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Articles 31 - 60 of 69
Full-Text Articles in Business
Mandates Of Dishonesty: The Psychological And Social Costs Of Mandated Attitude Expression, Marko Pitesa, Zen Goh, Stefan Thau
Mandates Of Dishonesty: The Psychological And Social Costs Of Mandated Attitude Expression, Marko Pitesa, Zen Goh, Stefan Thau
Research Collection Lee Kong Chian School Of Business
This paper explains and tests empirically why people employed in product promotion are less willing to trust others. Product promotion is a prototypical setting in which employees are mandated to express attitudes that are often not fully sincere. On the basis of social projection theory, we predicted that organizational agents mandated to express insincere attitudes project their self-perceived dishonesty onto others and thus become more distrustful. An initial large-scale, multi-country field study found that individuals employed in jobs requiring product promotion were less trusting than individuals employed in other jobs—particularly jobs in which honesty is highly expected. We then conducted …
People In More Racially Diverse Neighborhoods Are More Prosocial, Jared Nai, Jayanth Narayanan, Ivan Hernandez, Krishna Savani
People In More Racially Diverse Neighborhoods Are More Prosocial, Jared Nai, Jayanth Narayanan, Ivan Hernandez, Krishna Savani
Research Collection Lee Kong Chian School Of Business
Five studies tested the hypothesis that people living in more diverse neighborhoods would have more inclusive identities, and would thus be more prosocial. Study 1 found that people residing in more racially diverse metropolitan areas were more likely to tweet prosocial concepts in their everyday lives. Study 2 found that following the 2013 Boston Marathon bombings, people in more racially diverse neighborhoods were more likely to spontaneously offer help to individuals stranded by the bombings. Study 3 found that people living in more ethnically diverse countries were more likely to report having helped a stranger in the past month. Providing …
The Lessons We Learned From A Smart Nation: Germany, Thomas Menkhoff, Jonas Schorr
The Lessons We Learned From A Smart Nation: Germany, Thomas Menkhoff, Jonas Schorr
Research Collection Lee Kong Chian School Of Business
A study trip tp Germany by a group of Singapore Management University students offers insights into how this European nation has built its cities sustainably and innovatively.
When You Don’T Have An Alternative In A Negotiation, Try Imagining One, Michael Schaerer, Martin Schweinsberg, Roderick I. Swaab
When You Don’T Have An Alternative In A Negotiation, Try Imagining One, Michael Schaerer, Martin Schweinsberg, Roderick I. Swaab
Research Collection Lee Kong Chian School Of Business
Conventional wisdom suggests that negotiators need alternatives to succeed. Alternatives give negotiators the confidence to negotiate offers more ambitiously, to push for more optimal outcomes, and to walk away from the table when needed. But negotiators often have no alternative at all. For example, a recent survey by GMAC suggests that the average MBA graduate only has a single job offer to choose from, suggesting that many MBAs have to negotiate their job offer without an alternative to fall back on.
