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Papers by yair noam
Journal of Organizational Behavior, 2019
is an associate professor and the head of the Human Services Department in the faculty of social ... more is an associate professor and the head of the Human Services Department in the faculty of social welfare and health sciences at the University of Haifa. He conducts research on organizational climate, leadership, stress, and organizational interventions. He received his PhD from the Faculty of Management at the Technion-Israel Institute of Technology. His studies have been published in scientific and professional journals and adopted by practitioners in a number of organizations. His recent work focuses on social network analysis, leadership, and organizational climate, with an emphasis on safety and service quality.
The Journal of applied psychology, Jan 18, 2016
Promotion decisions focus primarily on the successes of those selected, with surprisingly little ... more Promotion decisions focus primarily on the successes of those selected, with surprisingly little attention given to the outcomes of those rejected. Negative emotional reactions among rejected candidates, for example, may motivate retaliations against the organization in the form of counterproductive work behaviors (CWBs). Indeed, in a sample of 568 military officer training candidates, we found a greater incidence of CWB among rejected versus accepted candidates, which peaked within 6 months after promotion decisions were made ( = .44) and gradually decreased thereafter. We also found that overt integrity moderated the relationship between promotion decisions and CWB, whereby rejected candidates with high levels of integrity engaged in less CWB than did rejected candidates with low integrity. Practical implications for mitigating CWB in cases of nonpromotion and considerations for more accurately evaluating the utility of promotion decisions are discussed. (PsycINFO Database Record
Journal of Occupational and Organizational Psychology, 2015
Gross, Carr, Reichman, Abdul-Nasiru, and Oestereich's (2017) article argues that industrial and o... more Gross, Carr, Reichman, Abdul-Nasiru, and Oestereich's (2017) article argues that industrial and organizational (I-O) psychology has a limited perspective that rarely goes beyond the specific professional populations in formal economies of high-income countries-a perspective they refer to as a POSH
Journal of Organizational Behavior, 2019
is an associate professor and the head of the Human Services Department in the faculty of social ... more is an associate professor and the head of the Human Services Department in the faculty of social welfare and health sciences at the University of Haifa. He conducts research on organizational climate, leadership, stress, and organizational interventions. He received his PhD from the Faculty of Management at the Technion-Israel Institute of Technology. His studies have been published in scientific and professional journals and adopted by practitioners in a number of organizations. His recent work focuses on social network analysis, leadership, and organizational climate, with an emphasis on safety and service quality.
The Journal of applied psychology, Jan 18, 2016
Promotion decisions focus primarily on the successes of those selected, with surprisingly little ... more Promotion decisions focus primarily on the successes of those selected, with surprisingly little attention given to the outcomes of those rejected. Negative emotional reactions among rejected candidates, for example, may motivate retaliations against the organization in the form of counterproductive work behaviors (CWBs). Indeed, in a sample of 568 military officer training candidates, we found a greater incidence of CWB among rejected versus accepted candidates, which peaked within 6 months after promotion decisions were made ( = .44) and gradually decreased thereafter. We also found that overt integrity moderated the relationship between promotion decisions and CWB, whereby rejected candidates with high levels of integrity engaged in less CWB than did rejected candidates with low integrity. Practical implications for mitigating CWB in cases of nonpromotion and considerations for more accurately evaluating the utility of promotion decisions are discussed. (PsycINFO Database Record
Journal of Occupational and Organizational Psychology, 2015
Gross, Carr, Reichman, Abdul-Nasiru, and Oestereich's (2017) article argues that industrial and o... more Gross, Carr, Reichman, Abdul-Nasiru, and Oestereich's (2017) article argues that industrial and organizational (I-O) psychology has a limited perspective that rarely goes beyond the specific professional populations in formal economies of high-income countries-a perspective they refer to as a POSH