Questions and Answers of Clinical Psychology

Examine the details of contracts, both internal and external to the firm, and their impact on boundary decisions.
Explore situations and conditions where firms can transact successfully without the need for governance structures.
Look at the range of demographic differences in managerial opportunistic behavior during contracting events and their influence on organizational performance.
Compare governance choices and firm performance for partnerships versus nonpartnerships.
Explore how contracts are written that manage both governance and production problems both internally and externally.
Examine how firms respond when they perceive that their transactions are misaligned.
Look at how firms align their transactions to accomplish multiple goals.
Explore organizational performance differences for purposeful versus random governance choice.
Compare similarities and differences in single-party cost minimization efforts versus relational governance cost minimization efforts.
Examine the relative importance of various transaction dimensions and their impact on organizational behaviors and governance choices.
Examine which approaches for challenging rules result in the most significant changes to routines and structures over time.
Study the extent to which employees understand the rules and resources for day-to-day behaviors.
Examine why people do not make use of organizational benefits, such as vacation time, even though those benefits are approved of.
Look at the influence of conflicting structures (signification, domination, and legitimation) on performance of routines.
Explore types of communication needed to influence production of routines, thus creating a sense of safety, self-identity, and esteem.
Examine the characteristics of individuals that helped bring about the most significant changes to social structures.
Create a classification of critical situations or disruptive events that resulted in changes to routinized behaviors in structures.
Look at how semantic rules, moral norms, and authorization and allocation of resources change over time in societies.
Compare the influence of local societies versus global ad hoc collectives and the interplay of individual agents on behaviors.
Explore how unacceptable social behaviors, such as rudeness and lack of privacy, have become acceptable over time.
Examine ways in which societies, organizations, or individuals abolish and replace old routines.
Examine the effects of variation in the rate of firm reorganization and contingencies on organizational performance variables.
Explore variations in fit and misfit, systems fit and misfit, holistic fit and misfit, and information technology in terms of firm success.
Across a range of organizations, examine how environment, managerial choice, and chance influence organizational structure.
Compare successes and failures in transplanting organizational structures from the private to the nonprofit sector.
Explore the impact of differences in front-office versus backoffice structures on MNC performance and effectiveness measures.
Examine the complementarity of informal and formal structures on the effectiveness of organizational success measures.
Study how developments in technology have led to greater numbers of globalized and offshore organizational structures.
Look at how the unsuccessful structuring of outsourcing ventures has led to organizations’ bringing those activities back in-house.
Explore why researchers advocate increasingly more complex structures, yet practitioners still tend to rely on much simpler methods and structures.
Examine how the task environment of contracting parties influences the effectiveness of different contract types.
Look at the extent to which there are conflicts and similarities between stakeholder and shareholder interests.
Examine the relationship between what managers do and why they do it, with regard to meeting the needs of stakeholders.
Look at the variations in behaviors of high- versus lowdiscretion managers in terms of firm social and financial performance.
Explore the dynamics of managerial discretion, orientation, and stakeholder behavior.
Examine the full relationships among stakeholder attributes, stakeholder salience, and firm social and financial performance.
Study how firms simultaneously manage competing stakeholder demands from multiple stakeholder sources.
Examine how firms create a single-value objective function through which stakeholder interests are subordinated to the firm’s interests.
Look at how stakeholders assess value created for them by organizations.
Create a typology of how organizations create value for stakeholders.
Explore the process through which firms learn about salient stakeholder interests and how firms prioritize those interests.
Examine the point at which shareholders leave when firms sacrifice too much financially for the sake of stakeholder interests.
Explore universal characteristics of random versus nonrandom social networks.
Study the way that people rationalize and maintain their relationships within competing and opposing networks.
Look at competition and cooperation among networks and how networks support and/or harm each other.
Explore network duration, such as how social networks form, grow, change, adapt, and finally die out over time.
Examine the range of strangers, newcomers, acquaintances, friends, and intimates as being simultaneously near and far, familiar and foreign.
Compare cross-national, cross-cultural versus same-country, same-culture aspects of social networks.
Look at the range in the number of strong and weak ties and methods used by people to manage and maintain those ties, and the impact of the number of ties on attitudes and behaviors.
Explore the range in the strength of ties among people and the causes for that range of strength, such as individual differences.
