Organisational Behaviour and Human Resources

LIM KIM SAN FELLOWSHIP FOR PHD STUDENTS
SINGAPORE MANAGEMENT UNIVERSITY

LEE KONG CHIAN SCHOOL OF BUSINESS

ORGANIZATIONAL BEHAVIOR AND HUMAN RESOURCES

Are you a PhD student who would be interested in spending anywhere from two weeks to about four weeks conducting research in Singapore with Singapore Management University’s Organisational Behaviour and Human Resources group? Or do you know of any such PhD students? The OBHR group at Singapore Management University’s Lee Kong Chian School of Business is planning to award a Lim Kim San Fellowship to PhD students who do research in the area of leadership, broadly defined (that is, topics relevant to leaders, including, but not limited to, decision making, negotiation, power, gender, justice, trust, ethics, mindfulness, creativity, and others). The fellow can expect close interaction with their OBHR faculty host and the OBHR group, a collegial environment, and life in an exciting city.

The ideal applicant will have successfully completed coursework and show great promise as a researcher. Qualified applicants are invited to submit an application, including all elements listed in the Application Procedure section below. The research proposal should be two to three pages single-spaced and describe a specific research project on which the applicant would like to collaborate with a specified LKS faculty host. The cover letter should list any other activities the applicant would like to undertake as a Lim Kim San Fellow, the duration they would like to spend at SMU, the SMU OBHR faculty they would like to collaborate with (their faculty host), as well as anything else they consider relevant. The duration of stay is flexible with a minimum period of two weeks and a recommended period of about four weeks. The starting date should be decided in discussion with the fellow’s faculty host, but the visit should be completed before March 31, 2025.

The successful applicant will carry the title "Lim Kim San Fellow" and will be an integral part of our very collegial OBHR group. Fellows will receive full financial support to cover airfare and accommodation expenses, as well as a per diem to cover daily living expenses. If required, a limited amount of research funding is available. Fellows will have access to our group’s subject pool, the school’s Behavioral Lab, and the university’s online survey system. Lim Kim San Fellows are expected to focus on advancing their research program while collaborating with SMU faculty. Note that there is no opportunity to complete coursework.

The successful applicant will join one of the most productive groups of OBHR researchers in Asia.  Our group is known for its collegiality, which has contributed to our faculty consistently publishing in top-tier OBHR journals. Our faculty regularly publish in top journals such as the Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Organization Science, Strategic Management Journal, Proceedings of the National Academy of Sciences, Journal of Personality and Social Psychology, and Psychological Science.

Our OBHR faculty are listed on the SMU website. All of us are active researchers, whose interests include affect and well-being, organizational trust, ethics, creativity, leadership, cross-cultural and intercultural management, motivation, power, negotiation, justice, workplace proactivity, and organizational citizenship behaviors, performance appraisal and selection, knowledge management, and decision making, among other topics. 

The following faculty are accepting fellows in the current fellowship cycle: Professors Devasheesh BHAVE, Filip LIEVENS, Jared NAI, Jochen REB, Kenneth TAI, Nina SIROLA, Ronald BLEDOW and Roy CHUA.

FACULTY POSITIONS IN OBHR

LEE KONG CHIAN SCHOOL OF BUSINESS

SINGAPORE MANAGEMENT UNIVERSITY

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Singapore Management University’s Organisational Behaviour and Human Resources group invites applications for open-rank (Assistant/Associate/Full Professor) tenured/tenure-track faculty positions.

We seek candidates who are conducting rigorous, impactful, and interesting research in organisational behaviour and/or human resources. Candidates should have high-quality publishing and research records commensurate with the rank for which they are applying.

Successful candidates can expect excellent conditions for research and teaching, a collegial and supportive environment, and the experience of living, teaching, and conducting research in a dynamic and exciting region of the world.

SMU offers an internationally competitive compensation and research support package including relocation benefits and child education funding. 

For further information about the Organisational Behaviour and Human Resources group can be found at
/business/disciplines/organisational-behaviour-and-human-resources/welcome

General information about SMU can be found at www.smu.edu.sg

Michael Bashshur

Bashshur, M. R., Barclay, L. J., & Fortin, M. (2023). Of headlamps and marbles: A motivated perceptual approach to the dynamic and dialectic nature of fairness. Organizational Psychology Review.

Chintakananda, K., Diefendorff, J., Oc, B., Daniels, M., Greguras, G. & Bashshur, M.R. (2023). Leader-Expressed Humility: Development and Validation of Scales Based on a Comprehensive Conceptualization. Journal of Business Ethics, 1-18.

Oc, B., Chintakananda, K., Bashshur, M.R., Day, D. (2023). The study of followers in leadership research: A systematic and critical review, The Leadership Quarterly, 34 (1). 

Lyubykh, Z., Barclay, L. J., Fortin, M., Bashshur, M.R., Khakhar, M. (2022). Why, how, and when divergent perceptions become dysfunctional in organizations: A Motivated cognition perspective. Research in Organizational Behavior, 42.

Oc, B., Daniels, M. A., Diefendorff, J. M., Bashshur, M. R., & Greguras, G. J. (2020). Humility breeds authenticity: How authentic leader humility shapes follower vulnerability and felt authenticity. Organizational Behavior and Human Decision Processes, 158, 112-125.

Oc, B., Bashshur, M. R., & Moore, C. (2019). Head above the parapet: How minority subordinates influence group outcomes and the consequences they face for doing so. Journal of Applied Psychology, 104(7), 929–945.

Oc, B., Moore, C., & Bashshur, M. R. (2018). When the tables are turned: The effects of the 2016 US Presidential election on in-group favoritism and out-group hostility. PloS one, 13(5), e0197848.

Barclay, L., Bashshur, M.R., & Fortin, M. (2017). Motivated cognition and fairness: Insights, integration, and creating a path forward. Journal of Applied Psychology, 102, 867-889.

Bashshur, M.R. & Oc, B. (2015). When voice matters: A multi-level review of the impact of voice in organizations. Journal of Management, 41, 1530-1554.

Oc, B., Bashshur, M.R., Daniels, M. A., & Greguras, G. J., & Diefendorff, J. M. (2015). Leader humility in Singapore. The Leadership Quarterly, 26, 68-80.

Oc, B., Bashshur, M. R., & Moore, C. (2014). Speaking truth to power: The effect of candid feedback on how individuals with power allocate resources. Journal of Applied Psychology, 100, 450-463.

Oc, B., & Bashshur, M. R. (2013). Followership, leadership and social influence. The Leadership Quarterly, 24, 919-934.

Cornelisson, G., Bashshur, M.R., Rode, J. & LeMenestrel, M.  (2013). Rules or consequences? The role of ethical mind-sets in moral dynamics. Psychological Science, 24, 482-488. 

Cojuharenco, I., Patient, D., & Bashshur, M.R. (2011). Seeing the “forest” or the “trees” of organizational justice: Effects of temporal perspective on employee concerns about unfair treatment at work.  Organizational Behavior and Human Decision Processes, 116, 17-31.

Bashshur, M.R., Hernández, A., & González-Romá, V. (2011). When managers and their teams disagree: A longitudinal look at the consequences of differences in perceptions of organizational support. Journal of Applied Psychology, 96, 558-573.

Bashshur, M.R. & Hernández, A., Piero, J.M. (2011). The Impact of Underemployment on Individual and Organizational Performance.  In Underemployment: Psychological, Economic, and Social Challenges (D. Maynard & D. Feldman, Eds.). New York: Springer.

Dalal, R. S., Bashshur, M.R., & Credé, M. (2010). The forgotten facet: Employee satisfaction with management above the level of immediate supervision. Applied Psychology: An International Review, 60, 183-209.

Credé, M., Bashshur, M. & Niehorster, S. (2010) Reference group effects in the measurement of personality and attitudes. Journal of Personality Assessment, 92, 390 – 399.

Rupp, D.E., Bashshur, M.R., & Liao, H (2007).  Justice climate, past, present, and future: Models of structure and emergence.  In Research in Multi-Level-Issues (F.J. Dansereau & F. Yamarino, Eds.), 6, 357-396. Oxford, U.K: Elsevier.

Rupp, D.E., Bashshur, M.R., & Liao, H. (2007). Justice climate: Consideration of source target, type, specificity and emergence.  In Research in Multi-Level-Issues (F.J. Dansereau & F. Yamarino, Eds.), 6, 439-459. Oxford, U.K: Elsevier.

Credé, M., Chernyshenko, S., Stark, S., Dalal, R. S., & Bashshur, M. R. (2007). Job satisfaction as a mediator:  An assessment of job satisfaction’s position within the nomological network.  Journal of Occupational and Organizational Psychology, 80, 515-538.

Rupp, D.E., Baldwin, A.M., & Bashshur, M.R. (2006).  Using developmental assessment centers to foster workplace fairness. Psychologist-Manager Journal, 9, 145-170.

Devasheesh Bhave

Fiset, J., & Bhave, D.P., Jha, N.  (2024). The Effects of Language-related Misunderstanding at Work. Journal of Management, 50, 347 – 379.

