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7/6/2020 Correo de la Universidad del Valle - Web of Science
PAULA ANDREA ARIAS BELTRAN <arias.paula@correounivalle.edu.co>
Web of Science
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FN Clarivate Analytics Web of Science
VR 1.0
PT J
AU Koen, J
Low, JTH
Van Vianen, A
AF Koen, Jessie
Low, Jasmine TH
Van Vianen, Annelies
TI Esfuerzos de preservación del trabajo: ¿cuándo la inseguridad laboral impulsa el desempeño?
ENTONCES DESARROLLO PROFESIONAL INTERNACIONAL
LA Inglés
DT Artículo
Delaware Justicia; Actuación; Inseguridad laboral; OCB; Motivación (psicología); Esfuerzos de preservación laboral
CARNÉ DE
CONDUCTA CÍVICA EN LAS ORGANIZACIONES; GESTIÓN DE IMPRESIÓN; MOTIVACIÓN INTRÍNSECA; JUSTICIA; SATISFACCIÓN; Metaanálisis; CONSTRUIR;
IDENTIDAD
AB Propósito
Si bien la inseguridad laboral generalmente impide el desempeño, puede haber circunstancias bajo las cuales puede impulsar el desempeño. El propósito de este docu
la cual la inseguridad laboral puede generar tareas y desempeño contextual. Los autores proponen que el desempeño puede representar una estrategia de preservació
cuando las calificaciones de desempeño emitidas por el supervisor son instrumentales para asegurar el trabajo de uno. Los autores plantean la hipótesis de que debido
desempeño de los empleados solo cuando tengan una baja motivación intrínseca, y solo cuando perciban una alta justicia distributiva.
Diseño / metodología / enfoque
En una encuesta realizada entre 103 empleados permanentes de una empresa en reorganización, los autores evaluaron la inseguridad laboral percibida, la motivación
calificaron el desempeño general de los empleados (desempeño de tareas y comportamientos de ciudadanía organizacional).
Hallazgos
Los análisis multinivel mostraron que la inseguridad laboral solo se relacionó positivamente con el desempeño general calificado por el supervisor entre los empleados
empleados que experimentaron poca justicia distributiva. Los resultados se validaron de forma cruzada utilizando el desempeño autoevaluado de los empleados, replic
hallazgos sobre la motivación intrínseca.
Originalidad / valor
Al combinar las ideas de las respuestas de afrontamiento y los focos de amenazas, este estudio avanza la comprensión de cuándo y por qué la inseguridad laboral pue
C1 [Koen, Jessie; Van Vianen, Annelies] Univ Amsterdam, Dept Work & Org Psychol, Amsterdam, Países Bajos.
[Bajo, Jasmine TH] Univ Valencia, IDOCAL, Valencia, España.
RP Koen, J (autor de la reimpresión), Univ Amsterdam, Dept Work & Org Psychol, Amsterdam, Países Bajos.
EM j.koen@uva.nl ; jasmine.tee@uv.es ; AEMvanVianen@uva.nl
NR 55
TC 00
Z9 00
U1 10
U2 10
PU EMERALD GROUP PUBLISHING LTD
Pi BINGLEY
Pensilvania HOWARD HOUSE, WAGON LANE, BINGLEY BD16 1WA, W YORKSHIRE, INGLATERRA
SN 1362-0436
EI 1758-6003
J9 CARRERA DEV INT
JI Desarrollo profesional. En t.
PD 8 de JUN
PY 2020
VL 25
ES 3
SI SI
BP 287
EP 305
DI 10.1108 / CDI-04-2018-0099
PG 19
baño Psicología aplicada; administración
CAROLINA
Psicología; Negocios económicos
DEL SUR
Georgia LB8DX
Utah WOS: 000524860900005
DA 2020-06-08
ER
PT J
AU Roth, PL 1/309
Thatcher, JB
Bobko, P
Matthews, KD
Ellingson, JE
Goldberg, CB
AF Roth, Philip L.
Thatcher, Jason B.
Bobko, Philip
Matthews, Kevin D.
Ellingson, Jill E.
Goldberg, Caren B.
TI Afiliación política y decisiones de selección de empleo: el papel de los procesos de similitud e identificación
ENTONCES REVISTA DE PSICOLOGÍA APLICADA
LA Inglés
DT Artículo
Delaware afiliación política; similitud de afiliación política; cybervetting; redes sociales
CARNÉ DE
Teoría de la identidad social; DEMOGRAFÍA RELACIONAL; SEXO SIMILARIDAD; SUPERVISIÓN ABUSIVA; ENTREVISTAS; MODELO AMPLIADO; DIVERSIDAD; ID
IDENTIDAD
AB Investigaciones recientes en ciencias políticas, junto con la teoría en psicología aplicada, han sugerido que la afiliación política puede estar asociada con niveles sustan
de decisiones de empleo. Diseñamos 2 experimentos utilizando tareas de detección de redes sociales para examinar los efectos de la similitud de afiliación política en
ambos estudios sugieren que la identificación (capturando el afecto positivo) y la desidentificación (capturando el afecto negativo) de un tomador de decisiones con afili
importantes que influyeron en la similitud percibida. De acuerdo con el paradigma de similitud-atracción, la similitud percibida estaba relacionada con el gusto y, a su ve
tarea del solicitante y el desempeño del comportamiento de la ciudadanía organizacional. Además, en ambos estudios, las variables relacionadas con la afiliación políti
información de individualización relevante para el trabajo. La investigación futura debería continuar examinando la similitud de afiliación política, particularmente a la luz
decisiones (por ejemplo, a través de sitios web de redes sociales).
C1 [Roth, Philip L.] Clemson Univ, Dept Management, Coll Business, Box 1305, Clemson, SC 29634 EE. UU.
[Thatcher, Jason B.] Univ Alabama, Dept Management, Tuscaloosa, AL 35487 USA.
[Bobko, Philip] Gettysburg Coll, Dept Management, Gettysburg, PA 17325 EE. UU.
[Matthews, Kevin D.] Ohio Univ, Dept Management, Athens, OH 45701 EE. UU.
[Ellingson, Jill E.] Univ Kansas, Dept Management, Lawrence, KS 66045 USA.
[Goldberg, Caren B.] Bowie State Univ, Dept Management, Bowie, MD EE. UU.
RP Roth, PL (autor de la reimpresión), Clemson Univ, Dept Management, Coll Business, Box 1305, Clemson, SC 29634 USA.
EM rothp@clemson.edu
OI Thatcher, Jason Icsoft0002-7136-8836
NR 83
TC 1
Z9 1
U1 13
U2 13
PU ASSOC PSICOLÓGICO AMER
Pi WASHINGTON
Pensilvania 750 FIRST ST NE, WASHINGTON, DC 20002-4242 EE. UU.
SN 0021-9010
EI 1939-1854
J9 J APPL PSICOL
JI J. Appl. Psychol
PD MAYO
PY 2020
VL 105
ES 55
BP 472
EP 486
DI 10.1037 / apl0000422
PG 15
CAROLINA
DEL SUR
Georgia LC5UE
Utah WOS: 000525395400003
PM 31535874
DA 2020-06-08
ER
PT J
AU Della Torre, E
Salimi, M
Giangreco, A
AF Della Torre, Edoardo
Salimi, Meysam
Giangreco, Antonio
TI ¿Hacinamiento o hacinamiento? Voz directa, remuneración relacionada con el rendimiento e innovación organizacional en empresas europeas
ENTONCES GESTIÓN DE RECURSOS HUMANOS
LA Inglés
DT Artículo
Delaware pago colectivo relacionado con el desempeño; voz directa; pago individual relacionado con el desempeño; teoría del hacinamiento de la motivación; innovación organiz
CARNÉ DE
PRÁCTICAS DE RECURSOS HUMANOS; VOZ DE EMPLEADO; MOTIVACIÓN INTRÍNSECA; PRÁCTICAS DE MANEJO; PAPEL MEDIANO; TRABAJO; INCENTIVO
IDENTIDAD
AB 2/309
Partiendo de la teoría de la aglomeración de la motivación (MCT), este artículo contribuye al debate sobre innovación de la gestión de recursos humanos (HRM) al exa
destinadas a aumentar la motivación intrínseca de los empleados, como la voz directa de los empleados (EV), y la presencia de incentivos extrínsecos en forma de pag
Los resultados del análisis en más de 22,000 establecimientos europeos muestran apoyo a la relación positiva entre EV y la innovación organizacional de una empresa
adoptaron esquemas PRP individuales (planes a destajo). Además, si bien encontramos que el PRP colectivo (participación en las ganancias) no modera la relación en
positivo y significativo surgió cuando se consideró la presencia combinada de PRP individual y colectiva. Al defender que la coexistencia de múltiples formas de PRP po
EV, el estudio contribuye al debate de HRM al pedir también una mejor comprensión de las posibles contingencias entre diferentes prácticas de HRM cuando la innovac
C1 [Della Torre, Edoardo] Univ Bergamo, Dept Management Econ & Quantitat Methods, Via Caniana 2, I-24127 Bergamo, Italia.
[Della Torre, Edoardo; Giangreco, Antonio] IESEG Sch Management, Departamento de Gestión, Lille, Francia.
[Salimi, Meysam] Univ Brescia, Dpto. Econ & Management, Brescia, Italia.
[Giangreco, Antonio] LEM CNRS UMR 9221, Lille, Francia.
RP Della Torre, E (autor de la reimpresión), Univ Bergamo, Dept Management Econ & Quantitat Methods, Via Caniana 2, I-24127 Bergamo, Italia.
EM edoardo.dellatorre@unibg.it
OI Salimi, Meysam Icsoft0001-8364-9419
NR 92
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U1 3
U2 3
PU WILEY PERIODICALS, INC
Pi SAN FRANCISCO
Pensilvania ONE MONTGOMERY ST, SUITE 1200, SAN FRANCISCO, CA 94104 EE. UU.
SN 0090-4848
EI 1099-050X
J9 HUM RESOUR MANAGE-US
JI Tararear. Recursos Gestionar.
PD MAR
PY 2020
VL 59
ES 2
BP 185
EP 199
DI 10.1002 / hrm.21987
PG 15
CAROLINA
DEL SUR
Georgia LD3ML
Utah WOS: 000525936600005
DA 2020-06-08
ER
PT J
AU Hughes, HPN
Davis, MC
Robinson, MA
McKay, A
AF Hughes, Helen PN
Davis, Matthew C.
Robinson, Mark A.
McKay, Alison
TI La búsqueda del impacto organizacional: golpes, fallas y rebotes
ENTONCES REVISTA EUROPEA DE TRABAJO Y PSICOLOGÍA ORGANIZACIONAL
LA Inglés
DT Artículo; Acceso temprano
Delaware Impacto de la investigación; división académico-profesional; metas; sistemas sociotécnicos; investigación aplicada
CARNÉ DE
INVESTIGACIÓN EN LA ESCUELA DE NEGOCIOS; TURQUÍA MECÁNICA AMAZONAS; DISEÑO SOCIOTECNICO; GRAN DIVISIÓN; TRABAJO; TRABAJO; Interve
IDENTIDAD
AB La realización de investigaciones impactantes es la piedra angular de las buenas prácticas académicas. Aumenta la probabilidad de que los resultados de la investigac
mejorando la vida laboral y entregando mejoras en la gestión, el funcionamiento y el rendimiento de las organizaciones. Esto, a su vez, hace que la investigación sea re
investigación impactante es un desafío, especialmente cuando se considera junto con otras presiones académicas y objetivos de investigación en competencia. El prop
crear investigaciones impactantes en psicología organizacional, y proponer que cada enfoque pueda ayudar a cumplir diferentes objetivos de investigación. En particula
asociaciones a largo plazo con organizaciones para crear impacto en la investigación, y considere las lecciones que hemos aprendido al hacerlo. Para hacer esto, conc
técnico, y lo demostramos usando ejemplos de nuestras colaboraciones. Concluimos con recomendaciones para aquellos que buscan generar impacto en la investigac
C1 [Hughes, Helen PN; Davis, Matthew C .; Robinson, Mark A.] Univ Leeds, Sch Business, Leeds, W Yorkshire, Inglaterra.
[McKay, Alison] Univ Leeds, Fac Engn, Leeds, W Yorkshire, Inglaterra.
RP Hughes, HPN (autor de la reimpresión), Univ Leeds, Sch Business, Leeds, W Yorkshire, Inglaterra.
EM h.hughes@leeds.ac.uk
Rhode
Island
Robinson, Mark J-3663-2014
OI Robinson, Mark Font>0001-5535-8737
Davis, Matthew Font>0003-1577-7544
NR 98
TC 00
Z9 00
U1 00
U2 00
PU REVISTAS DE RUTA, TAYLOR & FRANCIS LTD
Pi Abingdon 3/309
Pensilvania 2-4 PLAZA DEL PARQUE, MILTON PARK, ABINGDON OX14 4RN, OXON, INGLATERRA
SN 1359-432X
EI 1464-0643
J9 EUR J ORGANISMO DE TRABAJO PSY
JI EUR. J. Órgano de trabajo. Psychol
DI 10.1080 / 1359432X.2020.1722219
EA FEB 2020
PG dieciséis
CAROLINA
DEL SUR
Georgia KK5PB
Utah WOS: 000512792500001
OA Publicado Verde, Otro Oro
DA 2020-06-08
ER
PT J
AU Zheng, YY
Graham, L
Epitropaki, O
Snape, E
AF Zheng, Yuyan
Graham, Les
Epitropaki, Olga
Snape, Ed
TI Service Leadership, Work Engagement, and Service Performance: The Moderating Role of Leader Skills
SO GROUP & ORGANIZATION MANAGEMENT
LA English
DT Article
DE service leadership; work engagement; leader skills; service performance
ID TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL CITIZENSHIP; PSYCHOLOGICAL EMPOWERMENT; CUSTOMER SATISFACTION; SERVANT LEADERSHIP; ETH
PERFORMANCE; CLIMATE; SELF
AB Using social learning theory, the job demands-resources model and idiosyncrasy credit theory, the present study casts additional light on the explanatory mechanisms underlying
examine employee work engagement as an important mediator of this relationship and explore the moderating role of leader task-based professional and managerial skills on the
performance via work engagement. Drawing upon 903 leader-follower dyads nested in 187 teams, with data collected from two sources, we find that after controlling for transform
relationship between service leadership and follower service performance. Furthermore, the results support the moderating role of leader task-based professional skills, but not o
leadership on service performance via work engagement is stronger when leaders display high levels of task-based professional skills. Theoretical and practical implications of th
C1 [Zheng, Yuyan; Graham, Les; Epitropaki, Olga] Univ Durham, Business Sch, Mill Hill Lane, Durham DH1 3LB, England.
[Snape, Ed] Hong Kong Baptist Univ, Sch Business, Kowloon, Hong Kong, Peoples R China.
RP Zheng, YY (reprint author), Univ Durham, Business Sch, Mill Hill Lane, Durham DH1 3LB, England.
EM yuyan.zheng@durham.ac.uk
OI GRAHAM, LES 0000-0002-0560-2305
EPITROPAKI, OLGA 0000-0002-0683-5143
NR 117
TC 0
Z9 0
U1 24
U2 24
PU SAGE PUBLICATIONS INC
PI THOUSAND OAKS
PA 2455 TELLER RD, THOUSAND OAKS, CA 91320 USA
SN 1059-6011
EI 1552-3993
J9 GROUP ORGAN MANAGE
JI Group Organ. Manage.
PD FEB
PY 2020
VL 45
IS 1
BP 43
EP 74
DI 10.1177/1059601119851978
PG 32
WC Psychology, Applied; Management
SC Psychology; Business & Economics
GA JZ7SS
UT WOS:000505308500002
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Zhu, LK
Restubog, SLD
Leavitt, K
Zhou, L
Wang, M
AF Zhu, Luke (Lei)
Restubog, Simon Lloyd D.
Leavitt, Keith
Zhou, Le
Wang, Mo 4/309
TI Lead the horse to water, but don't make him drink: The effects of moral identity symbolization on coworker behavior depend on perceptions of proselytization
SO ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES
LA English
DT Article
DE Ethics; Moral psychology; Moral identity; Symbolization; Unethical behavior
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; COUNTERPRODUCTIVE WORK BEHAVIOR; SELF-DETERMINATION THEORY; REACTANCE; MOTIVATION; JUDGMENT; SA
PERSONALITY
AB We propose that exposure to moral identity symbolization (i.e., outwardly projected displays of one's morality) leads observers to increase their helping behavior because they pe
characters, especially when observers expect or have an ongoing relationship with the symbolizer. We further propose that the effect of moral identity symbolization on observer
that threaten the autonomy of observers (i.e., moral proselytizing). Empirical data from four studies, consisting of field surveys and experiments, supports our hypotheses. Taken
symbolization in the workplace leads to helping behavior in observers as a function of heightened perceptions of moral scrutiny, but that such outward display of morality is only r
proselytizing and when there is an ongoing relationship between the observers and the symbolizers.
C1 [Zhu, Luke (Lei)] York Univ, Schulich Sch Business, Toronto, ON, Canada.
[Restubog, Simon Lloyd D.] Univ Illinois, Sch Labor & Employment Relat, Champaign, IL USA.
[Restubog, Simon Lloyd D.] Univ Illinois, Dept Psychol, Champaign, IL USA.
[Restubog, Simon Lloyd D.] Univ Queensland, UQ Business Sch, Brisbane, Qld, Australia.
[Leavitt, Keith] Oregon State Univ, Dept Management, Corvallis, OR 97331 USA.
[Zhou, Le] Univ Minnesota, Carlson Sch Management, Minneapolis, MN 55455 USA.
[Wang, Mo] Univ Florida, Warrington Coll Business, Gainesville, FL 32611 USA.
RP Zhu, LK (reprint author), York Univ, Schulich Sch Business, Toronto, ON, Canada.
EM luke.zhu@schulich.yorku.ca
FU Social Sciences and Humanities Research Council of CanadaSocial Sciences and Humanities Research Council of Canada (SSHRC) [435-2018-0490]
FX This research was funded by an Insight Grant awarded to the lead author, Dr. Luke Zhu, by the Social Sciences and Humanities Research Council of Canada (435-2018-0490).
NR 106
TC 0
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U1 3
U2 3
PU ACADEMIC PRESS INC ELSEVIER SCIENCE
PI SAN DIEGO
PA 525 B ST, STE 1900, SAN DIEGO, CA 92101-4495 USA
SN 0749-5978
EI 1095-9920
J9 ORGAN BEHAV HUM DEC
JI Organ. Behav. Hum. Decis. Process.
PD JAN
PY 2020
VL 156
BP 53
EP 68
DI 10.1016/j.obhdp.2019.11.004
PG 16
WC Psychology, Applied; Management; Psychology, Social
GA KI4GM
UT WOS:000511307900005
OA Bronze
DA 2020-06-08
ER
PT S
AU Rousseau, DM
AF Rousseau, Denise M.
BE Morgeson, F
TI Becoming an Organizational Scholar
SO ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR, VOL 7
SE Annual Review of Organizational Psychology and Organizational Behavior
LA English
DT Article; Book Chapter
DE industrial/organizational psychology; organizational behavior; careers; evidence-based management; psychological contract; scholarship
ID BUSINESS; MANAGEMENT; KNOWLEDGE; FAIRNESS
AB This article provides an overview of my career in industrial/organizational (I/O) psychology and organizational behavior (OB). I describe critical experiences shaping my developm
organizationally has made to my scholarship. I map my career experiences onto Boyer's scholarship framework, from an emphasis on basic and applied research, to practice an
C1 [Rousseau, Denise M.] Carnegie Mellon Univ, Heinz Coll Publ Policy Informat & Management, Pittsburgh, PA 15232 USA.
[Rousseau, Denise M.] Carnegie Mellon Univ, Tepper Sch Business, Pittsburgh, PA 15232 USA.
RP Rousseau, DM (reprint author), Carnegie Mellon Univ, Heinz Coll Publ Policy Informat & Management, Pittsburgh, PA 15232 USA.; Rousseau, DM (reprint author), Carnegie Mel
EM denise@cmu.edu
NR 58
TC 0
Z9 0
U1 1
U2 1
PU ANNUAL REVIEWS
PI PALO ALTO
PA 4139 EL CAMINO WAY, PO BOX 10139, PALO ALTO, CA 94303-0897 USA
SN 2327-0608
EI 2327-0616
J9 ANNU REV ORGAN PSYCH
PY 2020
VL 7
BP 1
EP 23
DI 10.1146/annurev-orgpsych-012119-045314 5/309
PG 23
GA BO3BB
UT WOS:000509884600001
OA Bronze
DA 2020-06-08
ER
PT S
AU Eby, LT
Robertson, MM
AF Eby, Lillian T.
Robertson, Melissa M.
BE Morgeson, F
TI The Psychology of Workplace Mentoring Relationships
LA English
DE close relationships; mentoring; workplace relationships; interpersonal processes; relationship science; interdisciplinary
ID WORKING ALLIANCE; CAREER SUCCESS; YOUNG-ADULTS; ATTACHMENT; METAANALYSIS; ANTECEDENTS; PERSPECTIVE; PROTEGES; OUTCOMES; SUPPORT
AB Workplace mentoring relationships have been advanced as critical to employee development. However, mentoring research has tended to find small to moderate effects ofmento
heterogeneity in effect sizes. These findings underscore the need to better understand the psychology of mentoring relationships in order to maximize the benefits of mentoring f
briefly reviewing established research on workplace mentoring relationships, we introduce five relationship science theories from outside organizational psychology and organiza
workplace mentoring: attachment theory, interdependence theory, self-expansion theory, Rhodes' model of formal youthmentoring, and the working alliance. We then discuss sev
considered when applying these relationship science theories and introduce provocative ideas for future research. We conclude by discussing practical implications for mentors,
C1 [Eby, Lillian T.] Univ Georgia, Dept Psychol, Athens, GA 30602 USA.
[Robertson, Melissa M.] Univ Georgia, Owens Inst Behav Res, Athens, GA 30602 USA.
RP Eby, LT (reprint author), Univ Georgia, Dept Psychol, Athens, GA 30602 USA.
EM leby@uga.edu; robertsonmelissa27@gmail.com
NR 128
TC 0
Z9 0
U1 4
U2 4
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2020
VL 7
BP 75
EP 100
DI 10.1146/annurev-orgpsych-012119-044924
PG 26
GA BO3BB
UT WOS:000509884600004
OA Bronze
DA 2020-06-08
ER
PT S
AU De Cremer, D
Moore, C
AF De Cremer, David
Moore, Celia
BE Morgeson, F
TI Toward a Better Understanding of Behavioral Ethics in the Workplace
LA English
DE behavioral ethics; business ethics; behavioral business ethics; intrapersonal; interpersonal; organizational behavior
ID MORAL DISENGAGEMENT; DECISION-MAKING; BUSINESS ETHICS; UNETHICAL-BEHAVIOR; METAANALYTIC EVIDENCE; CULTURAL-DIFFERENCES; POSITIVE AFFE
AB The emerging field of behavioral ethics has attracted much attention from scholars across a range of different disciplines, including social psychology, management, behavioral e
in relation to more traditional work on business ethics within organizational behavior (OB) has not really been discussed yet. Our primary objective is to bridge the different literat
full-fledged approach that we refer to as behavioral business ethics. To do so, we review the foundations and research foci of business ethics and behavioral ethics. We structure
level, and organizational level. For each level, we provide relevant research examples and outline where more research efforts are needed. We conclude by recommending futur
and discuss its practical implications.
C1 [De Cremer, David] Natl Univ Singapore, Sch Business, Dept Management & Org, Singapore 119245, Singapore.
[De Cremer, David] Univ Cambridge, Cambridge Judge Business Sch, Cambridge CB3 0BN, England.
[Moore, Celia] Imperial Coll, Sch Business, Dept Management, London SW7 2AZ, England.
RP De Cremer, D (reprint author), Univ Cambridge, Cambridge Judge Business Sch, Cambridge CB3 0BN, England.
EM bizddc@nus.edu.sg
NR 136
TC 0
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U1 10 6/309
U2 10
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2020
VL 7
BP 369
EP 393
PG 25
GA BO3BB
UT WOS:000509884600015
OA Bronze
DA 2020-06-08
ER
PT S
AU Oswald, FL
Behrend, TS
Putka, DJ
Sinar, E
AF Oswald, Frederick L.
Behrend, Tara S.
Putka, Dan J.
Sinar, Evan
BE Morgeson, F
TI Big Data in Industrial-Organizational Psychology and Human Resource Management: Forward Progress for Organizational Research and Practice
LA English
DE artificial intelligence; big data; personnel selection; talent management
ID REGRESSION TREES; SELECTION; DYNAMICS; CLASSIFICATION; METHODOLOGY; UNCERTAINTY; CHALLENGES; PREDICTION; EMERGENCE; DECADE
AB Big data and artificial intelligence (AI) have become quite compelling-and relevant, ideally-to organizations and the consulting services that help manage them. Researchers and
human resource management (HRM) can add significant value to big data and AI by offering their substantive expertise in how workforce-relevant data are measured and analyz
ethically interpreted and implemented by organizational decision makers, employees, policymakers, and other stakeholders in the employment arena. This article provides a pers
that include both micro issues (e.g., linking data sources, decisions about which data to include, big data analytics) and macro issues (e.g., changing nature of big data, developi
students, ethical and legal considerations). Ultimately, we strongly believe that IOP and HRM researchers and practitioners will become increasingly valuable for their contribution
that address big data, AI, and machine learning problems and applications in organizations relevant to their expertise.
C1 [Oswald, Frederick L.] Rice Univ, Dept Psychol Sci, Houston, TX 77005 USA.
[Behrend, Tara S.] George Washington Univ, Dept Org Sci & Commun, Washington, DC 20052 USA.
[Putka, Dan J.] Human Resources Res Org, Alexandria, VA 22314 USA.
[Sinar, Evan] BetterUp, Pittsburgh, PA 15243 USA.
RP Oswald, FL (reprint author), Rice Univ, Dept Psychol Sci, Houston, TX 77005 USA.
EM foswald@rice.edu
NR 109
TC 0
Z9 0
U1 23
U2 23
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2020
VL 7
BP 505
EP 533
PG 29
GA BO3BB
UT WOS:000509884600020
OA Bronze
DA 2020-06-08
ER
PT J
AU Mitchell, MS
Reynolds, SJ
Trevino, LK
AF Mitchell, Marie S.
Reynolds, Scott J.
Trevino, Linda K.
TI The study of behavioral ethics within organizations: A special issue introduction
SO PERSONNEL PSYCHOLOGY 7/309
LA English
DT Article
DE ethical behavior; ethics; field research; unethical behavior
ID DECISION-MAKING; MORAL IDENTITY; SELF; INCIVILITY; EMOTIONS; JUDGMENT; MODEL
AB Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequence
To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability. Although
are not representative of working adults and their designs often fail to capture the contextual complexity that defines the day-to-day realities of organizational life. In this light, this
investigate ethics within organizations and to offer rich theoretical explanations for why ethical failures and successes occur. The articles in this special issue address this importa
understanding of ethics in organizations. Our introduction synthesizes these works, provides an overview of issues facing the broader behavioral ethics literature, and discusses
C1 [Mitchell, Marie S.] Univ Georgia, Dept Management, Athens, GA 30602 USA.
[Reynolds, Scott J.] Univ Washington, Dept Management & Org, Seattle, WA 98195 USA.
[Trevino, Linda K.] Penn State Univ, Dept Management & Org, University Pk, PA 16802 USA.
RP Mitchell, MS (reprint author), Univ Georgia, Terry Coll Business, Dept Management, C206 Amos Hall, Athens, GA 30602 USA.
