Trickle-up effects of children's financial anxiety on parent retirement intentions.

Today, adult children depend financially on their parents more than ever before. This poses challenges for the financial well-being of parents, particularly in the context of retirement planning. Our research investigates the crossover of financial anxiety from adult children to their parents and its impact on parents' retirement intentions.

Humor and morality in organizations.

Successful leaders often use humor to motivate, inspire, and lead. Yet, recent research suggests that the use of humor is risky for leaders. Our review suggests that humor must be morally offensive to some people for it to be perceived as funny.

Exposure to automation explains religious declines.

The global decline of religiosity represents one of the most significant societal shifts in recent history. After millennia of near-universal religious identification, the world is experiencing a regionally uneven trend toward secularization. We propose an explanation of this decline, which claims that automation-the development of robots and artificial intelligence (AI)-can partly explain modern religious declines.

Exposure to robot preachers undermines religious commitment.

Over the last decade, robots continue to infiltrate the workforce, permeating occupations that once seemed immune to automation. This process seems to be inevitable because robots have ever-expanding capabilities. However, drawing from theories of cultural evolution and social learning, we propose that robots may have limited influence in domains that require high degrees of "credibility"; here we focus on the automation of religious preachers as one such domain.

Who should be first? How and when AI-human order influences procedural justice in a multistage decision-making process.

Artificial intelligence (AI) has fundamentally changed the way people live and has largely reshaped organizational decision-making processes. Particularly, AI decision making has become involved in almost every aspect of human resource management, including recruiting, selecting, motivating, and retaining employees. However, existing research only considers single-stage decision-making processes and overlooks more common multistage decision-making processes.

The rise of robots increases job insecurity and maladaptive workplace behaviors: Multimethod evidence.

Robots are transforming the nature of human work. Although human-robot collaborations can create new jobs and increase productivity, pundits often warn about how robots might replace humans at work and create mass unemployment. Despite these warnings, relatively little research has directly assessed how laypeople react to robots in the workplace.

Collectivism Impairs Team Performance When Relational Goals Conflict With Group Goals.

This research challenges the idea that teams from more collectivistic cultures tend to perform better. We propose that in contexts in which there are tradeoffs between group goals (i.e.

Cannabis use does not increase actual creativity but biases evaluations of creativity.

In this research, we examine the effects of cannabis use on creativity and evaluations of creativity. Drawing on both the broaden-and-build theory and the affect-as-information model, we propose that cannabis use would facilitate more creativity as well as more favorable evaluations of creativity via cannabis-induced joviality. We tested this prediction in two experiments, wherein participants were randomly assigned to either a cannabis use or cannabis abstinence condition.

Talking about COVID-19 is positively associated with team cultural tightness: Implications for team deviance and creativity.

The COVID-19 pandemic has dramatically affected everyone's work and daily life, and many employees are talking with their coworkers about this widespread pandemic on a regular basis. In this research, we examine how talking about crises such as COVID-19 at the team level affects team dynamics and behaviors. Drawing upon cultural tightness-looseness theory, we propose that talking about the COVID-19 crisis among team members is positively associated with team cultural tightness, which in turn benefits teams by decreasing team deviance but hurts teams by decreasing team creativity.

Association of high profile football matches in Europe with traffic accidents in Asia: archival study.

Objective: To investigate the association between popular football games played in Europe and the incidence of traffic accidents in Asia.

Design: Study based on 41 538 traffic accidents involving taxis in Singapore and 1 814 320 traffic accidents in Taiwan, combined with 12 788 European club football games over a seven year period.

Setting: Singapore and Taiwan.

Robots at work: People prefer-and forgive-service robots with perceived feelings.

Organizations are increasingly relying on service robots to improve efficiency, but these robots often make mistakes, which can aggravate customers and negatively affect organizations. How can organizations mitigate the frontline impact of these robotic blunders? Drawing from theories of anthropomorphism and mind perception, we propose that people evaluate service robots more positively when they are anthropomorphized and seem more humanlike-capable of both agency (the ability to think) and experience (the ability to feel). We further propose that in the face of robot service failures, increased perceptions of experience should attenuate the negative effects of service failures, whereas increased perceptions of agency should amplify the negative effects of service failures on customer satisfaction.

The rise of COVID-19 cases is associated with support for world leaders.

COVID-19 has emerged as one of the deadliest and most disruptive events in recent human history. Drawing from political science and psychological theories, we examine the effects of daily confirmed cases in a country on citizens' support for the political leader through the first 120 d of 2020. Using three unique datasets which comprise daily approval ratings of head of government ( = 1,411,200) across 11 world leaders (Australia, Brazil, Canada, France, Germany, Hong Kong, India, Japan, Mexico, the United Kingdom, and the United States) and weekly approval ratings of governors across the 50 states in the United States ( = 912,048), we find a strong and significant positive association between new daily confirmed and total confirmed COVID-19 cases in the country and support for the heads of government.

