Moral emotions: A review and research agenda for management scholarship

By discussing “families” of moral emotions, we synthesize and review the moral emotions literature in an effort to advance organizational scholarship. First, we broadly discuss “what constitutes a moral emotion?” Second, we critically examine each family of moral emotions. We discuss key controversies and debates, particularly in terms of construct overlap, and provide recommendations. Third, we review scholarly work on each family of moral emotions in the workplace and offer ideas for future research. Finally, in our general future directions, we discuss a range of theoretical perspectives that can be used to advance the moral emotions literature in the management field.     

Assessing the not‐invented‐here syndrome: Development and validation of implicit and explicit measurements

The not‐invented‐here (NIH) syndrome has been called one of the largest obstacles in innovation management, preventing effective knowledge transfer between organizational units and individuals. NIH is defined as a negatively shaped attitude towards knowledge that has to cross a disciplinary, spatial, or organizational boundary, resulting in either its suboptimal utilization or its rejection. Our goal is to equip scholars with appropriate measurement instruments for the phenomenon. On the basis of 4 studies with 1,238 subjects overall, we developed an implicit measure based on the implicit‐association test as well as an explicit (survey) measure of NIH, taking into account theoretical insights on attitude structure. We provide evidence for reliability as well as construct and criterion validity. We want to facilitate further research on NIH and knowledge transfer (a) by providing a better theoretical framework for NIH on the basis of the tripartite componential model of attitudes, (b) by demonstrating the application of association‐based implicit measures for management research, and (c) by providing a validated multidimensional survey scale to measure NIH explicitly. We also provide recommendations on how managers can utilize the NIH measurement instruments to investigate NIH and potential countermeasures in detail and they can test the behavioral outcomes postulated by previous research.     

Getting to the core of core self‐evaluation: a review and recommendations

The theory of core self‐evaluation (CSE) has provided organizational scholars with a framework for describing disposition‐based effects on work attitudes and behaviors. Although the CSE construct has been useful for predicting various phenomena, there are potential weaknesses concerning how it is conceptualized and used. We review limitations regarding CSE theory, its measurement, and specific traits, and provide recommendations for addressing them. Key recommendations include strengthening the theory underlying CSE, specifying CSE as an aggregate construct with causal indicators, representing CSE as a multidimensional construct rather than a scale score, and incorporating a trait that reflects approach motivation. Theoretical and empirical evidence that relate to our recommendations are presented. Copyright © 2007 John Wiley & Sons, Ltd.     

The relentless pursuit of perfectionism: A review of perfectionism in the workplace and an agenda for future research

The pursuit of perfectionism resonates with many individuals across workplaces resulting in a recent flurry of research on the topic. Although extant research has examined the costs and benefits of perfectionism at work, these efforts are scattered across multiple disciplines and utilize varying conceptualizations. As a result, we lack a coherent understanding of how perfectionism influences work behavior. To address this issue, we integrate the nascent but fragmented perfectionism at work literature, including both empirical findings and theoretical perspectives. We introduce and discuss a future research agenda that addresses not only the need to broaden understanding of perfectionism's antecedents, processes, and boundary conditions but also its multilevel applications and methodological limitations. Our review will enable organizational scholars to develop a deeper understanding of how perfectionism renders its influence in the workplace.     

Subjective time in organizations: Conceptual clarification,integration, and implications for future research

Despite the rapid growth of organizational research on subjective time, the extant literature is fragmented due to a lack of conceptual clarification and integration of temporal constructs. To address this fragmentation, we synthesize temporal research from both organizational behavior and adjacent disciplines (i.e., strategy, entrepreneurship, and organizational theory) and introduce a framework that allocates temporal constructs according to their basic conceptual nature (trait–state) and level of analysis (individual–collective). We employed the Linguistic Inquiry and Word Count text analysis to determine the trait–state property of the constructs and a coding method to determine their level of analysis. This framework categorizes four generic types of subjective time: individual temporal disposition, individual temporal state, collective temporal state, and collective temporal disposition. We clarify the conceptualizations of the temporal constructs belonging to each of the four archetypes of subjective time and review their key findings in the organizational literature. Based on this integrative framework, we identify critical knowledge gaps in the current state of research and chart a future agenda with specific suggestions.     