Fiset, J., & Bhave, D.P. (2021). Mind your language: The effects of linguistic ostracism on interpersonal work behaviors. Journal of Management, 47, 430 - 455.

Bhave, D.P., Teo, L.H., & Dalal, R.S. (2020).  Privacy at work: A review and a research agenda for a contested terrain. Journal of Management, 46, 127 – 164.

Bhave, D.P. & Lefter, A.M. (2018). The Other Side: Occupational Interactional Requirements and Work-Home Enrichment. Academy of Management Journal, 61, 139-164.

Lee, K-Y, Kim, E., Bhave, D.P., Duffy, M. (2016). Why victims of undermining become perpetrators of undermining: An integrative model. Journal of Applied Psychology, 101, 915-924.

Bhave, D. P., & Glomb, T.M. (2016). The role of occupational emotional labor requirements on the surface acting – job satisfaction relationship. Journal of Management, 42, 722-741.

Barnes, C.M., Lucianetti, L., Bhave, D.P., Christian, M. (2015). You wouldn’t like me when I’m sleepy: Leader sleep, daily abusive supervision, and work unit engagement. Academy of Management Journal, 58, 1419-1437.

Bhave, D.P. (2014). The invisible eye? Electronic performance monitoring and employee job performance. Personnel Psychology, 67, 605-635.

Ronald Bledow

Bledow, R., Kühnel, J., & Kuhl, J. (2024). Personality dynamics turn positive and negative mood into creativity. Journal of Personality.

Bader, B., Gielnik, M. M., & Bledow, R. (2023). How transformational leadership transforms followers’ affect and work engagement. European Journal of Work and Organizational Psychology, 32(3), 360-372.

Kühnel, J., Bledow R., & Kuonath, A. (2023). Overcoming Procrastination: Time Pressure and Positive Affect as Compensatory Routes to Action. Journal of Business and Psychology, 38, 803-819.

Kühnel, J., Bledow, R., & Kiefer, M. (2022). There is a time to be creative: The alignment between chronotype and time of day. Academy of Management Journal, 65, 218-247.

Bledow, R., Kühnel, J., Jin, M., & Kuhl, J. (2022). Breaking the chains: The inverted-u-shaped relationship between action-state orientation and creativity under low job autonomy. Journal of Management, 48, 905-935.

Gerpott, F., Bledow, R., & Kühnel, J. (2022). Inspire but don’t interfere: Managerial influence as a double-edged sword for innovation project success. Applied Psychology: An International Review, 71, 359–379.

*Gielnik, M., *Bledow, R., & Stark, M. (2020). A dynamic account of self-efficacy in entrepreneurship. Journal of Applied Psychology, 5, 487–505.
*Shared first authorship

Lievens, F., Lang, J. W., De Fruyt, F., Corstjens, J., Vandevijver, M., & Bledow, R. (2018). The predictive power of people's intra‐individual variability across situations: Implementing whole trait theory in assessment. Journal of Applied Psychology, 103, 753‐771.

Rosing, K., Bledow, R., Frese, M., Baytalskaya, N., Johnson Lascano, J., & Farr, J. (2018). The temporal pattern of creativity and implementation in teams. Journal of Occupational and Organizational Psychology, 91, 798‐822.

Kuehnel, J., Sonnentag, S., Bledow, R., & Melchers, C. (2017). The relevance of sleep and circadian misalignment for procrastination among shift workers. Journal of Occupational and Organizational Psychology, 91, 110‐133.

Kühnel, J., Zacher, H., De Bloom, J., & Bledow, R. (2017). Take a Break! Benefits of Sleep and Short Breaks for Daily Work Engagement. European Journal of Work and Organizational Psychology, 26, 481‐491.

Bledow, R., Carette, B., Kühnel, J., & Pittig., D. (2017). Learning from others’ failures: The effectiveness of failure stories for managerial learning. Academy of Management Learning and Education, 16, 39‐53.

Kühnel, J., Bledow, R., & Feuerhahn, N. (2016). When do you procrastinate? Sleep quality and social lag jointly predict self‐regulatory failure at work. Journal of Organizational Behavior, 37, 983-1002.

Bledow, R. (2013). Demand-perception and self-motivation as opponent processes: A response to Bandura and Vancouver. Journal of Management, 39, 14-26.

Bledow, R., Rosing K., & Frese, M. (2013). A dynamic perspective on affect and creativity. Academy of Management Journal, 56, 432-450.

Roy Chua

Chua, R.Y.J., *Zhao, N., *Han, M., (forthcoming) Cultural Tightness in Organizations: Investigating the Impact of Formal and Informal Cultural Tightness on Employee Creativity. Organizational Behavior and Human Decision Processes.

*Jin, M., & Chua, RY.J. (forthcoming) Which Idea to Pursue? Gender Differences in Novelty Avoidance During Creative Idea Selection. Organization Science.

Qin, X.; Chua, R.Y.J; Ling, T.; Chen, C. & Li W. (forthcoming). Gender bias in cultural tightness across the 50 U.S. states, its correlates and links to gender inequality in leadership and innovation. PNAS-Nexus, Vol 2 Issue 8, pg 238.

Chua, R. Y.J, Lim, J.H., & Wiruchnipawan, F. (forthcoming) Unlocking the Creativity Potential of Dialectical Thinking: Field Investigations of the Comparative Effects of Transformational and Transactional Leadership Styles. Journal of Creative Behavior, 56(2), 258-273.

Chua, R. Y.J. & Jin, M. (2020). Across the great divides: Gender dynamics influence how intercultural conflict helps or hurts creative collaboration. Academy of Management Journal, 63(3): 903-934. 

Chua, R. Y.J., Huang, K., & Jin, M. (2019). Mapping cultural tightness and its links to innovation, urbanization, and happiness across 31 provinces in China. PNAS - Proceedings of the National Academy of Sciences of the United States of America. View Details

Chua, R.Y.J. & Ng, K.Y. (2017). Not Just How Much You Know: Interactional Effect of Cultural Knowledge and Metacognition on Creativity in a Global Context. Management and Organization Review, 13(2): 281-300.

Chua R.Y.J. (2015). Innovating at cultural crossroads:  How multicultural social networks promote ideas flow and creativity. Journal of Management.

Chua, R., Roth, Y., and Lemoine, J. (2015). The impact of culture on creativity: How cultural tightness and cultural distance affect global innovation crowdsourcing work. Administrative Science Quarterly, 60, 189-227.

Chua, R.Y.J. (2013). The costs of ambient cultural disharmony: Indirect intercultural conflicts in social environment undermine creativity. Academy of Management Journal, 56 (6), 1545-1577. [Winner of Academy of Management Journal Best Article Award, 2013]

Chua, R.Y.J. (2012). Building effective business relationships in China. MIT Sloan Management Review, 53(4).

Chua, R.Y.J., Morris. M.W., & *Mor, S.  (2012). Collaborating across cultures: Cultural metacognition and affect-based trust in creative collaboration, Organizational Behavior and Human Decision Processes, 118, 116-131.

Cheng, C., Chua, R.Y.J., Morris, M.W., & Lee, L. (2012). Finding the right mix: How the composition of self-managing multicultural teams' cultural value orientation influences performance over time. Journal of Organisational Behavior,  33, 389-411.

Timothy Clark

Greatbatch, D. and Clark, T. (2018) Using Conversation Analysis for Business and Management Students. London: Sage.

Clark, T., Wright, M. and Ketchen, D. (2016) How to Get Published in the Best Management Journals. Aldershot: Edward Elgar.

Kipping, M. and Clark, T. (2012) The Oxford Handbook of Management Consulting. Oxford: Oxford University Press

Guthey, E., Clark, T. and Jackson, B. (2009) Demystifying Business Celebrities. London: Routledge.

Sturdy, A., Handley, K. and Clark, T. Fincham, R. (2009) Management Consultancy in Action – Relationships, Knowledge and Power. Oxford: Oxford University Press.

Shereen Fatimah

Fatimah, S., Lee, H., Ferris, L, & Young, H. 2024. A regulatory focus theory perspective on the dynamics between action and power. Forthcoming at Journal of Applied Psychology. 

Poulton, E., Lin, S., Fatimah, S., Ho, M., Ferris, L., & Johnson, R. 2023. My manager endorsed my coworkers’ voice: Understanding observers’ positive and negative reactions to managerial endorsement of coworker voice. Forthcoming at Journal of Applied Psychology.

Ferris, D. L., Fatimah, S., Liang, L. H., Lian, H., & Brown, D. J. 2019. Being sensitive to positives has its negatives: An approach/avoidance perspective on reactivity to ostracism. Organizational Behavior and Human Decision Processes, 152: 138-149.

Ferris, D. L., Yan, M., Lim, V. K. G., Chen, Y., & Fatimah, S. 2016. An approach-avoidance framework of workplace aggression. Academy of Management Journal, 59: 1777-1800. 

Spitzmuller, M., Sin, H. P., Howe, M., & Fatimah, S. 2015. Investigating the uniqueness and usefulness of proactive personality in organizational research – A meta-analytic review. Human Performance, 28: 351-379. 

