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Liang L, Wang Z, Hu Y, Yuan T, Fei J, Mei S. Does workplace violence affect healthcare workers' turnover intention? Jpn J Nurs Sci 2023; 20:e12543. [PMID: 37312438 DOI: 10.1111/jjns.12543] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/31/2023] [Revised: 04/14/2023] [Accepted: 05/11/2023] [Indexed: 06/15/2023]
Abstract
AIMS This study aimed to explore the association between workplace violence and turnover intention among Chinese healthcare workers and explore the role of gender as a moderator in this relation. METHODS A cross-sectional survey recruited 692 healthcare workers from a single center in a Chinese province. The content included a questionnaire regarding workplace violence, authoritarian leadership, and turnover intention. The moderated mediation effects were analyzed using the PROCESS tool in SPSS and bootstrap method was used to extract 5000 samples to estimate the 95% confidence interval of each effect. RESULTS The results indicated that the effect of workplace violence on turnover intention was mediated by authoritarian leadership. In addition, gender moderated the association between authoritarian leadership and turnover intention. CONCLUSIONS Healthcare worker managers should establish a workplace violence intervention system and change the leadership style of direct leaders to reduce healthcare workers' turnover intention.
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Affiliation(s)
- Leilei Liang
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Zhi Wang
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Yueyang Hu
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Tongshuang Yuan
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Junsong Fei
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
| | - Songli Mei
- Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China
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Kakarika M, Taghavi S, González-Gómez HV. Don't Shoot the Messenger? A Morality- and Gender-Based Model of Reactions to Negative Workplace Gossip. JOURNAL OF BUSINESS ETHICS : JBE 2023:1-16. [PMID: 37359792 PMCID: PMC9985476 DOI: 10.1007/s10551-023-05355-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 03/01/2022] [Accepted: 02/01/2023] [Indexed: 06/28/2023]
Abstract
We conducted three studies to examine how the recipients of negative workplace gossip judge the gossip sender's morality and how they respond behaviorally. Study 1 provided experimental evidence that gossip recipients perceive senders as low in morality, with female recipients rating the sender's morality more negatively than male recipients. In a follow-up experiment (Study 2), we further found that perceived low morality translates into behavioral responses in the form of career-related sanctions by the recipient on the gossip sender. A critical incident study (Study 3) enhanced the external validity and extended the moderated mediation model by showing that gossip recipients also penalize senders with social exclusion. We discuss the implications for practice and research on negative workplace gossip, gender differences in attributions of morality, and gossip recipients' behavioral responses. Supplementary Information The online version contains supplementary material available at 10.1007/s10551-023-05355-7.
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Nimer K, Kuzey C, Uyar A. Hospitality and tourism firms' board characteristics, board policies and tourism sector performance: what is the nexus? INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2023. [DOI: 10.1108/ijppm-07-2021-0384] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Abstract
PurposeThis study investigated the micro–macro link in the hospitality and tourism (H&T) sector, specifically considering whether the gender diversity, independence and board attendance rates of H&T firms' boards, alongside the moderation effect of board policies, played a significant role in tourism sector performance.Design/methodology/approachThe 2011–2018 data were retrieved from the World Bank and the Thomson Reuters Eikon databases, and fixed effects panel regression was conducted.FindingsWhile female directors were a significant driver of tourism sector performance in terms of tourist arrivals and tourism receipts, independent directors were effective in improving tourist arrivals only. Furthermore, moderation analyses demonstrated the inefficacy of board policies in enhancing these directors' contributions to the sector's development. Moreover, the findings revealed the inefficiency of board meetings.Practical implicationsConcerning the efficacy of board policies, the results suggest that firms' boards should review and revise their policies. Surprisingly, while board-diversity policies made no difference to female directors' role in the sector's development (although females were influential), board-independence policies produced unexpected results. In the absence of a board-independence policy, independent directors are influential, but if a policy exists, they are not.Originality/valueAlthough prior firm-level studies tested whether board characteristics enhanced firms' performance in the H&T sector, they did not investigate whether board characteristics promoted tourism sector performance. Moreover, the moderating effect of board policies on boards' structures and tourism sector performance has not yet been examined.
