Open Access. Powered by Scholars. Published by Universities.®

Organizational Behavior and Theory Commons™

Open Access. Powered by Scholars. Published by Universities.®

Research Collection Lee Kong Chian School Of Business

Discipline
Keyword
Publication Year

Articles 1 - 30 of 914

Full-Text Articles in Organizational Behavior and Theory

How Leaders Build Employee Trust In Artificial Intelligence: Voice Opportunities, Humility, And Trust Transfer, Jack Mcguire, David De Cremer, Devesh Narayanan Dec 2026

How Leaders Build Employee Trust In Artificial Intelligence: Voice Opportunities, Humility, And Trust Transfer, Jack Mcguire, David De Cremer, Devesh Narayanan

Research Collection Lee Kong Chian School Of Business

Artificial intelligence is increasingly central to organizational work, yet employee trust in AI remains fragile. Although prior research has primarily explained trust in AI through technological characteristics such as transparency, reliability, and accuracy, we argue that trust in AI is also shaped by the social context in which employees encounter these systems. Drawing on affect-as-information theory and social information processing theory, we develop and test a model in which leader-provided voice opportunities reduce employees’ negative affect about AI-related work experiences, thereby enhancing perceptions of leader trustworthiness and, in turn, trust in AI. We further propose that this indirect effect depends …

Go to article

Team-On-Team Negotiation: How Internal Structure Shapes What Teams Can Do At The Table, Leyi Holly Shi, Tianyu He, Robert B. Lount Jr., Michael Schaerer, Roderick I. Swaab Dec 2026

Team-On-Team Negotiation: How Internal Structure Shapes What Teams Can Do At The Table, Leyi Holly Shi, Tianyu He, Robert B. Lount Jr., Michael Schaerer, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

Team negotiation research presents a paradox: teams sometimes achieve more integrative outcomes than solo negotiators, yet in other cases they escalate competitiveness and harm relational outcomes. Existing theory has not resolved this inconsistency, in part because it treats negotiating teams as if they could change positions as easily as individual negotiators. We argue this assumption overlooks a central constraint of team-on-team negotiation: before any adaptive external exchange can occur, teams must internally authorize revisions to their positions as new information emerges. Drawing on evidence from research on team negotiation, multiparty negotiation, and team design, we identify this internal capacity as …

Go to article

How Followers Respond To Leader Differentiation: The Importance Of Considering All Leader Differentiation Properties, Yuchuan Liu, Gary John Greguras Aug 2026

How Followers Respond To Leader Differentiation: The Importance Of Considering All Leader Differentiation Properties, Yuchuan Liu, Gary John Greguras

Research Collection Lee Kong Chian School Of Business

A central tenet of many leadership theories is that leaders treat their followers differently. Although leader differentiation is ubiquitous, its effects on leaders and followers are not well understood and theory and research have not simultaneously considered its three key properties: Leader–member exchange (LMX) differentiation, LMX quality, and LMX social comparison. We developed a theoretical model in which these three properties interact to influence followers’ supervisory interactional justice perceptions and subsequently their supervisor-directed deviance and supervisor-directed organizational citizenship behaviors (OCBs). To test our model, we conducted a pre-registered experiment (Study 1), a single-level, multi-wave study (Study 2), and a multilevel, …

Go to article

Through The Lens Of Clarity: Perceived Organizational Tightness Boosts Creativity For Men, But Not For Women, Grace J. H. Lim, Roy Y. J. Chua Jul 2026

Through The Lens Of Clarity: Perceived Organizational Tightness Boosts Creativity For Men, But Not For Women, Grace J. H. Lim, Roy Y. J. Chua

Research Collection Lee Kong Chian School Of Business

A commonly held perspective in the cultural tightness literature is that cultural tightness tends to negatively impact creativity. Yet some findings indicate that this relationship is not strictly negative and that a more nuanced perspective should be considered. Drawing on social information processing (SIP) theory and social role theory, we build theory on how the perception of organizational cultural tightness can increase creativity for some employees, but not for others. Specifically, we propose that perceived organizational tightness—the extent to which one perceives that an organization is characterized by strong norms and sanctions for deviation—increases clarity on creativity evaluation standards and …

Go to article

The Power And Peril Of Awe In Leadership: Transforming Follower Identity And Behavior, Jack Mcguire, Daniel Mcallister, Jochen Menges, David De Cremer Jul 2026