EM msmitche@uga.edu
NR 71
TC 0
Z9 0
U1 20
U2 20
PU WILEY
PI HOBOKEN
PA 111 RIVER ST, HOBOKEN 07030-5774, NJ USA
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD MAR
PY 2020
VL 73
IS 1
BP 5
EP 17
DI 10.1111/peps.12381
EA DEC 2019
PG 13
GA KM7IP
UT WOS:000504307000001
DA 2020-06-08
ER
PT J
AU McCarter, MW
Kopelman, S
Turk, TA
Ybarra, CE
AF McCarter, Matthew W.
Kopelman, Shirli
Turk, Thomas A.
Ybarra, Candace E.
TI Too Many Cooks Spoil the Broth: Toward a Theory for How the Tragedy of the Anticommons Emerges in Organizations
SO NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH
LA English
DT Article; Early Access
DE anticommons resource dilemma; tragedy of the commons; social dilemmas; cooperation
ID SOCIAL DILEMMAS; PROPERTY-RIGHTS; DECISION-MAKING; PSYCHOLOGICAL OWNERSHIP; FAIRNESS JUDGMENTS; TACIT COORDINATION; PRISONERS-DILEMM
AB In organizations, conflict revolves around the use of shared resources. Research on property rights, territoriality, and social dilemmas suggests that to reduce such conflict, organ
commons resources. We introduce a model that helps understand how psychologically privatizing organizational commons resources-to prevent the overuse problem of the trage
lead to the emergence of another resource dilemma. We develop a model that illustrates how resource complexity and group complexity increase psychological marking and def
of resource underuse-a tragedy of the anticommons (Heller, M. A. Harvard Law Review, 111, 1998, 621)-in organizational settings. The conceptual model, integrating insights fro
with law and social psychology, provides a bottom-up behavioral explanation of the emergence of the tragedy of the anticommons in organizations and outlines opportunities for
C1 [McCarter, Matthew W.] Univ Texas San Antonio, Management, San Antonio, TX USA.
[McCarter, Matthew W.] Chapman Univ, Econ Sci Inst, Orange, CA USA.
[Kopelman, Shirli] Univ Michigan, Ross Sch Business, Management & Org, Ann Arbor, MI 48109 USA.
[Turk, Thomas A.; Ybarra, Candace E.] Chapman Univ, Argyros Sch Business & Econ, Orange, CA USA.
RP Kopelman, S (reprint author), Univ Michigan, Ross Sch Business, 701 Tappan, Ann Arbor, MI 48109 USA.
EM shirli@umich.edu
NR 100
TC 0
Z9 0
U1 2
U2 2
PU WILEY
PI HOBOKEN
SN 1750-4708
EI 1750-4716
J9 NEGOT CONFL MANAG R
JI Negot. Confl. Manag. Res.
DI 10.1111/ncmr.12174
EA DEC 2019
PG 15
WC Psychology, Applied; Management 8/309
GA JX4JA
UT WOS:000503701400001
DA 2020-06-08
ER
PT J
AU Burnes, B
AF Burnes, Bernard
TI The Origins of Lewin's Three-Step Model of Change
SO JOURNAL OF APPLIED BEHAVIORAL SCIENCE
LA English
DT Article
DE Kurt Lewin; three-step model; field theory; group dynamics; action research
ID ORGANIZATIONAL-CHANGE; FIELD-THEORY; LEWIN,KURT; PSYCHOLOGY; EXPLORATION; MANAGEMENT; FRONTIERS; HISTORY
AB At the time of his death in 1947, Kurt Lewin was seen as one of the foremost psychologists of his day. He is now best known for his three-step model of change. However, this ha
suggested that Lewin "never developed such a model," yet this ignores its links to the rest of Lewin's work. Surprisingly, there appears to have been no rigorous attempt to under
and his later work on social and organizational change. In addressing this gap in the Lewin literature, this article will not only show that the three-step model of change is far from
to change based on his development of field theory. The main difference between the two is one of nomenclature rather than substance.
C1 [Burnes, Bernard] Univ Stirling, Stirling, Scotland.
RP Burnes, B (reprint author), Univ Stirling, Stirling Management Sch, Cotrell Bldg, Stirling FK9 4LA, Scotland.
EM bernard.burnes@stir.ac.uk
OI Burnes, Bernard 0000-0003-4244-7241
NR 132
TC 2
Z9 2
U1 24
U2 24
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
JI J. Appl. Bahav. Sci.
PD MAR
PY 2020
VL 56
IS 1
BP 32
EP 59
AR 0021886319892685
DI 10.1177/0021886319892685
EA DEC 2019
PG 28
WC Behavioral Sciences; Psychology, Applied; Management; Psychology, Experimental
SC Behavioral Sciences; Psychology; Business & Economics
GA KG9AU
UT WOS:000503589500001
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Tuncdogan, A
Dogan, IC
AF Tuncdogan, Aybars
Dogan, Ismail Cagri
TI Managers' regulatory focus, temporal focus and exploration-exploitation activities
SO JOURNAL OF MANAGERIAL PSYCHOLOGY
LA English
DT Article
DE Innovation; Managerial psychology; Goal orientation
ID ORGANIZATIONAL AMBIDEXTERITY; MINDFULNESS; ANTECEDENTS; PERFORMANCE; LEADERSHIP; STRATEGY; VALIDITY; BEHAVIOR
AB Purpose The purpose of this paper is to examine and gain further insight into the potential link between regulatory focus and exploration-exploitation at the individual manager lev
focus would act as a mediator in the relationship between managers' regulatory foci and exploration-exploitation activities. Design/methodology/approach A survey was conducte
using OLS regression models, followed by bootstrapped multiple-mediation analyses. Findings Managers' promotion and prevention foci are associated with the extent to which t
related to managers' exploration and exploitation activities.
Originality/value This paper not only examines the link between regulatory focus and exploration-exploitation at the individual level, but also provides further insights regarding th
temporal focus as a mediator of this relationship, this study contributes to the ongoing discussion about the potential link between regulatory focus and exploration-exploitation, a
C1 [Tuncdogan, Aybars] Kings Coll London, Kings Business Sch, London, England.
[Dogan, Ismail Cagri] Kings Coll London, London, England.
[Dogan, Ismail Cagri] Ankara Yildirim Beyazit Univ, Ankara, Turkey.
RP Tuncdogan, A (reprint author), Kings Coll London, Kings Business Sch, London, England.
EM aybarstuncdogan@gmail.com
OI Tuncdogan, Aybars 0000-0002-3848-3293
NR 54
TC 0
Z9 0
U1 13
U2 13
9/309
PI BINGLEY
PA HOWARD HOUSE, WAGON LANE, BINGLEY BD16 1WA, W YORKSHIRE, ENGLAND
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
JI J. Manage. Psychol.
PD FEB 10
PY 2020
VL 35
IS 1
BP 13
EP 27
DI 10.1108/JMP-07-2018-0318
EA DEC 2019
PG 15
GA KG2ZY
UT WOS:000507723200001
DA 2020-06-08
ER
PT J
AU Umrani, WA
Siyal, IA
Ahmed, U
Ali, G
Sayed, H
Umrani, S
AF Umrani, Waheed Ali
Siyal, Imdad Ali
Ahmed, Umair
Ali, Ghulam
Sayed, Hassan
Umrani, Sumera
TI Does family come first? Family motivation-individual's OCB assessment via self-efficacy
SO PERSONNEL REVIEW
LA English
DE Self-efficacy; Quantitative; OCBI; Family motivation; Self-determination theory; Pro social motivation
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; JOB-SATISFACTION; REGULATORY EFFICACY; INTRINSIC MOTIVATION; POSITIVE PSYCHOLOGY; LONGITUDINAL-FIELD
PERFORMANCE
AB Purpose The purpose of this paper is to investigate the perceptions of faculty members about the influence of family motivation on their self-efficacy and organizational citizenshi
The proposed model was tested on a sample of 353 faculty members from different public and private universities of Pakistan. Partial least squares structural equation modeling
that family motivation was not positively related to faculty members' OCBI; instead, this relationship is fully mediated by self-efficacy. The findings suggest that it is employees' se
to their increased OCBI. This study also finds that supporting the family is a powerful source of motivation to work, offering meaningful practical and theoretical implications for po
dynamics of work and family engagements. Originality/value The study contributes to human resource management (HRM) and organizational behavior (OB) literatures by provid
and OB consultants who are interested in understanding the underlying psychological mechanisms (i.e. self-efficacy) through which employees' family motivation results in the in
C1 [Umrani, Waheed Ali] Sukkur IBA Univ, Dept Business Adm, Sukkur, Pakistan.
[Siyal, Imdad Ali; Sayed, Hassan] Sukkur IBA Univ, Sukkur, Pakistan.
[Ahmed, Umair] Arab Open Univ Bahrain, Manamah, Bahrain.
[Ali, Ghulam] United Arab Emirates Univ, Coll Business & Econ, Dubai, U Arab Emirates.
[Umrani, Sumera] Univ Edinburgh, Moray House Sch Educ, Edinburgh, Midlothian, Scotland.
RP Umrani, WA (reprint author), Sukkur IBA Univ, Dept Business Adm, Sukkur, Pakistan.
EM waheed.ali@iba-suk.edu.pk
RI Siyal, Imdad Ali R-2619-2018
OI Siyal, Imdad Ali 0000-0002-9594-1799
NR 135
TC 0
Z9 0
U1 8
U2 8
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
DI 10.1108/PR-01-2019-0031
EA DEC 2019
PG 21
WC Industrial Relations & Labor; Psychology, Applied; Management
SC Business & Economics; Psychology
GA JW4YM
UT WOS:000503059100001
DA 2020-06-08
ER
PT J
AU Lee, Y
Berry, CM
Gonzalez-Mule, E
AF Lee, Youngduk
Berry, Christopher M. 10/309
Gonzalez-Mule, Erik
TI The Importance of Being Humble: A Meta-Analysis and Incremental Validity Analysis of the Relationship Between Honesty-Humility and Job Performance
SO JOURNAL OF APPLIED PSYCHOLOGY
LA English
DT Article
DE HEXACO; honesty-humility; personality; job performance; counterproductive work behavior
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; GENERAL MENTAL-ABILITY; BIG 5; HEXACO PERSONALITY; DARK TRIAD; PSYCHOMETRIC PROPERTIES; WORKPLACE
AB The HEXACO model presents a conceptualization of personality that includes the trait honesty-humility (H-H) in addition to 5 other personality traits (i.e., agreeableness, conscie
approximate the ubiquitous five-factor model (FFM) of personality. A substantial literature has accumulated supporting the structure of the HEXACO model and the construct vali
appearance of H-H in the applied psychology literature. This begs the question of whether H-H exhibits significant criterion-related validity with respect to job performance and w
established individual differences predictors of job performance. Accordingly, the purpose of this study is to conduct a meta-analysis of the relationship between H-H and 3 major
behavior [CWB]. organizational citizenship behavior [OCB], and task performance) and compare the incremental validity of H-H with other established individual differences pred
results indicate that H-H correlates -.44 with CWB, .13 with OCB, and .15 with task performance (each correlation corrected for unreliability in both the independent and depende
over the other individual differences predictors in the case of CWB but not OCB and task performance.
C1 [Lee, Youngduk; Berry, Christopher M.; Gonzalez-Mule, Erik] Indiana Univ, Kelly Sch Business, Dept Management & Entrepreneurship, 1309 East Tenth St, Bloomington, IN 4740
RP Lee, Y (reprint author), Indiana Univ, Kelly Sch Business, Dept Management & Entrepreneurship, 1309 East Tenth St, Bloomington, IN 47405 USA.
EM yl96@indiana.edu
FU John F. Mee Chair of Management from Indiana University's Kelley School of Business
FX Christopher M. Berry's time on this project was partially supported by funds from the John F. Mee Chair of Management from Indiana University's Kelley School of Business. An e
34th Annual Society for Industrial and Organizational Psychology Conference, Washington, DC, April 4-6, 2019.
NR 109
TC 6
Z9 6
U1 52
U2 74
PU AMER PSYCHOLOGICAL ASSOC
PI WASHINGTON
PA 750 FIRST ST NE, WASHINGTON, DC 20002-4242 USA
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
JI J. Appl. Psychol.
PD DEC
PY 2019
VL 104
IS 12
BP 1535
EP 1546
DI 10.1037/apl0000421
PG 12
GA JN2EN
UT WOS:000496714000005
PM 31192647
DA 2020-06-08
ER
PT J
AU Madrid, HP
Niven, K
Vasquez, CA
AF Madrid, Hector P.
Niven, Karen
Vasquez, Cristian A.
TI Leader interpersonal emotion regulation and innovation in teams
SO JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY
LA English
DT Article
DE interpersonal emotion regulation; innovation; teams; teamwork; leaders
ID GROUP AFFECTIVE TONE; SOCIAL INTEGRATION; POSITIVE MOOD; NEGATIVE MOOD; WORK; MODEL; CREATIVITY; PERFORMANCE; DEMOGRAPHY; CONTAGION
AB Interpersonal emotion regulation is an important psychological function in social behaviour. However, this construct has still been scantly explored in work psychology and organi
emotion regulation on core aspects of work performance are as yet unknown. Thus, our article seeks to provide insight into how, in the context of teamwork in organizations, lead
emotion regulation to capitalize on the important role that affects plays in team innovation. Using a multisource field study, we tested and supported a mediation model in which le
positively related to team innovation via team positive affective tone. Conversely, leader affect-worsening regulation was negatively related to team innovation via team negative
organizational psychology literature by applying the notion of interpersonal emotion regulation in the teamwork setting, identifying specific behaviours of leaders that influence the
experiences. Practitioner points
Leader interpersonal emotion regulation increases or decreases innovation by means of team affect. Leader affect-improving interpersonal emotion regulation is positively related
interpersonal emotion regulation has the opposite effect. Interventions for leader development should include training on interpersonal emotion regulation to benefit teamwork.
C1 [Madrid, Hector P.] Pontificia Univ Catolica Chile, Sch Management, Santiago, Chile.
[Niven, Karen; Vasquez, Cristian A.] Univ Manchester, Alliance Manchester Business Sch, Manchester, Lancs, England.
RP Madrid, HP (reprint author), Pontificia Univ Catolica Chile, Escuela Adm, Ave Vicuna Mackenna 4860, Santiago 7820436, Chile.
EM hpmadrid@uc.cl
RI Madrid, Hector N-2162-2014
OI Madrid, Hector 0000-0003-1925-6156
NR 70
TC 1
Z9 1
U1 16
U2 23
PU WILEY
PI HOBOKEN
SN 0963-1798 11/309
EI 2044-8325
J9 J OCCUP ORGAN PSYCH
JI J. Occup. Organ. Psychol.
PD DEC
PY 2019
VL 92
IS 4
BP 787
EP 805
DI 10.1111/joop.12292
PG 19
GA JK0AX
UT WOS:000494514000004
DA 2020-06-08
ER
PT J
AU Wang, ZN
Meng, LJ
Cai, SH
AF Wang, Zhining
Meng, Lijun
Cai, Shaohan
TI Servant leadership and innovative behavior: a moderated mediation
LA English
DT Article
DE Innovation; Leadership; Multilevel analysis; Positive psychology
ID ETHICAL LEADERSHIP; TEAM REFLEXIVITY; WORK; MULTILEVEL; MODEL; ANTECEDENTS; CREATIVITY; DEMANDS; IMPACT
AB Purpose The purpose of this paper is to explore the cross-level effect of servant leadership on employee innovative behavior by studying the mediating role of thriving at work an
Design/methodology/approach This research collected data from 199 dyads of employees and their direct supervisors in 55 work units, and tested a cross-level moderated media
suggest that thriving at work mediates the relationship between servant leadership and innovative behavior. The results also show that team reflexivity positively moderates the r
the mediating effect of thriving at work. Practical implications - The empirical findings suggest that organizations should make efforts to promote servant leadership and encourag
stimulate employees' thriving at work, thereby facilitating employee and organizational development. Originality/value This research identifies thriving at work as a key mediator t
the role of team reflexivity in strengthening the effect of servant leadership on employee innovative behavior.
C1 [Wang, Zhining; Meng, Lijun] China Univ Min & Technol, Sch Management, Xuzhou, Jiangsu, Peoples R China.
[Cai, Shaohan] Carleton Univ, Sprott Sch Business, Ottawa, ON, Canada.
RP Wang, ZN (reprint author), China Univ Min & Technol, Sch Management, Xuzhou, Jiangsu, Peoples R China.
EM wzncumt@126.com
FU Fundamental Research Funds for Central Universities in China [2017XKQY087]; Humanities and Social Sciences Research Funds of the Chinese Education Ministry [17YJA630
and Creation of China University of Mining and Technology [2018WHCC03/05]
FX This research is partly supported by the Fundamental Research Funds for Central Universities in China (Grant No. 2017XKQY087), the Humanities and Social Sciences Researc
17YJA630104) and the Double First-Class Initiative Project for Cultural Evolution and Creation of China University of Mining and Technology (Grant No. 2018WHCC03/05).
NR 52
TC 0
Z9 0
U1 26
U2 26
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PD NOV 11
PY 2019
VL 34
IS 8
BP 505
EP 518
DI 10.1108/JMP-11-2018-0499
PG 14
GA JR9GG
UT WOS:000499924200001
DA 2020-06-08
ER
PT J
AU Diesel, R
Scheepers, CB
AF Diesel, Rick
Scheepers, Caren Brenda
TI Innovation climate mediating complexity leadership and ambidexterity
SO PERSONNEL REVIEW
LA English
DT Article
DE Innovation; Leadership; Quantitative; Ambidexterity; Exploratory innovation; Exploitative innovation; Organizational climate 12/309
ID TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL AMBIDEXTERITY; CONTEXTUAL AMBIDEXTERITY; EXPLORATION; EXPLOITATION; ANTECEDENTS; PERFOR
AB Purpose The purpose of this paper is to investigate the relationship between complexity leadership and contextual ambidexterity as well as the mediating effect of organisational
on which leadership approach and mediating factors can meet today's seemingly contradictory challenges of efficiently managing business demands, while simultaneously searc
researchers analysed 1,204 usable survey responses from employees of South African organisations. Analysis was in the form of structural equation modelling. Mediation analys
Results show that complexity leadership was a strong predictor of innovation climate; in turn, innovation climate positively impacts exploratory innovation by 64 per cent; complex
exploitation by 57 per cent. The innovation climate plays a total mediator role between complexity leadership and exploratory innovation and a partial effect on exploitation. Origin
contribution to the emerging field of complexity leadership by offering conceptual as well as empirical evidence of its role in ambidexterity. This study extends previous research i
open to new ideas to enable exploratory innovation.
C1 [Diesel, Rick; Scheepers, Caren Brenda] Univ Pretoria, Gordon Inst Business Sci, Johannesburg, South Africa.
RP Scheepers, CB (reprint author), Univ Pretoria, Gordon Inst Business Sci, Johannesburg, South Africa.
EM scheepersc@gibs.co.za
RI Scheepers, Caren V-4046-2018
OI Scheepers, Caren 0000-0002-4093-9763
NR 87
TC 3
Z9 3
U1 5
U2 25
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PD NOV 4
PY 2019
VL 48
IS 7
BP 1782
EP 1808
DI 10.1108/PR-11-2018-0445
PG 27
GA IY6KA
UT WOS:000486504400008
DA 2020-06-08
ER
PT J
AU Westaby, JD
Parr, AK
AF Westaby, James D.
Parr, Adam K.
TI Network Goal Analysis of Social and Organizational Systems: Testing Dynamic Network Theory in Complex Social Networks
LA English
DT Article
DE social networks; goal pursuit; interventions; organizational development and change; network science; multipendent systems; netgoal theory; netgoal analysis; constructive react
ID INTENTIONS; PSYCHOLOGY; CENTRALITY; SUPPORT; REALITY; SCIENCE; WORK; SELF
AB Grounded in dynamic network theory, this study examined network goal analysis (NGA) to understand complex systems. NGA provides new insights by inserting goal nodes into
objectives, or desires, thus having wide applicability. The theory ties social networks to goal nodes through a parsimonious set of social network role linkages, such as independe
supportive resisting, and system negating (i.e., those who are upset with others in the pursuit). Moreover, we extend the theory's system reactance role linkage to better account
a team's mission and an individual's work project. In support of dynamic network theory, using the Quadratic Assignment Procedure, results demonstrated significant shared goa
goal striving and system supporting. These findings manifest what we coin as multipendence: Systems having some actions independently involved with goals, while others are d
demonstrated that the goal nodes manifested strong betweenness centrality, indicating that goal striving and feedback links were connecting entities across the wider system. St
implications for practice.
C1 [Westaby, James D.; Parr, Adam K.] Columbia Univ, Teachers Coll, New York, NY 10027 USA.
RP Westaby, JD (reprint author), Columbia Univ, Teachers Coll, Dept Org & Leadership, Program Social Org Psychol, Box 6,226A Thompson Hall,525 W 120th St, New York, NY 10
EM jdw43@columbia.edu
NR 65
TC 0
Z9 0
U1 2
U2 4
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD MAR
PY 2020
VL 56
IS 1
BP 107
EP 129
AR UNSP 0021886319881496
DI 10.1177/0021886319881496
EA OCT 2019
PG 23 13/309
GA KG9AU
UT WOS:000492517800001
DA 2020-06-08
ER
PT J
AU Colquitt, JA
Sabey, TB
Rodell, JB
Hill, ET
AF Colquitt, Jason A.
Sabey, Tyler B.
Rodell, Jessica B.
Hill, Edwyna T.
TI Content Validation Guidelines: Evaluation Criteria for Definitional Correspondence and Definitional Distinctiveness
LA English
DT Article
DE content validity; measurement; construct validity; scale development
ID LEADER-MEMBER EXCHANGE; WORK-FAMILY CONFLICT; ORGANIZATIONAL CITIZENSHIP; QUANTITATIVE APPROACH; CONSTRUCT MEASUREMENT; MORAL DISE
SATISFACTION; SELF-EFFICACY; PERFORMANCE
AB Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their constru
scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, an
criteria for 2 commonly used content validation approaches: Anderson and Gerbing (1991) and Hinkin and Tracey (1999). To create those guidelines, we gathered all new scales
Management Journal, Personnel Psychology, and Organizational Behavior and Human Decision Processes from 2010 to 2016. We then subjected those 112 scales to Anderson
approaches using 6,240 participants from Amazon's Mechanical Turk with detailed, transparent, and replicable instructions. For both approaches, our results provide evaluation c
scale's items correspond to the construct's definition-and definitional distinctiveness-the degree to which a scale's items correspond more to the construct's definition than to the
C1 [Colquitt, Jason A.; Sabey, Tyler B.; Rodell, Jessica B.; Hill, Edwyna T.] Univ Georgia, Dept Management, C210 Benson Hall,630 South Lumpkin St, Athens, GA 30602 USA.
RP Colquitt, JA (reprint author), Univ Georgia, Dept Management, C210 Benson Hall,630 South Lumpkin St, Athens, GA 30602 USA.
EM colq@uga.edu
NR 130
TC 6
Z9 6
U1 19
U2 45
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD OCT
PY 2019
VL 104
IS 10
BP 1243
EP 1265
DI 10.1037/apl0000406
PG 23
GA JB8QD
UT WOS:000488837300003
PM 30945879
DA 2020-06-08
ER
PT J
AU Holman, D
Niven, K
AF Holman, David
Niven, Karen
TI Does interpersonal affect regulation influence others' task performance? The mediating role of positive mood
SO EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY
LA English
DT Article
DE Interpersonal affect regulation; performance; dyadic survey
ID EMOTIONAL CONTAGION; CORE AFFECT; WORK; BEHAVIOR; ATTACHMENT; PSYCHOLOGY; EXPERIENCE; ATTENTION; FEELINGS; BROADEN
AB An important part of many job roles - such as coaches, instructors, and leaders - is trying to improve the performance of others. In this paper we examine whether affect-improvin
improve the emotion and mood of another person) plays a positive role in this process. We develop a model which proposes that the positive relationship between the receipt of
by positive mood. Results of two dyadic studies (one with academics and doctoral students, N = 78, the other with driving instructors and learner drivers, N = 100) support the hy
affect regulation are over and above the effects of emotional contagion. Our findings extend theoretical understanding of the effects of interpersonal affect regulation by illustratin
behaviour. Our research also provides new evidence on the relational and affective processes through which people holding key organizational roles (e.g., coaches, instructors, m
C1 [Holman, David; Niven, Karen] Univ Manchester, Alliance Manchester Business Sch, Manchester, Lancs, England.
RP Holman, D (reprint author), Univ Manchester, Alliance Manchester Business Sch, Manchester, Lancs, England.
EM david.holman@mbs.ac.uk
NR 65
TC 0
Z9 0
U1 3 14/309
U2 7
PU ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD
PI ABINGDON
PA 2-4 PARK SQUARE, MILTON PARK, ABINGDON OX14 4RN, OXON, ENGLAND
SN 1359-432X
EI 1464-0643
J9 EUR J WORK ORGAN PSY
JI Eur. J. Work Organ. Psychol.
PD NOV 2
PY 2019
VL 28
IS 6
BP 820
EP 830
DI 10.1080/1359432X.2019.1666105
EA SEP 2019
PG 11
GA JK2TH
UT WOS:000486471900001
DA 2020-06-08
ER
PT J
AU Thompson, CL
Kuah, ATH
Foong, R
Ng, ES
AF Thompson, Claire L.
Kuah, Adrian T. H.
Foong, Regina
Ng, Eddy S.
TI The development of emotional intelligence, self-efficacy, and locus of control in Master of Business Administration students
SO HUMAN RESOURCE DEVELOPMENT QUARTERLY
LA English
DT Article
DE academic performance; emotional intelligence; locus of control; MBA program; self-efficacy; training
ID LEADERSHIP DEVELOPMENT; ACADEMIC-PERFORMANCE; PERSONALITY-TRAITS; SECONDARY CONTROL; COMPETENCE; VALIDATION; IMPACT; WORK
AB Successful managers must develop strong interpersonal skills alongside their ability to achieve personal and organizational goals. For educational institutions to stay relevant, co
competencies in addition to technical knowledge, skills and abilities for the constantly evolving business climate. We explored whether Master of Business Administration (MBA)
competencies, given that MBAs are a popular management development tool. Specifically, we investigated changes in MBA candidates' emotional intelligence (EI) ability, self-eff
design over the course of a 1-year MBA educational program and explored the relationship of candidate's baseline psychological status to their academic success in the MBA ed
enrolled students at an international university in Asia. The study participants (53 MBA students, plus 26 psychology students, and 34 nonstudents as comparison groups) compl
and end of a 1-year MBA period. The MBA candidates showed significant improvement in EI, SE, and LoC-internality, as well as an increase in LoC-powerful others during the pr
also predicted MBA students' academic performance. The findings provide evidence that psychological competencies that may positively affect work performance are key benefi
C1 [Thompson, Claire L.] Cent Queensland Univ, Dept Psychol, Rockhampton, Qld, Australia.
[Kuah, Adrian T. H.] James Cook Univ Australia, Coll Business Law & Governance, Singapore Campus, Singapore, Singapore.
[Foong, Regina] James Cook Univ Australia, Coll Healthcare Sci, Singapore Campus, Singapore, Singapore.
[Ng, Eddy S.] Bucknell Univ, Freeman Coll Management, Lewisburg, PA 17837 USA.
RP Ng, ES (reprint author), Bucknell Univ, Freeman Coll Management, Lewisburg, PA 17837 USA.
EM eddy.ng@bucknell.edu
RI Kuah, Adrian O-4757-2017
Ng, Eddy B-5718-2009
OI Kuah, Adrian 0000-0001-6245-5228
Ng, Eddy 0000-0002-2012-9878
FU Central Queensland University; James Cook University; Bucknell University; James and Elizabeth Freeman Chair in Management at Bucknell University
FX Preparation of this manuscript is supported in part by Central Queensland University, James Cook University, and Bucknell University. Eddy Ng gratefully acknowledges the supp
at Bucknell University.
