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The symposium examines how individuals’ socioeconomic status (SES) shapes micro-level processes relevant to productivity, talent utilization, and ultimately socioeconomic mobility and stratificatio...
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Research Interests: Psychology and Perception
Understanding the causes and consequences income inequality and economic scarcity has been a central concern for social scientists. Not only is the study of income dynamics theoretically intriguing for organizational scholars because of... more
Understanding the causes and consequences income inequality and economic scarcity has been a central concern for social scientists. Not only is the study of income dynamics theoretically intriguing for organizational scholars because of the ways in which firms provide a link between both macro and micro dimensions of social stratification, but also because of its relationship with a host of important societal outcomes, including social mobility and economic well-being. In this symposium, we offer five papers that examine the causes and consequences of income inequality and economic scarcity situated at various levels of analysis, highlighting how organizations, along with their practices, serve as a primary mechanism through which inequality and scarcity can be generated, mitigated, or even maintained. Compensation and Income Inequality Inside Organizations: A Field Study Presenter: Dionne Pohler; U. of Saskatchewan Presenter: Chris Riddell; Cornell U. Poor Performers or Poor Employees? Employee Finances ...
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Employment instability is a common experience for working individuals. As a result of continuous changes in the labor market and unexpected events occurring at both the societal and individual leve...
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Most organizational research has focused on skilled workers, professional employees, and managers; little attention has been paid to workers at the bottom of the organizational hierarchy, those who earn low wages or are at the lower ends... more
Most organizational research has focused on skilled workers, professional employees, and managers; little attention has been paid to workers at the bottom of the organizational hierarchy, those who earn low wages or are at the lower ends of socioeconomic status. The four papers in this symposium shine light on these “under-examinedx employees, addressing questions such as: Do individuals from an economically disadvantaged background use traditional pathways for career advancement, such as mentoring and networking? Do the working poor form high-quality work relationships, and what benefits–if any–do they gain from these relationships? Do individuals at the bottom of the social hierarchy appreciate the significance of their jobs, and does task significance increase their work engagement and commitment? Do individuals from a background of poverty lead as effectively, and what personal characteristics help them develop a transformational leadership style against all odds?" Employees Who Felt Economicall...
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In this paper, we examine the influence of a person’s financial worry on his or her ability to perform at work. Across two studies, we show that people who are worried about their financial situation have less working memory available to... more
In this paper, we examine the influence of a person’s financial worry on his or her ability to perform at work. Across two studies, we show that people who are worried about their financial situation have less working memory available to them, which subsequently spills over into their work performance. In Study 1, we demonstrate this relationship in a field study with short-haul truck drivers where we combine survey responses with lagged archival data on preventable accidents. We find that a one standard deviation increase in financial worry is associated with a 4.4% increase in the odds of a preventable accident through its influence on working memory – a comparable effect than that of cell phone use while driving. In Study 2, we establish the causal ordering among the variables by manipulating financial worry and confirming its relationship with performance through decrements in working memory. Our research is the first to explicitly develop and test theory regarding the effect of employee finances on t...
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The context of “challenging employment settings” is a vital-yet-overlooked part of the broader conversation regarding the relationships between organizations and their employees. Challenging employ...
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American educators, policymakers, and philanthropists are overselling the role of the highly skilled individual teacher and undervaluing the benefits that come from teacher collaborations.
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The article reviews two books: “The Time Bind: When Work Becomes Home and Home Becomes Work,” by Arlie Russell Hochschild; and “Finding Time: How Corporations, Individuals, and Families Can Benefit from New Work Practices,” by Leslie... more
The article reviews two books: “The Time Bind: When Work Becomes Home and Home Becomes Work,” by Arlie Russell Hochschild; and “Finding Time: How Corporations, Individuals, and Families Can Benefit from New Work Practices,” by Leslie Perlow.
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The Time Bind: When Work Becomes Home and Home Becomes WorkThe Time Bind: When Work Becomes Home and Home Becomes Work, by HochschildArlie Russell. New York: Metropolitan Books, 1997.Finding Time: How Corporations, Individuals, and Families Can Benefit from New Work Practices, by PerlowLeslie. It...more
The article reviews two books: “The Time Bind: When Work Becomes Home and Home Becomes Work,” by Arlie Russell Hochschild; and “Finding Time: How Corporations, Individuals, and Families Can Benefit from New Work Practices,” by Leslie... more
The article reviews two books: “The Time Bind: When Work Becomes Home and Home Becomes Work,” by Arlie Russell Hochschild; and “Finding Time: How Corporations, Individuals, and Families Can Benefit from New Work Practices,” by Leslie Perlow.
