212 research outputs found
sj-docx-1-orm-10.1177_10944281241246770 - Supplemental material for Simulating Virtual Organizations for Research: A Comparative Empirical Evaluation of Text-Based, Video, and Virtual Reality Video Vignettes
No full textSupplemental material, sj-docx-1-orm-10.1177_10944281241246770 for Simulating Virtual Organizations for Research: A Comparative Empirical Evaluation of
Text-Based, Video, and Virtual Reality Video Vignettes by Anand P. A. van Zelderen, Theodore C. Masters-Waage, Nicky Dries, Jochen I. Menges and Diana R. Sanchez in Organizational Research Methods</p
Gene loss and lineage specific restriction-modification systems associated with niche differentiation in the Campylobacter jejuni Sequence Type 403 clonal complex
Full text linkCampylobacter jejuni is a highly diverse species of bacteria commonly associated with infectious intestinal disease of humans and zoonotic carriage in poultry, cattle, pigs, and other animals. The species contains a large number of distinct clonal complexes that vary from host generalist lineages commonly found in poultry, livestock, and human disease cases to host-adapted specialized lineages primarily associated with livestock or poultry. Here, we present novel data on the ST403 clonal complex of C. jejuni, a lineage that has not been reported in avian hosts. Our data show that the lineage exhibits a distinctive pattern of intralineage recombination that is accompanied by the presence of lineage-specific restriction-modification systems. Furthermore, we show that the ST403 complex has undergone gene decay at a number of loci. Our data provide a putative link between the lack of association with avian hosts of C. jejuni ST403 and both gene gain and gene loss through nonsense mutations in coding sequences of genes, resulting in pseudogene formation
Priming trait inferences through pictures and moving pictures: The impact of open and closed mindsets
No full textFiedler K, Schenck W, Watling M, Menges JI. Priming trait inferences through pictures and moving pictures: The impact of open and closed mindsets. Journal of Personality and Social Psychology. 2005;88(2):229-244
Supplemental Material for "It Works Without Words: A Nonlinguistic Ability Test of Perceiving Emotions with Job-Related Consequences"
No full textData & Codes for Blickle, G., Kranefeld, I., Wihler, A., Kückelhaus, B.P., & Menges, J.I. (2021). It works without words: A nonlinguistic ability test of perceiving emotions with job-related consequences. European Journal of Psychological Assessment. https://doi.org/10.1027/1015-5759/a00065
Organizational emotional intelligence: Theoretical foundations and practical implications
No full textYounger supervisors, older subordinates: an organizational-level study of age differences, emotions, and performance
No full textYounger employees are often promoted into supervisory positions in which they then manage older subordinates. Do companies benefit or suffer when supervisors and subordinates have inverse age differences? In this study, we examine how average age differences between younger supervisors and older subordinates are linked to the emotions that prevail in the workforce, and to company performance. We propose that the average age differences determine how frequently older subordinates and their coworkers experience negative emotions, and that these emotion frequency levels in turn relate to company performance. The indirect relationship between age differences and performance occurs only if subordinates express their feelings toward their supervisor, but the association is neutralized if emotions are suppressed. We find consistent evidence for this theoretical model in a study of 61 companies with multiple respondents
It’s so boring – or is it? Examining the role of mindfulness for work performance and attitudes in monotonous jobs
Full text linkThis is the author accepted manuscript. The final version is available from Wiley via the DOI in this recordWe examine the role of employee mindfulness in the context of highly monotonous work conditions. Integrating research on task monotony with theorizing on mindfulness, we hypothesized that mindfulness is negatively associated with the extent to which employees feel generally bored by their jobs. We further hypothesized that this lower employee boredom would relate to downstream outcomes in the form of job attitudes (job satisfaction and turnover intentions) and task performance. We examined both objective task performance quality and quantity to shed light on the complexity of the mindfulness–task performance relation, which has so far mostly been investigated using subjective supervisor ratings. In a sample of 174 blue-collar workers in a Mexican company, results showed that employee mindfulness was negatively related to boredom. Further, mindfulness was positively related to job satisfaction and negatively to turnover intentions, partly mediated through boredom. Mindfulness turned out to be a double-edged sword for task performance in monotonous jobs: Mindfulness was positively related to task performance quality but negatively related to quantity
Group Emotions: Cutting the Gordian Knots Concerning Terms, Levels of Analysis, and Processes
No full text
The Microfoundations of Organizational Social Networks: A Review and an Agenda for Future Research
Full text linkThis paper focuses on an emergent debate about the microfoundations of organizational social networks. We consider three theoretical positions: an individual agency perspective suggesting that people, through their individual characteristics and cognitions, shape networks; a network patterning perspective suggesting that networks, through their structural configuration, form people; and a coevolution perspective suggesting that people, in their idiosyncrasies, and networks, in their differentiated structures, coevolve. We conclude that individual attitudes, behaviors, and outcomes cannot be fully understood without considering the structuring of organizational contexts in which people are embedded, and that social network structuring and change in organizations cannot be fully understood without considering the psychology of purposive individuals. To guide future research, we identify key questions from each of the three theoretical perspectives and, particularly, encourage more research on how individual actions and network structure coevolve in a dynamic process of reciprocal influence
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