An Examination of Categorization Processes in Organizations: The Root of Intergroup Bias and a Route to Prejudice Reduction

2013 ◽  
Author(s):  
Melissa J. Ferguson ◽  
Shanette C. Porter
Keyword(s):  
Implicit Bias ◽  
Social Groups ◽  
Organizational Outcomes ◽  
Prejudice Reduction ◽  
Intergroup Bias ◽  
Future Research ◽  
Intergroup Dynamics ◽  
Individual Group ◽  
Measurement Strategies

To understand how people experience diversity, researchers have focused on category-based perceptions of others who belong to different social groups and the subsequent impact on intergroup dynamics. Specifically, scholars have focused on the automaticity of such categorizations, including stereotyping and implicit bias. This chapter will discuss these automatic, nonconscious processes, including their antecedents and their association with and effects on individual, group, and organizational outcomes. Given the automaticity of such processes, measurement strategies and suggestions for their use in future research will also be discussed.

Method in the madness? A meta-analysis on the strategic implications of decision comprehensiveness

2020 ◽  
pp. 147612702090497 ◽  
Author(s):  
Codou Samba ◽  
Pooya Tabesh ◽  
Ioannis C Thanos ◽  
Vassilis M Papadakis
Keyword(s):  
Meta Analysis ◽  
Research Question ◽  
Organizational Outcomes ◽  
Strategic Decision ◽  
Future Research ◽  
Environmental Dynamism ◽  
Definitive Evidence ◽  
Methodological Choices ◽  
Strategic Value ◽  
Measurement Strategies

Is strategic decision comprehensiveness beneficial for firms? Despite significant empirical attention on this research question, inconsistent findings have prevented strong insights from being formed. To help the field move forward, we address long-standing controversies surrounding whether comprehensiveness is beneficial for firms, and whether environmental dynamism enhances or diminishes its effects. We meta-analyze 37 studies and provide the most definitive evidence possible regarding the strategic value of decision comprehensiveness. Our analyses show (1) that strategic decision comprehensiveness and organizational outcomes are positively related to a meaningful degree when subjective outcome measures are used, and (2) that environmental dynamism does not have a moderating impact on this comprehensiveness–outcomes linkage. Our results indicate that measurement strategies and methodological choices may have primarily driven the effects of strategic decision comprehensiveness reported in the literature. They also suggest that long-standing ideas related to moderating effects of dynamism do not hold. We define an agenda for future research and a roadmap for empirical efforts.

The Development of Moral Self-Presentation

2020 ◽  
pp. 91-109
Author(s):  
Robin Banerjee ◽  
Gail D. Heyman ◽  
Kang Lee
Keyword(s):  
Social Groups ◽  
Future Research ◽  
Truth Telling ◽  
Moral Self ◽  
Self Presentation ◽  
Emotional Processes ◽  
The Social ◽  
Moral Context

Children come to recognize that the impressions one makes on other people can be controlled and managed. In this chapter, the authors situate the development of such “self-presentation” in the moral context, with attention to a range of relevant social, cultural, cognitive, motivational, and emotional processes. Children’s appreciation of self-presentational tactics such as self-promotion, modesty, and ingratiation is reviewed before turning specifically to the factors involved in deception and truth-telling. The authors analyze the emergence of children’s self-presentational competencies in shaping both their own individual reputations and the reputations of the social groups with which they identify, especially in contexts where moral and social-conventional rules have been transgressed. Key goals for future research that illuminates the nature and implications of children’s moral self-presentation are identified.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

The Role of Perceived Risk in Engaging Customer and Employees for Value Creation in Services

2021 ◽  
pp. 097226292110225
Author(s):  
Ritu Srivastava ◽  
Diptiman Banerji ◽  
Priyanka Nema ◽  
Shubham Choudhary
Keyword(s):  
Employee Engagement ◽  
Value Creation ◽  
Perceived Risk ◽  
Organizational Outcomes ◽  
Customer Engagement ◽  
Future Research ◽  
Second Phase ◽  
Research Directions ◽  
Marketing Effectiveness ◽  
New Research

