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Social and Behavioral Sciences Commons™
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- Learning Organizations (4)
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Articles 1 - 30 of 102
Full-Text Articles in Social and Behavioral Sciences
Smart Heuristics For Smart Management, Jochen Reb, Shenghua Luan, Gerd Gigerenzer
Smart Heuristics For Smart Management, Jochen Reb, Shenghua Luan, Gerd Gigerenzer
Asian Management Insights
How leaders can make effective decisions in a VUCA world.
My Manager Endorsed My Coworkers’ Voice: Understanding Observers’ Positive And Negative Reactions To Managerial Endorsement Of Coworker Voice., Emily Poulton, Szu-Han Joanna Lin, Shereen Fatimah, Cony Ho, Lance Ferris, Russell Johnson
My Manager Endorsed My Coworkers’ Voice: Understanding Observers’ Positive And Negative Reactions To Managerial Endorsement Of Coworker Voice., Emily Poulton, Szu-Han Joanna Lin, Shereen Fatimah, Cony Ho, Lance Ferris, Russell Johnson
Research Collection Lee Kong Chian School Of Business
Research on managerial voice endorsement has primarily focused on the processes and conditions through which voicers receive their managers’ endorsement. We shift this focus away from the voicers, focusing instead on the dual reactions that endorsement generates for observing employees. Drawing from an approach-avoidance framework, we propose that managerial endorsement of coworker voice could be perceived as a positive and negative stimulus for observers, prompting them to approach opportunities and avoid threats, respectively. Results from a pre-registered experiment and a multi-wave, multi-source field study revealed that managerial endorsement of coworker voice was positively related to observers’ voice instrumentality, thus prompting …
Envy Influences Interpersonal Dynamics And Team Performance: Roles Of Gender Congruence And Collective Team Identification, Kenneth Tai, Sejin Keem, Ki Young Lee, Eugene Kim
Envy Influences Interpersonal Dynamics And Team Performance: Roles Of Gender Congruence And Collective Team Identification, Kenneth Tai, Sejin Keem, Ki Young Lee, Eugene Kim
Research Collection Lee Kong Chian School Of Business
Our research extends past envy research by considering how envy and gender congruence shape interpersonal dynamics at the dyadic level and their bottom-up effects for team performance. Integrating social comparison theory and social identity theory, we examine when and how dyadic level envy influences team performance. Using time-lagged data from 428 dyads of 161 employees in 51 teams, our results show that envious employees are likely to engage in interpersonal deviance directed toward envied team members and that envied employees are likely to seek advice from envious team members. Gender congruence further influences these relationships, with different patterns for males …
Pay Suppression In Social Impact Contexts: How Framing Work Around The Greater Good Inhibits Job Candidate Compensation Demands, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Pay Suppression In Social Impact Contexts: How Framing Work Around The Greater Good Inhibits Job Candidate Compensation Demands, Insiya Hussain, Marko Pitesa, Stefan Thau, Michael Schaerer
Research Collection Lee Kong Chian School Of Business
Past research suggests that when organizations communicate the benefits of their work for human welfare—that is, use a social impact framing for work—job candidates are willing to accept lower wages because they expect the work to be personally meaningful. We argue that this explanation overlooks a less socially desirable mechanism by which social impact framing leads to lower compensation demands: the perception among job candidates that requesting higher pay will breach organizational expectations to value work for its intrinsic (rather than extrinsic) rewards, or constitute a motivational norm violation. We find evidence for our theory across five studies: a qualitative …
Cheating Constraint Decisions And Discrimination Against Workers With Lower Financial Standing, Grace J. H. Lim, Marko Pitesa, Abhijeet K. Vadera
Cheating Constraint Decisions And Discrimination Against Workers With Lower Financial Standing, Grace J. H. Lim, Marko Pitesa, Abhijeet K. Vadera
Research Collection Lee Kong Chian School Of Business
Workers with lower financial standing face many personal challenges due to the relatively lower level of material resources they have at their disposal. We propose that lower financial standing not just impacts workers themselves, but also engenders discrimination from supervisors. Drawing on social cognition principles, we forward a situational inference perspective whereby supervisors make a naïve inference that workers with lower financial standing pose a higher risk of cheating which leads them to subject such workers to more negative treatment and deprive them of opportunities. We focus on two ubiquitous ways in which organizations constrain cheating behavior: worker surveillance and …
Going Beyond Western, Educated, Industrialized, Rich, And Democratic (Weird) Samples And Problems In Organizational Research, Marko Pitesa, Michele J. Gelfand
Going Beyond Western, Educated, Industrialized, Rich, And Democratic (Weird) Samples And Problems In Organizational Research, Marko Pitesa, Michele J. Gelfand
Research Collection Lee Kong Chian School Of Business
The goal of organizational research is to make inferences about a target population based on samples studied. Most target populations referred to in theories of organizational behavior, whether explicitly or implicitly, tend to be the entire populations of workers or managers, or even the entire human population. A typical sample, however, is convenient, being located where most researchers are, and thus also predominantly from Western, Educated, Industrialized, Rich, and Democratic countries (WEIRD; Henrich, Heine, & Norenzayan, 2010).
