Articles

Acts, Persons, and Intuitions: Person-Centered Cues and Gut Reactions to Harmless Transgressions

E. L. UHLMANN, L. ZHU

Social Psychological and Personality Science

avril 2014, vol. 5, n°3, pp.279-285

Départements : Management et Ressources Humaines

Mots clés : Person-centered moral judgments, Moral intuitions, Social intuitionist model, Moral dumbfounding, Informational value, Act-person dissociations


Negative gut reactions to harmless-but-offensive transgressions can be driven by inferences about the moral character of the agent more so than condemnation of the act itself. Dissociations between moral judgments of acts and persons emerged, such that participants viewed a harmless-but-offensive transgression to be a less immoral act than a harmful act, yet more indicative of poor moral character. Participants were more likely to become "morally dumbfounded'' when asked to justify their judgments of a harmless-but-offensive act relative to a harmful act. However, they were significantly less likely to become morally dumbfounded when asked to justify character judgments of persons who engaged in the harmless-but-offensive transgression, an effect based in part on the information-rich nature of such behaviors. Distinguishing between evaluations of acts and persons helps account for both moral outrage over harmless transgressions and when individuals are (and are not) at a loss to explain their own judgments

Conflict and Creativity in Interdisciplinary Teams

K. YONG, S. J. SAUER, E. A. MANNIX

Small Group Research

juin 2014, vol. 45, n°3, pp.266-289

Départements : Management et Ressources Humaines

Mots clés : creativity, conflict, conflict asymmetry, interdisciplinary teams


We examine the effects of conflict and conflict asymmetry on creativityin interdisciplinary teams. Testing our hypotheses on teams working ongraduate-level nanobiotechnology projects, we found task conflict tohave a positive relationship with creativity whereas relationship conflicthad a negative relationship with creativity. Our results also revealed thatrelationship conflict asymmetry had a positive effect on creativity. Examiningthe two components of creativity separately, we found that relationshipconflict asymmetry explained variance in the novelty component, whereastask conflict, team size, and functional diversity explained variance in theusefulness component

Conformity under uncertainty: Reliance on gender stereotypes in online hiring decisions

Eric Luis UHLMANN, R. SILBERZAHN

Behavioral and Brain Sciences

février 2014, vol. 37, n°1, pp.103-104

Départements : Management et Ressources Humaines

Mots clés : Psychology, Behavioral Sciences, Neurosciences & Neurology


We apply Bentley et al.'s theoretical framework to better understand gender discrimination in online labor markets. Although such settings are designed to encourage employer behavior in the northwest corner of Homo economicus, actual online hiring decisions tend to drift southeast into a "confirmation bias plus weak feedback loops" pattern of discrimination based on inaccurate social stereotypes

Global Business Travel Builds Sales and Stress - The Seven Stages of Business Travel Stress

M. SEGALLA, C. CIOBANU, D. ROUZIES, V. LEBUNTEL

HBR Research on harvardbusiness.org

2014

Départements : Management et Ressources Humaines, GREGHEC (CNRS), Marketing

http://blogs.hbr.org/2014/04/the-7-stages-of-business-travel-stress/


How stressful is business travel? Very. Especially if you’re a female vice president. We know this because Michael Segalla and Dominique Rouziès of HEC Paris teamed up with Catalin Ciobanu and Vincent Lebunetel of Carlson Wagonlit Travel to survey thousands of business travelers about the stress they felt at every stage of a trip.When mapped on the timeline of a standard business trip, the data offer a view into who’s stressed out by what. VPs hate expense reports. Senior executives have a surprisingly high fear of flying. And, yes, women are far more stressed by business travel than men.Click here or on the image below to interact with their timeline and learn more about their travel stress findings.

Indecision and the construction of self

D. NEWARK

Organizational Behavior and Human Decision Processes

novembre 2014, vol. 125, n°2, pp.162-174

Départements : Management et Ressources Humaines

Mots clés : Indecision, Identity, Decision-making

http://www.sciencedirect.com/science/article/pii/S0749597814000636


This paper proposes a theoretically grounded definition of indecision and considers one of indecision’s potential functions. It argues that, despite a reputation as mere choice pathology, indecision may play an important role in identity formation and maintenance. In particular, the contemplations and conversations characteristic of indecision may help construct, discover, or affirm who one is, even if ostensibly they are intended only to clarify what one should do. In addition to positing an underexplored function of indecision, the possibility that indecision facilitates identity development suggests that concentrated identity work need not be an explicit objective or even a process of which one is cognizant; it can be an unwitting byproduct of frustrated attempts at choice

Is extra legroom worth fighting for ?

