Susan Brodt - Academia.edu (original) (raw)
Papers by Susan Brodt
Encyclopedia of Industrial and Organizational Psychology
Proceedings - Academy of Management, Aug 1, 2023
Proceedings - Academy of Management, Aug 1, 2018
Organizations are rife with paradox, defined as the seemingly contradictory yet interdependent fo... more Organizations are rife with paradox, defined as the seemingly contradictory yet interdependent forces that persistently surface, often across organizational levels (Smith & Lewis, 2011). This prese...
Social Cognition, 1998
A field study methodology was used to study the role that stereotyping and prototypicality assess... more A field study methodology was used to study the role that stereotyping and prototypicality assessment play in overconfident social prediction. Preliminary research verified the existence of distinct stereotypes about inhabitants of two campus residences, generated suitable behavioral prediction items relevant to those stereotypes, and demonstrated that those stereotypes afforded some predic tive validity for residents in general and self-described prototypic residents in particular. Our principal study demonstrated that other students on campus, responding only to targets' photographs and residences, made predictions with greater subjective confidence than justified by their objective accuracy. Such overconfidence, however, resulted less from using stereotypes than from abandon ing such stereotypes on the basis of dubiously valid (i.e., appearance-based) impressions about residents' prototypicality. The participants general tendency to express high confidence, even for counter-stereotypic predictions, and their inabil ity to distinguish items offering high versus low stereotype validity also contributed significantly to the overconfidence phenomenon. Theoretical implications and limitations of the present methodology and results are discussed. Common experience and a great deal of research reveals that people make heavy use of social stereotypes in predicting each other's personal characteristics and behavior (
International Journal of Cross Cultural Management
This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective... more This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies ( N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and cu...
… in Personnel and …, 2008
Page 1. BEYOND KNOWLEDGE SHARING: WITHHOLDING KNOWLEDGE AT WORK Jane Webster, Graham Brown, David... more Page 1. BEYOND KNOWLEDGE SHARING: WITHHOLDING KNOWLEDGE AT WORK Jane Webster, Graham Brown, David Zweig, Catherine E. Connelly, Susan Brodt and Sim Sitkin ABSTRACT This chapter discusses why employees keep their knowledge to themselves. ...
papers.ssrn.com, 2023
... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetc... more ... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetcharasopon (University of Waterloo) Terri Lituchy (Concordia University) Michelle Lowe ... using a 7-item measure by van Dick, van Knippenberg, Hagele, Guillaume & Brodbeck (2008). This ...
papers.ssrn.com, 2023
... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetc... more ... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetcharasopon (University of Waterloo) Terri Lituchy (Concordia University) Michelle Lowe ... using a 7-item measure by van Dick, van Knippenberg, Hagele, Guillaume & Brodbeck (2008). This ...
Academy of Management Proceedings
Mit Sloan Management Review, 2001
Información del artículo How Assumptions of Consensus Undermine Decision Making.
Thesis (Ph. D.)--Stanford University, 1987.
Discusses the role of shared information and information sharing in the negotiation process. It i... more Discusses the role of shared information and information sharing in the negotiation process. It is suggested that negotiation is fundamentally a social process of building mutual understanding among parties. The negotiation dyad or group occupies center stage in this analysis, and group research is used for theoretical inspiration. The authors introduce their proposal of negotiation as collective construal. This proposal hinges on the concept of collective cognition. Support for this concept comes from research traditions in social cognition and group dynamics. The authors discuss these 2 traditions and their relevance to their proposal, and then marshal empirical support for collective construal and its implications for information sharing in negotiation. Six studies highlight different aspects of the process of creating a shared understanding in negotiation and its effects on information sharing. The chapter concludes with a discussion of the implications of this new approach for ...
SSRN Electronic Journal, 2000
ABSTRACT Members of decision making groups often fail to share unique information, preferring ins... more ABSTRACT Members of decision making groups often fail to share unique information, preferring instead to discuss information already held by others in the group. One explanation for this is that groups exert normative pressure, which increases group members' desire to validate their views and feel part of the group, often at the expense of decision quality. We report the results of an experiment using geographically distributed groups, which provide an innovative research paradigm. Working in electronic chat-rooms, distributed groups had access (or not) to a "whispering" feature that allowed for one-on-one conversations between group members unbeknownst to the rest of the group. This created a viable tool for overcoming social concerns, and enhancing information sharing and decision quality. As predicted, whispering groups shared more critical (unique) information and made better decisions than did non-whispering groups. Whispering technology helped the flow of unique information, especially conflicting information, which is often suppressed in discussions because of its potential to engender conflict within the group. Additionally, whispering worked indirectly; instead of whispering about unique facts, group members whispered about non-task topics, which serves a social function and supports relationships and interpersonal connections. Results are discussed in light of implication for theory, research, and practice.
