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Articles 1 - 30 of 217
Full-Text Articles in Business
On-Site Sensory Experience Boosts Acceptance Of Cultivated Chicken, Mark Chong, Angela K. Y. Leung, Tricia Marjorie Fernandez
On-Site Sensory Experience Boosts Acceptance Of Cultivated Chicken, Mark Chong, Angela K. Y. Leung, Tricia Marjorie Fernandez
Research Collection Lee Kong Chian School Of Business
This study set out to assess if presenting cultivated chicken in the context of a familiar meal, in a familiar dining setting, would motivate repeat consumption and recommendation. A survey of 107 diners was conducted at Huber's Butchery and Bistro in Singapore – the world's first butchery to serve cultivated meat – from April to June 2023. The findings showed that eating cultivated chicken significantly boosted post-consumption acceptance levels. In addition, cultivated chicken's tastiness may be a more important factor than its integration into a familiar meal or dish in fostering repeat consumption. Implications for the cultivated meat industry, limitations, …
The Link Between People's Social Perceptions Of Cultivated Meat Eaters And Their Acceptance Of Cultivated Meat, Xiaoyu Dai, Angela K. Y. Leung, Mark Chong
The Link Between People's Social Perceptions Of Cultivated Meat Eaters And Their Acceptance Of Cultivated Meat, Xiaoyu Dai, Angela K. Y. Leung, Mark Chong
Research Collection School of Social Sciences
Low consumer acceptance emerges as one important barrier to the introduction of cultivated meat, a novel food which offers an opportunity for more sustainable and ethical meat production. Due to the motives for impression management and self-esteem, one factor that could contribute to people's acceptance of cultivated meat is their perceptions of other individuals who consume cultivated meat. In the current research, two online survey studies with 393 Singaporean undergraduate students and 401 American adults were conducted to explore the perceptions of cultivated meat eaters. In both studies, participants were randomly assigned to read one of three profiles that described …
Personality Dynamics Turn Positive And Negative Mood Into Creativity, Ronald Bledow, Jana Kuhnel, Julius Kuhl
Personality Dynamics Turn Positive And Negative Mood Into Creativity, Ronald Bledow, Jana Kuhnel, Julius Kuhl
Research Collection Lee Kong Chian School Of Business
Introduction: Research on the link between affect and creativity rests on the assumption that creativity unfolds as a stimulus-driven response to affective states. We challenge this assumption and examine whether personality dynamics moderate the relationship of positive and negative mood with creativity.Theoretical Model: According to our model, personality dynamics that generate and maintain positive affect and down-regulate negative affect energize creativity. Based on this model, we expect high creativity in response to negative mood if people engage in self-motivation and achieve a reduction in negative mood. We further derive that individual differences in action versus state orientation moderate the within-person …
The Interpersonal Effects Of Emotional Expressions With Both And Single Valences On Work-Related Satisfaction: An Examination Of Emotions And Perceived Openness As Mediators, Ming-Hong Tsai
Research Collection School of Social Sciences
Work-related satisfaction has critical benefits. To predict work-related satisfaction, we investigated how a counterpart’s expressions of emotional complexity (both positive and negative emotions), positive emotions, and negative emotions influenced a perceiver’s work-related satisfaction during discussions over different work-relevant ideas. We conducted a three-wave coworker survey (N = 529) and an experiment with a confederate as a task partner (N = 378). The results consistently showed significant positive impacts of a counterpart’s emotional complexity and positive emotion expressions on a perceiver’s work-related satisfaction by enhancing the perceiver’s positive emotions and evaluation of the counterpart’s openness. Conversely, a counterpart’s negative emotion expression …
Going Beyond The Call Of Duty Under Conditions Of Economic Threat: Integrating Life History And Temporal Dilemma Perspectives, Nina Sirola
Research Collection Lee Kong Chian School Of Business
Under conditions of economic threat, such as during economic downturns, organizations can benefit from employees’ willingness to go beyond the call of duty and engage in organization-directed citizenship behavior (OCBO). Yet, such behavior is discretionary and competes for time with employees’ other interests and priorities. I integrate life history theory with the temporal dilemma perspective on organizational citizenship behavior to propose that childhood environments sensitize individuals to prioritize different goals in response to economic threat later in life. Consistent with strategies for responding to threat that are functional in their childhood environments, employees from wealthier backgrounds respond to economic threat …