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Purpose: This study describes the development of a self-report survey measure of empathetic care. Empathetic care is defined as caregiving that supports clients’ socioemotional capabilities and addresses their emotional needs. It is... more
Purpose: This study describes the development of a self-report survey measure of empathetic care. Empathetic care is defined as caregiving that supports clients’ socioemotional capabilities and addresses their emotional needs. It is distinct from instrumental care, which involves assisting with physical needs such as activities of daily living. Design and Method: Based on a literature review, structured interviews, and focus groups, we identify three dimensions of empathetic care: extra-role behavior, emotional support, and relational richness. We then developed a large pool of items that could tap into these dimensions and administered versions of the survey to nearly 300 health care paraprofessionals. Results: After performing exploratory factor analyses on a larger survey of 138 paraprofessionals, a 10-item, three-factor measure, the Empathetic Care Scale (ECS), was developed that predicts decisions on consequential allocation scenarios. A second sample of 125 paraprofessionals provided data for a confirmatory factor analysis; results suggested that the ECS has desirable psychometric properties and evidence of convergent and discriminant validity. Further samples demonstrated acceptable levels of test-retest reliability and no social desirability bias. Implications: This study provides a short self-report measure that can be used to gauge care workers’ individual levels of empathetic care. Future research can use this measure to explore relationships between ECS responses and previously proposed but untested outcomes such as patient well-being and employee burnout or turnover rates.
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The authors propose a typology of “work schedule patching,” the ongoing adjustments made to plug scheduling holes after employers post schedules. Patching occurs due to changes in employer work demands, or employee nonwork demands... more
The authors propose a typology of “work schedule patching,” the ongoing adjustments made to plug scheduling holes after employers post schedules. Patching occurs due to changes in employer work demands, or employee nonwork demands necessitating scheduling adjustments, which are reactive or proactive. Using qualitative data from eight health-care facilities, the authors identified three narratives justifying schedule patching implementation approaches (share-the-pain, work-life-needs, and reverse-status-rotation) with variation in formalization and improvisation. Exploratory analysis showed a suggestive link between improvised work–life scheduling and lower pressure ulcers. This article advances theory on balancing the “service triangle” of scheduling in-service economies including health care.
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The effects of group cohesiveness and leader behavior on Janis' (1982) symptoms of defective decision making were investigated within a laboratory setting. Two-hundred-eight college students were divided into four-person groups to... more
The effects of group cohesiveness and leader behavior on Janis' (1982) symptoms of defective decision making were investigated within a laboratory setting. Two-hundred-eight college students were divided into four-person groups to solve a hypothetical business problem during tape-recorded group discussion sessions. Results showed that members of noncohesive groups engaged in more self-censorship of information than did members of cohesive groups. Teams with directive leaders proposed and discussed fewer alternative solutions to the problem than did groups with leaders who encouraged member participation. Groups with directive leaders were also willing to comply with the leaders' proposed solutions when the leaders stated their preferences early in the group discussion. These results only partially support Janis' groupthink model.
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We introduce the construct of organizational social capital and develop a model of its components and consequences. Organizational social capital is defined as a resource reflecting the character of social relations within the... more
We introduce the construct of organizational social capital and develop a model of its components and consequences. Organizational social capital is defined as a resource reflecting the character of social relations within the organization. It is realized through members' levels of ...
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Research Interests: Business and Delegation
Research Interests: Business and Delegation
Research Interests: Organizational Behavior, Psychology, Coping Strategies, Industrial and Organizational Psychology, Unemployment, and 11 moreEmotions, Life Skills, Adjustment, Human behavior, Job loss, Longitudinal Study, Cognitive Appraisal, Psychological Reactance, Severance Pay, Severance, and Organisational Behaviour and Human Resources
This is an examination of the emotional and psychological effects of job loss along with practical strategies for coping. All kinds of layoffs, from plant closings, work slow downs, corporate downsizings, and mergers and acquisitions are... more
This is an examination of the emotional and psychological effects of job loss along with practical strategies for coping. All kinds of layoffs, from plant closings, work slow downs, corporate downsizings, and mergers and acquisitions are discussed, illustrated with case studies of Pittsburgh steel workers and Florida Space Coast engineers. The authors document the turmoil that often follows layoffs and the ways that many laid-off workers have succeeded in putting their lives back together. They also evaluate available support services, including extended benefits, outplacement, and retraining programmes.