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Fernandez-Muiños M, Money K, Saraeva A, Garnelo-Gomez I, Suarez LV. “The ladies are not for turning”: Exploring how leader gender and industry sector influence the Corporate Social Responsibility practices of franchise firms. Heliyon 2022; 8:e11930. [DOI: 10.1016/j.heliyon.2022.e11930] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/19/2022] [Revised: 08/12/2022] [Accepted: 11/18/2022] [Indexed: 11/27/2022] Open
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Mo T, Sui J, Zhao Y, Zhou X. Moral positive illusion: self–other valuation difference in moral foundation theory. ETHICS & BEHAVIOR 2022. [DOI: 10.1080/10508422.2022.2134134] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
Affiliation(s)
| | - Jiarui Sui
- School of Management, Zhejiang University
| | - Yujie Zhao
- School of Management, Shandong University
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Chen-Xia XJ, Betancor V, Chas A, Rodríguez-Pérez A. Gender inequality in incivility: Everyone should be polite, but it is fine for some of us to be impolite. Front Psychol 2022; 13:966045. [PMID: 36225692 PMCID: PMC9549928 DOI: 10.3389/fpsyg.2022.966045] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2022] [Accepted: 08/31/2022] [Indexed: 11/24/2022] Open
Abstract
Civility is formed by social norms that guide our behavior and allow us to interact appropriately with others. These norms affect everyone and are learned through the socialization process. However, in the same process, people also learn gender norms that dictate how men and women should behave, leading to gender stereotypes and differentiated behavioral characteristics. The purpose of this research is to examine the relationship between gender and civility, and how we react to those who behave uncivilly given their gender. The results of Study 1 (N = 153) showed that even in a fictional and gender-neutral society, uncivil behaviors were associated with stereotypically masculine characteristics, and those who behaved uncivilly were dehumanized. In Study 2 (N = 144), gender differences were observed in incivility. Women were harsher when facing uncivil transgressors than men, especially if the transgressor was another woman. Our findings support the notion that gender norms are applied to civility, leading those supposedly equal social norms to unequal perceptions and evaluations.
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Yuan M, Xu H. Gender differences in response to medical red packets (Hongbao, monetary gifts): a questionnaire study on young doctors in China. BMC Med Ethics 2022; 23:44. [PMID: 35440041 PMCID: PMC9019946 DOI: 10.1186/s12910-022-00781-0] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/27/2021] [Accepted: 03/30/2022] [Indexed: 12/30/2022] Open
Abstract
BACKGROUND The acceptance of informal payments by doctors is usually viewed as unethical behavior. However, in China, such behavior is a common practice. In this study, we focus on the gender differences in accepting red packets (informal payments) by young doctors in China. METHODS A total of 413 young doctors were selected for the study, all of whom were grouped by gender. The questionnaire was designed to include general demographic characteristics, whether they had ever been offered red packets, whether they had ever accepted red packets, the reasons for accepting red packets and so on. Wilcoxon rank-sum test, Pearson's chi-squared test, univariable and multi-variable logistic regressions were used for all analyses by Stata 17.0 SE and p-value < 0.05 was considered statistically significant. RESULTS Compared to women, men were more likely to be offered red packets (69.5% [180/259] vs.53.9% [83/154]), and the odds ratio (OR) was statistically significant after adjusting for age, education, position and geographical areas (adjusted OR 1.81, p = 0.012). In terms of the question of whether or not they had accepted red packets, more male doctors answered "yes" compared to female doctors (33.3% [60/180] vs.15.7% [13/83], adjusted OR 2.80, p = 0.004). However, among those who had accepted red packets, we found that only 42.0% [25/60] of male doctors considered that it was normal to accept such red packets, compared to 85.0% [11/13] of women (adjusted OR 12.01, p = 0.023). CONCLUSION The study revealed that Chinese patients and their families were more likely to offer red packets to male doctors. Secondly, among doctors who had been offered red packets, male doctors were more likely to accept red packets than female doctors. In addition, among doctors who had accepted red packets, female doctors were more likely to believe that it was not morally wrong to accept such red packets.