NR 77
TC 1
Z9 1
U1 13
U2 52
PI SAN FRANCISCO
PA ONE MONTGOMERY ST, SUITE 1200, SAN FRANCISCO, CA 94104 USA
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
JI Hum. Resour. Dev. Q.
PD FEB
PY 2020
VL 31
IS 1
BP 113
EP 131
DI 10.1002/hrdq.21375
EA SEP 2019
PG 19
GA KR0WX 15/309
UT WOS:000486270200001
DA 2020-06-08
ER
PT J
AU Carter, JW
Youssef-Morgan, CM
AF Carter, Justin W.
Youssef-Morgan, Carolyn M.
TI The positive psychology of mentoring: A longitudinal analysis of psychological capital development and performance in a formal mentoring program
LA English
DT Article
DE mentoring; organizational performance; performance management; psychological capital; talent development
ID SOCIAL COGNITIVE THEORY; SELF-EFFICACY; ORGANIZATIONAL-BEHAVIOR; EMPLOYEE PERFORMANCE; SUPERVISORY STATUS; CAREER; IMPACT; RESILIENCE
AB Although there is substantial support for the relationship between mentoring and work performance, empirical research has yet to fully explore the plausible positive psychologica
study examines the effects of mentoring on proteges' psychological capital (PsyCap; a higher-order psychological resource that includes hope, efficacy, resilience, and optimism)
over time, in the context of an existing formal organizational mentoring program. PsyCap is examined as a mediator in the relationship between mentoring and performance. Utili
of the mentoring program in developing PsyCap and enhancing performance 1 year later in three cohorts of proteges, even after controlling for preprogram performance. Further
mentoring and performance. This is the first empirical study to explore this relationship, and one of the few mentoring studies to collect data over multiple time periods.
C1 [Carter, Justin W.] Univ North Alabama, Coll Business, 1 Harrison Plaza, Florence, AL 35632 USA.
[Youssef-Morgan, Carolyn M.] Bellevue Univ, Coll Business, Bellevue, NE USA.
RP Carter, JW (reprint author), Univ North Alabama, Coll Business, 1 Harrison Plaza, Florence, AL 35632 USA.
EM jwcarter@una.edu
OI Carter, Justin 0000-0002-7743-5542
NR 104
TC 1
Z9 1
U1 11
U2 18
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD SEP
PY 2019
VL 30
IS 3
BP 383
EP 405
DI 10.1002/hrdq.21348
PG 23
GA IY0BB
UT WOS:000486054700006
DA 2020-06-08
ER
PT J
AU Follmer, EH
AF Follmer, Elizabeth H.
TI Prologue: considering how fit changes
LA English
DT Article
DE Perceived fit; person-environment fit; time; misfit
ID FACADES
AB This prologue to the European Journal of Work and Organizational Psychology special issue "Experiencing fit and misfit: Process views, dynamic interactions, and temporal cons
issue: perception of fit and misfit, actions taken in pursuit of fit, and the influence of time in considering fit. Each of the papers speaks to one or more of these themes and I explo
understanding of the experience of fit and misfit as subjective and dynamic. I also comment on the practical implications of the research presented in this issue and provide recom
C1 [Follmer, Elizabeth H.] Univ Massachusetts, Isenberg Sch Business, Amherst, MA 01003 USA.
RP Follmer, EH (reprint author), Univ Massachusetts, Isenberg Sch Business, Amherst, MA 01003 USA.
EM efollmer@isenberg.umass.edu
NR 19
TC 0
Z9 0
U1 0
U2 0
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD SEP 3
PY 2019
VL 28 16/309
IS 5
SI SI
BP 567
EP 571
DI 10.1080/1359432X.2019.1649716
EA AUG 2019
PG 5
GA JA4OE
UT WOS:000480858000001
DA 2020-06-08
ER
PT J
AU Zhang, B
Cao, MY
Tay, L
Luo, J
Drasgow, F
AF Zhang, Bo
Cao, Mengyang
Tay, Louis
Luo, Jing
Drasgow, Fritz
TI Examining the item response process to personality measures in high-stakes situations: Issues of measurement validity and predictive validity
SO PERSONNEL PSYCHOLOGY
LA English
DT Article
DE dominance model; faking; ideal point model; item response process; personality assessment
ID INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY; IDEAL POINT; APPLICANT FAKING; LIKERT-TYPE; R PACKAGE; MODEL; FAKE; FIT; INVENTORIES; DIMENSIONALITY
AB We conducted two experimental studies with between-subjects and within-subjects designs to investigate the item response process for personality measures administered in hig
measurement validity of the item response process, we examined predictive validity; that is, whether or not different response models entail differential selection outcomes. We fo
dominance response models across high- versus low-stakes situations in both studies. Additionally, fitting ideal point models to the data led to fewer items displaying differential i
identified several items that functioned as intermediate items in both the faking and honest conditions when ideal point models were fitted, suggesting that ideal point model is "th
inventories. However, the use of different response models (dominance vs. ideal point) did not have any substantial impact on the validity of personality measures in high-stakes
mean performance or percent of fakers selected. These findings are significant in that although prior research supports the importance and use of ideal point models for measuri
though ideal point models seem to have slightly better measurement validity, the use of dominance models may be adequate with no loss to predictive validity.
C1 [Zhang, Bo; Cao, Mengyang; Drasgow, Fritz] Univ Illinois, Dept Psychol, 603 E Daniel St, Champaign, IL 61820 USA.
[Tay, Louis] Purdue Univ, Dept Psychol Sci, W Lafayette, IN 47907 USA.
[Luo, Jing] Univ Southern Calif, Dept Psychol, Los Angeles, CA USA.
[Drasgow, Fritz] Univ Illinois, Sch Labor & Employment Relat, Champaign, IL USA.
RP Zhang, B; Cao, MY (reprint author), Univ Illinois, Dept Psychol, 603 E Daniel St, Champaign, IL 61820 USA.
EM bozhang3@illinois.edu; pkucmy@gmail.com
OI Cao, Mengyang 0000-0002-5395-6984
Zhang, Bo 0000-0002-6730-7336
Tay, Louis 0000-0002-5522-4728
NR 78
TC 1
Z9 1
U1 5
U2 10
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD JUN
PY 2020
VL 73
IS 2
BP 305
EP 332
DI 10.1111/peps.12353
EA AUG 2019
PG 28
GA LG1FN
UT WOS:000479828100001
DA 2020-06-08
ER
PT J
AU Ahn, J
Hong, AJ
AF Ahn, Jisun
Hong, Ah Jeong
TI Transforming I into we in organizational knowledge creation: A case study
LA English
DT Article; Early Access 17/309
DE intersubjectivity; organizational knowledge sharing; organizational learning; sensemaking
ID MANAGING KNOWLEDGE; SENSEMAKING; INNOVATION; CAPABILITIES; PSYCHOLOGY; BOUNDARIES; CRITERIA; NETWORK; SENSE; WORK
AB This study examined the process by which individual knowledge is transformed into organizational knowledge by clarifying the sensemaking process. Although several earlier stu
sharing among members is important, research detailing the development of the knowledge-sharing process is relatively rare. The current study addresses this gap by using a qu
organization to examine the organizational knowledge-sharing process. The findings suggest that learning for organizational knowledge generation depends on participation and
based on intersubjectivity among the organization's members. This study has important theoretical and practical implications for future research on organizational knowledge sha
human resource development.
C1 [Ahn, Jisun; Hong, Ah Jeong] Chung Ang Univ, 84 Heukseok Ro, Seoul, South Korea.
RP Hong, AJ (reprint author), Chung Ang Univ, 84 Heukseok Ro, Seoul, South Korea.
EM ah454@cau.ac.kr
OI Hong, Ah Jeong 0000-0002-0703-0603
NR 63
TC 0
Z9 0
U1 4
U2 7
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
DI 10.1002/hrdq.21371
EA JUL 2019
PG 18
GA IP0VP
UT WOS:000479782400001
DA 2020-06-08
ER
PT J
AU Gooty, J
Banks, GC
Loignon, AC
Tonidandel, S
Williams, CE
AF Gooty, Janaki
Banks, George C.
Loignon, Andrew C.
Tonidandel, Scott
Williams, Courtney E.
TI Meta-Analyses as a Multi-Level Model
SO ORGANIZATIONAL RESEARCH METHODS
LA English
DE meta-analysis; multilevel analysis; dependency
ID DEPENDENT EFFECT SIZES; PUBLICATION BIAS; CONSEQUENCES; ASSUMPTION; REVIEWS
AB Meta-analyses are well known and widely implemented in almost every domain of research in management as well as the social, medical, and behavioral sciences. While this tec
sizes), meta-analyses are predicated on the assumption of independence of primary effect sizes, which might be routinely violated in the organizational sciences. Here, we discu
and demonstrate how meta-analysis could be cast as a multilevel, variance known (Vknown) model to account for such dependency in primary studies' effect sizes. We illustrate
software as it remains the most widely used multilevel analyses software in management. In so doing, we draw on examples in educational psychology (where such techniques w
Carlo simulation (Appendix). We conclude with a discussion of implications, caveats, and future extensions. Our Appendix details features of a newly developed application that
the HLM program.
C1 [Gooty, Janaki; Banks, George C.] Univ N Carolina, Belk Coll Business, Dept Management, Charlotte, NC USA.
[Tonidandel, Scott] Univ N Carolina, Belk Coll Business, Management, Charlotte, NC USA.
[Williams, Courtney E.] Univ N Carolina, Belk Coll Business, 9201 Univ City Blvd, Charlotte, NC 28223 USA.
[Loignon, Andrew C.] Louisiana State Univ, EJ Ourso Coll Business, Rucks Dept Management, Baton Rouge, LA 70803 USA.
RP Gooty, J (reprint author), Univ N Carolina, Belk Coll Business, 9201 Univ City Blvd, Charlotte, NC 28223 USA.
EM jgooty@uncc.edu
FU Belk College of Business Summer Research Grant
FX The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: The first author was supported by a Belk College o
NR 66
TC 0
Z9 0
U1 2
U2 5
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
J9 ORGAN RES METHODS
JI Organ. Res. Methods
AR UNSP 1094428119857471
DI 10.1177/1094428119857471
EA JUL 2019
PG 23
GA IN2DS
UT WOS:000478489800001 18/309
DA 2020-06-08
ER
PT J
AU Cusin, J
Goujon-Belghit, A
AF Cusin, Julien
Goujon-Belghit, Anne
TI Error reframing: studying the promotion of an error management culture
LA English
DT Article
DE Error tolerance; error prevention; error management; error reframing
ID PSYCHOLOGICAL SAFETY; PERFORMANCE; FAILURES; FUTURE; IMPACT; LEARN
AB In the organizational behaviour and organizational psychology literature, individual errors are considered either as sources of blame (error-prevention culture) or as sources of lea
innovation (error-management culture). While we can assume that a third perspective exists somewhere in between, error management is usually considered as the best solution
transition from a pure error-prevention to an error-management culture. We thus examine to what extent and under what conditions an organization can culturally transform the r
To answer this question, we conducted a qualitative study on the case of a French insurance company. We portray a realistic image of the promotion of an error management cu
nonetheless identifying some conditions for successful error reframing.
C1 [Cusin, Julien; Goujon-Belghit, Anne] Univ Bordeaux, IRGO Management Sci, IAE Bordeaux, Bordeaux, France.
RP Cusin, J (reprint author), Univ Bordeaux, IRGO Management Sci, IAE Bordeaux, Bordeaux, France.
EM julien.cusin@u-bordeaux.fr
OI GOUJON BELGHIT, Anne 0000-0003-1904-5607
NR 41
TC 1
Z9 1
U1 3
U2 12
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD JUL 4
PY 2019
VL 28
IS 4
BP 510
EP 524
DI 10.1080/1359432X.2019.1623786
PG 15
GA IK9XO
UT WOS:000476950600006
DA 2020-06-08
ER
PT J
AU Podsakoff, NP
Spoelma, TM
Chawla, N
Gabriel, AS
AF Podsakoff, Nathan P.
Spoelma, Trevor M.
Chawla, Nitya
Gabriel, Allison S.
TI What Predicts Within-Person Variance in Applied Psychology Constructs? An Empirical Examination
LA English
DT Article
DE intraindividual; experience sampling methods; intraclass correlation; positive and negative affect
ID WORK-FAMILY CONFLICT; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; CORE SELF-EVALUATIONS; PROBLEM-SOLVING DEMANDS; DAILY JOB-SATISFACTION; DAY-
RECOVERY EXPERIENCES; PROACTIVE BEHAVIOR
AB The attention paid to intraindividual phenomena in applied psychology has rapidly increased during the last two decades. However, the design characteristics of studies using da
person variance in the measures employed in these studies vary substantially. This raises a critical question yet to be addressed: are differences in the proportion of variance att
construct-, measure-, design-, and/or sample-related characteristics? A multilevel analysis based on 1,051,808 within-person observations reported in 222 intraindividual empiric
type), how to study it (measurement and design characteristics), and from whom to obtain the data (sample characteristics) predicted the proportion of variance attributable to wi
recommendations for those conducting and reviewing applied intraindividual research.
C1 [Podsakoff, Nathan P.; Chawla, Nitya; Gabriel, Allison S.] Univ Arizona, Dept Management & Org, Tucson, AZ 85721 USA.
[Spoelma, Trevor M.] Univ New Mexico, Dept Org Studies, Albuquerque, NM 87131 USA.
RP Podsakoff, NP (reprint author), Univ Arizona, Eller Coll Management, Dept Management & Org, Tucson, AZ 85721 USA.
EM podsakof@email.arizona.edu
OI Chawla, Nitya 0000-0003-3189-5866
NR 275
TC 9
Z9 9
U1 23
U2 64
PI WASHINGTON
PA 750 FIRST ST NE, WASHINGTON, DC 20002-4242 USA 19/309
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JUN
PY 2019
VL 104
IS 6
BP 727
EP 754
DI 10.1037/apl0000374
PG 28
GA HY8JZ
UT WOS:000468385400001
PM 30640492
DA 2020-06-08
ER
PT J
AU Ganegoda, DB
Bordia, P
AF Ganegoda, Deshani B.
Bordia, Prashant
TI I Can Be Happy for You, but Not All the Time: A Contingency Model of Envy and Positive Empathy in the Workplace
LA English
DT Article
DE positive empathy; envy; social emotions; affective events theory; positive psychology
ID LEADER-MEMBER EXCHANGE; PERSPECTIVE-TAKING; NEURAL RESPONSES; INDIVIDUAL-DIFFERENCES; COLLECTIVE IDENTITY; EMOTIONAL CONTAGION; SOCI
AB Although individuals are capable of feeling happiness for others' positive experiences, management scholars have thus far considered envy to be the sole emotional reaction of e
article, we introduce the concept of positive empathy-the experience of happiness in response to a coworker's positive experience and the real or imagined happiness in the cow
related concepts in the organizational literature. We develop a theoretical framework to explain the psychological processes that underlie envy and positive empathy, and identify
employees to experience these emotions. Lastly, we discuss individual and organizational outcomes of envy and positive empathy and explain implications for management rese
C1 [Ganegoda, Deshani B.] Univ Melbourne, Melbourne Business Sch, Melbourne, Vic 3053, Australia.
[Bordia, Prashant] Australian Natl Univ, Res Sch Management, Canberra, ACT, Australia.
RP Ganegoda, DB (reprint author), Univ Melbourne, Melbourne Business Sch, Melbourne, Vic 3053, Australia.
EM d.ganegoda@mbs.edu
NR 174
TC 1
Z9 1
U1 35
U2 115
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JUN
PY 2019
VL 104
IS 6
BP 776
EP 795
DI 10.1037/apl0000377
PG 20
GA HY8JZ
UT WOS:000468385400003
PM 30556706
DA 2020-06-08
ER
PT J
AU Willis, L
Reynolds, KJ
Lee, E
AF Willis, Loren
Reynolds, Katherine J.
Lee, Eunro
TI Being well at work: the impact of organizational climate and social identity on employee stress and self-esteem over time
LA English
DT Article
DE Organizational climate; social identification; stress; self-esteem; school climate
ID SCHOOL CLIMATE; PSYCHOLOGICAL CLIMATE; FIT INDEXES; IDENTIFICATION; TEACHERS; PERCEPTIONS; BEHAVIOR; BURNOUT; QUALITY; MODEL
AB In organizational psychology, staff perceptions of organizational climate have been found to be an important predictor of employee outcomes, such as employee stress. However 20/309
psychological mechanism that underpins the relationship, and no past literature has explored how the relationship persists over time. This paper uses the social identity approach
mediates the relationship between staff perceptions of organizational climate and their levels of stress and self-esteem over time. Employing a sample of public school teachers,
The results indicated that social identification fully mediated the relationship between organizational climate and self-esteem longitudinally but showed no significant relationship
with recommendations for future research.
C1 [Willis, Loren; Reynolds, Katherine J.] Australian Natl Univ, Res Sch Psychol, Canberra, ACT, Australia.
[Lee, Eunro] RMIT Univ, Sch Hlth & Biomed Sci, Melbourne, Vic, Australia.
RP Willis, L (reprint author), Australian Natl Univ, Res Sch Psychol, Canberra, ACT, Australia.
EM Loren.Willis@anu.edu.au
FU ACT Education Directorate
FX This work was supported by the ACT Education Directorate.
NR 100
TC 1
Z9 1
U1 3
U2 8
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAY 4
PY 2019
VL 28
IS 3
BP 399
EP 413
DI 10.1080/1359432X.2019.1587409
PG 15
GA HW8AZ
UT WOS:000466912500009
DA 2020-06-08
ER
PT J
AU Tost, LP
Johnson, HH
AF Tost, Leigh Plunkett
Johnson, Hana Huang
TI The prosocial side of power: How structural power over subordinates can promote social responsibility
LA English
DT Article
ID LEADERSHIP; BEHAVIOR; ORIENTATION; UNCERTAINTY; OPPORTUNITY; COMMITMENT; ALLOCATION; SACRIFICE; ALTRUISM; EMOTION
AB We examine the effect of power on powerholders' egocentric versus prosocial orientation toward others. We argue that power, particularly in collaborative settings such as teams
over whom one has power. This sense of responsibility is driven by two mechanisms: (1) norms about the benevolent use of power in organizations and (2) awareness that subo
responsibility also has important consequences. In particular, we argue that it induces feelings of solidarity, a prosocial form of identification with subordinates, which in turn leads
prioritize subordinates' interests over powerholders' self-interests). We test these ideas in a series of three pre-registered experiments and one field survey. We discuss the implic
power and organizational theories of power.
C1 [Tost, Leigh Plunkett] Univ Southern Calif, Marshall Sch Business, Dept Management & Org, 701 Exposit Blvd,Hoffman Hall 431, Los Angeles, CA 90089 USA.
[Johnson, Hana Huang] Univ Idaho, Coll Business & Econ, 875 Perimeter Dr,MS3161, Moscow, ID 83843 USA.
RP Tost, LP (reprint author), Univ Southern Calif, Marshall Sch Business, Dept Management & Org, 701 Exposit Blvd,Hoffman Hall 431, Los Angeles, CA 90089 USA.
EM tost@marshall.usc.edu; hanajohn@uidaho.edu
NR 96
TC 5
Z9 5
U1 9
U2 27
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAY
PY 2019
VL 152
BP 25
EP 46
DI 10.1016/j.obhdp.2019.04.004
PG 22
GA IH2KL
UT WOS:000474323600003
DA 2020-06-08
ER
21/309
PT J
AU Yu, A
Hays, NA
Zhao, EY
AF Yu, Andrew
Hays, Nicholas A.
Zhao, Emma Y.
TI Development of a bipartite measure of social hierarchy: The perceived power and perceived status scales
LA English
DT Article
DE Social hierarchy; Power; Status; Job attitudes; Interpersonal behaviors; Interpersonal sensitivity; Work outcomes; Scale development
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; EXPLORATORY FACTOR-ANALYSIS; SELF-DETERMINATION THEORY; INDIVIDUAL-DIFFERENCES; INTRINSIC MOTIVATI
COMMITMENT
AB Recent advances in social hierarchy research highlight that power and status are two prevalent but distinct bases of hierarchy. However, these distinctions have yet to be thoroug
can covary. This is, in part, due to the lack of an appropriate measure capable of capturing power and status as distinct constructs. In order to advance research on social hierarc
research to organizational research, this paper outlines the development of a 12-item bipartite measure of perceived power and perceived status. Using seven samples, we deve
construct validity. Our results not only support the importance of distinguishing between these two prevalent bases of social hierarchy, but also highlight the potential dangers of c
C1 [Yu, Andrew] Univ Melbourne, Melbourne, Vic, Australia.
[Hays, Nicholas A.] Michigan State Univ, E Lansing, MI 48824 USA.
[Zhao, Emma Y.] Univ Virginia, Charlottesville, VA 22903 USA.
RP Yu, A (reprint author), Univ Melbourne, Melbourne, Vic, Australia.
EM andrew.yu@unimelb.edu.au
RI Yu, Andrew S-5973-2017
Hays, Nicholas A A-7216-2011
OI Yu, Andrew 0000-0002-2328-7644
Hays, Nicholas A 0000-0003-1581-6101
NR 181
TC 1
Z9 1
U1 6
U2 23
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAY
PY 2019
VL 152
BP 84
EP 104
DI 10.1016/j.obhdp.2019.03.011
PG 21
GA IH2KL
UT WOS:000474323600006
DA 2020-06-08
ER
PT J
AU Bal, PM
Doci, E
Lub, X
Van Rossenberg, YGT
Nijs, S
Achnak, S
Briner, RB
Brookes, A
Chudzikowski, K
De Cooman, R
De Gieter, S
De Jong, J
De Jong, SB
Dorenbosch, L
Galugahi, MAG
Hack-Polay, D
Hofmans, J
Hornung, S
Khuda, K
Klamer, R
Mendy, J
Mol, ST
Navarro, J
Notelaers, G
Ossenkop, C
Pickett, J
Rollmann, L
Sanderson, Z
Sosnowska, J
Spanouli, A
Vantilborgh, T
Van Dijk, H
Van Zelst, M
AF Bal, P. Matthijs
Doci, Edina 22/309
Lub, Xander
Van Rossenberg, Yvonne G. T.
Nijs, Sanne
Achnak, Safaa
Briner, Rob B.
Brookes, Andy
Chudzikowski, Katharina
De Cooman, Rein
De Gieter, Sara
De Jong, Jeroen
De Jong, Simon B.
Dorenbosch, Luc
Galugahi, Motahareh Alsadat Ghoreishi
Hack-Polay, Dieu
Hofmans, Joeri
Hornung, Severin
Khuda, Kudrat
Klamer, Renze
Mendy, John
Mol, Stefan T.
Navarro, Jose
Notelaers, Guy
Ossenkop, Carolin
Pickett, Jennifer
Rollmann, Laura
Sanderson, Zoe
Sosnowska, Joanna
Spanouli, Andromachi
Vantilborgh, Tim
Van Dijk, Hans
Van Zelst, Marino
TI Manifesto for the future of work and organizational psychology
LA English
DT Article
DE Future; academic system; work and organizational psychology; organizational behavior; manifesto
ID POLITICAL-IDEOLOGY; GENDER; INDUSTRIAL; CLIMATE
AB This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement
WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become a
us. Therefore, this manifesto is open and never "finished." It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifes
Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision
our collective efforts that we will be able to realize a sustainable future for all of us.
C1 [Bal, P. Matthijs; Brookes, Andy; Hack-Polay, Dieu; Khuda, Kudrat; Mendy, John] Univ Lincoln, Dept People & Org, Lincoln, England.
[Doci, Edina; Nijs, Sanne] Vrije Univ Amsterdam, Dept Management & Org, Amsterdam, Netherlands.
[Lub, Xander] Breda Univ Appl Sci, Acad Hotel & Facil Management, Breda, Netherlands.
[Lub, Xander] Nyenrode Business Univ, Ctr Strategy Org & Leadership, Breukelen, Netherlands.
[Van Rossenberg, Yvonne G. T.; De Jong, Jeroen; Ossenkop, Carolin] Radboud Univ Nijmegen, Inst Management Res, Nijmegen, Netherlands.
[Achnak, Safaa; De Gieter, Sara; Hofmans, Joeri; Pickett, Jennifer; Sosnowska, Joanna; Spanouli, Andromachi; Vantilborgh, Tim] Vrije Univ Brussel, Dept Work & Org Psychol, B
[Briner, Rob B.] Queen Mary Univ London, Sch Business & Management, London, England.
[Chudzikowski, Katharina] Univ Bath, Sch Management, Bath, Avon, England.
[De Cooman, Rein] Katholieke Univ Leuven, Dept Work & Org Studies, Leuven, Belgium.
[De Jong, Simon B.] Maastricht Univ, Sch Business & Econ, Maastricht, Netherlands.
[Dorenbosch, Luc] NSvP, Arnhem, Netherlands.
[Galugahi, Motahareh Alsadat Ghoreishi] Allameh Tabatabai Univ, Dept Counselling, Tehran, Iran.
[Hornung, Severin] Carnegie Mellon Univ, Heinz Coll Informat Syst & Pub Policy, Pittsburgh, PA 15213 USA.
[Hornung, Severin] Univ Innsbruck, Inst Psychol, Innsbruck, Austria.
[Klamer, Renze] Aarhus Univ, Sch Culture & Soc, Aarhus, Denmark.
[Mol, Stefan T.] Univ Amsterdam, Fac Econ & Business, Amsterdam, Netherlands.
[Navarro, Jose] Univ Barcelona, Dept Social Psychol & Quantitat Psychol, Barcelona, Spain.
[Notelaers, Guy] Univ Bergen, Dept Psychosocial Sci, Bergen, Norway.
[Pickett, Jennifer] Univ Jyvaskyla, Dept Psychol, Jyvaskyla, Finland.
[Rollmann, Laura] Univ Leipzig, Dept Work & Org Psychol, Leipzig, Germany.
[Sanderson, Zoe] Univ Bristol, Dept Management, Bristol, Avon, England.
[Van Dijk, Hans; Van Zelst, Marino] Tilburg Univ, Dept Org Studies, Tilburg, Netherlands.
RP Bal, PM (reprint author), Univ Lincoln, Dept People & Org, Lincoln, England.
EM mbal@lincoln.ac.uk
RI KHUDA, KUDRAT E O-8686-2018
Mol, Stefan T. C-3385-2009
van Dijk, Hans AAL-4194-2020
Navarro, Jose C-6046-2011
van Zelst, Marino Q-1973-2015
OI KHUDA, KUDRAT E 0000-0001-9864-5402
Mol, Stefan T. 0000-0002-9375-3516
van Dijk, Hans 0000-0001-6962-870X
Navarro, Jose 0000-0002-9176-3032
Sanderson, Zoe 0000-0001-5933-648X
Sosnowska, Joanna 0000-0002-3198-9988
Doci, Edina 0000-0002-1467-6736
van Zelst, Marino 0000-0003-4690-848X
Nijs, Sanne 0000-0001-8493-7172
Pickett, Jennifer 0000-0002-3181-9786
Hofmans, Joeri 0000-0001-6619-0706
0000-0002-4538-3012
Bal, P. Matthijs 0000-0002-6955-2837
NR 35
TC 7
Z9 7
U1 1
U2 11
PI ABINGDON
PA 2-4 PARK SQUARE, MILTON PARK, ABINGDON OX14 4RN, OXON, ENGLAND 23/309
SN 1359-432X
EI 1464-0643
PD MAY 4
PY 2019
VL 28
IS 3
BP 289
EP 299
DI 10.1080/1359432X.2019.1602041
EA APR 2019
PG 11
GA HW8AZ
UT WOS:000466046000001
OA Green Accepted, Green Published, Other Gold
DA 2020-06-08
ER
PT J
AU Anseel, F
AF Anseel, Frederik
TI Reinventing ourselves
LA English
DT Article
DE EAWOP; future of work; manifesto; reinventing; replication crisis; mental health; work and organizational psychology
ID CREATIVITY; SCIENCE; CRISIS
AB In my role as President of the European Association of Work and Organizational Psychology, I provide an introduction to the Manifesto for the Future of Work and Organizational
association's and discipline's broader focus on renewal and improvement.