Building Up A Culture Of Respect, Siow-Heng Ong
Building Up A Culture Of Respect, Siow-Heng Ong
Research Collection Lee Kong Chian School Of Business
Recently, we have become more acutely aware of a variety of undesirable workplace circumstances and practices in Singapore. personal time; discriminatory workplace practices against members of various categories of minority groups; and bias against women staff.
Intra-Firm Hierarchies And Gender Gaps, Nicolo Dalvit, Aseem Patel, Joanne Tan
Intra-Firm Hierarchies And Gender Gaps, Nicolo Dalvit, Aseem Patel, Joanne Tan
Research Collection School Of Economics
We study how changes in female representation at the top of a firm’s organisation affect gender-specific outcomes across hierarchies within firms. We start by developing a theoretical model of a hierarchical firm, where gender representation in top organisational layers can affect gender-specific hiring and promotion probabilities at lower layers. We then exploit a recent French reform that imposed gender representation quotas in the boards of directors and test the model’s predictions in the data. Our empirical results show that the reform was successful in reducing gender wage and representation gaps at the upper layers of the firm, but not at …
Entering Dystopia: Should Your Face Be The Key To Your Fate?, Shilpa Madan, Krishna Savani, Gita V. Johar
Entering Dystopia: Should Your Face Be The Key To Your Fate?, Shilpa Madan, Krishna Savani, Gita V. Johar
Research Collection Lee Kong Chian School Of Business
How would you feel if you were rejected from a job because you didn't look competent enough? Or if you were apprehended at a public place by the police because you looked like a criminal? Although these scenes sound dystopic and generate a sense of fear and anxiety, technology that claims that people's traits can be inferred from their faces already exists and is being used by businesses and governments worldwide.
Culture And Firms, Zhihui Gu, Hao Liang, Hanyu Zhang
Culture And Firms, Zhihui Gu, Hao Liang, Hanyu Zhang
Research Collection Lee Kong Chian School Of Business
We study how societal culture shapes business activities and corporate behavior by leveraging data on the locations of Confucian schools in Ancient China. The number of historic Confucian schools surrounding a current firm’s location proxies for the firm’s exposure to Confucianism, the dominant culture in China over the last two thou- sand years, and is immune to the subjectivity and selection problems of most culture measures. We find systematic differences in corporate behavior across regions based on their varying exposure to Confucianism. Listed companies more exposed Confucianism make greater social contributions, provide greater employee protection, and have higher entertainment expenses, …
Why Companies Practice Corporate Social Responsibility, Shawn Pope, Alwyn Lim
Why Companies Practice Corporate Social Responsibility, Shawn Pope, Alwyn Lim
Research Collection School of Social Sciences
The article discussed why companies practice corporate social responsibility (CSR) and their meta-analysis of 200 surveys over 20 years found that CSR is often embraced as a “halo” strategy.
Getting The Best Of Both Worlds, Steven Burton, Janice Wong
Getting The Best Of Both Worlds, Steven Burton, Janice Wong
Asian Management Insights
Pair a technical expert with a generalist for successful change management.
What Makes Employees Feel Empowered To Speak Up?, Shilpa Madan, Kevin Nanakdewa, Krishna Savani, Hazel Rose Markus
What Makes Employees Feel Empowered To Speak Up?, Shilpa Madan, Kevin Nanakdewa, Krishna Savani, Hazel Rose Markus
Research Collection Lee Kong Chian School Of Business
Most managers understand that empowering employees to voice their opinions can help companies innovate and uncover their own shortcomings. However, this understanding does not seem to translate into action. Research shows that over 85% of employees remain silent on crucial matters because they worry about being viewed negatively. How can managers encourage employees to speak their minds at work? The authors’ new research identified a novel method to encourage employees to exercise their voice: creating a company culture that emphasizes the idea of choice. They found that employees were more likely to share their ideas and opinions at a company …
Why The Workplace Chameleon Is A Paradox For Diversity And Inclusion, Singapore Management University
Why The Workplace Chameleon Is A Paradox For Diversity And Inclusion, Singapore Management University
Perspectives@SMU
Do employees need to be like chameleons to survive certain corporate cultures, despite the best efforts of diversity and inclusion initiatives?
