1.  34
    Susceptibility to the ‘Dark Side’ of Goal-Setting: Does Moral Justification Influence the Effect of Goals on Unethical Behavior?Karen Niven & Colm Healy - 2016 - Journal of Business Ethics 137 (1):115-127.
    Setting goals in the workplace can motivate improved performance but it might also compromise ethical behavior. In this paper, we propose that individual differences in the dispositional tendency to morally justify behavior moderate the effects of specific performance goals on unethical behavior. We conducted an experimental study in which working participants, who were randomly assigned to a specific goal condition or to a condition with a vague goal that lacked a specific target, completed two tasks in which they had the (...)
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  2.  28
    You Spin Me Right Round: Cross-Relationship Variability in Interpersonal Emotion Regulation.Karen Niven, Ian Macdonald & David Holman - 2012 - Frontiers in Psychology 3.
  3.  16
    Becoming popular: interpersonal emotion regulation predicts relationship formation in real life social networks.Karen Niven, David Garcia, Ilmo van der Löwe, David Holman & Warren Mansell - 2015 - Frontiers in Psychology 6:148586.
    Building relationships is crucial for satisfaction and success, especially when entering new social contexts. In the present paper, we investigate whether attempting to improve others’ feelings helps people to make connections in new networks. In Study 1, a social network study following new networks of people for a twelve-week period indicated that use of interpersonal emotion regulation (IER) strategies predicted growth in popularity, as indicated by other network members’ reports of spending time with the person, in work and non-work interactions. (...)
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  4.  12
    Achieving the same for less: Improving mood depletes blood glucose for people with poor emotion control.Karen Niven, Peter Totterdell, Eleanor Miles, Thomas L. Webb & Paschal Sheeran - 2013 - Cognition and Emotion 27 (1):133-140.
  5.  54
    Discrimination and Well-Being in Organizations: Testing the Differential Power and Organizational Justice Theories of Workplace Aggression. [REVIEW]Stephen Wood, Johan Braeken & Karen Niven - 2013 - Journal of Business Ethics 115 (3):617-634.
    People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on victims’ well-being will vary in strength depending on the relative power of the perpetrator. We further explore whether the negative impact of discrimination is at least partly explained by its effects on people’s sense of organizational justice, and whether (...)
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