Effects Of Framing, Nomenclature, And Aversion To Tampering With Nature On Consumer Acceptance Of Cultivated Meat In Singapore, Mark Chong, Angela K. Y. Leung, Tricia M. Fernandez, Shu Tian Ng
Effects Of Framing, Nomenclature, And Aversion To Tampering With Nature On Consumer Acceptance Of Cultivated Meat In Singapore, Mark Chong, Angela K. Y. Leung, Tricia M. Fernandez, Shu Tian Ng
Research Collection Lee Kong Chian School Of Business
This paper comprises a qualitative (Study 1) and a quantitative phase (Study 2). Study 1 aimed to find out what frames and nomenclature would appeal most to meat eaters – including consumers who have eaten cultivated chicken – in Singapore. It also aimed to discover whether perceptions of cultivated meat's naturalness varied across different age groups. Study 2 assessed which message frame and nomenclature were most effective in fostering consumer acceptance of cultivated meat. In addition, it investigated if age was related to the perception of cultivated meat's naturalness and acceptance, and whether aversion to tampering with nature was negatively …
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark
Research Collection Lee Kong Chian School Of Business
A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. …
Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back
Interpersonal Behavior In Assessment Center Role-Play Exercises: Investigating Structure, Consistency, And Effectiveness, Simon M. Breil, Filip Lievens, Boris Forthmann, Mitla D. Back
Research Collection Lee Kong Chian School Of Business
Although the behaviors displayed by assessees are the currency of assessment centers (ACs), they have remained largely unexplored. This is surprising because a better understanding of assessees' behaviors may provide the missing link between research on the determinants of assessee performance and research on the validity of performance ratings. Therefore, this study draws on behavioral personality science to scrutinize the behaviors that assessees express in interpersonal AC exercises. Our goals were to investigate (a) the structure of interpersonal behaviors, (b) the consistency of these behaviors across AC exercises, and (c) their effectiveness. We obtained videotaped performances of 203 assessees who …
Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath
Overcoming Procrastination: Time Pressure And Positive Affect As Compensatory Routes To Action, Jana Kuhnel, Ronald Bledow, Angela Kuonath
Research Collection Lee Kong Chian School Of Business
The current work seeks to identify factors that support action initiation from the theoretical lens of self-regulation. Specifically, we focus on factors that reduce procrastination, the delay of the initiation or completion of activities. We draw from action control theory and propose that positive affect operates as a personal and time pressure as a situational factor that unblock routes to action. High positive affect makes people less prone to procrastination because positive affect reduces behavioral inhibition and facilitates the enactment of intentions. By contrast, when positive affect is low, people depend on time pressure as an action facilitating stimulus. We …
Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Why Employees Accept Lower Pay At Mission-Oriented Companies, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Research Collection Lee Kong Chian School Of Business
Today’s companies are likely to tout how their work benefits human welfare or “makes the world a better place.” Recent research suggests that this may come with a potential financial drawback for workers, as it can inhibit them from negotiating for higher pay. Over five studies, job candidates consistently reported that they worried asking for higher pay from these companies would be seen as greedy or inappropriate. This suggests they are aware of a common bias, known as motivation purity bias, where managers believe employees interested in material rewards of work (such as pay) are less motivated than those motivated …
The Effects Of Language-Related Misunderstanding At Work, John Fiset, Devasheesh P. Bhave, Nilotpal Jha
The Effects Of Language-Related Misunderstanding At Work, John Fiset, Devasheesh P. Bhave, Nilotpal Jha
Research Collection Lee Kong Chian School Of Business
Demographic, technological, and global trends have brought the language used at the workplace to the forefront. A growing body of research reveals that language could result in misunderstanding at work, and influence employees' performance and attitudinal outcomes. Language at work encompasses standard language (e.g., English) as well as several hybrid forms of language (non-native accents, code-switching, and jargon). We delineate how these forms of language could result in misunderstanding. We then identify relational, affective, and informational mechanisms that underlie the relationship between language-related misunderstanding and employees' performance and attitudinal outcomes, and highlight key boundary conditions. In doing so, we uncover …