Myth Busted: Why Increased Diversity Doesn't Always Improve Performance, Richard Holden
Myth Busted: Why Increased Diversity Doesn't Always Improve Performance, Richard Holden
Perspectives@SMU
Greater diversity doesn't necessarily equal better performance, and organisations still have to be mindful of how diversity is managed in order to improve performance, writes UNSW Business School's Richard Holden
The Cost Of Taking Charge At Work, Singapore Management University
The Cost Of Taking Charge At Work, Singapore Management University
Perspectives@SMU
CUHK research finds proactive employees have a higher chance of assuming leadership roles but they are also likely to have difficult interactions with co-workers
Managing And Growing Mncs In Asia, Gordon Perchthold
Managing And Growing Mncs In Asia, Gordon Perchthold
Perspectives@SMU
SMU Associate Professor Gordon Perchthold’s new book doles out “spoonfuls of knowledge” to help multinationals be Asia capable
Two-Way Mentoring: How Employees Can Learn From One Another, Peeyush Gupta, Michelle D. Steward, James A. Narus, D.V.R Seshadri
Two-Way Mentoring: How Employees Can Learn From One Another, Peeyush Gupta, Michelle D. Steward, James A. Narus, D.V.R Seshadri
Asian Management Insights
Vibrant cross-generational interactions can result in strong relationships being formed, as demonstrated in the case of Tata Steel Ltd.
The Governance Divide In Global Corporate Responsibility: The Global Structuration Of Reporting And Certification Frameworks, 1998-2017, Shawn Pope, Alwyn Lim
The Governance Divide In Global Corporate Responsibility: The Global Structuration Of Reporting And Certification Frameworks, 1998-2017, Shawn Pope, Alwyn Lim
Research Collection School of Social Sciences
In recent decades, as worldwide attention to corporate responsibility increased, the global corporate responsibility (GCR) movement did not converge on a singular governance model nor hybridize into myriad country-specific models. The movement, rather, bifurcated into onerous certification frameworks and more lax reporting frameworks. We examine this ‘governance divide’ in the GCR movement by investigating the cross-national diffusion of seven core GCR frameworks. We adopt a glocalization perspective that conceptualizes a vertical nesting of local and global contexts. Our cross-national quantitative analyses suggest that, while linkages to global culture have encouraged business participation in all GCR frameworks, power dependencies related to …
Managing Talent In The Gig Economy: Human Capital Implications, Richard Raymond Smith
Managing Talent In The Gig Economy: Human Capital Implications, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
As digital technologies continue to open new connections and ways of working, the era of the gig economy will continue to thrive.
Envy In Response To Help: A Helping As Status Relations Model, Kenneth Tai, Katrina Lin, Catherine K. Lam
Envy In Response To Help: A Helping As Status Relations Model, Kenneth Tai, Katrina Lin, Catherine K. Lam
Research Collection Lee Kong Chian School Of Business
Social exchange theory suggests that after receiving help, peopleexperience gratitude and they reciprocate by helping the original help giver.However, it remains unclear whether people experience other emotions that drive positive reciprocation after receiving help.Building on helping as status relations framework, we suggest that when higherperformers provide task-related help to lower performers, help recipients perceivethat help givers have higher status, and respond to the help with envy. Torebalance the status relation, help recipients are motivated to reciprocate byhelping the help giver. Results from three studies progressively support our predictionsthat help recipients respond with envy when they receive task-related help, butonly toward …
Socioeconomic Mobility And Talent Utilization Of Workers From Poorer Backgrounds: The Overlooked Importance Of Within-Organization Dynamics, Marko Pitesa, Madan M. Pillutla
Socioeconomic Mobility And Talent Utilization Of Workers From Poorer Backgrounds: The Overlooked Importance Of Within-Organization Dynamics, Marko Pitesa, Madan M. Pillutla
Research Collection Lee Kong Chian School Of Business
Socioeconomic mobility, or the ability of individuals to improve their socioeconomicstanding through merit-based contributions, is a fundamental ideal of modern societies.The key focus of societal efforts to ensure socioeconomic mobility has been on the provision of educational opportunities. We review evidence that even with the same education and job opportunities, being born into a poorer family undermines socioeconomicmobility because of processes occurring within organizations. The burden of poorerbackground might, ceteris paribus, be economically comparable to the gender gap. Weargue that in the societal and scientific effort to promote socioeconomic mobility, the keycontext in which mobility is supposed to happen—organizations—and the …
Building Trust For A Positive Employee Experience, Richard Raymond Smith
Building Trust For A Positive Employee Experience, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
How do we create the right environment of trust at workplace and avoid surprises?
