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The article presents abstracts on organizational behavior topics which include the congruence effects of leaders' and followers' proactive personality on follower work outcomes, the stress-performance relationship within a combined stress-justice framework, and the influence of abusive supervision and organizational factors on organizational citizenship behaviors.

The article presents several conference paper abstracts on social issues in management. "Constructing Corporate Social Responsibility: The Role of Industry Associations," discusses the nature of trade associations and the role they play in society. "Path Dependence in Firm-Stakeholder Relations," focuses on social responsibility by businesses. "Exploring Recent Business Scandals and Entrepreneurial Antecedents: Ethical Leadership Implications," investigates the relationship between scandals and entrepreneurship.

This section presents organization and management theory conference symposia abstracts. "Organizational Identity: Meanings, Constraints, Sanctions and Consequences" contains presentations on organizational identity, new theoretical developments and empirical evidence developing this line of thought. "Interdependence in Organizations, Circa 2005," considers the nature of interdependence in organizations and its consequences for organizational actors at all levels. "Set-Theoretic Methods in Management and Strategy Research," discusses set-theoretic methods in social sciences.

This section presents abstracts of several symposia on organizational behavior. A symposium on building a safer health system was conducted by focusing on the errors committed in hospitals. A study on organizational justice was also conducted. Such justice is one of the most widely studied topics in the fields of organizational behavior, human resources management, and conflict management by scholars throughout the world. Another team of researchers explored organizational and individual responses to identity threats. A study on understanding the antecedents and motivational processes underlying transformational leadership was also conducted.

This section presents abstracts of conference symposia about managerial and organizational decision making. Some of the abstracts include "Organizational Identity: Divergent Conceptualizations, Applications, and Measurement," focusing on measuring divergence in organizational structure, "Scandals, Crises, and Stigmas: Exploring Organizational and Individual Responses to Identity Threats," about how identity threats can cause changes to organizational behavior, and "A Small World After All? Network Perceptions Versus Reality," that discusses how social networks can affect an organization.

This section focuses on several studies presented at a conference on international management. The article, "The Impact of Trade Liberalization Policies on National Patters of Corruption and Software Piracy," focuses on the impact of trade liberalization policies on national patterns of corruption and software piracy. "Repetition of Foreign Market Entry Forms: Managerial and Organizational Drivers," studies the repetition of forms of entry in a foreign market by taking into account not only organizational factors but also the managerial risk determinants of such repetitions. "Foreign Expansion Under Uncertainty: A Strategic Real Options Perspective," investigates the expansion of 30 of the largest global manufacturing companies in 6 industries in China over the last 20 years.

This section presents abstracts of several studies on human resources (HR). "Family Ties and International Mobility," investigates relationships between family ties and willingness to accept an international assignment amongst a sample of dual-earner respondents. Another study, "The Impact of HR Involvement and Commitment HR Systems on HR Effectiveness and Firm Performance," examines the impact of HR involvement on HR effectiveness and firm performance using a sample of 249 listed companies on the Korea Stock Exchange. "Examining the Impact of Human Resources Management on Organizational Performance," develops a valid and reliable model to measure the direct effects of domains of human resource management practices on three measures of organizational performance.

This section presents abstracts of several papers on entrepreneurship. The first paper proposes a multi-dimension, multi-contingent fit perspective for examining different practices adapted by entrepreneurial firms in acquiring human resources. Another paper elaborates theoretical foundations for opportunity-based entrepreneurial discovery research and presents an empirical study providing evidence for examining the validity of an opportunity-based research approach. One more paper explores innovation as a corporate entrepreneurial outcome in recently established small firms.

"Corporate morality" is often viewed by society as contradictory and oxymoronic. Yet, organizations often express core values through Corporate Moral Events (CME) such as those reflected in Corporate Social Responsibility (CSR) initiatives. The literature has almost universally assumed that CMEs are perceived as abstract "do-good" phenomena that lead to positive outcomes. But, CMEs are subject to multiple interpretations and a complex sensemaking process, yielding less positive reactions than hoped for in many instances. Little theory has addressed the complex interpretative process following CMEs. Corporate Morality Theory (CMT), an overarching multi-level theoretical system, explains how corporate moral event history affects employee sensemaking processes. This complex moral sensemaking process includes cognitive and affective steps; is triggered by newly aware and historical CSR event characteristics followed by attributions of locus of causality, controllability, and ensuing affective responses and stability attributions. This sensemaking process motivates employee behaviors. Complimenting micro-CSR, we develop an integrated theoretical system for understanding employee responses to firms' investments in CMEs, showing that the motivations driving employees' reactions are more multifaceted than currently assumed. CMT also extends applications of attribution theory in organizational settings by focusing on attributions of the causes underlying organization-level moral events versus supervisor and/or peer activity. [ABSTRACT FROM AUTHOR]