Gary Greguras

Oc, B., Daniels, M. A., Diefendorff, J. M., Bashshur, M. R., & Greguras, G. J. (2019). Humility breeds authenticity: How authentic leader humility shapes follower vulnerability and felt authenticity. Organizational Behavior and Human Decision Processes. 

Reb, J., Greguras, G. J. & Luan, S. H. (2018). Performance trends matter: But why, how, and when? Academy of Management Discoveries, 4 (4), 501-503.

Diefendorff, J.M., Greguras, G.J., & Fleenor, J. (2016.). Perceived emotional demands-abilities fit.  Applied Psychology, 65 (1), 2-37.

Schleicher, D. J., Smith, T. A., Casper, W. J., Watt, J. D. & Greguras, G. J. (2015). I's all in the attitude: The role of job attitude strength in job attitude-outcome relationships. Journal of Applied Psychology, 100 (4), 1259-1274.

Gabriel, A., Daniels, M.A., Diefendorff, J.M., & Greguras, G.J. (2015).  Emotional labor actors: A latent profile analysis of emotional labor strategies. Journal of Applied Psychology, 100 (3), 863-879.

Oc, B., Bashshur, M., Daniels, M.A., & Greguras, G.J., & Diefendorff, J.M. (2015). Leader humility in Singapore. The Leadership Quarterly, 26 (1), 68-80.

Paddock, E L., Ko, J., Cropanzano, R., Bagger, J., El Aklemi, A., Camerman, J., Greguras, G.J., Mladinic, A., Moliner, C., Nam, K., Tornblom, K. (2015).  Voice and culture: A Prospect Theory approach. Journal of Behavioral Decision Making, 28, 167-175.

Schleicher, D. J., Smith, T. A., Casper, W. J., Watt, J. D., & Greguras, G. J. (2015). It’s all in the attitude: The role of job attitude strength in job attitude – outcome relationships. Journal of Applied Psychology, 100, 1259-1274.

Daniels, M.A., & Greguras, G.J. (2014).  Exploring the nature of power distance:  Implications for micro- and macro-level theories, processes, and outcomes.  Journal of Management, 40, 1202-1229.

Gabriel, A., Diefendorff, J.M., Chandler, M., Moran, C.M, & Greguras, G.J. (2014).  The dynamic relationships of work affect with perceptions of fit.  Personnel Psychology, 67, 389-420.

Moran, C.M., Diefendorff, J.M., & Greguras, G.J. (2013).  Understanding emotional display rules at work and outside of work: The effects of country and gender.  Motivation and Emotion, 37, 323-334.

Greguras, G.J., & Diefendorff, J.M. (2010).  Why does proactive personality predict employee life satisfaction and behaviors?  A field investigation of the mediating role of the self-concordance model.  Personnel Psychology, 63, 539-560.

Reb, J., & Greguras, G. J. (2010).  Understanding performance ratings:  Dynamic performance, attributions, and rating purpose.  Journal of Applied Psychology, 95, 213-220.

Diefendorff, J.M., & Greguras, G.J. (2009).  Contextualizing emotional display rules:  Taking a closer look at targets, discrete emotions, and behavioral responses.  Journal of Management, 35, 880-898.

Greguras, G.J., & Diefendorff, J.M. (2009).  Different fits satisfy different needs:  Linking person-environment fit to employee commitment and performanc using self-determination theory.  Journal of Applied Psychology, 94, 465-477.

Highhouse, S., Brooks, M.E., & Greguras, G.J. (2009).  An organizational impression management perspective on the formation of corporate reputations. Journal of Management, 35, 1481-1493.

Slaughter, J.E., & Greguras, G.J. (2009).  Initial attraction to organizations: The influence of trait inferences.  International Journal of Selection and Assessment, 17, 1-18.

Brutus, S., & Greguras, G.J. (2008).  Self-construals, motivation, and feedback-seeking behaviors.  International Journal of Selection and Assessment, 16, 282-291.

Reb, J., & Greguras, G.J. (2008).  Dynamic performance and the performance-performance rating link. Industrial and Organizational Psychology:  Perspectives on Science and Practice, 194-196.

Slaughter, J., & Greguras, G. J. (2008).  Bias in performance ratings:  Clarifying the role of positive versus negative escalation.  Human Performance, 21, 414-426.

Filip Lievens

De Corte, W., Sackett, P. R., & Lievens, F. (in press). A comprehensive examination of the cross-validity of Pareto-optimal vs. fixed weights selection systems in the bi-objective selection context. Journal of Applied Psychology.

Li, H., Fan, J., Zhao, G., Wang, M., Zheng, L., Meng, H., Weng, Q., Liu, Y., & Lievens, F. (in press). The role of emotions as mechanisms of mid-test warning messages during personality testing: A field experiment. Journal of Applied Psychology.

Rockstuhl, T. & Lievens, F. (2021). Prompt-specificity in scenario-based assessments: associations with personality vs. knowledge and effects on predictive validity. Journal of Applied Psychology, 106, 129-139.

Zhang, L., Van Iddekinge, C. H., Arnold, J. D., Roth, P. L., Lievens, F., Lanivich, S. E., & Jordan, S. L. (2020). What’s on job seekers’ social media sites? A content analysis and effects of structure on recruiter judgments and predictive validity. Journal of Applied Psychology, 105, 1530–1546.

Schäpers, P., Mussel, P., Lievens, F., König, C.J., Freudenstein, J.P, & Krumm, S. (2020). The role of situations in Situational Judgment Tests: Effects on construct saturation, predictive validity, and applicant perceptions. Journal of Applied Psychology, 105, 800-818.

Dalal, R.S., Balca, A.B., & Lievens, F. (2020). Within-person job performance variability over short timeframes: Theory, empirical research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 421-449.

Lievens, F., Sackett, P. R., Dahlke, J., Oostrom, J. K., & De Soete, B. (2019). Constructed response formats and their effects on minority-majority differences and validity. Journal of Applied Psychology, 104, 715-726.

Ingold, P.V., Dönni, M., & Lievens, F. (2018). A dual-process theory perspective to better understand judgments in assessment centers: The role of initial impressions for dimension ratings and validity. Journal of Applied Psychology, 103, 1367-1378.

Lievens, F., Lang J., De Fruyt, F., Corstjens, J., Van de Vijver, M., & Bledow. R. (2018). The predictive power of people's intraindividual variability across situations: Implementing whole trait theory in assessment. Journal of Applied Psychology, 103, 753-771.

Sackett, P. R., Lievens, F., Van Iddekinge, C., & Kuncel, N. (2017). Individual differences and their measurement: A review of 100 years of research. Journal of Applied Psychology, 102, 254-273.

Lievens, F., & Sackett, P.R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102, 43-66.

Oliver, T., Hausdorf, P., Lievens, F., & Conlon, P. (2016). Interpersonal dynamics in assessment center exercises: Effects of role player portrayed disposition. Journal of Management, 42, 1992-2017.

Windscheid, L., Bowes-Sperry, L., Kidder, D., Cheung, H.K., Morner, M., & Lievens, F. (2016). Actions speak louder than words: Perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1241.

Lievens, F., & Slaughter, J.E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.

Thomas Menkhoff

Kyong Jin Shim; Thomas Menkhoff; Ying Qian Teo; Clement Shi Qi Ong (2023). “Assessing the Effectiveness of a Chatbot Workshop as Experiential Teaching and Learning Tool to Engage Undergraduate Students”. Education and Information Technologies, Vol. 28, pp. 16065–16088. https://link.springer.com/article/10.1007/s10639-023-11795-5

Future-proofing Students in Higher Education with Unmanned Aerial Vehicles Technology: A Knowledge Management Case Study, by Thomas MENKHOFF, Siew Ning KAN, Eugene K. B. Tan, Shaohui FOONG, 2022, Knowledge Management & E-Learning: An International Journal, Vol. 14 (2), 223-244.

“Getting Undergraduates Ready for China’s Belt and Road Initiative (BRI) through an Overseas Experiential Learning Project”, by Andrew CHIN, Thomas MENKHOFF, Hans-Dieter EVERS, H.H. GN, Kevin KOH, C.W. LEE, Patrick LOH, L. LOW, S. TAN, T.S. TEO and N. YAP, 2021, China and the World: Ancient and Modern Silk Road, Vol. 4 (3), 1-36.

Enhancing Students’ Global Competence through International Business Study Missions, by Mark CHONG, Benjamin K.S. GAN and Thomas MENKHOFF, 2021, Journal of International Education in Business.

Flipping a course on entrepreneurial leadership in ethnic Chinese business: A mobile learning perspective, by MENKHOFF, Thomas. (2018). Asian Journal of the Scholarship of Teaching and Learning, 8 (2), 36-55.

China’s Belt and Road Initiative and ASEAN’s maritime clusters, by EVERS, Hans-Dieter; MENKHOFF Thomas. (2018). Southeast Asian Social Science Review, 3 (2), 8-29.

