Rewarding creativity: when does it really matter?

This study examined the possibility that the relation between extrinsic rewards (e.g., pay and recognition) and employee creativity varied as a function of two conditions: employee job complexity and employee cognitive style. Our results showed a positive relation between extrinsic rewards and creativity for employees with an adaptive cognitive style who worked on relatively simple jobs. We found a weak relation between rewards and creativity for employees with an innovative cognitive style who worked on complex jobs and a negative relation for those in the adaptive style/complex job and innovative style/simple job conditions. We discussed theoretical and practical implications of these findings.     

CATEGORY WIDTH COGNITIVE STYLE AS A FACTOR IN ACCOUNTANTS' PERCEPTIONS OF ACCOUNTING INFORMATION

This paper reports the findings of a laboratory experiment designed to investigate the relationship of category width (CW) cognitive style with accountants' perceptions of accounting information. Subjects drawn from large accounting firms in Sydney, Brisbane, and Melbourne, Australia, were classified into broad, medium, and narrow categories following the test devised by Pettigrew [19]. Subjects were requested to state their level of confidence in decisions they had made after receiving (1) conventional accounting information or (2) conventional accounting information and human resources accounting (HRA) information using a one-group pretest-posttest design. The results indicated a significant relationship between CW cognitive style and the accountants' confidence in their decisions. Furthermore, CW cognitive style moderated the accounting-information/decision-making relationship.     

Validity of the Cognitive Style Index: Replication and Extension

Allinson and Hayes (1996) in the reporting of a new measure, the Cognitive Style Index , made a plea for replication and extension of their work. Using a sample of over one thousand subjects the present study investigated the CSI Õs construct and concurrent validity. A maximum likelihood factor analysis obtained broadly similar results to those of Allinson and Hayes. No relationship was observed between the CSI and an alternative measure of style (the Cognitive Styles Analysis ). It is argued that cognitive style is independent of gender but that style is related to job level (lower scores were associated with increased seniority). Some evidence was presented which suggests there may be differences in cognitive style between Hong Kong and UK small business owner managers     

Role of Cognitive Styles in Business and Management: Reviewing 40 Years of Research

In line with increased attention on the application of cognitive approaches to industrial, work and organizational psychology, the last 40 years have witnessed a growing interest in application of the cognitive style construct to the field of business and management. The purpose of this paper is threefold. First, we wish to advance understanding of cognitive styles research by elucidating trends and perspectives related to business and management. Second, we identify gaps in the literature and promising areas of research that can be further developed. This is accomplished by means of a review of papers published between 1969 and 2009. Eight themes emerged from our analysis: (a) vocational and occupational issues; (b) national culture; (c) teamwork and interpersonal relationships; (d) learning; (e) decision making; (f) creativity, innovation and entrepreneurship; (g) sales and marketing; and (h) management information systems, information management and use. Third, we identify valid and reliable methods of assessment of cognitive style for use in business and management settings. Finally we draw a number of conclusions regarding the current state of cognitive styles research and promising directions for future research.     

Coaching at the heart of managerial effectiveness: A cross-cultural study of managerial behaviours

This article considers the assessed performances of non-commissioned officers in aprogramme perceived as an important career enhancing activity for British military personnel. We introduce the idea of cognitive style as an important individual difference affecting performance on programmes of training and development and the implications for career progression. The research methodology adopted involved mixed methods as an alternative way of ‘seeing’, ‘researching’ and ‘theorising’ human resources development in this context. The research drew upon a mix of data from course participants and organizers, and it comprised cognitive style testing, within course assessment data and notes recorded during field observation. The results revealed relationships between the factors associated with ‘styles’, ‘assessed learning performance’ and ‘course experience’. Key perspectives on the experiences of training in terms of success and strategic direction were also identified. The study provides a deeper understanding of career-development processes in the military organization, considers the implications in which knowledge of an individual's style may have for the individual and course organizers and imports new theoretical frameworks into the study of human resource development.     

COGNITIVE STYLE AND THE USEFULNESS OF INFORMATION*

The desirability of a merger/acquisition alternative depends in part on the perceptions of the decision maker. What sources of information are “useful” to the decision maker & Does the set of useful information remain constant for all decision makers; if not, do individuals using similar information sets have similar information processing characteristics? Do these sets vary as feedback is obtained during the decision process? To answer these questions, graduate students participated in a modified Delphi experiment, and the resulting data were analyzed by the two-way aligned-ranks nonparametric test. These test results affirm that in a merger/acquisition scenario, decision makers with different cognitive styles prefer different sets of information and these sets vary dynamically as feedback is incorporated in the decision-making process. Furthermore, information that contains worker and community welfare considerations is identified as “useful” five times more frequently by decision makers with a “feeling” cognitive style than those with a “thinking” style.     

