Research-Problem Validity in Primary Research: Precision and Transparency in Characterizing Past Knowledge.

Four validity types evaluate the approximate truth of inferences communicated by primary research. However, current validity frameworks ignore the truthfulness of empirical inferences that are central to research-problem statements. Problem statements contrast a review of past research with other knowledge that extends, contradicts, or calls into question specific features of past research.

Professions, honesty, and income.

Professional choices influence valued outcomes such as income, life satisfaction, and social status. However, public opinion polls consistently illustrate that an individual's profession also influences how honest one is perceived to be, and people are motivated to see themselves as honest for many reasons. Why would people choose professions that do not confer them with the benefits of honesty? Survey data reveals honesty perceptions to positively correlate with a profession's conferred prestige (i.

Datasets from a research project examining the role of politics in social psychological research.

We present four datasets from a project examining the role of politics in social psychological research. These include thousands of independent raters who coded scientific abstracts for political relevance and for whether conservatives or liberals were treated as targets of explanation and characterized in a negative light. Further included are predictions about the empirical results by scientists participating in a forecasting survey, and coded publication outcomes for unpublished research projects varying in political overtones.

Resource scarcity, effort, and performance in physically demanding jobs: An evolutionary explanation.

Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and performance in physically demanding work.

Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that for relatively less desirable jobs, attractive candidates will be discriminated against.

Unethical for the sake of the group: risk of social exclusion and pro-group unethical behavior.

This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk on pro-group unethical behavior varies as a function of group members' need for inclusion. A 2-wave field study conducted among a diverse sample of employees working in groups (Study 1) and a constructive replication using a laboratory experiment (Study 2) provided converging evidence for the theory.

A lack of material resources causes harsher moral judgments.

In the research presented here, we tested the idea that a lack of material resources (e.g., low income) causes people to make harsher moral judgments because a lack of material resources is associated with a lower ability to cope with the effects of others' harmful behavior.

Masters of the universe: how power and accountability influence self-serving decisions under moral hazard.

This article provides an answer to the question of why agents make self-serving decisions under moral hazard and how their self-serving decisions can be kept in check through institutional arrangements. Our theoretical model predicts that the agents' power and the manner in which they are held accountable jointly determine their propensity to make self-serving decisions. We test our theory in the context of financial investment decisions made under moral hazard using others' funds.

Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice.

Two competing explanations for deviant employee responses to supervisor abuse are tested. A self-gain view is compared with a self-regulation impairment view. The self-gain view suggests that distributive justice (DJ) will weaken the abusive supervision-employee deviance relationship, as perceptions of fair rewards offset costs of abuse.

Workplace victimization: aggression from the target's perspective.

This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm to their intended target. We compare several types of victimizing behaviors that have been introduced into the organizational psychology literature to illustrate differences and similarities among them. We then review studies looking at who is likely to become a victim of aggression.

Self-defeating behaviors in organizations: the relationship between thwarted belonging and interpersonal work behaviors.

This multisource field study applied belongingness theory to examine whether thwarted belonging, defined as the perceived discrepancy between one's desired and actual levels of belonging with respect to one's coworkers, predicts interpersonal work behaviors that are self-defeating. Controlling for demographic variables, job type, justice constructs, and trust in organization in a multilevel regression analysis using data from 130 employees of a clinical chemical laboratory and their supervisors, the authors found that employees who perceive greater levels of desired coworker belonging than actual levels of coworker belonging were more likely to engage in interpersonally harmful and less likely to engage in interpersonally helpful behaviors. Implications for the application of belongingness theory to explain self-defeating behaviors in organizations are discussed.

An extension of uncertainty management theory to the self: the relationship between justice, social comparison orientation, and antisocial work behaviors.

A multisource field study of 103 employees and their supervisors tested an extension of uncertainty management theory (E. A. Lind & K.