Being Sensitive To Positives Has Its Negatives: An Approach/Avoidance Perspective On Reactivity To Ostracism, Ferris D. Lance, Shereen Fatimah, Ming Yan, Lindie H. Liang, Huiwen Lian, Douglas J. Brown
Being Sensitive To Positives Has Its Negatives: An Approach/Avoidance Perspective On Reactivity To Ostracism, Ferris D. Lance, Shereen Fatimah, Ming Yan, Lindie H. Liang, Huiwen Lian, Douglas J. Brown
Research Collection Lee Kong Chian School Of Business
Workplace mistreatment is typically conceptualized as being exposed to a negative stimulus – for example, a threat, verbal abuse, or other forms of harassment. Consequently, we expect workplace mistreatment will have the greatest effect on individuals who are sensitive to the presence and absence of negative stimuli – or those with a strong avoidance temperament. Although this may be the rule for most mistreatment constructs, we argue that ostracism may be the exception. Using an approach/avoidance framework to highlight unique elements of ostracism, we build on the definition of ostracism as being the absence of an expected positive stimulus (i.e., …
Stock Market Responses To Unethical Behavior In Organizations: An Organizational Context Model, Bradford E. Baker, Rellie Derfler-Rozin, Marko Pitesa, Micheal D. Johnson
Stock Market Responses To Unethical Behavior In Organizations: An Organizational Context Model, Bradford E. Baker, Rellie Derfler-Rozin, Marko Pitesa, Micheal D. Johnson
Research Collection Lee Kong Chian School Of Business
We develop and test a model that extends the understanding of how people react to news of organizational unethical behavior and how such reactions impact stock performance. We do so by taking into account the interplay between the features of specific unethical acts and the features of the organizational context within which unethical acts occur. We propose a two-stage model in which the first stage predicts that unethical acts that benefit the organization are judged less harshly than are unethical acts that benefit the actor, when the organization is seen as pursuing a moral goal (e.g., producing inexpensive medicine rather …
Head Above The Parapet: How Minority Subordinates Influence Group Outcomes And The Consequences They Face, Burak Oc, Michael R. Bashshur, Celia Moore
Head Above The Parapet: How Minority Subordinates Influence Group Outcomes And The Consequences They Face, Burak Oc, Michael R. Bashshur, Celia Moore
Research Collection Lee Kong Chian School Of Business
The vast majority of research on power, social, and minority influence treats those who are recipients of powerholders’ decisions (i.e., subordinates) as an undifferentiated group, overlooking how recipients may respond in unique ways to the decisions that affect them. In this paper we examine the role of minority subordinates in shaping how powerholders allocate resources. We also explore how psychological distance between the minority subordinate and powerholder moderates this relationship, as well as the individual consequences minority subordinates face for articulating their unique opinions. In three experimental studies, we show that even as a lone voice, the feedback of a …
Behavioral Instruments In Renewable Energy And The Role Of Big Data: A Policy Perspective, Sarah Giest, Ishani Mukherjee
Behavioral Instruments In Renewable Energy And The Role Of Big Data: A Policy Perspective, Sarah Giest, Ishani Mukherjee
Research Collection School of Social Sciences
There has been a surge in the application of behavioral insights for environmental policymaking. It is often presented as an easy and low-cost intervention to alter individual behavior. However, there is limited insight into the cost effectiveness of these attempts and the impact of inserting behavioral policy instruments into an existing mix of traditional tools in a particular policy sector. Furthermore, there has been little focus on the intersection of large behavioral datasets and how they could complement behavioral insights. We present a conceptual overview of how the intersection of big data and behavioral knowledge would work in the renewable …
Three Useful Things To Know About Running A Team, Singapore Management University
Three Useful Things To Know About Running A Team, Singapore Management University
Perspectives@SMU
Best practice to inspire and ensure a successful group effort
Talent Magnets: Three Dimensions Of A Great Place To Work, Chandrasekhar Sripada
Talent Magnets: Three Dimensions Of A Great Place To Work, Chandrasekhar Sripada
Asian Management Insights
Three dimensions of a great place to work.
Productivity Redesigned, Joergen Oerstroem Moeller
Productivity Redesigned, Joergen Oerstroem Moeller
Asian Management Insights
Looking at productivity, not just of the plant, but of society as a whole.