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

In this narrative review, we provide an overview of the self‐monitoring literature as it applies to the workplace context. Our starting point to the review is a meta‐analysis of self‐monitoring literature published in 2002 by Day, Schleicher, Unckless, and Hiller. After providing an overview of the theoretical basis of self‐monitoring and its measurement, we present a summary of the broad literature on self‐monitoring to examine the implications of self‐monitoring for employees and organizations. Based on our review, we identify the main outcomes of self‐monitoring as well as findings of the literature treating self‐monitoring as a moderator. We provide evidence that self‐monitoring has potential downsides, which would benefit from further investigation. We conclude our review by identifying important potential future research directions.     

The many benefits of employee well‐being in organizational research

We undertake three objectives in this Incubator. We begin with a discussion of how well‐being has been considered in organizational research. Second, we provide an overview of the relationship between employee well‐being and such workplace outcomes as job performance, employee retention, and cardiovascular health. Third, we introduce exciting research directions. Copyright © 2012 John Wiley & Sons, Ltd.     

Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity

Using Leventhal's rules as well as the group‐value model of procedural justice, we first examined how the negative effects of perceived racial discrimination on procedural justice judgments can be attenuated by perceived organizational efforts to support diversity. Secondly, we examine how these effects ultimately impact affective commitment and organizational citizenship behavior. We found that employees who believe some individuals in the workplace are discriminating against them on the basis of race tend to report lower levels of procedural justice from the organization. However, this negative relationship was attenuated when employees perceived that their organization was making efforts to support diversity. Results suggest that individuals' perceptions of organizational efforts to support diversity can help restore perceptions of procedural justice for employees who experience racial discrimination at work. Improving procedural justice also positively impacts affective commitment and organizational citizenship behavior directed at the organization. Copyright © 2009 John Wiley & Sons, Ltd.     

Stress‐related aftermaths to workplace politics: the relationships among politics,job distress,and aggressive behavior in organizations

In light of the growing theoretical and practical interest on organizational politics, especially its probable impact on work outcomes, two stress‐related aftermaths of influence and politics in organizations were examined. On the basis of a model by Ferris, Russ, and Fandt ( 1989b ) the idea was pursued that workplace politics may have a long‐range impact on employees' job distress and aggressive behavior in and around organizations. Three samples (n1 = 155, n2 = 184, n3 = 201) were used to examine direct and indirect/mediating relationships among the research variables. Participants were Israeli employees from the private, public, and third sectors. Findings showed that: (1) job distress was an immediate response to organizational politics across the three types of organization, and (2) job distress proved a possible mediator between organizational politics and aggressive behavior as enacted by the employees themselves. Several theoretical and practical implications of the findings that may extend our knowledge on various stress‐related aftermaths of organizational politics are noted. Copyright © 2002 John Wiley & Sons, Ltd.     

行为安全研究进展追溯与述评

为推动行为安全研究的发展和应用,通过文献综述方法,确定广义行为安全研究对象,从理论和管理2个维度来解析行为安全研究进展。在理论层面,通过分析行为机理来阐述行为安全理论基础,提炼行为影响因素并探究因素间作用关系;在管理层面,追溯行为安全管理在不同阶段、不同行业的应用现状,提出改进方案。结果表明:行为安全理论基础和影响因素分析2方面的研究较为深入,但是仍需夯实相关模型并引入先进的研究方法,而行为安全管理应用的时效性和针对性较差,需要在组织因素和个体因素结合、干预的效果、信息技术应用等方面进行改进。     

The reality of “Revitalizing Health and Safety”