Assessing Personality Dynamics In Personnel Selection, Joanna Sosnowska, Joeri Hofmans, Filip Lievens
Assessing Personality Dynamics In Personnel Selection, Joanna Sosnowska, Joeri Hofmans, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Recently, there have been repeated calls in the literature for an integrative approach to personality, in which both between- and within-person fluctuations are simultaneously considered. Although the integrative approach to personality offers a compelling extension of the traditional trait approach, one of the major challenges is its applicability in applied settings. In the present chapter, we address this challenge for the domain of personnel selection, showing that an integrative approach to personality assessment in selection settings is possible through careful consideration of available theories and selection methods. By explaining and delineating how existing concepts can be used and how existing …
Decoy Effect, Anticipated Regret, And Preferences For Work-Family Benefits, Jochen Reb, Andrew Li, Jessica Bagger
Decoy Effect, Anticipated Regret, And Preferences For Work-Family Benefits, Jochen Reb, Andrew Li, Jessica Bagger
Research Collection Lee Kong Chian School Of Business
Attracting talent is one of the key challenges for organizations, and offering attractive work-family benefits plays an increasingly important role in succeeding at this challenge. However, behavioural decision theory suggests that when choosing among job offers with different work-family benefits, individuals may fall prey to a decoy effect and this effect may be mediated through anticipated regret. This effect occurs when preferences are influenced by a normatively irrelevant decoy option that is clearly inferior to one of the other options in the choice set, but not the other (i.e., ‘asymmetrically dominated’). Across two studies, we investigated preferences for two important …
Innovating At Cultural Crossroads: How Multicultural Social Networks Promote Ideas Flow And Creativity, Roy Y. J. Chua
Innovating At Cultural Crossroads: How Multicultural Social Networks Promote Ideas Flow And Creativity, Roy Y. J. Chua
Research Collection Lee Kong Chian School Of Business
Diversity in social networks is often linked to enhanced creativity. Emerging research on exposure to diverse informational resources (e.g., ideas and knowledge) however has painted a more complex picture regarding its effect on individuals’ creative performance. This research examines the effects of culturally diverse networks on the flow of ideas and individuals’ creativity. Combining social network analysis with experimental methods, two studies using different samples found that a culturally diverse network increases the likelihood of receiving culture-related novel ideas (but not other types of novel ideas) from network contacts, whether or not these contacts share one’s own culture of origin. …
What Goes Up Must ... Keep Going Up? Cultural Differences In Cognitive Styles Influence Evaluations Of Dynamic Performance, D. Lance Ferris, Jochen Reb, Huiwen Lian, Samantha Sim, Dionysius Ang
What Goes Up Must ... Keep Going Up? Cultural Differences In Cognitive Styles Influence Evaluations Of Dynamic Performance, D. Lance Ferris, Jochen Reb, Huiwen Lian, Samantha Sim, Dionysius Ang
Research Collection Lee Kong Chian School Of Business
Past research on dynamic workplace performance evaluation has taken as axiomatic that temporal performance trends produce naïve extrapolation effects on performance ratings. That is, we naïvely assume that an individual whose performance has trended upward over time will continue to improve, and rate that individual more positively than an individual whose performance has trended downward over time—even if, on average, the 2 individuals have performed at an equivalent level. However, we argue that such naïve extrapolation effects are more pronounced in Western countries than Eastern countries, owing to Eastern countries having a more holistic cognitive style. To test our hypotheses, …
Resource Scarcity, Effort, And Performance In Physically Demanding Jobs: An Evolutionary Explanation, Marko Pitesa, Stefan Thau
Resource Scarcity, Effort, And Performance In Physically Demanding Jobs: An Evolutionary Explanation, Marko Pitesa, Stefan Thau
Research Collection Lee Kong Chian School Of Business
Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and performance in physically demanding work. We tested this prediction in a 2-wave field survey among employees and replicated it experimentally in the lab. In Study 1, employees who perceived resources in the environment to be scarce reported exerting less effort when their jobs involved much (but not little) physical work. In Study 2, participants who read that resources in the environment were scarce performed worse on a task demanding more (carrying books) …
Perceived Entitlement Causes Discrimination Against Attractive Job Candidates In The Domain Of Relatively Less Desirable Jobs, Margaret Lee, Marko Pitesa, Madan M. Pillutla, Stefan Thau