M. SEGALLA, D. ROUZIES, C. CIOBANU, V. LEBUNETEL

Harvard Business Review

novembre 2014, vol. 92, n°11, pp.30

Départements : Management et Ressources Humaines, GREGHEC (CNRS), Marketing

https://hbr.org/2014/11/is-extra-legroom-worth-fighting-for


The article discusses research on determining a correlation between consumer comfort on passenger airline flights and willingness to pay for airline seats. It gives graphs that show statistics on airline airfare costs in relation to seat pitch and comfort ratings in relation to average airline ticket price

Once bitten, twice shy: The effect of a past refusal on expectations of future compliance

D. NEWARK, F. J. FLYNN, V. K. BOHNS

Social Psychological and Personality Science

mars 2014, vol. 5, n°2, pp.218-225

Départements : Management et Ressources Humaines

Mots clés : compliance, helping behavior, sequential requests, perspective taking

http://spp.sagepub.com/content/early/2013/06/04/1948550613490967.abstract


Four studies examined help-seekers’ beliefs about how past refusals affect future compliance. In Study 1, help-seekers were more likely than potential helpers to believe that a previous refusal would lead a potential helper to deny a subsequent request of similar size. Study 2 replicated this effect and found that help-seekers underestimated the actual compliance rate of potential helpers who had previously refused to help. Studies 3 and 4 explain this asymmetry. Whereas potential helpers’ willingness to comply with a subsequent request stems from the discomfort of rejecting others not once, but twice, help-seekers rely on dispositional attributions of helpfulness to estimate the likelihood of hearing “yes” from someone who has previously told them “no.”

Selfish Play Increases during High-Stakes NBA Games and Is Rewarded with More Lucrative Contracts

E. L. UHLMANN, C. BARNES

PLoS One

avril 2014, vol. 9, n°4

Départements : Management et Ressources Humaines

http://dx.doi.org/10.1371/journal.pone.0095745


High-stakes team competitions can present a social dilemma in which participants must choose between concentrating on their personal performance and assisting teammates as a means of achieving group objectives. We find that despite the seemingly strong group incentive to win the NBA title, cooperative play actually diminishes during playoff games, negatively affecting team performance. Thus team cooperation decreases in the very high stakes contexts in which it is most important to perform well together. Highlighting the mixed incentives that underlie selfish play, personal scoring is rewarded with more lucrative future contracts, whereas assisting teammates to score is associated with reduced pay due to lost opportunities for personal scoring. A combination of misaligned incentives and psychological biases in performance evaluation bring out the “I” in “team” when cooperation is most critical

System-justifying motives can lead to both the acceptance and the rejection of innate explanations for group differences

E. L. UHLMANN, Z. LUKE, V. L. BRESCOLL, G. NEWMAN

Behavioral and Brain Sciences

octobre 2014, vol. 37, n°5, pp.503-504

Départements : Management et Ressources Humaines

http://www.socialjudgments.com/docs/Uhlmann.Zhu.Brescoll.Newman.Inherence_BBS.pdf


Recent experimental evidence indicates that intuitions about inherence and system justification are distinct psychological processes, and that die inherence heuristic supplies important explanatory frameworks that are accepted or rejected based on their consistency with one's motivation to justify die system

The Implicit Legacy of American Protestantism

E. L. UHLMANN, J. SANCHEZ-BURKS

Journal of Cross-Cultural Psychology

juillet 2014, vol. 45, n°6, pp.992-1006

Départements : Management et Ressources Humaines

Mots clés : Cultural psychology, Social cognition, Values, Attitudes, Beliefs, Religion/morality


The heritage of a nation founded by devout Puritan Protestants has had wide-ranging effects on U.S. culture and, as experimental evidence suggests, continues to exert an implicit influence on the feelings, judgments, and behaviors of contemporary Americans. The United States is distinguished by a faith in individual merit and traditional values uncommon among economically developed democracies, both of which have been traced, in part, to the moral ideals of the founding Protestant communities. Calvinist Protestantism has further profoundly shaped American workways, including the moralization of work and the manifestation of professional norms that prescribe impersonal and unemotional workplace interactions. The implicit influence of traditional Protestant beliefs extends not only to devout American Protestants, but even to non-Protestant and less-religious Americans


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