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Research Collection Lee Kong Chian School Of Business

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Articles 241 - 270 of 914

Full-Text Articles in Organizational Behavior and Theory

Power And Negotiation: Review Of Current Evidence And Future Directions, Michael Schaerer, Laurel Teo, Nikhil Madan, Roderick I. Swaab Jun 2020

Power And Negotiation: Review Of Current Evidence And Future Directions, Michael Schaerer, Laurel Teo, Nikhil Madan, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

This review synthesizes the impact of power on individual and joint negotiation performance. Although power generally has positive effects on negotiators’ individual performance (value claiming), recent work suggests that more power is not always beneficial. Taking a dyadic perspective, we also find mixed evidence for how power affects joint performance (value creation); some studies show that equal-power dyads create more value than unequal-power dyads, but others find the opposite. We identify the source of power, power distribution, and competitiveness as critical moderators of this relationship. Finally, we suggest that future research should move beyond studying alternatives in dyadic deal-making, identify …

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It's Lonely At The Bottom (Too): The Effects Of Experienced Powerlessness On Social Closeness And Disengagement, Trevor A. Foulk, Irene E. De Pater, Michael Schaerer, Christilene Du Plessis, Randy Lee, Amir Erez Jun 2020

It's Lonely At The Bottom (Too): The Effects Of Experienced Powerlessness On Social Closeness And Disengagement, Trevor A. Foulk, Irene E. De Pater, Michael Schaerer, Christilene Du Plessis, Randy Lee, Amir Erez

Research Collection Lee Kong Chian School Of Business

Although powerlessness is a pervasive experience for employees, prior social power research has predominantly focused on consequences of powerfulness. This has led to contradictory predictions for how experienced powerlessness influences employees’ social perceptions and behaviors. To resolve this theoretical tension, we build on Social Distance Theory (Magee & Smith, 2013) to develop a theoretical model suggesting that experienced powerlessness reduces social closeness and subsequently causes social disengagement behaviors both at work (reduced helping, increased interaction avoidance) and at home (increased withdrawal). Our model also elucidates the processes that cause powerlessness to reduce social closeness, demonstrating that employees’ affiliation motive and …

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Transparency And Fairness In Organizational Decisions: An Experimental Investigation Using The Paired Ultimatum Game, Jared Nai, Reddi Kotha, Phanish Puranam Jun 2020

Transparency And Fairness In Organizational Decisions: An Experimental Investigation Using The Paired Ultimatum Game, Jared Nai, Reddi Kotha, Phanish Puranam

Research Collection Lee Kong Chian School Of Business

Organizations often keep secret their decisions about what employees receive (e.g., salary, budgets, benefits) to manage fairness concerns. We propose that this can be counterproductive because of a mechanism we call the “escalation of deservingness under secrecy”, where the existence of peers can inflate one’s own sense of deservingness, even when the actual allocations to peers are unknown. Building on the ultimatum game, we developed a Paired Ultimatum Game (PUG) in which a player and a peer respondent engage with the same offeror simultaneously but with no direct competition between respondents. Across three experiments- a live interaction study as well …

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Across The Great Divides: Gender Dynamics Influence How Intercultural Conflict Helps Or Hurts Creative Collaboration, Roy Y. J. Chua, Mengzi Jin Jun 2020

Across The Great Divides: Gender Dynamics Influence How Intercultural Conflict Helps Or Hurts Creative Collaboration, Roy Y. J. Chua, Mengzi Jin

Research Collection Lee Kong Chian School Of Business

Collaborating across cultures can potentially increase creativity due to access to diverse ideas and perspectives, but this benefit is not always realized. One reason is that the conflict that arises in intercultural creative collaboration is a double-edged sword and how it is managed matters. In this research, we examine how the gender of collaborating dyads influences the link between intercultural conflict (task and relationship) and creative collaboration effectiveness. Through two studies (a laboratory study and a field survey), we found that intercultural task conflict has a negative effect on creative collaboration in men dyads but a positive effect on creative …

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The Profile Of The ‘Good Judge’ In Hrm: A Systematic Review And Agenda For Future Research, François S. De Kock, Filip Lievens, Marise P. Born Jun 2020