Perceived Entitlement Causes Discrimination Against Attractive Job Candidates In The Domain Of Relatively Less Desirable Jobs, Margaret Lee, Marko Pitesa, Madan M. Pillutla, Stefan Thau
Research Collection Lee Kong Chian School Of Business
People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that for relatively less desirable jobs, attractive candidates will be discriminated against. We argue that the ascribed sense of entitlement to good outcomes leads to perceptions that attractive individuals are more likely to be dissatisfied working in …
The Relevance Of Sleep And Circadian Misalignment For Procrastination Among Shift Workers, Jana Kuhnel, Sabine Sonnentag, Ronald Bledow, Klaus G. Melchers
The Relevance Of Sleep And Circadian Misalignment For Procrastination Among Shift Workers, Jana Kuhnel, Sabine Sonnentag, Ronald Bledow, Klaus G. Melchers
Research Collection Lee Kong Chian School Of Business
This daily diary study contributes to current research uncovering the role of sleep for employees' effective self-regulation at work. We focus on shift workers' effective self-regulation in terms of their general and day-specific inclination to procrastinate, that is, their tendency to delay the initiation or completion of work activities. We hypothesized that transitory sleep characteristics (day-specific sleep quality and sleep duration) and chronic sleep characteristics in terms of circadian misalignment are relevant for procrastination. Sixty-six shift workers completed two daily questionnaires over the course of one work week, resulting in 332 days ofanalysis. Results of multilevel regression analyses showed that …
The Other Side: Occupational Interactional Requirements And Work-Home Enrichment, Devasheesh P. Bhave, Alexandru M. Leftner
The Other Side: Occupational Interactional Requirements And Work-Home Enrichment, Devasheesh P. Bhave, Alexandru M. Leftner
Research Collection Lee Kong Chian School of Business
We examine how occupational interactional requirements influence work-home enrichment. We identify two manifestations of work-home enrichment: through objective indicators of how employees allocate their time at home, and through perceptual reflections of employees on their work-home enrichment. We conceptualize occupational interactional requirements as restorative properties of jobs that provide employees with resources that they transfer to the home domain. In terms of objective indicators, our results indicate that employees transfer these resources by spending more time in resource depleting activities such as caring for household members, and less time in resource replenishing activities such as socializing and relaxing. This suggests …
The Mixed Blessing Of Leader Sense Of Humor: Examining Costs And Benefits, Kai Chi Yam, Michael S. Christian, Wu Wei, Zhenyu Liao, Jared Nai
The Mixed Blessing Of Leader Sense Of Humor: Examining Costs And Benefits, Kai Chi Yam, Michael S. Christian, Wu Wei, Zhenyu Liao, Jared Nai
Research Collection Lee Kong Chian School of Business
Workplace humor is ubiquitous, yet scholars know little about how it affects employees' behaviors in organizations. We draw on an emerging psychological theory of humor—benign violation theory—to suggest that a leader's sense of humor often conveys counter-normative social information in organizations. We integrate this theory with social information processing theory to develop hypotheses about the effects of a leader's sense of humor on follower behavior. We suggest that although a leader's sense of humor is positively associated with leader member exchange and ultimately work engagement, it can also signal to followers the acceptability of norm violation at work. These perceptions …
Optimizing The Validity Of Situational Judgment Tests: The Importance Of Scoring Methods, Qingxiong Weng, Hui Yang, Filip Lievens, Michael A. Mcdaniel
Optimizing The Validity Of Situational Judgment Tests: The Importance Of Scoring Methods, Qingxiong Weng, Hui Yang, Filip Lievens, Michael A. Mcdaniel
Research Collection Lee Kong Chian School Of Business
In recent years, situational judgment tests (SJTs) have made strong inroads in assessment practices. Despite the importance of scoring for the validity of SJTs, little attention has been paid to different SJT scoring methods. This study investigated the influence of scoring methods on the criterion-related validity of SJTs. We examined five different consensus scoring methods (i.e., raw, standardized, dichotomous, mode, and proportion scoring) and several integrated scoring methods for scoring the same SJT. Results showed that one of the most popular scoring approaches (raw consensus scoring) is associated with an extreme response tendency and yields the lowest scale validity of …
Contextual Leadership: A Systematic Review Of How Contextual Factors Shape Leadership And Its Outcomes, Burak Oc
Research Collection Lee Kong Chian School Of Business
