Articles

Team adaptation: A fifteen-year synthesis (1998–2013) and framework for how this literature needs to “adapt” going forward

M. T. MAYNARD, D. M. KENNEDY, A. SOMMER

European Journal of Work & Organizational Psychology

2015, vol. 24, n°5, pp.652-677

Départements : Management et Ressources Humaines

Mots clés : Teams, Adaptation, Process, Multi-level, Literature review


Organizations increasingly operate within dynamic environments that require them to adapt. To respond quickly and effectively to acute or on-going change, many organizations use teams to help them remain competitive. Accordingly, the topic of team adaptation has become more prominent within the broader organizational team literature. Given the wealth of knowledge that has been accumulated, we consider what has been learned to date. However, even with the increased attention to team adaptation within the literature, not all teams are created equal in terms of their capacity for adaptability. Thus, we review factors that serve as antecedents of team adaptation, the process of adaptation, and the resulting adaptive outcomes. Finally, we suggest future directions for research and practice as we introduce a conceptual framework, whereby the focus of a team’s adaptation process is impacted by the type and severity of the disruption or trigger that gives rise to the need for adaptation

The Effect of Work Motivation on Job Satisfaction: A Case of Farashian Pre-Cast Concrete Company in Iran

M. MOTAVELLI, F. CHEVALIER

International Journal of Management Research and Business Strategy

janvier 2015, vol. 4, n°1, pp.59-82

Départements : Management et Ressources Humaines

Dirigé par: Françoise Chevalier

Mots clés : Motivational Factors, Job Satisfaction, Farashian Pre-cast Concrete Company


The two concepts of work motivation and job satisfaction and their relationship are the focus of this research. The case study for conducting this research is “Farashian pre-cast concrete company” in which we examine the relationship between the effect of motivational factors on employee job satisfaction in three levels including workers, office staff and managers. The main question of this research is whether motivational factors significantly affect the job satisfaction of Farashian Company employees. In order to gather data, a questionnaire with five-point Likert scale is distributed among the research population who are 100 employees of the company. Linear regression is used for testing the relationship between motivational factors and job satisfaction and TOPSIS technique to rank the motivational factors in three job levels. The results indicate that the motivational factors including security, recognition, relationship with supervisor and company policy are significantly influential on the workers job satisfaction and recognition as the most important one. For office staff, advancement, recognition and salary are motivational factors which have meaningful relationship with their job satisfaction and salary is discovered to be most significant motivational factor. Lastly, job satisfaction of the managers of Farashian Company is a function of motivational factors including relationship with peers, advancement and most importantly, achievement

The Strength of Many Kinds of Ties: Unpacking the Role of Social Contacts Across Stages of the Job Search Process

R. BARBULESCU

Organization Science

juillet-août 2015, vol. 26, n°4, pp.1040-1058

Départements : Management et Ressources Humaines, GREGHEC (CNRS)

Mots clés : Job search, Stage process, Matching, External labor market, Careers, Mobility, Managerial jobs, MBA, Occupations, Social contacts, Social networks, Tie strength, Network range


The topic of job mobility has received increasing attention in recent years. Yet, surprising in light of the wealth of research on social networks and job attainment, we do not have a unified model of the impact of different kinds ofsocial contacts on job search success. In this paper I show that contacts are differently beneficial for job seekers depending on the stage of the job search process that job seekers are engaged in. Specifically, three stages of the job search process can be distinguished in which social contacts fulfill different roles for the job seekers: deciding the types of jobs for which to apply, submitting job applications, and preparing for interviews. I propose that contacts who are spread across different occupations are conducive to applying to more types of jobs, yet it is contacts who are more focused across occupations that are beneficial for being invited to more interviews—relative to the number of job types applied for—and for converting the interviews into offers. In addition, contacts with lower relationship depth with the job seeker are more helpful for getting invited to interviews, whereas contacts who have more frequent interactions with the job seeker are more helpful for converting interviews into offers. Analyses using a unique longitudinal data set on the job searches of 226 participants in an MBA program offer robust evidence in support of the hypotheses. The results suggest that external mobility is best enabled when job seekers engage with—and learn from—different kinds of contacts across stages of the job search process

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

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, Marketing, GREGHEC (CNRS)

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

Issue Bricolage: Explaining the Configuration of the Social Movement Sector, 1960–1995

W. JUNG, B. K. BRAYDEN, S. A. SOULE

American Journal of Sociology

juillet 2014, vol. 120, n°1, pp.187-225

Départements : Management et Ressources Humaines, GREGHEC (CNRS)


Social movements occupy a shared ideational and resource space, which is often referred to as the social movement sector. This article contributes to the understanding of the relational dynamics of the social movement sector by demonstrating how ideational linkages are formed through protest events. Using a data set of protest events occurring in the United States from 1960 to 1995, the authors model the mechanisms shaping why certain movement issues (e.g., women's and peace or environmental and gay rights) appear together at protest events. They argue that both cultural similarity and status differences between two social movement issues are the underlying mechanisms that shape joint protest and the resultant ideational linkages between issues. Finally, they show that the linking of issues at protest events results in changes in the prominence of a given issue in the social movement sector

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.”


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