Research day n°3

25th of June 2019

– emlyon Ecully campus

Event open to all faculty & PhD students 

Social identity, recruitment and adverse selection.

* Fortuna Casoria, GATE

We investigate the effect of fixed and flexible group identity on outcomes in a labor market with adverse selection, where agents can communicate with the principal. We find discrimination when identity is fixed: ingroup agents are hired more often than outgroup, even though principals do not seem to believe that ingroup are more likely than outgroup to be high-skill agents. Introducing flexible identity reduces the effect of identity: ingroup are still hired more frequently than outgroup, but the difference is small and not statistically significant. Overall, hiring significantly drops when moving from a setting with fixed identity to a setting where identity can be changed. The decrease is statistically significant for ingroup agents. We interpret this result as suggestive that introducing the possibility to change identity destroys trust, especially toward ingroup agents.

Impacts of Salespeople’s Misattribution on Satisfaction or Dissatisfaction.

* Christine LAI-BENNEJEAN, emlyon business school

Abstract: This article investigates an under-researched area, the impact of causal attributions (i.e., causal stability and company-related/unrelated attribution) on salespeople’s job satisfaction following their performance appraisal.

A pretest and a between-subject experimental study were conducted for testing the effect of accurate or biased perceptions of causal attributions on salespeople’s job satisfaction. Data collected from 209 salespeople provides evidence that perceptual attribution errors are made in their appraisals of the performance outcome they achieve or do not achieve.

When salespeople correctly attribute their performance, causal stability affects their job satisfaction. However, company-related attributions affect their satisfaction only in the case of a poor performance outcome. As expected, salespeople making biased attributions experience a misattributed or “unwarranted” satisfaction or dissatisfaction – a higher or lower satisfaction level than the salespeople would have experienced had they made proper causal attributions.

Consequences and antecedents of health capital: A social connectiveness approach.

* Guillaume SOENEN, emlyon business school

Abstract: This paper first explores the impact of organizational health capital (OHC) on firm performance. OHC is a compound concept measured by aggregating individuals’ health capital –which is composed of physical, mental and social health. Based on data from a longitudinal field study results show that OHC is negatively associated with absenteeism, and positively associated with objective measure of customer satisfaction.

Second, this paper explores the antecedents of individual health capital dynamics. Results show that changes in perceived OCB norms, a central aspect of connectiveness at work, are associated with changes in levels of health capital. Results hold true when controlling for age, gender, and other organizational factors both related to social integration (such as organizational justice) or unrelated (occupational stress). Results also hold when controlling for hygiene behaviors (such as physical activity, sleep quality, etc.).

Implementing or Undermining Pay Transparency? A Firm-Level Perspective.

*Ingo Weller, Ludwig Maximilian University; Lena Göbel, Ludwig Maximilian University

Regulators and legislators suggest that pay systems should become more transparent to mitigate inequality (e.g., reduce the gender pay gap). Pay transparency is the absence of pay-based information asymmetries, and prior studies have either looked at individual (i.e., psychological) reactions or economy-level outcomes of pay transparency. However, a firm-level perspective is missing. Based on a unique data set collected around the introduction of the German Pay Transparency Act, issued in 2018, we show that firms strategically use and undermine pay transparency regulations. This has important implications for employees and legislators, and likely inequality.