The Mutual Constitution Of Culture And Psyche: The Bidirectional Relationship Between Individuals’ Perceived Control And Cultural Tightness-Looseness, Anyi Ma, Krishna Savani, Fangzhou Liu, Kenneth Tai, Aaron C. Kay
The Mutual Constitution Of Culture And Psyche: The Bidirectional Relationship Between Individuals’ Perceived Control And Cultural Tightness-Looseness, Anyi Ma, Krishna Savani, Fangzhou Liu, Kenneth Tai, Aaron C. Kay
Research Collection Lee Kong Chian School Of Business
According to the theory of mutual constitution of culture and psyche, just as culture shapes people, individuals’ psychological states can influence culture. We build on compensatory control theory, which suggests that low personal control can lead people to prefer societal systems that impose order, to examine the mutual constitution of personal control and cultural tightness. Specifically, we tested whether individuals’ lack of personal control increases their preference for tighter cultures as a means of restoring order and predictability, and whether tighter cultures in turn reduce people’s feelings of personal control. Seven studies (five preregistered) with participants from the United States, …
Arousing Motives Or Eliciting Stories? On The Role Of Pictures In A Picture–Story Exercise, Philipp Schäpers, Stefan Krumm, Filip Lievens, Nikola Stenzel
Arousing Motives Or Eliciting Stories? On The Role Of Pictures In A Picture–Story Exercise, Philipp Schäpers, Stefan Krumm, Filip Lievens, Nikola Stenzel
Research Collection Lee Kong Chian School Of Business
Picture–story exercises (PSE) form a popular measurement approach that has been widely used for the assessment of implicit motives. However, current theorizing offers two diverging perspectives on the role of pictures in PSEs: either to elicit stories or to arouse motives. In the current study, we tested these perspectives in an experimental design. We administered a PSE either with or without pictures. Results from N = 281 participants revealed that the experimental manipulation had a medium to large effect for the affiliation and power motive domains, but no effect for the achievement motive domain. We conclude that the herein chosen …
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Multiple, Speeded Assessments Under Scrutiny: Underlying Theory, Design Considerations, Reliability, And Validity, Christoph N. Herde, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Recently, multiple, speeded assessments (e.g., “speeded” or “flash” role-plays) have made rapid inroads into the selection domain. So far, however, the conceptual underpinning and empirical evidence related to these short, fast-paced assessment approaches has been lacking. This raises questions whether these speeded assessments can serve as reliable and valid indicators of future performance. This paper uses the notions of stimulus and response domain sampling to conceptualize multiple, speeded behavioral job simulations as a hybrid of established simulation-based selection methods. Next, we draw upon the thin slices of behavior paradigm to theorize about the quality of ratings made in multiple, speeded …
Work Effort: A Conceptual And Meta-Analytic Review, Chad H. Van Iddekinge, John D. Arnold, Herman Aquinis, Jonas W. B. Lang, Filip Lievens
Work Effort: A Conceptual And Meta-Analytic Review, Chad H. Van Iddekinge, John D. Arnold, Herman Aquinis, Jonas W. B. Lang, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Work effort has been a key concept in management theories and research for more than a century. Maintaining and increasing employee effort also is a persistent concern to managers. The goal of the present conceptual and meta-analytic review was to increase clarity and consensus regarding what effort is and how to measure it. First, we reviewed conceptualizations of effort and provided an integrated definition that views effort as a direct outcome of motivation that captures (a) what employees work on, (b) how hard they work, and (c) how long they persist in that work. Second, we identified four main ways …
Biting The Hand That Feeds: A Status-Based Model Of When And Why Receiving Help Motivates Social Undermining, Kenneth Tai, Katrina Jia Lin, Catherice K. Lam, Wu Liu
Biting The Hand That Feeds: A Status-Based Model Of When And Why Receiving Help Motivates Social Undermining, Kenneth Tai, Katrina Jia Lin, Catherice K. Lam, Wu Liu
Research Collection Lee Kong Chian School Of Business