With roots dating back to Fiedler’s (1978) contingency model, contextual leadership has been one of the most trending topics in leadership research over the last decade. However, although roughly 500 studies have examined the impact of context on leadership and its outcomes, there is neither a systematic approach to nor agreement regarding what constitutes the context for leadership. This is surprising, considering the central role that context plays in leadership: Leadership does not occur in a vacuum, but rather exists in a context where leaders function. This review article uses Johns’s (2006) categorical framework to fully portray the leadership context …
The Temporal Pattern Of Creativity And Implementation In Teams, Kathrin Rosing, Ronald Bledow, Michael Frese, Nataliya Baytalskaya, Johanna Johanna Johnson Lascano, James L. Farr
The Temporal Pattern Of Creativity And Implementation In Teams, Kathrin Rosing, Ronald Bledow, Michael Frese, Nataliya Baytalskaya, Johanna Johanna Johnson Lascano, James L. Farr
Research Collection Lee Kong Chian School Of Business
Two broad sets of activities underlie team innovation: the creation and the implementation of new ideas. Despite the prevalence of this distinction, the temporal dynamics of creativity and implementation in teams and their relation to successful team innovation are not well understood. Building on and integrating linear phase models and complexity perspectives on the innovation process, we propose a temporal pattern of creativity and implementation that is linked to team innovation. We examine this temporal pattern in a longitudinal study of 76 project teams. Results show that teams engage in creativity throughout the entire life cycle of team projects; however, …
In Good Company: In The Future, Every Business Might Be Social, Christian Petroske
In Good Company: In The Future, Every Business Might Be Social, Christian Petroske
Social Space
It sounds like a riddle: why would Coca Cola, one of the biggest soft drinks companies in the world, be investing in a cause to empower fi ve million female entrepreneurs globally by 2020? It’s true:1 the Coca Cola Company’s initiative, called 5by20, is a forerunning example of a trend sweeping the corporate world. This trend is known by many names, the foremost of which are “shared value”, “inclusive business” or “sustainable business”. Their defi nitions can seem murky at fi rst, but these terms share a common thread. They sit at the intersection of economy and society, one that …
Building Relationships Through Dialogic Communication: Organizations, Stakeholders, And Computer-Mediated Communication, Augustine Pang, Wonsun Shin, Zijian Lew, Joseph B. Walther
Building Relationships Through Dialogic Communication: Organizations, Stakeholders, And Computer-Mediated Communication, Augustine Pang, Wonsun Shin, Zijian Lew, Joseph B. Walther
Research Collection Lee Kong Chian School Of Business
Online media are integral to daily life, and while many organizations use them to reach broad audiences, others still appear to be uncomfortable with online media because they do not understand how to maximize their potential to interact effectively with stakeholders. Numerous organizations use online media for one-way communication to disseminate information, despite the affordances of the media platforms for two-way, dialogic communication. This article draws on two dominant interpersonal theories of computer-mediated communication—social information processing theory and the hyperpersonal model—to propose dialogic strategies that organizations can use to improve their online communication with their stakeholders. We illustrate the application …
Contextualizing Social Power Research Within Organizational Behavior, Michael Schaerer, Alice J. Lee, Adam D. Galinsky, Stefan Thau
Contextualizing Social Power Research Within Organizational Behavior, Michael Schaerer, Alice J. Lee, Adam D. Galinsky, Stefan Thau
Research Collection Lee Kong Chian School Of Business
Although there has been tremendous scientific interest in social power, much of this recent research has relied on experiments in context-poor settings. However, organizations – a context in which power differences emerge naturally – are more complex and dynamic. The current review discusses whether and how defining organizational features at the intrapersonal level (multiple dimensions of hierarchy, dynamics over time, attentional demands), interpersonal level (interdependence, repeated interactions), and organizational level (accountability, culture, virtual work) moderate the effects of power. We also discuss ways to systematically incorporate organizational complexities into the study of social power and recommend fruitful avenues for future …
Social Media: Mini-Movements To Encourage Civil Discourse Wanted, Siow-Heng Ong
Social Media: Mini-Movements To Encourage Civil Discourse Wanted, Siow-Heng Ong
Research Collection Lee Kong Chian School Of Business
No abstract provided.