China's Belt and Road Initiative and ASEAN's maritime cluster, by EVERS, Hans-Dieter; MENKHOFF, Thomas. (2018). Southeast Asian Social Science Review, 3 (2), 8-29.

‘TweetBoard’: A case study of developing a micro-blogging platform for higher education, by HSU, Joyce Shao Cheh; GAN, Benjamin; LEE, Jin; LIM, Sheryl Shu Hui; LIM, Jeremy Xie Yan; MENKHOFF, Thomas; TAN, Sherman Si Xian; WOODARD, C. Jason; YAP, Qiu Cheng. (2016). International Journal of Social Media and Interactive Learning Environments, 4 (4), 305-318.

Thomas Menkhoff, Tan Gan Hup, Gary Pan & Kan Siew Ning. Mastering the Acquisition of Future Work Skills through Project-based Learning in a Smart City Course (with a X-Factor), 01/2017, Innovations in Education and Teaching International.

HSU, Joyce H.C.; GAN, Benjamin K. S.; JIN, Le; LIM, Sheryl S.H.; LIM, Jeremy X.Y.; MENKHOFF, Thomas; TAN, Sherman S.X.; WOODARD, Jason; YAP, Qiu C. TweetBoard – A Case Study of Developing a Micro-Blogging Platform for Higher Education, 12/2016, International Journal of Social Media and Interactive Learning Environments, 4, 4, 305 - 318.

MENKHOFF, Thomas; CHAY, Yue Wah; BENGTSSON, Magnus Lars; WOODARD, C. Jason; GAN, Benjamin Kok Siew. Incorporating Microblogging (“Tweeting”) in Higher Education: Lessons Learnt in a Knowledge Management Course", 2015, 51, Computers in Human Behavior, 1295-1302.

Thomas MENKHOFF and Yue Wah CHAY. Fostering the Learning Capacity of Small-Scale Ethnic Chinese Business Organizations: An Exploratory Study, 2014, 5, 2, International Journal of Asian Business and Information Management, 41- 58.

Thomas MENKHOFF and Magnus Lars BENGTSSON. Engaging Students in Higher Education Through Mobile Learning: Lessons Learnt in a Chinese Entrepreneurship Course, 2012, 11, Educational Research for Policy and Practice, 225-242.

Thomas MENKHOFF, Tze Yian THANG, Yue Wah CHAY, and Yue Kee WONG. Using Web-Based ICT in Learning: A Case Study of a Knowledge Management Programme, 2011, Journal of Information and Knowledge Management Systems.

Thomas MENKHOFF, Yue Wah CHAY, Benjamin LOH, and Hans-Dieter EVERS. Exploring the Antecedents of Knowledge Outcomes in Organizational Settings: An Empirical Study, 2010, 4, 1, International Journal of Knowledge Management Studies, 65-79.

H.-D. EVERS, S. GERKE, and Thomas MENKHOFF. Knowledge Clusters and Knowledge Hubs: Designing Epistemic Landscapes for Development, 2010, 14, 5, Journal of Knowledge Management, 678-689.

Menkhoff, T. and Hoon, C. Y. (eds). Introduction: Chinese Philanthropy between Continuity and Change, in: Chinese Philanthropy in Asia between Continuity and Change, 2010, Vol. 24, Numbers 1 & 2, pp. 1-12, Special Issue of Journal of Asian Business.

Thomas MENKHOFF, S. GERKE, and H.-D. EVERS. Knowledge and Development in Singapore - Trends and Propositions (in German: Wissen und Entwicklung in Singapur - Trends und Thesen), 2009, 112 (July), ASIEN - The German Journal on Contemporary Asia, 31-51.

Thomas Menkhoff and Chay, Yue Wah. “Technological Change Management Strategies in Asian Small-Scale Businesses”, International Quarterly for Asian Studies, Vol. 39, No. 3-4, 2008, pp. 305-324.

Hans-Dieter Evers, Solvay Gerke and Thomas Menkhoff. Tri thuc va phat trien - nhung chien luoc xay dung xa hoi tri thuc [Knowledge and Development - Strategies of Knowledge-based Society Building ], Tap chi khoa hoc xa hoi (Journal edited by Vietnamese Academy of Social Sciences), No. 6, 2008, pp. 74-80.

Thomas Menkhoff. “ Singapore (in German)”, Bielefeld : Peter-Rump-Verlag (1993), 2008, 5th edition, 287 pages.

Hans-Dieter Evers and Thomas Menkhoff “Strategic Groups in a Knowledge Society: Knowledge Elites as Drivers of Biotechnology Development in Singapore”, Hans-Dieter Evers, Solvay Gerke, and Anna-Katharina Hornidge (eds.), The Straits of Malacca – Knowledge and Diversity. Berlin, London, Penang : LIT Verlag / Straits G.T., 2008, pp. 85-97 (ISBN 978-3-8258-1383-3).

Thomas Menkhoff, Patrick H M Loh, Chua Sin Bin, Hans-Dieter Evers and Chay Yue Wah “Knowledge-Transfer Across the Straits of Malacca: Riau Vegetables for Singapore Consumers”, Solvay Gerke, Hans-Dieter Evers and Anna-Katharina Hornidge (eds.), The Straits of Malacca – Knowledge and Diversity . Berlin , London, Penang : LIT Verlag / Straits G.T., 2008, pp. 99-111 (ISBN 978-3-8258-1383-3).

Thomas Menkhoff “Knowledge Management in Singapore”, Asia Productivity Organization (APO), Knowledge Management in Asia : Experience and Lessons. Report of the APO Survey on the Status of Knowledge Management in Member Countries. Tokyo : APO, 2008, pp.319-332 (ISBN: 92-833-2382-3).

Thomas Menkhoff Case Study Knowledge Management at “Qian Hu Corporation Limited”, Asia Productivity Organization (APO), Knowledge Management in Asia : Experience and Lessons. Report of the APO Survey on the Status of Knowledge Management in Member Countries. Tokyo : APO, 2008, pp. 177-192 (ISBN: 92-833-2382-3).

Jared Nai

Nai, J., Lin, Y, Kotha, R., & Vissa, B. (2022). A Foot in the Door: Field-experiments on Entrepreneurs’ Network Activation Strategies for Investor Referrals. Strategic Management Journal.

*Masters-Waage T. C., *Nai J., *Reb J., *Sim S., Narayanan J., & Tan N. (2021). Going far together by being here now: Mindfulness increases cooperation in negotiations. Organizational Behavior and Human Decision Processes.

Nai, J., Kotha, R., Narayanan, J., & Puranam, P. (2020). Transparency and Fairness in Organizational Decisions: An Experimental Investigation using the Paired Ultimatum Game. Strategy Science.

Nai, J., Narayanan, J., Hernandez, I., & Savani, K. (2018). People in more diverse neighborhoods are more prosocial. Journal of Personality and Social Psychology.

Yam, K. C., Christian, M., *Wu, W., *Liao, Z. Y., & *Nai, J. (2018). The mixed blessing of leader sense of humor: Examining costs and benefits. Academy of Management Journal.

(* indicates equal authorship)

Burak OC

Oc, B., & Kouchaki, M. (2023). The More the Merrier: How Psychological Standing and Work Group Size Explain Managers’ Willingness to Communicate about Unethical Conduct in their Work Group. Journal of Business Ethics, 1-12.

†Oc, B., †Chintakananda, K., Bashshur, M. R., & Day, D. V. (2023). The study of followers in leadership research: A systematic and critical review. The Leadership Quarterly, 34(1), 101674.

Carpini, J. A., & Oc, B. (2022). Contextualizing the organizational mindset. Industrial and Organizational Psychology, 15(3), 403-407.

Oc, B., Netchaeva, E., & Kouchaki, M. (2021). It’s a man’s world! The role of political ideology, gender role attitudes, and threat in the early stages of leader recruitment. Organizational Behavior and Human Decision Processes, 162, 24-41.

Oc, B., Daniels, M. A., Diefendorff, J. M., Bashshur, M. R., & Greguras, G. J. (2020). Humility breeds authenticity: How leader authentic humility shapes follower vulnerability and authenticity. Organizational Behavior and Human Decision Processes, 158, 112-125.

Oc, B., Bashshur, M. R., & Moore, C. (2019). Head above the parapet: How minority subordinates influence group outcomes and the consequences they face for doing so. Journal of Applied Psychology, 104(7), 929-945.

Oc. B., Moore, C., & Bashshur, M. R. (2018). When the tables are turned: The effects of the 2016 U.S. Presidential election on in-group favoritism and out-group hostility. PloS One, 13(5), e0197848.

Oc, B. (2018). Contextual leadership: A systematic review of how contextual factors shape leadership and its outcomes. The Leadership Quarterly, 29(1), 218-235.

Oc, B., Bashshur, M. R., & Moore, C. (2015). Speaking truth to power: The effect of candid feedback on how individuals with power allocate resources. Journal of Applied Psychology, 100(2), 450-463.

†Bashshur, M. R., & †Oc, B. (2015). When voice matters: A multi-level review of the impact of voice in organizations. Journal of Management, 41(5), 1530-1554.

