Here is the new file:
decide to use it to record my thoughts when writing paper,haha…
Archive for July, 2006
reading papers
Several papers need to further reading:
1) DeNisi and Pritchard, 2006, MOR, performance appraisal, performance management and improving individual performance: a motivational framework
–The paper link performance appraisal and motivation. Hope this will inspire me some thought about people’s implicit motivation theory, (dual process?)
Also, there are some papers I’m not aware of, need to further update my knowledge about performance evaluation literature.
2) Bluedorn, and Standifer, 2006, AMLE, time and temporal imagination.
–Bluedorn seems did some work on time effect and entrepreneur (the time frames of entrepreneurs)
Another time guy in the reference:
Ancona,
Ancona, D., & Chong, C-L. 1996. Entrainment: pace, cycle, and rhythm in organization behavior. Research in organizational behavior, 18:251-284.
Ancona, D., Okhuysen, G. A., & Perlow, L. 2001. Taking time to integrate temperol research. AMR, 26: 512-529
3) Reynolds, 2006, JAP, A neurocognitive model of ethical decision making process: implication for study and practice.
–the first conceptual paper I saw in JAP. Ethical behavior is also my interesting topic. Say ethical justice and ethical leadership. Here the author used dual-process model to explain the ethical behavior. Not a very smart idea, but he seizes the gap.
I will see if I can do the similar job to apply dual-process model to explain motivation, justice judgment or performance appraisal.
gender effect on performance evaluation
Lyness, & Heilman, 2006, JAP When fit is fundamental: performance evalation and promotions of upper-level female and male managers
: leniency happend more when female evaluate male or when male evaluate female?
Also. is this related to impression management?
Fairness heuristics
literature:
Ø Cropanzano R, Byrne ZS, Bobocel DR, Rupp DE. 2001. Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. J Vocat. Behav. 58: 164-209
Ø Lind, E. A., Kulik, C. T., Ambrose, M., & Deverapark, M. V. (1993). Individual and Corporate Dispute Resolution: Using Procedural Fairness as a Decision Heuristic. Administrative Science Quarterly, 38(2), 224-251.
Ø Lind, E. A., & Van den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management. In B. M. Staw & R. M. Kramer (Eds.), Research in organizational behavior (Vol. 24, pp.181-224).Greenwich, CT: JAI Press.
Ø Kray, L. J., & Lind, E. A. (2002). The injustices of others: Social reports and the integration of others’ experiences in organizational justice judgments. Organizational Behavior and Human Decision Processes, 89, 906-924.
Ø Van den Bos, K., & Lind, E. A. (2002). Uncertainty management by means of fairness judgments. In M. P. Zanna (Ed.), Advances in experimental social psychology (Vol. 34, pp. 1-60).
San Diego, CA: Academic Press.
Ø Lind, E. A. (2002). Fairness judgments as cognitions. In M. Ross and D. Miller (Eds.) The justice motive in everyday life (pp. 416-432). New York: Cambridge University Press.
Ø Lind, E. A., Kray, L. J., and Thompson, L. (2001). Primacy effects in justice judgments: Testing predictions from fairness heuristic theory. Organizational Behavior and Human Decision Processes, 85, 189-210.
Ø Lind, E. A. (2001). Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational relations. In J. Greenberg and R. Cropanzano (Eds.), Advances in organizational justice (pp. 56-88). Palo Alto, CA: Stanford University Press.
Ø Van den Bos, K., Wilke, H. A. M., and Lind, E. A. (1998). When do we need procedural fairness? The role of trust in authority. Journal of Personality and Social Psychology, 75, 1449–1458.
Ø Lind, E. A., Kray, L., and Thompson, L. (1998). The social construction of injustice: Fairness judgments in response to own and others’ unfair treatment by authorities. Organizational Behavior and Human Decision Processes, 75, 1-22. (Named “Best Paper” in the 1998 conference program of the Conflict Management Division of the Academy of Management.)