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Affiliation(s)
- Mengci Yuan
- School of Medicine, Nankai University, Tianjin, 300071, China
| | - Hanhui Xu
- School of Medicine, Nankai University, Tianjin, 300071, China.
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Qiu J, Kesebir S, Günaydin G, Selçuk E, Wasti SA. Gender differences in interpersonal trust: Disclosure behavior, benevolence sensitivity and workplace implications. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2022. [DOI: 10.1016/j.obhdp.2022.104119] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Ellemers N, Chopova T. The social responsibility of organizations: Perceptions of organizational morality as a key mechanism explaining the relation between CSR activities and stakeholder support. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.riob.2022.100156] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/02/2023]
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Tan X, Zuo B, Wen F, Xie Z, Song S. Fear of Backlash Moderates Female Senior Executives' Communion (but Not Agency) as Compared to Female Lecturers. Front Psychol 2021; 12:520590. [PMID: 34777075 PMCID: PMC8585826 DOI: 10.3389/fpsyg.2021.520590] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/16/2019] [Accepted: 09/27/2021] [Indexed: 11/13/2022] Open
Abstract
Today, many women work in occupational roles that had once been dominated by men (e.g., senior business executives). However, expectations on senior executives to be agentic (e.g., assertive, dominant) may conflict with prescriptive stereotypes about women to be communal (e.g., helpful, warm). According to this double-bind dilemma, female senior executives get criticized for lacking either agency or communion as both dimensions can be perceived as posing a tradeoff. We hypothesize that female senior executives report higher levels of agency and lower levels of communion than women in a more neutral role (e.g., lecturers) due to the perceived requirements of these occupational roles. In Study 1, N = 212 students rated adjectives on their desirability for men vs. women in Chinese society. They rated agentic characteristics as more desirable for men and communal characteristics as more desirable for women. Studies 2 and 3 used this material. Study 2 randomly assigned N = 207 female students to the role of a senior executive vs. lecturer. Study 3 was conducted with N = 202 female role occupants (96 senior executives, 106 lecturers). As expected, female senior executives reported higher levels of agency and lower levels of communion than female lecturers in both studies. Some women may be particularly aware of the above-mentioned double-bind dilemma and may be more worried about the potential backlash than others. They may attempt to reconcile occupational demands (i.e., higher agency, lower communion) with prescriptive gender stereotypes (i.e., lower agency, higher communion). We, therefore, explored whether fear of backlash attenuates the effect of the type of role of women (senior executives vs. lecturers) on agency and communion. Indeed, we found that senior executives who were particularly worried about backlash reported almost as much communion as lecturers did. In contrast, senior executives consistently reported higher levels of agency than lecturers regardless of their fear of backlash. The present study documents prescriptive gender stereotypes in China, how women differ as a function of their occupational roles, and how fear of backlash may motivate female senior executives to reconcile having high levels of both agency and communion.
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Affiliation(s)
- Xiao Tan
- Institute of Educational Sciences, Hubei University of Education, Wuhan, China.,Department of Psychology, Center for Studies of Social Psychology, Central China Normal University, Wuhan, China
| | - Bin Zuo
- Department of Psychology, Center for Studies of Social Psychology, Central China Normal University, Wuhan, China
| | - Fangfang Wen
- Department of Psychology, Center for Studies of Social Psychology, Central China Normal University, Wuhan, China
| | - Zhijie Xie
- School of Psychology, Xinxiang Medical University, Xinxiang, China.,Department of Psychology, Center for Studies of Social Psychology, Central China Normal University, Wuhan, China
| | - Shijie Song
- Department of Psychology, Center for Studies of Social Psychology, Central China Normal University, Wuhan, China
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Lesschaeve C, GlaurdiĆ J, Mochtak M. Health Versus Wealth During the Covid-19 Pandemic. PUBLIC OPINION QUARTERLY 2021:nfab036. [PMCID: PMC8524622 DOI: 10.1093/poq/nfab036] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/17/2023]
Abstract
Efforts to combat the COVID-19 crisis were characterized by a difficult trade-off: the stringency of the lockdowns decreased the spread of the virus, but amplified the damage to the economy. In this study, we analyze public attitude toward this trade-off using a survey-embedded experiment conducted with a quota sample of more than 7,000 respondents from Southeast Europe, collected in April and May 2020. The results show that public opinion generally favored saving lives even at a steep economic cost. However, the willingness to trade lives for the economy was greater when the heterogeneous health and economic consequences of lockdown policies for the young and the elderly were emphasized. Free-market views also make people more accepting of higher casualties, as do fears that the instituted measures will lead to a permanent expansion of government control over society.
