Organizational Behavior and Human Decision Processes最新文献_第2页

The idea endorser’s dilemma: How status dynamics disincentivize creative idea endorsement 观点支持者的困境：地位动态如何抑制创意观点的支持

IF 3.8 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-07-30 DOI: 10.1016/j.obhdp.2025.104439

Wayne Johnson , Brian J. Lucas

Employees’ creative ideas often require managerial endorsement to be implemented. It is therefore important to understand factors that impact managers’ willingness to endorse their employees’ creative ideas. We investigate the role of social status dynamics and test two main hypotheses. First, we find managers lose more status for endorsing an idea that fails than they gain for endorsing an idea that succeeds (asymmetric status change hypothesis). Second, we find managers’ status gain for endorsing an idea that succeeds is smaller than the idea generating employee’s status gain, producing a status distance loss (status distance hypothesis). We characterize these findings as the idea endorser’s dilemma. Study 1 tested these hypotheses and Studies 2A-B tested boundary conditions of perceiver role and idea creativity. Study 3 investigated an attribution search mechanism, finding that the status change patterns were attenuated by a prompt that drew attention to the manager’s contributions. Study 4 found that managers are intuitively aware of these status dynamics and anticipate not only no status loss for rejecting an idea, but also a status distance gain over the employee whose idea they rejected. We discuss implications for creativity research and for implementing creative ideas in organizations.

员工的创意往往需要管理层的认可才能实现。因此，了解影响管理者认可员工创意意愿的因素是很重要的。我们研究了社会地位动态的作用，并检验了两个主要假设。首先，我们发现管理者认可一个失败的想法比认可一个成功的想法更容易失去地位（不对称地位变化假设）。其次，我们发现管理者支持一个成功的想法所获得的地位收益小于使员工获得地位收益的想法，从而产生了地位距离损失（地位距离假设）。我们将这些发现定性为“观点支持者的困境”。研究1检验了这些假设，研究2A-B检验了感知者角色和想法创造力的边界条件。研究3对归因搜索机制进行了研究，发现状态变化模式被关注管理者贡献的提示所减弱。研究4发现，经理们本能地意识到这些地位动态，并预期拒绝一个想法不仅不会导致地位损失，而且还会增加与他们拒绝了一个想法的员工的地位差距。我们讨论了对创造力研究和在组织中实施创造性想法的影响。

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引用次数: 0

When less confident forecasts signal more expertise 当不那么自信的预测预示着更多的专业知识时

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-07-16 DOI: 10.1016/j.obhdp.2025.104431

Mauricio Palmeira, Timothy Heath

The confidence heuristic indicates that people infer greater expertise from forecasters who express higher confidence. In the present research, we identify two key conditions under which this heuristic breaks down and even reverses. First, we find that cognitive reflection plays a moderating role: less reflective thinkers (as measured by the Cognitive Reflection Test; Frederick 2005) interpret high confidence as a sign of expertise, whereas more reflective thinkers tend to view it as a signal of incompetence—unless contextual cues suggest high situational certainty. We demonstrate this reversal in both evaluations of a single forecaster and choices between forecasters. Second, we show that when advisors make multiple predictions, variability in their expressed confidence serves as an additional cue to expertise. As a result, advisors can even appear more expert by lowering their average confidence while increasing the variability. We provide evidence for these effects across diverse domains, including financial advice, product performance, and sports outcomes.

信心启发式表明，人们从表现出更高信心的预测者那里推断出更高的专业知识。在目前的研究中，我们确定了两个关键条件下，这种启发式打破，甚至逆转。首先，我们发现认知反思起着调节作用：较少反思的思考者(通过认知反思测试测量；Frederick 2005)将高度自信解释为专业知识的标志，而更多的反思者倾向于将其视为无能的信号-除非上下文线索表明高度情境确定性。我们在对单个预测者的评估和预测者之间的选择中都证明了这种逆转。其次，我们表明，当顾问做出多个预测时，他们表达的信心的可变性可以作为专业知识的额外线索。因此，投资顾问甚至可以通过降低他们的平均信心而增加变异性来显得更专业。我们为这些影响在不同领域提供了证据，包括财务建议、产品性能和运动结果。

引用次数: 0

Opening up about money: The unexpected benefits of personal financial disclosure 对金钱敞开心扉：个人财务披露带来的意想不到的好处

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-07-01 DOI: 10.1016/j.obhdp.2025.104430

Matt Meister, Joe J. Gladstone, Emily N. Garbinsky

Financial anxiety is a pervasive societal problem affecting mental health, physical well-being, and performance at work. This research investigates whether disclosing personal financial information to others can alleviate this anxiety. Through a multi-method approach encompassing longitudinal experiments, large-scale surveys, and natural language processing of online discussions, we provide converging evidence that repeatedly talking about money can significantly reduce financial anxiety. Our findings highlight perceived financial control as a key mechanism driving this effect. Consistent with this process, financial anxiety declines most when people share more controllable aspects of their finances, such as budgeting and spending, and when they share online, where asynchronous editable disclosure increases feelings of control. These findings identify financial disclosure as a low-cost, scalable strategy for enhancing financial well-being.

