Search results

The authors propose that angry individuals are much more likely to consider the emotional state of their partner than are neutral individuals. They then apply a lay theory dictating that anger decreases cooperation and react accordingly by lowering their own level of cooperation.

The authors report four experiments involving different samples, manipulations, payment schemes and interfaces. The methodological approach was to capitalize on the positives of experimental research (e.g. establishing causality) while also trying to conceptually replicate the findings in different settings.

The authors found evidence for a lay theory (i.e. expectation) that anger decreases cooperation, but that actual cooperation was lowest when angry individuals were paired with other angry individuals, supporting the hypotheses.

Anger can spill over from unrelated contexts to affect cooperation, and incidental anger by itself is not enough to decrease cooperation. However, the findings are limited to anger and cannot necessarily be used to understand the effects of other emotions.

Before entering into a context that requires cooperation, such as a negotiation, be wary of the emotional state of both yourself and of your partner. This paper suggests that only if both parties are angry, then the likelihood of cooperation is low.

To the best of the authors’ knowledge, they are the first researchers to address the question of how incidental anger affects single-round cooperation. By going back to the basics, the authors believe that the findings fill a gap in existing research and offer a building block for future research on anger and cooperation.

A surprisingly large proportion of the working population of the USA consists of individuals with felony convictions. Moreover, the issue of employability of these individuals is compounded for minorities. This paper aims to present two experimental studies investigating whether minorities with felony backgrounds have a more difficult time being selected for employment than identically situated white applicants. The authors ground the paper in realistic group conflict theory. Results indicate discrimination is more acute against minorities with felony backgrounds than whites with the same background and shed light on the mechanisms leading to this discrimination. Theoretical and practical implications are discussed.

This paper involves two experimental studies involving working adults engaging with realistic survey situations using mTurk.

Results of both studies indicate discrimination is more acute against minorities with felony backgrounds than whites with the same background, and shed light on the mechanisms leading to this discrimination.

One limitation of the methodology is that the authors used fictional candidates and jobs. This may have led to understating the effects of discrimination on minorities because it allowed applicants to answer in socially desirable ways (e.g. absent of racial bias) without suffering any of the anticipated negative consequences of actually hiring individuals about whom they hold negative stereotypes.

This research has several important implications for practice. First, organizations should be keenly aware of the potential for subtle and unconscious bias to affect the job application process even among well-intentioned hiring managers. Second, as the bias is often triggered by threats, organizations should share with their employees the nature of the threat involved with former felons.

Organizations should deliberately address issues associated with the use of criminal background checks. For many organizations, a felony conviction in an applicant’s background automatically eliminates that person from employment. However, a substantial amount of the workforce now has a felony in their background. Indeed, the Equal Employment Opportunity Commission (2012) has issued guidelines that detail important factors that organizations should consider on a case-by-case basis when considering employment for former felons. Organizations may consider updating any blanket exclusions regarding the hiring of ex-felons – not only because it makes good policy but also because it may help the organization hire the best people.

This research studies an important – and growing – societal problem related to the hiring of convicted felons, and the related issue of racial discrimination that affects black convicted felons particularly hard. There has been very little work in the management area on this topic. Moreover, there has been very little work in all areas that includes experimental methods. The use of such methods is particularly useful to eliminate confounds found in field data.

The purpose of this paper is to offer the author’s view about the conceptualization of scholarly impact, and some of the challenges young Iberoamerican scholars face to have an impact.

This is a personal account based on previous theory and the author’s personal experience.

The paper presents a short critique of the conceptualization and measurement of scholarly impact, and introduces dimensions and challenges of being a scholar in Iberoamerica.

The paper offers an analytical perspective of scholarly impact in Iberoamerica and offers some insights to help overcome different challenges.