Mindfulness And The Risk-Resilience Tradeoff In Organizations, Ravi S. Kudesia, Jochen Reb
Mindfulness And The Risk-Resilience Tradeoff In Organizations, Ravi S. Kudesia, Jochen Reb
Research Collection Lee Kong Chian School Of Business
Through this chapter, we seek to contribute to ongoing discussion about risk, resilience, and how they can be jointly managed (see Linkov, Trump, & Keisler, 2018), particularly in the context of organizations. We start by reviewing the traditional image of organizations. In this traditional image, processes related to risk and resilience are seen as complementary, as these processes pertain to distinct aspects of the organizational environment. We then complicate this theoretical image by introducing five underappreciated ways that risk and resilience processes may not be complementary in practice—because the aspects of the environment to which these processes pertain cannot always …
Imaginary Alternatives: The Impact Of Mental Simulation On Powerless Negotiators, Michael Schaerer, Martin Schweinsberg, Roderick I. Swaab
Imaginary Alternatives: The Impact Of Mental Simulation On Powerless Negotiators, Michael Schaerer, Martin Schweinsberg, Roderick I. Swaab
Research Collection Lee Kong Chian School Of Business
The present research demonstrates that negotiators can act powerfully without having power.Researchers and practitioners advise people to obtain strong alternatives prior to negotiating toenhance their power. However, alternatives are not always readily available, often forcingnegotiators to negotiate without much, or any, power. Building on research suggesting thatsubjective feelings of power and objective outcomes are disconnected and that mental simulationcan increase individuals’ aspirations, we hypothesized that the mental imagery of a strongalternative could provide similar psychological benefits to having an actual alternative. Ourstudies demonstrate that imagining strong alternatives causes individuals to negotiate moreambitiously and provides them with a distributive advantage: negotiators …
Assessing The Validity Of Emotional Intelligence Measures, Christopher T. H. Miners, Stéphane Cote, Filip Lievens
Assessing The Validity Of Emotional Intelligence Measures, Christopher T. H. Miners, Stéphane Cote, Filip Lievens
Research Collection Lee Kong Chian School Of Business
We describe an approach that enables a more complete evaluation of the validity of emotional intelligence measures. We argue that a source of evidence for validity is often overlooked by researchers and test developers, namely, evidence based on response processes. This evidence can be obtained through (a) a definition of the ability, (b) a description of the mental processes that operate when a person uses the ability, (c) the development of a theory of response behaviour that links variation in the construct with variation on the responses to the items of a measure, and (d) a test of the theory …
We’Re Less Likely To Collaborate In Bad Economic Times, Nina Sirola
We’Re Less Likely To Collaborate In Bad Economic Times, Nina Sirola
Research Collection Lee Kong Chian School Of Business
In the fall of 1930, the U.S. economy was on a path to recovery following a contraction that occurred the year before. However, worries about the state of the economy, and the banking system in particular, prompted an increasing number of bank customers to attempt to withdraw their funds, an event known as a bank run. Because banks normally keep only a small proportion of deposits in cash, bank runs create a self-fulfilling prophecy such that initial concerns about banks’ possible insolvency ultimately cause insolvency. The bank run of 1930 resulted in the worst economic downturn in the modern history, …
When The Tables Are Turned: The Effects Of The 2016 Us Presidential Election On In-Group Favoritism And Out-Group Hostility, Burak Oc, Celia Moore, Michael R. Bashshur
When The Tables Are Turned: The Effects Of The 2016 Us Presidential Election On In-Group Favoritism And Out-Group Hostility, Burak Oc, Celia Moore, Michael R. Bashshur
Research Collection Lee Kong Chian School Of Business
The outcome of the 2016 U.S. Presidential election was a big surprise to many, as the majority of polls had predicted the opposite outcome. In this two-stage cross-sectional study, we focus on how Democrats and Republicans reacted to this electoral surprise and how these reactions might have influenced the way they allocated resources to each other in small groups. We find that, before the election, Republicans showed greater in-group favoritism than Democrats, who treated others equally, regardless of their political affiliation. We then show that Democrats experienced the election outcome as an ego shock and, in the week following the …
Theoretical Principles Relevant To Assessment Center Design And Implementation, George C. Thornton, Filip Lievens