Problem: Workplace health and safety remains an important international socioeconomic issue, but the progressive declines in reported incidents may be slowing. The British Government has responded by launching a new policy initiative aimed at “Revitalizing Health and Safety” by establishing targets for improvement, strategies, and a series of action points, mainly targeting employers and organizational issues. This paper critically assesses the realities of implementing this policy with respect to the scientific base for each of the strategies. Method: Literature meta-analysis; analysis of policy. Results: Empirically proven determinants of workplace health and safety provide baselines for compensation and conditions of work, workforce characteristics, workplace characteristics, health and safety environment, political and economic factors, and industry characteristics. Support for different policy elements is varied and there are some significant gaps. Summary: An impressive body of research was found that offers a firm foundation for future developments. However, the need for work that is interdisciplinary, ordered, and collaborative is pressing. The need to move away from elegant but simplistic pictures of occupational health and safety (OHS) management practice, and to reflect true complexity is imperative. The reality of health and safety at work is that it is an issue that is taken lightly by those who do not practice or research safe and healthy working, and a serious issue for victims or relatives of victims of shoddy management. It remains one of the bastions of inequality of work worldwide. Impact on industry: The intent of governments in attempting to reinvigorate the suppression of workplace injury and illness is motivated by both social and economic imperatives. Motivation for organizations is not fully understood as there is no obvious business imperative. If organizations can further understand and provide a scientific justification for investment in OHS management, then governments' task will be made easier. By proving the value of OHS to management, we will demonstrate that organizations continue to present considerable hazards to their employees.     

Entrepreneurial motivation: A review of the literature and an agenda for future research

Given the substantial impact that new ventures have on the global economy, understanding what motivates entrepreneurs is of both practical and theoretical importance. Although research on the nature, causes, and consequences of entrepreneurial motivation has grown rapidly, it has evolved in distinct theoretical silos that tend to isolate motives based on the phase of business development (e.g., initiation, growth, and exit) rather than acknowledge that individuals often traverse all these phases and experience multiple types of motivation throughout their entrepreneurial journey. To advance the study of motivation in the fields of entrepreneurship and organizational behavior and provide a means through which these advancements can contribute to our understanding of how motivation drives the start-up, growth, and exiting of businesses, we organize and review the extant literature on entrepreneurial motives based on the phases of the new venture process. In doing so, this article develops a roadmap of the current state of entrepreneurial motivation research and its nomological network and provides suggestions to guide future research in extending our understanding of motivation in the entrepreneurship domain as well as in traditional organizational settings.     

Etzioni's model of organizational involvement: A perspective for understanding commitment to organizations

There are two predominant views of organizational commitment: instrumental and affective. The purpose of the paper is to explore the extent to which an adapted version of Etzioni's macro organizational model of involvement may serve as a single model of both affective and instrumental perspectives of organizational commitment. Moral commitment and alienative commitment are treated as affective forms of organizational attachment, and calculative commitment is treated as an instrumental form of organizational attachment. The paper employs five samples for the investigation. It develops scales for measuring each of the three dimensions of commitment. The paper concludes that organizational commitment is multidimensional. It also concludes that employees report a mixture of commitment types. Evidence is offered in support of the affective character of moral and alienative commitment. Although the evidence is equivocal, there is support for the independence of the two dimensions of affective commitment: moral and alienative. Evidence is also offered for the differential association of the three dimensions of organizational commitment with related aspects of organizational behavior. The paper extends our understanding of organizational commitment by providing a place for both instrumental and affective forms of psychological attachment to organizations. It offers scales which may be used for future research, and it suggests research which may extend the adapted model in this paper as well as provide direction for practising managers.     

The multiple ways of behaving creatively in the workplace: A typology and model

Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been previously theorized (critical steward‐type, cunning agent‐type, and innocent agent‐type). We then advance a conceptual model to identify situations that may lead employees to use their creative potential one way versus another. Further, we examine the different implications of these creative behaviors for the organization, employee, and society. Our conceptual framework provides a broader perspective of workplace creativity in which a wider range of behaviors, mechanisms, and outcomes must be considered. It provides new directions for future research as well as implications for managing creativity in different organizational and cultural contexts.     

