| 1. |
|
|
| 2. |
- Eriksson, Kimmo, et al.
(författare)
-
Bidirectional associations between descriptive and injunctive norms
- 2015
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier BV. - 0749-5978 .- 1095-9920. ; 129, s. 59-69
-
Tidskriftsartikel (refereegranskat)abstract
- Modern research on social norms makes an important distinction between descriptive norms (how people commonly behave) and injunctive norms (what one is morally obligated to do). Here we propose that this distinction is far from clear in the cognition of social norms. In a first study, using the implicit association test, the concepts of common and moral were found to be strongly associated. Some implications of this automatic common-moral association were investigated in a subsequent series of experiments: Our participants tended to make explicit inferences from descriptive norms to injunctive norms and vice versa; they tended to mix up descriptive and injunctive concepts in recall tasks; and frequency information influenced participants' own moral judgments. We conclude by discussing how the common-moral association could play a role in the dynamics of social norms.
|
|
| 3. |
- Erlandsson, Arvid, et al.
(författare)
-
Emotional reactions, perceived impact and perceived responsibility mediate the identifiable victim effect, proportion dominance effect and in-group effect respectively
- 2015
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier BV. - 0749-5978 .- 1095-9920. ; 127:March, s. 1-14
-
Tidskriftsartikel (refereegranskat)abstract
- This study investigated possible mediators of the identifiable victim effect (IVE), the proportion dominance effect (PDE), and the in-group effect (IGE) in helping situations. In Studies 1-3, participants rated their emotional reactions (distress and sympathy toward the victims), perceived impact of helping, perceived responsibility to help, and helping motivation toward four versions of a helping situation. Gradually increasing victim identifiability in the helping situations primarily affected emotional reactions and sympathy completely mediated the IVE. Gradually making the reference-group smaller primarily affected perceived impact, and impact completely mediated the PDE. Gradually increasing in-groupness primarily affected perceived responsibility, and responsibility completely mediated the IGE. Study 4 included real monetary allocations and largely replicated the results using a between-subject design. Together, the results shed light on how contextual factors trigger help motivation, and indicate that different helping effects are primarily mediated by different mechanisms.
|
|
| 4. |
- Johannesson, Magnus, et al.
(författare)
-
On the trajectory of discrimination : A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions
- 2023
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier Inc. - 1095-9920 .- 0749-5978. ; 179
-
Tidskriftsartikel (refereegranskat)abstract
- A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. Instead, selection bias in favor of male over female candidates was eliminated and, if anything, slightly reversed in sign starting in 2009 for mixed-gender and male-stereotypical jobs in our sample. Forecasters further failed to anticipate that discrimination against male candidates for stereotypically female jobs would remain stable across the decades.
|
|
| 5. |
|
|
| 6. |
|
|
| 7. |
|
|
| 8. |
- Kanze, Dana, et al.
(författare)
-
The motivation of mission statements: How regulatory mode influences workplace discrimination
- 2021
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier. - 1095-9920 .- 0749-5978. ; 166, s. 84-103
-
Tidskriftsartikel (refereegranskat)abstract
- Despite concerted efforts to enforce ethical standards, transgressions continue to plague US corporations. This paper investigates whether the way in which an organization pursues its goals can influence ethical violations, manifested as involvement in discrimination. We test this hypothesis among franchises, which employ a considerable amount of low-income workers adversely affected by discrimination. Drawing upon Regulatory Mode Theory, we perform a linguistic analysis of franchise mission statements to determine their degree of locomotion and assessment language. EEOC archival data for the past decade reveals that regulatory mode predicts franchise involvement in discrimination. Discriminatory behavior is associated with franchises whose mission statements motivate employees to embrace urgent action (locomotion mode) over thoughtful consideration (assessment mode). Two experiments demonstrate that participants exposed to high locomotion mission statements tend to disregard ethical standards due to their need for expediency, making significantly more discriminatory managerial decisions than those exposed to high assessment mission statements.
|
|
| 9. |
- Schweinsberg, Martin, et al.
(författare)
-
Same data, different conclusions : Radical dispersion in empirical results when independent analysts operationalize and test the same hypothesis
- 2021
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier BV. - 0749-5978 .- 1095-9920. ; 165, s. 228-249
-
Tidskriftsartikel (refereegranskat)abstract
- In this crowdsourced initiative, independent analysts used the same dataset to test two hypotheses regarding the effects of scientists' gender and professional status on verbosity during group meetings. Not only the analytic approach but also the operationalizations of key variables were left unconstrained and up to individual analysts. For instance, analysts could choose to operationalize status as job title, institutional ranking, citation counts, or some combination. To maximize transparency regarding the process by which analytic choices are made, the analysts used a platform we developed called DataExplained to justify both preferred and rejected analytic paths in real time. Analyses lacking sufficient detail, reproducible code, or with statistical errors were excluded, resulting in 29 analyses in the final sample. Researchers reported radically different analyses and dispersed empirical outcomes, in a number of cases obtaining significant effects in opposite directions for the same research question. A Boba multiverse analysis demonstrates that decisions about how to operationalize variables explain variability in outcomes above and beyond statistical choices (e.g., covariates). Subjective researcher decisions play a critical role in driving the reported empirical results, underscoring the need for open data, systematic robustness checks, and transparency regarding both analytic paths taken and not taken. Implications for orga-nizations and leaders, whose decision making relies in part on scientific findings, consulting reports, and internal analyses by data scientists, are discussed.
|
|
| 10. |
- Tierney, Warren, et al.
(författare)
-
Creative destruction in science
- 2020
-
Ingår i: Organizational Behavior and Human Decision Processes. - : Elsevier BV. - 0749-5978 .- 1095-9920. ; 161, s. 291-309
-
Tidskriftsartikel (refereegranskat)abstract
- Drawing on the concept of a gale of creative destruction in a capitalistic economy, we argue that initiatives to assess the robustness of findings in the organizational literature should aim to simultaneously test competing ideas operating in the same theoretical space. In other words, replication efforts should seek not just to support or question the original findings, but also to replace them with revised, stronger theories with greater explanatory power. Achieving this will typically require adding new measures, conditions, and subject populations to research designs, in order to carry out conceptual tests of multiple theories in addition to directly replicating the original findings. To illustrate the value of the creative destruction approach for theory pruning in organizational scholarship, we describe recent replication initiatives re-examining culture and work morality, working parents’ reasoning about day care options, and gender discrimination in hiring decisions.Significance statementIt is becoming increasingly clear that many, if not most, published research findings across scientific fields are not readily replicable when the same method is repeated. Although extremely valuable, failed replications risk leaving a theoretical void — reducing confidence the original theoretical prediction is true, but not replacing it with positive evidence in favor of an alternative theory. We introduce the creative destruction approach to replication, which combines theory pruning methods from the field of management with emerging best practices from the open science movement, with the aim of making replications as generative as possible. In effect, we advocate for a Replication 2.0 movement in which the goal shifts from checking on the reliability of past findings to actively engaging in competitive theory testing and theory building.Scientific transparency statementThe materials, code, and data for this article are posted publicly on the Open Science Framework, with links provided in the article.
|
|