经济焦虑是一个普遍存在的社会问题，影响着心理健康、身体健康和工作表现。本研究调查了向他人披露个人财务信息是否可以缓解这种焦虑。通过纵向实验、大规模调查和在线讨论的自然语言处理等多种方法，我们提供了越来越多的证据，证明反复谈论金钱可以显著减少财务焦虑。我们的研究结果强调了感知财务控制是驱动这种效应的关键机制。与这个过程相一致的是，当人们分享他们财务中更可控的方面时，比如预算和支出，以及当他们在网上分享时，异步可编辑的披露增加了控制感，财务焦虑会减少得最多。这些发现确定财务披露是一种低成本、可扩展的提高财务福利的策略。

引用次数: 0

When sellers care about caretakers: Seller attachment shapes who gets to the bargaining table 当卖家关心照顾者时：卖家依恋决定了谁能走到谈判桌上

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-07-01 DOI: 10.1016/j.obhdp.2025.104420

Alice J. Lee , Daniel R. Ames

Negotiation research has often emphasized the active bargaining phase (including offers, concessions, and settlements), paying less attention to the preceding processes that bring parties together. This paper investigates how sellers’ emotional attachment to their possessions influences the negotiation “sales funnel”—the process through which sellers engage and sort through the field of potential buyers to determine which ones “get to the table” and to whom they ultimately sell. We propose that sellers with higher attachment assign greater importance to a buyer’s caretaking attributes (e.g., intentions to care for and preserve the possession) and devote more time and effort to seeking out such buyers. Across four preregistered studies involving over 1,500 participants, we examined whether attachment led to such “caretaker effects” in real-world transactions and a controlled experiment. Study 1 surveyed recent sellers from online marketplaces, finding that those with higher attachment invested more effort in vetting buyers and weighing buyer caretaking attributes more heavily in their decisions. Studies 2 and 3 examined home sales, with surveys of recent home sellers and real estate agents replicating the caretaker effects in high-stakes transactions. Study 4 experimentally manipulated seller attachment in a novel simulated inbox paradigm, establishing a causal link between attachment and search/engagement behavior. Together, our findings go beyond the traditional emphasis of “how much” in negotiation research to focus instead on the “who,” demonstrating that seller attachment shapes the negotiation process by influencing how sellers search for, engage with, and select potential buyers.

谈判研究通常强调积极的谈判阶段（包括提议、让步和和解），而较少关注将各方聚集在一起的先前过程。本文研究了卖家对其财产的情感依恋如何影响谈判的“销售漏斗”——卖家与潜在买家接触并对其进行分类，以确定哪些买家“坐到谈判桌前”，以及最终卖给谁的过程。我们建议，具有较高依附关系的卖方更重视买方的照料属性（例如，照料和保存该物的意图），并投入更多的时间和精力来寻找这样的买方。在涉及1500多名参与者的四项预注册研究中，我们研究了依恋是否会在现实世界的交易和对照实验中导致这种“看护效应”。研究1调查了最近在线市场上的卖家，发现那些依恋程度较高的卖家在审查买家上投入了更多的精力，并在决定时更看重买家的照顾属性。研究2和研究3对房屋销售进行了调查，对最近的房屋卖家和房地产经纪人进行了调查，重现了高风险交易中的看门人效应。研究4在一个新颖的模拟收件箱范例中实验操纵卖方依恋，建立依恋与搜索/参与行为之间的因果关系。总之，我们的研究结果超越了谈判研究中传统的“多少”的重点，而是关注“谁”，表明卖方依恋通过影响卖方如何搜索、接触和选择潜在买家来塑造谈判过程。

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引用次数: 0

Triangulating decision-making via choices, eye fixations, and reaching trajectories 通过选择、注视和到达轨迹来三角化决策

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-06-18 DOI: 10.1016/j.obhdp.2025.104421

Geoffrey Fisher

People often face choices that involve tradeoffs over time or under uncertainty. While these decisions have been widely studied, most research focuses on the final choice rather than the process leading to it. In this paper, we combine two process-tracing tools, eye-tracking and mouse cursor tracking, to observe how decisions unfold in real time. Across two incentive-compatible experiments, we find that both visual attention and mouse movements predict choice, and together they provide complementary, non-overlapping insights. These tools also reveal how seemingly minor factors, such as where information appears on a computer screen, can influence decisions. By capturing the dynamics of the decision-making process, this approach offers valuable implications for organizations aiming to better understand, predict, or shape behavior.

