Drawing on the labelling process in reactions to deviance, a model of the interplay of a coworker’s extra-organizational deviance and an individual’s reactions to that coworker has been developed. Three studies were conducted to further explore the model in order to more fully understand the phenomenon of extra-organizational deviance. The first study (n=12) was exploratory in nature. It established the relevance of extra-organizational deviance in individuals’ work lives and highlighted the detrimental effect that behaviours outside of work could have at work. It also highlighted the potential for beneficial outcomes in situations of positive extra-organizational deviance. The second study (n=120) was a vignette study that demonstrated significant differences when looking at positive and negative extra-organizational deviance for both attitudinal and behavioural reactions. In this study, when individuals learned of their coworker’s negative extra-organizational deviance, perceptions of trust, trustworthiness, and liking all decreased, as did helping. There were no corresponding significant results when individuals learned of their coworker’s positive extra-organizational deviance. The second study also demonstrated the moderating effects of high initial levels of liking and competence under different circumstances. The third study (n=21) provided a more detailed look at the variables in the second study by concentrating on actual situations of extra-organizational deviance that participants had experienced. This study highlighted the complexities in reactions to extra-organizational deviance, particularly as it relates to competence and liking.

My dissertation examines a fundamental but poorly understood aspect of emotional intelligence: its potential cultural-relativity. Significant differences in emotional intelligence test scores have been found between different cultural groups. To explain these past findings, I develop a theory of how and why different cultural groups—specifically, Westerners and East Asians—hold different conceptions of emotional intelligence. In effect, I argue that what is considered emotionally intelligent behaviour by members of one ethnic group may not be considered emotionally intelligent behaviour by members of another group due to contrasting cultural values and beliefs. Empirically, I test this theory through a two-part investigation. In Study 1, I measure cultural values and show that they mediate the relation between ethnicity and emotional intelligence test scores. In Study 2, I experimentally manipulate (prime) cultural beliefs to test whether they cause different judgments of what is considered emotionally intelligent behaviour. Some evidence for the hypothesis that culture helps account for ethnic differences in emotional intelligence was found through Study 1’s measurement-of-mediation design, however, not through Study 2’s experimental-causal-chain design. Theoretically, my dissertation helps challenge the implicit assumption that emotional intelligence is universal by explaining how and why it is culturally-relative. Practically, my dissertation provides some evidence that current tests of emotional intelligence may be culturally-biased and hence adversely impact non-Western candidates when used as part of selection and promotion decisions.

The present study examines the effects of characteristics of perceived career boundaries (permeability, stability, legitimacy) on immigrant professionals’ subjective career outcomes in a longitudinal design. Based on social identity theory framework, I propose a model that examines how immigrant professionals’ perceptions of career boundaries influence two important areas for establishing a satisfying career and successful social integration in Canada: (1) perceptions of career-based success (career satisfaction and career anxiety) and (2) subjective well-being (life satisfaction and regret for immigrating to Canada). I further propose that perceptions of career boundaries act on subjective career outcomes through the quality of employment individuals obtained and the salience of immigrant professional identity. Perceived characteristics were assessed (N = 227) at Time 1, and measures of subjective career outcomes, employment quality, and immigrant professional identity salience were obtained (N = 101) at Time 2, six months later. In addition to the survey study, 12 immigrant professionals were interviewed for an in-depth understanding of the career experiences of immigrant professionals and immigrant professional identity salience. The longitudinal design of the study provides support for the temporal dimension of perceived characteristics; immigrant professionals’ initial perceptions about the career boundaries still predicted their beliefs about career-based success and subjective well-being six months later. Also, the findings provided some support for the mediating effects of employment quality and immigrant professional identity salience on the relationship between perceived characteristics and subjective career outcomes. This study sheds light on the relationship between the perceptions formed by immigrant professionals of the obstacles that they face in integrating into their new labour market, the employment decisions they take, and the impact this has on their sense of career and life well-being. It also reveals the way in which subjects invoke the intersectional identity of “immigrant professional” as a result of their experiences, and of the effect that this has on them. The findings can inform the practice of the various parties assisting the integration of immigrant professionals into the workforce, an ever-growing and not well-understood group of workers that populate many of today’s workplaces.