The Profile Of The ‘Good Judge’ In Hrm: A Systematic Review And Agenda For Future Research, François S. De Kock, Filip Lievens, Marise P. Born

Research Collection Lee Kong Chian School Of Business

In light of the pivotal importance of judgments and ratings in human resource management (HRM) settings, a better understanding of the individual differences associated with being a good judge is sorely needed. This review provides an overview of individual difference characteristics that have been associated with the accurate judges in HRM. We review empirical findings over >80 years to identify what we know and do not know about the individual difference correlates of being an accurate judge. Overall, findings suggest that judges' cognitive factors show stronger and more consistent relationships with rating accuracy than personality-related factors. Specific intelligences in the …

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A Dynamic Account Of Self-Efficacy In Entrepreneurship, Michael M. Gielnik, Ronald Bledow, Miriam S. Stark May 2020

A Dynamic Account Of Self-Efficacy In Entrepreneurship, Michael M. Gielnik, Ronald Bledow, Miriam S. Stark

Research Collection Lee Kong Chian School Of Business

We present a dynamic account of self-efficacy in entrepreneurship that integrates social–cognitive and control theory. According to our dynamic account, variability in self-efficacy energizes action because it involves self-motivation and discrepancy perception as competing motivational processes. We argue that variability and the average level in self-efficacy nascent entrepreneurs display over time support the enactment of entrepreneurial intentions and predict business ownership. The proposed positive effect of variability further implies an inverted u-shaped relationship between self-efficacy at a single point in time and business ownership. To test these hypotheses, we repeatedly assessed entrepreneurial self-efficacy of nascent African entrepreneurs during a 12-week …

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Mindfulness Arrives At Work: Deepening Our Understanding Of Mindfulness In Organizations, Jochen Reb, Tammy Allen, Timothy J. Vogus May 2020

Mindfulness Arrives At Work: Deepening Our Understanding Of Mindfulness In Organizations, Jochen Reb, Tammy Allen, Timothy J. Vogus

Research Collection Lee Kong Chian School Of Business

Mindfulness has become an increasingly popular practice and in parallel scholarly research has grown considerably. However, the study of mindfulness at work remains limited and motivates this special issue on “Mindfulness at Work: Pushing Theoretical and Empirical Boundaries.” In this introduction to the special issue we offer a brief initial grounding in the literature on mindfulness at work and in organizations. We then turn attention to how the six articles in this special issue advance this nascent field. We use both as a point of departure for considering the benefits and limits of mindfulness in organizations as well as the …

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Equality In The Workplace, Siow-Heng Ong May 2020

Equality In The Workplace, Siow-Heng Ong

Research Collection Lee Kong Chian School Of Business

No abstract provided.

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It Won’T Be Business As Usual After Covid-19, Arnoud De Meyer Apr 2020

It Won’T Be Business As Usual After Covid-19, Arnoud De Meyer

Research Collection Lee Kong Chian School Of Business

As customer behaviours change, they will reshape business models in the post-coronavirus world.

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Win-Win In Distributive Negotiations: The Economic And Relational Benefits Of Strategic Offer Framing, Michael Schaerer, Martin Schweinsberg, Nico Thornley, Roderick I. Swaab Mar 2020

Win-Win In Distributive Negotiations: The Economic And Relational Benefits Of Strategic Offer Framing, Michael Schaerer, Martin Schweinsberg, Nico Thornley, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

In distributive negotiations, people often feel that they have to choose between maximizing their economic outcomes (claiming more value) or improving their relational outcomes (having a satisfied opponent). The present research proposes a conversational strategy that can help negotiators achieve both. Specifically, we show that using an offer framing strategy that shifts offer recipients’ attention to their reservation price (e.g., “How does my offer compare to your minimum price?”) leads to both (a) an assimilation effect whereby recipients make more favorable counteroffers (economic benefit) as well as (b) a contrast effect whereby recipients feel more satisfied with the negotiation (relational …

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Multiple Speed Assessments: Theory, Practice, And Research Evidence, Christoph N. Herde, Filip Lievens Mar 2020

Multiple Speed Assessments: Theory, Practice, And Research Evidence, Christoph N. Herde, Filip Lievens

