Management and Organizations : Publications since January 2023

%% Fitzsimons, Grainne   
@article{fds372427,
   Author = {Wingrove, S and Paek, JJW and Ponce de Leon and R and Fitzsimons,
             GM},
   Title = {Tying the value of goals to social class.},
   Journal = {Journal of personality and social psychology},
   Volume = {125},
   Number = {4},
   Pages = {699-719},
   Year = {2023},
   Month = {October},
   url = {http://dx.doi.org/10.1037/pspa0000346},
   Abstract = {Although everyone strives toward valued goals, we suggest
             that not everyone will be perceived as doing so equally. In
             this research, we examine the tendency to use social class
             as a cue to understand the importance of others' goals. Six
             studies find evidence of a goal-value bias: Observers
             perceive goals across a variety of domains as more valuable
             to higher class than to lower class individuals (Studies
             1-6). These perceptions do not appear to reflect reality
             (pilot study), and those who are strongly motivated to
             justify inequality show the bias to a greater extent
             (Studies 5 and 6), suggesting a motivated pathway. We also
             explore implications of the bias, finding that Americans
             tend to offer better opportunities to, and prefer to
             collaborate with, higher class than lower class others,
             revealing discriminatory outcomes that are partially driven
             by perceived goal value (Studies 2, 3, 4, 6). Results
             suggest that Americans expect higher class individuals to
             value achieving goals more than their lower class
             counterparts, fueling increased support for those who are
             already ahead. (PsycInfo Database Record (c) 2023 APA, all
             rights reserved).},
   Doi = {10.1037/pspa0000346},
   Key = {fds372427}
}


%% Kay, Aaron C.   
@article{fds371676,
   Author = {Stanley, ML and Huang, S and Marsh, EJ and Kay, AC},
   Title = {The Role of Structure-Seeking in Moral Punishment},
   Journal = {Social Justice Research},
   Volume = {36},
   Number = {4},
   Pages = {410-431},
   Year = {2023},
   Month = {December},
   url = {http://dx.doi.org/10.1007/s11211-023-00416-8},
   Abstract = {Four studies (total N = 1586) test the notion that people
             are motivated to punish moral rule violators because
             punishment offers a way to obtain structure and order in the
             world. First, in a correlational study, increased need for
             structure was associated with the stronger endorsement
             punishment for moral rule violators. This relationship
             between need for structure and punishment was not driven by
             political conservatism. Three experimental studies then
             tested, and corroborated, our main causal hypotheses: that
             threats to structure increase punitive judgments for moral
             rule violators (i.e., a compensatory mechanism; Study 2) and
             that a lack of punishment for wrongdoing (relative to
             punishment for wrongdoing) makes the world seem less
             structured in the moment (Studies 3 and 4). We compare and
             contrast our structure-based account of moral punishment to
             other theories and findings across the punishment
             literature.},
   Doi = {10.1007/s11211-023-00416-8},
   Key = {fds371676}
}

@article{fds373580,
   Author = {Tang, S and Shepherd, S and Kay, AC},
   Title = {Morality's role in the Black Sheep Effect: When and why
             ingroup members are judged more harshly than outgroup
             members for the same transgression},
   Journal = {European Journal of Social Psychology},
   Volume = {53},
   Number = {7},
   Pages = {1605-1622},
   Year = {2023},
   Month = {December},
   url = {http://dx.doi.org/10.1002/ejsp.3001},
   Abstract = {When and why might someone judge an ingroup transgressor
             more harshly than an outgroup transgressor? Taking a social
             functionalist perspective, we argue that morality is central
             to this phenomenon–the Black Sheep Effect–and that it is
             driven by social cohesion concerns. Using mediation and
             moderation methods across our studies, we find that people
             judge ingroup (vs. outgroup) transgressors more harshly
             because of concerns regarding ingroup social cohesion
             (Studies 1a–4). We also find that ingroup derogation is
             stronger for moral transgressions than weak or non-moral
             transgressions (Studies 2 and 3). Throughout our studies, we
             address alternative explanations, including moral
             relativism, naïve realism, moral parochialism and belief in
             a just world. Our work speaks to the emerging contention
             around the reliability of the Black Sheep Effect by noting
             when and why it surfaces.},
   Doi = {10.1002/ejsp.3001},
   Key = {fds373580}
}

