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Articles 1 - 12 of 12
Full-Text Articles in Business
The Structure Of Affect: Reconsidering The Relationship Between Negative And Positive Affectivity, Russell Cropanzano, Howard M. Weiss, Jeff M. S. Hale, Jochen Reb
The Structure Of Affect: Reconsidering The Relationship Between Negative And Positive Affectivity, Russell Cropanzano, Howard M. Weiss, Jeff M. S. Hale, Jochen Reb
Research Collection Lee Kong Chian School Of Business
During the past decade organizational scientists have devoted considerable research attention to the topic of workplace affect. Despite important advances, continued progress depends on a better understanding of the structure of affective experience. The goal of this paper is to review progress to date. In particular, we review evidence pertaining to four constructs that have been widely used to organize research on affect: positive affectivity, negative affectivity, hedonic tone, and affect intensity. We review various structural models pertaining to these four constructs, devoting special attention to integrative frameworks and future research needs. Corresponding au
Displaying Group Cohesiveness: Humour And Laughter In The Public Lectures Of Management Gurus, David Greatbatch, Timothy Adrian Robert Clark
Displaying Group Cohesiveness: Humour And Laughter In The Public Lectures Of Management Gurus, David Greatbatch, Timothy Adrian Robert Clark
Research Collection Lee Kong Chian School Of Business
As perhaps the highest profile group of management speakers in the world, so-called management gurus use their appearances on the international management lecture circuit todisseminate their ideas and to build their personal reputations with audiences of managers. This article examines the use of humour by management gurus during these public performances. Focusing on video recordings of lectures conducted by four leading management gurus (Tom Peters, Rosabeth Moss Kanter, Peter Senge and Gary Hamel), the article explicates the verbal and nonverbal practices that the gurus use when they evoke audience laughter. These practices allow the gurus to project clear message completion …
Measuring Attraction To Organizations, Scott Highhouse, Filip Lievens, Evan F. Sinar
Measuring Attraction To Organizations, Scott Highhouse, Filip Lievens, Evan F. Sinar
Research Collection Lee Kong Chian School Of Business
Organizational attraction measures are commonly used as surrogate assessments of organizational pursuit. Despite the range in content often encompassed by such instruments, no research has systematically examined the assumptions underlying their use. The authors address this issue by empirically distinguishing items assessing attractiveness, prestige, and behavioral intentions and by modeling their effects on organization pursuit. Undergraduates (N = 305) were randomly assigned to recruitment literature from one of five well-known companies and were asked to respond to a series of items commonly used in past research. Analyses of the item responses suggested that three components of organizational attraction can be …
The Effects Of Sexual Orientation On Hirability Ratings: An Experimental Study, Greet Van Hoye, Filip Lievens
The Effects Of Sexual Orientation On Hirability Ratings: An Experimental Study, Greet Van Hoye, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Despite its rising importance, empirical research about sexual orientation in the workplace is still scarce. This experimental study examined if gay candidates, with the same work-related qualities as heterosexual candidates, would be judged less favorably in a personnel selection context. Written candidate profiles were varied in a 3 x 3 between-subjects factorial design, with candidate quality and sexual orientation as experimental variables. Our results indicated that the hirability ratings of 135 selection professionals were based on candidate quality and that no discrimination on the basis of sexual orientation occurred. Implications of these findings and directions for future research are discussed.
Omission Bias In Vaccination Decision: Where's The "Omission"? Where's The "Bias"?, Terry Connolly, Jochen Reb
Omission Bias In Vaccination Decision: Where's The "Omission"? Where's The "Bias"?, Terry Connolly, Jochen Reb
Research Collection Lee Kong Chian School Of Business
Several studies have reported that parents are often reluctant to vaccinate their own or other people's children, even when the balance of health risks and benefits clearly favors vaccination. This reluctance has been interpreted as a manifestation of omission bias, a general tendency to prefer inactive to active options even when inaction leads to worse outcomes or greater risks. The research raises significant public health concerns as well as worries about human decision biases in general. In this paper we argue that existing research on vaccination decisions has not convincingly demonstrated any general reluctance to vaccinate nor has it made …
Privacy And Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison, Michael M. Harris, Greet Van Hoye, Filip Lievens
Privacy And Attitudes Towards Internet-Based Selection Systems: A Cross-Cultural Comparison, Michael M. Harris, Greet Van Hoye, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This paper examines perceptions of privacy and how they relate to reluctance to submit employment-related information over the Internet. In addition, possible cross-cultural differences between the US and Belgium regarding these constructs and the role of Internet knowledge are investigated. Based on theories of privacy and cross-cultural differences, a survey methodology was applied to test several hypotheses. Results suggest that privacy considerations may affect reluctance to use an Internet-based selection system. Moreover, as expected, some differences were observed between US and Belgian respondents. Respondents possessing a higher self-rated knowledge of the Internet were less concerned that employment-related data submitted over …
