Guilt proneness is a personality trait indicative of a predisposition to experience negative feelings about personal wrongdoing, even when the wrongdoing is private. It is characterized by the anticipation of feeling bad about committing transgressions rather than by guilty feelings in a particular moment or generalized guilty feelings that occur without an eliciting event. Our research has rev...

Research shows that asking questions can fundamentally change behavior. We review literature on this question-behavior effect, which demonstrates that asking questions changes both normal and risky behaviors. We discuss potential explanations for the effect and review recent findings that reveal interesting moderators of the influence of questions on behavior. We then highlight the potential im...

This paper investigates the impact of job control and work-related loneliness on employee work behaviors well-being during massive abrupt move to remote amid COVID-19 pandemic. We draw job-demands social baseline theory link perceived emotional exhaustion work-life balance posit direct indirect effects minor counterproductive behaviors, depression, insomnia. Using a two-wave data collection wit...

We model the economic incentives surrounding opium crop production in Afghanistan. Specifically, we examine the impact of eradication policies when opium is used as a means of obtaining credit, and when the crops are produced in sharecropping arrangements. The analysis suggests that when perfect credit markets are available, an increased risk of eradication will lead to less land being allocate...

An organizationally adept agent (OAA) is not only aware that it is part of an agent organization and about its role(s) in that organization, but it can also assess how well it is fulfilling its organizational responsibilities and can proactively adapt its behaviors to meet organizational needs better. OAAs evaluate their behaviors based not only on their (agent-centric) self-interests, but also...

A review of research on job performance suggests 3 broad components: task, citizenship, and counterproductive performance. This study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design. Managers in 5 jobs read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and pro...