C1 [Anseel, Frederik] Kings Coll London, Kings Business Sch, London, England.
RP Anseel, F (reprint author), Kings Coll London, Kings Business Sch, London, England.
EM frederik.anseel@kcl.ac.uk
OI Anseel, Frederik 0000-0002-4697-7293
NR 18
TC 0
Z9 0
U1 1
U2 6
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAY 4
PY 2019
VL 28
IS 3
BP 287
EP 288
DI 10.1080/1359432X.2019.1601622
EA APR 2019
PG 2
GA HW8AZ
UT WOS:000466241400001
DA 2020-06-08
ER
PT J
AU Kim, TY
Wang, J
Chen, TT
Zhu, Y
Sun, R
AF Kim, Tae-Yeol
Wang, Jie
Chen, Tingting
Zhu, Yue
Sun, Rui
TI Equal or equitable pay? Individual differences in pay fairness perceptions
SO HUMAN RESOURCE MANAGEMENT
LA English
DT Article
DE deserved comparison; pay fairness; preference for consistency; preference for the merit principle; social comparison
ID ORGANIZATIONAL JUSTICE; SOCIAL COMPARISONS; AFFIRMATIVE-ACTION; PSYCHOLOGY; MODEL; FIT; CONSISTENCY; PREFERENCE; JUDGMENTS; INEQUITY
24/309
AB This study examined how social comparison (i.e., comparing one's pay to similar others' pay) and deserved comparison (i.e., comparing one's pay to one's deserved pay) affect p
comparison processes. Results based on a field study with a sample of 167 employees showed pay fairness was low when employees received lower pay than a similar other (o
similar other (or deserved pay) to some extent, and then decreased when overpayment was considerable. Second, pay fairness increased as one's actual and similar others' pay
one's actual and the deserved pay levels both increased. In addition, the "threshold" that people start to perceive overpayment as less fair occurred more quickly for those with h
those with higher preference for the merit principle in deserved comparison. We also conducted experiments, and the results generally replicated the findings in the field study. T
organizational justice, as well as practical implications for designing and executing a compensation system.
C1 [Kim, Tae-Yeol] CEIBS, Org Behav & Human Resource Management Dept, Shanghai, Peoples R China.
[Wang, Jie] Univ Nottingham Ningbo China, Nottingham Univ Business Sch China, Ningbo, Zhejiang, Peoples R China.
[Chen, Tingting] Lingnan Univ, Dept Management, Tuen Mun, Hong Kong, Peoples R China.
[Zhu, Yue] Zhejiang Gongshang Univ, Dept Human Resource Management, Hangzhou, Zhejiang, Peoples R China.
[Sun, Rui] Rokid Corp Ltd, Hangzhou, Peoples R China.
RP Wang, J (reprint author), Univ Nottingham Ningbo China, 199 Taikang East Rd, Ningbo 315100, Zhejiang, Peoples R China.; Zhu, Y (reprint author), Zhejiang Gongshang Univ, H
EM jie.wang@nottingham.edu.cn; carolzhuyue@hotmail.com
RI Wang, Jie AAO-6595-2020
Chen, Tingting AAB-1341-2020
OI Wang, Jie 0000-0002-3201-0129
Chen, Tingting 0000-0003-4467-0244
FU Lingnan University, Hong Kong Special Administrative Region, China; National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71502164]
FX Lingnan University, Hong Kong Special Administrative Region, China; National Natural Science Foundation of China, Grant/Award Number: 71502164
NR 79
TC 1
Z9 1
U1 1
U2 13
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
JI Hum. Resour. Manage.
PD MAR-APR
PY 2019
VL 58
IS 2
BP 169
EP 186
DI 10.1002/hrm.21944
PG 18
GA HO0FH
UT WOS:000460575900004
OA Other Gold
DA 2020-06-08
ER
PT J
AU Aguinis, H
Glavas, A
AF Aguinis, Herman
Glavas, Ante
TI On Corporate Social Responsibility, Sensemaking, and the Search for Meaningfulness Through Work
SO JOURNAL OF MANAGEMENT
LA English
DT Article
DE corporate social responsibility; sustainability; sensemaking; meaningfulness
ID MEDIATING ROLE; TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL-PSYCHOLOGY; JOB-SATISFACTION; STRATEGIC CHANGE; MODEL; EMPLOYEES; VALUE
AB Corporate social responsibility (CSR) focuses on many types of stakeholders and outcomes, including stakeholders outside of the organization and outcomes that go beyond fina
beyond a task, job, intraindividual, intraorganizational, and profit perspective and provides an ideal conduit for individuals to seek and find meaningfulness through work. We ado
sensemaking as an underlying and unifying mechanism through which individuals are proactive and intentional agents who search for and find meaningfulness through work. Ou
effects due to variability in employee sensemaking and the meaningfulness employees experience from CSR; highlight synergies across disconnected theories and streams of re
intraindividual, intraorganizational, and extraorganizational levels of analysis; and propose new research directions for the future in the form of propositions and research questio
proposed conceptualization explains how individuals find meaningfulness through work and, consequently, when and why employees experience CSR in a particular manner-res
organizations, and external stakeholders. Our proposed model could also be used in other individual-level research domains that would benefit from (a) placing people and their
role that same-level and cross-level interactions among intraindividual, intraorganizational, and extraorganizational sensemaking factors play in the process.
C1 [Aguinis, Herman] George Washington Univ, Washington, DC 20052 USA.
[Glavas, Ante] KEDGE Business Sch, Talence, France.
RP Aguinis, H (reprint author), George Washington Univ, Sch Business, Dept Management, 2201 G St NW, Washington, DC 20052 USA.
EM haguinis@gwu.edu
RI Aguinis, Herman M-2918-2014
OI Aguinis, Herman 0000-0002-3485-9484
NR 180
TC 44
Z9 44
U1 55
U2 172
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag. 25/309
PD MAR
PY 2019
VL 45
IS 3
BP 1057
EP 1086
DI 10.1177/0149206317691575
PG 30
WC Business; Psychology, Applied; Management
GA HL6YB
UT WOS:000458881200010
HC Y
HP N
DA 2020-06-08
ER
PT J
AU van Woerkom, M
Meyers, MC
AF van Woerkom, Marianne
Meyers, Maria Christina
TI Strengthening personal growth: The effects of a strengths intervention on personal growth initiative
LA English
DT Article
DE strengths intervention; character strengths; general self-efficacy; plasticity theory; personal growth initiative
ID GENERAL SELF-EFFICACY; POSITIVE PSYCHOLOGY; NEED FULFILLMENT; PERCEIVED DEFICIENCIES; JOB-ATTITUDES; VALIDATION; MANAGEMENT; MEDIATION;
AB Personal growth is not only a central individual need but also a key requirement for organizational success. Nevertheless, workplace interventions aimed at stimulating the perso
investigated the effectiveness of an intervention that aimed at the identification, development, and use of employee strengths in stimulating personal growth initiative. We conduc
professionals who were either assigned to a strengths intervention or a wait-list control group. In a 1-month follow-up study, we found that the intervention had a direct effect on g
growth initiative. Moreover, in line with plasticity theory we found that the intervention was especially effective for participants with low to medium initial levels of GSE. We conclud
tool for organizations that aim for self-directed learning among their staff, in particular when offered to employees who lack confidence in their own abilities. Practitioner points
In a 1 month follow-up study, we found that a strengths intervention had a positive direct effect on general self-efficacy and an indirect effect on personal growth initiative. In line w
was especially effective for participants with low to medium initial levels of general self-efficacy.
C1 [van Woerkom, Marianne; Meyers, Maria Christina] Tilburg Univ, Dept Human Resource Studies, POB 90153, NL-5000 LE Tilburg, Netherlands.
RP van Woerkom, M (reprint author), Tilburg Univ, Dept Human Resource Studies, POB 90153, NL-5000 LE Tilburg, Netherlands.
EM m.vanwoerkom@uvt.nl
OI Van Woerkom, Marianne 0000-0002-7944-2439
NR 94
TC 4
Z9 4
U1 3
U2 11
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD MAR
PY 2019
VL 92
IS 1
BP 98
EP 121
DI 10.1111/joop.12240
PG 24
GA HK2NM
UT WOS:000457749300005
OA Other Gold, Green Published
DA 2020-06-08
ER
PT J
AU Sun, J
Lee, JW
Sohn, YW
AF Sun, Jonghun
Lee, Jeong Won
Sohn, Young Woo
TI Work context and turnover intention in social enterprises: the mediating role of meaning of work
LA English
DT Article
DE Motivation; Corporate social responsibility; Employee turnover; Turnover; Meaningfulness
ID SHARED VISION; IDENTITY; MISSION; ENTREPRENEURSHIP; ORGANIZATION; DIMENSIONS; COMMITMENT; RESOURCES
AB Purpose The purpose of this paper is to examine the role of meaning of work as a linking mechanism between the perception of work context and turnover intention within the ra
Design/methodology/approach Drawing on meaning of work theories, an integrated research model was developed. Data were collected using questionnaires from 315 full-time
26/309
moderated structural equation models were used to assess the hypotheses. Findings Social mission was fully mediated by meaning of work to predict low turnover intention, and
authors also found that the positive relationship between social mission and meaning of work was stronger when shared vision was higher. Originality/value This study extends p
work and turnover) in the context of a new but increasingly prevalent organizational form, social enterprises. It also provides practical advice for managers seeking to retain empl
sector.
C1 [Sun, Jonghun; Sohn, Young Woo] Yonsei Univ, Dept Psychol, Seoul, South Korea.
[Lee, Jeong Won] Yonsei Univ, Sch Business, Seoul, South Korea.
RP Lee, JW (reprint author), Yonsei Univ, Sch Business, Seoul, South Korea.
EM jonghun.sun@yonsei.ac.kr; jwleeys@gmail.com; ysohn@yonsei.ac.kr
NR 66
TC 2
Z9 2
U1 10
U2 22
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PD FEB 11
PY 2019
VL 34
IS 1
BP 46
EP 60
DI 10.1108/JMP-11-2017-0412
PG 15
GA HL8KV
UT WOS:000458992200004
DA 2020-06-08
ER
PT J
AU Anvari, F
Wenzel, M
Woodyatt, L
Haslam, SA
AF Anvari, Farid
Wenzel, Michael
Woodyatt, Lydia
Haslam, S. Alexander
TI The social psychology of whistleblowing: An integrated model
SO ORGANIZATIONAL PSYCHOLOGY REVIEW
LA English
DT Article
DE dissent; organizational commitment; social identity; voice; whistleblowing
ID NORMATIVE CONFLICT MODEL; ORGANIZATIONAL IDENTIFICATION; GROUP MEMBERSHIP; EMPLOYEE VOICE; PERSONAL SENSE; IDENTITY; SELF; BEHAVIOR; DI
AB Whistleblowing is the disclosure of ingroup wrongdoing to an external agency and can have important functions for the regulation of moral and legal conduct. Organizational rese
organizational factors, while overlooking the role of group memberships and associated social identities. Further, social psychologists have so far paid little attention to this pheno
dissent. To address these lacunae, we present a psychological model of whistleblowing that draws on social identity theorizing (after Tajfel & Turner, 1979). This model describes
motivate group members to respond to ingroup wrongdoing by engaging in whistleblowing. Our review of the literature points to the model's ability to integrate existing evidence w
model's capacity to inform whistleblowing policy and procedures.
C1 [Anvari, Farid] Flinders Univ S Australia, Adelaide, SA, Australia.
[Anvari, Farid] Univ Southern Denmark, Odense, Denmark.
[Wenzel, Michael; Woodyatt, Lydia] Flinders Univ S Australia, Psychol, Adelaide, SA, Australia.
[Haslam, S. Alexander] Univ Queensland, Psychol, Brisbane, Qld, Australia.
RP Anvari, F (reprint author), Flinders Univ S Australia, Sch Psychol, GPO Box 2100, Adelaide, SA 5001, Australia.
EM faridanvari.phd@gmail.com
RI Haslam, Alex AAA-2512-2019
OI Haslam, Alex 0000-0001-9523-7921
Anvari, Farid 0000-0002-5806-5654
FU Australian Research CouncilAustralian Research Council [FL110100199]; Australian Postgraduate AwardsAustralian Government
FX The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: Work on this paper was supported by funding from
Postgraduate Awards.
NR 120
TC 0
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U1 7
U2 10
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
J9 ORGAN PSYCHOL REV
JI Organ. Psychol. Rev.
PD FEB
PY 2019
VL 9
IS 1
BP 41 27/309
EP 67
DI 10.1177/2041386619849085
PG 27
GA IH7BY
UT WOS:000474660200002
OA Bronze
DA 2020-06-08
ER
PT J
AU Johnson, DW
Johnson, RT
Tjosvold, D
Roseth, CJ
AF Johnson, David W.
Johnson, Roger T.
Tjosvold, Dean
Roseth, Cary J.
TI Morton Deutsch: Celebrating His Theorizing and Research
SO NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH
LA English
DT Article
DE cooperation-competition; trust; conflict of interests; distributive justice; asian business and industry; cross-species applications
ID SOCIAL INTERDEPENDENCE; COOPERATION; COMPETITION
AB This tribute to Morton Deutsch celebrates his unique contributions to social psychological theory, research, cross-cultural applications to business and organizational settings, an
cooperation and competition to trust to conflict resolution to distributive justice, and finally to oppression. As a researcher, Mort was remarkably creative and innovative. His ability
phenomena created a revolution in social psychology research. Mort's theories and research is being used to understand the nature of effective leadership and organization func
world. The strong cross-cultural validation of Mort's theorizing and research is unusual in the social sciences. Finally, Mort's cooperation and competition theory operationalizes th
a variety of species and accounts for the mechanisms (e.g., goal structures) that underlie different evolutionary processes.
C1 [Johnson, David W.] Univ Minnesota, Educ Psychol, Edina, MN USA.
[Johnson, Roger T.] Univ Minnesota, Educ, Edina, MN USA.
[Tjosvold, Dean] Lingnan Univ, Management, Hong Kong, Peoples R China.
[Roseth, Cary J.] Michigan State Univ, Dept Counseling, Educ Psychol, Lansing, MI USA.
RP Johnson, DW (reprint author), Univ Minnesota, 5028 Halifax Ave S, Edina, MN 55424 USA.
EM dwj@visi.com
NR 34
TC 0
Z9 0
U1 0
U2 3
PU WILEY
PI HOBOKEN
SN 1750-4708
EI 1750-4716
J9 NEGOT CONFL MANAG R
JI Negot. Confl. Manag. Res.
PD FEB
PY 2019
VL 12
IS 1
BP 89
EP 102
DI 10.1111/ncmr.12122
PG 14
GA HG8PV
UT WOS:000455266600005
DA 2020-06-08
ER
PT J
AU Patton, E
AF Patton, Eric
TI Autism, attributions and accommodations: Overcoming barriers and integrating a neurodiverse workforce
SO PERSONNEL REVIEW
LA English
DT Article
DE Critical; Autism spectrum disorder; Diversity management
ID EMPLOYER PRACTICES; SPECTRUM DISORDER; CONTEXTUAL PERFORMANCE; AUTHENTIC LEADERSHIP; MODERATING ROLE; MENTAL-ILLNESS; 5-FACTOR MO
AB Purpose Individuals with autism spectrum disorders (ASD) represent a growing segment of the population but face important obstacles in the workplace. Even for ASD individual
is 80 percent, and many of those who work are underemployed. This in spite of the fact that these individuals are highly intelligent and capable of excellent work. The purpose of
workers with ASD face in the modern workplace based on stigmas and discrimination surrounding mental health, attribution theory and the disconnect between behaviors commo
theories in the field of organizational behavior. The goal of the paper is to encourage more empirical research focused specifically on ASD workers.
Design/methodology/approach A review of the literature on ASD in juxtaposed to evidence-based social psychology and management theories to demonstrate the difficulties face
Findings Recommendations for overcoming these barriers and using management theories to help integrate ASD workers are discussed.
Originality/value Workers with ASD are a growing population in the workforce, but have received scant research attention. This is the first paper to link several theories to ASD an
relationships empirically.
C1 [Patton, Eric] St Josephs Univ, Haub Sch Business, Philadelphia, PA 19131 USA.
RP Patton, E (reprint author), St Josephs Univ, Haub Sch Business, Philadelphia, PA 19131 USA.
EM epatton@sju.edu
28/309
NR 92
TC 0
Z9 0
U1 3
U2 11
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2019
VL 48
IS 4
BP 915
EP 934
DI 10.1108/PR-04-2018-0116
PG 20
GA IC7GR
UT WOS:000471142300004
DA 2020-06-08
ER
PT S
AU Latham, GP
AF Latham, Gary P.
BE Morgeson, F
Ashford, SJ
Aguinis, H
TI Perspectives of a Practitioner-Scientist on Organizational Psychology/Organizational Behavior
LA English
DE editorial process; mentors; scholarly societies; theory; practice
ID CONTEXT; FIELD
AB In this article I comment on areas where I agree/disagree with the five previous perspectives on organizational psychology/organizational behavior (OP/OB). This is followed by a
of the journal editorial processes and the overemphasis on deductive theory building, the value of qualitative analyses and enumerative reviews, the importance of mentors for ad
scholarly societies. The article ends with a call for improving the balance currently in favor of scientists at the expense of practitioners.
C1 [Latham, Gary P.] Univ Toronto, Rotman Sch Management, Toronto, ON M5S 3E6, Canada.
RP Latham, GP (reprint author), Univ Toronto, Rotman Sch Management, Toronto, ON M5S 3E6, Canada.
EM latham@rotman.utoronto.ca
NR 31
TC 6
Z9 6
U1 0
U2 5
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
PY 2019
VL 6
BP 1
EP 16
PG 16
GA BM1MW
UT WOS:000460290600001
OA Bronze
DA 2020-06-08
ER
PT S
AU Stewart, GL
Courtright, SH
Manz, CC
AF Stewart, Greg L.
Courtright, Stephen H.
Manz, Charles C.
BE Morgeson, F
Ashford, SJ
Aguinis, H
TI Self-Leadership: A Paradoxical Core of Organizational Behavior
SE Annual Review of Organizational Psychology and Organizational Behavior 29/309
LA English
DE self-leadership; self-influence; self-managing teams; empowerment; shared leadership; organizational paradoxes
ID MANAGING WORK TEAMS; SHARED LEADERSHIP; MEDIATING ROLE; MANAGEMENT; AUTONOMY; PERFORMANCE; DEPLETION; FRAMEWORK; RESOURCES; MOD
AB This review focuses on the paradoxical concept of self-leadership-defined as a comprehensive self-influence process capturing how individuals motivate themselves to complete
is not naturally motivating-as a fundamental process that challenges many traditional assumptions in organizational psychology and organizational behavior. We first present a h
psychological theory and research. We next briefly summarize research related to self-leadership at both the individual and team levels of analysis. We then discuss four paradox
leadership depletion and strengthening, the paradox of self-leadership through collaboration, the paradox of mebut- not-you self-leadership, and the paradox of needing self-lead
for future research and practice.
C1 [Stewart, Greg L.] Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
[Courtright, Stephen H.] Texas A&M Univ, Mays Business Sch, College Stn, TX 77845 USA.
[Manz, Charles C.] Univ Massachusetts, Isenberg Sch Management, Amherst, MA 01003 USA.
RP Stewart, GL (reprint author), Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
EM greg-stewart@uiowa.edu; scourtright@mays.tamu.edu; cmanz@isenberg.umass.edu
NR 116
TC 2
Z9 2
U1 16
U2 52
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
PY 2019
VL 6
BP 47
EP 67
PG 21
GA BM1MW
UT WOS:000460290600003
DA 2020-06-08
ER
PT S
AU Kochan, TA
Riordan, CA
Kowalski, AM
Khan, M
Yang, DY
AF Kochan, Thomas A.
Riordan, Christine A.
Kowalski, Alexander M.
Khan, Mahreen
Yang, Duanyi
BE Morgeson, F
Ashford, SJ
Aguinis, H
TI The Changing Nature of Employee and Labor-Management Relationships
LA English
DE employee relationships; labor-management relationships; social contract; psychological contract; changing nature of work
ID HUMAN-RESOURCE MANAGEMENT; INVOLVEMENT WORK PRACTICES; INCOME INEQUALITY; INDUSTRIAL-RELATIONS; ORGANIZATIONAL PERFORMANCE; TECHN
CONTRACT
AB This article reviews work and employment research, paying particular attention to theory and applications by scholars in organizational psychology and organizational behavior (O
objective of better understanding employee and labor-management relationships. Our animating premise is that juxtaposing these two research traditions provides a stronger bas
and meso-level focuses, whereas ER focuses on organizations, collective actors, and labor markets, with an emphasis on historical context. We hope this review motivates effort
contracts that are attuned to the evolving dynamics present in the economy, workforce, and society. To this end, we look to the future and propose ways of deepening, broadenin
useful changes in practices, institutions, and public policies.
C1 [Kochan, Thomas A.; Riordan, Christine A.; Kowalski, Alexander M.; Khan, Mahreen; Yang, Duanyi] MIT, Sloan Sch Management, Inst Work & Employment Res, Cambridge, MA
RP Kochan, TA (reprint author), MIT, Sloan Sch Management, Inst Work & Employment Res, Cambridge, MA 02142 USA.
EM tkochan@mit.edu; criordan@mit.edu; mkalex@mit.edu; mahreen@mit.edu; duanyi@mit.edu
NR 181
TC 3
Z9 3
U1 4
U2 19
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2019
VL 6
BP 195
EP 219
PG 25
30/309
GA BM1MW
UT WOS:000460290600009
DA 2020-06-08
ER
PT S
AU Baker, WE
AF Baker, Wayne E.
BE Morgeson, F
Ashford, SJ
Aguinis, H
TI Emotional Energy, Relational Energy, and Organizational Energy: Toward a Multilevel Model
LA English
DE human energy; emotional energy; relational energy; energy networks; group emotion; collective affect; interaction ritual; networks; multilevel models
ID CORE AFFECT; WORK; MICROFOUNDATIONS; VALIDATION; EXPERIENCE; BEHAVIORS; PEOPLE; THINGS; MOOD
AB The concept of emotional energy generates increasing scholarly and popular interest. Research spans multiple disciplines (psychology, sociology, organization behavior, network
energy), meso (dyadic or relational energy), and macro (group emotion, energy networks). I impose order on this sprawling and disparate literature by defining core concepts and
mechanisms. This review identifies key empirical findings but also reveals critical ambiguities and disagreements in the conceptualization (and therefore measurement) of energy
that practice may be unmoored from a solid empirical grounding. I offer a critique that points to several promising areas of empirical research. I conclude with practical implication
issues.
C1 [Baker, Wayne E.] Univ Michigan, Stephen M Ross Sch Business, Ann Arbor, MI 48109 USA.
RP Baker, WE (reprint author), Univ Michigan, Stephen M Ross Sch Business, Ann Arbor, MI 48109 USA.
EM wayneb@umich.edu
NR 74
TC 6
Z9 6
U1 11
U2 21
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
PY 2019
VL 6
BP 373
EP 395
PG 23
GA BM1MW
UT WOS:000460290600016
DA 2020-06-08
ER
PT S
AU Dierdorff, EC
AF Dierdorff, Erich C.
BE Morgeson, F
Ashford, SJ
Aguinis, H
TI Toward Reviving an Occupation with Occupations
LA English
DE occupations; occupational context; work context; levels of analysis; O*NET
ID HUMAN-RESOURCE ARCHITECTURE; VOCATIONAL INTERESTS; PERSON-ORGANIZATION; WORK ENGAGEMENT; JOB DEMANDS; CONTEXT; PERFORMANCE; IDEN
AB The notion of occupation has long played a vital role in understanding the psychology of individual behavior, choice, perceptions, and attitudes in work contexts. However, the ce
organizational psychology and behavior literature has been largely supplanted in favor of a more organization-centric lens. The primary goal of this review is to build a case for re
into organizational psychology and behavior scholarship. In doing so, this review outlines what it means, and why it matters, to once again take occupations more seriously in ou
influence important organizational psychology and behavior phenomena and exemplifying evidence from previous research. The review concludes with illustrations of occupation
specific organizational psychology and behavior topics.
C1 [Dierdorff, Erich C.] Depaul Univ, Dept Management & Entrepreneurship, Driehaus Coll Business, Chicago, IL 60604 USA.
RP Dierdorff, EC (reprint author), Depaul Univ, Dept Management & Entrepreneurship, Driehaus Coll Business, Chicago, IL 60604 USA.
EM edierdor@depaul.edu
NR 108
TC 0
Z9 0
U1 3
U2 8
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
J9 ANNU REV ORGAN PSYCH 31/309
PY 2019
VL 6
BP 397
EP 419
PG 23
GA BM1MW
UT WOS:000460290600017
DA 2020-06-08
ER
PT J
AU Cooper, B
Wang, J
Bartram, T
Cooke, FL
AF Cooper, Brian
Wang, Jue
Bartram, Timothy
Cooke, Fang Lee
TI Well-being-oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience
LA English
DT Article
DE Chinese banking sector; employee performance; employee resilience; social climate; well-being-oriented HRM practices
ID WORK SYSTEMS; ORGANIZATIONAL PERFORMANCE; JOB-SATISFACTION; MEDIATING ROLE; HR PRACTICES; IMPACT; ATTITUDES; MODEL; PERSPECTIVE; VARIA
AB Drawing upon positive psychology and a social relational perspective, this article examines the relationship between well-being-oriented human resource management (HRM) pr
examines relationships among collectively experienced well-being-oriented HRM practices, social climate (characterized by trust, cooperation, and shared codes and language th
resilience, and employee (in-role) performance. Based on the two-wave data obtained from 561 employees and their managers within 62 bank branches in 16 Chinese banks, ou
First, we found a positive relationship between well-being-oriented HRM practices and social climate. Second, social climate mediated the relationship between well-being-orient
positive relationship between resilience and employee performance. Finally, employee resilience mediated the relationship between social climate and employee performance. T
through which well-being-oriented HRM practices increase development of resilience and subsequent employee performance at the workplace, namely through influencing group
C1 [Cooper, Brian; Cooke, Fang Lee] Monash Univ, Dept Management, Melbourne, Vic, Australia.
[Wang, Jue] Southwestern Univ Finance & Econ, Sch Int Business, Chengdu, Sichuan, Peoples R China.
[Bartram, Timothy] RMIT Univ, Sch Management, Melbourne, Vic, Australia.
RP Wang, J (reprint author), Southwestern Univ Finance & Econ, Sch Int Business, Chengdu, Sichuan, Peoples R China.
EM juewang8236@swufe.edu.cn
OI Cooper, Brian 0000-0003-4242-3581
FU National Natural Science Foundation of ChinaNational Natural Science Foundation of China [NSFC: 71372205, 71673227]
FX We gratefully acknowledge financial supports from the National Natural Science Foundation of China (NSFC: 71372205 and 71673227).
NR 76
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U1 7
U2 29
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD JAN-FEB
PY 2019
VL 58
IS 1
BP 85
EP 97
DI 10.1002/hrm.21934
PG 13
GA HH1WT
UT WOS:000455511300007
DA 2020-06-08
ER
PT J
AU Bagozzi, RP
Lee, N
AF Bagozzi, Richard P.