Social exchange theory suggests that after receiving help, people reciprocate by helping the original helpgiver. However, we propose that help recipients may respond negatively and harm the help giver when they perceive helping as a status threat and experience envy. Integrating the helping as status relations framework and the social functional perspective of envy, we examine when and why receiving help may prompt help recipients to undermine help givers. Across four studies, we find progressive support for our results, which show that when individuals receive task-related help from help givers who are perceived to be more, rather than less, competent …
Automatic Scoring Of Speeded Interpersonal Assessment Center Exercises Via Machine Learning: Initial Psychometric Evidence And Practical Guidelines, Louis Hickman, Christoph N. Herde, Filip Lievens, Louis Tay
Automatic Scoring Of Speeded Interpersonal Assessment Center Exercises Via Machine Learning: Initial Psychometric Evidence And Practical Guidelines, Louis Hickman, Christoph N. Herde, Filip Lievens, Louis Tay
Research Collection Lee Kong Chian School Of Business
Assessment center (AC) exercises such as role-plays have established themselves as valuable approaches for obtaining insights into interpersonal behavior, but they are often considered the “Rolls Royce” of personnel assessment due to their high costs. The observation and rating process comprises a substantial part of these costs. In an exploratory case study, we capitalize on recent advances in natural language processing (NLP) by developing NLP-based machine learning (ML) models to investigate the possibility of automatically scoring AC exercises. First, we compared the convergent-related validity and contamination with word count of ML scores based on models that used different NLP methods …
Personnel Selection: A Review Of Ways To Maximize Validity, Diversity, And The Applicant Experience, Chad H. Van Iddekinge, Filip Lievens, Paul R. Sackett
Personnel Selection: A Review Of Ways To Maximize Validity, Diversity, And The Applicant Experience, Chad H. Van Iddekinge, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
Personnel Psychology has a long tradition of publishing important research on personnel selection. In this article, we review some of the key questions and findings from studies published in the journal and in the selection literature more broadly. In doing so, we focus on the various decisions organizations face regarding selection procedure development (e.g., use multiple selection procedures, contextualize procedure content), administration (e.g., provide pre-test explanations, reveal target knowledge, skills, abilities, and other characteristics [KSAOs]), and scoring (e.g., weight predictors and criteria, use artificial intelligence). Further, we focus on how these decisions affect the validity of inferences drawn from the …
Commentaries On “Scale Use And Abuse: Toward Best Practices In The Deployment Of Scales”, Constantine S. Katsikeas, Shilpa Madan, C. Miguel Brendl, Bobby J. Calder, Donald R. Lehmann, Hans Baumgartner, Bert Weijters, Mo Wang, Chengquan Huang, Joel Huber
Commentaries On “Scale Use And Abuse: Toward Best Practices In The Deployment Of Scales”, Constantine S. Katsikeas, Shilpa Madan, C. Miguel Brendl, Bobby J. Calder, Donald R. Lehmann, Hans Baumgartner, Bert Weijters, Mo Wang, Chengquan Huang, Joel Huber
Research Collection Lee Kong Chian School Of Business
Five comments below provide strong and interesting perspectives on multi-item scale use. They define contexts and research areas where developed scales are valuable and where they are vulnerable. Katsikeas and Madan begin by taking a global perspective on scale use, demonstrating how the use and transferability of scales become even more problematic as researchers move across languages and cultures. They provide guidance for scale use that is particularly relevant to international marketing and marketing strategy research. Brendl and Calder acknowledge the use of well-formed scales as measured variables in psychological experiments, both as independent and dependent variables, but critique the …
Avoiding Bias In The Search For Implicit Bias, Wilson Cyrus-Lai, Warren Tierney, Christilene Du Plessis, My Nguyen, Michael Schaerer, Elena Giulia Clemente, Eric Luis Uhlmann
Avoiding Bias In The Search For Implicit Bias, Wilson Cyrus-Lai, Warren Tierney, Christilene Du Plessis, My Nguyen, Michael Schaerer, Elena Giulia Clemente, Eric Luis Uhlmann
Research Collection Lee Kong Chian School Of Business
To revitalize the study of unconscious bias, Gawronski, Ledgerwood, and Eastwick (this issue) propose a paradigm shift away from implicit measures of intergroup attitudes and beliefs. Specifically, researchers should capture discriminatory biases and demonstrate that participants are unaware of the influence of social category cues on their judgments and actions. Individual differences in scores on implicit measures will be useful to predict and better understand implicitly prejudiced behaviors, but the latter should be the collective focus of researchers interested in unconscious biases against social groups.