Ostracism, the process of socially ignoring and excluding certain people, has attracted attention in recent years. Most studies have looked at full ostracism, in other words, when everyone in a group ignores a person. However, in real life, people are usually only partially ostracized – excluded by some members of a group and not by others. The present study is one of the first to provide an in-depth examination of reactions when different forms of partial ostracism occur in a group. It looks at partial ostracism in a field study and an experimental study. In the field study I proposed that because targets of partial ostracism receive mixed signals from their group, it is easier for them to interpret ostracism as an external event rather than internal; whereas in full ostracism because all the signs received by the target are the same, the target cannot interpret the act of ostracism in different ways. The results of the field study indicate that partial ostracism is not only more common than full ostracism at work, but targets of partial ostracism also make fewer internal attributions than do targets of full ostracism. The experimental study examined two dimensions of partial ostracism: activity exclusion (AE) and people exclusion (PE). Results indicate that as AE increases, i.e. targets are excluded from more activities, targets make fewer internal attributions, feel more threats to their basic needs (mediated by internal attributions), and have more desire to help others. As PE increases, targets feel more threats to their needs and put less effort into group tasks. Comparing AE and PE simultaneously, AE makes a difference in targets’ well-being while PE affects targets’ efforts in group tasks

In a world where the actions of firms have profound consequences, and in which existing corporate norms frequently have controversial impacts on the broader society, the issue of transforming corporate institutions is of increasing importance. What mechanisms allow reforms to be proposed, understood, accepted and eventually adopted throughout an organizational field? How do practices which diverge markedly from prior norms become both acceptable and widely imitated? There is an accelerating use of social movement theory and organization theory to understand and explain campaigns for social change and corporate responses. In this study, I explore the influence of governance activists on the norms of corporate governance in Canada. In the years immediately after the introduction of the Sarbanes-Oxley Act in the United States, Canadian governance activists began to advocate a new model of the role of corporate boards. They wished to strengthen the independence of board from management, and their model quickly became normative. Institutions changed swiftly and unmistakably. This setting provides an opportunity to investigate the means by which institutional entrepreneurs introduce new practices to an organizational field, how the practices they advocate acquire value, and the conditions under which new practices are integrated into the decision-making processes of organizations. I first conduct a multi-practice study that examines the importance of rankings as an algorithm or calculative device that is congruent with corporate logics. I then examine the diffusion of these practices using a heterogeneous diffusion model. The logic of activists, the structure of organizational fields and the rational decision making of individual firms each play an essential part in the process of institutionalizing new and divergent practices.

This dissertation examined the effect of subconscious goals on performance of tasks that people must acquire knowledge or skill to perform them effectively. Two laboratory experiments were conducted to examine the effect of priming (1) a performance goal, (2) a learning goal, and (3) both a performance and learning goal on performance. In Experiment 1 (n =167), a 2 (primed performance goal vs. control) x 2 (primed learning goal vs. control) factorial design revealed a significant main effect for priming a learning goal on generating ideas for a complex brainstorming task. In Experiment 2 (n = 61), a 2 (primed performance goal vs. control) x 2 (primed learning goal vs. control) x 3 (trials) repeated measures factorial design showed a significant main effect for priming a learning goal on performance on a complex scheduling task. On the third trial, there was a significant interaction effect between a primed learning and a performance goal on performance. In both experiments, priming a performance goal significantly increased the implicit motive of need for achievement measured by a projective test. No mediating effects were obtained for a primed learning or performance goal with task performance. The results are interpreted within three theoretical frameworks: goal setting, automaticity, and goal systems.

Morality has been a central topic of philosophy throughout Western civilization. Integrity is almost synonymous with morality. However, recent widespread corporate scandals challenge our belief that individuals, who at one moment are perceived to live by the standards of integrity, will consistently be moral. Moral self-regulation research (Monin & Miller, 2001; Zhong & Liljenquist, 2006; Zhong, Liljenquist, & Cain, 2009) investigates how people’s perception of their own integrity influences morality and proposes, counter-intuitively, that boosting a sense of integrity would reduce moral behavior (moral licensing) and threatening integrity would increase moral behavior (moral cleansing). This dissertation aims at developing this research by broadening the concept of integrity and by understanding the role that moral identity plays (Aquino & Reed, 2002). I argue that integrity is not only associated with whether one behaves consistently with moral values, but also with whether one behaves consistently with non-moral values, which are also strongly held beliefs but do not involve others’ well-being. Drawing on self-affirmation theory (Steele, 1988), I argue that self-integrity associated with non-moral values (non-moral self-integrity) could influence moral behavior in a similar way as self-integrity associated with moral values (moral self-integrity). I further argue that some individuals are more subject to the influence of self-integrity than others, and moral identity, the relative importance one assigns to morality within one’s self-conception, can identify when concerns with self-integrity will matter in moral domains. Different theories, however, predict two alternative ways that moral identity could moderate licensing and cleansing effects. Evidence from moral identity research suggests that the effects would be weaker among individuals high in moral identity because these individuals are more resilient towards psychological mechanisms that lead to variations in moral behavior. However, self-affirmation theory suggests that the effects would be stronger among individuals high in moral identity because these individuals’ self-integrity are more closely connected to morality and thus they are more likely to manage changes in integrity through moral self-regulation. Four studies were conducted to test the effects of non-moral self-integrity and moral identity on four forms of moral behaviors: volunteering, donating, cheating, and ethical leadership. The accumulative evidence supports the argument that boosted non-moral self-integrity reduced moral behavior and threatened non-moral self-integrity increases moral behavior. In addition, the data supported the prediction derived from self-affirmation theory, namely that licensing and cleansing effects resulting from non-moral self-integrity maintenance were stronger among individuals high in moral identity. This dissertation extends moral self-regulation research by revealing a more thorough connection between integrity and moral behavior and by identifying an important boundary condition of this research. It also has implications for managerial research on leader integrity and using integrity tests in personnel selection.

