fact that you like or dislike the coworker could undermine your professional obligation to offer an objective evaluation. We hypothesize that people are less likely to disclose conflicts of interest that involve disliking as opposed to liking, because they worry that d...
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