Revisiting Meta-Analytic Estimates Of Validity In Personnel Selection: Addressing Systematic Overcorrection For Restriction Of Range, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Revisiting Meta-Analytic Estimates Of Validity In Personnel Selection: Addressing Systematic Overcorrection For Restriction Of Range, Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This paper systematically revisits prior meta-analytic conclusions about the criterion-related validity of personnel selection procedures, and particularly the effect of range restriction corrections on those validity estimates. Corrections for range restriction in meta-analyses of predictor–criterion relationships in personnel selection contexts typically involve the use of an artifact distribution. After outlining and critiquing five approaches that have commonly been used to create and apply range restriction artifact distributions, we conclude that each has significant issues that often result in substantial overcorrection and that therefore the validity of many selection procedures for predicting job performance has been substantially overestimated. Revisiting prior meta-analytic …
Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc
Contextualizing The Organizational Mindset, Joseph A. Carpini, Burak Oc
Research Collection Lee Kong Chian School Of Business
Although Schneider and Pulakos (2022, p. 2) call for scholars to adopt an “organizational mindset,” which includes “an increased organizational frame of reference on variables of interest,” the authors have overlooked the importance of contextualizing such a mindset. Contextualizing “entails linking observations to a set of relevant facts, events, or points of view that make possible research and theory that form part of a larger whole” (Rousseau & Fried, 2001, p. 1). Contextualizing is essential because it provides a common vernacular that facilitates the valid and reliable extension of the industrial-organizational (I-O) mindset to the study of organizational differences and …
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
A Comprehensive Examination Of The Cross-Validity Of Pareto-Optimal Versus Fixed-Weight Selection Systems In The Biobjective Selection Context., Wilfried De Corte, Filip Lievens, Paul R. Sackett
Research Collection Lee Kong Chian School Of Business
The article presents evidence for the cross-validity potential of fixed-weight (FW) versus Pareto-Optimal (PO) selection systems in biobjective selection situations where both the goals of diversity and quality are valued and the importance of the goals is undecided a priori. The article extends previous research by also studying the cross-validity potential of selection systems in the practically most important sample-to-sample cross-validity scenario. We address three research questions: (a) Do different PO systems show comparable levels of relative (i.e., proportional) achievement upon cross-validation? (b) Do PO systems achieve higher levels of relative achievement upon cross-validation than FW selection systems?, and (c) …
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Gamifying An Assessment Method: What Signals Are Organizations Sending To Applicants?, Konstantina Georgiou, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Purpose: The paper aims to expand the authors' knowledge on gamification and the signals sent on behalf of the organization when gamified assessments are used. The authors examine the mechanisms through which the use of gamification into an assessment method may increase the attractiveness of an organization as a prospective employer. Design/methodology/approach: The first study examines, following a longitudinal design, the signals that an organization sends to applicants about the organization's symbolic traits (e.g. innovativeness), through the characteristics of a gamified assessment, in terms of enjoyment and flow and impact on organizational attractiveness. Upon clarifying this mechanism, the second study …
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Values Assessment For Personnel Selection: Comparing Job Applicants To Non-Applicants, Jeromy Anglim, Karlyn Molloy, Patrick D. Dunlop, Simon L. Albrecht, Filip Lievens, Marty Andrew
Research Collection Lee Kong Chian School Of Business
Some scholars suggest that organizations could improve their hiring decisions by measuring the personal values of job applicants, arguing that values provide insights into applicants’ cultural fit, retention prospects, and performance outcomes. However, others have expressed concerns about response distortion and faking. The current study provides the first large-scale investigation of the effect of the job applicant context on the psychometric structure and scale means of a self-reported values measure. Participants comprised 7,884 job applicants (41% male; age M = 43.32, SD = 10.76) and a country-, age-, and gender-matched comparison sample of 1,806 non-applicants (41% male; age M = …
The Vigilante Identity And Organizations, Fan Xuan Chen, Maja Graso, Karl Aquino, Lily Lin, Joey T. Cheng, Katherine Decelles, Abhijeet K. Vadera