Oc, B., Bashshur, M. R., Daniels, M. A., Greguras, G. J., & Diefendorff, J. M. (2015). Leader humility in Singapore. The Leadership Quarterly, 26(1), 68-80.

Oc, B., & Bashshur, M. R. (2013). Followership, leadership, and social influence. The Leadership Quarterly, 24(6), 919-934.

† equal contribution

Marko Pitesa

Tai, K., Liu, Y., Pitesa, M., Lim, S., Kwan, T.Y., Arvey, R. (2021) Fit to be good: Physical fitness is negatively associated with deviance. Journal of Applied Psychology.

Nault, K., Pitesa, M., Thau, S. (2020) The attractiveness advantage at work: A cross-disciplinary integrative review. Academy of Management Annals.

Derfler-Rozin, R., Pitesa, M. (2020) Motivation purity bias: Expression of extrinsic motivation undermines perceived intrinsic motivation and engenders bias in selection decisions. Academy of Management Journal.

Pitesa, M., Pillutla, M.M. (2019) Socioeconomic mobility and talent utilization of workers from poorer backgrounds: The overlooked importance of within-organization dynamics. Academy of Management Annals.

He, T., Derfler-Rozin, R., Pitesa, M. (2019) Financial vulnerability and the reproduction of disadvantage in economic exchanges. Journal of Applied Psychology.

Baker, B., Derfler-Rozin, R., Pitesa, M., Johnson, M. (2019) Stock market responses to unethical behavior in organizations: An organizational context model. Organization Science.

Pitesa, M., Goh, Z. Thau, S. (2018). Mandates of dishonesty: The psychological and social costs of mandated attitude expression. Organization Science.

Sirola, N., Pitesa, M. (2018) The macroeconomic environment and the psychology of work evaluation. Organizational Behavior and Human Decision Processes.

Lee, M., Pitesa, M., Pillutla, M.M., Thau, S. (2018) Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs. Journal of Personality and Social Psychology.

Pitesa, M., Thau, S. (2018) Resource scarcity, effort, and performance in physically demanding jobs: An evolutionary explanation. Journal of Applied Psychology.

Pitesa, M., Thau, S., Pillutla, M.M. (2017) Workplace trust as a mechanism of employee (dis)advantage: The case of employee socioeconomic status. Research in Organizational Behavior. 

Lee, M., Pitesa, M., Pillutla, M.M., Thau, S. (2017) Male immorality: An evolutionary account of sex differences in unethical negotiation behavior. Academy of Management Journal.

Sirola, N., Pitesa, M. (2017). Economic downturns undermine workplace helping by promoting a zero-sum construal of success. Academy of Management Journal.

Jochen Reb

Reb, J., Luan, S., & Gigerenzer, G. (2024). Smart management: How simple heuristics help leaders make good decisions in an uncertain world. MIT Press. 

Tan, N., Peters, E. K., & Reb, J. (2023). Effects of a mindfulness-based leadership training on leadership behaviors and effectiveness. Mindfulness. 

Kay, A., Masters-Waage, T. C., Reb, J., & *Vlachos, P. (2023). Mindfully outraged: Mindfulness increases deontic retribution for third-party injustice. Organizational Behavior and Human Decision Processes.

Gigerenzer, G., Reb, J., & Luan, S. (2022). Smart heuristics for individuals, teams, and organizations. Annual Review of Organizational Psychology and Organizational Behavior, 9, 171–98. DOI: 10.1146/annurev-orgpsych-012420-090506. Full text

Masters-Waage, T. C., Reb, J., Tov, W., & Bandara, U. (2022). An initial examination of state and longitudinal effects of loving-kindness practice on affective and motivational states at work. Mindfulness, 13, 174–187. Full text

Wihler, A., Hüsheger, U., Reb, J., & Menges, J. (2022). It’s so boring – or is it? Examining the role of mindfulness for work performance and attitudes in monotonous jobs. Journal of Occupational and Organizational Psychology, 95(1), 131–154. Full text

Shaffakat, S., Otaye-Ebede, L., Reb, J., Chandwani, R., & Vongswasdi, P. (2022). Mindfulness attenuates both emotional and behavioral reactions following psychological contract breach: A two-stage moderated mediation model. Journal of Applied Psychology, 107(3), 425–443. Full text

Masters-Waage, T. C., Nai, J., Sim, S., Reb, J., Narayanan, J., & Tan, N. (2021). Going far together by being here now: Mindfulness increases cooperation in negotiations. Organizational Behavior and Human Decision Processes, 167, 189-205. Full text

Dietl, E., & Reb, J. (2021). Examining mindful self-regulated attention and political skill as antecedents of leader authenticity and leadership effectiveness. Human Relations, 74(4), 473-501. Full text

Howes, S. S., Kausel, E. E., Jackson, A.T., & Reb, J. (2020). When and why narcissists exhibit greater hindsight bias and less perceived learning. Journal of Management, 46(8), 1498-1528. Full text 

Reb, J., Allen, T., & Vogus, T. (2020). Mindfulness arrives at work: Deepening our understanding of mindfulness in organizations. Organizational Behavior and Human Decision Processes, 159, 1-7. Full text

Luan, S., Reb, J., & Gigerenzer, G. (2019). Ecological rationality: Fast-and-frugal heuristics for managerial decision making under uncertainty. Academy of Management Journal, 62, 1735–1759. Full text

Reb, J., Narayanan, J., Chaturvedi, S., & Kudesia, R. (2019). Leader mindfulness and employee performance: A sequential mediation model of LMX quality, interpersonal justice, and employee stress. Journal of Business Ethics, 160, 745-763. Full text

Ferris, D. L., Reb, J., Lian, H., Sim, S., & Ang, D. (2018). What goes up must… keep going up? Cultural differences in cognitive styles influence evaluations of dynamic performance. Journal of Applied Psychology, 103, 347-358. Full text

Luan, S., & Reb, J. (2017). Fast-and-frugal trees as noncompensatory models of performance-based personnel decisions. Organizational Behavior and Human Decision Processes, 141, 29–42. Full text

Reb, J., Narayanan, J., Chaturvedi, S, & Ekkirala, S. (2017). The mediating role of emotional exhaustion in the relationship of mindfulness with turnover intentions and job performance. Mindfulness, 8(3), 707-716. Full text

Reb, J., & Atkins, P. W. B. (Eds.). (2015). Mindfulness in organizations: Foundations, research, and applications. Cambridge, UK: Cambridge University Press.

Reb, J., Narayanan, J., & Ho, Z. W. (2015). Mindfulness at work: Antecedents and consequences of employee awareness and absent-mindedness. Mindfulness, 6(1), 111-122. Full text

Reb, J., Narayanan, J., & Chaturvedi, S. (2014). Leading mindfully: Two studies on the influence of supervisor trait mindfulness on employee well-being and performance. Mindfulness, 5(1), 36-45. Full text

Reb, J., & Narayanan, J. (2014). The influence of mindful attention on value claiming in distributive negotiations: Evidence from four laboratory experiments. Mindfulness, 5(6), 756-766. Full text

Connolly, T., Reb, J., & Kausel, E. E. (2013). Regret salience and accountability in the decoy effect. Judgment and Decision Making, 8(2), 136-149. Full text

Barnes, C. M., Reb, J., & Ang, D. (2012). More than just the mean: Moving to a dynamic view of performance-based compensation. Journal of Applied Psychology, 97, 711-718. Full text

Connolly, T., & Reb, J. (2012). Regret aversion in reason-based choice. Theory and Decision, 73, 35-51. DOI 10.1007/s11238-011-9269-0. Full text

Connolly, T., & Reb, J. (2012). Towards interactive, internet-based decision aid for vaccination decisions: Better information alone is not enough. Vaccine, 30, 3813-3818. Full text

Reb, J. (2010). Integrating IOOB and JDM through process-oriented research. Industrial and Organizational Psychology, 3, 445-447.