Research Collection Lee Kong Chian School Of Business

This paper presents Multiple Speed Assessments as an umbrella term to encompass a variety of approaches that include multiple (e.g., 20), short (e.g., 3 min), and often integrated interpersonal simulations to elicit overt behavior in a standardized way across participants. Multiple Speed Assessments can be used to get insight into the behavioral repertoire of a target person in situations sampled from a predefined target domain and their intraindividual variability across these situations. This paper outlines the characteristics and theoretical basis of Multiple Speed Assessments. We also discuss various already existing examples of Multiple Speed Assessments (Objective Structured Clinical Examinations, Multiple …

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"I Like It, But I Don't Use It": Impact Of Carsharing Business Models On Usage Intentions In The Sharing Economy, Ruediger Hahn, Felix Ostertag, Adrian Lehr, Marion Buettgen, Sabine Benoit Mar 2020

"I Like It, But I Don't Use It": Impact Of Carsharing Business Models On Usage Intentions In The Sharing Economy, Ruediger Hahn, Felix Ostertag, Adrian Lehr, Marion Buettgen, Sabine Benoit

Research Collection Lee Kong Chian School Of Business

Carsharing is often promoted as a potentially environmental-friendly alternative to individual car ownership. However, various carsharing programs have displayed limited success in the past. An initial field study of a new carsharing service is such a story of failure: The introduction of this new service at a medium-sized German university generated unexpectedly low adoption rates so that the service was eventually scaled down and then suspended. Quantitative field study results as well as additional qualitative focus groups reveal that missing compatibility is a key barrier to adoption. Drawing on extant conceptual frameworks of user participation in sharing business models, a …

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Managing Talent In The Gig Economy: Human Capital Implications, Richard Raymond Smith Feb 2020

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.

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Familiarity, Attitudes, And Self-Regulatory Challenges Related To Mindfulness, Alissa J. Mrazek, Michael D. Mrazek, Leandro A. Calcagnotto, Jonathan N. Cloughesy, Abigail M. Holman, Theodore C. Masters-Waage, Jonathan W. Schooler Feb 2020

Familiarity, Attitudes, And Self-Regulatory Challenges Related To Mindfulness, Alissa J. Mrazek, Michael D. Mrazek, Leandro A. Calcagnotto, Jonathan N. Cloughesy, Abigail M. Holman, Theodore C. Masters-Waage, Jonathan W. Schooler

Research Collection Lee Kong Chian School Of Business

Objectives: Despite growing evidence demonstrating the benefits of mindfulness for physical and mental health, little is known about the barriers that dissuade individuals from practicing mindfulness. The present study sought to examine the self-regulatory barriers that most commonly prevent mid-life adults from engaging in mindfulness practice. Methods: The present study surveyed a nationally representative sample of 385 mid-life adults (ages 50-64) in the USA to assess familiarity, attitudes, and prior experiences with mindfulness, as well as self-regulatory challenges that may hinder consistent practice. Specifically, this research focused on the self-regulatory elements of (i) goal setting, (ii) limiting beliefs, (iii) habit …

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Is It All In The Eye Of The Beholder? The Importance Of Situation Construal For Situational Judgment Test Performance, Jan-Philipp Freudenstein, Philipp Schaepers, Lena Roemer, Patrick Mussel, Stefan Krumm Feb 2020

Is It All In The Eye Of The Beholder? The Importance Of Situation Construal For Situational Judgment Test Performance, Jan-Philipp Freudenstein, Philipp Schaepers, Lena Roemer, Patrick Mussel, Stefan Krumm

Research Collection Lee Kong Chian School Of Business

Recent research challenges the importance of situation descriptions for situational judgment test (SJT) performance. This study contributes to resolving the ongoing debate on whether SJTs are situational measures, by incorporating findings on person x situation interactions into SJT research. Specifically, across three studies (N-Total = 1,239), we first tested whether situation construal (i.e., the individual perception of situations in SJTs) predicts responses to SJT items. Second, we assessed whether the relevance of situation construal for SJT performance depends on test elements (i.e., situation descriptions and response options) and item features (i.e., description-dependent vs. description-independent SJT items). Lastly, we determined whether …

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How Institutions Enhance Mindfulness: Interactions Between External Regulators And Front-Line Operators Around Safety Rules, Ravi S. Kudesia, Ting Lang, Jochen Reb Feb 2020