The Power And Peril Of Awe In Leadership: Transforming Follower Identity And Behavior, Jack Mcguire, Daniel Mcallister, Jochen Menges, David De Cremer

Research Collection Lee Kong Chian School Of Business

Awe is a profound emotion that has captured significant attention within psychological research. While the potential for leaders to inspire awe in followers has received some recognition, systematic research on the nature and effects of awe in leadership—and within organizational contexts more broadly—remains limited. In this article, we offer a conceptual framework that explains the multifaceted and transformative nature of leadership through the power of awe. Specifically, we identify four leader behaviors—charismatic leadership tactics, exceptional performance, problem reframing, and self-sacrificial behavior—that elicit awe among followers. We further propose three variants of awe-inspiring leaders, describing how variation in a leader’s self-construal …

Go to article

Cycles Of Inequality In The Marketplace: Insights From Macro, Marketer, And Consumer Perspectives, Debora V. Thompson, Amna Kirmani, Rebecca Hamilton, Andy Li, Christilene Du Plessis, Daniel Fernandes, Guillaume Johnson, Brent Mcferren, Jian Ni, Vladmir Pavlov, Francine Petersen, Lisa Scheer, Yan Vieites, Keith Wilcox Jun 2026

Cycles Of Inequality In The Marketplace: Insights From Macro, Marketer, And Consumer Perspectives, Debora V. Thompson, Amna Kirmani, Rebecca Hamilton, Andy Li, Christilene Du Plessis, Daniel Fernandes, Guillaume Johnson, Brent Mcferren, Jian Ni, Vladmir Pavlov, Francine Petersen, Lisa Scheer, Yan Vieites, Keith Wilcox

Research Collection Lee Kong Chian School Of Business

Seeking inequality via differentiation is a fundamental theme in the marketing literature: consumers derive utility from products that convey socially valued attributes, and marketers target consumers by giving them opportunities to differentiate on socially valued attributes. However, as a large body of evidence shows, inequality can reduce consumer well-being and limit economic growth. In this paper, we take a systemic view of marketplace inequality, examining the interdependence among consumers, marketers, and macro forces in shaping inequality in markets for goods and services. Our broad review of the marketing literature across ten marketing journals and a variety of subdomains within the …

Go to article

Expanding Links Between Work Values And Occupations: Development Of The Occupational Values Inventory (Ovi), Nicholas F. Heimpel, Kevin Hoff, Zihan Liu, Federick L. Oswald, James Rounds May 2026

Expanding Links Between Work Values And Occupations: Development Of The Occupational Values Inventory (Ovi), Nicholas F. Heimpel, Kevin Hoff, Zihan Liu, Federick L. Oswald, James Rounds

Research Collection Lee Kong Chian School Of Business

This research developed the Occupational Values Inventory (OVI), a 30-item measure that expands the content coverage of work values by linking into a broad range of O*NET occupational descriptors, including Work Activities and Work Contexts, along with salary data from the Bureau of Labor Statistics. The OVI assesses 11 work values—Interpersonal, Outdoor, Physical, Leadership, Salary, Prestige, Variety, Interest, Work Hours, Knowledge Utilization, and Autonomy—providing an updated and refined coverage of work values relevant to people and occupations in the modern labor market. Study 1 (N = 768) developed and refined the OVI’s scales using conceptual and psychometric criteria, also reporting …

Go to article

Research: What Message Are Your Headphones Sending Your Coworkers?, Oguz Gencay, Michael Schaerer, Trevor A. Foulk May 2026

Research: What Message Are Your Headphones Sending Your Coworkers?, Oguz Gencay, Michael Schaerer, Trevor A. Foulk

Research Collection Lee Kong Chian School Of Business

Walk into almost any modern office, and you will see it: earbuds in, playlists on, and heads down. For many employees, music is an essential tool for focusing, mood regulation, and stamina. For most managers, it is a non-issue as long as performance stays strong. If it helps people concentrate, let them listen to music. At worst, it is a harmless preference, such as drinking coffee or using a standing desk.