Reb, J., & Greguras, G. J. (2010). Understanding performance ratings: Dynamic performance, attributions, and rating purpose. Journal of Applied Psychology, 95, 213-220. Full text 

Reb, J., & Connolly, T. (2009). Myopic regret avoidance: Feedback avoidance and learning in repeated decision making. Organizational Behavior and Human Decision Processes, 109, 182-189. Full text

Reb, J. (2008). Regret aversion and decision process quality: Effects of regret salience on decision process carefulness. Organizational Behavior and Human Decision Processes, 105, 169-182. Full text

Brockner, J., Fishman, A. Y., Reb, J., Goldman, B., Spiegel, S., & Garden, C. (2007). Procedural fairness, outcome favorability and judgments of an authority’s responsibility. Journal of Applied Psychology, 92, 1657-1671. Full text

Reb, J., & Connolly, T. (2007). Possession, feelings of ownership, and the endowment effect. Judgment and Decision Making, 2, 107-114. Full text

Reb, J., & Cropanzano, R. (2007). Evaluating dynamic performance: The influence of salient gestalt characteristics on performance ratings. Journal of Applied Psychology, 92, 490-499. Full text

Reb, J., Goldman, B. M., Kray, L. J., & Cropanzano, R. (2006). Different wrongs, different remedies? Reactions to organizational remedies after procedural and interactional injustice. Personnel Psychology, 59, 31-64. Full text

Connolly, T., & Reb, J. (2005a). Regret in cancer-related decisions. Health Psychology, 24, S29-S34. Full text

Kray, L. J., Reb, J., Galinsky, A. D., & Thompson, L. (2004). The effect of stereotype activation on claiming and creating value in mixed-gender negotiations. Personality and Social Psychology Bulletin, 30, 399-411. Full text

Cropanzano, R., Weiss, H. M., Hale, J. M. S., & Reb, J. (2003). The structure of affect: Reconsidering the relationship between negative and positive affectivity. Journal of Management, 29, 831-857. Full text

Connolly, T., & Reb, J. (2003). Omission bias in vaccination decision: Where’s the “omission”? Where’s the “bias”? Organizational Behavior and Human Decision Processes, 91, 186-202. Full text

Michael Schaerer

Hussain, I., Pitesa, M., Thau, S., & Schaerer, M. (2023). Pay suppression in social impact contexts: How framing work around the greater good inhibits job candidate compensation demands. Organization Science.

du Plessis, C., Nguyen, M. H. B., Foulk, T., & Schaerer, M. (2023). Relative power and interpersonal trust. Journal of Personality and Social Psychology, 124(3), 567-592. 

Cyrus-Lai, W., Tierney, W., du Plessis, C., Nguyen, M. H. B., Schaerer, M., Clemente, E., Uhlmann, E. L. (2022). Avoiding bias in the search for implicit bias. Psychological Inquiry, 33(3), 203-212. 

Tey, K., Schaerer, M., Madan, N., & Swaab, R.I. (2021). The impact of concession patterns on negotiations: When and why decreasing concessions lead to a distributive disadvantage. Organizational Behavior and Human Decision Processes, 165, 153-166.

Schaerer, M., Foulk, T. A., du Plessis, C., Tu, M.-H., & Krishnan, S. (2021). Just because you're powerless doesn't mean they aren't out to get you: Low power, paranoia, and aggressive behavior. Organizational Behavior and Human Decision Processes, 165, 1-20.

Anicich, E. M., Schaerer, M., Gale, J. P., & Foulk, T. A. (2021). A fluctuating sense of power is associated with reduced well-being. Journal of Experimental Social Psychology, 92, 104057.

Schaerer, M., Schweinsberg, M., Thornley, N., & Swaab, R. I. (2020). Win-win in distributive negotiations: The affective and economic benefits of strategic offer framing. Journal of Experimental Social Psychology, 87, 103943. 

Anicich, E. M., Foulk, T., Osborne, M., Gale, J. P., & Schaerer, M. (2020). Getting back to the “new normal”: Autonomy restoration during a global pandemic. Journal of Applied Psychology, 105(9), 931-943.

Foulk, T., De Pater, I., Schaerer, M., du Plessis, C., Lee., R., & Erez, A. (2020). It’s lonely at the bottom (too): The effects of experienced powerlessness on social closeness and disengagement. Personnel Psychology, 73(2), 363-394.

Schaerer, M., Teo, L., Madan, N., & Swaab, R. I. (2020). Power and negotiation: Review of current evidence and future directions. Current Opinion in Psychology, 33, 47-51.

Schaerer, M., du Plessis, C., Yap, A.J., & Thau, S. (2018). Low power individuals in social power research: A quantitative review, theoretical framework, and empirical test. Organizational Behavior and Human Decision Processes, 149, 73-96.

Schaerer, M., Schweinsberg, M., & Swaab, R.I. (2018). Imaginary alternatives: The impact of mental simulation on powerless negotiators. Journal of Personality and Social Psychology, 115(1), 96-117.

Schaerer, M., Tost, L.P., Huang, L., Gino, F., & Larrick, R.P. (2018). Advice giving: A subtle pathway to power. Personality and Social Psychology Bulletin, 44(5), 746-761.

Schaerer, M., Kern, M., Berger, G., Medvec, V.H., & Swaab, R.I. (2018). The illusion of transparency in performance appraisals: When and why accuracy motivation explains unintentional feedback inflation. Organizational Behavior and Human Decision Processes, 144, 171-186.

Schaerer, M., Loschelder, D, & Swaab, R.I. (2016). Bargaining zone distortion in negotiations: The elusive power of multiple alternatives. Organizational Behavior and Human Decision Processes, 137, 156-171.

Loschelder, D., Friese, M., Schaerer, M., & Galinsky, A.D. (2016). The too-much precision effect: When and why precise anchors backfire with experts. Psychological Science, 27(12), 1573-1587.

Schweinsberg, M., et al. (2016). The pipeline project: Pre-publication independent replications of a single laboratory’s research pipeline. Journal of Experimental Social Psychology, 66, 55-67.

Swaab, R.I., Phillips, K.W., & Schaerer, M. (2016). Secret conversation opportunities facilitate minority influence in virtual groups: The influence on majority power, information processing, and decision quality. Organizational Behavior and Human Decision Processes, 133, 17-31.

Nina Sirola

Sirola, N. (2024). Job insecurity and well-being: Integrating life history and transactional stress theories. Academy of Management Journal.

Sirola, N. (2023). Going beyond the call of duty under conditions of economic threat: Integrating life history and social dilemma perspectives. Organizational Behavior and Human Decision Processes.

Kniffin, K. et al. (2021). COVID-19 and the workplace: Implications, issues, and insights for future research and action. American Psychologist.

Sirola, N. (2020). Individuals’ responses to economic cycles: Organizational relevance and a multilevel theoretical integration. Academy of Management Annals.

Sirola, N. (2019). Economic cycles as a source of social influences on individuals. Social and Personality Psychology Compass.

Sirola, N., Pitesa, M. (2018). The macroeconomic environment and the psychology of work evaluation. Organizational Behavior and Human Decision Processes.

Sirola, N., Pitesa, M. (2017). Economic downturns undermine workplace helping by promoting a zero-sum construal of success. Academy of Management Journal.

Hwee Hoon Tan

Ang, F. & Tan, H.H. (2016). Trust building with Chinese host country nationals. Journal of Global Mobility,  4 (1), 44-67.

Li, N. & Tan, H.H. (2013). What happens when you trust your supervisor? Mediators of individual performance in trust relationships. Journal of Organizational Behavior, 34(3), 407-425.

Wasti, S.A., Tan, H.H., & Eser, S. (2010). Antecedents of trust across foci: A comparative study of Turkey and China, Management and Organization Review, 7(2). 279-302. 

Tan. H.H. (2009). Firm-employee relationship strength – Competitive advantage through people revisited: A Commentary. Invited commentary at the Journal of Business Research. 

Tan, H.H. & Lim. A.K.H. (2009). Trust in co-workers and trust in organization. Journal of Psychology: Interdisciplinary and Applied, 143(1), 45-66. 

Tan, H.H., & Tan, M.L. (2008). Organizational citizenship behaviors and social loafing: Personality, motives and contextual factors. Journal of Psychology, 142(1), 89-108.

Sheldon, K. M. and Tan, H.H. (2007). The multiple determination of well-being: Independent effects of positive needs, traits, goals, selves, and social supports, and cultural contexts.  Journal of Happiness Studies, 8(4), 565-592. 

Rudy, D., Sheldon, K. M., Awong, T. & Tan, H.H. (2007). Autonomy, culture, and well-being:  The benefits of inclusive autonomy.  Journal of Research in Personality, 41(5), 983-1007.

Wasti, S.A., Tan, H.H., Brower, H.B., & Önder, C. (2007) Cross-cultural measurement of supervisor trustworthiness: An assessment of measurement invariance across three cultures. Leadership Quarterly, 18(5), 477-489. 

Turban, D. B., Tan, H.H., Brown, K.G. &Sheldon, K.M.  (2007)  Antecedents and consequences of perceived locus of causality.  Journal of Applied Social Psychology, 37(10), 2376-2404.

Elfenbein, H. A., Foo, M. D., White, J.B., Tan, H. H. & Aik, V.C. (2007) Reading your counterpart: The benefit of emotion recognition accuracy for effectiveness in negotiation. Journal of Nonverbal Behavior, 31, 205-223. 

Kenneth Tai

Tai, K., Keem, SJ., Lee, KY., & Kim, E. Envy Influences Interpersonal Dynamics and Team Performance: Roles of Gender Congruence and Collective Team Identification (in press). Journal of Management.

Anyi, M., Savani, K., Liu, FZ., Tai, K., & Kay, A (in press). The Mutual Constitution of Person and Culture: The Bidirectional Relationship between Individuals’ Perceived Control and Cultural Tightness-Looseness. Journal of Personality and Social Psychology. 

Tai, K., Lin, K., Lam, CK., & Wu, L. Biting the Hand That Feeds: A Status-Based Model of When and Why Receiving Help Motivates Social Undermining (in press). Journal of Applied Psychology. *The first two authors contributed equally and their authorships were determined randomly.
 
