Field Experiments on Sensitive Organizational Topics

King, Eden B.; Hebl, Michelle R.; Morgan, Whitney Botsford; Ahmad, Afra S.

doi:10.1177/1094428112462608

Cited by 62 publications

(57 citation statements)

References 61 publications

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“…Although we tried to reduce the confounding effects by including variables that control for influences on the individual level, we cannot preclude that these findings are biased by unobserved variables. To test for a causal relationship between external wage disparities and individual performance, we recommend field experiments (see, e.g., King et al 2013), which have the advantage of high internal and external validity.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

The Relationship Between Employees’ Objective Internal and External Pay Standing and Their Job Performance: A Within-Person Analysis

Sieweke

Köllner²,

Süß

2016

J Bus Psychol

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Purpose Researchers have paid little attention to the relationship between employees' objective internal and external pay standing and their job performance. Moreover, few studies have considered that employees' objective pay standing is dynamic; that is, it changes over time. In this study, we analyze the relationship between changes in employees' objective internal and external pay standing and their job performance. Design/Methodology/Approach We test the hypotheses using data for players in the National Basketball Association over a period of 12 seasons (n = 4830). Findings Decreases in employees' objective internal and external pay standing are negatively related to their task performance. Furthermore, decreases in employees' objective internal pay standing, but not in their external pay standing, are negatively related to their contextual performance. Implications Analyzing the relationship between changes in employees' objective internal and external pay standing and their job performance adds to our understanding of the individual-level consequences of pay dispersion. Originality/Value This is one of the first studies to analyze the relationship between employees' objective internal and external pay standing and their job performance. Moreover, this is one of the first studies that considers that employees' objective internal and external pay standing changes, for example, because the external and internal labor markets change. The study contributes to research on employee compensation and salary, and to research on pay disparities.

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Section: Limitations and Future Researchmentioning

confidence: 99%

The Relationship Between Employees’ Objective Internal and External Pay Standing and Their Job Performance: A Within-Person Analysis

Sieweke

Köllner²,

Süß

2016

J Bus Psychol

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“…Despite important methodological reflections in research in the area (Aguinis & Vandenberg, 2014;Hoon, 2013;King, Hebl, Morgan, & Ahmad, 2012), the hegemony of the report almost implies that we abandon Doing, and especially the relation between Saying and Doing when individual and/or collective phenomena are studied in the world of work. Hence, research in WOP seems to be exclusively focused on apprehending the phenomenon through communication, with limited emphasis on observation (Aguinis et al, 2009).…”

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confidence: 99%

The Saying and the Doing in research on WOP

Mourão¹,

Bastos²,

Oliveira³

2016

Rev. Psicol., Organ. Trab

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Research on Work and Organizational Psychology -WOP -tends to investigate its phenomena based on what is said, either through surveys or interviews. To what extent do we perceive the complexity of the area's constructs exclusively based on Saying? What explains such predominance? Such questions guided this theoretical essay, which is based on an analysis of the characteristics of the scientific production on some classic themes in organizational behavior. We conclude that the predominance of the comprehension of phenomena based on the subjects' accounts is due to both the ontological characteristics of its object and to operational considerations in the conduct of research. It would be appropriate, however, to explore the operational permeability of the object more closely and consider epistemological changes that strengthen the results obtained from analyses based on different perspectives. As an example, case studies are mentioned, as well as studies combining interviews and observations. O Dizer e o Fazer nas pesquisas em POT ResumoAs pesquisas em Psicologia Organizacional e do Trabalho -POT tendem a apreender seus fenômenos a partir do que é dito, seja por meio de surveys ou de entrevistas. Até que ponto, exclusivamente a partir da fala damos conta da complexidade dos construtos da área? O que explica tal predomínio? Tais questões guiaram o presente ensaio teórico que se apoia na análise das características da produção científica de alguns temas clássicos em Comportamento Organizacional. Conclui-se que o predomínio da apreensão dos fenômenos a partir de relatos dos sujeitos deve-se tanto a características ontológicas do seu objeto de estudo, quanto a razões operacionais na condução das pesquisas. Contudo, seria oportuno explorar mais atentamente a permeabilidade operativa do objeto e considerar variações epistemológicas que fortaleçam os resultados obtidos com análises em diferentes perspectivas. Como exemplo são mencionados os estudos de casos, e estudos que reúnam entrevistas e observações. El Decir y el Hacer en las investigaciones en POT ResumenLas investigaciones en Psicología Organizacional y del Trabajo -POT, tienden a captar sus fenómenos a partir de lo que es dicho, sea por medio de surveys o de entrevistas. ¿Hasta qué punto, exclusivamente a partir del habla, podemos manejar la complejidad de los constructos del área? ¿Cómo se explica tal predominio? Tales preguntas guiaron este ensayo teórico, basado en un análisis de las características de la producción científica de algunos temas clásicos en comportamiento organizacional. Se concluye que el predominio de la comprensión de los fenómenos en POT, a partir de los relatos de los sujetos, se debe tanto a las características ontológicas del objeto de estudio de la Psicología, como a las razones operacionales en la conducción de las investigaciones. Sin embargo, sería conveniente explorar más de cerca la permeabilidad del funcionamiento del objeto y considerar los cambios epistemológicos que fortalecen los resultados obtenidos de los análisis de...

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“…Thus, future research should test our model with longitudinal designs across multiple occupations that track the managerial tactics summarized in Figure as individuals progress through the recruitment/selection, socialization, and “veteran” phases, along with individuals' responses to these tactics. This could involve field experiments or quasi‐experiments that assessed the efficacy of tactics, whether singly, as subsets, or as a holistic set (Grant & Wall, ; King, Hebl, Morgan, & Ahmad, ). Perhaps the most feasible approach would be to assess the recruitment/selection, socialization, and “veteran” phases independently.…”

Section: Discussionmentioning

confidence: 99%

Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work

et al. 2017

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Summary Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicate that managers engage in “congruence work”: behaviors, sensemaking, and sensegiving that they perceive as helping individuals adjust and develop a stronger sense of person–environment fit. Specifically, congruence work focuses on 3 phases of managerial practices that correspond to individuals' growing experience in the occupation. First, recruitment/selection involves overcoming individuals' aversion to dirty work by selecting individuals with an affinity for the work and providing a realistic stigma preview. Second, socialization involves helping newcomers adjust to distasteful tasks and to stigma by using targeted divestiture, developing perspective taking, helping newcomers manage external relationships, and utilizing desensitization or immersion. Third, ongoing management roles involve cementing individuals' fit by fostering social validation, protecting workers from dirty work hazards, and negotiating the frontstage/backstage boundary. The practices identified as congruence work highlight the important role that managers can play in facilitating adjustment for both “dirty workers” and presumably their less stigmatized counterparts.

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Field Experiments on Sensitive Organizational Topics

Cited by 62 publications

References 61 publications

The Relationship Between Employees’ Objective Internal and External Pay Standing and Their Job Performance: A Within-Person Analysis

The Relationship Between Employees’ Objective Internal and External Pay Standing and Their Job Performance: A Within-Person Analysis

The Saying and the Doing in research on WOP

Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work

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