Go to article

Leading Ai Adoption In Organizations: Introducing A Behavioral Human-Centered Approach, Shane Schweitzer, Devesh Narayan, Jack Mcguire, David De Cremer May 2026

Leading Ai Adoption In Organizations: Introducing A Behavioral Human-Centered Approach, Shane Schweitzer, Devesh Narayan, Jack Mcguire, David De Cremer

Research Collection Lee Kong Chian School Of Business

Initiatives to implement AI technologies in organizations fail at an alarming rate. We argue that leading the adoption of AI is not a simple engineering exercise but rather represents a behavioral exercise where change management principles—the process by which organizations plan, implement, and embed changes in practices—are employed. However, many AI initiatives in business focus predominantly on the AI systems themselves, assuming humans will fall in line. To solve this, we integrate ideas from change management with scholarship on human-centered artificial intelligence to offer a behavioral approach that accounts for the impact of AI adoption on humans at all stages …

Go to article

The Downside Of Generosity: How Rare Giving Fosters Stronger Social Connection, Minkwang Jang, Shereen J Chaudhry, Ayelet Fishbach May 2026

The Downside Of Generosity: How Rare Giving Fosters Stronger Social Connection, Minkwang Jang, Shereen J Chaudhry, Ayelet Fishbach

Research Collection Lee Kong Chian School Of Business

Giving serves not only to benefit others and society but also to foster social connections between givers and recipients. However, more giving is not necessarily merrier. This research finds that social connection depends not only on the act of giving but also on how many others receive the gesture from the same giver. Rare givers—those who give to fewer recipients—are perceived as more socially connected to each recipient than broad givers—those who give to many (the rare giving effect). This effect emerges across diverse contexts, including interpersonal gift exchanges in both new and existing relationships and corporate donations. As a …

Go to article

Impending-Exit Period And Employee Performance: Rethinking Human Capital Disruption, Yea Hee Ko, Charlie O. Trevor Apr 2026

Impending-Exit Period And Employee Performance: Rethinking Human Capital Disruption, Yea Hee Ko, Charlie O. Trevor

Research Collection Lee Kong Chian School Of Business

The well-established disruptive effects of employee turnover on firms have typically been attributed to post-exit dynamics, such as losses of human and social capital. Little is known, however, about leavers’ pre-exit job performance, which, if declining in sufficient magnitude as separation nears, may drive some of this disruption. Drawing on career concerns research, we argue that impending exit weakens incentives to improve future career prospects at the firm, thereby resulting in reduced performance. Our analysis reveals strikingly large negative relationships, as job performance during the impending-exit period declines by 53.9% and 79.8% across two performance measures. Additionally, we predict and …

Go to article

Ai Models As Cultural Beings: Investigating Ai Cultural Biases And The Impact Of Cultural Alignment On Human-Ai Creative Collaboration, Choon Ngee Tan, Meng Han, Roy Y. J. Chua, Chi-Ying Cheng Apr 2026

Ai Models As Cultural Beings: Investigating Ai Cultural Biases And The Impact Of Cultural Alignment On Human-Ai Creative Collaboration, Choon Ngee Tan, Meng Han, Roy Y. J. Chua, Chi-Ying Cheng

Research Collection Lee Kong Chian School Of Business

Existing research on AI cultural biases predominantly focuses on Western models, overlooking critical gaps in non-Western models. We conduct a comparative analysis of AI models – ChatGPT (U.S. developed) and ErnieBot (China developed) – from different cultures to investigate how corresponding cultural biases manifest in their outputs. Additionally, we examine how cultural alignment between human users and AI models impacts their collaborative creative performance and the underlying psychological mechanisms. In Study 1, multi-choice prompt with zero-shot technique was used to evaluate cultural biases in four widely used AI models – ChatGPT-3.5/4, ErnieBot-3.5/4 – comparing their responses to established cultural psychometric …

Go to article

A Closer Look At The Innovator: The Interplay Between Divergent And Convergent Processes Of Self-Regulation, Ronald Bledow, Hye Jung Eun, Lien Vossaert Mar 2026

A Closer Look At The Innovator: The Interplay Between Divergent And Convergent Processes Of Self-Regulation, Ronald Bledow, Hye Jung Eun, Lien Vossaert