How Institutions Enhance Mindfulness: Interactions Between External Regulators And Front-Line Operators Around Safety Rules, Ravi S. Kudesia, Ting Lang, Jochen Reb

Research Collection Lee Kong Chian School Of Business

How is it that some organizations can maintain nearly error-free performance, despite trying conditions? Within research on such high-reliability organizations, mindful organizing has been offered as a key explanation. It entails interaction patterns among front-line operators that keep them attentive to potential failures—and relies on them having the expertise and autonomy to address any such failures. In this study, we extend the mindful organizing literature, which emphasizes local interactions among operators, by considering the broader institutional context in which it occurs. Through interview, observational, and archival data of a high-reliability explosive demolitions firm in China, we find that external regulators …

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Do Overall Dimension Ratings From Assessment Centres Show External Construct-Related Validity, Andreja Wirz, Klaus G. Melchers, Martin Kleinmann, Filip Lievens, Hubert Annen, Urs Blum, Pia V. Ingold Jan 2020

Do Overall Dimension Ratings From Assessment Centres Show External Construct-Related Validity, Andreja Wirz, Klaus G. Melchers, Martin Kleinmann, Filip Lievens, Hubert Annen, Urs Blum, Pia V. Ingold

Research Collection Lee Kong Chian School Of Business

There have been repeated calls for an external construct validation approach to advance our understanding of the construct-related validity of assessment centre dimension ratings beyond existing internal construct-related validity findings. Following an external construct validation approach, we examined whether linking assessment centre overall dimension ratings to ratings of the same dimensions that stem from sources external to the assessment centre provides evidence for construct-related validity of assessment centre ratings. We used data from one laboratory assessment centre sample and two field samples. External ratings of the same dimensions stemmed from assessees, assessees’ supervisors, and customers. Results converged across all three …

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Performance Management: Quo Vadis?, Filip Lievens, Philipp Schapers, Christoph N. Herde Jan 2020

Performance Management: Quo Vadis?, Filip Lievens, Philipp Schapers, Christoph N. Herde

Research Collection Lee Kong Chian School Of Business

Traditionally performance management has been described as a powerful tool in Human Resource Management (HRM) because it has potentially a wide array of application possibilities for various HR topics. However, the reality in practice is different. Various surveys reported that more than 90 percent of the performance management systems are unsuccessful. Further studies have shown that up to 75% of staff feel that their organization’s performance management system does not help them to improve their performance and is largely a waste of time (e.g., Capelli & Tavis, 2016; Pulakos, 2009). Economic analyses of the return on investment (as compared to …

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Privacy At Work: A Review And A Research Agenda For A Contested Terrain, Devasheesh P. Bhave, Laurel H. Teo, Reeshad S. Dalal Jan 2020

Privacy At Work: A Review And A Research Agenda For A Contested Terrain, Devasheesh P. Bhave, Laurel H. Teo, Reeshad S. Dalal

Research Collection Lee Kong Chian School Of Business

Privacy in the workplace is a pivotal concern for employees and employers. Employees expect to be in control of the personal information and access they provide to the organization. Employers, however, expect extensive information regarding their employees as well as extensive access to employees’ presence. The chasm between these two often competing expectations has been magnified by regulatory and technological trends. We begin the review by integrating viewpoints from multiple disciplines to disentangle definitions of privacy and to delineate the privacy contexts of information privacy and work environment privacy. We then identify the key stakeholders of privacy in the workplace …

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Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, And Practice, Reeshad S. Dalal, Balca Alaybek, Filip Lievens Jan 2020

Within-Person Job Performance Variability Over Short Timeframes: Theory, Empirical Research, And Practice, Reeshad S. Dalal, Balca Alaybek, Filip Lievens

Research Collection Lee Kong Chian School Of Business

We begin by charting the evolution of the dominant perspective on job performance from one that viewed performance as static to one that viewed it as dynamic over long timeframes (e.g., months, years, decades) to one that views it as dynamic over not just long but also short timeframes (e.g., minutes, hours, days, weeks)—and that accordingly emphasizes the within-person level of analysis. The remainder of the article is devoted to the newer, short-timeframe research on within-person variability in job performance. We emphasize personality states and affective states as motivational antecedents. We provide accessible reviews of relevant theories and highlight the …