@article{fds370748,
   Author = {Kay, AC and Ponce de Leon and R and Ho, AK and Kteily,
             NS},
   Title = {Motivated Egalitarianism},
   Journal = {Current Directions in Psychological Science},
   Volume = {32},
   Number = {4},
   Pages = {293-299},
   Year = {2023},
   Month = {August},
   url = {http://dx.doi.org/10.1177/09637214231154810},
   Abstract = {Much research has examined the link between
             (anti-)egalitarian ideology and motivated social cognition.
             However, this research is typically framed around
             anti-egalitarianism, with the other end of this ideological
             pole, egalitarianism, often ignored altogether or treated as
             merely the absence of anti-egalitarian-motivated cognition.
             We integrate long-standing ideas from social dominance
             theory with contemporary models of motivated social
             cognition and a recent wave of empirical findings to argue
             that egalitarian ideology also drives social cognition in
             meaningful ways. We discuss why pursuing this avenue of
             research is important and outline several unanswered
             questions for future research.},
   Doi = {10.1177/09637214231154810},
   Key = {fds370748}
}

@article{fds370323,
   Author = {Stanley, ML and Shepherd, S and Kay, AC},
   Title = {Heroization and ironic funneling effects.},
   Journal = {Journal of personality and social psychology},
   Volume = {125},
   Number = {1},
   Pages = {29-56},
   Year = {2023},
   Month = {July},
   url = {http://dx.doi.org/10.1037/pspa0000336},
   Abstract = {In recent years, much of the American public has venerated
             military veterans as heroes. Despite overwhelmingly positive
             public attitudes toward veterans, veterans have experienced
             higher rates of unemployment and underemployment than their
             nonveteran peers. The current research leverages theory and
             research on positive stereotypes to shed light on this
             seeming inconsistency between the heroization of veterans
             and their heightened rates of unemployment and
             underemployment. We conceptualize the hero label as a
             pervasive positive stereotype, and we employ complementary
             methods and designs (correlational, quasi-experimental,
             experimental, and mediational) to investigate the
             consequences and implications of attaching this label to
             military veterans. We then extend our theorizing to other
             heroized groups (e.g., firefighters, paramedics, teachers,
             and social workers). The results across studies suggest that
             heroization leads the American public to funnel heroized
             individuals and groups into a limited set of lower paying
             jobs, organizations, and careers associated with
             selflessness. This research not only offers insights into an
             important real-world problem but also offers a first
             experimental investigation of the consequences and
             implications of labeling a group of people as heroes.
             (PsycInfo Database Record (c) 2023 APA, all rights
             reserved).},
   Doi = {10.1037/pspa0000336},
   Key = {fds370323}
}

@article{fds376863,
   Author = {Jost, JT and Goya-Tocchetto, D and Kay, AC},
   Title = {The Psychology of Left-Right Political Polarization; and an
             Experimental Intervention for Curbing Partisan Animosity and
             Support for Antidemocratic Violence},
   Journal = {Annals of the American Academy of Political and Social
             Science},
   Volume = {708},
   Number = {1},
   Pages = {46-63},
   Year = {2023},
   Month = {July},
   url = {http://dx.doi.org/10.1177/00027162241227778},
   Abstract = {Healthy democratic polities feature competing visions of a
             good society. They also require tolerance, trust, and
             cooperation to avoid toxic polarization that puts democracy
             itself at risk. In the U.S., liberal-leftists and
             conservative-rightists differ in many attitudes, values, and
             personality traits, as well as tendencies to justify the
             unequal status quo and embrace authoritarian aggression and
             group-based dominance. Some of these differences imply that
             conflict between liberal-leftists and conservative-rightists
             is tantamount to a struggle for and against democratic
             ideals. However, these political and psychological
             differences between the left and the right do not
             necessarily mean that Americans are forever doomed to
             intergroup hatred and intractable political conflict. Some
             modest basis for optimism emerges from recent experimental
             interventions, including one that encourages people to
             identify with and justify the system of liberal democracy in
             the U.S.},
   Doi = {10.1177/00027162241227778},
   Key = {fds376863}
}