Research Collection Lee Kong Chian School Of Business

Creativity and innovation are essential for modern organizations. While abundant research has helped to better understand creativity in everyday work life, considerably less attention has been paid to how individuals achieve creative performance during the implementation of innovation projects. We articulate a dialectical interplay between divergent and convergent processes of self-regulation that supports creative performance in innovation projects. We propose that a divergent exploration orientation contributes to creative performance by inducing a broad search for novelty and by stimulating iteration—repeated cycles of experimentation and refinement. Convergent processes of self-regulation—outcome focus and planning—strengthen the relationship between divergent processes and creative performance. …

Go to article

Interest Fit Beyond The Riasec: The Comprehensive Assessment Of Basic Interests-O*Net (Cabin-Net), Chu Chu, Kevin A. Hoff, Zihan Liu, Nicholas F. Heimpel, Anthony Greco, Frederick L. Oswald, James Rounds Mar 2026

Interest Fit Beyond The Riasec: The Comprehensive Assessment Of Basic Interests-O*Net (Cabin-Net), Chu Chu, Kevin A. Hoff, Zihan Liu, Nicholas F. Heimpel, Anthony Greco, Frederick L. Oswald, James Rounds

Research Collection Lee Kong Chian School Of Business

Over the past half-century, Holland’s RIASEC model has dominated vocational interest research. Although the RIASEC categories effectively capture general occupational themes, their breadth obscures meaningful variability across underlying basic interests, which are more refined interest scales. In this research, we adapted the Comprehensive Assessment of Basic Interests (CABIN; Su et ., 2019) to be used alongside O*NET for assessing interest fit, resulting in the 60-item CABIN-NET that measures 20 basic interest scales organized under RIASEC domains. In Study 1, we refined items for the CABIN-NET using a nationally representative adult sample (N = 768). In Studies 2 and 3, we …

Go to article

Collaborative Work Management Technologies And Managerial Intensity In U.S. Corporations: An Examination, Piyush Gulati, Arianna Marchetti, Phanish Puranam Mar 2026

Collaborative Work Management Technologies And Managerial Intensity In U.S. Corporations: An Examination, Piyush Gulati, Arianna Marchetti, Phanish Puranam

Research Collection Lee Kong Chian School Of Business

Do digital technologies reinforce managerial hierarchies or, instead, make them less relevant? We propose that the answer to this question depends on the nature of the technology: specifically, its relative impact on managers' capacity to supervise and on subordinates' need for supervision. Applying this framework to collaborative work management (CWM) technologies that facilitate real-time collaboration, communication, and task coordination, we predict that the adoption of such technologies should reduce managerial intensity and increase decentralization in organizations. To test this prediction, we use a difference-in-differences design on a novel data set built from over 26 million job listings (Lightcast) and over …

Go to article

Can’T Get Work Off My Mind: The Effect Of Nonwork Goal Reflection On After-Work Rumination And Well-Being, Trevor A. Foulk, Min-Hsuan Tu, Michael Schaerer, Amber Johnson Mar 2026

Can’T Get Work Off My Mind: The Effect Of Nonwork Goal Reflection On After-Work Rumination And Well-Being, Trevor A. Foulk, Min-Hsuan Tu, Michael Schaerer, Amber Johnson

Research Collection Lee Kong Chian School Of Business

Many employees lament that their inability to stop ruminating about work during nonwork time is one of their most significant work-related challenges, yet limited research has articulated actionable strategies to address this issue on a day-to-day basis. Integrating goal shielding theory with rumination theory, our model introduces nonwork goal reflection as a deliberate behavioral intervention employees can engage in to curtail work-related rumination, in a way that facilitates well-being during nonwork time. Specifically, we argue that engaging in nonwork goal reflection—where employees intentionally reflect on nonwork goals to be completed during their nonwork time—can curtail work-related rumination and is associated …

Go to article

Situation Descriptions In Situational Judgment Tests: A Matter Of Including Trait-Relevant Situational Cues?, Philipp Schapers, Stefan Krumm, Filip Lievens, Jan-Philipp Freudenstein, Julian Schulze, Cornelius J. Konig Feb 2026

Situation Descriptions In Situational Judgment Tests: A Matter Of Including Trait-Relevant Situational Cues?, Philipp Schapers, Stefan Krumm, Filip Lievens, Jan-Philipp Freudenstein, Julian Schulze, Cornelius J. Konig

