Coco Xinyue Liu

Abstract: In organizations, the process from idea generation to implementation is rarely a solo endeavor. An idea may begin with a single voicer, but it often relies on others in an organization to legitimize, refine, and advocate for its value, before being carried to implementation. We integrate work on employee voice and groups and team processes to understand how voice progresses through an organization. We focus on how peer support can affect willingness to voice, shape evaluation and refinement of ideas, and influence how ideas gain wider support and advance up the chain. In so doing, this chapter provides an organizing framework to understand the role of peer support in shaping the trajectory of voice in organizations.

Published version: https://www.elgaronline.com/edcollchap/book/9781035331246/chapter15.xml

Abstract: Scholars have long been interested in understanding the psychological factors that influence entrepreneurs’ thoughts and actions. One such factor is optimism, which refers to having the belief that good things will happen in the future. Optimism is linked to an array of entrepreneurial outcomes, yet little research has examined the ontogenesis of it—that is, how optimism arises, dissipates, and evolves as entrepreneurs navigate the process of founding a business. Prior research has largely taken a static view of the construct—examining the extent to which entrepreneurs are optimistic—but has devoted limited attention to understanding how optimism itself may shift and change. Using a grounded theory approach, we conducted semi-structured interviews with entrepreneurs across cultures to understand what optimism is and how it influences entrepreneurs’ behaviors as the venture develops over time. We identified three distinct types of optimism specific to entrepreneurs: naïve optimism, evidence-based optimism, and transcendent optimism. We delineate how each type of optimism comes to be, how they are interconnected, as well as their implications for both entrepreneurs and venture development.

Abstract: Open science practices are increasingly recognized as helpful for improving the rigor and robustness of empirical evidence. Yet reviewers in management and organizational psychology receive little guidance or training on how to evaluate and credit the use of these practices in the peer review process. To support consideration of open science practices during peer review, we identify journals’ current expectations regarding open science and synthesize the existing literature, including editorials, research papers, and open science blogs and websites, into best-practice guidance for reviewers. We organize recommendations into three sections: supplementary files, in-text transparency, and preregistration. In each section, we explain the purpose of the practice and provide a checklist with actionable steps and resources to aid reviewers in their evaluation. We then acknowledge the limitations of our checklists. Our aim is to reduce uncertainty surrounding open science practices and empower and assist reviewers who choose to consider open science during the peer review process.

Non-paywalled version available: https://osf.io/preprints/psyarxiv/d42nj_v1

Abstract: In 2012, Livingston et al. found that Black women were buffered against gender backlash; whether Black women were dominant or supportive toward an employee did not affect people’s perceptions of them as leaders in an organization. Conversely, White women incurred a status penalty for being dominant. Twelve years later, no direct replication has been published, and related research reached different conclusions: that Black women experience the most gender backlash for being dominant (as politicians) or that race does not affect gender backlash (for expressing anger). Given the seemingly contradictory results and limitations of previous research, the relationship between race and gender backlash warrants reexamination. In this registered report, we conducted a high- powered direct replication and extension of Livingston et al. with adult participants online (N = 1,996). We found that both Black and White women (as well as men) suffered a status penalty for displaying dominance, suggesting a failure to replicate Livingston et al.’s findings. We discuss implications for theories of intersectional gender backlash.

Non-paywalled version available: https://osf.io/6txfe/files/e4svf
Published version: https://journals.sagepub.com/doi/abs/10.1177/09567976261436988

Abstract: This is a registered report to directly replicate the primary finding in Hecht and Proffitt (1995). Hecht and Proffitt found that those with occupational experience handling liquid in containers performed worse at solving a water-level problem than those in occupations that did not require handling liquids. Shortly after, Vasta et al. (1997) found the opposite: Experience was associated with superior performance on the task. The conflicting findings and the small sample sizes in each study leave the relationship between experience and water-level-task performance uncertain. We addressed these concerns with a high-powered direct replication of Hecht and Proffitt with adults in Germany (N = 407). We failed to replicate Hecht and Proffitt’s results, finding that their study had less than 33% power to detect the small, nonsignificant difference that we observed between groups.

Non-paywalled version available: https://davetannenbaum.github.io/documents/Tenney-et-al-2026.pdf
Published version: https://journals.sagepub.com/doi/abs/10.1177/09567976251412721

Abstract: Previous work shows that understanding the processes through which groups function requires understanding human behavior at a team level. However, there exist persistent methodological challenges when treating groups, compared to individuals, as the unit of analysis, wherein resources (e.g., sample size, time) needed to draw reliable conclusions grow exponentially with design complexity. In this chapter, we explore simulations using generative artificial intelligence (GAI) as a potential avenue for addressing such challenges. Integrating work on social science research and GAI, we identify criteria that GAI simulations should satisfy. We offer two specific examples of GAI simulated group interactions to highlight their existing limitations.

Published version: https://www.elgaronline.com/edcollchap/book/9781035331246/chapter19.xml?tab_body=abstract-copy1