@article{fds367908,
   Author = {Ma, A and Savani, K and Liu, F and Tai, K and Kay, AC},
   Title = {The mutual constitution of culture and psyche: The
             bidirectional relationship between individuals' perceived
             control and cultural tightness-looseness.},
   Journal = {Journal of personality and social psychology},
   Volume = {124},
   Number = {5},
   Pages = {901-916},
   Year = {2023},
   Month = {May},
   url = {http://dx.doi.org/10.1037/pspa0000327},
   Abstract = {According to the theory of mutual constitution of culture
             and psyche, just as culture shapes people, individuals'
             psychological states can influence culture. We build on
             compensatory control theory, which suggests that low
             personal control can lead people to prefer societal systems
             that impose order, to examine the mutual constitution of
             personal control and cultural tightness. Specifically, we
             tested whether individuals' lack of personal control
             increases their preference for tighter cultures as a means
             of restoring order and predictability, and whether tighter
             cultures in turn reduce people's feelings of personal
             control. Seven studies (five preregistered) with
             participants from the United States, Singapore, and China
             examine this cycle of mutual constitution. Specifically,
             documenting the correlational link between person and
             culture, we found that Americans lower on personal control
             preferred to live in tighter states (Study 1). Chinese
             employees lower on personal control also desired more
             structure and preferred a tighter organizational culture
             (Study 2). Employing an experimental causal chain design,
             Studies 3-5 provided causal evidence for our claim that lack
             of control increases desire for tighter cultures via the
             need for structure. Finally, tracing the link back from
             culture to person, Studies 6a and 6b found that whereas
             tighter cultures decreased perceptions of individual
             personal control, they increased people's sense of
             collective control. Overall, the findings document the
             process of mutual constitution of culture and psyche: lack
             of personal control leads people to seek more structured,
             tighter cultures, and that tighter cultures, in turn,
             decrease people's sense of personal control but increase
             their sense of collective control. (PsycInfo Database Record
             (c) 2023 APA, all rights reserved).},
   Doi = {10.1037/pspa0000327},
   Key = {fds367908}
}

@article{fds368557,
   Author = {Gibbs, WC and Kim, HS and Kay, AC and Sherman, DK},
   Title = {Who needs control? A cultural perspective on the process of
             compensatory control},
   Journal = {Social and Personality Psychology Compass},
   Volume = {17},
   Number = {2},
   Year = {2023},
   Month = {February},
   url = {http://dx.doi.org/10.1111/spc3.12722},
   Abstract = {Compensatory control theory (CCT) provides a framework for
             understanding the mechanisms at play when one's personal
             control is challenged. The model suggests that believing the
             world is a structured and predictable place is fundamental,
             insofar as it provides the foundation upon which people can
             believe they are able to exert control over their
             environment and act agentically towards goals. Because of
             this, CCT suggests, when personal control is threatened
             people try to reaffirm the more foundational belief in
             structure/predictability in the world, so that they then
             have a strong foundation to reestablish feelings of personal
             control and pursue their goals. This review seeks to
             understand how the basic assumptions of these compensatory
             control processes unfold in different cultural contexts.
             Drawing on research and theorizing from cultural psychology,
             we propose that cultural models of self and agency,
             culturally prevalent modes of control, and culture-specific
             motivations all have implications for compensatory control
             processes. Culture determines, in part, whether or not
             personal control deprivation is experienced as a threat to
             perceiving an orderly world, how/whether individuals respond
             to low personal control, and the function that responses to
             restore a sense of order in the world serve. A theoretical
             model of compensatory control processes across cultures is
             proposed that has implications for how people cope with a
             wide range of personal and societal events that potentially
             threaten their personal control.},
   Doi = {10.1111/spc3.12722},
   Key = {fds368557}
}