人们经常面临的选择涉及到随着时间的推移或不确定性的权衡。虽然这些决策已被广泛研究，但大多数研究关注的是最终选择，而不是导致最终选择的过程。在本文中，我们结合了两种过程跟踪工具，眼球跟踪和鼠标光标跟踪，来观察决策是如何实时展开的。在两个激励相容的实验中，我们发现视觉注意力和鼠标移动都能预测选择，它们一起提供了互补的、不重叠的见解。这些工具还揭示了看似微不足道的因素，比如信息出现在电脑屏幕上的位置，是如何影响决策的。通过捕捉决策过程的动态，这种方法为旨在更好地理解、预测或塑造行为的组织提供了有价值的暗示。

引用次数: 0

The double-edged sword of endorsing external ideas: Juggling competitive advantage and organizational compatibility concerns 支持外部想法的双刃剑：兼顾竞争优势和组织兼容性

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-05-27 DOI: 10.1016/j.obhdp.2025.104417

Rebekah SungEun Hong , Vijaya Venkataramani , Mengxi Yang

In spurring employee innovation, organizations often encourage employees to seek creative ideas from external sources. However, research findings on managers’ receptivity to external ideas are mixed. While some work suggests that managers are favorable towards external ideas, other studies indicate that they often exhibit a “not-invented-here” syndrome, a negative attitude towards external ideas. Drawing from Dynamic Capabilities Theory and integrating it with the managerial creativity endorsement literature, we develop a dual-pathway model that argues that there are competing considerations managers face when evaluating external creative ideas. Using a field experiment as well as multiple lab studies, we show that managers consider both the risk of being outcompeted by other organizations if they do not adopt these ideas, as well as the risk of incompatibility with existing systems within their organization if they do implement them. While the former makes managers more receptive to external ideas, the latter risk makes them averse to implementing them. We further demonstrate managers’ perceptions of technological turbulence in the environment as a crucial boundary condition that amplifies the tension between these risks. We discuss the theoretical and practical implications of our findings.

在激励员工创新方面，组织经常鼓励员工从外部资源中寻求创造性的想法。然而，关于管理者对外部思想接受程度的研究结果却喜忧参半。虽然一些研究表明管理者倾向于外部想法，但其他研究表明，他们经常表现出一种“非我发明”综合症，对外部想法持消极态度。借鉴动态能力理论并将其与管理创造力认可文献相结合，我们开发了一个双路径模型，该模型认为管理者在评估外部创造性想法时面临着相互竞争的考虑因素。通过实地实验和多个实验室研究，我们表明，管理人员既要考虑如果不采用这些想法就会被其他组织超越的风险，也要考虑如果实施这些想法就会与组织内现有系统不兼容的风险。前者使管理者更容易接受外部的想法，而后者的风险使他们不愿实施这些想法。我们进一步证明了管理者对环境中技术动荡的看法是一个关键的边界条件，它放大了这些风险之间的紧张关系。我们讨论了我们的发现的理论和实践意义。

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引用次数: 0

The detachment paradox: Employers recognize the benefits of detachment for employee well-being and performance, yet penalize it in employee evaluations 疏离悖论：雇主认识到疏离对员工的幸福感和绩效的好处，但在员工评估中却对其加以惩罚

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104403

Eva C. Buechel , Elisa Solinas

The present research establishes what we call the “detachment paradox.” Managers recognize that psychological detachment from work during non-work hours benefits workers’ well-being and, critically, enhances their performance during working hours. Yet, these same managers penalize employees who are perceived to detach when evaluating their promotability. Using a variety of methodologies across 16 studies, we test the existence and the boundaries of this paradox. The detachment paradox is observed among various samples ranging from experienced managers to lay individuals, for commonly used detachment strategies (e.g., out-of-office emails, requesting vacation days), for hypothetical workers as well as for managers’ own workers, and even when detachment strategies are used for virtuous reasons (e.g., taking care of a sick relative). In addition, these studies establish that inferences about commitment to work drive the associated detachment penalty. Accordingly, workers are penalized less if detachment strategies are used for reasons that indicate a commitment to work. Lastly, we provide initial evidence that implementing formalized detachment policies (e.g., no emails over weekends) may reduce the detachment penalty and call for future research on this important topic.