Lee, Nick
TI Philosophical Foundations of Neuroscience in Organizational Research: Functional and Nonfunctional Approaches
LA English
DT Article
DE consciousness; neuroscience; organizational behavior; dualism; monism; reductionism; mental events; qualia; folk psychology
ID COGNITIVE NEUROSCIENCE; FOLK PSYCHOLOGY; LIKING; MIND; CONSCIOUSNESS; BEHAVIOR; BRAIN
AB Neuroscience offers a unique opportunity to elucidate the role of mental phenomena, including consciousness. However the place of such phenomena in explanations of human
construed in varied and conflicting forms, making it difficult to represent it in meaningful ways without committing researchers to one species of consciousness or another, with va
32/309
of study, and interpretation of findings. We explore the conceptual foundations of different explications of consciousness and consider alternative ways for studying its role in rese
all others in every way, we are convinced that any viable approach must take into account, if not privilege, the self in the sense of representing the subjective, first-person proces
history, and the feelings and meanings attached to these. The most promising frameworks in this regard are likely to be some variant of nonreductive monism, or perhaps a kind
coherently.
C1 [Bagozzi, Richard P.] Univ Michigan, Ross Sch Business, Behav Sci Management, Ann Arbor, MI 48109 USA.
[Lee, Nick] Univ Warwick, Warwick Business Sch, Mkt, Scarman Rd, Coventry CV4 7AL, W Midlands, England.
RP Lee, N (reprint author), Univ Warwick, Warwick Business Sch, Mkt, Scarman Rd, Coventry CV4 7AL, W Midlands, England.
EM nick.lee@wbs.ac.uk
NR 105
TC 6
Z9 7
U1 3
U2 18
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JAN
PY 2019
VL 22
IS 1
SI SI
BP 299
EP 331
DI 10.1177/1094428117697042
PG 33
GA HE7EF
UT WOS:000453590800013
OA Green Published
DA 2020-06-08
ER
PT J
AU Ree, MJ
Carretta, TR
AF Ree, Malcolm James
Carretta, Thomas R.
TI Eight issues in studying organizational constructs: Tackling a complex problem
SO INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT
LA English
DT Article
ID MEASUREMENT ERROR; INCREMENTAL VALIDITY; RANGE RESTRICTION; JOB-PERFORMANCE; VALIDATION; ATTENUATION; SELECTION; EQUIVALENCE; COEFFIC
AB Much of the industrial/organizational psychology research literature involves abstractions called constructs. Frequently, new constructs are proposed and measures are develope
organizational criteria. There are many hazards in these studies that lead to incorrect conclusions and decisions. This is especially applicable to the introduction and use of new c
the interpretation of results from theoretical and applied studies and provide examples where construct confusion occurred due to failure to use best practices. A paradigm is pro
model of constructs has been chosen. Consideration is given to sample characteristics, range restriction, reliability of scores, criterion development, identifying latent sources of v
defining the nomological network.
C1 [Ree, Malcolm James] Our Lady Lake Univ, Dept Leadership Studies, 411 SW 24th St, San Antonio, TX 78209 USA.
[Carretta, Thomas R.] Air Force Res Lab, Wright Patterson AFB, OH USA.
RP Ree, MJ (reprint author), Our Lady Lake Univ, Dept Leadership Studies, 411 SW 24th St, San Antonio, TX 78209 USA.
EM malcolmree@att.net
NR 75
TC 0
Z9 0
U1 0
U2 5
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
J9 INT J SELECT ASSESS
JI Int. J. Sel. Assess.
PD DEC
PY 2018
VL 26
IS 2-4
BP 124
EP 132
DI 10.1111/ijsa.12219
PG 9
GA HI9BF
UT WOS:000456749000003
DA 2020-06-08
ER
33/309
PT J
AU Gielnik, MM
Zacher, H
Wang, M
AF Gielnik, Michael M.
Zacher, Hannes
Wang, Mo
TI Age in the Entrepreneurial Process: The Role of Future Time Perspective and Prior Entrepreneurial Experience
LA English
DT Article
DE age; entrepreneurship; experience; life span; future time perspective
ID OPPORTUNITY IDENTIFICATION; SELF-EMPLOYMENT; ORGANIZATIONAL RESEARCH; CAREER ADAPTABILITY; BRIDGE EMPLOYMENT; SMALL BUSINESS; UNITED-
AB Combining the life span developmental perspective with the process perspective of entrepreneurship, we develop hypotheses on the role of age in the entrepreneurial process. S
extensive future time perspective than older people, which makes it more likely for younger (vs. older) people to transition from opportunity identification to forming entrepreneuria
prior entrepreneurial experience than younger people, which makes it more likely for older (vs. younger) people to transition from forming entrepreneurial intentions to engaging i
longitudinal data from 343 working adults from Australia across 12 months with 3 measurement waves. Results supported our hypotheses. Our findings suggest that age-related
entrepreneurial process.
C1 [Gielnik, Michael M.] Leuphana Univ Luneburg, Inst Management & Org, Luneburg, Germany.
[Zacher, Hannes] Univ Leipzig, Inst Psychol, Neumarkt 9-19, D-04109 Leipzig, Germany.
[Zacher, Hannes] Univ Queensland, Sch Psychol, Brisbane, Qld, Australia.
[Wang, Mo] Univ Florida, Warrington Coll Business, Dept Management, Gainesville, FL 32611 USA.
RP Zacher, H (reprint author), Univ Leipzig, Inst Psychol, Neumarkt 9-19, D-04109 Leipzig, Germany.
EM hannes.zacher@uni-leipzig.de
RI Zacher, Hannes X-1659-2018
OI Zacher, Hannes 0000-0001-6336-2947
Wang, Mo 0000-0001-7004-3549
FU Australian Research CouncilAustralian Research Council [DE120100359]; Lanzillotti-McKethan Eminent Scholar Endowment
FX This work was supported by a Discovery Early Career Researcher Award (DE120100359) from the Australian Research Council awarded to Hannes Zacher, while he was workin
Mo Wang's work on this research was supported in part by the Lanzillotti-McKethan Eminent Scholar Endowment.
NR 154
TC 14
Z9 14
U1 21
U2 120
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD OCT
PY 2018
VL 103
IS 10
BP 1067
EP 1085
DI 10.1037/apl0000322
PG 19
GA GU9DD
UT WOS:000445644000001
PM 29952578
DA 2020-06-08
ER
PT J
AU Harari, D
Swider, BW
Steed, LB
Breidenthal, AP
AF Harari, Dana
Swider, Brian W.
Steed, Laurens Bujold
Breidenthal, Amy P.
TI Is Perfect Good? A Meta-Analysis of Perfectionism in the Workplace
LA English
DT Article
DE perfectionism; meta-analysis; employee outcomes
ID SOCIALLY PRESCRIBED PERFECTIONISM; SELF-CRITICAL PERFECTIONISM; MALADAPTIVE PERFECTIONISM; NEGATIVE PERFECTIONISM; PERFORMANCE ANXIE
PSYCHOLOGICAL DISTRESS; ORIENTED PERFECTIONISM
AB Although the concept of perfectionism is familiar to most people, its relationships with organizationally relevant variables remain unclear because of the dispersed and multidiscip
particularly concerning given the likely widespread influence perfectionism has on individuals' workplace attitudes and behaviors. Moreover, research in multiple disciplines of psy
multidimensional. In addition, the totality of effects surrounding perfectionism remains unclear as perfectionism carries both benefits as well as consequences for employees and
disentangle the possible differential effects associated with perfectionism at work, the authors conducted a meta-analysis of perfectionism and work-related antecedents and outc
perfectionism to have sizable and consistent relationships with several organizationally relevant factors but an equivocal overall relationship with job performance. The authors p
literature and suggest avenues for future research that may facilitate better integration of perfectionism into organizational research.
C1 [Harari, Dana; Breidenthal, Amy P.] Georgia Inst Technol, Scheller Coll Business, 800 West Peachtree St Northwest, Atlanta, GA 30332 USA.
[Swider, Brian W.] Univ Florida, Warrington Coll Business, Gainesville, FL 32611 USA.
[Steed, Laurens Bujold] Miami Univ, Farmer Sch Business, Oxford, OH 45056 USA.
RP Harari, D (reprint author), Georgia Inst Technol, Scheller Coll Business, 800 West Peachtree St Northwest, Atlanta, GA 30332 USA.
EM dana.harari@scheller.gatech.edu 34/309
NR 176
TC 4
Z9 4
U1 18
U2 88
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD OCT
PY 2018
VL 103
IS 10
BP 1121
EP 1144
DI 10.1037/apl0000324
PG 24
GA GU9DD
UT WOS:000445644000004
PM 29927262
DA 2020-06-08
ER
PT J
AU Woo, SE
Jebb, AT
Tay, L
Parrigon, S
AF Woo, Sang Eun
Jebb, Andrew T.
Tay, Louis
Parrigon, Scott
TI Putting the "Person" in the Center: Review and Synthesis of Person-Centered Approaches and Methods in Organizational Science
LA English
DT Article
DE profile analysis; cluster analysis; latent class analysis; latent class growth models
ID ITEM RESPONSE THEORY; LATENT TRANSITION ANALYSIS; SAMPLE-SIZE; LONGITUDINAL CHANGE; CLUSTER-ANALYSIS; MONTE-CARLO; DATA SETS; PROFILES;
AB This article provides a review and synthesis of person-centered analytic (i.e., clustering) methods in organizational psychology with the aim of (a) placing them into an organizing
constructing a set of practical recommendations to guide future person-centered research. To do so, we first clarify the terminological and conceptual issues that still cloud perso
person-centered analyses into two major statistical approaches, algorithmic and latent-variable approaches. We then present a literature review that quantifies how these two ap
time and typical study characteristics. Out of this review, we construct a unifying taxonomy of the five ways in which clusters are differentiated: (1) construct-based patterns, (2) re
trajectories, and (5) measurement models. We also provide a set of practical guidelines for researchers and highlight a few remaining questions and/or areas in which future wor
methodologies.
C1 [Woo, Sang Eun] Purdue Univ, Ind Org IO Psychol, Dept Psychol Sci, W Lafayette, IN 47907 USA.
[Jebb, Andrew T.; Parrigon, Scott] Purdue Univ, W Lafayette, IN 47907 USA.
[Tay, Louis] Purdue Univ, Ind Org IO Psychol, W Lafayette, IN 47907 USA.
RP Woo, SE (reprint author), Purdue Univ, W Lafayette, IN 47907 USA.
EM sewoo@purdue.edu
NR 141
TC 10
Z9 10
U1 3
U2 27
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD OCT
PY 2018
VL 21
IS 4
SI SI
BP 814
EP 845
DI 10.1177/1094428117752467
PG 32
GA GU0YG
UT WOS:000444980000002
DA 2020-06-08
ER
PT J 35/309
AU Howard, MC
Hoffman, ME
AF Howard, Matt C.
Hoffman, Michael E.
TI Variable-Centered, Person-Centered, and Person-Specific Approaches: Where Theory Meets the Method
LA English
DT Article
DE profile analysis; latent profile analysis; factor analysis; quantitative research
ID EXPLORATORY FACTOR-ANALYSIS; LATENT TRANSITION ANALYSIS; DYNAMIC FACTOR-ANALYSIS; PARALLEL ANALYSIS; SYSTEMS THEORY; TIME-SERIES; ORGA
ORIENTED PRINCIPLES; LEADER PERCEPTIONS
AB The variable-centered approach is favored in management and applied psychology, but the person-centered approach is quickly growing in popularity. A partial cause for this rise
be unaware, however, that another approach may provide even finer-grained detail: the person-specific approach. In the current article, we (a) detail the purpose of each approac
appropriate, and (c) delineate when the approaches diverge to give differing results. Through achieving these goals, we suggest that no single approach is the best. Instead, the
To further emphasize this point, we provide illustrative examples using real data to answer three distinct research questions. The results show that each research question can be
we directly suggest certain research areas that may benefit from the application of person-centered and person-specific approaches. Together, we believe that discussing variabl
together may provide a more thorough understanding of each.
C1 [Howard, Matt C.] Univ S Alabama, Mitchell Coll Business, Mobile, AL 36688 USA.
[Hoffman, Michael E.] Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
RP Howard, MC (reprint author), Univ S Alabama, Mitchell Coll Business, Mobile, AL 36688 USA.
EM MHoward@SouthAlabama.edu
NR 119
TC 24
Z9 24
U1 4
U2 14
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD OCT
PY 2018
VL 21
IS 4
SI SI
BP 846
EP 876
DI 10.1177/1094428117744021
PG 31
GA GU0YG
UT WOS:000444980000003
DA 2020-06-08
ER
PT J
AU Howard, JL
Gagne, M
Morin, AJS
Forest, J
AF Howard, Joshua L.
Gagne, Marylene
Morin, Alexandre J. S.
Forest, Jacques
TI Using Bifactor Exploratory Structural Equation Modeling to Test for a Continuum Structure of Motivation
LA English
DT Article
DE work motivation; self-determination theory; continuum; bifactor exploratory structural equation modeling (B-ESEM)
ID SELF-DETERMINATION THEORY; GOODNESS-OF-FIT; ACADEMIC MOTIVATION; BI-FACTOR; INTRINSIC MOTIVATION; COGNITIVE-ABILITY; ROTATION CRITERIA; SCA
AB This paper explores the nature of workplace motivation by testing the continuum structure of motivation proposed by self-determination theory through the application of relatively
demonstrate the usefulness of the overarching bifactor exploratory structural equation modeling framework in organizational psychology and discuss implications of such models
framework is applied to responses obtained from 1,124 Canadian employees who completed a multidimensional measure of workplace motivation. The results support a continu
for quality of motivation in addition to its global quantity. Indeed, the results showed that specific types of motivation explained variance in covariates over and above the variance
The current study further demonstrates the limitation of the commonly used relative autonomy index and offers alternate conceptualizations of human motivation.
C1 [Howard, Joshua L.; Gagne, Marylene] Univ Western Australia, Nedlands, WA, Australia.
[Morin, Alexandre J. S.] Australian Catholic Univ, Sydney, NSW, Australia.
[Forest, Jacques] Univ Quebec Montreal, Montreal, PQ, Canada.
RP Howard, JL (reprint author), Univ Western Australia, Sch Psychol, 35 Stirling Hwy, Crawley, WA 6009, Australia.
EM joshua.howard@uwa.edu.au
RI Gagne, Marylene H-4957-2013
OI Gagne, Marylene 0000-0003-3248-8947
FU Australian Postgraduate Award scholarship; Fonds Quebecois de la Recherche sur la Societe et la CultureFQRNT; Social Sciences and Humanities Research Council of Canada
(SSHRC); Australian Research CouncilAustralian Research Council [LP140100100]; Fondation de l'Ordre des CRHA
FX This article was accepted under the editorship of Patrick M. Wright. Preparation of this article was facilitated through funds from the Australian Postgraduate Award scholarship a
Quebecois de la Recherche sur la Societe et la Culture and the Social Sciences and Humanities Research Council of Canada awarded to the second and fourth authors, a grant
to the third author, and a grant from the Fondation de l'Ordre des CRHA awarded to the fourth author. All funds were awarded to authors as grants to conduct research from gove
current research. The funding parties have no specific interests in the research and had no influence over the research proceedings.
NR 75
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U1 10
U2 82
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD SEP
PY 2018
VL 44
IS 7
BP 2638
EP 2664
DI 10.1177/0149206316645653
PG 27
GA GP6YD
UT WOS:000441035200007
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Kooij, DTAM
Kanfer, R
Betts, M
Rudolph, CW
AF Kooij, Dorien T. A. M.
Kanfer, Ruth
Betts, Matt
Rudolph, Cort W.
TI Future Time Perspective: A Systematic Review and Meta-Analysis
LA English
DT Article
DE future time perspective; integrative review; meta-analysis; nomological network
ID GENERAL SELF-EFFICACY; BECK DEPRESSION INVENTORY; POSITIVE HEALTH PRACTICES; ADAPT-ABILITIES SCALE; INDIVIDUAL-DIFFERENCES; PHYSICAL-ACT
SCALE; REGULATORY FOCUS
AB The ability to foresee, anticipate, and plan for future desired outcomes is crucial for well-being, motivation, and behavior. However, theories in organizational psychology do not in
Perspective (FTP), and research on FTP remains disjointed and scattered, with different domains focusing on different aspects of the construct, using different measures, and as
and meta-analysis, we aim to clarify the FTP construct, advance its theoretical development, and demonstrate its importance by (a) integrating theory and empirical findings acro
antecedents of FTP, and (b) empirically examining whether and how these variables are moderated by FTP measures and dimensions. Results of a meta-analysis of k = 212 stud
classes of consequences (i.e., those related to achievement, well-being, health behavior, risk behavior, and retirement planning), and between antecedents and FTP, as well as m
Highlighting the importance of FTP for organizational psychology theories, our findings demonstrate that FTP predicts these outcomes over and above the big five personality tra
traits and outcomes.
C1 [Kooij, Dorien T. A. M.] Tilburg Univ, Dept Human Resource Studies, Warandelaan 2, NL-5037 AB Tilburg, Netherlands.
[Kanfer, Ruth; Betts, Matt] Georgia Inst Technol, Sch Psychol, Atlanta, GA 30332 USA.
[Rudolph, Cort W.] St Louis Univ, Dept Psychol, St Louis, MO 63103 USA.
RP Kooij, DTAM (reprint author), Tilburg Univ, Dept Human Resource Studies, Warandelaan 2, NL-5037 AB Tilburg, Netherlands.
EM t.a.m.kooij@uvt.nl
NR 323
TC 29
Z9 30
U1 22
U2 115
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD AUG
PY 2018
VL 103
IS 8
BP 867
EP 893
DI 10.1037/apl0000306
PG 27
GA GP4NP
UT WOS:000440844400004
PM 29683685
DA 2020-06-08
ER
PT J 37/309
AU Gonzalez-Mule, E
Aguinis, H
AF Gonzalez-Mule, Erik
Aguinis, Herman
TI Advancing Theory by Assessing Boundary Conditions With Metaregression: A Critical Review and Best-Practice Recommendations
LA English
DT Article
DE boundary conditions; meta-analysis; metaregression; research methods
ID EFFECTS META-REGRESSION; MODERATED MULTIPLE-REGRESSION; GENERAL MENTAL-ABILITY; MANAGEMENT RESEARCH; JOB-PERFORMANCE; EFFECT SIZE
PERFORMANCE; JUDGMENT CALLS; EFFECTS MODELS
AB Understanding boundary conditions, or situations when relations between variables change depending on values of other variables, is critical for theory advancement and for pro
investigate boundary conditions because it provides information on the presence and strength of such conditions. In spite of its potential, results of our review of 63 metaregressi
Applied Psychology, Personnel Psychology, Journal of Management, Academy of Management Journal, and Strategic Management Journal uncovered a surprising lack of transp
of attention to important methodological choices. Results also suggest that many substantive conclusions are ambiguous at best and, unbeknownst to authors and readers, pote
literature as well as the latest statistical and methodological research, we offer evidence-based best-practice recommendations on how to conduct and report the results of a met
statistical power and heterogeneity, choosing an appropriate model, testing boundary condition hypotheses, adjusting R-2 for known variance, explaining methodological choices
results. Also, we conducted two illustrative metaregression studies that incorporate all of our recommendations with accompanying syntax and data. Our recommendations can b
wishing to conduct and evaluate metaregression studies, as well as practitioners interested in understanding conditions under which organizational practices are more or less like
C1 [Gonzalez-Mule, Erik] Indiana Univ, Bloomington, IN 47405 USA.
[Aguinis, Herman] George Washington Univ, Washington, DC 20052 USA.
RP Gonzalez-Mule, E (reprint author), Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, 1309 E 10th St,HH3100, Bloomington, IN 47405 USA.
EM erikgonz@indiana.edu
NR 93
TC 26
Z9 26
U1 7
U2 46
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JUL
PY 2018
VL 44
IS 6
BP 2246
EP 2273
DI 10.1177/0149206317710723
PG 28
GA GH3EL
UT WOS:000433285200003
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Nyberg, AJ
Maltarich, MA
Abdulsalam, D
Essman, SM
Cragun, O
AF Nyberg, Anthony J.
Maltarich, Mark A.
Abdulsalam, Dhuha Dee
Essman, Spenser M.
Cragun, Ormonde
TI Collective Pay for Performance: A Cross-Disciplinary Review and Meta-Analysis
LA English
DT Article
DE compensation; incentive effect; sorting; collective outcomes; cross-level teams; pay for performance; firm performance; meta-analysis
ID EMPLOYEE STOCK-OPTIONS; HUMAN-RESOURCE MANAGEMENT; HIGH-TECHNOLOGY FIRMS; TEAM REWARD ATTITUDE; TOP MANAGEMENT; FINANCIAL INCENT
PERFORMANCE; EXECUTIVE-COMPENSATION; CUTTHROAT COOPERATION
AB Rewarding collective outcomes has become an increasingly important strategic motivational tool for driving collective success, reflecting the insight that paying employees for ind
collective endeavors. Research into different types of collective pay for performance (PFP), or pay that is contingent on collective outcomes, has been studied in diverse academ
compartmentalization between these academic disciplines hinders conceptual coordination. To advance this research and its related insights, this article provides a review of the
different collective PFP types and collective outcomes. We also provide a meta-analysis that shows that collective PFP has desirable outcomes (e.g., meta-analysis shows an ov
collective PFP separately from individual PFP. The review also reveals a lack of empirical and theoretical development and highlights the need for a comprehensive theory of col
articles builds a foundation for advancing common pursuits, integrating knowledge, and creating theory. The consolidated perspectives point to promising directions for future res
C1 [Nyberg, Anthony J.; Maltarich, Mark A.; Abdulsalam, Dhuha Dee; Essman, Spenser M.; Cragun, Ormonde] Univ South Carolina, 1014 Greene St, Columbia, SC 29208 USA.
RP Nyberg, AJ (reprint author), Univ South Carolina, 1014 Greene St, Columbia, SC 29208 USA.
EM anthony.nyberg@moore.sc.edu
RI Cragun, Ormonde K-8055-2019
NR 213
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U1 6
U2 79
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JUL
PY 2018
VL 44
IS 6
BP 2433
EP 2472
DI 10.1177/0149206318770732
PG 40
GA GH3EL
UT WOS:000433285200009
DA 2020-06-08
ER
PT J
AU Kobayashi, VB
Mol, ST
Berkers, HA
Kismihok, G
Den Hartog, DN
AF Kobayashi, Vladimer B.
Mol, Stefan T.
Berkers, Hannah A.
Kismihok, Gabor
Den Hartog, Deanne N.
TI Text Mining in Organizational Research
LA English
DT Article
DE text mining; dimensionality reduction; clustering; topic modeling; classification; validation; job analysis
ID EXPLORATORY FACTOR-ANALYSIS; JOB ANALYSIS; FEATURE-SELECTION; TOPIC MODELS; BIG DATA; CLASSIFICATION; VALIDITY; VALIDATION; PSYCHOLOGY; AL
AB Despite the ubiquity of textual data, so far few researchers have applied text mining to answer organizational research questions. Text mining, which essentially entails a quantita
data, helps accelerate knowledge discovery by radically increasing the amount data that can be analyzed. This article aims to acquaint organizational researchers with the funda
involved, and contemporary techniques that may be used to achieve different types of objectives. The specific analytical techniques reviewed are (a) dimensionality reduction, (b
modeling, and (e) classification. We describe how text mining may extend contemporary organizational research by allowing the testing of existing or new research questions wit
valid. After an exploration of how evidence for the validity of text mining output may be generated, we conclude the article by illustrating the text mining process in a job analysis
C1 [Kobayashi, Vladimer B.; Den Hartog, Deanne N.] Univ Amsterdam, Amsterdam Business Sch, Leadership & Management Sect, Amsterdam, Netherlands.
[Mol, Stefan T.; Berkers, Hannah A.; Den Hartog, Deanne N.] Univ Amsterdam, Amsterdam Business Sch, Leadership & Management Sect, Org Behav, Amsterdam, Netherlands
[Kismihok, Gabor] Univ Amsterdam, Amsterdam Business Sch, Leadership & Management Sect, Knowledge Management, Amsterdam, Netherlands.
RP Mol, ST (reprint author), Univ Amsterdam, Amsterdam Business Sch, Valckenierstr 59, NL-1018 XE Amsterdam, Netherlands.
EM s.t.mol@uva.nl
RI Mol, Stefan T. C-3385-2009
Kobayashi, Vladimer W-1891-2019
OI Mol, Stefan T. 0000-0002-9375-3516
Kobayashi, Vladimer 0000-0001-9285-9274
Berkers, Hannah 0000-0002-5628-6082
Kismihok, Gabor 0000-0003-3758-5455
FU European Commission through Marie-Curie Initial Training Network EDUWORKSEuropean Union (EU) [PITN-GA-2013-608311]; Society of Industrial and Organizational Psycho
FX The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This work was supported by the European Commis
EDUWORKS (Grant PITN-GA-2013-608311) and by the Society of Industrial and Organizational Psychology Sidney A. Fine Grant for Research on Job Analysis, for the Big Data
NR 121
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U1 7
U2 71
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JUL
PY 2018
VL 21
IS 3
SI SI
BP 733
EP 765
DI 10.1177/1094428117722619
PG 33
GA GH5CN
UT WOS:000433433600008
PM 29881248
OA Green Published, Other Gold
DA 2020-06-08
ER
PT J
AU Putka, DJ
Beatty, AS
Reeder, MC
AF Putka, Dan J.
Beatty, Adam S.
Reeder, Matthew C.
TI Modern Prediction Methods: New Perspectives on a Common Problem
LA English
DT Article
DE prediction; lasso; least angle regression; elastic nets; classification and regression trees; bagged trees; random forests; gradient boosted trees; support vector machines; bagging
tuning; biodata
ID PERSONALITY SCALE SCORES; REGRESSION TREES; CROSS-VALIDITY; CLASSIFICATION; CONSTRUCTS; SITUATIONS; RATIONALE; SELECTION; WEIGHTS; DECA
AB Predicting outcomes is critical in many domains of organizational research and practice. Over the past few decades, there have been substantial advances in predictive modeling
learning, and statistics literatures that may have potential value for organizational science and practice. Nevertheless, treatment of these modern methods in major management
minimal. The purpose of this article is to (a) raise awareness among organizational researchers and practitioners with regard to several modern prediction methods and concepts
traditional regression-based prediction methods, and (c) provide an empirical example of their application and performance relative to traditional methods. Beyond illustrating the
these methods can offer deeper insights into how predictor content functions beyond simple construct-based explanations.
C1 [Putka, Dan J.; Reeder, Matthew C.] Human Resources Res Org, 66 Canal Ctr Plaza,Suite 700, Alexandria, VA 22314 USA.
[Beatty, Adam S.] Human Resources Res Org, Minneapolis, MN USA.
RP Putka, DJ (reprint author), Human Resources Res Org, 66 Canal Ctr Plaza,Suite 700, Alexandria, VA 22314 USA.
EM dputka@humrro.org
NR 71
TC 8
Z9 8
U1 3
U2 45
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JUL
PY 2018
VL 21
IS 3
SI SI
BP 689
EP 732
DI 10.1177/1094428117697041
PG 44
GA GH5CN
UT WOS:000433433600007
DA 2020-06-08
ER
PT J
AU Tonkin, K
Malinen, S
Naswall, K
Kuntz, JC
AF Tonkin, Karen
Malinen, Sanna
Naeswall, Katharina
Kuntz, Joana C.
TI Building employee resilience through wellbeing in organizations
LA English
DT Article
DE ANOVA; applied HRD; employee wellbeing; occupational safety; quasi-experiment; repeated measures; scholar-practitioner; survey; workforce development
ID POSITIVE PSYCHOLOGY INTERVENTIONS; HUMAN CAPACITY; IMPACT; WORKPLACE; STRESS; PERCEPTIONS; PERFORMANCE; RESOURCES; ATTITUDES; HEALT
AB The resilience of employees has been recently identified as essential to organizational adaptability in uncertain and dynamic business environments. Yet little is known about how
study investigated the effect of a wellbeing intervention on two forms of individual resilience: employees' stress-coping ability (personal resilience) and resilient workplace behavio
online wellbeing and resilience survey, and a subset of 145 participants took part in a workplace wellbeing intervention for a period of one month, followed by a second survey. Th
two related, but distinct, constructs. Further, following the wellbeing intervention, personal resilience remained stable, but small increases were noted in levels of employee resilie
implications of this research to employee resilience development are discussed.
