Two competing explanations for deviant employee responses to supervisor abuse are tested. A self-gain view is compared with a self-regulation impairment view. The suggests that distributive justice (DJ) will weaken the abusive supervision-employee deviance relationship, as perceptions of fair rewards offset costs abuse. Conversely, DJ strengthen experiencing drains self-resources needed maintain appropriate behavior, and this effect intensifies when employees receive inconsistent information...

This research tested the idea that risk of exclusion from one's group motivates members to engage in unethical behaviors secure better outcomes for (pro-group behaviors). We theorized this effect occurs because those at seek improve their inclusionary status by engaging benefit group; we assumption examining how on pro-group behavior varies as a function members' need inclusion. A 2-wave field study conducted among diverse sample employees working groups (Study 1) and constructive...

This multisource field study applied belongingness theory to examine whether thwarted belonging, defined as the perceived discrepancy between one's desired and actual levels of belonging with respect coworkers, predicts interpersonal work behaviors that are self-defeating. Controlling for demographic variables, job type, justice constructs, trust in organization a multilevel regression analysis using data from 130 employees clinical chemical laboratory their supervisors, authors found who...

We investigate how initial status position influences the quality of task performance in aftermath loss. argue that despite benefits having status, high-status individuals experience more "self-threat"—challenges or contradictions to a central view self—and, consequently, have difficulty performing well after loss than do low-status who comparable status. In field study professional baseball players (Study 1), we found although players' was unaffected by loss, declined significantly losing...

A multisource field study of 103 employees and their supervisors tested an extension uncertainty management theory (E

In this research, we examine when and why organizational environments influence how employees respond to moral issues. Past research has proposed that social influences in organizations affect employees' ethical decision making, but not explained some individuals are affected by an environment disregard it. To address problem, drew on power propose makes people more self-focused, which, turn, them likely act upon their preferences ignore (un)ethical influences. Using both experimental field...

This article provides an answer to the question of why agents make self-serving decisions under moral hazard and how their can be kept in check through institutional arrangements. Our theoretical model predicts that agents' power manner which they are held accountable jointly determine propensity decisions. We test our theory context financial investment made using others' funds. Across 3 studies, different decision-making tasks, manipulations accountability, samples, we show makes them more...

We examine the role of low-power individuals in social power research. A multi-method literature review reveals that may be insufficiently understood because many studies lack necessary control conditions allow drawing inferences about low power, effects are predominantly attributed to high and qualitative reviews primarily focus on how high-power feel, think, behave. Challenging assumption tends produce opposite consequences we highlight several similarities between two states. Based...

Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to employees feel attached and/or members. Study 1 showed perceptions of workgroup cohesion mediate relationship between senior management and behaviors. 2 suggested intentions stay with supervisor 3 found behaviors was partially cohesion. In sum, results...

We integrate stereotype fit and interdependence theories to propose a model that explains how why decision makers discriminate in selection decisions. Our suggests draw on stereotypes about members of different social groups infer the degree which candidates possess specific ability required for task. Decision perceive have greater task as less (more) instrumental their personal outcomes if they expect compete (cooperate) with candidate, favor are perceived more them. tested our theory...

Past research has found that men negotiate more unethically than women, although many studies report comparable rates of unethical negotiation behaviors. Based on evolutionary psychology, we predict conditions under which sex differences in behavior are versus less pronounced. We theorize greater levels among occur because male intrasexual competition for mates. This suggests should primarily emerge situations associated with competition. Using a two-wave survey design, Study 1 positive...

In the research presented here, we tested idea that a lack of material resources (e.g., low income) causes people to make harsher moral judgments because is associated with lower ability cope effects others' harmful behavior. Consistent this idea, results from large cross-cultural survey (Study 1) showed both chronic (due and situational inflation) were judgments. The effect inflation was stronger for low-income individuals, whom renders relatively more vulnerable. follow-up experiment 2),...

The present investigation provides the first systematic empirical tests for role of politics in academic research. In a large sample scientific abstracts from field social psychology, we find both evaluative differences, such that conservatives are described more negatively than liberals, and explanatory conservatism is likely to be focus explanation liberalism. light ongoing debate about politicized science, forecasting survey permitted scientists state priori predictions results, then...

Compared with people of average attractiveness, the highly attractive earn roughly 20 percent more and are recommended for promotion frequently. The dominant view this "attractiveness advantage" is one taste-based discrimination, whereby individuals preferred without justification in economic productivity. We conduct a comprehensive review research on attractiveness finding relatively evidence that phenomenon constitutes, to some extent, statistical (as opposed solely taste-based) which...

Although impasses are frequently experienced by negotiators, featured in newspaper articles, and reflected online searches can be costly, negotiation scholarship does not appear to consider them seriously as phenomena worth explaining. A review of tasks study reveals that they bias negotiators toward agreement. We systematically organize past findings on integrate the impasse type, cause, resolution model (ITCR model). Our fundamental assumption is a positive bargaining zone imply symmetric...

We suggest that the organizational science’s increasing preoccupation with “interesting” theories and “counterintuitive” facts can lead to nonreplicable findings, fragmented theory, irrelevance. The focus on interesting novel reveals a profound misunderstanding of scientific enterprise. Organizational scholarship will be better off if it reverts according primacy problem being solved over theory development.