Research Collection Lee Kong Chian School Of Business

SJTs have traditionally been conceptualized as low-fidelity simulations of how respond to work-related situations. Yet, several studies demonstrated that situation descriptions were necessary to solve some SJT items, whereas they were not needed for other SJT items. So far, no solid support was found for various factors (e.g., item characteristics, presentation format, instructions, and content domain) that make some situation descriptions relevant and others irrelevant for responding to SJT items. Building on trait activation theory, we posit that trait-relevant situational cues serve as an ignored factor in SJT situation descriptions. Across two main studies (N-1 = 269, N-2 = 1,092), …

Go to article

Are Less Hierarchical Firms Organized Around Stronger Cultures? Evidence From Big Data, Arianna Marchetti, Phanish Puranam Feb 2026

Are Less Hierarchical Firms Organized Around Stronger Cultures? Evidence From Big Data, Arianna Marchetti, Phanish Puranam

Research Collection Lee Kong Chian School Of Business

Research Summary: Are less hierarchical firms organized around stronger cultures instead? We analyze 1.5 million employee reviews on Glassdoor.com from 23,000 US-based firms, alongside data on managerial hierarchy estimated from 42 million professional social media profiles. Our findings confirm a negative association between managerial hierarchy and organizational culture strength. We explore two potential explanations for this association: Functional equivalence between the two, and culture fragmentation caused by managerial hierarchy. Multiple correlational tests show support for functional equivalence as a plausible explanation for the observed negative correlation. Our findings enhance our understanding of the complex relationships between organizational structure and culture …

Go to article

The Effects Of Linguistic Ostracism On Job Performance. A Replication And An Extension, John Fiset, Devasheesh P. Bhave Feb 2026

The Effects Of Linguistic Ostracism On Job Performance. A Replication And An Extension, John Fiset, Devasheesh P. Bhave

Research Collection Lee Kong Chian School Of Business

We examined the phenomenon of linguistic ostracism—instances where a focal workgroup member perceives other members of their workgroup have rejected and/or excluded them by using a language they cannot comprehend. In a 2021 article, Fiset and Bhave observed that linguistic ostracism was related to two dimensions of job performance (interpersonal citizenship and deviance) and that disidentification served as an explanatory mechanism for the linguistic ostracism–job performance relationship. We constructively replicate and extend their work in several ways. First, we replicate prior effects on interpersonal citizenship and deviance and extend their work to focus on a third dimension of job performance: …

Go to article

Perceptions Of Game-Based Assessments: The Role Of Test Takers' Occupational Background, Marie L. Ohlms, Klaus G. Melchers, Filip Lievens Feb 2026

Perceptions Of Game-Based Assessments: The Role Of Test Takers' Occupational Background, Marie L. Ohlms, Klaus G. Melchers, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Game-based assessments (GBAs) have become increasingly popular in personnel selection. However, research on perceptions of GBAs has yielded mixed results, highlighting the need to explore variables that may shape perceptions of GBAs. Therefore, we examined whether test takers' occupational background and other person-related characteristics (i.e., gender, age, video game usage, openness to experience) are associated with their perceptions of GBAs. N = 179 individuals from technical and social occupational backgrounds rated their perceptions of GBAs and non-gamified tests. We found that GBAs were generally rated more positively than non-gamified tests in terms of organizational attractiveness, behavioral intentions toward the organization, …

Go to article

Bridging The Social Class Capital Gap: A Psychological Intervention In The Newcomer Adjustment Context, Grace J. H. Lim, Marko Pitesa Jan 2026

Bridging The Social Class Capital Gap: A Psychological Intervention In The Newcomer Adjustment Context, Grace J. H. Lim, Marko Pitesa

Research Collection Lee Kong Chian School Of Business

Motivated by observations that workers from lower social class backgrounds often experience lower career outcomes even after securing desirable jobs, we adopted an abductive approach—combining theory (the newcomer personal capital framework) with qualitative evidence from open‐ended accounts (Study 1)—to identify three challenges these workers face after joining organizations as newcomers: limited cultural capital (i.e., institutional knowledge), lower social capital (i.e., social self‐efficacy), and lower psychological capital (i.e., distress tolerance). Furthermore, in Study 1, we developed and tested a psychological intervention targeting these challenges and found that it effectively addressed them. In Studies 2 and 3, both preregistered field experiments, we …

