scholarly journals Old, but gold? A dual‐pathway model of age bias in personnel selection decisions

2021 ◽  
Author(s):  
Ramzi Fatfouta ◽  
Amir Ghoniem
Keyword(s):  
Personnel Selection ◽  
Pathway Model ◽  
Age Bias ◽  
Selection Decisions ◽  
Dual Pathway

Ageism in Personnel Selection Decisions: A Prejudice-Reduction Intervention

2011 ◽  
Author(s):  
Justin Marcus ◽  
Barbara A. Fritzsche
Keyword(s):  
Personnel Selection ◽  
Prejudice Reduction ◽  
Selection Decisions

Does positive workplace gossip help socialize newcomers? A dual‐pathway model based on network ties

PsyCh Journal ◽  
2021 ◽  
Author(s):  
Boqiang Zong ◽  
Lihua Zhang ◽  
Xixi Chu ◽  
Jinzhao Qu
Keyword(s):  
Pathway Model ◽  
Network Ties ◽  
Model Based ◽  
Dual Pathway

scholarly journals Is behaving unethically for organizations a mixed blessing? A dual-pathway model for the work-to-family spillover effects of unethical pro-organizational behavior

2021 ◽  
Author(s):  
Haixiao Chen ◽  
Ho Kwong Kwan ◽  
Jie Xin
Keyword(s):  
Organizational Behavior ◽  
Family Conflict ◽  
Spillover Effects ◽  
Self Esteem ◽  
Conservation Of Resources ◽  
Pathway Model ◽  
Positive Spillover ◽  
Dual Pathway ◽  
Stress At Work ◽  
Mixed Blessing

AbstractThis research examines the mixed work-to-family spillover effects of unethical pro-organizational behavior. Drawing on conservation of resources theory and the work–home resources model, we develop a dual-pathway model to explain such effects. Based on a three-wave field study involving 214 respondents in China, we find engagement in unethical pro-organizational behavior to be positively associated with employees’ organization-based self-esteem and stress at work, which in turn, leads to work-to-family positive spillover and work-to-family conflict, respectively. We also find that performing tensions moderate the mixed effects of unethical pro-organizational behavior on organization-based self-esteem and work stress and the indirect effects of unethical pro-organizational behavior on work-to-family positive spillover and work-to-family conflict. Our findings have theoretical implications for business ethics scholars and practical implications for managers.

The dual-pathway model of collective action: Impacts of types of collective action and social identity

2014 ◽  
Vol 18 (1) ◽  
pp. 45-65 ◽  
Author(s):  
Jing Shi ◽  
Zhen Hao ◽  
Alexander K. Saeri ◽  
Lijuan Cui
Keyword(s):  
Social Identity ◽  
Collective Action ◽  
Pathway Model ◽  
Dual Pathway

A dual pathway model of daily stressor effects on rheumatoid arthritis

1997 ◽  
Vol 19 (2) ◽  
pp. 161-170 ◽  
Author(s):  
Glenn Affleck ◽  
Susan Urrows ◽  
Howard Tennen ◽  
Pamela Higgins ◽  
Dawn Pav ◽  
...  
Keyword(s):  
Rheumatoid Arthritis ◽  
Pathway Model ◽  
Dual Pathway

scholarly journals The Dual Pathway Model of Bulimia: Replication and Extension with Anorexia

2015 ◽  
Vol 205 ◽  
pp. 178-183 ◽  
Author(s):  
Egle Urvelyte ◽  
Aidas Perminas
Keyword(s):  
Pathway Model ◽  
Dual Pathway

scholarly journals The Isolated Choice Effect and Its Implications for Gender Diversity in Organizations

2020 ◽  
Vol 66 (6) ◽  
pp. 2752-2761 ◽  
Author(s):  
Edward H. Chang ◽  
Erika L. Kirgios ◽  
Aneesh Rai ◽  
Katherine L. Milkman
Keyword(s):  
Personnel Selection ◽  
Gender Diversity ◽  
Multiple Group ◽  
Gender Diverse ◽  
Selection Decisions ◽  
Group Members ◽  
Groups And Teams ◽  
Group Diversity ◽  
Diverse Groups ◽  
Group Member

We highlight a feature of personnel selection decisions that can influence the gender diversity of groups and teams. Specifically, we show that people are less likely to choose candidates whose gender would increase group diversity when making personnel selections in isolation (i.e., when they are responsible for selecting a single group member) than when making collections of choices (i.e., when they are responsible for selecting multiple group members). We call this the isolated choice effect. Across six preregistered experiments (n = 3,509), we demonstrate that the isolated choice effect has important consequences for group diversity. When making sets of hiring and selection decisions (as opposed to making a single hire), people construct more gender-diverse groups. Mediation and moderation studies suggest that people do not attend as much to diversity when making isolated selection choices, which drives this effect. This paper was accepted by Yuval Rottenstreich, decision analysis.

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