The double-edged sword of leader humility: Investigating when and why leader humility promotes versus inhibits subordinate deviance.

Extant research has uniformly demonstrated that leader humility is beneficial for subordinates, teams, and even organizations. Drawing upon attribution theory, we challenge this prevailing conclusion by identifying a potential dark side of leader humility and suggesting that leader humility can be a mixed blessing. We propose that the effects of leader humility hinge on subordinates' attributions of such humble behavior.

When and why does employee creativity fuel deviance? Key psychological mechanisms.

Drawing on self-enhancement theory, we propose that, intraindividually, employees tend to give themselves credit when they engage in creativity. Perceived creative credit, in turn, activates multiple psychological motives that ultimately affect deviance. On the one hand, perceived creative credit is associated with greater creativity-driven norm-breaking motives and greater entitlement motives, which in turn should increase deviance.

Why so serious? A laboratory and field investigation of the link between morality and humor.

Previous research has identified many positive outcomes resulting from a deeply held moral identity, while overlooking potential negative social consequences for the moral individual. Drawing from Benign Violation Theory, we explore the tension between moral identity and humor, and the downstream workplace consequence of such tension. Consistent with our hypotheses, compared with participants in the control condition, participants whose moral identities were situationally activated (Study 1a) or chronically accessible (Study 1b) were less likely to appreciate humor and generate jokes others found funny (Study 2), especially humor that involved benign moral violations.

The impact of leader moral humility on follower moral self-efficacy and behavior.

This study utilizes social-cognitive theory, humble leadership theory, and the behavioral ethics literature to theoretically develop the concept of leader moral humility and its effects on followers. Specifically, we propose a theoretical model wherein leader moral humility and follower implicit theories about morality interact to predict follower moral efficacy, which in turn increases follower prosocial behavior and decreases follower unethical behavior. We furthermore suggest that these effects are strongest when followers hold an incremental implicit theory of morality (i.

Good actors but bad apples: Deviant consequences of daily impression management at work.

Impression management (IM) refers to behaviors employees use to create and maintain desired images in the workplace. Prior studies have shown that the successful use of IM relates to a number of important outcomes for employees (e.g.

Cleansing my abuse: A reparative response model of perpetrating abusive supervisor behavior.

Research on abusive supervision has predominantly focused on the consequences for victims while overlooking how leaders respond to their own abusive behavior. Drawing from the literature on moral cleansing, we posit that supervisors who engage in abusive behavior may paradoxically engage in more constructive leadership behaviors subsequently as a result of feeling guilty and perceiving loss of moral credits. Results from two experience sampling studies show that, within leaders on a daily basis, perpetrating abusive supervisor behavior led to an increase in experienced guilt and perceived loss of moral credits, which in turn motivated leaders to engage in more constructive person-oriented (consideration) and task-oriented (initiating structure) leadership behaviors.

Workplace status: The development and validation of a scale.

Research suggests that employee status, and various status proxies, relate to a number of meaningful outcomes in the workplace. The advancement of the study of status in organizational settings has, however, been stymied by the lack of a validated workplace status measure. The purpose of this manuscript, therefore, is to develop and validate a measure of workplace status based on a theoretically grounded definition of status in organizations.

Out of control: A self-control perspective on the link between surface acting and abusive supervision.

In this study, we examined how leaders' customer interactions influence their tendency to abuse their followers. Specifically, we drew from ego-depletion theory to suggest that surface acting during customer interactions depletes leaders of their self-control resources, resulting in elevated levels of abusive supervision. Furthermore, we hypothesized that the effect of surface acting on abusive supervision is moderated by leaders' trait self-control, such that leaders with high trait self-control will be less affected by the depleting effects of surface acting than their peers.

Counterfactual and Factual Reflection: The Influence of Past Misdeeds on Future Immoral Behavior.

Though the decision to behave immorally is situated within the context of prior immoral behavior, research has provided contradictory insights into this process. In a series of experiments, we demonstrate that the effects of prior immoral behavior depend on how individuals think about, or reflect on, their immoral behavior. In Experiment 1, participants who reflected counterfactually on their prior moral lapses morally disengaged (i.

Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers.

Motivating effort: a theoretical synthesis of the self-sufficiency and two-market theories.

We conducted two experimental studies to examine the effect of introducing social and monetary incentives on participants' (1) effort and (2) willingness to participate in a study. We found that extra credit invoked both communal sharing (CS, social reward) and market pricing (MP, monetary reward) schemas, thus leading to higher willingness to participate and greater effort in an experiment compared to an equivalent cash reward. Consistent with the potential combinational nature of different labour markets proposed by the relational theory, our results suggest that the labour market framework of monetary versus social incentive is not mutually exhaustive of all types of incentive, and the combinational effect created by introducing both labour markets may be the best motivator.