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Permanent URI for this communityhttps://hdl.handle.net/20.500.14288/2

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Department: search.filters.department.Department of Business AdministrationSubject: search.filters.subject.Social psychology

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Now showing 1 - 2 of 2
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    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.
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    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.