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Articles 1 - 10 of 10
Full-Text Articles in Labor Relations
Living Large: The Powerful Overestimate Their Own Height, Michelle M. Duguid, Jack A. Goncalo
Living Large: The Powerful Overestimate Their Own Height, Michelle M. Duguid, Jack A. Goncalo
Jack Goncalo
Three experiments tested the prediction that individuals’ experience of power influences perceptions of their own height. Power decreased judgments of an object’s height relative to the self (Study 1), made participants overestimate their own height (Study 2) and caused participants to choose a taller avatar to represent them in a second-life game (Study 3). These results emerged regardless of whether power was experientially primed (Study 1 and 3) or manipulated through roles (Study 2). Although a great deal of research has shown that physically imposing individuals are more likely to acquire power, this work is the first to show that …
The Bias Against Creativity: Why People Desire But Reject Creative Ideas, Jennifer S. Mueller, Shimul Melwani, Jack A. Goncalo
The Bias Against Creativity: Why People Desire But Reject Creative Ideas, Jennifer S. Mueller, Shimul Melwani, Jack A. Goncalo
Jack Goncalo
People often reject creative ideas even when espousing creativity as a desired goal. To explain this paradox, we propose that people can hold a bias against creativity that is not necessarily overt, and which is activated when people experience a motivation to reduce uncertainty. In two studies, we measure and manipulate uncertainty using different methods including: discrete uncertainty feelings, and an uncertainty reduction prime. The results of both studies demonstrated a negative bias toward creativity (relative to practicality) when participants experienced uncertainty. Furthermore, the bias against creativity interfered with participants’ ability to recognize a creative idea. These results reveal a …
The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung
The Impact Of Ehr On Professional Competence In Hrm: Implications For The Development Of Hr Professionals, Bradford S. Bell, Sae-Won Lee, Sarah K. Yeung
Bradford S Bell
[Excerpt] Information technology has been cited as a critical driver of HR’s transition from a focus on administrative tasks to a focus on serving as a strategic business partner. This strategic role not only adds a valuable dimension to the HR function but also changes the competencies that define the success of HR professionals. Interviews were conducted with HR representatives from 19 firms to examine the linkage between electronic human resources (eHR) and the reshaping of professional competence in HRM. Based on the findings, we draw implications for the development of HR competencies and identify learning strategies that HR professionals …
Work Teams, Bradford S. Bell, Steve W. J. Kozlowski
Work Teams, Bradford S. Bell, Steve W. J. Kozlowski
Bradford S Bell
[Excerpt] Teams serve as the basic building blocks of modern organizations and represent a critical means by which work is accomplished in today's world. Therefore, significant research during the past few decades has been focused on understanding work team effectiveness. This entry looks at the history of this research and what it says about team types, team composition, team development, team processes, and team effectiveness.
Institutional Environments And Resource Dependence: Sources Of Administrative Structure In Institutions Of Higher Education, Pamela S. Tolbert
Institutional Environments And Resource Dependence: Sources Of Administrative Structure In Institutions Of Higher Education, Pamela S. Tolbert
Pamela S Tolbert
Two theoretical perspectives are combined to explain the pattern of administrative offices in public and private institutions of higher education. The first perspective, resource dependence, is used to show that the need to ensure a stable flow of resources from external sources of support partially determines administrative differentiation. The second perspective, institutionalization, emphasizes the common understandings and social definitions of organizational behavior and structure considered appropriate and nonproblematic and suggests conditions under which dependency will and will not predict the number of administrative offices that manage funding relations. The results of the analyses indicate that dependence on nontraditional sources of …
Organizational Institutionalism And Sociology: A Reflection, Pamela S. Tolbert
Organizational Institutionalism And Sociology: A Reflection, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] In 1991, DiMaggio and Powell observed: Institutional theory presents a paradox. Institutional analysis is as old as Emile Durkheim's exhortation to study 'social facts as things', yet sufficiently novel to be preceded by new in much of the contemporary literature. (1991: 1) We argue that this paradox is, at least in part, the result of a long-standing tension in sociology between more materialist, interest-driven explanations of behavior and ideational, normative explanations, a tension that has often driven oscillating waves of sociological theorizing. It underlies many classical debates (e.g., between Spencer and Durkheim, Weber and Marx, and even Parsons and …
Physicians’ Work, Alice A. Oberfield, Pamela S. Tolbert
Physicians’ Work, Alice A. Oberfield, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] In order to evaluate the full impact of such changes on physicians' work and the health care system, it is necessary to understand the forces bringing change about. Thus, we begin by providing a brief history of the contemporary medical care system, then turn to an assessment of current trends and their consequences for the practice of medicine.
Institutional Sources Of Organizational Culture In Major Law Firms, Pamela S. Tolbert
Institutional Sources Of Organizational Culture In Major Law Firms, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] A large body of research has been generated within the last few years on the forms and functions of organizational culture and on the consequences of culture for organizational control and effectiveness. Surprisingly little attention has been given, however, to the sources of organizational culture and, in particular, to the features of organizations that affect its maintenance and transmission. This chapter uses an institutionalization perspective to explore these issues.
Conducting Industrial And Organizational Psychological Research: Institutional Review Of Research In Work Organizations, Daniel R. Ilgen, Bradford S. Bell
Conducting Industrial And Organizational Psychological Research: Institutional Review Of Research In Work Organizations, Daniel R. Ilgen, Bradford S. Bell
Bradford S Bell
Although informed consent is a primary mechanism for insuring the ethical treatment of human participants in research, both federal guidelines and APA ethical standards recognize that exceptions to it are reasonable under certain conditions. But agreement about what constitutes reasonable exceptions to informed consent sometimes is lacking. The research presented the same protocols to samples of respondents drawn from four populations –Institutional Reviewer Board (IRBs) members, managers, employees, and university faculty who were not members of IRBs. Differences in perceptions of IRB members from the other samples with respect to the risks of the protocols without informed consent and on …
[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell
[Review Of The Book The Mismanagement Of Talent: Employability And Jobs In The Knowledge Economy], Bradford S. Bell
Bradford S Bell
[Excerpt] In The Mismanagement of Talent, Brown and Hesketh argue that rooted within the dominant discourse of the "war for talent" are several core assumptions that have shaped our perspective on employability in the KBE. The most central of these is that there is a limited pool of talent capable of rising to senior managerial positions, which creates fierce competition to recruit the best and brightest. The perception of talent as a limited commodity is seen as driving organizations to diversify their talent pools and adopt more rigorous recruitment and selection tools in an effort to get the right people, …