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Soliciting Resources From Others: An Integrative Review, Jia Hui Lim, Kenneth Tai, Peter A. Bamberger, Elizabeth W. Morrison Jan 2020

Soliciting Resources From Others: An Integrative Review, Jia Hui Lim, Kenneth Tai, Peter A. Bamberger, Elizabeth W. Morrison

Research Collection Lee Kong Chian School Of Business

Resource seeking, or the act of asking others for things that can help one attain one’s goals, is an important behavior within organizations due to the increasingly dynamic nature of work that demands collaboration and coordination among employees. Over the past two decades, there has been growing research in the organizational sciences on four types of resource seeking behaviors: feedback-, information-, advice-, and help-seeking. However, research on these four behaviors has existed in separate silos. We argue that there is value in recognizing that these behaviors reflect a common higher order construct (resource seeking), and in integrating the findings across …

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Financial Vulnerability And The Reproduction Of Disadvantage In Economic Exchanges, Tianyu He, Rellie Derfler-Rozin, Marko Pitesa Jan 2020

Financial Vulnerability And The Reproduction Of Disadvantage In Economic Exchanges, Tianyu He, Rellie Derfler-Rozin, Marko Pitesa

Research Collection Lee Kong Chian School Of Business

Integrative value generation through negotiated business deals is a fundamental way in which organizations and economic systems attain economic benefits. It is also an important way in which individuals can improve their financial situation. We propose that individuals most in need of improving their financial standing, those in a financially vulnerable situation, are least likely to reap the benefits of integrative value generation. We theorize that financial vulnerability induces a more zero-sum construal of success, or a view that success for one person must come at another person’s success. A more zero-sum construal of success, in turn, hampers negotiators’ ability …

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I Don’T Want To Go Back: Examining The Return To Physical Workspaces During Covid-19, Zihan Liu, Drake Van Egdom, Rhona Flin, Omolola Adepoju, Ramanari Krishnamoorti Jan 2020

I Don’T Want To Go Back: Examining The Return To Physical Workspaces During Covid-19, Zihan Liu, Drake Van Egdom, Rhona Flin, Omolola Adepoju, Ramanari Krishnamoorti

Research Collection Lee Kong Chian School Of Business

Objective: We study employee perspectives on return to physical workspaces to ultimately inform employers' and policy makers' decision making around the return to work during COVID-19. Methods: We tested the three-component conceptual model using survey data collected in the United States in May 2020 from samples of energy workers (N = 333). Results: Women, non-Caucasians, and employees living in multi-generational households were less willing to return. Concerns about childcare were negatively related to willingness to return, whereas organizational strategies for mitigating COVID-19 transmission at work were positively related to willingness to return. COVID-19 infections in an employees' network were also …

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Leader Mindfulness And Employee Performance: A Sequential Mediation Model Of Lmx Quality, Interpersonal Justice, And Employee Stress, Jochen Reb, Sankalp Chaturvedi, Jayanth Narayanan, Ravi S. Kudesia Dec 2019

Leader Mindfulness And Employee Performance: A Sequential Mediation Model Of Lmx Quality, Interpersonal Justice, And Employee Stress, Jochen Reb, Sankalp Chaturvedi, Jayanth Narayanan, Ravi S. Kudesia

Research Collection Lee Kong Chian School Of Business

In the present research, we examine the relation between leader mindfulness and employee performance through the lenses of organizational justice and leader-member relations. We hypothesize that employees of more mindful leaders view their relations as being of higher leader-member exchange (LMX) quality. We further hypothesize two mediating mechanisms of this relation: increased interpersonal justice and reduced employee stress. In other words, we posit that employees of more mindful leaders feel treated with greater respect and experience less stress. Finally, we predict that LMX quality serves as a mediator linking leader mindfulness to employee performance—defined in terms of both in-role and …

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2019 Asia Insights: Building A Great Place To Work For All: The Untapped Power Of Gender Diversity In Asia, Richard Raymond Smith, Evelyn Kwek, Tyler Thorpe Nov 2019