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Financial precarity—the persistent worry about money and not having enough of it—is widespread, even in developed economies. It is a particular affliction of the poor, but it describes many people across the income distribution. Financial... more
Financial precarity—the persistent worry about money and not having enough of it—is widespread, even in developed economies. It is a particular affliction of the poor, but it describes many people across the income distribution. Financial precarity is harmful not just to the individuals who experience it but also to the organizations in which they work. For individuals, financial precarity can negatively affect cognitive functioning, emotional stability, and social functioning. It is also associated with worse physical and psychological health, as well as depressed performance, both on and off the job. For employers, there are direct costs in the form of decreases in performance at work, as well as indirect costs in the form of increased absenteeism and health care costs. Private-sector companies are taking notice and have initiated a variety of programs to address employee financial precarity, including enhancing wages and offering financial assistance programs such as financial counseling, incentivized savings plans, and enhancements to retirement plans. Many of these programs have not been subjected to rigorous analysis (e.g., incentivized savings programs), and for some, there is little evidence of their effectiveness (e.g., financial literacy programs). Other programs (e.g., opt-out retirement plans) have a strong track record of success. Overall, private-sector employers are increasing their investments in employee financial wellness, which is a positive step in terms of providing needed supports to employees.
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... hire these workers because they remembered the layoffs after the Apollo disaster in 1967, when a fire killed astronauts Grissom, Chafee, and ... Some corporations, such as Tate and Lyle (United Kingdom), have invested capital in firms... more
... hire these workers because they remembered the layoffs after the Apollo disaster in 1967, when a fire killed astronauts Grissom, Chafee, and ... Some corporations, such as Tate and Lyle (United Kingdom), have invested capital in firms that were willing to expand their workforces ...
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Page 1. "[A] BRILLIANT PORTRAIT OF THE FLEXIBLE AMERICAN WORKPLACE IN THE AGE OF CORPORATE RE-ENGINEERING." FINANCIAL TIMES THE CORROSION OF... more
Page 1. "[A] BRILLIANT PORTRAIT OF THE FLEXIBLE AMERICAN WORKPLACE IN THE AGE OF CORPORATE RE-ENGINEERING." FINANCIAL TIMES THE CORROSION OF CHARACTER THE PERSONAL CONSEQUENCES OF WORK IN THE NEW CAPITALISM ...
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Purpose:This study describes the development of a self-report survey measure of empathetic care. Empathetic care is defined as caregiving that supports... more
Purpose:This study describes the development of a self-report survey measure of empathetic care. Empathetic care is defined as caregiving that supports clients' socioemotional capabilities and addresses their emotional needs. It is distinct from instrumental care, which involves assisting with physical needs such as activities of daily living.Design and Method:Based on a literature review, structured interviews, and focus groups, we identify three dimensions of empathetic care: extra-role behavior, emotional support, and relational richness. We then developed a large pool of items that could tap into these dimensions and administered versions of the survey to nearly 300 health care paraprofessionals.Results:After performing exploratory factor analyses on a larger survey of 138 paraprofessionals, a 10-item, three-factor measure, the Empathetic Care Scale (ECS), was developed that predicts decisions on consequential allocation scenarios. A second sample of 125 paraprofessionals provided data for a confirmatory factor analysis; results suggested that the ECS has desirable psychometric properties and evidence of convergent and discriminant validity. Further samples demonstrated acceptable levels of test-retest reliability and no social desirability bias.Implications:This study provides a short self-report measure that can be used to gauge care…
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... CARRIE R. LEANA University of Pittsburgh BRUCE BARRY Vanderbilt University ... For example, consistency is fre-quently a necessary ingredient of social action when perceptions of procedural or distributive justice are at stake... more
... CARRIE R. LEANA University of Pittsburgh BRUCE BARRY Vanderbilt University ... For example, consistency is fre-quently a necessary ingredient of social action when perceptions of procedural or distributive justice are at stake (Leventhal, Karuza, & Fry, 1980). ...
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The Academy of Management’s vision statement says that we aim “to inspire and enable a better world through our scholarship and teaching about management and organizations.” But, as noted in the 20...