A5021568426- Cultural Differences and Values
- Job Satisfaction and Organizational Behavior
- Gender Diversity and Inequality
- Complex Systems and Decision Making
- Social and Intergroup Psychology
- Psychology of Moral and Emotional Judgment
- Organizational Learning and Leadership
- Discourse Analysis in Language Studies
- Educational and Psychological Assessments
- Speech and dialogue systems
- Opinion Dynamics and Social Influence
- Deception detection and forensic psychology
- Collaboration in agile enterprises
- Ethics in Business and Education
- Human Resources and Workforce
- Leadership and Management in Organizations
- Team Dynamics and Performance
- Behavioral Health and Interventions
- Youth Development and Social Support
- Experimental Behavioral Economics Studies
- Organizational Leadership and Management Strategies
- Emotions and Moral Behavior
- Personality Traits and Psychology
- Misinformation and Its Impacts
- Knowledge Management and Sharing
London School of Economics and Political Science
2023
Harvard University
2019-2022
Harvard University Press
2019
People often feel malicious envy, a destructive interpersonal emotion, when they compare themselves to successful peers. Across 3 online experiments and field experiment of entrepreneurs, we identify an strategy that can mitigate feelings envy in observers: revealing one's failures. Despite general reluctance reveal failures-as are happening after have occurred-across four experiments, find both successes failures encountered on the path success (compared only successes) decreases observers'...
Conversation—a verbal interaction between two or more people—is a complex, pervasive, and consequential human behavior. Conversations have been studied across many academic disciplines. However, advances in recording analysis techniques over the last decade allowed researchers to directly precisely examine conversations natural contexts at larger scale than ever before, these open new paths understand humanity social world. Existing reviews of text conversation research focused on generated...
People sometimes avoid giving feedback to others even when it would help fix others' problems. For example, only 2.6% of individuals in a pilot field study provided survey administrator who had food or lipstick on their face. Five experiments (N = 1,984) identify possible reason for the lack feedback: underestimate how much want receive constructive feedback. Initial demonstrated this underestimation desire hypothetical scenarios (Experiment 1), recalled experiences 2), and real-time among...
Authenticity is the sense of alignment with one’s true self (Harter, 2002; Kernis, 2003; Sedikides, Slabu, Lenton, & Thomaes, 2017). When studying authenticity in organizations, three common understandings emerge from literature: 1) can be considered a side effect self-regulatory strivings that it results consonance between values and organizational goals (Hewlin, Markus, 1977; Ryan Deci, 2017; Sheldon Elliot, 1998, 1999), 2) inferred behavioral expression values, attitudes, emotions, while...
We bring together leading scholars in the field of hierarchy – experts research on power and status organizations to present five innovative projects that explore ways which individuals perceive hierarchy, downstream organizational implications these perceptions. Altogether, presented here provides state-of-the-art theoretical methodological advances enhance refine our understanding is a defining feature key topic for field. As well as filling conceptual gaps literatures status, this hopes...
Interest in the role of hierarchy groups and organizations is on rise. A number influential theoretical empirical papers have been published recent years investigating how, when, why can affect group outcomes. However, key questions remain, particularly with regards to dynamics groups. In this symposium, five will be presented that explore organization. The examine hierarchical from multiple perspectives, including antecedents changes consequences these for individual employees performance....
The purpose of this symposium is to promote research that represents the new frontiers teamwork. Specifically, we bring together examines “invisible” structural elements in teams, with aim starting a dialogue about how study these structures. Structures may be invisible because they are extremely novel and therefore uncommon, or currently lack frameworks “see” them. We hope by bringing cutting edge team on topics such as Temporal Brokerage, Team-Level Algorithmic Control, Hierarchical...
To be effective, organizations must have employees who go above and beyond their contractual obligations, performing extra-role behaviors for each other employer (Organ, 1988). With this in mind, many hope to increase the rate of organizational citizenship (OCBs) — tasks that are not explicitly part job, but critical improve performance firm its workers. In present research, we focus on what gets way OCBs. We a variety different types OCBs, from social support constructive feedback,...
Employee voice, the proactive communication of ideas, suggestions, concerns, or opinions with intent to improve organizational functioning, has power significantly both team and performance. Despite well-documented benefits encouraging employee voice in organizations, there is relatively little research about how empower employees speak up contextual cues behaviors that can create an context conducive expression, a key antecedent voice. This symposium designed advance by building deeper...
We communicate with others constantly: in our work life, family and beyond. However, emerging research suggests that these ubiquitous interpersonal communications are fraught misperceptions. This symposium brings together novel papers identifying communication misperceptions across various domains critical to organizational success such as interviews, conversations, contracts, negotiations. discuss the extent which people rely on uninformative cues, arise when attempt reach agreements. In...
We adopt a multi-method approach to examine women’s path leadership from before their careers have even begun, at the CEO level. Across four talks employing field studies, lab experiments, and natural language processing, we study how follow-your-passions ideology causes women opt out of male-dominated careers, desires for power or status intersect impact likelihood incurring backlash, female managers prefer leading smaller teams due fear backlash when larger teams, hiring changes firms’...
As work becomes more subjective and colleague evaluations play an increasing role in one's opportunities for advancement, maintaining positive relationships with colleagues has never been critical success. Yet building workplace can be challenging the face of difficult interpersonal communications employees regularly face. Employees are called on to deliver feedback that will help others develop, speak up when they have idea improve status quo, prioritize targeted goals above secondary...