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Building on fairness heuristic theory and dual-process theories of cognition, we examine individuals’ perceptions of phase shifting. We define phase shifting as an individual perception that trigge...

Employees’ positive affective displays have been widely used as a strategic tool to enhance service experience and strengthen customer relationships. Companies have primarily focused their employee...

Organizational research has established the existence of trickle-down effects, wherein the perceptions, attitudes, or behavior of one person in an organization affects those of another person at a ...

In this paper, we introduce the construct of abusive supervision climate, the collective perceptions employees hold regarding abusive supervision in their work unit. We thereby extend research on abusive supervision to the team level, which allows us to explore its relationship with outcomes not addressed by individual-level theories of abuse. First, we explain the emergence of abusive supervision climate through the lens of social information processing theory. Then, drawing on team process and effectiveness models, we develop a multiple-mediation model that identifies two distinct mechanisms by which abusive supervision climate impacts group-level outcomes: social identity and collective efficacy. Results demonstrate that abusive supervision climate influences social- and task-related group outcomes through these two mediation processes.

Despite the larger body of research that highlights the benefits of social inclusion (the act of including someone in interpersonal relationships) and costs of social exclusion (the act of excludin...

Questions related to why employees behave badly, who is most likely to either instigate or be targeted with antisocial workplace behaviors, as well as how to prevent the occurrence of or otherwise ...

In recent years, scholarly interest in unethical behavior in the workplace has been rapidly increasing. Recent research in this area has highlighted that unethical behavior is routinely committed b...

issues. The implications of these results for both organizational justice and ethics are discussed. Organizational justice and normative ethics both address the general organizational question, What is right? Work in the field of organizational justice has centered around how people feel about either the distribution of outcomes (distributive justice) or the process by which these outcome allocation decisions are made (procedural justice). Ethics research has often considered a similar distinction people draw between processes and outcomes as they attempt to determine what is ethical. One such approach distinguishes between utilitarian (outcome-based) decisions and formalist (rules- or process-based) decisions. These similar distinctions between processes and outcomes in organizational justice and ethics are notable, and in this research note we attempt to integrate the two areas.

Recently, both the popular press and the broader psychology literature has acknowledged the importance of gratitude. Despite this evidence on the significance of gratitude, the organizational liter...

This review examines the personal and situational variables that influence an individual's choice of comparative referent. Earlier models (Goodman, 1974; Levine & Moreland, 1987) are considered, which predict referent choice based on the availability of referent information and the relevance of the referent. These models are then expanded to consider situational and personal variables that may influence availability and relevance. Hypotheses detailing the effects of these personal and situational variables on referent choice are presented, and the potential impact of these choices for organizations is explored.

In this article the authors discuss research they conducted that examined the relationship between the situational factors an employee faces and the referents they use when comparing their work to ...