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"Data, Methods and Theory in the Organizational Sciences explores the long-term evolution and changing relationships between data, methods, and theory in the organizational sciences and suggests new ways of thinking about the role of each in the development and presentation of research in organizations"--

"How Groups Encourage Misbehavior explores the psychological and social processes by which groups develop a tolerance for and even encourage misbehavior. Drawing from decades of research on social, cognitive and organizational psychology, as well as a deep well of historical research, this book shows how commitment to groups, organizations and movements can turn moral individuals into amoral agents. Pulling together what have been traditionally distinct areas of study, How Groups Encourage Misbehavior provides a detailed and unified account of how good organizations go bad and how groups of all types can push otherwise honest and upright individuals to behave in ways that violate laws and social norms. This text describes how social norms, rationalization, the characteristics of formal and informal groups, attachment to groups and organizations, and the structure of organizational life can all contribute to misbehavior. Each chapter includes one or more sidebar discussions of relevant and interesting examples to illustrate the ways groups and organizations encourage and support misbehavior. The final two chapters discuss how many of these same attributes and processes can be used to encourage positive behaviors and foster recovery from dysfunctional and corrupt cultures and modes of behavior. A valuable text for a broad range of psychology courses, How Groups Encourage Misbehavior will especially appeal to practitioners, scholars, and students interested in ethics in organizations and the intersection between social psychology and organizational behavior"--

The effects of rating scale formats on several indices of the usefulness of performance appraisal for employee development were examined. The job performance of 96 police officers was rated using simple graphic scales or one of two behaviorally oriented rating formats: behaviorally anchored rating scales (BARS) and behavior observation scales (BOS). As predicted, ratees' satisfaction with performance appraisal was highest and their perceptions of performance goals most favorable when using BOS. In addition, performance improvement goals for officers rated using BOS were judged by experts to be most observable and specific. Contrary to the authors' predictions, graphic rating scales were generally as good as BOS and as good as or better than BARS when evaluated in terms of ratee attitudes and goal characteristics. The results suggest that different behaviorally-oriented rating formats can enhance or inhibit the developmental applications of performance appraisal.

AbstractMurphy and DeNisi's review suggested that the links between age and personnel decisions in organizations were generally weak and inconsistent and, on this basis, suggested that the effects of age stereotypes on these decisions might not be large. Fourteen papers commented on the evidence and arguments offered by Murphy and DeNisi. In our response, we comment on three broad themes running though this set of papers. First, several papers challenged the description of age effects as small and argued that age stereotypes can have negative effects and that older workers can be disadvantaged in the workplace. We fully agree but note that the size of the effects shown in our review and in the research cited by these commentaries effectively rules out the hypothesis that age stereotypes are consistently and strongly negative and that they have large effects in personnel decisions. Second, both context factors and intersectionality are suggested as potential moderators of age stereotype effects. We believe that progress in this area requires the development of specific models of these effects, and we offer examples. Third, many papers highlighted the challenges in studying age stereotype effects, in particular the failure of many studies to measure the stereotypes held by decision makers or to rule out factors unrelated to age stereotypes. We thus offer suggestions for improving age stereotype research.