Refreshment of human capital is a core driver of firm success. As markets become increasingly competitive factors that influence job seekers' decision to apply can have a significant impact on how successfully firms are able to attract employees. Adopting a frame that integrates attribution and configurational theory we explore the attractiveness of firms to job applicants' as a function of configurations of investment in corporate social responsibility (CSR). We seek to offer insight into factors with potential to explain anemic results relating firm CSR with bottom-line performance outcomes. Specifically, using a conjoint survey experiment, CSR is manipulated across three attributes (consensus, consistency, and distinctiveness) and assessed for the behavioral intentions of potential job applicants seeking employment. In light of currently inclusive CSR research showing only mixed support associated with positive CSR investment and firm performance in an increasingly competitive landscape for human capital, the framework we develop advances insight relating to hiring managers, human resources, and corporate philanthropy. Implications for theory and research are discussed. [ABSTRACT FROM AUTHOR]

Our research explores the relationship between psychological contract breach and counterproductive work behavior. We suggest that individuals' beliefs that their organization is to blame for intentionally breaching a psychological contract (internal attribution) mediates the relationship between psychological contract breach and counterproductive work behavior. We also propose that moral disengagement moderates this mediated relationship, such that individuals who blame their organization and are high in moral disengagement will be more likely to engage in counterproductive work behavior. Utilizing a sample of manufacturing employees from China, we found support for the conditional indirect effect, demonstrating that internal attribution for psychological contract breach and moral disengagement are important factors in the psychological contract breach and counterproductive work behavior relationship. [ABSTRACT FROM AUTHOR]

We review the current literature on affective and cognitive conflicts in relation to the effectiveness of strategic decision making. In particular, we draw attention to inconsistent findings regarding the functional and dysfunctional outcomes for these two types of conflict and develop a model to resolve these inconsistencies drawing from attributional and affective approaches. Specifically, we propose that 1) individuals are motivated to seek attributions for conflicts; 2) attributional dimensions (locus, stability, controllability) impact discrete emotions in response to conflict; and 3) emotions arising from attributions for conflict moderate the relationship between conflict (affective and cognitive) and decision-making effectiveness. [ABSTRACT FROM AUTHOR]

Workplace bullying is detrimental to employee well-being. Previous research has studied various aspects of workplace bullying including the antecedents and consequences of it and has continued to expand the research on the perspectives of both victim and perpetrators. However, little research has been done examining workplace bullying with the perspectives of bystanders. To fill the gap, this paper aims to explore the behavioral responses of bystanders (e.g., defending the victim) when they witness the occurrence of workplace bullying. Based on the attribution theory, we hypothesized that bystanders' attributions may moderate the relationship between witnessing workplace bullying and their behaviors. Our proposed hypotheses were tested on a sample of 234 employees in two state-owned coal mining companies in China using variance-based structural equation modelling: partial least squares (PLS). The results showed that witnessing workplace bullying was positively related to pro-bullying behaviors such as assisting and reinforcing the perpetrator and ingratiating towards the perpetrator but there was no significant relationship between witnessing workplace bullying and defending the victim. Moreover, results indicated that the relationship between witnessing workplace bullying and assisting the perpetrator is weaker for bystanders with high perpetrator-directed attributions (i.e., bystanders attribute the cause of workplace bullying to the perpetrator). [ABSTRACT FROM AUTHOR]

Although several studies have linked influence tactics with organizational outcomes, few have examined how different types of influence strategies adopted by superiors get interpreted differently by their subordinates. Using data collected from a sample of Chinese working adults in a manufacturing company, the present study seeks to contribute to literature by integrating a comprehensive attribution model, exploring the effects of the targets' contributions to assertive, persuasive and relational strategies with five organizational outcomes--felt obligation, job satisfaction, organizational commitment, job performance and citizenship behavior. While most previous studies indicated negative relationships between assertive influence tactics and outcomes, our results show that assertive influence behaviors can also lead to productive outcomes as perceived by subordinates. Finally, implications of the theory for practitioners are discussed. [ABSTRACT FROM AUTHOR]

