Citation Myers, C.G. (2018). Coactive vicarious learning: Toward a relational theory of vicarious learning in organizations. Academy of Management Review, 43(4), 610–634. https://doi.org/10.5465/amr.2016.0202
Abstract Vicarious learning — individual learning that occurs through being exposed to and making meaning from another’s experience — has long been recognized as a driver of individual, team, and organizational success. Yet existing perspectives on this critical learning process have remained fairly limited, often casting vicarious learning as simply an intrapersonal, one-way process of observation and imitation.
Citation Zhang, C., Myers, C.G., & Mayer, D.M. (2018, September). To cope with stress, try learning something new. Harvard Business Review, Digital article. https://hbr.org/2018/09/to-cope-with-stress-try-learning-something-new
Translated Zhang, C., Myers, C.G., & Mayer, D.M. (2018). Chcesz poradzić sobie ze stresem? Naucz się czegoś nowego. Harvard Business Review Polska. https://www.hbrp.pl/b/chcesz-poradzic-sobie-ze-stresem-naucz-sie-czegos-nowego/P15XquYpw
Summarized (Management Tip) Learn something new to relieve some stress (2018, November). Harvard Business Review. https://hbr.org/tip/2018/11/learn-something-new-to-relieve-some-stress
Reprinted Zhang, C., Myers, C.G., & Mayer, D.
Citation Lu-Myers, Y., & Myers, C.G. (2018). Incorporating interpersonal skills into otolaryngology resident selection and training. Otolaryngology – Head and Neck Surgery, 158(1), 21–23. https://doi.org/10.1177/0194599817731754. 1
Abstract Increasing attention has been paid to the selection of otolaryngology residents, a highly competitive process but one with room for improvement. A recent commentary in this journal recommended that residency programs more thoroughly incorporate theory and evidence from personnel psychology (part of the broader field of organizational science) in the resident selection process.
Citation Frimpong, J.A., Myers, C.G., Sutcliffe, K.M., & Lu-Myers, Y. (2017, June). When health care providers look at problems from multiple perspectives, patients benefit. Harvard Business Review, Digital article. https://hbr.org/2017/06/when-health-care-providers-look-at-problems-from-multiple-perspectives-patients-benefit/
Summary Health care providers have vastly different ways of seeing and treating patients, as differences in profession, specialty, experience, or background lead them to pay attention to particular signals or cues, and influence how they approach problems. While diverse perspectives and approaches to care are important, if they are not managed appropriately, they can cause misunderstandings, bias decision-making, and get in the way of the best care.
Citation Myers, C.G., Sutcliffe, K.M., & Lu-Myers, Y. (2017, February). Dr. Jamie Thompson: Diagnosing an organizational issue. WDI Case No. 1-430-501. Ann Arbor, MI: WDI Publishing.
Myers, C.G., Sutcliffe, K.M., & Lu-Myers, Y. (2017, February). Dr. Jamie Thompson: Diagnosing an organizational issue – Teaching note. WDI Teaching Note No. 1-430-501. Ann Arbor, MI: WDI Publishing.
Summary Dr. Jamie Thompson: Diagnosing an Organizational Issue describes a challenging decision faced by Dr.
Citation Myers, C.G. (2016). Antecedents and performance benefits of reciprocal vicarious learning in teams. Academy of Management Proceedings, 2016. https://doi.org/10.5465/ambpp.2016.55
Conference Award Received the 2016 MOC Division Best Dissertation-based Paper Award
Abstract Vicarious learning - the process by which an individual learns from another’s experience - has long been recognized as a source of development and performance improvement in organizations, at both individual and collective levels. Yet existing perspectives on this critical learning process have been fairly limited, typically casting vicarious learning as a simplistic, one- way process of observation and imitation.
Citation Kopelman, S., Hardin, A.E., Myers, C.G., & Tost, L.P. (2016). Cooperation in multicultural negotiations: How the cultures of people with low and high power interact. Journal of Applied Psychology, 101(5), 721–730. https://doi.org/10.1037/apl0000065
Abstract This study examined whether the cultures of low- and high-power negotiators interact to influence cooperative behavior of low-power negotiators. Managers from 4 different cultural groups (Germany, Hong Kong, Israel, and the United States) negotiated face-to-face in a simulated power-asymmetric commons dilemma.
Citation Marchiondo, L.A., Myers, C.G., & Kopelman, S. (2015). The relational nature of leadership identity construction: How and when it influences perceived leadership and decision-making. The Leadership Quarterly, 26(5), 892–908. https://doi.org/10.1016/j.leaqua.2015.06.006
Abstract This paper empirically tests leadership identity construction theory (DeRue & Ashford, 2010), conceptually framing claiming and granting leadership as a negotiated process that influences leader- ship perceptions and decision-making in interdependent contexts. In Study 1a, an avatar video- based experimental vignette (replicated in Study 1b with a non-video scenario), we found that when a team member accepted an actor’s leadership claim, observers’ leadership ratings of the actor increased, whereas when the team member rejected the claim, observers’ leadership ratings of the fellow team member increased.
Citation Chen, P., Myers, C.G., Kopelman, S., & Garcia, S.M. (2012). The hierarchical face: Higher rankings lead to less cooperative looks. Journal of Applied Psychology, 97(2), 479–486. https://doi.org/10.1037/a0026308
Abstract In 3 studies, we tested the hypothesis that the higher ranked an individual’s group is, the less cooperative the facial expression of that person is judged to be. Study 1 established this effect among business school deans, with observers rating individuals from higher ranked schools as appearing less cooperative, despite lacking prior knowledge of the latters’ actual rankings.