C1 [Tonkin, Karen; Malinen, Sanna; Naeswall, Katharina; Kuntz, Joana C.] Univ Canterbury, Private Bag 4800, Christchurch, New Zealand.
RP Malinen, S (reprint author), Univ Canterbury, Private Bag 4800, Christchurch, New Zealand.
EM sanna.malinen@canterbury.ac.nz
NR 84
TC 9
40/309
Z9 9
U1 3
U2 29
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD SUM
PY 2018
VL 29
IS 2
BP 107
EP 124
DI 10.1002/hrdq.21306
PG 18
GA GI5MH
UT WOS:000434414200002
DA 2020-06-08
ER
PT J
AU Congdon, EL
Novack, MA
Goldin-Meadow, S
AF Congdon, Eliza L.
Novack, Miriam A.
Goldin-Meadow, Susan
TI Gesture in Experimental Studies: How Videotape Technology Can Advance Psychological Theory
LA English
DT Article
DE video recording technology; gesture; coding system; participant observation; reliability; best practices
ID TRANSITIONAL KNOWLEDGE; TEACHERS GESTURES; CHILDRENS HANDS; LANGUAGE; PREJUDICE; SPEECH; MINDS; MATH
AB Video recording technology allows for the discovery of psychological phenomena that might otherwise go unnoticed. We focus here on gesture as an example of such a phenom
spontaneously produce while speaking or thinking through a difficult problem. Despite their ubiquity, speakers are not always aware that they are gesturing, and listeners are not
video technology has facilitated major insights within the field of gesture research by allowing researchers to capture, quantify, and better understand these transient movements
a researcher's focus, has the potential to affect thinking and learning in the people who produce it, as well as in the people who observe it, and that it can alter the communicative
discuss the challenges of using video technology to capture gesture in psychological studies, and we discuss opportunities and suggestions for making use of this rich source of
and within the field of organizational psychology.
C1 [Congdon, Eliza L.; Novack, Miriam A.] Univ Chicago, Chicago, IL 60637 USA.
[Goldin-Meadow, Susan] Univ Chicago, Dept Psychol, 5848 South Univ Ave,Beecher 414, Chicago, IL 60637 USA.
[Goldin-Meadow, Susan] Univ Chicago, Dept Comparat Human Dev, Chicago, IL 60637 USA.
[Goldin-Meadow, Susan] Univ Chicago, Dept Coll Educ, Chicago, IL 60637 USA.
[Goldin-Meadow, Susan] Univ Chicago, Dept Comm Educ, Chicago, IL 60637 USA.
RP Congdon, EL (reprint author), Univ Chicago, Dept Psychol, 5848 South Univ Ave,Beecher 414, Chicago, IL 60637 USA.
EM econgdon08@gmail.com
NR 36
TC 4
Z9 5
U1 0
U2 5
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD APR
PY 2018
VL 21
IS 2
SI SI
BP 489
EP 499
DI 10.1177/1094428116654548
PG 11
GA GC6LB
UT WOS:000429901900011
DA 2020-06-08
ER
PT J
AU Pitesa, M
Thau, S
AF Pitesa, Marko 41/309
Thau, Stefan
TI Resource Scarcity, Effort, and Performance in Physically Demanding Jobs: An Evolutionary Explanation
LA English
DT Article
DE resource scarcity; physical work; evolutionary theory; effort; performance
ID NEGATIVE AFFECT; SELF-CONTROL; MODELS; WORK; SATISFACTION; ADAPTATIONS; RECESSION; STRATEGY; VALIDITY; STRESS
AB Based on evolutionary theory, we predicted that cues of resource scarcity in the environment (e.g., news of droughts or food shortages) lead people to reduce their effort and per
prediction in a 2-wave field survey among employees and replicated it experimentally in the lab. In Study 1, employees who perceived resources in the environment to be scarce
not little) physical work. In Study 2, participants who read that resources in the environment were scarce performed worse on a task demanding more (carrying books) but not les
even though better performance increased participants' chances of additional remuneration, and even though scarcity cues did not affect individuals' actual ability to meet their e
performance, and the potential of evolutionary psychology to explain core organizational phenomena.
C1 [Pitesa, Marko] Singapore Management Univ, Lee Kong Chian Sch Business, Org Behav & Human Resources Dept, Singapore, Singapore.
[Thau, Stefan] INSEAD, Org Behav, 1 Ayer Rajah Ave, Singapore 13867, Singapore.
RP Thau, S (reprint author), INSEAD, Org Behav, 1 Ayer Rajah Ave, Singapore 13867, Singapore.
EM stefan.thau@insead.edu
RI Pitesa, Marko L-9583-2016
FU INSEAD Alumni Fund
FX We thank the INSEAD Alumni Fund for funding support.
NR 62
TC 0
Z9 0
U1 11
U2 60
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2018
VL 103
IS 3
BP 237
EP 248
DI 10.1037/apl0000257
PG 12
GA FZ5BQ
UT WOS:000427606800001
PM 29072474
DA 2020-06-08
ER
PT J
AU Jackson, DJR
Dewberry, C
Gallagher, J
Close, L
AF Jackson, Duncan J. R.
Dewberry, Chris
Gallagher, Jaroslava
Close, Liam
TI A comparative study of practitioner perceptions of selection methods in the United Kingdom
LA English
DT Article
DE employee selection; practitioner perceptions; validity
ID HR PROFESSIONALS BELIEFS; ORGANIZATIONAL IWO PSYCHOLOGY; PREDICTING JOB-PERFORMANCE; HUMAN-RESOURCE PRACTICES; PERSONNEL-SELECTIO
METAANALYSIS; EMPLOYEE SELECTION; RESEARCHER DIVIDE; VALIDITY
AB In this study, 476 participants, divided into occupational psychology (OP)-, Chartered Institute of Personnel and Development (CIPD)-, human resource management (HRM)-qua
the validity, fairness, and frequency of use of employee selection methods. Results of a mixed-effects analysis of covariance revealed that respondent qualification background p
were aligned with research-based estimates of validity, F [3, 29.39]=20.06, p<.001, (2)=.67. Corrected pairwise comparisons suggested that perceptions of participants with CIPD
research estimates of validity than were the perceptions of laypeople. OP participant validity perceptions were significantly more aligned with research estimates than all other su
group consistency regarding frequency-of-use perceptions, but less between-group consistency was found vis-a-vis perceptions of fairness. Implications for decision-making in e
C1 [Jackson, Duncan J. R.; Dewberry, Chris; Close, Liam] Birkbeck Univ London, Dept Org Psychol, London, England.
[Jackson, Duncan J. R.] Univ Johannesburg, Fac Management, Johannesburg, South Africa.
[Gallagher, Jaroslava] Arctic Shores Ltd, Manchester, Lancs, England.
RP Jackson, DJR (reprint author), Birkbeck Univ London, Dept Org Psychol, Clore Management Ctr, Torrington Sq, London WC1E 7JL, England.
EM dj.jackson@bbk.ac.uk
OI Jackson, Duncan 0000-0001-9233-4232
NR 65
TC 1
Z9 1
U1 2
U2 13
PU WILEY
PI HOBOKEN
SN 0963-1798
42/309
EI 2044-8325
PD MAR
PY 2018
VL 91
IS 1
BP 33
EP 56
DI 10.1111/joop.12187
PG 24
GA FU8HL
UT WOS:000424093800002
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Sharma, PN
AF Sharma, Payal Nangia
TI Moving beyond the employee: The role of the organizational context in leader workplace aggression
SO LEADERSHIP QUARTERLY
LA English
DT Article
DE Workplace aggression; Mistreatment; Leadership; Organizational context
ID CORE SELF-EVALUATIONS; TRICKLE-DOWN MODEL; ABUSIVE SUPERVISION; DESTRUCTIVE LEADERSHIP; MEMBER EXCHANGE; RESEARCH AGENDA; UNCERTA
INDIVIDUAL-DIFFERENCES; VICTIM PRECIPITATION
AB Management and psychology scholars are increasingly seeking to examine how organizational characteristics that contextualize leadership shape the occurrence, impact, and p
comprehensive review of this literature has not yet been conducted, so a systematic understanding is lacking regarding questions including: (1) when, why and how is such aggre
or constrain effects of these leader behaviors on employees; and (3) how can organizations proactively manage their internal dynamics to prevent or reduce such incidences? Dr
organizational context, I review existing leader aggression research that intersects with seven categories: (1) culture/climate; (2) goals/purposes; (3) people/composition; (4) proc
theoretical propositions for future work, which are grounded in the roles and responsibilities inherent to the nature of leadership and coupled with the changing nature of organiza
decade of organizational context x leader workplace aggression studies.
C1 [Sharma, Payal Nangia] Univ Penn, Wharton Sch, Dept Management, Steinberg Hall Dietrich Hall 3014, Philadelphia, PA 19104 USA.
RP Sharma, PN (reprint author), Univ Penn, Wharton Sch, Dept Management, Steinberg Hall Dietrich Hall 3014, Philadelphia, PA 19104 USA.
EM payals@wharton.upenn.edu
NR 236
TC 4
Z9 4
U1 6
U2 57
PU ELSEVIER SCIENCE INC
PI NEW YORK
PA 360 PARK AVE SOUTH, NEW YORK, NY 10010-1710 USA
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD FEB
PY 2018
VL 29
IS 1
BP 203
EP 217
DI 10.1016/j.leaqua.2017.12.002
PG 15
GA GA0KJ
UT WOS:000428001600013
DA 2020-06-08
ER
PT S
AU Rosette, AS
de Leon, RP
Koval, CZ
Harrison, DA
AF Rosette, Ashleigh Shelby
de Leon, Rebecca Ponce
Koval, Christy Zhou
Harrison, David A.
BE Brief, AP
Staw, BM
TI Intersectionality: Connecting experiences of gender with race at work
SO RESEARCH IN ORGANIZATIONAL BEHAVIOR: AN ANNUAL SERIES OF ANALYTICAL ESSAYS AND CRITICAL REVIEWS, VOL 38
SE Research in Organizational Behavior
LA English
DE Intersectionality; Gender; Race; Stereotypes; Job roles; Sexual harassment
ID SEX-ROLE STEREOTYPES; AFRICAN-AMERICAN; FIELD EXPERIMENT; SOCIAL-CLASS; GLASS CLIFF; BLACK-WOMEN; WORKPLACE AUTHORITY; AFFIRMATIVE-AC 43/309
AB In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance
categories intersect to shape outcomes for women in the workplace. However, these findings are scattered across disciplines, making it difficult for organizational scholars to leve
The purpose of this review is to assemble these findings to capture how gender and race, when considered in tandem, can generate new understandings about women of differe
provide a review of both historic and contemporary interpretations of the intersectionality concept. Next, using an intersectional framework, we review key findings on the distinct
compare and contrast the differential impact of these stereotypes on hiring and leadership for these subgroups of women. Building from these stereotypes, we further review rese
White women occupy, specifically focusing on the impact of occupational segregation, organizational support, and the motherhood penalty. Finally, we examine how the frequenc
can vary for women of differing races. Through this review, we bring attention to the pitfalls of studying women as a monolithic category and call for organizational scholars to con
outcomes. (C) 2018 Elsevier Ltd. All rights reserved.
C1 [Rosette, Ashleigh Shelby; de Leon, Rebecca Ponce] Duke Univ, Durham, NC 27706 USA.
[Koval, Christy Zhou] Hong Kong Univ Sci & Technol, Sch Business, Hong Kong, Peoples R China.
[Harrison, David A.] Univ Texas Austin, Austin, TX 78712 USA.
RP Rosette, AS (reprint author), Fuqua Sch Business, 100 Fuqua Dr, Durham, NC 27705 USA.
EM arosette@duke.edu
NR 355
TC 1
Z9 1
U1 15
U2 22
PU ELSEVIER
PI AMSTERDAM
PA Radarweg 29, PO Box 211, AMSTERDAM, NETHERLANDS
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2018
VL 38
BP 1
EP 22
DI 10.1016/j.riob.2018.12.002
PG 22
GA BN3OR
UT WOS:000480499100001
DA 2020-06-08
ER
PT S
AU Hobfoll, SE
Halbesleben, J
Neveu, JP
Westman, M
AF Hobfoll, Stevan E.
Halbesleben, Jonathon
Neveu, Jean-Pierre
Westman, Mina
BE Morgeson, F
TI Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences
LA English
DE stress; resources; resilience; crossover; burnout; engagement
ID WORK-FAMILY CONFLICT; EMOTIONAL EXHAUSTION; ABUSIVE SUPERVISION; MODERATING ROLE; JOB INSECURITY; SOCIAL SUPPORT; MEDIATING ROLE; SELF-
PSYCHOLOGICAL RESOURCES
AB Over the past 30 years, conservation of resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. CO
spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational s
major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central res
In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has r
C1 [Hobfoll, Stevan E.] Rush Univ, Rush Med Coll, Dept Behav Sci, Med Ctr, Chicago, IL 60612 USA.
[Halbesleben, Jonathon] Univ Alabama, Culverhouse Coll Commerce, Dept Management, Tuscaloosa, AL 35487 USA.
[Neveu, Jean-Pierre] Univ Pau & Pays Adour, Inst Adm Entreprises, F-64100 Bayonne, France.
[Westman, Mina] Tel Aviv Univ, Dept Org Behav, IL-69978 Ramat Aviv, Israel.
RP Hobfoll, SE (reprint author), Rush Univ, Rush Med Coll, Dept Behav Sci, Med Ctr, Chicago, IL 60612 USA.
EM stevan_hobfoll@rush.edu; jhalbesleben@culverhouse.ua.edu; jp.neveu@univ-pau.fr; minaw@tauex.tau.ac.il
OI Halbesleben, Jonathon 0000-0002-5375-7459
NR 168
TC 186
Z9 187
U1 57
U2 153
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2018
VL 5
BP 103
EP 128
PG 26
44/309
GA BJ5XT
UT WOS:000426399800005
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Joseph, B
Walker, A
Fuller-Tyszkiewicz, M
AF Joseph, Beulah
Walker, Arlene
Fuller-Tyszkiewicz, Matthew
TI Evaluating the effectiveness of employee assistance programmes: a systematic review
LA English
DT Article
DE EAP; organization; productivity; presenteeism; levels of functioning
ID WORKPLACE; EAP; SERVICES; IMPACT
AB The rapid growth of employee assistance Programmes (EAPs) has not been matched by the accompanying research base of their efficacy. Given the inconsistent information re
organizational outcomes, the present review systematically appraised available evidence from organizational psychology and business databases and grey literature sources. A
inclusion criteria. These were mostly from North America and utilized quantitative methodology and pre- and post-intervention designs. The majority of studies focused on EAPs
the most common limitations being discrepancies in variable definitions and an absent comparable control group. Overall, this review found that utilizing EAPs enhanced employ
functioning. Absenteeism was most commonly investigated but produced mixed results. Presenteeism demonstrated a stronger effect size and greater improvement than absent
assessing EAP effectiveness. This review clarified parameters of existing evidence and highlighted the narrow range of measures used to date, omitting important constructs suc
evaluation capturing a wider range of variables is urgently needed.
C1 [Joseph, Beulah; Walker, Arlene; Fuller-Tyszkiewicz, Matthew] Deakin Univ, Sch Psychol, Melbourne, Vic, Australia.
RP Joseph, B (reprint author), Deakin Univ, Sch Psychol, Melbourne, Vic, Australia.
EM jbeu@deakin.edu.au
OI Joseph, Beulah 0000-0003-1971-062X
NR 42
TC 7
Z9 7
U1 10
U2 50
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 1
BP 1
EP 15
DI 10.1080/1359432X.2017.1374245
PG 15
GA FS7CC
UT WOS:000419954500001
DA 2020-06-08
ER
PT J
AU Guo, C
Miller, JK
Woodard, MS
Miller, DJ
Silvernail, KD
Aydin, MD
Lemos, AHD
Kumpikaite-Valiuniene, V
Nair, S
Donnelly, PF
Marx, RD
Peters, LM
AF Guo, Chun
Miller, Jane K.
Woodard, Melissa S.
Miller, Daniel J.
Silvernail, Kirk D.
Aydin, Mehmet Devrim
da Costa Lemos, Ana Heloisa
Kumpikaite-Valiuniene, Vilmante
Nair, Sudhir
Donnelly, Paul F.
Marx, Robert D.
Peters, Linda M.
TI Self-concept orientation and organizational identification: a mediated relationship
LA English
DT Article 45/309
DE Collectivism; Organizational identification; Social identity; Self esteem; Impression management; Managerial psychology
ID INTERNATIONAL-BUSINESS RESEARCH; TURNOVER INTENTIONS; INDIVIDUALISM; COLLECTIVISM; IDENTITY; MODEL; CONSEQUENCES; SATISFACTION; ENHANC
AB Purpose The purpose of this paper is to test a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification
including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et a
Design/methodology/approach Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS
Findings Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the re
addition, nOID mediated the relationship for collectivist self-concept orientation.
Practical implications This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to OrgID. Understanding these linkages ena
concept orientations and associated psychological needs of their employees, thereby enhancing OrgID.
Originality/value This study provides a significant contribution to the OrgID literature by proposing and testing for relationships between self-concept orientations and OrgID as m
support for the mediated model as well as many of Cooper and Thatcher's (2010) theoretical propositions, with notable exceptions.
C1 [Guo, Chun] Sacred Heart Univ, Dept Management, Fairfield, CT 06825 USA.
[Miller, Jane K.; Woodard, Melissa S.; Marx, Robert D.; Peters, Linda M.] Univ Massachusetts, Dept Management, Amherst, MA 01003 USA.
[Miller, Daniel J.] Cent Connecticut State Univ, Dept Management, New Britain, CT 06050 USA.
[Silvernail, Kirk D.] Univ Nevada, Lee Business Sch, Las Vegas, NV 89154 USA.
[Aydin, Mehmet Devrim] Hacettepe Univ, Fac Econ & Adm Sci, Dept Polit Sci & Publ Adm, Ankara, Turkey.
[da Costa Lemos, Ana Heloisa] Pontifical Catholic Univ Rio De Janeiro, IAG Sch Management, Rio De Janeiro, Brazil.
[Kumpikaite-Valiuniene, Vilmante] Kaunas Univ Technol, Sch Business & Econ, Kaunas, Lithuania.
[Nair, Sudhir] Univ Victoria, Peter B Gustavson Sch Business, Victoria, BC, Canada.
[Donnelly, Paul F.] Dublin Inst Technol, Coll Business, Dublin, Ireland.
RP Guo, C (reprint author), Sacred Heart Univ, Dept Management, Fairfield, CT 06825 USA.
EM chun-guog@sacredheart.edu
OI Donnelly, Paul 0000-0001-7040-2388
NR 44
TC 0
Z9 0
U1 2
U2 18
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2018
VL 33
IS 4-5
BP 358
EP 371
DI 10.1108/JMP-09-2017-0293
PG 14
GA GY1WH
UT WOS:000448325600003
DA 2020-06-08
ER
PT J
AU Wang, YX
Chen, CC
Lu, L
Eisenberger, R
Fosh, P
AF Wang, Yanxia
Chen, Chih-Chieh
Lu, Luo
Eisenberger, Robert
Fosh, Patricia
TI Effects of leader-member exchange and workload on presenteeism
LA English
DT Article
DE Job demands; Leader-member exchange; Occupational health psychology
ID SUPERVISORS ORGANIZATIONAL EMBODIMENT; JOB DEMANDS; SICKNESS PRESENTEEISM; MODERATING ROLE; PERFORMANCE; PERSPECTIVE; EMPLOYEES;
AB Purpose The purpose of this paper is to promote a wider understanding of the importance of distinguishing between presenteeism behavior and its motivation and between the a
the neglect of presenteeism's antecedents (in particular, situational ones). It develops a theoretical model that explains how situational antecedents affect presenteeism - conven
Design/methodology/approach An ordinary least-squares regression-based path analysis is employed to analyze the findings of a sample of 277 employees in service organizati
Findings Findings demonstrate that the situational factor, leader-member exchange (LMX), is positively related to the approach dimension of presenteeism motivation and that of
motivation and behavior, such that employees who experience higher workload more frequently display presenteeism behavior.
Practical implications Findings suggest that managers should be prudent when developing relationships with their subordinates and consider the ways in which they may most ef
Originality/value This is the first study to consider LMX and workload as situational antecedents of presenteeism motivation and behavior.
C1 [Wang, Yanxia] Lanzhou Univ, Lanzhou, Gansu, Peoples R China.
[Chen, Chih-Chieh; Fosh, Patricia] Southwestern Univ Finance & Econ, Chengdu, Sichuan, Peoples R China.
[Lu, Luo] Natl Taiwan Univ, Taipei, Taiwan.
[Eisenberger, Robert] Univ Houston, Houston, TX USA.
RP Chen, CC (reprint author), Southwestern Univ Finance & Econ, Chengdu, Sichuan, Peoples R China.
EM czjswufe@163.com
FU National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71672148]; Fundamental Research Funds for the Central UniversitiesFundamental
FX This study was funded by National Natural Science Foundation of China (71672148) and supported by the Fundamental Research Funds for the Central Universities (18LZUJBW
NR 50
TC 2
Z9 2
U1 4
U2 14
PU EMERALD GROUP PUBLISHING LTD 46/309
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2018
VL 33
IS 7-8
BP 511
EP 523
DI 10.1108/JMP-11-2017-0414
PG 13
GA HA2OR
UT WOS:000450079400004
DA 2020-06-08
ER
PT J
AU Oliveira, E
Cardoso, CC
AF Oliveira, Eduardo
Cardoso, Carlos Cabral
TI Stereotype threat and older worker's attitudes: a mediation model
SO PERSONNEL REVIEW
LA English
DT Article
DE Quantitative; Age-based stereotype threat; Negative age-based metastereotypes; Organizational disidentification; Work disengagement
ID AGE STEREOTYPES; ORGANIZATIONAL-PSYCHOLOGY; COMMON STEREOTYPES; GROUP DIVERSITY; EXPANDED MODEL; JOB-ATTITUDES; HR PRACTICES; PERF
AB Purpose - Taking a social identity approach, the purpose of this paper is to examine the extent to which age-based stereotype threat mediates the relationships between older wo
work attitudes: organizational disidentification and work disengagement.
Design/methodology/approach - A two-wave cross-sectional design was adopted to collect data from 423 blue-collar older workers of the Portuguese manufacturing sector. Struc
Findings - The analyses show that age-based stereotype threat partially mediates the relationship between negative age-based metastereotypes and negative work attitudes. Mo
age-based metastereotypes through threat reactions, and undesirable work attitudes.
Originality/value - This paper contributes to the literature by showing the importance of negative age-based metastereotypes and age-based stereotype threat in workplace dyna
relationship older workers keep with their organization and their work.
C1 [Oliveira, Eduardo] Univ Catolica Portuguesa, CEDH, Fac Educ Psicol, Porto, Portugal.
[Cardoso, Carlos Cabral] Univ Porto, Fac Econ, Porto, Portugal.
RP Oliveira, E (reprint author), Univ Catolica Portuguesa, CEDH, Fac Educ Psicol, Porto, Portugal.
EM eaoliveira@porto.ucp.pt
RI Oliveira, Eduardo H-5924-2018
OI Oliveira, Eduardo 0000-0001-9149-0348
NR 81
TC 2
Z9 2
U1 4
U2 27
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2018
VL 47
IS 1
BP 187
EP 205
DI 10.1108/PR-11-2016-0306
PG 19
GA FV3MT
UT WOS:000424473100011
DA 2020-06-08
ER
PT J
AU Bal, PM
Doci, E
AF Bal, P. Matthijs
Doci, Edina
TI Neoliberal ideology in work and organizational psychology
LA English
DT Article
DE Ideology; neo-liberalism; work and organizational psychology; individualism; instrumentality
ID ECONOMIC-CRISIS; INEQUALITY; PERFORMANCE; EMPLOYABILITY; METAANALYSIS; CAPITALISM; CURRENCY; FANTASY; TRUST; DEALS 47/309
AB This paper explores the role of neoliberal ideology in workplace practices and in work and organizational psychology (WOP) research. It analyses how neoliberal ideology manife
the field of political theory to understand ideology through three different logics: political, social and fantasmatic logics. We explore the main neoliberal assumptions underlying ex
how individuals are gripped by such practices, and how the status quo is maintained. The paper analyses how individuals in the contemporary workplace are henceforth influenc
and dominant paradigms within WOP. In particular, we focus on three ways neoliberalism affects workplaces and individual experiences of the workplace: through instrumentality
recommendations for researchers and practitioners alike on how to devote more attention to the, often implicit, role of neoliberal ideology in their work and research. The discuss
can be developed which address the downsides of neoliberalism.
C1 [Bal, P. Matthijs] Univ Lincoln, Lincoln Int Business Sch, Lincoln, England.
[Bal, P. Matthijs] Univ Johannesburg, Dept Ind Psychol & People Management, Johannesburg, South Africa.
[Doci, Edina] Vrije Univ Amsterdam, Dept Management & Org, Amsterdam, Netherlands.
RP Bal, PM (reprint author), Univ Lincoln, Lincoln Int Business Sch, Lincoln, England.; Bal, PM (reprint author), Univ Johannesburg, Dept Ind Psychol & People Management, Johan
EM mbal@lincoln.ac.uk
OI Bal, P. Matthijs 0000-0002-6955-2837
Doci, Edina 0000-0002-1467-6736
NR 91
TC 9
Z9 9
U1 2
U2 10
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 5
BP 536
EP 548
DI 10.1080/1359432X.2018.1449108
PG 13
GA GV1VD
UT WOS:000445869200002
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Anseel, F
Van Lysebetten, S
Van Es, R
Rosseel, J
AF Anseel, Frederik
Van Lysebetten, Saar
Van Es, Roeliene
Rosseel, Julie
TI Our neoliberal fantasies? A preliminary test of research trends in leading journals in work and organizational psychology
LA English
DT Article
DE Work and organizational psychology; neoliberal; review; meta-analysis; philosophy of science
AB Prior to engaging in a substantive discussion on the supposed influence of neoliberalism on research in work and organizational psychology (WOP), it is important to verify the e
(Neoliberal ideology in work and organizational psychology, European Journal of Work and Organizational Psychology [Online First Publication, 2018]). To this end, we content a
WOP journals during the years 2006-2007 and 2016-2017. Results of our content analysis do not support the hypothesized trends towards more instrumentality and individualism
portrayal of the WOP literature does not provide a solid basis for discussion. On the basis of our findings, we conclude with recommendations to broaden the scope of WOP rese
C1 [Anseel, Frederik] Kings Coll London, Kings Business Sch, London, England.
[Van Lysebetten, Saar; Van Es, Roeliene; Rosseel, Julie] Univ Ghent, Dept Personnel Management Work & Org Psychol, Ghent, Belgium.
RP Anseel, F (reprint author), Kings Coll London, Kings Business Sch, London, England.
EM frederik.anseel@kcl.ac.uk
RI Anseel, Frederik H-7929-2019
OI Anseel, Frederik 0000-0002-4697-7293
NR 10
TC 2
Z9 2
U1 1
U2 8
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 5
BP 549
EP 551
DI 10.1080/1359432X.2018.1496082
PG 3 48/309
GA GV1VD
UT WOS:000445869200003
OA Green Published
DA 2020-06-08
ER
PT J
AU Carter, AJ
AF Carter, Angela J.
TI Commentary on neoliberal ideology in work and organizational psychology
LA English
DT Article
DE Neoliberal ideology; work and organizational psychology practice; ethical practice
AB I welcome the paper on Neoliberal ideology in WOP as a valuable critique of Work and Organizational Psychology (WOP) encouraging practitioners and researchers to think care
sense of the world of work.