@article{fds371526,
   Author = {Kenthirarajah, DT and Camp, NP and Walton, GM and Kay, AC and Cohen,
             GL},
   Title = {Does "Jamal" receive a harsher sentence than "James"?
             First-name bias in the criminal sentencing of Black
             men.},
   Journal = {Law and human behavior},
   Volume = {47},
   Number = {1},
   Pages = {169-181},
   Year = {2023},
   Month = {February},
   url = {http://dx.doi.org/10.1037/lhb0000498},
   Abstract = {<h4>Objective</h4>Using archival and experimental methods,
             we tested the role that racial associations of first names
             play in criminal sentencing.<h4>Hypotheses</h4>We
             hypothesized that Black defendants with more stereotypically
             Black names (e.g., Jamal) would receive more punitive
             sentences than Black defendants with more stereotypically
             White names (e.g., James).<h4>Method</h4>In an archival
             study, we obtained a random sample of 296 real-world records
             of Black male prison inmates in Florida and asked
             participants to rate the extent to which each inmate's first
             name was stereotypically Black or stereotypically White. We
             then tested the extent to which racial stereotypicality was
             associated with sentence length, controlling for relevant
             legal features of each case (e.g., criminal record, severity
             of convicted offenses). In a follow-up experiment,
             participant judges assigned sentences in cases in which the
             Black male defendant was randomly assigned a more
             stereotypically Black or White name from our archival
             study.<h4>Results</h4>Controlling for a wide array of
             factors-including criminal record-we found that inmates with
             more stereotypically Black versus White first names received
             longer sentences β = 0.09, 95% confidence interval (95% CI)
             [0.01, 0.16]: 409 days longer for names 1 standard deviation
             above versus below the mean on racial stereotypicality. In
             our experiment, participant judges recommended significantly
             longer sentences to Black inmates with more stereotypically
             Black names above and beyond the severity of the charges or
             their criminal history, β = 0.07, 95% CI [0.02,
             0.13].<h4>Conclusions</h4>Our results identify how racial
             associations with first names can bias consequential
             sentencing decisions despite the impartial aims of the legal
             system. More broadly, our findings illustrate how racial
             biases manifest in distinctions made among members of
             historically marginalized groups, not just between members
             of different groups. (PsycInfo Database Record (c) 2023 APA,
             all rights reserved).},
   Doi = {10.1037/lhb0000498},
   Key = {fds371526}
}

@article{fds363672,
   Author = {Proudfoot, D and Kay, AC},
   Title = {Communal expectations conflict with autonomy motives: The
             western drive for autonomy shapes women's negative responses
             to positive gender stereotypes.},
   Journal = {Journal of personality and social psychology},
   Volume = {124},
   Number = {1},
   Pages = {1-21},
   Year = {2023},
   Month = {January},
   url = {http://dx.doi.org/10.1037/pspa0000311},
   Abstract = {Western culture idealizes an autonomous self-a self that
             strives for independence and freedom from the influence and
             control of others. We explored how the value placed on
             autonomy in Western culture intersects with the normative
             trait expectations experienced by men and women. While trait
             expectations placed on men (i.e., to be confident and
             assertive) affirm an autonomous sense of self, trait
             expectations placed on women (i.e., to be caring and
             understanding) conflict with an autonomous sense of self. We
             theorized that this conflict contributes to women's
             resentment toward positive gender stereotypes that emphasize
             women's interdependent qualities. Six preregistered studies
             (<i>N</i> = 2,094) demonstrated that U.S. women experienced
             more anger in response to positive-gendered trait
             expectations and less motivation to comply with them
             compared to U.S. men. We found that these effects were
             partially attributable to stereotypically feminine communal
             expectations affirming autonomy less than stereotypically
             masculine agentic expectations. Cross-cultural comparisons
             between the U.S. (a Western context) and India (a
             non-Western context) further indicated that the conflict
             between communal expectations placed on women and Western
             prioritization of autonomy contributes to U.S. women's anger
             toward positive gender stereotypes: Although traits expected
             of women in both the U.S. and India oriented women away from
             feeling autonomous more than traits expected of men, this
             diminished sense of being autonomous only elicited anger in
             a U.S. context. For Western societies, findings illuminate
             the uniquely frustrating nature of stereotyped expectations
             that demand interdependence and thus the unequal
             psychological burden placed on those who must contend with
             them. (PsycInfo Database Record (c) 2022 APA, all rights
             reserved).},
   Doi = {10.1037/pspa0000311},
   Key = {fds363672}
}


