Hiring you makes me look bad: social-identity based reversals of the in-group favoritism effect

Article Abstract:

The research attempts to explain reversals of ingroup favoritism in terms of one of the prevalent mechanisms generally used to account for positive in-group bias based on Tajfel's social identity theory. The study analysis that when individuals evaluate ingroup and outgroup targets in an employment recruitment context, they may be responsive to the cost of errors associated with the hiring decision.

Applicant Selection, Employee selection, Prejudices, Prejudice, Hiring

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Organizational performance referents: an empirical examination of their content and influences

Article Abstract:

Theoretical and empirical development of performance referents in organizations was sparse, although the mechanisms by which individuals make judgments about personal success was studied extensively. Empirical findings reveal that managers rely on many different types of referents, and that there is considerable variance in the number and the types of referents used by managers.

Decision-making, Decision making

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When work and family collide: deciding between competing role demands

Article Abstract:

The intention to participate in either a work activity or a family activity and therefore the direction of interference between the two roles depends on external pressures and the salience of the roles. The study can help to examine the determinants of actual time allocation decisions and consequences of these decisions on individual and organizational outcomes.

Evaluation, Self-esteem, Self esteem, Work and family

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