Person characteristics and the perception of organization climate

An issue in research on organization climate is the extent to which the climate reflects the personality of the organization members. The purpose of this study is to explore the overall relationship of person characteristics to climate and to explore ways in which person factors relate to specific climate dimensions. Previous research has used distal measures of person characteristics such as demographic variables or biographical measures. The present study uses proximal measures of person characteristics, 16PF scales, and the Embedded Figures Test. The finding, which results from the canonical correlation analysis and the multivariate regression analysis, is that person-climate relationships are of sufficient size that they deserve the attention of corporate culture theorists. A significant relationship was found between cognitive style and the climate dimension of administrative efficiency, job challenge, management, concern with employee involvement, open-mindedness, egalitarianism, altruism. A significant relationship was found between the aggregated scales of the 16PF and the aggregated climate scales. The process by which climate perceptions are formed represents the organization members' attempt to structure social reality to define their place within it and to guide their search for meaning and gratification. Personality and cognitive style have been shown to be important determinants of the perceptions employees have of their work organization.     

情绪对创造力影响的研究综述

系统回顾了国内外有关情绪影响创造力的文献,对当前的主要研究成果进行梳理,总结提炼出情绪具有影响个体工作记忆、信息加工方式和工作投入的功能,从而带来了情绪影响创造力的认知路径与动机路径;并进一步指出未来研究有必要结合情绪内在特征深入挖掘情绪影响创造力的动机路径,以及结合情绪事件理论界定工作场所中情绪前因变量。     

The Effects of Personality Type on Choices Made in Strategic Decision Situations*

Jung's personality-theory typology is used as a framework for exploring the effects of cognitive style on the type and radicalness of choices made in strategic decision situations. Extending the work of Haley and Stumpf [23], it is proposed that individuals with different personality-type preferences exhibit cognitive styles that are associated with specific biases in the pattern of choices they make. Through participation in an interactive behavioral simulation, 407 participants confronted over one hundred ill-structured decision situations and proposed whatever actions they perceived appropriate. The results support the hypothesized relationships that individuals with different personality-type preferences (i.e., sensing-thinking, intuition-thinking, sensing-feeling, and intuition-feeling) take patterns of actions that reflect specific biases (i.e., selective perception, positivity, social desirability, and reasoning-by-analogy, respectively). The implications of these findings for evaluating the likely effectiveness of strategic decisions and making senior-level staffing decisions are discussed.     

Psychosocial predictors of health status

This prospective study examined, in a sample of male and female adults, the relationship between specific psychosocial factors and health status. Measures of stress, health habits, social support, Type A behaviour, and coping style were collected for 203 professional employees in a large aerospace organization in 1988. One year later a follow-up questionnaire assessing self-reported physical illness and job burn-out was administered resulting in a final sample of 95 employees. When adjustments for age, sex, education, and initial psychological well-being were made, perceived stress, physical exercise, and an avoidant coping style significantly contributed to predictions of physical illness in multiple regression analyses. Employees who possessed less hardy appraisals of work/life and expressed greater Type A behaviour reported significantly more fatigue and exhaustion one year later. Type A individuals also reported being significantly less sensitive and caring towards others. Finally, individuals who perceived less stress and expressed more cognitive hardiness reported significantly greater work/life satisfaction. Overall, the data supported the view that psychosocial factors may be differentially associated with diverse physical and psychological health outcomes.     

The female leadership advantage: An evaluation of the evidence

Journalists and authors of trade books increasingly assert a female advantage in leadership, whereby women are more likely than men to lead in a style that is effective under contemporary conditions. Contrasting our analysis of these claims with Vecchio's [Leadersh. Q. 13 (2002) 643] analysis, we show that women have some advantages in typical leadership style but suffer some disadvantages from prejudicial evaluations of their competence as leaders, especially in masculine organizational contexts. Nonetheless, more women are rising into leadership roles at all levels, including elite executive roles. We suggest reasons for this rise and argue that organizations can capture the symbols of progressive social change and modernity by appointments of women in key positions.     

认知偏差、异质期望与资产定价

借鉴行为金融理论的研究成果,构造了符合一般心理活动的两类投资者,并在这个假设基础上推导出了基于异质期望的股票收益率均衡解析模型.该模型关注认知偏差间的内在联系,认为以预期方式为载体的不同认知偏差的互动作用是影响风险资产定价的深层原因.最后,据此统一解释了股票收益率运动中的若干典型现象.     

Concepts,Theory, and Techniques: FACTORS AFFECTING THE PERCEIVED UTILIZATION OF COMPUTER-BASED DECISION SUPPORT SYSTEMS IN THE OIL INDUSTRY

This study investigates factors that may affect the use of decision support systems. The independent variables investigated included: characteristics of the decision makers such as age, educational level, experience, and cognitive style; characteristics of the decision support system such as response time, accuracy, timeliness, relevancy of output, format, and the distance traveled to interact with the system; and characteristics of the implementation process such as user involvement, user training, and top management support. The study included 8 systems and 64 subjects from the oil industry. The results indicated that the most important variables affecting decision support system usage were accuracy of output, user training, relevancy of output, and the decision maker's experience. Subject Areas: Decision Support Systems, Information Management, and Organizational Behavior.     