The present study examines the effects of characteristics of perceived career boundaries (permeability, stability, legitimacy) on immigrant professionals’ subjective career outcomes in a longitudinal design. Based on social identity theory framework, I propose a model that examines how immigrant professionals’ perceptions of career boundaries influence two important areas for establishing a satisfying career and successful social integration in Canada: (1) perceptions of career-based success (career satisfaction and career anxiety) and (2) subjective well-being (life satisfaction and regret for immigrating to Canada). I further propose that perceptions of career boundaries act on subjective career outcomes through the quality of employment individuals obtained and the salience of immigrant professional identity. Perceived characteristics were assessed (N = 227) at Time 1, and measures of subjective career outcomes, employment quality, and immigrant professional identity salience were obtained (N = 101) at Time 2, six months later. In addition to the survey study, 12 immigrant professionals were interviewed for an in-depth understanding of the career experiences of immigrant professionals and immigrant professional identity salience. The longitudinal design of the study provides support for the temporal dimension of perceived characteristics; immigrant professionals’ initial perceptions about the career boundaries still predicted their beliefs about career-based success and subjective well-being six months later. Also, the findings provided some support for the mediating effects of employment quality and immigrant professional identity salience on the relationship between perceived characteristics and subjective career outcomes. This study sheds light on the relationship between the perceptions formed by immigrant professionals of the obstacles that they face in integrating into their new labour market, the employment decisions they take, and the impact this has on their sense of career and life well-being. It also reveals the way in which subjects invoke the intersectional identity of “immigrant professional” as a result of their experiences, and of the effect that this has on them. The findings can inform the practice of the various parties assisting the integration of immigrant professionals into the workforce, an ever-growing and not well-understood group of workers that populate many of today’s workplaces.

Ostracism, the process of socially ignoring and excluding certain people, has attracted attention in recent years. Most studies have looked at full ostracism, in other words, when everyone in a group ignores a person. However, in real life, people are usually only partially ostracized – excluded by some members of a group and not by others. The present study is one of the first to provide an in-depth examination of reactions when different forms of partial ostracism occur in a group. It looks at partial ostracism in a field study and an experimental study. In the field study I proposed that because targets of partial ostracism receive mixed signals from their group, it is easier for them to interpret ostracism as an external event rather than internal; whereas in full ostracism because all the signs received by the target are the same, the target cannot interpret the act of ostracism in different ways. The results of the field study indicate that partial ostracism is not only more common than full ostracism at work, but targets of partial ostracism also make fewer internal attributions than do targets of full ostracism. The experimental study examined two dimensions of partial ostracism: activity exclusion (AE) and people exclusion (PE). Results indicate that as AE increases, i.e. targets are excluded from more activities, targets make fewer internal attributions, feel more threats to their basic needs (mediated by internal attributions), and have more desire to help others. As PE increases, targets feel more threats to their needs and put less effort into group tasks. Comparing AE and PE simultaneously, AE makes a difference in targets’ well-being while PE affects targets’ efforts in group tasks

In a world where the actions of firms have profound consequences, and in which existing corporate norms frequently have controversial impacts on the broader society, the issue of transforming corporate institutions is of increasing importance. What mechanisms allow reforms to be proposed, understood, accepted and eventually adopted throughout an organizational field? How do practices which diverge markedly from prior norms become both acceptable and widely imitated? There is an accelerating use of social movement theory and organization theory to understand and explain campaigns for social change and corporate responses. In this study, I explore the influence of governance activists on the norms of corporate governance in Canada. In the years immediately after the introduction of the Sarbanes-Oxley Act in the United States, Canadian governance activists began to advocate a new model of the role of corporate boards. They wished to strengthen the independence of board from management, and their model quickly became normative. Institutions changed swiftly and unmistakably. This setting provides an opportunity to investigate the means by which institutional entrepreneurs introduce new practices to an organizational field, how the practices they advocate acquire value, and the conditions under which new practices are integrated into the decision-making processes of organizations. I first conduct a multi-practice study that examines the importance of rankings as an algorithm or calculative device that is congruent with corporate logics. I then examine the diffusion of these practices using a heterogeneous diffusion model. The logic of activists, the structure of organizational fields and the rational decision making of individual firms each play an essential part in the process of institutionalizing new and divergent practices.