Go to article

Tuned Out Or Dialed In: How Attributions Shape Observer Reactions To Music Listeners At Work, Oguz Gencay, Trevor Foulk, Michael Schaerer Jan 2026

Tuned Out Or Dialed In: How Attributions Shape Observer Reactions To Music Listeners At Work, Oguz Gencay, Trevor Foulk, Michael Schaerer

Research Collection Lee Kong Chian School Of Business

Music listening while working is prevalent in contemporary workplaces, with extensive research demonstrating its psychological and behavioral implications. Shifting focus from intra-individual outcomes, the present research examines the social implications of music listening at work. To do so, we adopt a novel third-party perspective to investigate how observers perceive and react to music listeners. Building on attribution theory, we argue that music listening is an ambiguous behavior that invites observers to make leisure or productivity attributions, thereby shaping how they perceive and treat music listeners. We hypothesize that observers perceive music listeners (vs. non-listeners) as less engaged if they attribute …

Go to article

The Persistence Of Homophobia In Men’S Friendship Norms, Sherrie Y. Xue, Stephanie C. Lin, Christilene Du Plessis Dec 2025

The Persistence Of Homophobia In Men’S Friendship Norms, Sherrie Y. Xue, Stephanie C. Lin, Christilene Du Plessis

Research Collection Lee Kong Chian School Of Business

Across five studies and one supplementary study (five preregistered; N = 3,215 adults), we found that men, more than women, avoided shared experiences (e.g., going to the movies, sharing food) with individuals of the same gender. Furthermore, persistent societal expectations that men should be unambiguously heterosexual underpinned this pattern: Men felt more apprehensive about signaling same-gender romance in platonic relationships than women did. In turn, romantic prototypicality drove the pattern of men (more than women) avoiding shared activities, above and beyond differences in how hedonic, enjoyable, and feminine the activities were; our findings further suggested that men’s reluctance to share …

Go to article

Riding The Waves Of Power: Power Fluctuation, Cognitive Energy, And Goal Pursuit, Hae-Lueng Rose Kim, Trevor A. Foulk, Michael Schaerer, Jake Gale, Eric A. Anicich Dec 2025

Riding The Waves Of Power: Power Fluctuation, Cognitive Energy, And Goal Pursuit, Hae-Lueng Rose Kim, Trevor A. Foulk, Michael Schaerer, Jake Gale, Eric A. Anicich

Research Collection Lee Kong Chian School Of Business

A central finding in the power literature is that experiencing elevated power facilitates employees’ goal-relevant cognitions and behaviors. In this work, we suggest that the relationship between power and goal pursuit is more complex than previously assumed. Specifically, we examine how experiencing power fluctuation—alternating states of high and low power during the workday—can uniquely promote employees’ goal-relevant behaviors beyond the effect of static power. Integrating insights from the Dynamic Equilibrium Model of Organizing (DEMO) and the Model of Proactive Motivation (MPM), our work demonstrates that power fluctuation can facilitate employees’ cognitive energy, in a way that enhances their goal-relevant cognitions …

Go to article

How Behavioral Science Can Improve The Return On Ai Investments, David De Cremer, Shane Schweitzer, Jack Mcguire, Devesh Narayanan Nov 2025

How Behavioral Science Can Improve The Return On Ai Investments, David De Cremer, Shane Schweitzer, Jack Mcguire, Devesh Narayanan

Research Collection Lee Kong Chian School Of Business

Many AI projects fail because leaders treat adoption as a tech purchase instead of a behavioral change problem. People resist tools that disrupt routines, overreact to visible AI errors, and prefer familiar human judgment. As a result, even good systems fail to gain purchase. Leaders can address this problem by applying “Behavioral Human-Centered AI” across the AI adoption cycle. In the design phrase, companies should co-design with diverse users, add purposeful friction where it improves scrutiny, require beta tests with subgroup results and behavioral input. During adoption, they should frame AI as an augmenter, disclose limits and safeguards, use explainability …

Go to article

The Power And Peril Of First Offers In Negotiations: A Conceptual, Meta-Analytic, And Experimental Synthesis, H.M. Petrowsky, L. Boecker, Y.A. Escher, M.L. Frech, M. Friese, A.D. Galinsky, B. Gunia, A.J. Lee, Michael Schaerer, M. Schweinsberg, M. Soliman, R. Swaab, E.S. Troll, M. Weber, D.D. Loschelder Nov 2025

