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Industrial and Organizational Psychology Commons™
Open Access. Powered by Scholars. Published by Universities.®
- Discipline
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- Business (10)
- Organizational Behavior and Theory (6)
- Sociology (6)
- Labor Relations (5)
- Work, Economy and Organizations (5)
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- Organization Development (2)
- Social Psychology and Interaction (2)
- Communication (1)
- Education (1)
- Higher Education (1)
- Hospitality Administration and Management (1)
- Leadership Studies (1)
- Library and Information Science (1)
- Management Sciences and Quantitative Methods (1)
- Organizational Communication (1)
- Race and Ethnicity (1)
- Unions (1)
- Keyword
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- Identity (2)
- Affect (1)
- Bias (1)
- Bullying (1)
- Delta Air Lines (1)
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- Division of labor (1)
- Doing gender (1)
- Dual-earner couples (1)
- Egocentrism (1)
- Emotion regulation (1)
- Emotional choice (1)
- Emotions (1)
- Employee management relations (1)
- Employment discrimination (1)
- Equality (1)
- Families (1)
- Gender differences (1)
- Group dynamics (1)
- Guilt (1)
- High-quality relationships (1)
- Identity construction (1)
- Identity constructs (1)
- Identity work (1)
- Image management (1)
- Interpersonal emotion management (1)
- Job design (1)
- Job performance (1)
- Job satisfaction (1)
- Justice (1)
- Law enforcement (1)
Articles 1 - 13 of 13
Full-Text Articles in Industrial and Organizational Psychology
Workplace Incivility And Bullying In The Library: Perception Or Reality?, Shin Freedman, Dawn L. Vreven
Workplace Incivility And Bullying In The Library: Perception Or Reality?, Shin Freedman, Dawn L. Vreven
Shin Freedman
Black And Blue: Exploring Racial Bias And Law Enforcement In The Killings Of Unarmed Black Male Civilians, Alison V. Hall, Erika V. Hall, Jamie Perry
Black And Blue: Exploring Racial Bias And Law Enforcement In The Killings Of Unarmed Black Male Civilians, Alison V. Hall, Erika V. Hall, Jamie Perry
Jamie Perry
In late 2014, a series of highly publicized police killings of unarmed Black male civilians in the United States prompted large-scale social turmoil. In the current review, we dissect the psychological antecedents of these killings and explain how the nature of police work may attract officers with distinct characteristics that may make them especially well-primed for negative interactions with Black male civilians. We use media reports to contextualize the precipitating events of the social unrest as we ground our explanations in theory and empirical research from social psychology and industrial and organizational (I/O) psychology. To isolate some of the key …
Cultural Variations In Work Stress And Coping In An Era Of Globalization, B.C.H Kuo
Cultural Variations In Work Stress And Coping In An Era Of Globalization, B.C.H Kuo
Ben Kuo
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize, and seek common ground or to retrench, resist, and accentuate their differences. In either case, it is of paramount importance for both managers and organizational scholars to understand the cultural crosscurrents underlying these changes. With contributions …
The Construction Of Professional Identity, Brianna B. Caza, Stephanie J. Creary
The Construction Of Professional Identity, Brianna B. Caza, Stephanie J. Creary
Stephanie J. Creary
[Excerpt] The classification of ‘professions’ has been a debated topic (Abbott, 1988; Friedson 2001), with several researchers putting forth varying criteria which distinguish a profession from other occupations. Previously, an individual would be considered a professional only once they had completed and attained all of the training, certifications and credentials of a professional occupation and, of course, internalized this profession’s values and norms (Wilensky, 1964). Recently, researchers have begun to relax the criteria for classifying professional occupations, insisting only that the occupation be skill- or education-based (Benveniste, 1987; Ibarra, 1999). Furthermore, in today’s workplace, which is burgeoning with independent knowledge …
Animal Farm, Baby Boom And Crackberry Addicts, Gayle Porter, Jamie L. Perry
Animal Farm, Baby Boom And Crackberry Addicts, Gayle Porter, Jamie L. Perry
Jamie Perry
[Excerpt] In this chapter, we draw from both popular media and research support, along with anecdotal examples drawn from conversations accumulated as part of our own prior studies. Our goal is to present reminders that working hours are a personal life choice, even with external demands, but a choice that is influenced by elements of the individual’s working situation. The implications of a choice for long working hours are shown through use of two past “hard working” icons from popular media, one from the 1940s and one from the 1980s. Discussion continues into current time with an overview highlighting advances …
Navigating The Self In Diverse Work Contexts, Laura Morgan Roberts, Stephanie J. Creary
Navigating The Self In Diverse Work Contexts, Laura Morgan Roberts, Stephanie J. Creary
Stephanie J. Creary
Navigating the self is critical for working in a diverse world, in which different identities interact in social space. This chapter presents five theoretical perspectives on how individuals navigate the self in diverse organizational contexts—social identity, critical identity, (role) identity, narrative-as-identity, and identity work. We review these five prominent theoretical perspectives on identity processes in diverse contexts to explicate various ways in which individuals actively participate in the co-construction of their identities in diverse contexts. As a next step in research, identity, diversity, and relationship scholars are encouraged to inquire into the generativity of proposed tactics for navigating the self …
Toward A Positive And Dynamic Theory Of Leadership Development, D. Scott Derue, Kristina Workman
Toward A Positive And Dynamic Theory Of Leadership Development, D. Scott Derue, Kristina Workman
Kristina Workman
In this chapter, we draw from the literature on positive organizational scholarship to inform and extend current theories and research on leadership development in organizational settings. Specifically, we highlight the value of a strengths-based approach to leadership development, draw attention to the emergence of positive cycles of leadership development, and emphasize the role of high-quality relationships and connections in facilitating leadership development. Our hope is that these theoretical insights provide the basis for new theory on cultivating extraordinary leadership capacity in organizations and stimulate future research on the positive and dynamic processes involved in leadership development.