%% Larrick, Richard P.   
@article{fds373576,
   Author = {Fath, S and Larrick, RP and Soll, JB},
   Title = {Encouraging self-blinding in hiring},
   Journal = {Behavioral Science and Policy},
   Volume = {9},
   Number = {1},
   Pages = {45-57},
   Year = {2023},
   Month = {January},
   url = {http://dx.doi.org/10.1177/23794607231192721},
   Abstract = {One strategy for minimizing bias in hiring is
             blinding—purposefully limiting the information used when
             screening applicants to that which is directly relevant to
             the job and does not elicit bias based on race, gender, age,
             or other irrelevant characteristics. Blinding policies
             remain rare, however. An alternative to blinding policies is
             self-blinding, in which people performing hiring-related
             evaluations blind themselves to biasing information about
             applicants. Using a mock-hiring task, we tested ways to
             encourage self-blinding that take into consideration three
             variables likely to affect whether people self-blind:
             default effects on choices, people’s inability to assess
             their susceptibility to bias, and people’s tendency not to
             recognize the full range of information that can elicit that
             bias. Participants with hiring experience chose to receive
             or be blind to various pieces of information about
             applicants, some of which were potentially biasing. They
             selected potentially biasing information less often when
             asked to specify the applicant information they wanted to
             receive than when asked to specify the information they did
             not want to receive, when prescribing selections for other
             people than when making the selections for themselves, and
             when the information was obviously biasing than when it was
             less obviously so. On the basis of these findings, we
             propose a multipronged strategy that human resources leaders
             could use to enable and encourage hiring managers to
             self-blind when screening job applicants.},
   Doi = {10.1177/23794607231192721},
   Key = {fds373576}
}


%% Rosette, Ashleigh S.   
@article{fds374581,
   Author = {Ponce de Leon and R and Carter, JT and Rosette, AS},
   Title = {Sincere solidarity or performative pretense? Evaluations of
             organizational allyship},
   Journal = {Organizational Behavior and Human Decision
             Processes},
   Volume = {180},
   Year = {2024},
   Month = {January},
   url = {http://dx.doi.org/10.1016/j.obhdp.2023.104296},
   Abstract = {Although organizations increasingly seek to communicate
             allyship with the Black community, their ally statements can
             receive vastly different responses from Black observers. We
             develop and test a theoretical model outlining key drivers
             of allyship evaluations among these perceivers. Drawing from
             signaling theory and integrating insights from the
             literature on identity safety, we reveal the costliness and
             consistency of ally statements as critical determinants of
             Black perceivers’ evaluations of organizations as allies.
             Two studies—the first leveraging statements released by
             Fortune 500 companies and the second a more controlled
             follow-up experiment—demonstrate the interactive effects
             of cost and consistency on these assessments. Specifically,
             the most positive allyship evaluations emerged for
             organizations whose statements conveyed both high cost and
             high consistency. Our findings have implications for
             organizations and business leaders who aim to communicate
             allyship. To be recognized as allies, devoting resources and
             incurring costs is not enough; organizations must also
             signal a consistent commitment to supporting marginalized
             communities.},
   Doi = {10.1016/j.obhdp.2023.104296},
   Key = {fds374581}
}

@article{fds372428,
   Author = {Ellett, T and Zanolli, N and Weber, JM and Erkanli, A and Rosette, AS and Dotters-Katz, SK and Davidson, B},
   Title = {Gender and Language in Letters of Recommendation for
             Obstetrics and Gynecology Fellowship Applications.},
   Journal = {J Surg Educ},
   Volume = {80},
   Number = {10},
   Pages = {1424-1431},
   Year = {2023},
   Month = {October},
   url = {http://dx.doi.org/10.1016/j.jsurg.2023.07.003},
   Abstract = {OBJECTIVE: To delineate the use of gender-biased language in
             letters of recommendation for Obstetrics and Gynecology
             fellowships and its impact on applicants. DESIGN: Fellowship
             letters of recommendation from 4 Obstetrics and Gynecology
             specialties at a single institution in 2020 were included.
             PRIMARY OUTCOME: frequency of agentic and communal language
             in letters of recommendation using Linguistics Inquiry Word
             Count software. SECONDARY OUTCOMES: letter of recommendation
             length and language utilization by author gender and
             applicant success measured by interviews and match success.
             Marginal models were fit to determine if language varied by
             applicant and writer gender and subspecialty. Modified
             Poisson regression models were used to determine
             associations between language and interview receipt.
             SETTING: Single academic institution (Duke University); 2020
             OB/GYN fellowship application cycle. PARTICIPANTS: A total
             of 1216 letters of recommendation submitted by 326 unique
             applicants for OB/GYN subspecialty fellowships at our
             institution. RESULTS: Rates of gender-biased language were
             low (Agentic:1.3%; communal: 0.8%). Agentic term use did not
             vary by applicant or author gender (p = 0.78 and 0.16)
             Male authors utilized 19% fewer communal terms than females
             (p < 0.001). Each 0.25% increase in agentic language was
             associated with an 18% reduction in the probability of
             interview invitation at our institution (p = 0.004).
             Percentage of agentic or communal language was not
             associated with successful matching into any subspecialty.
             CONCLUSIONS: No differences in agentic vs communal language
             based on applicant gender were found in this cohort, though
             female letter writers wrote longer letters with more
             communal terms. Increasing agentic terms negatively impacted
             interview invitation but did not affect successful
             matching.},
   Doi = {10.1016/j.jsurg.2023.07.003},
   Key = {fds372428}
}