The Vigilante Identity And Organizations, Fan Xuan Chen, Maja Graso, Karl Aquino, Lily Lin, Joey T. Cheng, Katherine Decelles, Abhijeet K. Vadera
Research Collection Lee Kong Chian School Of Business
We test the theoretical and practical utility of the vigilante identity, a self-perception of being the kind of person who monitors their environment for signs of norm violations, and who punishes the perceived norm violator, without formal authority. We develop and validate a measure of the vigilante identity scale (VIS) and demonstrate the scale’s incremental predictive validity above and beyond seemingly related constructs (Studies 1 – 2e). We show that the VIS predicts hypervigilance towards organizational wrongdoing (Studies 2 and 4), punishment intentions and behavior in and of organizations (Studies 3 and 4) as well as in the wider community …
There Is A Time To Be Creative: The Alignment Between Chronotype And Time Of Day, Jana Kuehnel, Ronald Bledow, Markus Kiefer
There Is A Time To Be Creative: The Alignment Between Chronotype And Time Of Day, Jana Kuehnel, Ronald Bledow, Markus Kiefer
Research Collection Lee Kong Chian School Of Business
We examine the influence of chronobiological processes on creativity, specifically the influence of a person’s chronotype. Chronotype refers to the setting of a person’s biological clock that gives rise to a distinctive pattern of sleep habits and preferred diurnal activity. We propose a synchrony effect and predict that people are creative when the external clock is aligned with their internal, biological clock. According to our model, positive mood and creative self-efficacy act as affective and cognitive mechanisms of this synchrony effect. We present three studies that test our theorizing: A quasi-experimental field study with 260 employees, a day-reconstruction study with …
Why, How, And When Divergent Perceptions Become Dysfunctional In Organizations: A Motivated Cognition Perspective, Zhanna Lyubykh, Laurie J. Barclay, Marion Fortin, Michael R. Bashshur, Malika Khakhar
Why, How, And When Divergent Perceptions Become Dysfunctional In Organizations: A Motivated Cognition Perspective, Zhanna Lyubykh, Laurie J. Barclay, Marion Fortin, Michael R. Bashshur, Malika Khakhar
Research Collection Lee Kong Chian School Of Business
Decades of research has demonstrated that people can arrive at starkly different perceptions in the same social situations. Divergent perceptions are not inherently dysfunctional. However, if divergent perceptions are not managed effectively, they can have deleterious effects that can undermine functioning in the workplace. Drawing on a motivated cognition perspective, we outline why divergent perceptions may emerge as well as overview the benefits and drawbacks of divergent perceptions in organizational contexts. Next, we highlight the complexities associated with divergent perceptions in the workplace, including why, how, and when divergent perceptions may become dysfunctional. We also showcase theoretical insights from a …
How You Look Is Who You Are: The Appearance Reveals Character Lay Theory Increases Support For Facial Profiling, Shilpa Madan, Krishna Savani, Gita Venkataramani Johar
How You Look Is Who You Are: The Appearance Reveals Character Lay Theory Increases Support For Facial Profiling, Shilpa Madan, Krishna Savani, Gita Venkataramani Johar
Research Collection Lee Kong Chian School Of Business
People are excessively confident that they can judge others’ characteristics from their appearance. This research identifies a novel antecedent of this phenomenon. Ten studies (N = 2,967, 4 preregistered) find that the more people believe that appearance reveals character, the more confident they are in their appearance-based judgments, and therefore, the more they support the use of facial profiling technologies in law enforcement, education, and business. Specifically, people who believe that appearance reveals character support the use of facial profiling in general (Studies 1a and 1b), and even when they themselves are the target of profiling (Studies 1c and 1d). …
Ideological Boundaries Of Status Advantages: Legislative Effectiveness In The House Of Representatives In The United States Congress, Francois Collet, Gianluca Carnabuci, Gokhan Ertug, Tengjian Zou
Ideological Boundaries Of Status Advantages: Legislative Effectiveness In The House Of Representatives In The United States Congress, Francois Collet, Gianluca Carnabuci, Gokhan Ertug, Tengjian Zou
Research Collection Lee Kong Chian School Of Business
Prior research assumes that high-status actors have greater organizational influence than lower-status ones, that is, it is easier for the former to get their ideas and initiatives adopted by the organization than it is for the latter. Drawing from the literature on ideology, we posit that the status-influence link is contingent on actors’ ideological position. Specifically, status confers organizational influence to the degree that the focal actor is ideologically mainstream. The more an actor’s ideology deviates from the mainstream the less will her status translate into increased organizational influence. We find support for this hypothesis using data on the work …