Cognitive Maps in the Analysis of Personal Change During Work Role Transition1

The aim of the paper is to illustrate how personal construct psychology and repertory grids (Kelly, 1955) can be used to produce cognitive maps, and to analyse psychological adjustment during the transition from university to employment. Cognitive maps are based on the principal component analysis of repertory grid data and provide a visual representation of the way in which the subjects see themselves in relation to other people, and in relation to their constructs. The cognitive maps produced by two graduates shortly after entry in employment and 6 months later are analysed and compared in order to identify trends of personal change. The case studies show that the analysis of the cognitive maps provides some valuable insights into the way in which graduates change their construction of themselves and of their work environment during the period of transition. The trends of change highlighted by the cognitive maps are discussed in the light of personal construct psychology concepts such as individuality, invalidation, fragmentation, and the mutual relationships between one's construction of oneself and one's construction of others.     

WHO IS ‘BEHAVIORAL’? COGNITIVE ABILITY AND ANOMALOUS PREFERENCES

In this paper, we ask whether variation in preference anomalies is related to variation in cognitive ability. Evidence from a new laboratory study of Chilean high‐school students with similar schooling backgrounds shows that small‐stakes risk aversion and short‐run discounting are less common among those with higher standardized test scores. The relationship with test scores survives controls for parental education and wealth. We find some evidence that elementary‐school GPA is predictive of preferences measured at the end of high school. Two laboratory interventions provide suggestive evidence of a possible causal impact of cognitive resources on expressed preferences.     

Contextual constraints on prototype generation and their multilevel consequences for leadership perceptions

It has become increasingly evident that no single prototype or style of leadership applies to all situations. In fact, we argue that definitions of leadership depend upon innumerable situational and contextual factors related both to the leader being perceived and to the broader external environment. To date, however, there is no theoretical framework that easily explains how perceivers integrate such a broad range of factors. In the current paper, we first present a model, based on recent advances in cognitive science, that allows for the simultaneous cognitive integration of multiple factors influencing the definition of leadership. We contend that this model can be used to understand both the stability and flexibility that is witnessed in the application of leadership prototypes. The framework is then integrated with the idea of alternative levels of analysis, providing a new perspective on how levels of analysis issues can be explored. Finally, we discuss the practical implications of our framework.     

From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work

How work gets done has changed fundamentally in recent decades, with a growing number of people working independently, outside of organizations in a style of work quite different from that assumed by many organizational behavior theories. To remain relevant, our research on individual work behaviors and the capabilities that enable them must also adapt to this new world of work, the so-called “gig economy.” We first describe the predictable challenges that individuals confront when working in this manner, including remaining viable, staying organized, maintaining identity, sustaining relationships, and coping emotionally. We then articulate a research agenda that pushes our field to focus on the specific capabilities and behaviors that enable people to manage these challenges effectively so as to survive or thrive in this new world of work. Foregrounding individual agency, we articulate the work and relational behaviors necessary for such thriving, and the cognitive and emotional capabilities that undergird them.     

Organisation structure,management style and company performance

This paper examines the relationship between organisation structure and management style and their influence on organisational effectiveness measured in both ‘human’ and financial terms. Account has also been taken of related contextual factors such as differences in task, size and environment of a company. Using information collected from a sample of fifty small and medium size printing and building firms the authors have elaborated a conceptual model involving the independent attributes; integration, control, task orientation and people orientation. The validity of this model has been operationally tested and examined against the background of evidence reported by other research workers on the contextual determinants of organisational structure and management style. Substantially different patterns of association between ‘organisation’ and ‘style’ and company performance are found for the two industries and an important outcome of the research has been to produce further evidence in favour of the contingency theory of organisation. The paper concludes with some implications for management practice and organisational design.     

Are male leaders penalized for seeking help? The influence of gender and asking behaviors on competence perceptions

This study draws on research derived from role congruity theory (RCT) and the status incongruity hypothesis (SIH) to test the prediction that male leaders who seek help will be evaluated as less competent than male leaders who do not seek help. In a field setting, Study 1 showed that seeking help was negatively related to perceived competence for male (but not female) leaders. In an experimental setting, Study 2 showed that this effect was not moderated by leadership style (Study 2a) or a gender-specific context (Study 2b). Study 2b further showed that the cognitive tenets of RCT rather than the motivational view espoused by the SIH explained our findings. Specifically, leader typicality (perceptions of help seeking as an atypical behavior for male leaders; the RCT view), and not leader weakness (a proscribed behavior for male leaders; the SIH view), mediated our predicted moderation.     

“中魂西制”——中国式管理的核心问题

作为一种"式"的中国式管理不单纯是管理哲学或管理方法问题,还是贯通、跨越了从管理哲学到管理方法诸层次的,体现为一种与文明类型相伴的管理类型。在一体化组织理论框架的范畴体系中,中国式管理就是在中国组织中通行的目标整合、制度规范内在逻辑支配下,包含了部分相容的西方现代管理体系和方法在内的,体现了至今仍有现实价值的中国传统观念和意义的管理类型,即"中魂西制"。当前阶段,致力于探究中国改革以来成功企业管理经验,并在此基础上做理论总结和提炼,才可能形成能反映中国经验的管理学理论和体系。