Value creation, customer engagement and employee engagement have emerged as important organizational outcomes for continued success. At the turn of the new decade, it is imperative to identify new research directions for these outcomes to improve the marketing effectiveness of organizations while keeping people at the centre of this pursuit. The present study is propelled by this motivation. The study started with the exploration of the relationship of customer and employee engagement in value creation, while limiting the scope to services. The extant literature has not studied the three together. The second phase of the study dwelled on identifying common links among the three to develop a conceptual model that brought the concepts of customer engagement, employee engagement and value creation together. Perceived risk was identified as the underlying phenomenon that connected all three to be part of a social system. A conceptual framework has been proposed for connecting perceived risk to customer engagement and employee engagement that would create value in service organizations. The study identifies future research directions for theory building and practice.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

2021 ◽  
pp. 097226292199986
Author(s):  
Robinson James
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Strong Predictor ◽  
Organizational Outcomes ◽  
Research Strategy ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

scholarly journals Wise reasoning, intergroup positivity, and attitude polarization across contexts

2021 ◽  
Vol 12 (1) ◽  
Author(s):  
Justin P. Brienza ◽  
Franki Y. H. Kung ◽  
Melody M. Chao
Keyword(s):  
Intergroup Relations ◽  
Intergroup Bias ◽  
Future Research ◽  
Reasoning Process ◽  
Attitude Polarization ◽  
Experimental Induction ◽  
Epistemic Humility ◽  
Polarization Studies

AbstractWe hypothesized that a wisdom-based reasoning process comprised of epistemic humility, accounting for context, and integrating different perspectives and interests, would be helpful in overcoming intergroup bias and attitude polarization in societal conflicts. Here we test the hypothesis using both the Situated Wise Reasoning Scale and experimental induction. In each study, we recruited participants who self-identified as members of a group implicated in an ongoing intergroup situation. In five correlational studies (Studies 1-5) we examined the relations between measured wise reasoning and intergroup positivity and attitude polarization. In two experiments, we tested the effects of a brief online wise-reasoning thought exercise on intergroup positivity and polarization (Studies 6-7), and charitable behaviors to an outgroup (Study 6). We found that wise reasoning relates to more positivity toward outgroups and less attitude polarization across different groups and conflicts. The results have implications for theory and may also have implications for future research on interventions to improve intergroup relations.

scholarly journals Purpose in the For-Profit Firm: A Review and Framework for Management Research

2021 ◽  
pp. 014920632110064
Author(s):  
Gerard George ◽  
Martine R. Haas ◽  
Anita M. McGahan ◽  
Simon J. D. Schillebeeckx ◽  
Paul Tracey
Keyword(s):  
Stock Market ◽  
Employee Satisfaction ◽  
Institutional Context ◽  
Organizational Outcomes ◽  
Review Literature ◽  
Future Research ◽  
Management Research ◽  
For Profit ◽  
Stock Market Performance ◽  
Pluralistic Approach

Purpose is a concept often used in managerial communities to signal and define a firm’s benevolent and pluralistic approach to its stakeholders beyond its focus on shareholders. While some evidence has linked purpose to positive organizational outcomes such as growth, employee satisfaction, innovation, and superior stock market performance, the definition and application of purpose in management research has been varied and frequently ambiguous. We review literature streams that invoke purpose in the for-profit firm and propose a unifying definition. Next, we develop a framework to study purpose that decouples its framing and formalization within firms from its realization, thus helping to avoid conflation of the presence of purpose with positive organizational outcomes. The framework also highlights internal and external drivers that shape the framing of purpose as well as the influence of the institutional context on its adoption and effectiveness. Finally, we provide a rich agenda for future research on purpose.

Nurse Fatigue and Nurse, Patient Safety, and Organizational Outcomes: A Systematic Review

2021 ◽  
pp. 019394592199089
Author(s):  
Hyeonmi Cho ◽  
Linsey M. Steege
Keyword(s):  
Systematic Review ◽  
Patient Safety ◽  
Sickness Absence ◽  
Mental Health Problems ◽  
Current Knowledge ◽  
Longitudinal Design ◽  
Intention To Leave ◽  
Organizational Outcomes ◽  
Future Research ◽  
Nurse Fatigue

