2013 - Reprints: Organizational Behavior and Human Resources

Expand all

Not just for stereotyping anymore:  Racial essentialism reduces domain-general creativity, Psychological Science, 24(1), 99-105, 2013.
C.T. Tadmor, M.M. Chao, Y.-Y. Hong and J.T. Polzer
(Reprint No. 235)
Research No.  08730100

>>

Individuals who believe that racial groups have fixed underlying essences use stereotypes more than do individuals who believe that racial categories are arbitrary and malleable social-political constructions. Would this essentialist mind-set also lead to less creativity? We suggest that the functional utility derived from essentialism induces a habitual closed-mindedness that transcends the social domain and hampers creativity. Across studies, using both individual difference measures (in a pilot test) and experimental manipulations (Experiments 1, 2a, and 2b), we found that an essentialist mind-set is indeed hazardous for creativity, with the relationship mediated by motivated closed-mindedness (Experiments 2a and 2b). These results held across samples of majority cultural-group members (Caucasian Americans, Israelis) and minority-group members (Asian Americans), as well as across different measures of creativity (flexibility, association, insight). Our findings have important implications for understanding the connection between racial intolerance and creativity.

The crossover of positive and negative emotions:  The role of state empathy, International Journal of Stress Management, 20( 2), 116-133, 2013.
M. Westman, E. Shadach and G. Keinan
(Reprint No. 236)

>>

Our aims were (a) to provide empirical support for the crossover process and compare positive and negative crossover intensity, and (b) to establish the role of state empathy in the crossover process. Participants were 62 army trainees participating in a training course in the Israeli Defense Forces (IDF). We manipulated crossover by presenting a distressed or a happy target person creating negative (distressed target person) and positive (happy target person) conditions. Participants’ affect was assessed using self-report questionnaires and cognitive tasks. Results support the operation of positive and negative crossover from a target person to the trainees. Findings indicate a relative dominance of positive over negative crossover. The hypothesis that emotions cross over as a result of empathy was partially supported. We found that the condition (positive-happy or negative-distressed target person) had a stronger impact among respondents characterized by high state empathy only for positive emotions.

Endowment Effect in negotiations: Group versus individual decision-making, Theory and Decision, 75(3), 389-401, 2013 (DOI) 10.1007/s11238-012-9350-3.
A. Galin
(Reprint No. 239)

>>

The study’s two aims are: (a) to investigate whether groups, as compared to individuals, show a different degree of Endowment Effect (EE) during the negotiating of intangible assets, such as leisure time and (b) to gain some insight into the underlying mechanism behind groups’ decision-making processes. A total of 138 graduate students participated in the study: 105 were randomly assigned to 35 groups of 3 members each; and 33 were randomly labeled as “individuals.” The study simulated two scenarios in which the students, both individuals and groups, had to decide what their demands from the university authorities were—once as “sellers” and another time as “buyers” in regard to their own leisure time. The findings indicate the presence of an Endowment Effect (EE) in both individuals and groups.  However, groups significantly amplified the Endowment Effect in comparison to individuals. The mechanism which best explains why groups tend to amplify negotiating decisions was found to be the “Majority Rule,” but the “leader” also influences such amplification.

Editorial:  Crossover of positive states and experiences, Stress and Health, 29, 263-265, 2013.
M. Westman
(Reprint No. 244)

>>

No abstract

Design for the environment:  Life-cycle approach using a newsvendor model,  Production and Operations Management, 22(4), pp. 940-957, 2013.
G. Raz, C.T. Druehl and V. Blass
(Reprint No. 246)

>>

Introducing environmental innovations in product and process design can affect the product’s cost and demand, as well as the environmental impact in different stages of its life cycle (such as manufacturing and use stages). In this article, we advance understanding on where such design changes can be most effective economically to the firm and examine their corresponding environmental consequences. We consider a profit maximizing firm (newsvendor) deciding on the production quantity as well as its environmentally focused design efforts. We focus our results along the two dimensions of demand characteristics and life-cycle environmental impact levels, specifically functional vs. innovative products, and higher manufacturing stage environmental impact vs. higher use stage environmental impact. We also discuss the environmental impact of overproduction and how it relates to the different types of products and their salvage options. We find that although the environmental impact per unit always improves when firms use eco-efficient or demand-enhancing innovations, the total environmental impact can either increase or decrease due to increased production quantities. We identify the conditions for such cases by looking at the environmentally focused design efforts needed to compensate for the increase in production. We also show that the environmental impact of overproduction plays an important role in the overall environmental impact of the firm. We conclude by applying our model to different product categories.

