In this study, we tested a model in which threats and opportunities lead directly to different organizational actions compared it characteristics moderate taken response opportunities. To better understand these effects, differentiated the dimensions of threat opportunity associated with threat-rigidity hypothesis from prospect theory. had main moderated effects predicted literature, but did not.

We integrate the predictions of prospect theory, threat-rigidity hypothesis, and institutional theory to suggest how patterns persistence change depend on whether decision makers view environmental shifts as potential opportunities for or threats gaining legitimacy. argue that in event face ambiguity their reading environment, they initiate decoupled substantive symbolic actions simultaneously accommodate hypothesis.

It is argued that employees' attraction to and trust in their peers, organization-based self-esteem mediate tbe effect of demographic dissimilarity on organizational citizenship bebavior (OCB). Data from a field study support model whicb the relationsbip between demograpbic OCB contingent characteristics work group composition mediated an extent by proposed mediators. Tbe influence race varied strength for white minority employees, but age direction older younger employees.

Executive beliefs influence strategic decision making in organizations, and thus they ultimately organization performance. The factors that might determine upper-echelon executive beliefs, however, have received scant empirical attention; certainly, little is known about their relative influence. In contrast to the oft-asserted of functional experiences, our results indicate held by executives are better explained with an alternate theoretical model based on social Our pattern indicates...

Relational demography researchers have constructed models based on social identity theory and self-categorization theory, without fully incorporating their theoretical empirical richness. We rectify this omission by constructing a model that includes key concepts from these theories predicts whether employees will identify with particular demographic category or workgroup, both. Propositions derived examine dissimilarity positively negatively influence employee identity.

We examine the organizational identification of contract workers who are associated with two organizations, their primary employer and client. conducted a study in information technology industry to address three questions: (1) What antecedents workers' work organizations which they associated? (2) Do these differentially predict each target organizations? (3) is relationship between employing organization client organization? Results indicate that identify both based on perceived...

Results of a systematic replication studies by Dearborn and Simon Walsh suggest that differences in their conclusions resulted from experimental procedures. Managers ...

Although relational demographers have based their arguments on self-categorization theory, they paid little attention to the underlying processes associated with this theory. The authors examined whether demographic dissimilarity affects individuals' identification groups by affecting group's prototype valence and clarity individual's perceptions of self-prototypicality. data showed that proportion women non-Australians in 34 work negatively influenced valence, clarity, self-prototypicality...

Relational demography researchers have constructed models based on social identity theory and self-categorization theory, without fully incorporating their theoretical empirical richness. We rectify this omission by constructing a model that includes key concepts from these theories predicts whether employees will identify with particular demographic category or workgroup, both. Propositions derived examine dissimilarity positively negatively influence employee identity.

We argue that, when status differences between lower- and higher-status team members are well established, intergroup relations driven by competition among collaboration lower-status members. Supporting these arguments, we found that facing higher levels of professional dissimilarity (i.e., working with proportions members) reported fewer instances in which colleagues accused them incompetence or breached norms conduct; the latter resulted lower negative emotions behaviors. Lower-status outcomes

We develop a theoretical framework to explain why individuals respond differently dissimilarity from their coworkers. draw on regulatory focus theory explore how chronic motivations cause view in terms of potential gains or losses. use this argument the mixed findings previous research. also predict individuals’ cognitive and affective responses dissimilarity, consequently outcomes like relationships with coworkers, altruism, conflict workgroups, withdrawal workgroup. Finally we situational...

We examine changes in organizational identification among 1,346 newcomers at critical milestones during their first year. Integrating the social identity approach with literature on psychological contracts, we argue that newcomer perceptions of prestige influence over time, mediated by extent to which contract has been fulfilled. Our five-wave results reveal perceived prestige, fulfillment, and rise institutionalized socialization, then fall immediately after this period, finally recover...

Abstract Social identity theory and self‐categorization have usually been interpreted to suggest that demographic dissimilarity will negatively influence employee outcomes. However, inconsistent with this interpretation, positive neutral relationships between outcomes also documented in some instances for women minority employees. It is argued here the of on attitudes employees moderated by their level dogmatism, which influences whether they view sex‐ race‐based status hierarchies...

Data from 101 Australian research scientists were used to examine the relationship between sex dissimilarity and work group identification, task emotional conflict. Based on social identity self-categorization theories, these relationships argued vary men women, colocated distributive groups. Women reported lower levels of identification higher conflict in conjunction with dissimilarity. Men No parallel effects or observed. Sex was found have a stronger influence groups than

This study attempts to reconcile previous findings that show both positive and negative outcomes associated with blended workgroups (i.e., consisting of temporary standard workers). Specifically, we conceptualize work as part a naturally occurring status hierarchy in organizations propose have opposing effects on employees depending employees' perceptions their potential for upward mobility organization. We combine research the workforce theorizing from social identity self-categorization...

We examine temporary workers' differential extra-role behaviors (ERBs) towards their client and employer; if this varied with the motivation of worker for being temporary, whether these ERBs are affected by firms' relationship management practices; aimed at employer impact subsequent outcomes. Results showed that motivations differentially related to agency directed ERBs. Agency were longer tenure agency, while associated faster wage growth more hours worked per week. Organizational...

Abstract Although the use of intuition in managerial decisions has been documented, many questions about intuitive process and its antecedent stages remain unanswered, particular role affective traits states. The study reported this article investigates whether decision makers who are more attuned to own emotions experience a mood have an easier access intuition. Our findings indicate that emotional awareness indeed positive effect on intuition, which appears be stronger for women....

Abstract Although the use of intuition in managerial decisions has been documented, many questions about intuitive process and its antecedent stages remain unanswered, particular role affective traits states. The study reported this article investigates whether decision makers who are more attuned to own emotions experience a mood have an easier access intuition. Our findings indicate that emotional awareness indeed positive effect on intuition, which appears be stronger for women....