C1 [Carter, Angela J.] Just Dev, Fareham, Hants, England.
RP Carter, AJ (reprint author), Just Dev, Fareham, Hants, England.
EM angela_carter@justdevelopment.co.uk
NR 5
TC 2
Z9 2
U1 0
U2 1
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 5
BP 552
EP 553
DI 10.1080/1359432X.2018.1517116
PG 2
GA GV1VD
UT WOS:000445869200004
DA 2020-06-08
ER
PT J
AU Guest, D
Grote, G
AF Guest, David
Grote, Gudela
TI Captured by neo-liberalism: what hope for WOP?: Commentary on Bal, P. M., & Doci, E. (2018). Neoliberal ideology in work and organizational psychology. European Journal of
https://doi.org/10.1080/1359432X.2018.1449108
LA English
DT Article
C1 [Guest, David] Kings Coll London, Kings Business Sch, London, England.
[Grote, Gudela] Swiss Fed Inst Technol, Dept Management Technol & Econ, Zurich, Switzerland.
RP Grote, G (reprint author), Swiss Fed Inst Technol, Dept Management Technol & Econ, Zurich, Switzerland.
EM ggrote@ethz.ch
OI Grote, Gudela 0000-0002-5581-0452
NR 6
TC 2
Z9 2
U1 1
U2 9
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 5
BP 554
EP 555
DI 10.1080/1359432X.2018.1488685
PG 2 49/309
GA GV1VD
UT WOS:000445869200005
DA 2020-06-08
ER
PT J
AU Rudolph, CW
Zacher, H
AF Rudolph, Cort W.
Zacher, Hannes
TI What are the mechanisms? The black box of neoliberalism
LA English
DT Article
DE Neoliberalism; ideology; black box
AB In this response to Bal and Doci's (2018) commentary on neoliberal ideology in work and organizational psychology (Bal, P. M., & Doci, E. (2018)). Neoliberal ideology in work an
Organizational Psychology. Online first publication, https://doi.org/10.1080/1359432X.2018.1449108), we argue that neoliberalism can only be a distal exogenous influence on ps
might translate this ideology into work and organizational psychology science and practice. Researchers need to move beyond black box explanations and provide clarity about t
that translate ideology into psychological phenomena.
C1 [Rudolph, Cort W.] St Louis Univ, Dept Psychol, 221 N Grand Blvd, St Louis, MO 63103 USA.
[Zacher, Hannes] Univ Leipzig, Inst Psychol, Leipzig, Germany.
RP Rudolph, CW (reprint author), St Louis Univ, Dept Psychol, 221 N Grand Blvd, St Louis, MO 63103 USA.; Zacher, H (reprint author), Univ Leipzig, Inst Psychol, Leipzig, Germany
EM cort.rudolph@health.slu.edu; hannes.zacher@uni-leipzig.de
OI Zacher, Hannes 0000-0001-6336-2947
NR 6
TC 2
Z9 2
U1 0
U2 1
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 5
BP 556
EP 557
DI 10.1080/1359432X.2018.1482873
PG 2
GA GV1VD
UT WOS:000445869200006
DA 2020-06-08
ER
PT J
AU Doci, E
Bal, PM
AF Doci, Edina
Bal, P. Matthijs
TI Ideology in work and organizational psychology: the responsibility of the researcher
LA English
DT Article
DE Neoliberalism; ideology; responsibility
ID PUBLIC MANAGEMENT; NEOLIBERALISM
AB This is a rejoinder to the commentaries on our paper on neoliberalism in work and organizational psychology. In this rejoinder, we provide a summarized response to the commen
and how does neoliberalism manifest in society and our work as Work and Organizational Psychologists, (2) what is our duty as work and organizational psychologists towards s
basis of the exchange with the commentators on our paper?
C1 [Doci, Edina] Vrije Univ Amsterdam, Dept Management & Org, Amsterdam, Netherlands.
[Bal, P. Matthijs] Univ Lincoln, Lincoln Int Business Sch, Lincoln, England.
RP Doci, E (reprint author), Vrije Univ Amsterdam, Dept Management & Org, Amsterdam, Netherlands.
EM e.doci@vu.nl
OI Bal, P. Matthijs 0000-0002-6955-2837
Doci, Edina 0000-0002-1467-6736
NR 17
TC 0
Z9 0
U1 0
U2 0
PI ABINGDON
SN 1359-432X 50/309
EI 1464-0643
PY 2018
VL 27
IS 5
BP 558
EP 560
DI 10.1080/1359432X.2018.1515201
PG 3
GA GV1VD
UT WOS:000445869200007
OA Green Accepted, Bronze
DA 2020-06-08
ER
PT J
AU Grote, G
Cortina, JM
AF Grote, Gudela
Cortina, Jose M.
TI Necessity (not just novelty) is the mother of invention: using creativity research to improve research in work and organizational psychology
LA English
DT Article
DE Scientific practice; research impact; innovation
ID MANAGEMENT RESEARCH; INDUSTRIAL; INNOVATION; PRACTITIONERS; KNOWLEDGE
AB In this essay, we discuss reasons that work and organizational psychology does not live up to its self-declared mission of being an applied science in the service of improving bot
effectiveness. We use fundamentals of research on creativity and innovation as a lens through which we can view problems and possible solutions to these problems. In particula
insights, that innovation requires "rewarding failure", and that innovation feeds off of team diversity. We provide suggestions for how the definition of theoretical and empirical con
practices could be changed to foster innovative research that helps people thrive at work.
C1 [Grote, Gudela] Swiss Fed Inst Technol, Dept Management Technol & Econ, Zurich, Switzerland.
[Cortina, Jose M.] Virginia Commonwealth Univ, Sch Business, Richmond, VA USA.
RP Grote, G (reprint author), Swiss Fed Inst Technol, Dept Management Technol & Econ, Zurich, Switzerland.
EM ggrote@ethz.ch
OI Grote, Gudela 0000-0002-5581-0452
NR 43
TC 3
Z9 3
U1 1
U2 19
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2018
VL 27
IS 3
BP 335
EP 341
DI 10.1080/1359432X.2018.1444606
PG 7
GA GD2PV
UT WOS:000430343700004
DA 2020-06-08
ER
PT S
AU Organ, DW
AF Organ, Dennis W.
BE Morgeson, F
TI Organizational Citizenship Behavior: Recent Trends and Developments
LA English
DE organizational citizenship behavior; organizational effectiveness; job satisfaction
ID IMPRESSION MANAGEMENT; GOOD SOLDIERS; PERFORMANCE; CONSEQUENCES; SATISFACTION; PREDICTORS; JUSTICE; LEVEL; MODEL
AB For decades, the accepted view in organizational psychology was that job satisfaction and job performance were unrelated. However, recent years have found increasing eviden
by individuals, is more closely related to a different kind of contribution, which is referred to as organizational citizenship behavior (OCB). Furthermore, research in the past two d
base of OCB, examining its relationship to culture, attitudes, personality, mood state, stress, and organizational performance.
C1 [Organ, Dennis W.] Indiana Univ, Kelley Sch Business, Bloomington, IN 47405 USA.
RP Organ, DW (reprint author), Indiana Univ, Kelley Sch Business, Bloomington, IN 47405 USA.
EM organ@indiana.edu
NR 49 51/309
TC 13
Z9 13
U1 7
U2 68
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2018
VL 5
BP 295
EP 306
PG 12
GA BJ5XT
UT WOS:000426399800012
DA 2020-06-08
ER
PT S
AU Short, JC
McKenny, AF
Reid, SW
AF Short, Jeremy C.
McKenny, Aaron F.
Reid, Shane W.
BE Morgeson, F
TI More Than Words? Computer-Aided Text Analysis in Organizational Behavior and Psychology Research
LA English
DE computer-aided text analysis; content analysis; language; organizational behavior
ID WORKPLACE; LANGUAGE; VALIDATION; MEDIA; ORIENTATION; LEADERSHIP; GRATITUDE; CONSTRUCT; CONTEXT; SEARCH
AB Computer-aided text analysis (CATA) offers great promise for scholars who aspire to capture the beliefs, cognitions, and emotions of individuals as reflected in their narratives an
organizational studies and highlight the increased momentum towards incorporating rigor when using CATA. We review key CATA software and note the variance in possibilities
then outline the potential for this technique to build knowledge surrounding organizational psychology and organizational behavior. Specifically, we highlight specific research stre
cross-cultural perspectives that might further advance the use of this technique.
C1 [Short, Jeremy C.] Univ Oklahoma, Div Entrepreneurship & Econ Dev, Norman, OK 73019 USA.
[McKenny, Aaron F.] Univ Cent Florida, Dept Management, Orlando, FL 32803 USA.
[Reid, Shane W.] Univ Oklahoma, Div Management & Int Business, Norman, OK 73019 USA.
RP Short, JC (reprint author), Univ Oklahoma, Div Entrepreneurship & Econ Dev, Norman, OK 73019 USA.
EM Jeremy.Short@ou.edu; Aaron.McKenny@ucf.edu; sreid@ou.edu
RI McKenny, Aaron Francis AAB-1932-2020
OI McKenny, Aaron Francis 0000-0003-0146-001X
Reid, Shane 0000-0001-7048-4010
NR 106
TC 11
Z9 11
U1 4
U2 26
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
PY 2018
VL 5
BP 415
EP 435
PG 21
GA BJ5XT
UT WOS:000426399800017
DA 2020-06-08
ER
PT J
AU Bodner, TE
Bliese, PD
AF Bodner, Todd E.
Bliese, Paul D.
TI Detecting and Differentiating the Direction of Change and Intervention Effects in Randomized Trials
SO JOURNAL OF APPLIED PSYCHOLOGY 52/309
LA English
DT Article
DE intervention effects; statistical power; estimation precision; change; statistical models
ID SUPPORTIVE SUPERVISOR BEHAVIORS; WORK-FAMILY CONFLICT; SELF-EFFICACY; PSYCHOLOGICAL-RESEARCH; IRAQ RANDOMIZATION; STATISTICAL POWER;
ACHIEVEMENT GAP; CLINICAL-TRIALS
AB Calls continue for randomized interventions in organizational settings. In many cases, however, practical constraints require researchers to use 2-wave randomized pretest-postt
randomized trials for theory development with a focus on analytic options for 2-wave designs. Our discussion has implications for both designing studies and interpreting results.
psychology intervention studies and find that a majority of studies featured a statistical model known to have low statistical power relative to other options. Furthermore, a majorit
without providing explicit statistical tests. To improve research practice, we detail statistical power differences in 3 commonly used statistical models and emphasize the distinctio
of change over time. We encourage researchers to provide inferential evidence for both types of information and show that only 1 of the 3 reviewed models provides information
for statistical power to detect intervention effects. A reanalysis of data from a published work-family workplace intervention illustrates these nuances and supports recommendatio
recommendations.
C1 [Bodner, Todd E.] Portland State Univ, Dept Psychol, POB 751 PSY, Portland, OR 97207 USA.
[Bliese, Paul D.] Univ South Carolina, Darla Moore Sch Business, Dept Management, Columbia, SC USA.
RP Bodner, TE (reprint author), Portland State Univ, Dept Psychol, POB 751 PSY, Portland, OR 97207 USA.
EM tbodner@pdx.edu
OI Bliese, paul 0000-0002-5384-8879
NR 65
TC 10
Z9 10
U1 2
U2 25
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
PY 2018
VL 103
IS 1
BP 37
EP 53
DI 10.1037/apl0000251
PG 17
GA FT6DN
UT WOS:000423243400004
PM 28805426
DA 2020-06-08
ER
PT J
AU Sirola, N
Pitesa, M
AF Sirola, Nina
Pitesa, Marko
TI The macroeconomic environment and the psychology of work evaluation
LA English
DT Article
DE Attribution of responsibility; Macroeconomic environment; Generalized sense of control; Promotion and demotion decisions
ID FUNDAMENTAL ATTRIBUTION ERROR; SOCIAL-CLASS; GENERALIZED EXPECTANCIES; INDIVIDUAL-DIFFERENCES; CULTURAL-DIFFERENCES; CAUSAL ATTRIBUT
PERFORMANCE; SUCCESS
AB This research tested the idea that the perception of the state of the macroeconomic environment impacts the psychology underlying an essential organizational function: The eva
demotion decisions. We predicted that when the macroeconomic environment is perceived to be more (less) prosperous, people's generalized sense of the extent to which indivi
leading them to attribute more (less) responsibility for work outcomes to individuals rather than contextual influences. In Study 1, we tested this theory using data from 124,400 re
about objective indicators of their macroeconomic environments. We found that in more prosperous times, people reported a higher generalized sense of control and were less li
for work success. In Studies 2 and 3, we manipulated the perception of the macroeconomic environment among employees working in organizations, and we found that those wh
had a higher generalized sense of control and in turn attributed more responsibility for a work outcome to the individual performing the work, resulting in more extreme promotion
macroeconomic context of organizational decision making bridges the macro micro divide in organizational sciences to provide a novel explanation for individual psychology and
C1 [Sirola, Nina] INSEAD, Org Behav Area, 1 Ayer Rajah Ave, Singapore 138676, Singapore.
[Pitesa, Marko] Singapore Management Univ, Org Behav & Human Resources Dept, Singapore, Singapore.
RP Sirola, N (reprint author), INSEAD, Org Behav Area, 1 Ayer Rajah Ave, Singapore 138676, Singapore.
EM nina.sirola@insead.edu
RI Pitesa, Marko L-9583-2016
NR 98
TC 4
Z9 4
U1 2
U2 22
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN
PY 2018
53/309
VL 144
BP 11
EP 24
DI 10.1016/j.obhdp.2017.09.003
PG 14
GA FT2VN
UT WOS:000423004200002
DA 2020-06-08
ER
PT J
AU Dilchert, S
AF Dilchert, Stephan
TI Future of research published in the International Journal of Selection and Assessment: Incoming editor's perspective
LA English
DT Article
ID SCIENCE; METAANALYSIS; MANAGEMENT; AUTHORS; CRISIS
AB The International Journal of Selection and Assessment (IJSA) plays an important role for the scientist-practitioner communities in the fields of personnel psychology, human reso
This article briefly summarizes goals of the journal and a vision for future work to be published in IJSA.
C1 [Dilchert, Stephan] CUNY, Baruch Coll, Zicklin Sch Business, Narendra P Loomba Dept Management, Box B9-240,One Bernard Baruch Way, New York, NY 10010 USA.
RP Dilchert, S (reprint author), CUNY, Baruch Coll, Zicklin Sch Business, Narendra P Loomba Dept Management, Box B9-240,One Bernard Baruch Way, New York, NY 10010 USA.
EM stephan.dilchert@baruch.cuny.edu
NR 21
TC 0
Z9 0
U1 0
U2 11
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD DEC
PY 2017
VL 25
IS 4
BP 416
EP 418
DI 10.1111/ijsa.12196
PG 3
GA FR5RO
UT WOS:000419124100010
DA 2020-06-08
ER
PT J
AU Koseoglu, G
Liu, Y
Shalley, CE
AF Koseoglu, Gamze
Liu, Yi
Shalley, Christina E.
TI Working with creative leaders: Exploring the relationship between supervisors' and subordinates' creativity
LA English
DT Article
DE Employee creativity; Supervisor creativity; Creative role identity; Organizational support for creativity
ID EMPLOYEE CREATIVITY; TRANSFORMATIONAL LEADERSHIP; PROACTIVE PERSONALITY; SOCIAL-PSYCHOLOGY; IDENTITY THEORY; MEDIATING ROLE; SELF-EFF
AB We propose that supervisors' own level of creativity is a core component of effective leadership that can be associated with subordinates' self-concept and creativity. Specifically,
theory in particular, we argue that subordinates' creative role identity is an important underlying mechanism in the relationship between supervisors' level of creativity and their su
with 44 supervisors in an IT firm, we hypothesized and found support for a moderated mediation model. There was a positive indirect relationship between supervisors' creativity
role identity, and this indirect relationship was stronger when employees perceived higher levels of organizational support for creativity. (C) 2017 Elsevier Inc. All rights reserved.
C1 [Koseoglu, Gamze] Univ Melbourne, Fac Business & Econ, Dept Management & Mkt, 200 Leicester St, Carlton, Vic 3053, Australia.
[Liu, Yi] Trinity Univ, Sch Business, One Trinity Pl, San Antonio, TX 78212 USA.
[Shalley, Christina E.] Georgia Inst Technol, Scheller Coll Business, 800 West Peachtree St NW, Atlanta, GA 30308 USA.
RP Koseoglu, G (reprint author), Univ Melbourne, Fac Business & Econ, Dept Management & Mkt, 200 Leicester St, Carlton, Vic 3053, Australia.
EM gamze.koseoglu@unimelb.edu.au; yliu@trinity.edu; Christina.shalley@scheller.gatech.edu
OI Koseoglu, Gamze 0000-0002-6354-5118
NR 127
TC 20
Z9 22
U1 6
U2 58
PI NEW YORK 54/309
PA STE 800, 230 PARK AVE, NEW YORK, NY 10169 USA
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD DEC
PY 2017
VL 28
IS 6
BP 798
EP 811
DI 10.1016/j.leaqua.2017.03.002
PG 14
GA FM3FZ
UT WOS:000414891000006
DA 2020-06-08
ER
PT J
AU Joo, BK
Zigarmi, D
Nimon, K
Shuck, B
AF Joo, Baek-Kyoo (Brian)
Zigarmi, Drea
Nimon, Kim
Shuck, Brad
TI Work Cognition and Psychological Well-Being: The Role of Cognitive Engagement as a Partial Mediator
LA English
DT Article
DE psychological well-being; engagement; work cognition
ID INVENTORY INITIAL EVIDENCE; POSITIVE ORGANIZATIONAL-CHANGE; EMPLOYEE ENGAGEMENT; CONSTRUCT-VALIDITY; LIFE SATISFACTION; JOB-SATISFACTION
MODEL
AB Due to the emergence of positive psychology, literature that has focused on happiness in the workplace has increased over the past two decades. Well-being has become a critic
shed more light on how to enhance employees' well-being. This study examined how employees' cognition of work environment related to cognitive engagement and psychologic
structural equation modeling showed that perceived work cognitions of 518 employees accounted for 31% of the variance in cognitive engagement. Employees' work cognition a
psychological well-being. In addition, cognitive engagement played a role as a partial mediator. Human resource/organization development practitioners and managers might enh
well-being by providing positive organizational support, by redesigning job context, and by enhancing relations with their leaders and coworkers.
C1 [Joo, Baek-Kyoo (Brian)] Georgia Southwestern State Univ, 204-D Business Bldg, Americus, GA 32709 USA.
[Zigarmi, Drea] Ken Blanchard Co, Escondido, CA USA.
[Nimon, Kim] Univ Texas Tyler, Tyler, TX 75799 USA.
[Shuck, Brad] Univ Louisville, Louisville, KY 40292 USA.
RP Joo, BK (reprint author), Georgia Southwestern State Univ, Sch Business Adm, 204-D Business Bldg, Americus, GA 32709 USA.
EM baekkyoo.joo@gmail.com
OI Shuck, Brad 0000-0001-8768-7690
Nimon, Kim 0000-0003-2543-8386
NR 85
TC 6
Z9 6
U1 3
U2 39
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD DEC
PY 2017
VL 53
IS 4
BP 446
EP 469
DI 10.1177/0021886316688780
PG 24
GA FL2IU
UT WOS:000414039400002
DA 2020-06-08
ER
PT J
AU Rockmann, KW
Ballinger, GA
AF Rockmann, Kevin W.
Ballinger, Gary A.
TI Intrinsic Motivation and Organizational Identification Among On-Demand Workers
55/309
LA English
DT Article
DE on-demand work; self-determination theory; intrinsic motivation; organizational identification
ID SELF-DETERMINATION THEORY; COMPETENCE; EMPLOYEES; AUTONOMY; NEED; SATISFACTION; METAANALYSIS; PERFORMANCE; COMMITMENT; PSYCHOLOGY
AB On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work i
for continued employment, there is little reason to believe on-demand workers experience more than extrinsic motivation and a transactional relationship with the on-demand firm
degree that on-demand work fulfills innate psychological needs individual on-demand workers will develop intrinsic motivation, which further leads to organizational identification
support for this path to organizational identification. This adds to the literature on motivation and identification by strengthening the link between individual needs and the individu
management of on-demand workers are discussed.
C1 [Rockmann, Kevin W.] George Mason Univ, Sch Business, Fairfax, VA 22030 USA.
[Ballinger, Gary A.] Univ Virginia, McIntire Sch Commerce, Charlottesville, VA USA.
RP Rockmann, KW (reprint author), George Mason Univ, 4400 Univ Dr,5F5, Fairfax, VA 22030 USA.
EM krockman@gmu.edu
FU Blue Ridge Leadership Fellows Fund
FX We thank David Lehman, Michael Pratt, Thomas Prominski, the Management Department at the David Eccles School of Business, and the GOMERS research group at the Olin
this article. We are also grateful for support from the Blue Ridge Leadership Fellows Fund.
NR 78
TC 11
Z9 11
U1 7
U2 96
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD SEP
PY 2017
VL 102
IS 9
BP 1305
EP 1316
DI 10.1037/apl0000224
PG 12
GA FJ1AE
UT WOS:000412442600003
PM 28394148
DA 2020-06-08
ER
PT J
AU Beus, JM
Whitman, DS
AF Beus, Jeremy M.
Whitman, Daniel S.
TI Almighty Dollar or Root of All Evil? Testing the Effects of Money on Workplace Behavior
LA English
DT Article
DE money priming; compensation; cooperation; teams
ID ORGANIZATIONAL RESEARCH; MAXIMUM PERFORMANCE; TEAM PERFORMANCE; JOB-PERFORMANCE; PAY; COOPERATION; PSYCHOLOGY; CONSEQUENCES; C
AB Across cultures, the idea of money has dual positive and negative connotations. Consistent with this notion of duality, money-priming theory posits that the salience of money ma
the concern they have for others. Although research has tended to support these expectations, it has almost exclusively done so using between-persons designs in controlled lab
a within-persons design in two work settings to test individual behavior change as a function of the salience of money. We did so using two samples of professional athletes and t
self-serving and cooperative behaviors. We operationalized the money prime in these samples as the final year of individuals' employment contracts-a time when money is made
with money-priming theory, within-persons analyses using a sample of basketball players from the National Basketball Association revealed that self-serving behaviors significan
years. However, we did not find that cooperative behaviors decreased during the final contract year. This pattern of results was replicated using a sample of professional hockey
cumulatively suggest that although the salience of money is associated with increases in self-serving behaviors, it is not adversely associated with cooperation or team success.
C1 [Beus, Jeremy M.; Whitman, Daniel S.] Louisiana State Univ, Baton Rouge, LA 70803 USA.
RP Beus, JM (reprint author), Louisiana State Univ, EJ Ourso Coll Business, 2716 Business Educ Complex, Baton Rouge, LA 70803 USA.
EM jbeus@lsu.edu
OI Beus, Jeremy 0000-0002-3440-7509
NR 73
TC 8
Z9 8
U1 2
U2 34
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD SEP
PY 2017
VL 43
IS 7
BP 2147 56/309
EP 2167
DI 10.1177/0149206314565241
PG 21
GA FC2MD
UT WOS:000406671000006
DA 2020-06-08
ER
PT J
AU Lu, JG
Hafenbrack, AC
Eastwick, PW
Wang, DJ
Maddux, WW
Galinsky, AD
AF Lu, Jackson G.
Hafenbrack, Andrew C.
Eastwick, Paul W.
Wang, Dan J.
Maddux, William W.
Galinsky, Adam D.
TI "Going Out" of the Box: Close Intercultural Friendships and Romantic Relationships Spark Creativity, Workplace Innovation, and Entrepreneurship
LA English
DT Article
DE culture; close relationships; creativity; innovation; entrepreneurship
ID REDUCE INTERGROUP BIAS; MULTICULTURAL EXPERIENCE; INTEGRATIVE COMPLEXITY; LIVING ABROAD; DIVERSITY; BEHAVIOR; PERSPECTIVE; PSYCHOLOGY;
AB The present research investigates whether close intercultural relationships promote creativity, workplace innovation, and entrepreneurship-outcomes vital to individual and organ
multiple methods (longitudinal, experimental, and field studies), diverse population samples (MBA students, employees, and professional repatriates), and both laboratory and re
MBA program, Study 1 found that intercultural dating predicted improved creative performance on both divergent and convergent thinking tasks. Using an experimental design, S
dating and creativity: Among participants who had previously had both intercultural and intracultural dating experiences, those who reflected on an intercultural dating experience
an intracultural dating experience. Importantly, cultural learning mediated this effect. Extending the first 2 studies, Study 3 revealed that the duration of past intercultural romantic
employees to generate creative names for marketing products, but the number of past intercultural romantic partners did not. In Study 4, we analyzed an original dataset of 2,226
worked in the U.S. under J-1 visas: Participants' frequency of contact with American friends since returning to their home countries positively predicted their workplace innovation
close friend or romantic partner from a foreign culture can help people "go out" of the box and into a creative frame of mind.
C1 [Lu, Jackson G.; Wang, Dan J.; Galinsky, Adam D.] Columbia Univ, Columbia Business Sch, 3022 Broadway, New York, NY 10027 USA.
[Hafenbrack, Andrew C.] UCP Catolica Lisbon Sch Business & Econ, Lisbon, Portugal.
[Eastwick, Paul W.] Univ Calif Davis, Dept Psychol, Davis, CA 95616 USA.
[Maddux, William W.] INSEAD, Org Behav Area, Fontainebleau, France.
RP Lu, JG (reprint author), Columbia Univ, Columbia Business Sch, 3022 Broadway, New York, NY 10027 USA.
EM jackson.guannan.lu@gmail.com
RI Hafenbrack, Andrew M-5009-2016
OI Hafenbrack, Andrew 0000-0002-9186-4212
Maddux, William 0000-0003-4218-5747
0000-0002-0144-9171
FU Center on Japanese Economy and Business; FCT - Portuguese Foundation of Science and Technology [UID/GES/00407/2013]; Jerome A. Chazen Institute for Global Business;
FX Special thanks to our close friends and significant others from foreign cultures. We are grateful to Tucker Kuman, Michael Morris and his lab group, and Damon Phillips for their v
contributed equally to this research. We thank the Center on Japanese Economy and Business, FCT - Portuguese Foundation of Science and Technology (UID/GES/00407/2013
Chazen Institute for Global Business, and the Kauffman Foundation for their funding support.
NR 82
TC 18
Z9 19
U1 12
U2 135
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JUL
PY 2017
VL 102
IS 7
BP 1091
EP 1108
DI 10.1037/apl0000212
PG 18
GA EZ9EE
UT WOS:000405031200005
PM 28358527
DA 2020-06-08
ER
PT J
AU Welbourne, TM
Paterson, TA
AF Welbourne, Theresa M.
Paterson, Ted A.
TI Advancing a Richer View of Identity at Work: The Role-Based Identity Scale 57/309
LA English
DT Article
ID ORGANIZATIONAL IDENTIFICATION; CITIZENSHIP BEHAVIOR; ROLE PERFORMANCE; CUTOFF CRITERIA; PROTEAN CAREER; TEAM; EMPLOYEES; CONFLICT; SATI
AB Identity has been studied extensively in several fields including organizational behavior, sociology, and psychology. Even though there have been significant advances, 2 areas o
investigations have looked only at 1 or 2 identities at a time despite theoretical perspectives that indicate a need to address multiple identities simultaneously. Second, limited wo
management (HRM) domain. The purpose of our research is to serve as a catalyst for future work by identifying 5 work-relevant role-based identities and creating a parsimoniou
evidence of their validity is provided using 6 independent samples. The empirical results suggest that the new measures in the role-based identity scale can be useful in represen
simultaneously assessing 5 distinct role-based identities.