Mapping world cultures: Cluster formation, sources and implications,  Journal of International Business Studies, 44(9), 867-897, 2013.
S. Ronen and O. Shenkar
(Reprint No. 247)

>>

This paper extends and builds on Ronen and Shenkar's synthesized cultural clustering of countries based on similarity and dissimilarity in work-related attitudes. The new map uses an updated dataset, and expands coverage to world areas that were non-accessible at the time. Cluster boundaries are drawn empirically rather than intuitively, and the plot obtained is triple nested, indicating three levels of similarity across given country pairs. Also delineated are cluster adjacency and cluster cohesiveness, which vary from the highly cohesive Arab and Anglo clusters to the least cohesive Confucian and Far Eastern clusters. Exploring predictors of cluster formation, we draw on the ecocultural perspective and other inputs, and examine the combined role of language, religion, and geography in generating cluster formation. We find that these forces play a prominent yet complex role: for instance, the religion and language brought by the Spanish fail to create a singular, cohesive Latin American cluster akin to the Anglo cluster. The role of economic variables is similarly considered. Finally, comparing the current map with that of 1985, we find strong support for the divergence (vs convergence) argument. Implications for international business are delineated.

Burnout and vigor as predictors of the incidence of hyperlipidemia among healthy employees,  Applied Psychology: Health and Well-Being, 5(1), 79-98, 2013; DOI:10.1111/j.1758-0854.2012.01071.x
A. Shirom, S. Toker, S. Melamed, S. Berliner  and I. Shapira
(Reprint No. 249)

>>

We examined the effects of burnout and vigor on the incidence of hyperlipidemia. Based on the bivariate theoretical approach to negative and positive affects and on past studies on the prediction of blood lipids by burnout and vigor, we expected increases from Time 1 (T1) to Time 2 (T2) in burnout levels to be associated with an increase in the risk for hyperlipidemia and T1–T2 increases in vigor levels to be associated with a decrease in the risk of hyperlipidemia. Our sample consisted of 3,337 healthy employees (2,214 men and 1,123 women) who were followed up for about 27 months on average. Burnout and vigor were assessed by well-validated multiple-item instruments. We used logistic regressions and controlled for variables associated with blood lipids as well as with vigor and burnout. We cross-validated all self-reported hyperlipidemia by their T2 lipids levels. As expected, we found that T1–T2 increases in vigor levels were associated with a decreased risk of hyperlipidemia. However, the T1–T2 change in burnout levels was marginally significant ( p = .06) in predicting hyperlipidemia. We consider our finding that vigor and burnout are independently associated with the risk of hyperlipidemia as providing support for the bivariate approach to affective states. In addition, our major finding suggests a possible mechanism via which vigor influences physical health outcomes.

Elevated alanine aminotransferase independently predicts new onset of depression in employees undergoing health screening examinations, Psychological Medicine, 43, 2603-2613, 2013.
S. Zelber-Sagi, S. Toker, G. Armon, S. Melamed, S. Berliner, I. Shapira, Z. Halpern, E. Santo and O. Shibolet
(Reprint No. 250)

>>

Background. Non-alcoholic fatty liver disease (NAFLD) is the most common cause of elevated alanine aminotransferase (ALT). NAFLD is associated with insulin resistance and hepatic inflammation. Similarly, patients with depression exhibit insulin resistance and increased inflammatory markers. However, no study has shown a clear association between elevated ALT and the development of depression. The aim of the study was to test whether elevated ALT, a surrogate marker for NAFLD, predicts the development of depression.

 

Method. The present prospective cohort study investigated 12180 employed adults referred for health examinations that included fasting blood tests and anthropometric measurements between 2003 and 2010. Exclusion criteria were: baseline minor/major depression, excessive alcohol consumption and other causes for ALT elevation. Depression was evaluated by the eight-item Patient Health Questionnaire (PHQ-8) score.

