Jin Seok Cheon

Despite the increasing significance of corporate ethics, few studies have explored the intermediate mechanisms that explain the relationship between corporate ethics and firm financial performance. Drawing on institutional theory and strategic human resource management literature, the authors hypothesize that the internal collective processes based on employees’ collective organizational commitment and organizational citizenship behavior (OCB) mediate the ethics–performance relationship at the o

The concept of secrecy calls to mind a dyadic interaction: one person hiding a secret from another during a conversation or social interaction. The current work, however, demonstrates that this aspect of secrecy is rather rare. Taking a broader view of secrecy as the intent to conceal information, which only sometimes necessitates concealment, yields a new psychology of secrecy. Ten studies demonstrate the secrets people have, what it is like to have a secret, and what about secrecy is related t

Focusing on "what people want in their group" as a critical antecedent of intragroup conflict, the present study theorizes and empirically investigates the relationships among the psychological needs of group members, intragroup conflict, and group performance. It attends to the within-group average and dispersion of members' psychological needs and examines the effects stemming from group composition of needs on multiple types of conflict. The analyses based on multisource data from 145 organiz

People, organizations, and products are continuously ranked. The explosion of data has made it easy to rank everything, and, increasingly, outlets for information try to reduce information loads by providing rankings. In the present research, we find that rank information exerts a strong effect on decision making over and above the underlying information it summarizes. For example, when multiple options are presented with ratings alone (e.g., "9.7" vs. "9.5") versus with ratings and correspondin

As firms increasingly depend on artificial intelligence to evaluate people across various contexts (e.g., job interviews, performance reviews), research has explored the specific impact of algorithmic evaluations in the workplace. In particular, the extant body of work focuses on the possibility that employees may perceive biases from algorithmic evaluations. We show that although perceptions of biases are indeed a notable outcome of AI-driven assessments (vs. those performed by humans), a cruci

Competition is a fundamental mechanism that powers capitalistic economy. It is a channel through which an actor’s self-interest is pursued and further stimulated. However, research suggests competition not only increases motivation within organizations but also introduces a significant risk. This risk emerges specifically because competition unleashes individuals’ willingness to demonstrate any behaviors for the sake of increasing their own performance even when those behaviors cross the boundar

Feedback is an integral part of organizational life. It is a crucial process through which individuals can improve their learning, growth, and development (Ashford & Cummings, 1983; Higgins & Thomas, 2001). Past research has highlighted how the influence of feedback on employee attitudes and behaviors can depend on the approach through which feedback is delivered (Brutus, 2010; Ilgen et al., 1979; Kluger & DeNisi, 1996; Shute, 2008; Zhou, 1998). This symposium aims to deepen our understanding of

This dissertation examines to what extent social comparison is emphasized in performance evaluations of work organizations, how employees react to it, and whether there is an alternative to it. Operationalizing social comparison as an evaluation process that compares an employee’s performance to their coworkers’ performance, Studies 1 and 2 demonstrate that social comparison is emphasized to a stronger extent in collectivistic cultures than in individualistic cultures. Studies 3 and 4 find that