Alle Publikationen
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2017
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(2017): When is it appropriate to reprimand a norm violation? The roles of anger, behavioral consequences, violation severity, and social distance.. In: Judgment and Decision Making 12 (4), S. 396-407
Abstract: Experiments on economic games typically fail to find positive reputational effects of using peer punishment of selfish behavior in social dilemmas. Theorists had expected positive reputational effects because of the potentially beneficial consequences that punishment may have on norm violators’ behavior. Going beyond the game-theoretic paradigm, we used vignettes to study how various social factors influence approval ratings of a peer who reprimands a violator of a group-beneficial norm. We found that ratings declined when punishers showed anger, and this effect was mediated by perceived aggressiveness. Thus the same emotions that motivate peer punishers may make them come across as aggressive, to the detriment of their reputation. However, the negative effect of showing anger disappeared when the norm violation was sufficiently severe. Ratings of punishers were also influenced by social distance, such that it is less appropriate for a stranger than a friend to reprimand a violator. In sum, peer punisher ratings were very high for a friend reprimanding a severe norm violation, but particularly poor for a stranger showing anger at a mild norm violation. We found no effect on ratings of whether the reprimand had the beneficial consequence of changing the violator’s behavior. Our findings provide insight into how peer punishers can avoid negative reputational effects. They also point to the importance of going beyond economic games when studying peer punishment. (PsycINFO Database Record (c) 2017 APA, all rights reserved) zitiert von 1
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(2017): Isms and schisms. A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism. In: Journal of Organizational Behavior 38 (7), S. 1076-1110. DOI: 10.1002/job.2187
DOI: https://doi.org/10.1002/job.2187 Abstract: Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly as sociated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
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(2017): Interactive effects of appeal type and social distance on helping intention. In: Social Behavior and Personality: an international journal 45 (5), S. 785-794. DOI: 10.2224/sbp.6070
Abstract: We examined the interplay of appeal type and social distance in prosocial behavior in 3 studies. Results of Study 1, which was a single-factor design, showed that participants (n = 85) were more likely to evaluate the impact of their help on recipients when they were socially distant than when they were socially close. Results of Study 2 (n = 250) and Study 3 (n = 162), each of which was a 2 (appeal type: significance appeal vs. control appeal) × 2 (social distance: high vs. low) between-subjects design, showed that when the helper and recipient were socially distant, appeals that emphasized the significance of the help to the recipient increased helping intention, because there was a greater likelihood that the favor would be returned. However, such effect was mitigated when the social distance was small. Results suggest that the principles that are applied in interaction with others vary according to social distance. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved) zitiert von 6
1998
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(1998): Aufstiegsdiskriminierung von Frauen durch Mitarbeiterbeurteilungen. Wiesbaden, Germany: Deutscher Universitätsverlag
Abstract: Unterschiedliche Verfahren der Mitarbeiterbeurteilung in Organisationen wurden im Hinblick auf die Aufstiegsdiskriminierung von Frauen analysiert. Es zeigt sich, dass die Ursachen der Diskriminierung und damit der beruflichen Benachteiligung von Frauen nicht nur in den Beurteilungsverfahren, sondern auch in dem Selbstverständnis von Organisationen liegen. - Inhalt: (1) Ein himmelstürmender Abflug: Problemstellung und seine Relevanz sowie Zielsetzungen, Vorgehensweise und Aufbau der Arbeit. (2) Methodisch-begriffliche Grundlagen (Ungleichheit versus Diskriminierung; Aufstieg; Aufstiegsdiskriminierung; Mitarbeiterbeurteilung). (3) Analyseraster (Immanente Sortierung; organisationstheoretische Systematisierung). (4) Mitarbeiterbeurteilung in traditioneller Perspektive (Eckpfeiler; traditionelle Problemfelder; traditionelles Diskriminierungspotential; traditionelle Anti-Diskriminierungsmaßnahmen; Paralyse durch Analyse; organisationstheoretische Würdigung der traditionellen Mitarbeiterbeurteilung). (5) Mitarbeiterbeurteilung in politischer Perspektive (Eckpfeiler; politische Problemfelder; politisches Diskriminationspotential; politische Anti-Diskriminationsmaßnahmen; individualistischer Reduktionismus; organisationstheoretische Würdigung der politischen Mitarbeiterbeurteilung). (6) Resumée und Implikationen. (7) Die institutionalistische Perspektive (Begriffliche Grundlagen; das institutionalistische Modell; Mitarbeiterbeurteilung in institutionalistischer Interpretation; Institutionalisierte Mitarbeiterbeurteilung und Aufstiegsdiskrimination). (8) Eine gedämpfte Landung: Zusammenfassung und kritische Würdigung der Ergebnisse sowie Abgang.
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