Stefan Thau
Biographic Data
| ID | 199808 |
|---|---|
| NAME | Stefan Thau |
| GIVEN NAMES | Stefan |
| FAMILY NAME | Thau |
| SIGNATURE | THAU S |
| AFFILIATIONS | London Business School |
| ORCID | 0000-0001-6117-9401 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 131 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 4 |
Research-Problem Validity in Primary Research: Precision and Transparency in Characterizing Past Knowledge
Four validity types evaluate the approximate truth of inferences communicated by primary research. However, current validity frameworks ignore the truthfulness of empirical inferences that are central to research-problem statements. Problem statements contrast a review of past research with other knowledge that extends, contradicts, or calls into question specific features of past research. Authors communicate empirical inferences, or quantitativ…
Is research in social psychology politically biased? Systematic empirical tests and a forecasting survey to address the controversy
The present investigation provides the first systematic empirical tests for the role of politics in academic research. In a large sample of scientific abstracts from the field of social psychology, we find both evaluative differences, such that conservatives are described more negatively than liberals, and explanatory differences, such that conservatism is more likely to be the focus of explanation than liberalism. In light of the ongoing debate …
Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs
People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that…
Unethical for the sake of the group: Risk of social exclusion and pro-group unethical behavior.
This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk…
Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice.
Two competing explanations for deviant employee responses to supervisor abuse are tested. A self-gain view is compared with a self-regulation impairment view. The self-gain view suggests that distributive justice (DJ) will weaken the abusive supervision-employee deviance relationship, as perceptions of fair rewards offset costs of abuse. Conversely, the self-regulation impairment view suggests that DJ will strengthen the relationship, as experien…
How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective
Workplace Victimization: Aggression from the Target's Perspective
This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm to their intended target. We compare several types of victimizing behaviors that have been introduced into the organizational psychology literature to illustrate differences and similarities among them. We then review studies looking at who is li…
How Employee Race Moderates the Relationship Between Non-Contingent Punishment and Organizational Citizenship Behaviors: A Test of the Negative Adaptation Hypothesis
The relationship between trust, attachment, and antisocial work behaviors
Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in an organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to which employees feel attached to the organization and/or its members. Study 1 showed that perceptions of workgroup cohesion mediate the relationship between trust in senior management and antisocial work be…
A grotesque and dark beauty: How moral identity and mechanisms of moral disengagement influence cognitive and emotional reactions to war
Why should I be generous when I have valued and accessible alternatives? Alternative exchange partners and OCB
An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of per…
Workplace Victimization: Aggression from the Target's Perspective
This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm to their intended target. We compare several types of victimizing behaviors that have been introduced into the organizational psychology literature to illustrate differences and similarities among them. We then review studies looking at who is li…
A grotesque and dark beauty: How moral identity and mechanisms of moral disengagement influence cognitive and emotional reactions to war
The relationship between trust, attachment, and antisocial work behaviors
Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in an organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to which employees feel attached to the organization and/or its members. Study 1 showed that perceptions of workgroup cohesion mediate the relationship between trust in senior management and antisocial work be…
Is research in social psychology politically biased? Systematic empirical tests and a forecasting survey to address the controversy
The present investigation provides the first systematic empirical tests for the role of politics in academic research. In a large sample of scientific abstracts from the field of social psychology, we find both evaluative differences, such that conservatives are described more negatively than liberals, and explanatory differences, such that conservatism is more likely to be the focus of explanation than liberalism. In light of the ongoing debate …
Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs
People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that…
Why should I be generous when I have valued and accessible alternatives? Alternative exchange partners and OCB
An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of per…
How Employee Race Moderates the Relationship Between Non-Contingent Punishment and Organizational Citizenship Behaviors: A Test of the Negative Adaptation Hypothesis
Why should I be generous when I have valued and accessible alternatives? Alternative exchange partners and OCB
An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of per…
A grotesque and dark beauty: How moral identity and mechanisms of moral disengagement influence cognitive and emotional reactions to war
The relationship between trust, attachment, and antisocial work behaviors
Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in an organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to which employees feel attached to the organization and/or its members. Study 1 showed that perceptions of workgroup cohesion mediate the relationship between trust in senior management and antisocial work be…
Workplace Victimization: Aggression from the Target's Perspective
This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm to their intended target. We compare several types of victimizing behaviors that have been introduced into the organizational psychology literature to illustrate differences and similarities among them. We then review studies looking at who is li…
How Employee Race Moderates the Relationship Between Non-Contingent Punishment and Organizational Citizenship Behaviors: A Test of the Negative Adaptation Hypothesis
How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective
Self-gain or self-regulation impairment? Tests of competing explanations of the supervisor abuse and employee deviance relationship through perceptions of distributive justice.
Two competing explanations for deviant employee responses to supervisor abuse are tested. A self-gain view is compared with a self-regulation impairment view. The self-gain view suggests that distributive justice (DJ) will weaken the abusive supervision-employee deviance relationship, as perceptions of fair rewards offset costs of abuse. Conversely, the self-regulation impairment view suggests that DJ will strengthen the relationship, as experien…
Unethical for the sake of the group: Risk of social exclusion and pro-group unethical behavior.
This research tested the idea that the risk of exclusion from one's group motivates group members to engage in unethical behaviors that secure better outcomes for the group (pro-group unethical behaviors). We theorized that this effect occurs because those at risk of exclusion seek to improve their inclusionary status by engaging in unethical behaviors that benefit the group; we tested this assumption by examining how the effect of exclusion risk…
Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs
People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that…
Is research in social psychology politically biased? Systematic empirical tests and a forecasting survey to address the controversy
The present investigation provides the first systematic empirical tests for the role of politics in academic research. In a large sample of scientific abstracts from the field of social psychology, we find both evaluative differences, such that conservatives are described more negatively than liberals, and explanatory differences, such that conservatism is more likely to be the focus of explanation than liberalism. In light of the ongoing debate …
Research-Problem Validity in Primary Research: Precision and Transparency in Characterizing Past Knowledge
Four validity types evaluate the approximate truth of inferences communicated by primary research. However, current validity frameworks ignore the truthfulness of empirical inferences that are central to research-problem statements. Problem statements contrast a review of past research with other knowledge that extends, contradicts, or calls into question specific features of past research. Authors communicate empirical inferences, or quantitativ…
Psychology (10 works) · Social Psychology (10 works) · Social and Intergroup Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Organizational commitment (3 works) · Perception (3 works) · Abusive supervision (2 works) · Computer Science (2 works) · Deviance (statistics) (2 works)