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Affiliation(s)
- Christophe Lesschaeve
- Address correspondence to Christophe Lesschaeve, University of Luxembourg, Faculty of Humanities, Education and Social Sciences, 11 Porte des Sciences (MSH, E02 35-230), 4366 Esch-sur-Alzette, Luxembourg;
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Giguère É, St-Arnaud L. Les transformations du marché du travail et des organisations : enjeux de maintien au travail et de mobilité professionnelle. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2020. [DOI: 10.1016/j.pto.2020.09.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Gender Disparity in Industry Relationships With Academic Interventional Radiology Physicians. AJR Am J Roentgenol 2020; 215:494-501. [PMID: 32348184 DOI: 10.2214/ajr.19.22176] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
OBJECTIVE. Industry relationships drive technologic innovation in interventional radiology and offer opportunities for professional growth. Women are underrepresented in interventional radiology despite the growing recognition of the importance of diversity. This study characterized gender disparities in financial relationships between industry and academic interventional radiologists. MATERIALS AND METHODS. In this retrospective cross-sectional study, U.S. academic interventional radiology physicians and their academic ranks were identified by searching websites of practices with accredited interventional radiology fellowship programs. Publicly available databases were queried to collect each physician's gender, years since medical school graduation, h-index, academic rank, and industry payments in 2018. Wilcoxon and chi-square tests compared payments between genders. A general linear model assessed the impact of academic rank, years since graduation, gender, and h-index on payments. RESULTS. Of 842 academic interventional radiology physicians, 108 (13%) were women. A total $14,206,599.41 was received by 686 doctors (81%); only $147,975.28 (1%) was received by women. A lower percentage of women (74%) than men (83%) received payments (p = 0.04); median total payments were lower for women ($535) than men ($792) (p = 0.01). Academic rank, h-index, years since graduation, and male gender were independent predictors of higher payments. Industry payments supporting technologic advancement were made exclusively to men. CONCLUSION. Female interventional radiology physicians received fewer and lower industry payments, earning 1% of total payments despite constituting 13% of physicians. Gender independently predicted industry payments, regardless of h-index, academic rank, or years since graduation. Gender disparity in interventional radiology physician-industry relationships warrants further investigation and correction.
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Wolff C, Keith N. Motives relate to cooperation in social dilemmas but have an inconsistent association with leadership evaluation. Sci Rep 2019; 9:10118. [PMID: 31300675 PMCID: PMC6626160 DOI: 10.1038/s41598-019-45931-4] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/22/2018] [Accepted: 06/18/2019] [Indexed: 01/09/2023] Open
Abstract
A common assumption is that good leaders are driven by a power motive that motivates them to influence others. However, leaders need to restrain themselves in social dilemmas where cooperation maximizes collective outcomes. We theorize that in social dilemmas, a desire for positive relationships (affiliation motive) is more beneficial than a power motive because it draws attention away from short-term self-interest towards understanding others. In a game of Settlers of Catan in the laboratory, we find that a functional variant of the affiliation motive relates to verbal encouragement of cooperation, to fewer occurrences of oil spills, to higher ratings of transformational leadership and, in a field survey, to fewer selfish business decisions. Furthermore, a dysfunctional variant of the power motive relates to two of three indicators of selfishness. Group members perceive selfish individuals as assuming leadership roles which indirectly relates to slightly higher ratings of transformational leadership. This pattern of evaluation may privilege men who, on average, show more selfish behaviour which can be partially attributed to their motives. Mere awareness of gender-based discrimination does not enable raters to circumvent this pattern of evaluation. This work suggests a need for interventions that increase appreciation of cooperative leaders.