2019 Asia Insights: Building A Great Place To Work For All: The Untapped Power Of Gender Diversity In Asia, Richard Raymond Smith, Evelyn Kwek, Tyler Thorpe

Research Collection Lee Kong Chian School Of Business

Through this study, we hope to increase understanding of the context, considerations and practices to leverage the amazing diversity of our region. We hope to learn more about what makes a strong workplace culture, particularly in Asia. We turn our attention to the topic of diversity and inclusion, with a focus on gender diversity in the Asian workplace. This is one of the largest studies in Asia to highlight gender differences and evaluate how psychological safety, inclusion and belonging result in strong teamwork which in turn contributes to building high performing great workplaces.

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Are You Sugarcoating Your Feedback Without Realizing It?, Michael Schaerer, Roderick I. Swaab Oct 2019

Are You Sugarcoating Your Feedback Without Realizing It?, Michael Schaerer, Roderick I. Swaab

Research Collection Lee Kong Chian School Of Business

Managers tend to inflate the feedback they give to their direct reports, particularly when giving bad news. And by presenting subpar performance more positively than they should, managers make it impossible for employees to learn, damaging their careers and, often, the company.

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What Do Consistency And Personableness In The Interview Signal To Applicants? Investigating Indirect Effects On Organizational Attractiveness Through Symbolic Organizational Attributes, Annika Wilhelmy, Martin Kleinmann, Klaus G. Melchers, Filip Lievens Oct 2019

What Do Consistency And Personableness In The Interview Signal To Applicants? Investigating Indirect Effects On Organizational Attractiveness Through Symbolic Organizational Attributes, Annika Wilhelmy, Martin Kleinmann, Klaus G. Melchers, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Personnel selection research has recognized the importance of providing applicants with both standardized (i.e., “consistent”) and individualized (i.e., “personable”) treatment during interviews. However, research has yet to examine the mechanisms underlying the effects of perceived consistency and personableness in the interview on applicants’ attraction to organizations. Drawing from signaling theory, we investigate how interview consistency and personableness impact organizational attractiveness. To this end, we developed a conceptual model that proposes that applicants interpret perceived interview consistency and personableness as signals about what the organization is like in terms of symbolic organizational attributes (organizational competence and benevolence, Lievens and Highhouse 2003), …

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When Individual Goal Pursuit Turns Competitive: How We Sabotage And Coast, Szu-Chi Huang, Stephanie C. Lin, Ying Zhang Sep 2019

When Individual Goal Pursuit Turns Competitive: How We Sabotage And Coast, Szu-Chi Huang, Stephanie C. Lin, Ying Zhang

Research Collection Lee Kong Chian School Of Business

People working toward individual goals often find themselves surrounded by others who are pursuing similar goals, such as at school, in fitness classes, and through goal-oriented network devices like Fitbit. This research explores when these individual goal pursuits can turn into competitions, why it happens, and the downstream consequences of this pseudo-competition on goal pursuers. We found that people were more likely to treat their goal pursuit as a competition when they were near the end (vs. at the beginning) of their individual goal and thus prioritized relative positional gain (i.e., performing better than others sharing similar pursuits) over making …

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Envy In Response To Help: A Helping As Status Relations Model, Kenneth Tai, Katrina Lin, Catherine K. Lam Aug 2019

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 …

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Middle-Status Conformity Revisited: The Interplay Between Achieved And Ascribed Status, Matteo Prato, Emmanuel Krypraios, Gokhan Ertug, Yonghoon G. Lee Aug 2019

Middle-Status Conformity Revisited: The Interplay Between Achieved And Ascribed Status, Matteo Prato, Emmanuel Krypraios, Gokhan Ertug, Yonghoon G. Lee

Research Collection Lee Kong Chian School Of Business

Decisions about conforming to or deviating from conventional practices in a field is an important concern of organization and management theory. The position that actors occupy in the status hierarchy has been shown to be an important determinant of these decisions. The dominant hypothesis, known as middle-status-conformity, posits that middle-status actors are more likely to conform to conventional practices than high- and low-status actors do. We challenge this hypothesis by revisiting its fundamental assumptions and developing a theory where actors’ propensity to conform based on their achieved status further depends on their ascribed status that actors inherit from their social …

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