The Power And Peril Of First Offers In Negotiations: A Conceptual, Meta-Analytic, And Experimental Synthesis, H.M. Petrowsky, L. Boecker, Y.A. Escher, M.L. Frech, M. Friese, A.D. Galinsky, B. Gunia, A.J. Lee, Michael Schaerer, M. Schweinsberg, M. Soliman, R. Swaab, E.S. Troll, M. Weber, D.D. Loschelder

Research Collection Lee Kong Chian School Of Business

Is it advantageous to make the first offer and to do so ambitiously? Although initial studies suggested clear advantages across cultures and contexts, recent findings have challenged the robustness of this first-mover advantage. A preregistered meta-analysis of 374 effects from 90 studies (Study 1; N = 16,334) revealed three beneficial effects of making the first offer: (a) a general first-mover advantage (g = 0.42, m = 80), (b) a positive correlation between first-offer magnitude and agreement value (r = 0.62, g = 1.56, m = 53), and (c) an advantage of ambitious (vs. moderate) first offers on agreement value (g …

Go to article

Managing The Personalization Paradox: Lessons From Spotify’S Ai Dj, Anirban Mukherjee, Hannah H. Chang, Jonathan Wibowo Nov 2025

Managing The Personalization Paradox: Lessons From Spotify’S Ai Dj, Anirban Mukherjee, Hannah H. Chang, Jonathan Wibowo

Research Collection Lee Kong Chian School Of Business

This case study uses Spotify’s AI DJ to examine the “personalization paradox,” where product features designed to deepen user connection can instead cause alienation. An analysis of over 1,400 user comments identifies three core frictions: a perceived loss of user agency, mismanaged expectations for the human-like AI, and a scalability bottleneck that led to repetitive content. Students are placed in the role of a product manager tasked with developing a prioritized roadmap to address these issues, forcing them to grapple with the critical trade-offs between technological capability and user psychology.

Go to article

Accelerating Expertise In Professional Decision Making: The Effects Of A Simple Rules Training, Gavin Raj Maistry, Jochen Reb, Shenghua Luan, Thomas Menkhoff Nov 2025

Accelerating Expertise In Professional Decision Making: The Effects Of A Simple Rules Training, Gavin Raj Maistry, Jochen Reb, Shenghua Luan, Thomas Menkhoff

Research Collection Lee Kong Chian School Of Business

Traditional approaches to professional decision making hold analytical expertise as superior to qualitative judgment. However, this view is increasingly challenged by work on heuristics as effective decision strategies under conditions of uncertainty. Building on this insight, we developed a script-based simple rules training program in the context of insurance underwriting. We then conducted a quasi-experimental intervention study with 220 participants of varying levels of experience. The study compared performance in the training condition with that in an active control condition on a work sample test given before and after the intervention. The results show that training in simple rules could …

Go to article

Personality And Personnel Selection: Going Beyond Self-Reports And Linear Relationships, Filip Lievens, Jinyan Fan, Jingyi Li Oct 2025

Personality And Personnel Selection: Going Beyond Self-Reports And Linear Relationships, Filip Lievens, Jinyan Fan, Jingyi Li

Research Collection Lee Kong Chian School Of Business

The study of personality in selection and assessment represents one of the most longstanding and voluminous literature in industrial and organizational psychology. In this paper, we review two important recent research streams. First, we review studies on alternatives to self-report personality inventories, namely the use of Situational Judgment Tests (SJTs), assessment center (AC) exercises, and a multi-rater framework. Second, we review studies that go beyond linear relationships between personality and job performance. Generally, our review reveals that these alternative approaches show promises in better understanding personality and how personality relates to performance.

Go to article

Why Stressed Candidates Make Better Cross-Cultural Hires, Shilpa Madan Sep 2025

Why Stressed Candidates Make Better Cross-Cultural Hires, Shilpa Madan

Research Collection Lee Kong Chian School Of Business

When interviewing job candidates, you may look for evidence that they stay calm under pressure and interpret signs of stress as red flags. However, our recent research shows that for cross-cultural positions, those red flags might actually indicate your best potential hires. Candidates who exhibit signs of stress may be better suited to navigate the complexities of cross-cultural roles, suggesting a need to reassess traditional interview evaluations.

Go to article

Next Last