Evaluating the core: Critical assessment of core self‐evaluations theory

In 1997, Judge, Locke, and Durham published the core self‐evaluations (CSE) theory proposing that a multidimensional CSE construct, composed of emotional stability, self‐esteem, locus of control, and generalized self‐efficacy, accounts for individual differences in job satisfaction as well as in other organizational behavior outcomes. In this article, I argue that, despite ample evidence in support of the predictive validity of the CSE construct, the adequacy of including emotional stability, self‐esteem, locus of control, and generalized self‐efficacy as indicators of the CSE construct may be questionable, and I review evidence that points to limited convergent and discriminant validity of the CSE construct. I conclude the article with a few recommendations for advancing CSE theory and research. Copyright © 2011 John Wiley & Sons, Ltd.     

Best‐practice recommendations for estimating interaction effects using meta‐analysis

One of the key advantages of meta‐analysis (i.e., a quantitative literature review) over a narrative literature review is that it allows for formal tests of interaction effects—namely, whether the relationship between two variables is contingent upon the value of another (moderator) variable. Interaction effects play a central role in organizational science research because they highlight boundary conditions of a theory: Conditions under which relationships change in strength and/or direction. This article describes procedures for estimating interaction effects using meta‐analysis, distills the technical literature for a general readership of organizational science researchers, and includes specific best‐practice recommendations regarding actions researchers can take before and after data collection to improve the accuracy of substantive conclusions regarding interaction effects investigated meta‐analytically. Copyright © 2010 John Wiley & Sons, Ltd.     

Perceived workplace racial discrimination and its correlates: A meta‐analysis

We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta‐analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination. Copyright © 2015 John Wiley & Sons, Ltd.     

The role of self‐regulation in the relationship between abusive supervision and job tension

Trait and state self‐regulation both have critical influences on workplace behavior, but their influences are thought to operate quite differently. We draw from social exchange and ego depletion theories to investigate the relationship between trait and state self‐regulation, as well as how they differentially affect the relationship between subordinates' perceptions of abusive supervision and job tension. Specifically, we examine (a) how the interaction between abusive supervision and trait self‐regulation affects job tension and (b) how state self‐regulation mediates the relationship between abusive supervision and job tension. Using 3 studies that include an experiment (n = 81) and 2 field studies with cross‐sectional (n = 157) and time‐separated (n = 109) data, we demonstrate that the interaction between abusive supervision and trait self‐regulation increases experienced job tension for subordinates who report higher levels of abusive supervision and trait self‐regulation than others. Also, we provide evidence that abusive supervision is indirectly associated with job tension through state self‐regulation. This study's findings have important implications for abusive supervision and self‐regulation research, as well as social exchange and ego depletion theories, because we extend our understanding of how trait and state self‐regulation affect cognitive responses associated with abusive supervision.     

Organizational neuroscience: The promise and prospects of an emerging discipline

We review and discuss an Organizational Neuroscience perspective on management science research. Reviewing recent findings in the brain sciences, we provide concrete examples of how an organizational neuroscience perspective can advance organizational behavior research. We conclude that this new paradigm offers powerful insights and tools that complement traditional organizational research. Copyright © 2010 John Wiley & Sons, Ltd.     

General and specific measures in organizational behavior research: Considerations,examples, and recommendations for researchers

Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article, we provide a review of this general issue and some specific recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role of researcher preferences, distinction between reflective and formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self‐evaluations, we first discuss how the general–specific debate has progressed in core self‐evaluations research. We then discuss three other important areas in which this debate has played out: intelligence, five‐factor model of personality, and job attitudes. Finally, we offer a framework to help guide decisions about whether to utilize general measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright © 2011 John Wiley & Sons, Ltd.