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Affiliation(s)
- Christian Wolff
- Work and Organizational Psychology, University of Bamberg, Bamberg, Germany.
- Organizational and Business Psychology, Technische Universität Darmstadt, Darmstadt, Germany.
| | - Nina Keith
- Organizational and Business Psychology, Technische Universität Darmstadt, Darmstadt, Germany
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Wisse B, Rus D, Keller AC, Sleebos E. “Fear of losing power corrupts those who wield it”: the combined effects of leader fear of losing power and competitive climate on leader self-serving behavior. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1635584] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Barbara Wisse
- Psychology Department, University of Groningen, Groningen, The Netherlands
- Department of Management and Marketing, Durham University, Durham University Business School, Durham, UK
| | - Diana Rus
- Psychology Department, University of Groningen, Groningen, The Netherlands
| | - Anita C. Keller
- Psychology Department, University of Groningen, Groningen, The Netherlands
| | - Ed Sleebos
- Department of Organization Sciences, Vu University Amsterdam, Amsterdam, The Netherlands
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Deception as competence: The effect of occupational stereotypes on the perception and proliferation of deception. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2019. [DOI: 10.1016/j.obhdp.2019.02.003] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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Weng JK, Valle LF, Nam GE, Chu FI, Steinberg ML, Raldow AC. Evaluation of Sex Distribution of Industry Payments Among Radiation Oncologists. JAMA Netw Open 2019; 2:e187377. [PMID: 30681710 PMCID: PMC6484553 DOI: 10.1001/jamanetworkopen.2018.7377] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/25/2022] Open
Abstract
IMPORTANCE Industry relationships are an important measure of professional advancement; however, the association between physician sex and industry payments in radiation oncology has not been described. OBJECTIVE To update the trends in the sex distribution of industry payments in radiation oncology. DESIGN, SETTING, AND PARTICIPANTS This retrospective cross-sectional study was conducted between July 1, 2018, and August 31, 2018. It used the publicly available Centers for Medicare & Medicaid Services (CMS) Open Payments program and CMS Physician and Other Supplier Public Use File databases to obtain 2016 industry payment data for US radiation oncologists who reported receiving industry funding in that year (n = 3052). Total monetary value, number of payments, and median payment amounts were determined for each sex in the following categories: research, consulting, honoraria, industry grants, royalty or license, and services other than consulting. MAIN OUTCOMES AND MEASURES Industry payment amounts among 3052 radiation oncologists who reported receiving payments in 2016; association of median payment with the types of payment by sex. RESULTS Of the total 4483 radiation oncologists who practiced in 2016, 1164 (25.9%) were female and 3319 (74.0%) were male. Industry payments were distributed among 3052 radiation oncologists (68.1%), of whom 715 (23.4%) were female and 2337 (76.6%) were male. The proportion of female radiation oncologists who received at least 1 industry payment was 61.4% (715 of 1164), whereas the proportion of their male counterparts was 70.4% (2337 of 3319). Across all payment types, female radiation oncologists received a smaller percentage of total industry funding than the percentage of female physicians represented in each category. The median payment value was smaller for female radiation oncologists in consulting (-$1000; 95% CI, -$1966.67 to $100.63; P = .005) and honoraria (-$500; 95% CI, -$1071.43 to $0; P = .007). This trend was also observed in research payments, but was not statistically significant (-$135.02; 95% CI, -$476.93 to $6.88; P = .08). Of the $1 347 509 royalty or license payments made to 72 physicians, none was for female radiation oncologists. CONCLUSIONS AND RELEVANCE Distribution of industry payments appears to show sex disparity in industry relationships among radiation oncologists; this observation warrants further investigation to determine the underlying reasons and provide avenues for increased parity.