In this article, we propose that blog communities can enhance knowledge transfer in organization.... more In this article, we propose that blog communities can enhance knowledge transfer in organization. They do so by shaping bloggers' group (subordinate) and organizational (superordinate) identities, which affect knowledge sharing between members of different work-groups in an organization. Building on existing research on psychological identity and on knowledge transfer, we make the case for the benefits of integrating these two research streams; more important, we identify blogging communities as factors in shaping individuals' identities and potentially facilitating knowledge transfer within organizations.
SSRN Electronic Journal, 2000
ABSTRACT This paper examines interpersonal trust, trust violation, and repair in the context of w... more ABSTRACT This paper examines interpersonal trust, trust violation, and repair in the context of workgroups, drawing on balance theory (Heider, 1958). We offer three unique insights. First, in analyzing dyadic processes, we incorporate connections between the dyad and others in the group; this change of focus reveals new questions about the repair process, such as questions about the role of fellow group members in facilitating or hindering trust repair. Second, we focus on tensions within a group that arise from trust violations between two group members, assuming that trust violations necessarily affect others in the group, not just the two involved in the violation. Finally, we assume that imbalanced states are both aversive and unstable, and that the system (group) seeks balance. Thus, at the heart of our approach to trust repair in groups is the assumption that groups serve to create and maintain interpersonal trust. In addition to developing these ideas, we offer a set of propositions to guide research.
The study of group decision and negotiation is intensely multidisciplinary. Researchers from psyc... more The study of group decision and negotiation is intensely multidisciplinary. Researchers from psychology, organizational behavior, operations research, and other disciplines bring their perspectives to bear on the topic. More important, they also bring their distinct methodologies. As pointed out, it is quite rare for scientific communities to approach a subject from incompatible viewpoints. This special issue, however, showcases the diverse and innovative approaches represented within our unusual research community.
Encyclopedia of Industrial and Organizational Psychology
Proceedings - Academy of Management, Aug 1, 2023
Proceedings - Academy of Management, Aug 1, 2018
Organizations are rife with paradox, defined as the seemingly contradictory yet interdependent fo... more Organizations are rife with paradox, defined as the seemingly contradictory yet interdependent forces that persistently surface, often across organizational levels (Smith & Lewis, 2011). This prese...
Social Cognition, 1998
A field study methodology was used to study the role that stereotyping and prototypicality assess... more A field study methodology was used to study the role that stereotyping and prototypicality assessment play in overconfident social prediction. Preliminary research verified the existence of distinct stereotypes about inhabitants of two campus residences, generated suitable behavioral prediction items relevant to those stereotypes, and demonstrated that those stereotypes afforded some predic tive validity for residents in general and self-described prototypic residents in particular. Our principal study demonstrated that other students on campus, responding only to targets' photographs and residences, made predictions with greater subjective confidence than justified by their objective accuracy. Such overconfidence, however, resulted less from using stereotypes than from abandon ing such stereotypes on the basis of dubiously valid (i.e., appearance-based) impressions about residents' prototypicality. The participants general tendency to express high confidence, even for counter-stereotypic predictions, and their inabil ity to distinguish items offering high versus low stereotype validity also contributed significantly to the overconfidence phenomenon. Theoretical implications and limitations of the present methodology and results are discussed. Common experience and a great deal of research reveals that people make heavy use of social stereotypes in predicting each other's personal characteristics and behavior (
International Journal of Cross Cultural Management
This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective... more This article introduces the concept of cultural mosaic beliefs (CMBs) as a component of effective multicultural work groups. Building on theories of group diversity and self-verification, and responding to calls to understand moderators that explain the impact of group diversity on performance outcomes, we conceptualize CMBs as a psychological climate that individual group members perceive to promote the recognition, acceptance and expression, and utilization of cultural diversity (values, traditions, and practices) in their work. We also propose that CMBs might attenuate conflict that can sometimes characterize culturally diverse work groups distinguishing groups that falter from those that flourish and benefit from the informational and other potential advantages associated with their diverse cultural composition. In a series of five studies ( N = 1119), we develop a 17-item CMB scale comprised of three factors: perceived group diversity, cultural acceptance and expression, and cu...