Researchers have posited that behavioral integrity (BI) is extremely resistant to repair after it has been damaged. The current study challenges this perspective by examining the promise-keeping dimension of BI (BI-PK). In a hypothetical vignette, the effects of dissonance attributions and constraints on BI-PK perceptions were investigated in the context of a hiring manager breaking a promise to meet a job applicant for a highly desired interview. The results from two studies indicated that there was a strong positive effect for constraints on BI-PK, and BI-PK partially mediated the effect of constraints on attraction to the organization. [ABSTRACT FROM AUTHOR]

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., overqualified, qualified, or underqualified) on hiring recommendations and how the relationship was influenced by person-job (P-J) fit and overqualification attributions. The results demonstrated that overqualified applicants received higher ratings on objective P-J fit, subjective P-J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P-J fit than adequately-qualified applicants. Interestingly, there were no significant differences between adequately-qualified and overqualified applicants on hiring recommendations. Contributions to research and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Misconduct by high ranking managers is a ubiquitous phenomenon within organizations that causes severe harm. However, only very little is known about the underlying psychological mechanisms that are driving executives to engage in wrongdoing. Drawing on causal attribution theory I suggest that the willingness of executives to engage in misconduct is frequently driven by their tendency to make self- serving attributions for their companies' performances. To test this hypothesis I analyzed causal attributions in annual letters to shareholders from 147 companies in which executives had manipulated the grant date of their stock options and from the same number of companies in a matched control sample. The results revealed that self-serving performance attributions by executives were positively associated with the occurrence of misconduct. In addition, the results also showed that the positive relationship between self-serving performance attributions and misconduct was stronger in companies with a high proportion of inside directors than in companies in which inside directors constituted only a small proportion of board members. [ABSTRACT FROM AUTHOR]

Attending work while ill, commonly called presenteeism, has important repercussions for employee well-being, employing organizations, and theory in the area of attendance at work. This study examines contextual conditions and individual differences that influence people's attributions and judgments about employees' decisions to attend work or to be absent when ill. We employed a 2x2x2x2 between-respondents experimental design using scenarios describing the absence/presence of an employee in order to assess such judgments. Manipulated variables include attendance behavior (presence versus absence), type of illness (lower back pain or depression), and two contextual variables of work; having a backup worker and the impact of absence on clients. [ABSTRACT FROM AUTHOR]

An employee's reputation plays an important role in their experiences in the workplace. Indeed, it can shape treatment by their supervisors and coworkers (Johnson, Erez, Kiker, & Motowildo, 2002; Liu, Ferris, Zinko, Perrew', Weitz, & Xu, 2007) and open doors for employment and advancement opportunities (Rosen, Cochran, & Muser, 1990; Zinko, Ferris, Humphrey, Meyer, & Amie, 2012). Although the general landscape of this literature has been established ' including the definition of reputation and its basic nomological network ' many questions remain. The purpose of this symposium is to explore various directions for future research on employee reputation. The four papers that comprise the symposium ask very different but fruitful questions about the nature of reputation, its operationalization, and its measurement. First, does the traditional conceptualization of employee (individual-level) reputation operate similarly at different levels (e.g., group and organizational)? Second, what are the implications of a negative reputation, and can they be beneficial? Third, are there differences in reputation ratings by source (e.g., self vs. other)? Lastly, can reputation be assessed more specifically (e.g., a reputation for being lazy or kind) and as a result of specific actions of employees (e.g., work behaviors or non-work behaviors)? The Role of Reputation in the Organizational Sciences: A Multi-level Review and Construct Assessment Presenter: Gerald R. Ferris; Florida State U. Presenter: B. Parker Ellen III; Florida State U. Presenter: John Nolan Harris; Florida State U. Presenter: Arthur Martinez; Illinois State U. A Means to an End: The Positive Side of a Negative Reputation Presenter: Robert Zinko; U. of Newcastle, Australia Presenter: Angela Hall; Michigan State U. Presenter: Nathan Elmore; U. of Newcastle, Australia The Effect of Introversion on the Relationship Between Self- and Other-reports of Reputation Presenter: Mary Dana Laird; The U. of Tulsa Presenter: James J. Zboja; The U. of Tulsa Workplace Reputation of Volunteers Presenter: Jessica Rodell; U. of Georgia Presenter: John Lynch; U. of Georgia [ABSTRACT FROM AUTHOR]