The Impact Of Family Economic Structure On Dual-Earners’ Career And Family Satisfaction, Ronit Waismel-Manor, Asaf Levanon, Pamela S. Tolbert
The Impact Of Family Economic Structure On Dual-Earners’ Career And Family Satisfaction, Ronit Waismel-Manor, Asaf Levanon, Pamela S. Tolbert
Pamela S Tolbert
The present study builds on the explanatory power of the “doing gender” perspective to understand the effects of family economic structure on the family and career satisfaction of husbands and wives. Using data from a two-panel, couple-level survey of full-time employed middle-class families in the Northeastern United States, we find that when wives’ earnings increase relative to their husbands’, their career satisfaction significantly increases whereas their husbands’ is significantly depressed. In contrast, family economic structure has little effect on women’ and men’s level of family satisfaction, although we find a significant reduction in family satisfaction among couples who have recently …
Choosing Union Representation: The Role Of Attitudes And Emotions, Adrienne E. Eaton, Sean Rogers Ph.D., Tracy F. H. Chang, Paula B. Voos
Choosing Union Representation: The Role Of Attitudes And Emotions, Adrienne E. Eaton, Sean Rogers Ph.D., Tracy F. H. Chang, Paula B. Voos
Sean Edmund Rogers
In the United States, most unions are recognized by a majority vote of employees through union representation elections administered by the government. Most empirical studies of individual voting behavior during union representation elections use a rational choice model. Recently, however, some have posited that voting is often influenced by emotions. We evaluate competing hypotheses about the determinants of union voting behavior by using data collected from a 2010 representation election at Delta Air Lines, a US-based company. In addition to the older rational choice framework, multiple regression results provide support for an emotional choice model. Positive feelings toward the employer …
Violent Splits Or Healthy Divides? Coping With Injustice Through Faultlines, Katerina Bezrukova, Chester S. Spell, Jamie L. Perry
Violent Splits Or Healthy Divides? Coping With Injustice Through Faultlines, Katerina Bezrukova, Chester S. Spell, Jamie L. Perry
Jamie Perry
In 2 studies, we investigated how groups with strong divisions may, paradoxically, help members to cope with injustice. We tested our theoretical predictions using a survey methodology and data from 57 (Study 1) and 36 (Study 2) workgroups across different industries. Consistent with our hypotheses, we found that group faultlines weakened the positive relationship between perceived interpersonal injustice and psychological distress. Cooperative behaviors within subgroups mediated the interactive effect of faultlines and injustice with psychological distress.
Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn
Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn
Vanessa K. Bohns
In this article, we outline a model of how organizations can effectively shape employees’ affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures—instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees’ discrete emotional reactions to the benefit of both …
Underestimating Our Influence Over Others At Work, Vanessa K. Bohns, Francis J. Flynn
Underestimating Our Influence Over Others At Work, Vanessa K. Bohns, Francis J. Flynn
Vanessa K. Bohns
Employees at all organizational levels have influence over their subordinates, their colleagues, and even their bosses. But are they aware of this influence? We present evidence suggesting that employees are constrained by cognitive biases that lead them to underestimate their influence over others in the workplace. As a result of this underestimation of influence, employees may be reluctant to spearhead organizational change, discount their own role in subordinates’ performance failures, and fail to speak up in the face of wrongdoing. In addition to reviewing evidence for this bias, we propose five moderators that, when present, may reverse or attenuate the …
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
Michele Williams
Drawing upon social exchange and emotion regulation theories, we develop and test a model of four specific leader behaviors directed at managing followers’ negative emotions. These leader interpersonal emotion management (IEM) strategies are posited to affect followers’ organizational citizenship behaviors performed within interpersonal relationships (OCBIs) and job satisfaction via follower perceptions of the quality of the leader-follower exchange relationship. In contrast to most current cognitive-transactional views of social exchange, here we posit that some, but not all, leader emotion management behaviors promote and strengthen the leader-member exchange (LMX) relationship. Specifically, we contend that followers’ perception of problem-focused leader emotion-management strategies …