Articles

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

The problem of the null in the verification of unconscious cognition

E. L. UHLMANN

Behavioral and Brain Sciences

février 2014, vol. 37, n°1, pp.42-43

Départements : Management et Ressources Humaines

Mots clés : Verification (Logic), Subconsciousness, Cognition -- Research, Awareness, Null hypothesis, Consciousness


Newell & Shanks (N&S) argue that when awareness measures are more reliable and valid, greater evidence of awareness of supposedly unconscious influences is revealed. A related issue is that unconsciousness is typically the null hypothesis that evidence of awareness will not emerge. As it is difficult to conclude the null, it is also difficult to conclude a lack of conscious awareness

Unlikely allies: Credibility transfer during a corporate crisis

J. Heinze, E. L. UHLMANN, D. Diermeier

Journal of Applied Social Psychology

mai 2014, vol. 44, n°5, pp.392-397

Départements : Management et Ressources Humaines


A company that faces a crisis can reestablish trust with stakeholders by announcing an independent investigation by a third party. Announcing an independent investigation, without knowing its outcome, significantly restored attitudes toward the company while an internal investigation was ineffective. Liberals responded most positively to a company that invited an independent investigation by a consumer advocacy group (Study 1). Experimentally activating liberal values using an implicit priming procedure likewise enhanced credibility transfer from a consumer advocacy group's investigation to a company in crisis (Study 2)

When actions speak volumes: The role of inferences about moral character in outrage over racial bigotry

Eric Luis UHLMANN, L. ZHU, D. DIERMEIER

European Journal of Social Psychology

février 2014, vol. 44, n°1, pp.23-29

Départements : Management et Ressources Humaines

Mots clés : Person-centered moral judgments, Act-person dissociations, Informational value, Racism, Prejudice, Racial slurs


Inferences about moral character may often drive outrage over symbolic acts of racial bigotry. Study 1 demonstrates a theoretically predicted dissociation between moral evaluations of an act and the person who carries out the act. Although Americans regarded the private use of a racial slur as a less blameworthy act than physical assault, use of a slur was perceived as a clearer indicator of poor moral character. Study 2 highlights the dynamic interplay between moral judgments of acts and persons, demonstrating that first making person judgments can bias subsequent act judgments. Privately defacing a picture of Martin Luther King, Jr. led to greater moral condemnation of the agent than of the act itself only when the behavior was evaluated first. When Americans first made character judgments, symbolically defacing a picture of the civil rights leader was significantly more likely to be perceived as an immoral act. These studies support a person-centered account of outrage over bigotry and demonstrate that moral evaluations of acts and persons converge and diverge under theoretically meaningful circumstances

Acting professional: An exploration of culturally bounded norms against nonwork role referencing

Eric Luis UHLMANN, E. HEAPHY, S. J. ASHFORD, L. ZHU, J. SANCHEZ-BURKS

Journal of Organizational Behavior

août 2013, vol. 34, n°6, pp.866-886

Départements : Management et Ressources Humaines

Mots clés : Hiring evaluations, Multicultural environments, Professional norms, Role referencing, U.S. culture


This article presents three studies examining how cross-cultural variation in assumptions about the appropriateness of referencing nonwork roles while in work settings creates consequential impressions that affect professional outcomes. Study 1 reveals a perceived norm limiting the referencing of nonwork roles at work and provides evidence that it is a U.S. norm by showing that awareness of it varies as a function of tenure living in the United States. Studies 2 and 3 examine the implications of the norm for evaluations of job candidates. Study 2 finds that U.S. but not Indian participants negatively evaluate job candidates who endorse nonwork role referencing as a strategy to create rapport and shows that this cultural difference is largest among participants most familiar with norms of professionalism, those with prior recruiting experience. Study 3 finds that corporate job recruiters from the United States negatively evaluate candidates who endorse nonwork role referencing as a means of building rapport with a potential business partner. This research underlines the importance of navigating initial interactions in culturally appropriate ways to facilitate the development of longer-term collaborations and negotiation success

Boarding the Aircraft: Trust Development Amongst Negotiators of a Complex Merger

M. LANDER, L. Kooning

Journal of Management Studies

janvier 2013, vol. 50, n°1, pp.1-30

Départements : Management et Ressources Humaines, GREGHEC (CNRS)

Mots clés : M&A, Negotiations, Process Study, Trust


We explore trust development in the context of an international merger negotiation. Based on in-depth interviews with chief negotiators of the Air France-KLM merger we contribute to existing theory by showing that trust develops in three interrelated domains: personal, process and outcome. Progressively, trust develops in all domains on the basis of antecedents that differ between phases and domains. Distinguishing between different domains facilitates analysis of trust asymmetry and the co-existence of trust and distrust, as well as the influence of trust in interorganizational relationships

Change and stability interaction processes in SMEs: a comparative case study

J. H. MEJIA-MORELOS, F. GRIMA, Georges TREPO

Journal of Organizational Change Management

2013, vol. 26, n°2, pp.370-422

Départements : Management et Ressources Humaines

Mots clés : Case studies, Change, Change management, ISO 9000 series, Mexico, Small firms, Stability


The aim of this paper is to explore interactions between change and stability during the implementation of a specific change initiative (ISO 9000). It attempts to develop a theoretical framework on change and stability management in small firmsDesign/methodology/approach – This research uses a process approach based on retrospective comparative case study methodology. Data collection in the six companies lasted over a year. This gives the opportunity to contrast failed change initiatives against successful ones.Findings – Two models emerged from this approach; they support the notion that change and stability could be complementary during the different phases of the change initiative the authors analyzed. The findings show that total absence of stability variables in the change initiative could have negative effect on results.Research limitations/implications – The research is based on a multiple case study approach, which limits the generalizability of the findings.Originality/value – This is one of the first studies that applies and empirically tests the change and stability relation in small firms

Committed to Professionalism: Organizational responses of Mid-tier Accounting firms to conflicting institutional logics

M. LANDER, B. A. S. Koene, S. Linssen

Accounting Organizations and Society

février 2013, vol. 38, n°2, pp.130-148

Départements : Management et Ressources Humaines, GREGHEC (CNRS)


We study how mid-tier accounting firms deal with changes in their institutional environment that resulted in a shift in emphasis from the trustee logic to the commercial logic. We find that these mid-tier firms selectively adopt practices related to the commercial logic, while retaining a principal commitment to the trustee logic. Interviews with high level informants in these firms show how specific strategic choice opportunities serve as independent critical events framing practice-adoption decisions. Main strategic issues for the mid-tier firms relate to the changing role of the accountant and changes in organizational structure and practices. As these issues fundamentally challenge characteristics of their professional identity, there is internal resistance against this transformation. Non-partnered accountants mainly challenge new roles that upset their extant work routines, whereas partners resist changes affecting their autonomy. These types of resistance directly impact the strategic organizational responses of the accounting firms to institutional pressures


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