Publications without Fulltext

Permanent URI for this collectionhttps://hdl.handle.net/20.500.14288/3

Browse

Filters

Advanced Search

Filter by

Settings

Department: search.filters.department.Department of Business AdministrationSubject: search.filters.subject.Psychology

Search Results

Now showing 1 - 10 of 25
  • Placeholder
    PublicationMetadata only
    Knowledge processes and learning outcomes in MNCs: an empirical investigation of the role of HRM practices in foreign subsidiaries
    (Wiley, 2009) Simonin, Bernard L.; Department of Business Administration; Tunalı, Ayşegül Özsomer; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 108158
    By examining the case of American and European firms operating in Japan, this article contributes to the central debate of how and when multinational corporations (MNCs) learn from their foreign subsidiaries. Through structural equation modeling, we assess how specific human resource management (HRM) practices (critical thinking encouragement, supervisory encouragement, learning incentives, deployment of internal mechanisms and processes, expatriation, and corporate training) enhance (1) knowledge transfer outflows from the subsidiary to other parts of the MNC and (2) the subsidiary's performance in its local market. We find learning orientation to be a key antecedent of all HRM practices we investigated. From a practical point of view, a noticeable finding relates to the lack of effects of critical thinking encouragement on market knowledge acquisition and dissemination when (1) there is a significant presence of expatriates in the subsidiary and (2) when local managers have access to training programs at headquarters (HQ) and other affiliates.
  • Placeholder
    PublicationMetadata only
    Toward optimized effectiveness of employee training programs
    (Hogrefe Publishing Corp, 2022) Uslu, Dilek; Department of Business Administration; Department of Psychology; Marcus, Justin; Sakarya, Yasemin Kisbu; Faculty Member; Faculty Member; Department of Business Administration; Department of Psychology; College of Administrative Sciences and Economics; College of Social Sciences and Humanities; 124653; 219275
    Although organizations invest heavily on employee training, the effectiveness of employee training programs has not been well-established. In the current study, we examine the training delivery features of employee training programs to derive a better understanding of features that may be of best benefit in the improvement of employee affective outcomes. Specifically, and via the use of meta-analysis (k = 79 studies totaling 107 independent effect sizes), we focus on two broad classes of affective employee training outcomes including attitudinal and motivational outcomes. Results evidence support for the effectiveness of employee workplace training interventions and indicate that employee training programs associated with attitudinal versus motivational outcomes require different features while being delivered to reach optimal effectiveness.
  • Placeholder
    PublicationMetadata only
    Perceptions of organizational tightness-looseness moderate associations between perceived unfair discrimination and employees' job attitudes
    (Sage Publications Inc, 2022) N/A; Department of Business Administration; Department of Business Administration; N/A; Marcus, Justin; Aksoy, Eda; Alemu, Gashaw Tesfa; Faculty Member; Faculty Member; Master Student; Department of Business Administration; College of Administrative Sciences and Economics; College of Administrative Sciences and Economics; Graduate School of Social Sciences and Humanities; 124653; 261803; N/A
    Fusing social psychological theory on the BIAS map and attributions with cross-cultural theory on organizational tightness-looseness, we examine the interactive effects of active/passive facilitation/harm by organizational members and perceptions of organizational tightness on employee job attitudes. Study hypotheses were tested using a sample of bank employees located across 26 branches of a large bank in Addis Ababa, Ethiopia (N = 324). Using a norm-behavior alignment perspective, we hypothesized that (supportive) active facilitation behaviors would be more strongly related to employee attitudes in tight versus loose perceived organizational cultures, whereas (negative) passive facilitation, active harm, and passive harm behaviors would be less strongly related to employee attitudes in tight versus loose perceived organizational cultures. Results provided overall support for these expectations. The present findings have implications for the mitigation of the effects of unfair discrimination on employee attitudes in organizational contexts, theorized associations between cultural T-L and unfair discrimination, and the generalizability of cultural T-L theory to developing country contexts that are typified by collectivistic and tight societal cultures.
  • Placeholder
    PublicationMetadata only
    A construal level account of the impact of religion and god on prosociality
    (Sage, 2020) N/A; N/A; Department of Business Administration; Canlı, Zeynep Gürhan; Karataş, Mustafa; PhD Student; Faculty Member; Department of Business Administration; Graduate School of Business; College of Administrative Sciences and Economics; N/A; 16135
    This research shows that the two most prevalent religious constructs-God and religion-differentially impact cognition. Activating thoughts about God (vs. religion) induces a relatively more abstract (vs. concrete) mindset (Studies 1a-1c). Consequently, time donation intentions (Study 2) and actual monetary donations (Study 3) after a God (vs. religion) prime increase when people are presented an abstractly (vs. concretely) framed donation appeal. Similarly, people donate more money to distant (vs. close) donation targets, which are construed relatively abstractly (vs. concretely), when a religious speech activates predominantly God-specific (vs. religion-specific) thoughts (Study 4). These effects are mediated by "feeling right" under construal level fit (Study 3). Overall, this research significantly advances extant knowledge on religious cognition and past research on the link between religion and prosociality.
  • Placeholder
    PublicationMetadata only
    Gaining access to intrafirm knowledge: an internal market perspective on knowledge sharing
    (Taylor & Francis, 2011) Verbeke, Willem; Belschak, Frank D.; Bagozzi, Richard P.; Department of Business Administration; Wuyts, Stefan; Faculty Member; Department of Business Administration; Graduate School of Business; N/A