目前的研究确立了我们所说的“超然悖论”。管理者认识到，在非工作时间从工作中脱离出来有利于员工的健康，更重要的是，还能提高他们在工作时间的表现。然而，同样是这些管理者，在评估员工的晋升能力时，也会惩罚那些被认为离间的员工。在16项研究中使用各种方法，我们测试了这个悖论的存在和边界。从经验丰富的经理到外行的个人，在常用的脱离策略（例如，不在办公室的电子邮件，请求休假）中，在假设的员工以及经理自己的员工中，甚至在出于良性原因（例如，照顾生病的亲戚）使用脱离策略时，都可以观察到脱离悖论。此外，这些研究证实，对工作承诺的推断驱动了相关的疏离惩罚。因此，如果出于对工作的承诺而使用超然策略，员工受到的惩罚就会少一些。最后，我们提供了初步证据，证明实施正式的疏离政策（例如，周末不发电子邮件）可能会减少疏离惩罚，并呼吁未来对这一重要主题进行研究。

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引用次数: 0

A donation-based indicator of political ideology (DIPI): An open dataset for studying the political ideologies of employees, top management teams, CEOs, boards, and industries 基于捐赠的政治意识形态指标（DIPI）：一个开放的数据集，用于研究员工、高层管理团队、首席执行官、董事会和行业的政治意识形态

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104419

Michael J. Mannor , John R. Busenbark

Political ideologies are as salient in the workplace today as ever, and scholars have made considerable progress studying how such beliefs impact employees and organizations. But assessing the political views of those who work in organizations is a laborious task that can limit the ability of researchers to ask important questions that span firms and levels of analyses. To help address these challenges, scholars have demonstrated the effectiveness of assessing political ideology using an individual’s history of financial donations to partisan politicians and action committees. Despite the benefits of this measure, which we refer to as the “donation-based indicator of political ideology” (DIPI), its adoption has been limited due to the labor- and computationally-intensive nature of calculating it. Our study seeks to broaden access to DIPI by providing new open datasets that make political ideology scores widely available and easy to integrate for researchers studying workplace politics through many different theoretical lenses. The datasets we provide represent the culmination of combing through 107 million donation records to provide information about the political ideology of employees, top management teams, CEOs, and boards for 4,133 publicly owned firms that were featured in the S&P 1500 at any point between 1992 and 2022. We elaborate how these DIPI data can enable new and powerful scholarship on political ideology across organizational levels, partisanship within and between firms, political (in)congruence between firm actors, industry dynamics, temporal trends, and many other important questions.

Datasets located at: tiny.cc/politicalideology.

政治意识形态在今天的工作场所一如既往地突出，学者们在研究这些信念如何影响员工和组织方面取得了相当大的进展。但是，评估组织中工作人员的政治观点是一项费力的任务，可能会限制研究人员提出跨越公司和分析层次的重要问题的能力。为了帮助应对这些挑战，学者们已经证明了利用个人对党派政治家和行动委员会的财政捐款历史来评估政治意识形态的有效性。尽管这种我们称之为“基于捐赠的政治意识形态指标”（DIPI）的措施有好处，但由于计算它的劳动和计算密集型性质，它的采用受到限制。我们的研究旨在通过提供新的开放数据集来扩大对DIPI的访问，这些数据集使政治意识形态得分广泛可用，并且易于通过许多不同的理论镜头对研究工作场所政治的研究人员进行整合。我们提供的数据集代表了对1.07亿笔捐赠记录进行梳理的结果，以提供有关1992年至2022年期间标准普尔1500指数中4133家上市公司员工、高层管理团队、首席执行官和董事会的政治意识形态信息。我们详细阐述了这些DIPI数据如何能够在跨组织层面的政治意识形态、企业内部和企业之间的党派关系、企业参与者之间的政治一致性、行业动态、时间趋势和许多其他重要问题上提供新的强有力的学术研究。数据集位于：tiny.cc/政治意识形态。

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引用次数: 0

Politics, ideology, and partisanship in the workplace: A perspective on the literature and a call for submissions 工作场所的政治、意识形态和党派关系：对文献的看法和投稿的呼吁

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-05-01 DOI: 10.1016/j.obhdp.2025.104418

