Respect in Organizations: Feeling Valued as “We” and “Me”

Research suggests that organizational members highly prize respect but rarely report adequately receiving it. However, there is a lack of theory in organizational behavior regarding what respect actually is and why members prize it. We argue that there are two distinct types of respect: generalized respect is the sense that “we” are all valued in this organization, and particularized respect is the sense that the organization values “me” for particular attributes, behaviors, and achievements. We build a theoretical model of respect, positing antecedents of generalized respect from the sender’s perspective (prestige of social category, climate for generalized respect) and proposed criteria for the evaluation of particularized respect (role, organizational member, and character prototypicality), which is then enacted by the sender and perceived by the receiver. We also articulate how these two types of respect fulfill the receiver’s needs for belonging and status, which facilitates the self-related outcomes of organization-based self-esteem, organizational and role identification, and psychological safety. Finally, we consider generalized and personalized respect jointly and present four combinations of the two types of respect. We argue that the discrepancy between organizational members’ desired and received respect is partially attributable to the challenge of simultaneously enacting or receiving respect for both the “we” and the “me.

Not your father's oil shock

Factors other than changes in oil supply may cause changes in oil prices.Petroleum products - Prices

A journal ranking for the ambitious economist

The authors devise an "ambition-adjusted" journal ranking based on citations from a short list of top general-interest journals in economics. Underlying this ranking is the notion that an ambitious economist wishes to be acknowledged not only in the highest reaches of the profession, but also outside his or her subfield. In addition to the conceptual advantages that they find in their ambition adjustment, they see two main practical advantages: greater transparency and a consistent treatment of subfields. They compare their 2008 ranking based on citations from 2001 to 2007 with a ranking for 2002 based on citations from 1995 to 2001.Research ; Economics ; Economists

Can a summer hike cause a surprise fall for mortgage rates?

Federal funds rate ; Mortgages ; Interest rates

Look who's still working now

Labor supply ; Retirement ; Labor market

The effects of recessions across demographic groups

The burdens of a recession are not spread evenly across demographic groups. As the public and media noticed, from the start of the current recession in December 2007 through June 2009 men accounted for more than three-quarters of net job losses. Other differences have garnered less attention but are just as interesting. During the same period, the employment of single people fell at more than twice the rate that it did for married people and the decline for black workers was one and a half times that for white workers. To provide a more complete understanding of the effect of recessions, this paper examines the different effects of this and previous recessions across a range of demographic categories: sex, marital status, race, age, and education level.Recessions ; Demography

Extra credit: the rise of short-term liabilities

Not only are more American families in debt, but the median value of the debt more than doubled between 1989 and 2004. Credit cards and payday loans are two of the favorite tools for digging the hole deeper.Credit

Unconventional oil production: stuck in a rock and a hard place

Oil can be derived from oil sands and oil shale, but the job is both economically and environmentally costly. How high must the price of oil be in order to make these alternatives cost-effective?Energy industries

Your current job probably won't be your last

Employment