Hospital nurses are at high risk of fatigue due to stressful work environments with heavy workloads and non-standard work schedules. This systematic review examined the relationship between hospital nurse fatigue and outcomes. Full-text English language quantitative studies published between January 2000 and July 2020 were included. A total of 22 articles were reviewed and synthesized. The findings were synthesized into three major categories: nurse outcomes, nurse-reported patient outcomes, and organizational outcomes. Some of the most commonly studied outcomes include nursing performance (n=3), sickness absence (n=3), and intention to leave (n=4). Fatigue was consistently associated with mental health problems, decreased nursing performance, and sickness absence. Many studies confirmed that nurse fatigue is negatively associated with nurse, patient-safety, and organizational outcomes. However, our findings highlight gaps in current knowledge and the need for future research using a longitudinal design and measuring additional outcomes to better understand the consequences of nurse fatigue.

Priors and Prejudice: How prior knowledge shapes intergroup perception

2021 ◽  
Author(s):  
Hugh McGovern ◽  
Marte Otten
Keyword(s):  
Social Psychology ◽  
Prior Knowledge ◽  
Cognitive Processes ◽  
Social Neuroscience ◽  
Intergroup Bias ◽  
Predictive Processing ◽  
Future Research ◽  
Intergroup Perception ◽  
The Brain ◽  
Processing Framework

Bayesian processing has become a popular framework by which to understand cognitive processes. However, relatively little has been done to understand how Bayesian processing in the brain can be applied to understanding intergroup cognition. We assess how categorization and evaluation processes unfold based on priors about the ethnic outgroup being perceived. We then consider how the precision of prior knowledge about groups differentially influence perception depending on how the information about that group was learned affects the way in which it is recalled. Finally, we evaluate the mechanisms of how humans learn information about other ethnic groups and assess how the method of learning influences future intergroup perception. We suggest that a predictive processing framework for assessing prejudice could help accounting for seemingly disparate findings on intergroup bias from social neuroscience, social psychology, and evolutionary psychology. Such an integration has important implications for future research on prejudice at the interpersonal, intergroup, and societal levels.

Managing the most important asset: a twenty year review on the performance management literature

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ebina Justin M.A. ◽  
Manu Melwin Joy
Keyword(s):  
Performance Management ◽  
Management Practices ◽  
Organizational Outcomes ◽  
Future Research ◽  
System Quality ◽  
Content Type ◽  
Non Profit ◽  
Quantitative Studies ◽  
Theoretical Perspectives ◽  
Human Resource Management Practices

Purpose The three objectives served by this review are to provide readers a limpid insight about the topic performance management (PM), to analyse the latest trends in PM literature and to illustrate the theoretical perspectives. It would be fascinating for the practitioners and researchers to see the latest trends in the PM system, which is not yet covered in previous reviews. The study covers the historical and theoretical perspectives of human resource management practices. We also try to unveil some of the theoretical debates and conflicts regarding the topic. Design/methodology/approach We reviewed 139 studies on PM published within the last 20 years (2000–2020). The method used here is the integrative review method. The criteria used to determine studies are articles from peer-reviewed journals regarding the PM system published between 2000 and 2020. The initial search for studies was conducted using an extensive journal database, and then an intensive reference-based search was also done. Each selected article was coded, themes were identified, and trends for every 5 years were determined. All the articles were analysed and classified based on the methodology used to identify qualitative and quantitative studies. Findings The review concludes that PM literature's emphasis shifted from traditional historical evaluations conducted once or twice a year to forward-looking, feedback-enriched PM systems. By segregating the studies into 5-year periods, we could extract five significant trends that prevailed in the PM literature from 2000 to 2020: reactions to PM system, factors that influence PM system, quality of rating sources, evaluating the PM system and types of the PM system. The review ends with a discussion of practical implications and avenues for future research. Research limitations/implications It is equally a limitation and strength of this paper that we conducted a review of 139 articles to cover the whole works in PM literature during the last 20 years. The study could not concentrate on any specific PM theme, such as exploring employee outcomes or organizational outcomes. Likewise, the studies on public sector and non-profit organizations are excluded from this review, which constitutes a significant share of PM literature. Another significant limitation is that the selected articles are classified only based on their methodology; further classification based on different themes and contexts can also be done. Originality/value The study is an original review of the PM literature to identify the latest trends in the field.

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