Examine the similarities and differences among strong and weak, positive and negative, and symmetrical and asymmetrical ties among individuals in social networks, and their impact on outcomes.
Compare direct versus indirect managerial influences on employees’ social networks and behaviors.
Investigate how identity distress can influence attitudes and performance in the workplace and in other settings.
Explore undesirable behavior that can occur as a result of negative social identity perceptions in organizations.
Examine how social identities change and adapt over time, age, experience, and life stage of the individual.
Investigate how people make sense of their competing versus their cooperating social identities.
Explore how static versus dynamic context and setting influence individual social identities.
Examine how people maintain and regulate multiple, simultaneous social identities and how that influences behavior.
Study the meaning and value of membership in groups and how that influences in-group and out-group attitudes and behaviors.
Look at differences in performance between short-term artificial groups and long-term, real-life, interactive groups.
Explore how people effectively structure their simultaneous, multiple identities and how that influences attitudes and behaviors.
Examine negative versus positive social identity perceptions and their influence on employee attitudes and behaviors.
Examine the individual ability to multitask and its relationship with distraction and social facilitation effects.
Explore the influence of age and gender-related group performance strategies on social facilitation effects and performance levels.
Examine the influences of affiliation (stranger, friend, enemy)and the age of performers on task performance levels.
Look at the influence of the number of others (one, small group, mob, population) on performance levels.
Explore the anthropomorphization of targets or objects and the facilitating influences of those targets on task performance.
Look at the influences of electronic monitoring with a range of human-like characteristics on facilitation effects and performance.
Examine various types of human and nonhuman monitoring, such as providing real-time feedback, and their effects on performance levels.
Compare the changes in both attitudes and behaviors through social facilitation processes.
Look at a distraction orientation or evaluation orientation for some individuals and its influence on task performance.
Explore the influence of levels and types of evaluation on resulting task performance.
Examine the influence of a range of levels and types of distraction on task performance levels.
Compare differences between perceived and expected versus actual trading partner reciprocation levels and their influence on trading behaviors.
Look at the actual economic resources and social rewards provided by organizations in reciprocation for employee contributions and their influence on subsequent behaviors.
Examine differences across countries in terms of societal safeguards that protect workers from exchange imbalances and the impact of those safeguards on worker behaviors.
Explore demographic and other types of reactions to unmet reciprocal obligations in exchange relationships.
Compare differences in perceived exchange benefits for individuals versus groups or societies.
Look at demographic differences and support of the theory for societal-level outcomes and behaviors.
Examine how people manage reciprocity balances and imbalances over time.
Study time-limit expectations with regard to the meeting of expected reciprocal obligations, and subsequent behaviors.
Explore exchange rule usage when the type of transaction and the type of relationship match or don’t match, such as in social or economic transactions in a social or economic relationship.
Examine interdependencies that occur when individuals form multiple, simultaneous exchange relationships and the influence of these interdependencies on behaviors and other outcomes.
Look at how emotions and other responses can mediate social comparison processes in the workplace.
Explore the relationship between social comparison discrepancies and emotional responses for individuals and for groups.
Examine the possibility of automatic contagion effects on social comparisons among individuals or among group members.
Look at how people assess the magnitude of their discrepancies in relation to others regarding self-regulation behaviors.
Examine organizational factors that contribute to social comparisons and to cognitive, affective, and behavioral outcomes.
Explore differences in being the better or worse comparer in relation to the “comparee” in terms of subsequent attitudes and performance.
Examine how people select and evaluate individuals versus groups to which they compare themselves.
Look at social comparison processes about cognitions, such as an individual’s attitudes and opinions, and how they converge or not with those of others.
Explore how, over time, people increase or decrease effort and time spent on tasks in which they are succeeding or failing.
Examine how utilization of social comparison information changes over time for positive- and negative-trending data.
Look at the range of self-reward behaviors (positive and negative)after behavior (positive and negative) and their influence on future performance of behavior.
Compare observational learning through various types of communication media (for example, face-to-face and virtual).
Examine the influence of social isolation versus social engagement on social learning and behavior enactment.
Explore how people refrain from doing negative or unethical acts when the impulse to perform them is strong.
Look at how people rationalize high levels of internal selfefficacy with high levels of external criticism of performance.
Explore how individuals select salient others to model and how that process changes over time.
Examine the process in which people justify simultaneous positive and negative performance feedback from others.

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