 

Results. The final cohort included 5984 subjects [69.4% men, aged 45.0 (S.D. =10.24) years]. The incidence rate of minor and major depression was 3.8% and 1.4%, respectively. Elevated ALT was a significant independent predictor for the occurrence of minor [odds ratio (OR) 2.02, 95% confidence interval (CI) 1.40–2.92] and major (OR 3.132, 95% CI 1.81–5.40) depression after adjusting for age, gender, body mass index, education level, serum levels of lipids, glucose, smoking and physical activity. Adding subjective health and affective state parameters (sleep disturbances, self-rated health, anxiety and burnout) as potential mediators only slightly ameliorated the association. Persistently elevated ALT was associated with the greatest risk for minor or major depression as compared with elevation only at baseline or follow-up (p for trend <0.001).

 

Conclusions. Elevated ALT was associated with developing depressive symptoms, thus suggesting that NAFLD may represent an independent modifiable risk factor for depression.

The relationship between job enrichment and abdominal obesity: A longitudinal field study of apparently healthy individuals, Journal of Occupational Health Psychology, 2013, 18(4), 458-468, 2013.
Y. Fried, G.A. Laurence, A. Shirom, S. Melamed, S. Toker, S. Berliner and I. Shapira
(Reprint No. 251)

>>

Obesity has become an epidemic in modern society. However, there is a paucity of research about how job context affects obesity. To enhance our knowledge we used a large, heterogeneous sample of apparently healthy employees (n = 1,949) across two time periods with an average of close to 3.5 years between measures. We tested a hypothesized curvilinear effect of job enrichment on changes in two stress related indicators of abdominal obesity over time: waist circumference (WC) and waist-hip ratio (WHR). Job enrichment consisted of the job dimensions of variety, identity, significance, autonomy, and feedback, and in our analysis we controlled for demographics and health related behaviors, including weekly sports activity, number of cigarettes smoked per day, and weekly alcohol consumption. The results supported the hypothesized U-shaped relationship between job enrichment and changes in both indicators of abdominal obesity over time, such that the level of abdominal obesity was reduced when job enrichment was moderate and was increased when job enrichment was either high or low. As expected, no such association was observed for the general obesity measure of body mass index (BMI). We discuss the theoretical and practical implications of these results.

Job demand-control-support and diabetes risk: The moderating role of self-efficacy,  European Journal of Work and Organizational Psychology, 22(6) 711-724, 2013; http://dx.doi.org/10.1080/1359432X.2012.698058
S. Toker, I. Gavish and M. Biron
(Reprint No. 252)

>>

Work-related stressors, including high demands and low control, play a significant role in the aetiology of diabetes. Nevertheless, most studies focus on main effects, and few consider individual differences that may moderate the stress-health association. Drawing from the Job Demands-Control-Support (JDC-S) model, this study addresses this gap by testing how baseline levels of JDC-S affect an increase in two risk factors for diabetes – glycated haemoglobin (HbA1C) and fasting plasma glucose (FPG) – and by investigating the moderating role of self-efficacy. Participants (N = 1618) were Israeli employees who attended two consecutive routine health examinations. All were free of diabetes at baseline. JDC-S and self-efficacy were assessed at baseline (T1), and HbA1C and FPG were assessed at T1 and T2. Data were analysed with logistic and linear regressions, controlling for well-established diabetes risk factors. High demands and low support predicted an increase in HbA1C and FPG. In addition, high self-efficacy interacted with high demands and with low control in the prediction of an increase in HbA1C and FPG. Although employees with high self-efficacy might function well at work, overloading them may harm their physical health. Similarly, incongruence between employees’ sense of ability and the control given to them at work may result in physical impairment.

The role of personality in predicting repeat participation in periodic health screening, Journal of Personality,  81(5), 452-464, 2013;  DOI: 10.1111/jopy.12021
G. Armon and S. Toker
(Reprint No. 253)

>>

Objective: Drawing on the Five-Factor Model of personality, the aim of the present study was to find out which personality traits predict health maintenance behaviors, reflected in routine participation in health screenings, over and above objective and subjective health status.

Method: Participants were 2,803 employed individuals (61% men), free of background diseases, who underwent a routine health examination and were subsequently notified whether they were healthy or at risk.These participants were invited to repeat the examination within the next few years, as is medically recommended.

Results: Logistic and negative binomial regressions were used to predict participants’ odds of returning for a second examination, within the next 7 years, as well as the number of consecutive visits, while controlling for sociodemographic factors, objective and subjective health, and length of follow-up.We found that both endpoints were positively predicted by Conscientiousness and negatively predicted by Extraversion and Openness.The association between Neuroticism and these endpoints followed a bell-shaped curve (i.e., individuals high or low in Neuroticism were less likely to return).