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Affiliation(s)
- Julius K. Weng
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
| | - Luca F. Valle
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
| | - Gina E. Nam
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
- Department of Epidemiology, Fielding School of Public Health, University of California, Los Angeles
| | - Fang-I Chu
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
| | - Michael L. Steinberg
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
| | - Ann C. Raldow
- Department of Radiation Oncology, David Geffen School of Medicine at UCLA, Los Angeles, California
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Building trust by tearing others down: When accusing others of unethical behavior engenders trust. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2018.10.001] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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Kouchaki M, Kray LJ. “I won't let you down:” Personal ethical lapses arising from women’s advocating for others. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2018.06.001] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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Ward SJ, King LA. Gender Differences in Emotion Explain Women's Lower Immoral Intentions and Harsher Moral Condemnation. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2018; 44:653-669. [PMID: 29291658 DOI: 10.1177/0146167217744525] [Citation(s) in RCA: 20] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/30/2022]
Abstract
Why do men view morally questionable behaviors as more permissible than women do? Five studies investigated emotional factors as explanations for gender differences in moral decision-making. In Study 1 ( N = 324), gender differences in perceptions of moral wrongness were explained by guilt and shame proneness. Studies 2a and 2b (combined N = 562) demonstrated that instructions to adopt an unemotional perspective (vs. standard instructions) led women to have higher immoral intentions, no longer lower than men's, as they were in the control group. Studies 3 and 4 ( N = 834) showed that men expected immoral actions to result in higher positive and lower self-conscious moral emotions than women do. Study 4 ( N = 424) showed that these emotional expectancies account for gender differences in immoral intentions. Study 5 ( N = 450) showed that women-but not men-experience heightened self-conscious moral emotions and regret when recalling past transgressions done for personal gain.
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The Agentic–Communal Model of Advantage and Disadvantage: How Inequality Produces Similarities in the Psychology of Power, Social Class, Gender, and Race. ADVANCES IN EXPERIMENTAL SOCIAL PSYCHOLOGY 2018. [DOI: 10.1016/bs.aesp.2018.04.001] [Citation(s) in RCA: 32] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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Abstract
We investigated how moral judgments were influenced by (a) the age and gender of the moral perpetrator and victim, (b) the moral judge’s benevolent ageism and benevolent sexism, and (c) the moral judge’s gender. By systematically manipulating the age and gender of the perpetrators and victims in moral scenarios, participants in two studies made judgments about the moral transgressions. We found that (a) people made more negative judgments when the victims were old or female rather than young or male, (b) benevolent ageism influenced people’s judgments about young versus old perpetrators, and (c) people had differential moral expectations of perpetrators who belonged to their same-gender group versus opposite-gender group. The findings suggest that age and gender stereotypes are so salient to bias people’s moral judgments even when the transgression is undoubtedly intentional and hostile.
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Affiliation(s)
- Qiao Chu
- Department of Psychology, North Carolina State University, Raleigh, NC, USA
| | - Daniel Grühn
- Department of Psychology, North Carolina State University, Raleigh, NC, USA
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Kennedy JA, Anderson C. Hierarchical rank and principled dissent: How holding higher rank suppresses objection to unethical practices. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2017. [DOI: 10.1016/j.obhdp.2017.01.002] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Kennedy JA, Kray LJ, Ku G. A social-cognitive approach to understanding gender differences in negotiator ethics: The role of moral identity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2017. [DOI: 10.1016/j.obhdp.2016.11.003] [Citation(s) in RCA: 53] [Impact Index Per Article: 7.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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Liang Y, Liu L, Tan X, Huang Z, Dang J, Zheng W. The Effect of Self-Esteem on Corrupt Intention: The Mediating Role of Materialism. Front Psychol 2016; 7:1063. [PMID: 27462297 PMCID: PMC4940372 DOI: 10.3389/fpsyg.2016.01063] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/27/2015] [Accepted: 06/29/2016] [Indexed: 11/13/2022] Open
Abstract
The present set of studies aimed to explore the effect of self-esteem on corrupt intention and the mediating role of materialism in generating this effect. In Study 1, we used questionnaires to investigate the correlation among self-esteem, materialism, and corrupt intention. In Study 2, we manipulated self-esteem to explore the causal effect of self-esteem on materialism and corrupt intention. In Study 3, we manipulated materialism to examine whether inducing materialism can reduce the relationship between self-esteem and corrupt intention. The three studies converged to show that increased self-esteem caused a low level of materialism, which in turn decreased corrupt intention. The theoretical and practical implications of the results are discussed.