@article{fds376301,
   Author = {Ma, A and Ponce de Leon and R and Rosette, AS},
   Title = {Asking for less (but receiving more): Women avoid impasses
             and outperform men when negotiators have weak
             alternatives.},
   Journal = {The Journal of applied psychology},
   Year = {2023},
   Month = {October},
   url = {http://dx.doi.org/10.1037/apl0001138},
   Abstract = {Both research and conventional wisdom suggest that, due to
             their relational orientation, women are less likely than men
             to engage in agentic and assertive behaviors, leading them
             to underperform in zero-sum, distributive negotiations where
             one party's gain is equivalent to the other party's loss.
             However, past research tends to neglect the costs of
             reaching impasse by excluding impasses from measures of
             negotiation performance. Departing from this convention, we
             incorporate the economic costs of impasses into measures of
             negotiation performance to provide a more holistic
             examination of negotiation outcomes. In so doing, we reveal
             a reversal of the oft-cited male performance advantage when
             obtaining an impasse is especially economically costly (as
             is the case when negotiators have weak negotiation
             alternatives). Specifically, we predicted that female
             negotiators would make less assertive first offers than men
             due to their more relational orientation and that these
             gender differences in offer assertiveness should result in
             women avoiding impasse more often than men. Since avoiding
             impasses should improve negotiation performance when
             negotiators are able to obtain a deal that is more valuable
             than their negotiation alternative, women's tendency to
             avoid impasses should improve their performance when
             negotiators have weak (vs. strong) alternatives. These
             predictions were supported in eight studies (three
             preregistered) across various negotiation contexts,
             comprising data from the television show Shark Tank (Study
             1), four incentive-compatible negotiation simulations
             (Studies 2 and 3, Supplemental Studies), and a multistudy
             causal experimental chain (Supplemental Studies 4a-c).
             (PsycInfo Database Record (c) 2023 APA, all rights
             reserved).},
   Doi = {10.1037/apl0001138},
   Key = {fds376301}
}

@article{fds363804,
   Author = {Petsko, CD and Rosette, AS},
   Title = {Are leaders still presumed white by default? Racial bias in
             leader categorization revisited.},
   Journal = {The Journal of applied psychology},
   Volume = {108},
   Number = {2},
   Pages = {330-340},
   Year = {2023},
   Month = {February},
   url = {http://dx.doi.org/10.1037/apl0001020},
   Abstract = {In the United States, leaders of the highest valued
             companies, best-ranked universities, and most-consumed media
             outlets are more likely to be White than what would be
             expected based on White people's representation in the U.S.
             population. One explanation for this racial gap is that U.S.
             respondents' prototype of a leader is White by default-which
             is, in turn, what causes White (vs. non-White) people to be
             promoted up the organizational ladder more quickly. Although
             this explanation has empirical support, its central premise
             was recently challenged by experimental evidence documenting
             that U.S. respondents no longer associate leaders, more than
             nonleaders, with being White. To reconcile these
             contradictory findings, we conducted three preregistered
             experiments (<i>N</i> = 1,316) on the topic of whether
             leaders, more than nonleaders, continue to be associated
             with Whiteness (i.e., being categorized as White or being
             represented with stereotypically White qualities). Results
             suggest that associations between leaders and Whiteness hold
             up to scrutiny, but that detecting them may depend on what
             methods researchers employ. In particular, when researchers
             use direct methods of detecting racial assumptions (e.g.,
             self-report measures), there appears to be no evidence of an
             association between leaders and Whiteness (Experiment 1).
             Yet, when researchers use more indirect methods of detecting
             racial assumptions (e.g., a Princeton trilogy task), an
             association between leaders and Whiteness readily emerges
             (Experiments 2 and 3). In short, although respondents
             refrain from freely expressing associations they may harbor
             between leaders and Whiteness, these associations do not
             appear to have dissipated with time. (PsycInfo Database
             Record (c) 2023 APA, all rights reserved).},
   Doi = {10.1037/apl0001020},
   Key = {fds363804}
}