Conclusions: The present findings suggest that personality traits should be taken into consideration in the planning and implementation of health-promoting interventions.

A social network approach to peer assessment:  Improving predictive validity, Human Resource Management, 52(4), 537-560, 2013
G. Luria and Y. Kalish
(Reprint No. 271)

>>

Our premise is that the simple measure used in peer assessment (i.e., number of peer nominations) does not capture the complexity of social information processing and therefore has limited predictive validity. Based on indicators derived from social network analysis and social information processing theories, we suggest new measures (nominations-by-nominees and nominations-not-returned) to enhance the predictive validity of peer assessment. We then compare the validity of existing measures with ours, using a longitudinal sample of 249 soldiers, divided into 18 groups. The soldiers first assessed each other on friendly behavior and instrumental contribution to the team. More than six months later, the commanders of the 132 soldiers in the unit under review provided evaluations of their performance in regard to stress, engagement, and leadership. We found that our new, complex measures predicted performance above and beyond the traditional measure. Theoretical and applied implications are discussed.

Harnessing the power of social network analysis to explain organizational phenomena. In J.M. Cortina and R.S. Landis (Eds.), Modern Research Methods for the Study of Behavior in Organizations, SIOP Organizational Frontiers Series, 2013
Y. Kalish
(Reprint No. 272)

>>

No abstract

גישור פנימי בבתי הדין לעבודה
א. גלין

מתוך ס. אדלר ואחרים (עורכים), ספר אליקה ברק-אוסוסקין:  לכבודה של השופטת אלישבע (אליקה) ברק-אוסוסקין, סגנית נשיא בית הדין הארצי לעבודה בשנים 2000-2006 (ע' 207-229).  המכון למחקרי חקיקה ולמשפט השואתי ע"ש הרי ומיכאל סאקר, האוניברסיטה העברית בירושלים, הפקולטה למשפטים, 2013

 

Internal mediation at labor courts

In S. Adler et al. (Eds.), Essays in Honor of Elika Barak-Ussoskin (pp. 207-229).  The Harry and Michael Sacher Institute for Legislative Research and Comparative Law, Faculty of Law, The Hebrew University of Jerusalem, 2013.
A. Galin
(Reprint No. 278)

>>

הקדמה. א. על הגישור (הפנימי) בבתי הדין לעבודה; 1. על תאוריות ומחקרים אמפיריים; 2. על הגישור הפנימי בבתי הדין לעבודה בישראל. ב. שיעור ההסכמים, השימוש בטקטיקות וויתורי הצדדים ושביעות הרצון מהגישור בבתי הדין לעבודה; 1. תוצאות הגישור – שיעור ההסכמים; 2. תהליך הגישור; 3. שביעות הרצון מהליך הגישור. ג. מאפייני המגשרים הפנימיים, השימוש בטקטיקות ושיעור ההסכמים; 1. אינטנסיביות הגישור ושיעור ההסכמים; 2. צוותים או בודדים ושיעור ההסכמים; 3. גיל המגשרים והשפעתו על שיעור ההסכמים; 4. השכלת המגשרים והשפעתה על שיעור ההסכמים; 5. השימוש בטקטיקות נוקשות ורכות אצל המגשרים הפנימיים; 6. טקטיקות נוקשות ורכות – גישורים של מגשרים "אינטנסיביים" לעומת גישורים של אחרים; ד. הערכת המגשרים על ידי הצדדים; 1. שביעות הרצון של תובעים ונתבעים מתוצאות הליך הגישור; 2. הערכת סיוע המגשר לפתרון הסכסוך. ה. הנציגים והשפעתם על תוצאות הגישור הפנימי בבית הדין לעבודה; 1. השפעת הנציגות על תוצאות הגישור; 2. השפעת השתתפותם של נציגים על תפיסת המגשר כגורם מסייע לפתרון הסכסוך. ו. המנבאים העיקריים של תוצאות הגישור (הסכם/אין הסכם) בגישורים פנימיים בבתי הדין לעבודה. ז. דיון. מקורות.

Tel Aviv University makes every effort to respect copyright. If you own copyright to the content contained
here and / or the use of such content is in your opinion infringing, Contact us as soon as possible >>