Theoretical Principles Relevant To Assessment Center Design And Implementation, George C. Thornton, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Decades ago, assessment centers (Acs) originated by applying the best available evidence and theory to the assessment of managerial performance dimensions. The objectives of this chapter are to take stock of these existing theoretical principles, present additional theoretical principles that have emerged in recent times, and describe the practical implications of these principles for effective Ac design and implementation. Thus, while all Acs include several essential elements, developing and implementing a specific Ac involves a complicated set of choices. This chapter shows how these choices can be guided by theories relevant to the Ac method as a whole and each …
The Illusion Of Transparency In Performance Appraisals: When And Why Accuracy Motivation Explains Unintentional Feedback Inflation, Michael Schaerer, Mary Kern, Gail Berger, Roderick I. Swaab
The Illusion Of Transparency In Performance Appraisals: When And Why Accuracy Motivation Explains Unintentional Feedback Inflation, Michael Schaerer, Mary Kern, Gail Berger, Roderick I. Swaab
Research Collection Lee Kong Chian School Of Business
The present research shows that managers communicate negative feedback ineffectively because they suffer from transparency illusions that cause them to overestimate how accurately employees perceive their feedback. We propose that these illusions emerge because managers are insufficiently motivated to engage in effortful thinking, which reduces the accuracy with which they communicate negative feedback to employees. Six studies (N = 1883) using actual performance appraisals within an organization and role plays with MBA students, undergraduates, and online participants show that transparency illusions are stronger when feedback is negative (Studies 1–2), that they are not driven by employee bias (Study 3), and …
Employer Branding: A Brand Equity-Based Literature Review And Research Agenda, Christian P. Theurer, Andranik Tumasjan, Isabell M. Welpe, Filip Lievens
Employer Branding: A Brand Equity-Based Literature Review And Research Agenda, Christian P. Theurer, Andranik Tumasjan, Isabell M. Welpe, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Over the past two decades, scholarly interest in employer branding has strongly increased. Simultaneously, however, employer branding research has developed into a fragmented field with heterogeneous interpretations of the employer branding concept and its scope, which has impeded further theoretical and empirical advancement. To strengthen the foundation for future work, this paper takes a brand equity perspective to review the extant literature and create an integrative model of employer branding. Using an analytical approach, the authors identify 187 articles, which they integrate along different employer brand dimensions and branding strategies: (i) conceptual; (ii) employer knowledge dimensions; (iii) employer branding activities …
New Approaches To Selection System Design In Healthcare: The Practical And Theoretical Relevance Of A Modular Approach, Filip Lievens, Jan Corstjens
New Approaches To Selection System Design In Healthcare: The Practical And Theoretical Relevance Of A Modular Approach, Filip Lievens, Jan Corstjens
Research Collection Lee Kong Chian School Of Business
This chapter presents a modular approach to healthcare selection system design. Contrary to the traditional holistic view on selection procedures, a modular approach highlights the components underlying selection procedures. Our framework identifies seven key design components of selection procedures (The stimulus format, contextualization, stimulus presentation consistency, the response format, response evaluation consistency, information source, and instructions) and reviews studies in the healthcare selection literature that compared the effect of these components on key selection outcomes. A modular approach allows (1) gaining insights into how the different components underlying selection procedures affect selection outcomes and (2) drawing conceptual similarities between components …
When Corporate Social Responsibility Motivates Employee Citizenship Behavior: The Sensitizing Role Of Task Significance, Madeline Ong, David M. Mayer, P. Tost Leigh, Ned Wellman
When Corporate Social Responsibility Motivates Employee Citizenship Behavior: The Sensitizing Role Of Task Significance, Madeline Ong, David M. Mayer, P. Tost Leigh, Ned Wellman
Research Collection Lee Kong Chian School Of Business
Scholars have proposed that organizations’ corporate social responsibility (CSR) efforts are often positively associated with employees’ organizational citizenship behaviors (OCB) and have invoked identity-based mechanisms to explain this relationship. Complementing these perspectives, we develop a CSR sensitivity framework that explains how task significance, a micro-level job characteristic, can sensitize employees to their organizations’ macro-level CSR efforts, thereby strengthening the association between CSR and OCB. Across three field studies, we find that CSR and task significance interact to predict OCB, such that an organization’s CSR is more positively associated with OCB among employees who report higher task significance than among those …