… in Personnel and …, 2008
Page 1. BEYOND KNOWLEDGE SHARING: WITHHOLDING KNOWLEDGE AT WORK Jane Webster, Graham Brown, David... more Page 1. BEYOND KNOWLEDGE SHARING: WITHHOLDING KNOWLEDGE AT WORK Jane Webster, Graham Brown, David Zweig, Catherine E. Connelly, Susan Brodt and Sim Sitkin ABSTRACT This chapter discusses why employees keep their knowledge to themselves. ...
papers.ssrn.com, 2023
... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetc... more ... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetcharasopon (University of Waterloo) Terri Lituchy (Concordia University) Michelle Lowe ... using a 7-item measure by van Dick, van Knippenberg, Hagele, Guillaume & Brodbeck (2008). This ...
papers.ssrn.com, 2023
... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetc... more ... Susan Brodt (Queen's University) Wendi Adair (University of Waterloo) Pylin Chuapetcharasopon (University of Waterloo) Terri Lituchy (Concordia University) Michelle Lowe ... using a 7-item measure by van Dick, van Knippenberg, Hagele, Guillaume & Brodbeck (2008). This ...
Academy of Management Proceedings
Mit Sloan Management Review, 2001
Información del artículo How Assumptions of Consensus Undermine Decision Making.
Thesis (Ph. D.)--Stanford University, 1987.
Discusses the role of shared information and information sharing in the negotiation process. It i... more Discusses the role of shared information and information sharing in the negotiation process. It is suggested that negotiation is fundamentally a social process of building mutual understanding among parties. The negotiation dyad or group occupies center stage in this analysis, and group research is used for theoretical inspiration. The authors introduce their proposal of negotiation as collective construal. This proposal hinges on the concept of collective cognition. Support for this concept comes from research traditions in social cognition and group dynamics. The authors discuss these 2 traditions and their relevance to their proposal, and then marshal empirical support for collective construal and its implications for information sharing in negotiation. Six studies highlight different aspects of the process of creating a shared understanding in negotiation and its effects on information sharing. The chapter concludes with a discussion of the implications of this new approach for ...
SSRN Electronic Journal, 2000
ABSTRACT Members of decision making groups often fail to share unique information, preferring ins... more ABSTRACT Members of decision making groups often fail to share unique information, preferring instead to discuss information already held by others in the group. One explanation for this is that groups exert normative pressure, which increases group members' desire to validate their views and feel part of the group, often at the expense of decision quality. We report the results of an experiment using geographically distributed groups, which provide an innovative research paradigm. Working in electronic chat-rooms, distributed groups had access (or not) to a "whispering" feature that allowed for one-on-one conversations between group members unbeknownst to the rest of the group. This created a viable tool for overcoming social concerns, and enhancing information sharing and decision quality. As predicted, whispering groups shared more critical (unique) information and made better decisions than did non-whispering groups. Whispering technology helped the flow of unique information, especially conflicting information, which is often suppressed in discussions because of its potential to engender conflict within the group. Additionally, whispering worked indirectly; instead of whispering about unique facts, group members whispered about non-task topics, which serves a social function and supports relationships and interpersonal connections. Results are discussed in light of implication for theory, research, and practice.
In this article, we propose that blog communities can enhance knowledge transfer in organization.... more In this article, we propose that blog communities can enhance knowledge transfer in organization. They do so by shaping bloggers' group (subordinate) and organizational (superordinate) identities, which affect knowledge sharing between members of different work-groups in an organization. Building on existing research on psychological identity and on knowledge transfer, we make the case for the benefits of integrating these two research streams; more important, we identify blogging communities as factors in shaping individuals' identities and potentially facilitating knowledge transfer within organizations.
SSRN Electronic Journal, 2000
ABSTRACT This paper examines interpersonal trust, trust violation, and repair in the context of w... more ABSTRACT This paper examines interpersonal trust, trust violation, and repair in the context of workgroups, drawing on balance theory (Heider, 1958). We offer three unique insights. First, in analyzing dyadic processes, we incorporate connections between the dyad and others in the group; this change of focus reveals new questions about the repair process, such as questions about the role of fellow group members in facilitating or hindering trust repair. Second, we focus on tensions within a group that arise from trust violations between two group members, assuming that trust violations necessarily affect others in the group, not just the two involved in the violation. Finally, we assume that imbalanced states are both aversive and unstable, and that the system (group) seeks balance. Thus, at the heart of our approach to trust repair in groups is the assumption that groups serve to create and maintain interpersonal trust. In addition to developing these ideas, we offer a set of propositions to guide research.
The study of group decision and negotiation is intensely multidisciplinary. Researchers from psyc... more The study of group decision and negotiation is intensely multidisciplinary. Researchers from psychology, organizational behavior, operations research, and other disciplines bring their perspectives to bear on the topic. More important, they also bring their distinct methodologies. As pointed out, it is quite rare for scientific communities to approach a subject from incompatible viewpoints. This special issue, however, showcases the diverse and innovative approaches represented within our unusual research community.