Predicting Cross-Cultural Training Performance: The Validity Of Personality, Cognitive Ability, And Dimensions Measured By An Assessment Center And A Behavior Description Interview, Filip Lievens, Michael M. Harris, Etienne Van Keer, Claire Bisqueret
Predicting Cross-Cultural Training Performance: The Validity Of Personality, Cognitive Ability, And Dimensions Measured By An Assessment Center And A Behavior Description Interview, Filip Lievens, Michael M. Harris, Etienne Van Keer, Claire Bisqueret
Research Collection Lee Kong Chian School Of Business
This study examined the validity of a broad set of predictors for selecting European managers for a cross-cultural training program in Japan. The selection procedure assessed cognitive ability, personality, and dimensions measured by assessment center exercises and a behavior description interview. Results show that the factor Openness was significantly related to cross-cultural training performance, whereas. cognitive ability was significantly correlated with language acquisition. The dimensions of adaptability, teamwork, and communication as measured by a group discussion exercise provided incremental variance in both criteria, beyond cognitive ability and personality. In general, these results are consistent with the literature on domestic selection, …
Reactions To Perceived Inequity In U.S. And Dutch Interorganizational Relationships, Lisa K. Scheer, Nirmalya Kumar, Jan-Benedict E. M. Steenkamp
Reactions To Perceived Inequity In U.S. And Dutch Interorganizational Relationships, Lisa K. Scheer, Nirmalya Kumar, Jan-Benedict E. M. Steenkamp
Research Collection Lee Kong Chian School Of Business
In an empirical examination of inequity in interorganizational relationships, we found similarities and differences in Dutch and U.S. automobile dealers' reactions to inequity in their relationships with their automobile suppliers. As predicted by equity theory, both positive and negative inequity have detrimental effects on the reactions of Dutch firms. In contrast, U.S. firms do not react negatively to positive inequity; only negative inequity has deleterious effects.
Applicant Perceptions Of Selection Procedures: The Role Of Selection Information, Belief In Tests, And Comparative Anxiety, Filip Lievens, Wilfried De Corte, Katrien Brysse
Applicant Perceptions Of Selection Procedures: The Role Of Selection Information, Belief In Tests, And Comparative Anxiety, Filip Lievens, Wilfried De Corte, Katrien Brysse
Research Collection Lee Kong Chian School Of Business
This study addresses the effects of the provision of information on the reliability and validity of selection procedures and the effects of test-taker attitudes (i.e., belief in tests and comparative anxiety) on fairness perceptions. Prior to an actual selection process, applicants (N = 118) were given either information about the reliability and validity of various selection procedures or no information. Next, they evaluated the fairness of eight selection procedures. No significant effect of selection information was found. Belief in tests had significant effects, with applicants high on test belief giving higher fairness ratings than applicants low on test belief. In …
A Practical Procedure To Estimate The Quality And The Adverse Impact Of Single-Stage Selection Decisions, Wilfried De Corte, Filip Lievens
A Practical Procedure To Estimate The Quality And The Adverse Impact Of Single-Stage Selection Decisions, Wilfried De Corte, Filip Lievens
Research Collection Lee Kong Chian School Of Business
The quandary posed by the conflicting goals of valid selection and a diverse workforce is one of the most perplexing problems facing the practice of personnel selection today. To help address the issue, the article presents a comprehensive method and a related computer program to estimate the expected adverse impact and the expected quality of the majority, the minority and the total selected work force. Compared to previous related procedures, the present method is much more general as it can address situations with both multiple predictor and multiple criterion dimensions. In addition, the expected effects can be computed given the …
The Relation Of Instrumental And Symbolic Attributes To A Company's Attractiveness As An Employer, Filip Lievens, Scott Highhouse
The Relation Of Instrumental And Symbolic Attributes To A Company's Attractiveness As An Employer, Filip Lievens, Scott Highhouse
Research Collection Lee Kong Chian School Of Business
This study adds a new marketing-based angle to the study of the attractiveness of organizations in the early stages of the recruitment process. Drawing on the instrumental-symbolic framework from the marketing literature, we expected that the meanings (in terms of inferred traits) that prospective applicants associate with employing organizations would play an important role in applicants' attractiveness to these organizations. Two groups of prospective applicants (275 final-year students and 124 bank employees) were drawn from the applicant population targeted by the bank industry. These applicants were asked to rate a randomly assigned bank in terms of job/organizational factors and to …
The Use Of Rewards To Increase And Decrease Trust: Mediating Processes And Differential Effects, Donald L. Ferrin, Kurt T. Dirks
The Use Of Rewards To Increase And Decrease Trust: Mediating Processes And Differential Effects, Donald L. Ferrin, Kurt T. Dirks
Research Collection Lee Kong Chian School Of Business
Hypotheses asserting that reward structures - an omnipresent element of the work context - have a strong influence on interpersonal trust are tested, and the cognitive and behavioral routes through which the effects may occur are explored. Specifically, attribution theory is used to identify several core processes including social perception, self-perception, and attributional biases that may explain trust development. A 3 x 2 experimental design in a problem-solving task was used to examine the hypotheses. The results suggest that reward structures have a strong influence on trust, and that the effect is mediated by causal schemas, suspicion effects, and self-perception. …