%% Sitkin, Sim B.   
@misc{fds376912,
   Author = {Long, CP and Sitkin, SB},
   Title = {Trust attractors: A dynamical systems approach to trust
             research},
   Pages = {63-75},
   Booktitle = {A Research Agenda for Trust: Interdisciplinary
             Perspectives},
   Year = {2024},
   Month = {January},
   ISBN = {9781802200935},
   Key = {fds376912}
}

@article{fds372829,
   Author = {Lumineau, F and Long, C and Sitkin, SB and Argyres, N and Markman,
             G},
   Title = {Rethinking Control and Trust Dynamics in and between
             Organizations},
   Journal = {Journal of Management Studies},
   Volume = {60},
   Number = {8},
   Pages = {1937-1961},
   Year = {2023},
   Month = {December},
   url = {http://dx.doi.org/10.1111/joms.12999},
   Abstract = {Control and trust issues are at the heart of collaboration
             in and between organizations. In this introduction to the
             Special Issue (SI) on the control-trust dynamics, we first
             propose an integrative framework to take stock of the main
             themes discussed in both the micro and macro literature. We
             then contextualize how the papers in this issue flesh out
             key mechanisms underlying the interplay between control and
             trust over time. The remainder of the introduction
             highlights directions for future research by refining and
             extending our understanding of control and trust as
             mechanisms of collaboration across levels of analysis. Our
             future research suggestions are organized around the main
             building blocks of control-trust research: (1) constructs,
             (2) interactions, (3) actors, (4) temporal dynamics, (5)
             outcomes, and (6) context.},
   Doi = {10.1111/joms.12999},
   Key = {fds372829}
}

@article{fds373567,
   Author = {Fox, CR and Sitkin, SB},
   Title = {Editors’ note},
   Journal = {Behavioral Science and Policy},
   Volume = {9},
   Number = {1},
   Pages = {iv-v},
   Year = {2023},
   Month = {April},
   url = {http://dx.doi.org/10.1177/23794607231190600},
   Doi = {10.1177/23794607231190600},
   Key = {fds373567}
}

@article{fds371272,
   Author = {Fischer, T and Sitkin, SB},
   Title = {LEADERSHIP STYLES: A COMPREHENSIVE ASSESSMENT AND WAY
             FORWARD},
   Journal = {Academy of Management Annals},
   Volume = {17},
   Number = {1},
   Pages = {331-372},
   Year = {2023},
   Month = {January},
   url = {http://dx.doi.org/10.5465/annals.2020.0340},
   Abstract = {We systematically review eight positive (authentic,
             charismatic, consideration and initiating structure,
             empowering, ethical, instrumental, servant, and
             transformational leadership) and two negative leadership
             styles (abusive supervision and destructive leadership) and
             identify valence-based conflation as a limitation common to
             all ten styles. This limitation rests on specifying
             behaviors as inherently positive or negative and leads to
             mixing the description of the content of leadership
             behaviors with the evaluation of their underlying
             intentions, quality of execution, or behavioral effects. We
             outline how this conflation leads to amalgamation, construct
             redundancy, and most problematically, causal indeterminacy,
             which calls into question the entire evidence base of
             leadership style research. These weaknesses are not limited
             to the ten leadership styles but are inherent in the
             valenced research logic that has been dominant for seventy
             years. Thus, the common finding that positive leadership
             styles lead to positive outcomes and negative styles lead to
             negative outcomes might be an artifact of conflation rather
             than a reflection of reality. To address these concerns, we
             suggest distinguishing between intended and displayed
             leadership styles, as well as their realized effects. We
             also call for utilizing a configurational approach. These
             recommended actions would provide a strong foundation for
             future research on leadership styles.},
   Doi = {10.5465/annals.2020.0340},
   Key = {fds371272}
}