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Affiliation(s)
- Yuan Liang
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
| | - Li Liu
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
| | - Xuyun Tan
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
| | - Zhenwei Huang
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
| | - Jianning Dang
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
| | - Wenwen Zheng
- Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University Beijing, China
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Proudfoot D, Kay AC, Koval CZ. A Gender Bias in the Attribution of Creativity. Psychol Sci 2015; 26:1751-61. [DOI: 10.1177/0956797615598739] [Citation(s) in RCA: 116] [Impact Index Per Article: 12.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/02/2015] [Accepted: 07/13/2015] [Indexed: 11/16/2022] Open
Abstract
We propose that the propensity to think creatively tends to be associated with independence and self-direction—qualities generally ascribed to men—so that men are often perceived to be more creative than women. In two experiments, we found that “outside the box” creativity is more strongly associated with stereotypically masculine characteristics (e.g., daring and self-reliance) than with stereotypically feminine characteristics (e.g., cooperativeness and supportiveness; Study 1) and that a man is ascribed more creativity than a woman when they produce identical output (Study 2). Analyzing archival data, we found that men’s ideas are evaluated as more ingenious than women’s ideas (Study 3) and that female executives are stereotyped as less innovative than their male counterparts when evaluated by their supervisors (Study 4). Finally, we observed that stereotypically masculine behavior enhances a man’s perceived creativity, whereas identical behavior does not enhance a woman’s perceived creativity (Study 5). This boost in men’s perceived creativity is mediated by attributions of agency, not competence, and predicts perceptions of reward deservingness.
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Kennedy JA, Kray LJ. A pawn in someone else's game?: The cognitive, motivational, and paradigmatic barriers to women's excelling in negotiation. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2015. [DOI: 10.1016/j.riob.2015.09.002] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Tost LP. When, why, and how do powerholders “feel the power”? Examining the links between structural and psychological power and reviving the connection between power and responsibility. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2015. [DOI: 10.1016/j.riob.2015.10.004] [Citation(s) in RCA: 60] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Kray LJ, Kennedy JA, Van Zant AB. Not competent enough to know the difference? Gender stereotypes about women’s ease of being misled predict negotiator deception. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2014. [DOI: 10.1016/j.obhdp.2014.06.002] [Citation(s) in RCA: 96] [Impact Index Per Article: 9.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Anderson C, Brion S. Perspectives on Power in Organizations. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2014. [DOI: 10.1146/annurev-orgpsych-031413-091259] [Citation(s) in RCA: 99] [Impact Index Per Article: 9.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Power is a critical resource for organizational actors. Given the profound importance of power to individual functioning, it is essential to understand how some individuals acquire power when others do not, why some individuals retain their power once they have attained it, and why others fall from their lofty positions in spite of the political advantages power provides. In this review, we conceptualize power as a process that unfolds over time and review research that speaks to three distinct but related dynamics: the acquisition, maintenance, and loss of power. We address and attempt to reconcile a burgeoning set of findings that appear to conflict with each other, especially findings vis-à-vis the maintenance and loss of power. We conclude by addressing overlooked topics and areas for future research.
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Affiliation(s)
- Cameron Anderson
- Haas School of Business, University of California, Berkeley, CA 94720
| | - Sebastien Brion
- IESE Business School, University of Navarra, 08034 Barcelona, Spain
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