Tai, K.,* Lee, KY,* Kim, E.,* Johnson, T., Wang, W., Duffy, MK., & Kim, SS. Gender, Bottom-line Mentality, and Workplace Mistreatment:  The Roles of Gender Norm Violation and Team Gender Composition. (in press). Journal of Applied Psychology. *The first three authors contributed equally to this work and are listed in reverse alphabetical order.
 
Tai, K., Liu, YC., Pitesa, M., Lim, S., Tong, Y. K., & Arvey, R. D. (2022). Fit to be Good: Physical Fitness is Negatively Associated with Deviance. Journal of Applied Psychology, 107, 389 - 407.
 
Lim, JH., Tai, K., & Kouchaki, M. (2021). Ambivalent Bosses: An Examination of Supervisor Expressed Emotional Ambivalence on Subordinate Task Engagement. Organizational Behavior and Human Decision Processes, 165, 139 - 152.

Lim, JH., Tai, K., & Kouchaki, M. Ambivalent Bosses: An Examination of Supervisor Expressed Emotional Ambivalence on Subordinate Task Engagement. (in press) Organizational Behavior and Human Decision Processes.

Tai, K., Liu, YC., Pitesa, M., Lim, S., Tong, Y. K., & Arvey, R. D. Fit to be Good: Physical Fitness is Negatively Associated with Deviance. (in press) Journal of Applied Psychology.

Lim, J. H., Tai, K., Bamberger, P., & Morrison, E. W. (2020). Soliciting resources from others: An integrative review. Academy of Management Annals, 14, 122-159.

Zheng, X., Fehr, R., Tai, K., Narayanan, J., & Gelfand, M. J. (2015). The unburdening effects of forgiveness: Effects on slant perception and jumping height. Social Psychological and Personality Science, 6, 431-438.

Wang, C. S., Ku, G., Tai, K & Galinsky, A. D. (2014). Stupid doctors and smart construction workers: Perspective-taking reduces stereotyping of both negative and positive targets. Social Psychological and Personality Science, 5, 430-436.

Lim, S., & Tai, K. (2014). Family incivility and job performance: A moderated mediated model of core self-evaluations and psychological distress. Journal of Applied Psychology, 99, 351-359.

Wang, C. S., Tai, K., Ku, G., & Galinsky, A. D. (2014). Perspective-taking increases willingness to engage in intergroup contact. PLoS ONE 9(1): e85681. doi:10.1371/journal.pone.0085681.

Narayanan, J., Tai, K., & Kinias, Z. (2013) Power motivates interpersonal connection following social exclusion. Organizational Behavior and Human Decision Processes, 122, 257-265.

Abhijeet K. Vadera

Lim, G. J. H., Pitesa M., & Vadera, A. K. (2023). Cheating constraint decisions and discrimination against workers with lower financial standing. Organizational Behavior and Human Decision Processes, 174: 104211.

Chen, F. X., Graso, M, Aquino, K., Lin, L., Cheng, J, DeCelles, K & Vadera, A. K. (2022). The vigilante identity in organizations. Organizational Behavior and Human Decision Processes, 170: 104136.

Taiyi Yan, T., Tangirala, S., Vadera, A. K., & & Ekkirala, S. (2022). How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy. Journal of Applied Psychology, 107(4): 650-667.

Vadera, A.K., & Rao, C. P. (2021). Competition and cheating: Investigating the role of moral awareness, moral identity, and moral elevation. Journal of Organizational Behavior, 42(8): 1060-1081.

Taylor, S. G., Folger, R., Vadera, A. K., Griffith, M. D., & Letwin, C. R. (2019). Does having a bad boss make you more likely to be one yourself? Harvard Business Review. Available at https://hbr.org/2019/01/does-having-a-bad-boss-make-you-more-likely-to-be-one-yourself

Taylor, S. G., Griffith, M. D., Vadera, A. K., Folger, R., & Letwin, C. R. (2019). Breaking the cycle of abusive supervision: How disidentification and moral identity help the trickle-down change course. Journal of Applied Psychology, 104 (1): 164-182.

Zhu, L., Aquino, K., & Vadera, A.K. (2016). What makes professors credible: The effect of demographic characteristics and ideological beliefs. Journal of Applied Psychology, 101 (6): 862-880.

Vadera, A.K., & Aguilera, R.V. (2015).The evolution of vocabularies and its relation to investigation of white-collar crimes: An institutional work perspective. Journal of Business Ethics, 128 (1), 21-38.

OBHR Upcoming Events

‘I earn $300k annually’

Commenting on how younger workers are using social media to push for pay transparency, SMU Assistant Professor of Organisational Behaviour and Human Resources Shereen Fatimah said that pay transparency is a “double-edged sword” as it may give rise to discontent among workers. “When pay differentials become public information, it creates perceptions of inequalities among co-workers which could lead to resentment, disengagement at work, and a lack of collaboration among peers,” she said.
The Straits Times, 9 December 2024

'It's good to know where you stand': Younger workers are using social media to push for pay transparency

Commenting on how younger workers are using social media to push for pay transparency, SMU Assistant Professor of Organisational Behaviour and Human Resources Shereen Fatimah said that pay transparency is a “double-edged sword” as it may give rise to discontent among workers. “When pay differentials become public information, it creates perceptions of inequalities among co-workers which could lead to resentment, disengagement at work, and a lack of collaboration among peers,” she said.
Asia One Online, 3 December 2024

‘I earn $300k annually’: How younger workers are using social media to push for pay transparency

Commenting on how younger workers are using social media to push for pay transparency, SMU Assistant Professor of Organisational Behaviour and Human Resources Shereen Fatimah said that pay transparency is a “double-edged sword” as it may give rise to discontent among workers. “When pay differentials become public information, it creates perceptions of inequalities among co-workers which could lead to resentment, disengagement at work, and a lack of collaboration among peers,” she said.
The Straits Time Online, 2 December 2024

At the workplace, women who adjust their persona to be more ‘masculine’ do so at their own risk

Commenting on gender stereotypes in the workplace, SMU Associate Professor of Organisational Behaviour & Human Resources Kenneth Tai said that gender norms expect men to be assertive, controlling and confident.  By contrast, women are often expected to be gentle and sympathetic to others’ needs, he said. “Research has shown that women who behave more (rather than less) assertively are likely to be penalised, such as being perceived as more demanding, less likeable and less likely to be hired,” Assoc Prof Tai said. His research in organisational behaviour and human resources includes understanding how people cope with negative interpersonal events at the workplace. Although data from the 2022 White Paper on Singapore Women's Development showed that more women are taking on leadership roles, Assoc Prof Tai noted that female leaders are often caught in a “double bind”.
CNA Online, 29 November 2024

What can I do when co-workers underestimate my effort?

In response to a question on what one can do when co-workers underestimate their effort at work, SMU Assistant Professor of Organisational Behaviour & Human Resources Jared Nai said people often overestimate their own effort and ability. He explained, “Unless others have full visibility and monitoring of your work, chances are that they will not be able to observe and register all the effort that you have put into your work.” Asst Prof Nai also said that using results as an indicator may not be possible for many jobs where the outcomes are not as easily visible or directly attributable to individual employees, such as in human resources. He suggested that the onus is on supervisors to mindfully observe and recognise the effort workers put in, diagnose why this effort does not lead to the desired outcomes, and help to redirect workers’ efforts to obtain higher efficiency. Asst Prof Nai also advised workers to understand what outcomes are valued and work towards these outcomes.
The Straits Times, 4 November 2024

How to make a smooth transition into your golden years

In a commentary, SMU Professor of Organisational Behaviour & Human Resources (Education) Thomas Menkhoff discussed how retirement anxiety can be managed for a smooth transition into the golden years, as he reflected on his current ‘post-65 retirement appointment’ which will expire come summer 2026. This date marks both the end of his tenure and his 25th anniversary at SMU – a milestone that would typically be cause for celebration. Yet, even though he has outlived his father, he feels anxious about approaching the end of his current appointment and what may come next. He pointed out that retirement anxiety can pose a challenge for pre-retirees regardless of the colour of their collars, and discussed several approaches with the individual, corporates and society can take to manage retirement anxiety so retirees can stay intellectually and socially engaged. 
Lianhe Zaobao, 4 November 2024

What does it take to raise your child to be independent?

Commenting on the enabling behaviour of parents, SMU Senior Lecturer of Organisational Behaviour & Human Resources and Director of Undergraduate Admissions at SMU’s Lee Kong Chian School of Business Paul Lim said parents often do this out of love, “drowning our children in love”. “But this kind of love is not the kind of love we should give them. Rather, we should love them in a way that invests in their growth and gives them skills for the future.” He added, “This includes letting them experience the consequences of their actions within safe boundaries.” He further explained that as parents, we respond in such ways because we see the consequence as a “threat” rather than a “challenge” to be overcome. However, he also cautioned against swinging to the other extreme and deliberately creating uncomfortable conditions to the point where the child’s mental health and physical safety are jeopardised. 
The Straits Times, 15 September 2024

Knocking off on a Thursday? Not everyone is up for this

Commenting on the possibility of a shorter work week, SMU Assistant Professor of Organisational Behaviour & Human Resources Jared Nai believes that unless there is a mandatory regulation, employers are unlikely to shorten the work week. He noted that since the government and unions have not provided clear guidance on reducing the work week, employers can decide for themselves whether such an arrangement would be more beneficial than the potential costs.
Lianhe Zaobao, 11 August 2024

Weekly Money FM Podcasts: Which of the ‘Magnificent Seven’ stocks should you add to your portfolio?