John R. Busenbark , James D. Druckman , Aparna Joshi , Aaron C. Kay , Maryam Kouchaki

Mirroring the increasingly pervasive impact of politics in everyday life, research on politics, ideology, and partisanship in the workplace has escalated in recent years across a variety of domains germane to the organizational sciences. But for as many new insights as these lines of inquiry have produced—ranging from interpersonal interactions to employee behaviors to the organizational implications of top executives’ political leanings—there are just as many (if not more) compelling questions that remain unanswered. In this article, we offer our perspectives on the literatures involving politics, ideology, and partisanship in organizations, including an overview of research in the area and some particularly encouraging future directions. We also invite submissions for a new special issue that solicits scholarship on the topic across myriad disciplines, traditions, and empirical approaches. In the process, we delineate the nature of this special issue, introduce its associate editors, and offer guidelines for submissions—which we are accepting starting at this very moment.

反映政治在日常生活中日益普遍的影响，对政治、意识形态和工作场所党派关系的研究近年来在与组织科学相关的各个领域不断升级。但是，尽管这些调查路线产生了许多新的见解——从人际交往到员工行为，再到高管政治倾向对组织的影响——但仍有许多（如果不是更多的话）令人信服的问题没有得到解答。在这篇文章中，我们提供了我们对涉及组织中的政治、意识形态和党派关系的文献的观点，包括该领域的研究概述和一些特别令人鼓舞的未来方向。我们还邀请提交一份新的特刊，征求关于无数学科，传统和经验方法的主题的奖学金。在这个过程中，我们描述了这期特刊的性质，介绍了它的副编辑，并为投稿提供了指导方针——我们现在就开始接受投稿。

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引用次数: 0

Gender and social entrepreneurship fundraising: A mission drift perspective 性别与社会创业融资：使命漂移视角

IF 3.4 2区管理学 Q2 MANAGEMENT

Organizational Behavior and Human Decision Processes

Pub Date : 2025-04-26 DOI: 10.1016/j.obhdp.2025.104407

Yanhua Bird , Junchao (Jason) Li , Yiying Zhu , Zhenyu Liao

An increasing number of entrepreneurs are pursuing social welfare goals using viable revenue-generating business models to sustain operations—a practice known as social entrepreneurship. In this research, we highlight that such a hybrid model of entrepreneurship raises funders’ concerns over mission drift (i.e., entrepreneurs prioritizing financial gain at the expense of social missions) and examine how these concerns create a unique gender disparity in social venture fundraising. Integrating the mission drift literature and social role theory, we posit that female entrepreneurs are better positioned to alleviate funders’ concerns over mission drift as they are perceived as having stronger prosocial motivation. As a result, they will garner more financial support for their early-stage hybrid social ventures relative to their male counterparts. We further propose that this female advantage may diminish when social entrepreneurs have nonprofit work experience that signals their commitment to social missions. Findings from archival field data of 262 social crowdfunding campaigns (Study 1) and two preregistered experiments (Studies 2 and 3) provide rigorous empirical evidence for the proposed gender effect on social entrepreneurial fundraising and its underlying mechanisms. However, the findings on the moderating effects of nonprofit work experience across studies remain inconclusive. This research sheds light on how the hybrid nature of social enterprises recalibrates evaluations and gender dynamics in fundraising, thereby providing a more nuanced understanding of gender and entrepreneurial financing.

越来越多的企业家利用可行的创收商业模式来实现社会福利目标，这种做法被称为社会企业家精神。在本研究中，我们强调了这种混合创业模式引起了投资者对使命漂移（即企业家优先考虑财务收益而牺牲社会使命）的担忧，并研究了这些担忧如何在社会风险融资中造成独特的性别差异。结合使命漂移文献和社会角色理论，我们认为女性企业家被认为具有更强的亲社会动机，更能缓解出资人对使命漂移的担忧。因此，相对于男性同行，她们将为其早期混合社会企业获得更多的财政支持。我们进一步提出，当社会企业家有非营利性工作经验，表明她们致力于社会使命时，这种女性优势可能会减弱。262项社会众筹活动（研究1）的现场档案数据和两个预注册实验（研究2和3）的研究结果为提出的性别对社会创业融资的影响及其潜在机制提供了严格的实证证据。然而，关于非营利性工作经历的调节效应的研究结果仍然没有定论。这项研究揭示了社会企业的混合性质如何重新校准筹资中的评估和性别动态，从而提供了对性别和创业融资的更细致的理解。

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引用次数: 0