    This study explores how account managers-employees who operate as entrepreneurial customer boundary spanners-obtain intrafirm knowledge (organizational and expertise knowledge) from diverse colleagues so as to develop tailor-made solutions for their customers. Access to intrafirm knowledge is obtained through two independent knowledge-based exchanges within internal knowledge markets: account managers invest in different activities in order to signal communal and deal-maker reputations. In exchange, colleagues share organizational and expertise knowledge that ultimately contribute to account managers' performance. The types of knowledge shared by colleagues depend on the reputations of account managers.
  • Placeholder
    PublicationMetadata only
    Preference, projection, and packing: support theory models of judgments of others' preferences
    (Academic Press Inc Elsevier Science, 2011) Brenner, Lyle; Department of Business Administration; Bilgin, Baler; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 108641
    People frequently need to predict the preferences of others. Such intuitive predictions often show social projection, in which one's own preference for an option increases its perceived popularity among others. We use support theory to model social projection in the prediction of preferences, and in particular interactions between social projection and description-dependence. Preferred options are predicted to have consistently high salience, and therefore should be less susceptible to description variations, such as unpacking, which normally affect option salience. This preference salience premise implies an interaction between social projection and option description, with reduced unpacking effects for hypotheses including preferred options, or equivalently, with reduced social projection when less-liked alternatives are unpacked. Support theory models accommodating different preference-dependent unpacking effects are tested. These models distinguish two substantial contributors to social projection effects: (a) greater evidence recruited for preferred options and (b) greater discounting of packed less-preferred options. (C) 2010 Elsevier Inc. All rights reserved.
  • Placeholder
    PublicationMetadata only
    The relationships between MBO system strength and goal-climate quality and strength
    (Wiley, 2014) Bayazıt, Mahmut; Department of Business Administration; Aksoy, Eda; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 261803
    We adopted Bowen and Ostroff's (2004) HRM system strength concept so as to test it within the context of a management by objectives (MBO) system, which was utilized by six independent firms owned by a large, diversified family business group in Turkey. For this purpose, we surveyed the middle managers to measure 10 context-specific metafeatures of the MBO system. By using aggregated scores at the functional group level (N = 47), we captured the distinctiveness, consistency, and consensus dimensions of this HRM practice. We tested and compared three alternative theoretical models of HRM strength where the three dimensions have compensatory, additive, and distinctiveness mediated effects on climate quality and strength. Results support the compensatory model and indicate that the strength of the MBO system (as a reflective latent variable representing the shared variance of the system's distinctiveness, consistency, and consensus) is positively related to business units' quality and strength of goal climate. In addition, distinctiveness-but not consistency and consensus-of the MBO system appears to be particularly critical for the emergence of a strong and high-quality goal climate. Lastly, implications and limitations of the study as well as possible future research directions are discussed.
  • Placeholder
    PublicationMetadata only
    Delineating and reviewing the role of newcomer capital in organizational socialization
    (Annual Reviews, 2014) Bauer, Talya N.; Department of Business Administration; Erdoğan, Berrin; Researcher; Department of Business Administration; College of Administrative Sciences and Economics; N/A
    In this article, the organizational socialization literature is reviewed through the lens of newcomer capital. We give an overview of the socialization literature and examine established and proposed linkages among four components of newcomer personal capital: human, social, psychological, and cultural capital. Then, we theoretically explore and discuss how the socialization adjustment process, consisting of newcomer experience, role clarity, social acceptance, and self-efficacy, is affected by these types of capital for newcomers, veteran employees, and organizations. We hope that identifying and summarizing these links in one review article will help to advance research in both the capital and organizational socialization literatures.
  • Placeholder
    PublicationMetadata only
    The essential role of intersectionality in the science of work and aging comment
    (Oxford University Press (OUP), 2022) N/A; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653
    N/A
  • Placeholder
    PublicationMetadata only
    On the interactive effects of objective and subjective age on work outcomes for men and women
    (Oxford Univ Press, 2019) Fritzsche, Barbara A.; Ng, Yin Lu; Department of Business Administration; Marcus, Justin; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 124653
    Based upon theory on successful aging at work and the social identity of age, we hypothesized interactive effects of sex, objective chronological age, and subjective psychological/organizational age on age-based stereotype ratings of older workers, psychological well-being including both burnout and self-esteem, and behavioral self-reports of perceived unfair age and sex discrimination. Study hypotheses were tested using a survey-based sample of N = 1,583 workers from 3 countries, including Turkey, the United States, and Malaysia, and who were employed across a variety of occupations. Potential confounds resultant of socioeconomic status (education level), and the macro environment (country) were statistically controlled. Results generally found support for theoretically expected relations between age and work outcomes. Both psychological and organizational age interacted with chronological age such that different patterns of outcomes were found for men and women. Overall, although older subjective age benefited chronologically older workers, these interactive associations were less beneficial for older women as compared to older men. Implications of study findings for theory and practice are discussed.