In the second part of a two-part interview, SMU Senior Lecturer of Organisational Behaviour & Human Resources Paul Lim shared his insights on organisational resilience in times of hardship. Stressing the pivotal role of leadership during tough times, he emphasised the need for proactive strategies to “buffer the organisation”. He suggested a possible approach is to enhance collaborative communication to foster a positive and supportive workplace.
The Straits Times, 12 February 2024

Life@Work: Improving organisational resilience before the next disruption

In the second part of a two-part interview, SMU Senior Lecturer of Organisational Behaviour & Human Resources Paul Lim shared his insights on organisational resilience in times of hardship. Stressing the pivotal role of leadership during tough times, he emphasised the need for proactive strategies to “buffer the organisation”. He suggested a possible approach is to enhance collaborative communication to foster a positive and supportive workplace.
Omny/Money 89.3FM (Night Tracks), 6 February 2024

How to build resilience and thrive in the face of uncertainty?

Workforces have largely returned to pre-pandemic levels and inflation has cooled. Yet, tech companies and startups in the US continue to slash their workforce in the first weeks of 2024 after massive layoffs last year. In the first of a two-part interview, SMU Senior Lecturer of Organisational Behaviour & Human Resources Paul Lim, shares helpful tips and advice on how to bounce back from a layoff.
Money 89.3 FM, 30 January 2024

Are you paying attention? Or are you multitasking? 

In a commentary, SMU Professor of Organisational Behaviour & Human Resources Jochen Reb, Director of SMU’s Mindfulness Initiatives, shared his research findings which attested to the well-being benefits of mindfulness, and discussed the importance of attention regulation for one to be productive.
The Straits Times, 8 January 2024

New year... new job? Tips on how to optimise your search in 2024

Commenting on the job market in 2024, SMU Assistant Professor of Organisational Behaviour & Human Resources Jared Nai, said that jobs related to artificial intelligence (AI) will be in high demand. “We are witnessing a huge leap in competence, comfort and accessibility in utilising AI for all sorts of decisions and work, so companies will be looking to improve their processes and increase employee efficiency by tapping AI tools,” he said. Asst Prof Nai added, “With the surge in AI skills demand and excitement over AI, I expect to see disruptions to administrative jobs and more hiring for consultants dealing with AI transformations for clients.”
The Straits Times, 1 January 2024

Want a happier and healthier 2024? Practise being thankful, express your gratitude to others

SMU Professor of Organisational Behaviour & Human Resources Jochen Reb is the founding director of the Mindfulness Initiative @ SMU, which was started in 2013 to support research in educational and outreach projects on mindfulness, with programmes that are open to the public and corporate organisations. He said, “Gratitude is a well-researched emotion and it’s clear that experiencing it brings both mental and general health benefits, including positive affect and lower stress.” Ms Chang Ching Chen, a mindfulness-based stress reduction teacher with the Mindfulness Initiative @ SMU, explained how the brain is “wired in a way that makes people tend to go into auto-pilot mode to achieve maximum efficiency”. SMU Doctor of Philosophy (PhD) candidate in organisational behaviour and human resources Eva K Peters, whose dissertation centres around mindfulness, said she started developing the “skill” of being grateful regularly in 2019 after becoming a certified yoga teacher. She commented that practising gratitude has helped her to better navigate failures and disappointments. 
TODAY Online, 31 December 2023

Integrity is the Key to Trust

In an interview, SMU Associate Professor of Organisational Behaviour & Human Resources Tan Hwee Hoon discussed the concept of trust, defining it as the willingness to be vulnerable. Assoc Prof Tan's extensive research on trust in the workplace and cross-cultural management has revealed surprising findings, with integrity consistently emerging as the key factor. The study, spanning 20 countries, demonstrates that trust directly impacts productivity, emphasising the universal significance of integrity in fostering trust. Assoc Prof Tan also provided insights for Western-oriented managers engaging with Southeast Asian stakeholders, emphasising the importance of building relationships within in-groups. 
Essential Online, 28 November 2023

Keeping fit to curb workplace deviance

SMU Associate Professor of Organisational Behaviour & Human Resources Kenneth Tai has co-authored research informing the cost-benefit analysis of the relationship between economic production and physical fitness by uncovering a significant but overlooked cost associated with low physical fitness – deviance. He explained the reasons for deviant workplace behaviour, and shared why he and his co-authors see a solution in maintaining physical fitness. 
Phys Org Online, 28 November 2023

More can be done to tackle mental health biases, say experts

Sharing his views on how mental health discrimination at work can be tackled, SMU Professor of Organisational Behaviour & Human Resources Jochen Reb said that beyond incentivising organisations to try harder to avoid biased practices so as not to be penalised, legislation can express a society’s values by signalling what it cares about. “This can lead to organisations incorporating these values as part of their cultures, thus leading to less discrimination,” he said.
The Straits Times, 4 September 2023

Making sustainability part of university DNA

In a commentary, SMU Professor of Organisational Behaviour & Human Resources (Education) Thomas Menkhoff and SMU Adjunct Teaching Mentor Kevin Cheong discussed about their case study, Enhancing the Sustainability DNA of Singapore’s Gardens by the Bay through Induction Training. They highlighted the need to embed green practices into every aspect, and every member, of the institution, starting from induction training, to make meaningful change so that sustainability becomes part of an organisation's DNA. They shared how SMU does this by engaging with stakeholders and partners to further the discourse on sustainability through initiatives such as its sustainability blueprint, professional training that links career advice to sustainability, and postgraduate courses to equip students with key competencies for future green jobs across industries and sectors. They also offered suggestions on how organisations can integrate sustainability DNA into their operations and create meaningful change.
Times Higher Education Online, 11 August 2023

'Deeper than expected': Barbie film's female empowerment theme resonates with S'porean youth, leaves some craving more women-led content

Experts have pointed out that the persistence of gender inequality in Singapore society fuels demand for films like Barbie. SMU Associate Professor of Organisational Behaviour and Human Resources Michael Schaerer said that while in Singapore the gender pay gap has narrowed over time and women’s participation in the workforce has gradually increased, there is still “more work to be done”. In addition to its success in marketing and representation of women’s issues, Assoc Prof Schaerer said that there are also other aspects, such as the nostalgic value of the Barbie brand, the intergenerational themes that attract both adults and children, as well as popular actors Margot Robbie and Ryan Gosling attracting their own independent fanbases that has also contributed to the film’s success.
TODAY Online, 29 July 2023

Job applicants can support a company’s mission – and still ask for more money

Research conducted by SMU Associate Professors of Organisational Behaviour & Human Resources Marko Pitesa and Michael Schaerer, among others, found that job seekers appeared less inclined to negotiate salaries in roles framed with social impact language, due to fear of seeming selfish. The researchers propose that companies could mitigate this effect by emphasising pay transparency and objectivity in salary setting. This study challenges the conventional view that passion and pay are mutually exclusive in the job market.
The Wall Street Journal Online, 8 June 2023

About Us

The Organisational Behaviour and Human Resources (OBHR) Society is made up of students who are passionate about OBHR. The OBHR Society creates a network of people for people, and has established a quadripartite relationship with various relevant constituencies – Students, Faculty, Alumni and Industry.

Our Objectives

• Serve fundamentally as the voice of OBHR students to SMU Administrative and Faculty communities
• Create and maintain the relationship with these constituencies to benefit the student community
• Organize networking events and activities to promote OBHR as a major and foster closer bonds among OBHR students  

Our Members

All students who have declared OBHR as their 1st or 2nd major will automatically be enrolled into the membership and affiliation of the Society.

Events for AY24/25

• Welfare Drive, October 2024
• Alumni Networking Night, December 2024
• HRising Symposium 2024, March 2025

The OBHR Society also organizes frequent company fireside chats and information sessions, provides info about internships, etc. Please join the OBHR Society Telegram Group for regular announcements

Yearbook

Click here to view the 15th OBHR Society Yearbook (AY23/24).

OBHR Society Exco

Click here to meet our 16th Exco.

OBHR and The OBHR Major

Video produced by the OBHR Society 13th Exco

Contact Us

OBHR Society enjoys open communication with all interested parties in order to enhance the learning environment for students and strengthen relationships with all constituencies. Feel free to contact us at obhrsociety@sa.smu.edu.sg for any course/major-related advice, general queries or suggestions for improvement.

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OBHR Electives presently scheduled to be offered in upcoming terms are as follows:  ​​​​​​​

2024-25, Term 1

For the most updated and accurate list of OBHR courses offered and their course attributes.

Please go to OASIS > BOSS > Courses & Schedules > Browse Course Catalogue