C1 [Welbourne, Theresa M.] Univ Nebraska, Lincoln, NE USA.
[Paterson, Ted A.] Oregon State Univ, Corvallis, OR 97331 USA.
RP Welbourne, TM (reprint author), Coll Business Adm, Dept Management, CBA 271,POB 880491, Lincoln, NE 68588 USA.
EM theresa@eepulse.com
RI Paterson, Ted R-7465-2019
Paterson, Ted Q-9212-2019
OI Paterson, Ted 0000-0003-4840-9449
NR 104
TC 6
Z9 6
U1 0
U2 55
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SUM
PY 2017
VL 70
IS 2
BP 315
EP 356
DI 10.1111/peps.12150
PG 42
GA ES7AC
UT WOS:000399700900001
DA 2020-06-08
ER
PT J
AU Campion, MC
Ployhart, RE
Campion, MA
AF Campion, Michael C.
Ployhart, Robert E.
Campion, Michael A.
TI Using Recruitment Source Timing and Diagnosticity to Enhance Applicants' Occupation-Specific Human Capital
LA English
DT Article
DE recruitment; job search; staffing; occupational choice; human capital
ID WORD-OF-MOUTH; ORGANIZATIONAL ATTRACTIVENESS; COLLEGE MAJOR; PERCEPTIONS; INVESTMENT; EMPLOYABILITY; PERFORMANCE; SIMILARITY; PSYCHO
AB This study proposes that reaching applicants through more diagnostic recruitment sources earlier in their educational development (e.g., in high school) can lead them to invest m
making them higher quality candidates. Using a sample of 78,157 applicants applying for jobs within a desirable professional occupation in the public sector, results indicate that
applicants who report hearing about the occupation through more diagnostic sources, have higher levels of OSHC upon application. Additionally, source timing and diagnosticity
the occupation, selecting relevant majors, and attending educational institutions with top programs related to the occupation. These findings suggest a firm's recruiting efforts ma
C1 [Campion, Michael C.; Ployhart, Robert E.] Univ South Carolina, Dept Management, Columbia, SC 29208 USA.
[Campion, Michael A.] Purdue Univ, Dept Management, W Lafayette, IN 47907 USA.
RP Campion, MA (reprint author), Univ South Carolina, Darla Moore Sch Business, 1014 Greene St, Columbia, SC 29208 USA.
EM michael.campion@grad.moore.sc.edu
RI Ployhart, Robert Y-3347-2019
NR 71
TC 5
Z9 5
U1 9
U2 37
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAY
PY 2017
VL 102
IS 5
BP 764
58/309
EP 781
DI 10.1037/apl0000190
PG 18
GA EU3AI
UT WOS:000400900600005
PM 28150982
DA 2020-06-08
ER
PT J
AU Pinto, J
AF Pinto, Jonathan
TI Viewing team selection through a temporal lens
LA English
DT Article
DE decision-making; groups/teams; selection & assessment; training & development
ID MEMBERSHIP CHANGE; STRATEGIC CORE; PERFORMANCE; TIME; WORK; PERSONALITY; DEMOGRAPHY; FRAMEWORK; EVOLUTION; TURNOVER
AB This paper builds synthesized coherence (Locke & Golden-Biddle, 1997) across disciplines such as organizational behavior, personnel psychology, entrepreneurship, project ma
team selection framework that delineates three temporal team selection processes (i.e., simultaneous selection, sequential selection, and substitution selection). Of these three p
driven or coevolution-driven, is a new conceptualization. This framework speaks to the broader research stream on membership dynamics, and therefore its key constructs such
and temporal patterning of membership change (Arrow & McGrath, 1993) have been systematically applied to the temporal team selection processes. Finally, the implications of
C1 [Pinto, Jonathan] Imperial Coll Business Sch, Org Behav, London, England.
RP Pinto, J (reprint author), Imperial Coll Business Sch, Tanaka Bldg, London SW7 2AZ, England.
EM j.pinto@imperial.ac.uk
NR 97
TC 0
Z9 0
U1 4
U2 26
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2017
VL 7
IS 2
BP 171
EP 194
DI 10.1177/2041386616684549
PG 24
GA EU3AW
UT WOS:000400902000004
DA 2020-06-08
ER
PT J
AU Jordan, PJ
Ramsay, S
Westerlaken, KM
AF Jordan, Peter J.
Ramsay, Sheryl
Westerlaken, Kristie M.
TI A review of entitlement: Implications for workplace research
LA English
DT Article
DE employees; entitlement; narcissism; performance; trait activation
ID NARCISSISTIC PERSONALITY-INVENTORY; EQUITY SENSITIVITY CONSTRUCT; PSYCHOLOGICAL ENTITLEMENT; ORGANIZATIONAL JUSTICE; SELF-ESTEEM; ATTR
PERFORMANCE
AB Interest in employee entitlement perceptions is increasing in academia and in organizations. Entitlement has a long history of being conceptualized as a personality trait in psych
entitlement has generally revealed links with negative workplace behaviors, indicating costly outcomes for individuals, teams, and organizations. Our aim in this article is to review
how the construct has changed definition over time, and indicating related constructs that impact on research within industrial and organizational psychology. This review progres
around entitlement and resolving current inconsistencies in the construct definition of entitlement in the workplace, and establishing a set of firm future research directions for ent
C1 [Jordan, Peter J.] Griffith Univ, Org Behav, Griffith Business Sch, Brisbane, Qld, Australia.
[Ramsay, Sheryl] Griffith Univ, Griffith Business Sch, 170 Kessels Rd, Brisbane, Qld 4111, Australia.
[Westerlaken, Kristie M.] British Columbia Canc Agcy, Res Eth Board, Vancouver, BC, Canada.
RP Jordan, PJ (reprint author), Griffith Univ, Griffith Business Sch, 170 Kessels Rd, Brisbane, Qld 4111, Australia.
EM Peter.Jordan@griffith.edu.au
OI Jordan, Peter 0000-0001-8228-5457
NR 88
TC 7
Z9 9
U1 5
U2 44 59/309
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2017
VL 7
IS 2
BP 122
EP 142
DI 10.1177/2041386616647121
PG 21
GA EU3AW
UT WOS:000400902000002
DA 2020-06-08
ER
PT J
AU Ridge, JW
Ingram, A
AF Ridge, Jason W.
Ingram, Amy
TI Modesty in the Top Management Team: Investor Reaction and Performance Implications
LA English
DT Article
DE modesty; top management team
ID CHARISMATIC LEADERSHIP; UPPER ECHELONS; TRANSFORMATIONAL LEADERSHIP; IMPRESSION MANAGEMENT; EXECUTIVE PERSONALITY; INFORMATION-CON
STRATEGY
AB Much of the recent research on executive characteristics focuses on attributes that society tends to view negatively, such as self-interest, self-serving bias, and narcissism. While
outcomes, there may be attributes more positively viewed by society present in top management teams (TMTs) that have been overlooked, specifically TMT modesty. Though mo
evidence from social psychology suggests that modesty positively impacts career success and upward mobility, suggesting that at least some individuals that rise to the level of t
this insight, we argue that TMT modesty both elicits positive investor reactions following earnings calls and corresponds with higher levels of firm performance.
C1 [Ridge, Jason W.; Ingram, Amy] Clemson Univ, 147 Sirrine Hall, Clemson, SC 29634 USA.
RP Ridge, JW (reprint author), Clemson Univ, 147 Sirrine Hall, Clemson, SC 29634 USA.
EM jridge@clemson.edu
NR 130
TC 7
Z9 7
U1 9
U2 89
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD APR
PY 2017
VL 43
IS 4
BP 1283
EP 1306
DI 10.1177/0149206314551796
PG 24
GA EO7WX
UT WOS:000396901900014
DA 2020-06-08
ER
PT J
AU Weldon, PT
Fletcher, C
MacIver, R
AF Weldon, Paul T.
Fletcher, Clive
MacIver, Rab
TI The predictive validity of individual psychological assessments in selecting UK public sector senior managers
LA English
DT Article
ID SUBORDINATE; SCIENCE
AB Individual Psychological Assessment (IPA) is a very widely offered service in Organizational Psychology. It generally consists of a psychologist or HR practitioner using a combin
assessment of an individual's capabilities in relation to a job they are being considered for. Although much used, this practice has limited supporting evidence of its validity-not60/309
le
research on this subject-and has been criticized accordingly. The current study examines the use of IPAs with 115 middle and senior management level candidates in a civil serv
measures and had an in-depth interview with a psychologist as part of a standardized process. The ratings made by the assessors were correlated with a criterion measure of po
obtained on these candidates some months later. Analysis of the results indicated that three of the four attributes rated by assessors correlated significantly with the criterion mea
incremental validity over that provided by psychometric test scores alone. These findings are discussed in terms of the use of IPAs in senior level assessment.
C1 [Weldon, Paul T.] Civil Serv Resourcing, 100 Parliament St, London SW1A 2BQ, England.
[Fletcher, Clive] Goldsmiths Univ London, Dept Psychol, London SE14 6NW, England.
[MacIver, Rab] Saville Consulting UK Ltd, Claygate House,Littleworth Rd, Esher KT10 9FD, Surrey, England.
RP Weldon, PT (reprint author), Civil Serv Resourcing, 100 Parliament St, London SW1A 2BQ, England.
EM weldon.ptw.litera@gmail.com
NR 24
TC 0
Z9 0
U1 0
U2 7
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD MAR
PY 2017
VL 25
IS 1
BP 11
EP 17
DI 10.1111/ijsa.12157
PG 7
GA ER6JL
UT WOS:000398911300002
DA 2020-06-08
ER
PT J
AU Niessen, ASM
Meijer, RR
Tendeiro, JN
AF Niessen, A. Susan M.
Meijer, Rob R.
Tendeiro, Jorge N.
TI Applying organizational justice theory to admission into higher education: Admission from a student perspective
LA English
DT Article
ID PERSONNEL-SELECTION TECHNIQUES; COGNITIVE-ABILITY TESTS; TEST-TAKING MOTIVATION; FAIRNESS REACTIONS; APPLICANT REACTIONS; PERCEIVED FAI
PERCEPTIONS
AB Applicant perceptions of methods used in admission procedures to higher education were investigated using organizational justice theory. Applicants to a psychology study progr
methods. General favorability, ratings on justice dimensions, relationships between general favorability and these dimensions, and differences in perceptions based on gender an
were studied. In addition, the relationship between favorability and test performance, and the relationship between favorability and behavioral outcomes were investigated. Applic
Contrary to expectations based on the existing literature, high school grades were perceived least favorably and there was no relationship between applicant perceptions and en
employment literature, general favorability was most strongly related to face validity, study-relatedness, applicant differentiation, the chance to show skills, perceived scientific ev
differences in applicant perceptions based on gender and small differences based on the aim of admission procedures. These results extend the applicant perceptions literature
administrators when choosing methods to admit students.
C1 [Niessen, A. Susan M.; Meijer, Rob R.; Tendeiro, Jorge N.] Univ Groningen, Fac Behav & Social Sci, Dept Psychometr & Stat, Grote Kruisstr 2-1, NL-9712 TS Groningen, Nether
RP Niessen, ASM (reprint author), Univ Groningen, Fac Behav & Social Sci, Dept Psychometr & Stat, Grote Kruisstr 2-1, NL-9712 TS Groningen, Netherlands.
EM a.s.m.niessen@rug.nl
OI Tendeiro, Jorge 0000-0003-1660-3642
NR 46
TC 7
Z9 7
U1 1
U2 8
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD MAR
PY 2017
VL 25
IS 1
BP 72
EP 84
DI 10.1111/ijsa.12161
PG 13
GA ER6JL 61/309
UT WOS:000398911300007
DA 2020-06-08
ER
PT J
AU Kozlowski, SWJ
Chen, G
Salas, E
AF Kozlowski, Steve W. J.
Chen, Gilad
Salas, Eduardo
TI One Hundred Years of the Journal of Applied Psychology: Background, Evolution, and Scientific Trends
LA English
DT Article
DE Applied psychology; bibliometric analysis; evolution; history
ID INDUSTRIAL-ORGANIZATIONAL-PSYCHOLOGY; REFLECTIONS; WORK; HISTORY; MOTIVATION; MANAGEMENT; BEHAVIOR; FUTURE; TEAMS
AB To launch this Special Issue of the Journal of Applied Psychology celebrating the 1st century of the journal we conducted a review encompassing the background of the founding
the century; and an examination of trends examining article type, article length, authorship patterns, supplemental materials, and research support. The journal was founded in M
psychology being applied to practical problems could enhance human happiness, well-being, and effectiveness. Our quantitative content assessment using both keyword freque
bottom-up (corpus driven) and top-down modes (analyst driven), converged to document an evolution ranging from a broad and exploratory applied psychology to a more focuse
psychology to an organizational psychology. With respect to other trends, during the first 4 decades 20 to 30% of journal items were book reviews, which then abruptly ceased in
time. Author teams are increasingly larger, and sole authored articles are vanishingly small in frequency. The use of supplemental materials and articles reporting research suppo
the various foci we examined, our review portrays the evolution of the journal as reflecting the development of a mature, focused, and cumulative scientific discipline addressing
C1 [Kozlowski, Steve W. J.] Michigan State Univ, E Lansing, MI 48824 USA.
[Chen, Gilad] Univ Maryland, College Pk, MD USA.
[Salas, Eduardo] Rice Univ, Houston, TX 77251 USA.
RP Kozlowski, SWJ (reprint author), Michigan State Univ, Dept Psychol, 316 Phys Rd 309, E Lansing, MI 48824 USA.
EM stevekoz@msu.edu
RI Kozlowski, Steve W. J. AAC-4193-2019
OI Kozlowski, Steve W. J. 0000-0002-5123-3424
NR 41
TC 22
Z9 24
U1 5
U2 74
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 237
EP 253
DI 10.1037/apl0000192
PG 17
GA EN8GF
UT WOS:000396238200001
PM 28206775
DA 2020-06-08
ER
PT J
AU Allen, TD
Eby, LT
Chao, GT
Bauer, TN
AF Allen, Tammy D.
Eby, Lillian T.
Chao, Georgia T.
Bauer, Talya N.
TI Taking Stock of Two Relational Aspects of Organizational Life: Tracing the History and Shaping the Future of Socialization and Mentoring Research
LA English
DT Article
DE organizational socialization; mentoring; influence tactics; proteges; newcomers
ID NEWCOMER INFORMATION-SEEKING; OUTCOMES; CAREER; EXPECTATIONS; GENDER; WORK; ANTECEDENTS; PROACTIVITY; PERSPECTIVE; PERCEPTIONS
AB As part of the centennial celebration for the Journal of Applied Psychology, this article reviews the literature on organizational socialization and mentoring. Our review includes a
processes for employee adjustment and development, the historical context that fueled the emergence of these two areas of study, and a chronological mapping of key foundatio
milestones. Along the way, a special emphasis is placed on research published in the Journal of Applied Psychology and high impact work is highlighted. We conclude with a dis
ideas for bridging the socialization and mentoring literatures, better understanding and capturing dynamic processes across time, the development of multilevel theories and mod
organizational socialization and mentoring research based on how technology is changing the way we work.
C1 [Allen, Tammy D.] Univ S Florida, Tampa, FL USA.
[Eby, Lillian T.] Univ Georgia, Athens, GA USA.
[Chao, Georgia T.] Michigan State Univ, Lansing, MI 48824 USA.
[Bauer, Talya N.] Portland State Univ, Portland, OR USA.
[Allen, Tammy D.] Univ S Florida, Dept Psychol, E Fowler Ave, Tampa, FL USA.
RP Allen, TD (reprint author), Univ S Florida, Dept Psychol, E Fowler Ave, Tampa, FL USA.
62/309
EM tallen@mail.usf.edu
RI Bauer, Talya AAC-3324-2019
OI Bauer, Talya 0000-0002-6443-636X
FU NIOSH CDC HHS [T42 OH008438]
NR 115
TC 40
Z9 42
U1 8
U2 95
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 324
EP 337
DI 10.1037/apl0000086
PG 14
GA EN8GF
UT WOS:000396238200006
PM 28125264
DA 2020-06-08
ER
PT J
AU Judge, TA
Weiss, HM
Kammeyer-Mueller, JD
Hulin, CL
AF Judge, Timothy A.
Weiss, Howard M.
Kammeyer-Mueller, John D.
Hulin, Charles L.
TI Job Attitudes, Job Satisfaction, and Job Affect: A Century of Continuity and of Change
LA English
DT Article
DE job attitudes; job satisfaction; job affect; organizational commitment
ID CORE SELF-EVALUATIONS; COLLECTIVE ORGANIZATIONAL COMMITMENT; DISPOSITIONAL APPROACH; EMPLOYEE ATTITUDES; LIFE SATISFACTION; SEX-DIFFER
RELATIONSHIPS; AFFECTIVE EXPERIENCES; SITUATIONAL STRENGTH
AB Over the past 100 years, research on job attitudes has improved in the sophistication of methods and in the productive use of theory as a basis for fundamental research into que
diversity of methods for measuring potential predictors and outcomes of job attitudes. Over time, methods for statistically assessing these relationships became more rigorous, b
in theory and methodology have reinvigorated research, which now addresses a rich panoply of topics related to the daily flow of affect, the complexity of personal motives and d
motivation in shaping behavior. Despite these apparent changes, a review of the concepts and substantive arguments that underpin this literature have remained remarkably con
major themes will be addressed in the future, emphasizing topics that have proven to be enduring guides for understanding the ways that people construe and react to their appr
C1 [Judge, Timothy A.] Ohio State Univ, Ohira, Miyagi, Japan.
[Weiss, Howard M.] Georgia Inst Technol, Atlanta, GA USA.
[Kammeyer-Mueller, John D.] Univ Minnesota, Minneapolis, MN USA.
[Hulin, Charles L.] Univ Illinois, Urbana Champaign, Champaign, IL USA.
[Judge, Timothy A.] Ohio State Univ, Fisher Coll Business, Fisher Hall,2100 Neil Ave, Columbus, OH 43210 USA.
RP Judge, TA (reprint author), Ohio State Univ, Fisher Coll Business, Fisher Hall,2100 Neil Ave, Columbus, OH 43210 USA.
EM judge.56@osu.edu
NR 225
TC 63
Z9 65
U1 15
U2 220
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 356
EP 374
DI 10.1037/apl0000181
PG 19
GA EN8GF 63/309
UT WOS:000396238200008
PM 28125260
DA 2020-06-08
ER
PT J
AU Hofmann, DA
Burke, MJ
Zohar, D
AF Hofmann, David A.
Burke, Michael J.
Zohar, Dov
TI 100 Years of Occupational Safety Research: From Basic Protections and Work Analysis to a Multilevel View of Workplace Safety and Risk
LA English
DT Article
DE safety; history; review; occupational health
ID ORGANIZATIONAL-CLIMATE; TRANSFORMATIONAL LEADERSHIP; ACCIDENT PRONENESS; PERFORMANCE; BEHAVIOR; PERSONALITY; INJURIES; HEALTH; MODE
AB Starting with initiatives dating back to the mid-1800s, we provide a high-level review of the key trends and developments in the application of applied psychology to the field of oc
research on accident proneness comprised much of the early work. Thus, early research and practice very much focused on the individual worker, the design of their work, and t
to navigate further into the organizational context. One of the early efforts to broaden beyond the individual worker was a significant focus on safety-related training during the mi
century and continuing the move from the individual worker to the broader organizational context, there was a significant increase in leadership and organizational climate (safety
of a multilevel model of safety culture/climate. After discussing these trends, we identify key conclusions and opportunities for future research.
C1 [Hofmann, David A.] Univ N Carolina, Chapel Hill, NC USA.
[Burke, Michael J.] Tulane Univ, Orleans, France.
[Zohar, Dov] Techn Israel Inst Technol, Haifa, Israel.
[Hofmann, David A.] Univ Noth Carolina Chapel Hill, Sch Business, Chapel Hill, NC 27599 USA.
RP Hofmann, DA (reprint author), Univ Noth Carolina Chapel Hill, Sch Business, Chapel Hill, NC 27599 USA.
EM dhofmann@unc.edu
RI Burke, Michael A-9763-2009
NR 146
TC 45
Z9 49
U1 7
U2 83
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 375
EP 388
DI 10.1037/apl0000114
PG 14
GA EN8GF
UT WOS:000396238200009
PM 28125258
DA 2020-06-08
ER
PT J
AU Schneider, B
Gonzalez-Roma, V
Ostroff, C
West, MA
AF Schneider, Benjamin
Gonzalez-Roma, Vicente
Ostroff, Cheri
West, Michael A.
TI Organizational Climate and Culture: Reflections on the History of the Constructs in the Journal of Applied Psychology
LA English
DT Article
DE focused climates; leadership; levels of analysis; process climates
ID PROCEDURAL JUSTICE CLIMATE; WITHIN-GROUP AGREEMENT; SAFETY CLIMATE; TRANSFORMATIONAL LEADERSHIP; JOB-SATISFACTION; SERVICE CLIMATE; C
SIGNIFICANCE; INTERRATER RELIABILITY
AB We review the literature on organizational climate and culture paying specific attention to articles published in the Journal of Applied Psychology (JAP) since its first volume in 19
has been far more important for climate than culture research. We distinguish 4 main periods: the pre-1971 era, with pioneering work on exploring conceptualization and operatio
foundational work on aggregation issues, outcome-focused climates (on safety and service) and early writings on culture; the 1986-1999 era, characterized by solidification of a f
processes (justice, discrimination) and outcomes (safety, service) and the beginnings of survey approaches to culture; and the 2000-2014 era, characterized by multilevel work o
approach to outcomes and processes, and the relationship between leadership and climate and culture. We summarize and comment on the major theory and research achievem
and how JAP has contributed greatly to moving research on these constructs, especially climate, forward. We also recommend directions for future research given the current sta
C1 [Schneider, Benjamin] CEBs Talent Management Labs, La Jolla, CA USA.
[Gonzalez-Roma, Vicente] Univ Valencia, Dept Psychol, Valencia, Spain.
[Ostroff, Cheri] Univ South Australia, Sch Management, Adelaide, SA, Australia.
[West, Michael A.] Univ Lancaster, Sch Management, Lancaster, England.
[Schneider, Benjamin] Univ Southern Calif, Marshall Sch Business, Ctr Effect Org, Los Angeles, CA 90089 USA.
RP Schneider, B (reprint author), 1001 Genter St,Suite 2C, La Jolla, CA 92307 USA. 64/309
EM benj262@outlook.com
RI GONZALEZ-ROMA, VICENTE L-8963-2014
OI GONZALEZ-ROMA, VICENTE 0000-0002-0657-7375
NR 175
TC 57
Z9 60
U1 16
U2 171
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 468
EP 482
DI 10.1037/apl0000090
PG 15
GA EN8GF
UT WOS:000396238200015
PM 28125256
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Gelfand, MJ
Aycan, Z
Erez, M
Leung, K
AF Gelfand, Michele J.
Aycan, Zeynep
Erez, Miriam
Leung, Kwok
TI Cross-Cultural Industrial Organizational Psychology and Organizational Behavior: A Hundred-Year Journey
LA English
DT Article
DE cross-cultural; industrial-organizational; organizational behavior
ID RESOURCE MANAGEMENT-PRACTICES; MEMBER EXCHANGE LMX; UNITED-STATES; CITIZENSHIP BEHAVIOR; INDIVIDUALISM-COLLECTIVISM; WORK; MULTILEVE
AB In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organization
evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB durin
century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influen
in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and op
the next 100 years of CC IO/OB research in JAP and beyond.
C1 [Gelfand, Michele J.] Univ Maryland, Dept Psychol, Biopsychol Bldg, College Pk, MD 20742 USA.
[Aycan, Zeynep] Koc Univ, Dept Psychol, Istanbul, Turkey.
[Aycan, Zeynep] Koc Univ, Dept Business Adm, Istanbul, Turkey.
[Erez, Miriam] Technion Israel Inst Technol, Fac Ind Engn & Management, IL-32000 Haifa, Israel.
[Leung, Kwok] Chinese Univ Hong Kong, Dept Management, Hong Kong, Hong Kong, Peoples R China.
RP Gelfand, MJ (reprint author), Univ Maryland, Dept Psychol, Biopsychol Bldg, College Pk, MD 20742 USA.
EM mjgelfand@gmail.com
RI Aycan, Zeynep Y-8845-2018
OI Aycan, Zeynep 0000-0003-4784-334X
NR 186
TC 24
Z9 24
U1 5
U2 75
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 514
EP 529
DI 10.1037/apl0000186
PG 16
65/309
GA EN8GF
UT WOS:000396238200018
PM 28206774
DA 2020-06-08
ER
PT J
AU Schmitt, N
AF Schmitt, Neal
TI Reflections on the Journal of Applied Psychology for 1989 to 1994: Changes in Major Research Themes and Practices over 25 Years
LA English
DT Article
DE research themes; methods changes; manuscript changes in Journal of Applied Physiology
ID 5 PERSONALITY DIMENSIONS; JOB-PERFORMANCE; INDUSTRIAL; BIAS
AB Informal observations concerning journal content indicates that research investigating organizational behavior topics, including work on the structure of groups and determinants
leadership in groups, has increased. Some topics have disappeared (e.g., job analysis, human factors, union-related work, consumer behavior) and others are declining (e.g., res
in the length of articles, which is mostly a function of the inclusion of greater numbers of references and appendix material. Publishing some of this material in supplementary onl
Psychology. Concerns about use of journal space may also be entirely moot, if electronic publishing as opposed to print publishing becomes the norm.
C1 [Schmitt, Neal] Michigan State Univ, E Lansing, MI 48824 USA.
RP Schmitt, N (reprint author), Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA.
EM schmitt@msu.edu
NR 13
TC 4
Z9 4
U1 2
U2 21
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 564
EP 568
DI 10.1037/apl0000053
PG 5
GA EN8GF
UT WOS:000396238200021
PM 28182461
DA 2020-06-08
ER
PT J
AU Murphy, KR
AF Murphy, Kevin R.
TI Reflections on the Journal of Applied Psychology for 1997 to 2002
LA English
DT Article
DE job attitudes; forensic psychology; individual differences; research methods
ID PERCEIVED ORGANIZATIONAL SUPPORT; AFFIRMATIVE-ACTION PROGRAMS; SEXUAL-HARASSMENT; JOB-PERFORMANCE; RANGE RESTRICTION; SEQUENTIAL L
PERSONALITY; SATISFACTION
AB Major trends in articles published during my term as Editor (1997-2000) are reviewed, including the number of articles received (approximately 500-600 per year) and the types o
during this period fell into six broad categories: job attitudes and affect (82 articles); individual differences and measurement (52 articles); forensic psychology (50 articles); divers
and analysis (41 articles); and performance appraisal and performance management (41 articles). Notable articles and advances within each of these areas are described.
C1 [Murphy, Kevin R.] Colorado State Univ, Ft Collins, CO 80523 USA.
RP Murphy, KR (reprint author), Colorado State Univ, Dept Psychol, Ft Collins, CO 80523 USA.
EM krm10@me.com
NR 47
TC 3
Z9 3
U1 1
U2 29
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
66/309
PY 2017
VL 102
IS 3
BP 569
EP 573
DI 10.1037/apl0000054
PG 5
GA EN8GF
UT WOS:000396238200022
PM 28182464
DA 2020-06-08
ER
PT J
AU Kozlowski, SWJ
AF Kozlowski, Steve W. J.
TI Reflections on the Journal of Applied Psychology for 2009 to 2014: Infrastructure, Operations, Innovations, Impact, Evolution, and Desirable Directions
LA English
DT Article
DE Journal of Applied Psychology; infrastructure; operations; innovations; impact; evolution; future directions
ID ORGANIZATIONAL-PSYCHOLOGY; INDUSTRIAL; GROWTH
AB In this reflection on my experiences as editor of the Journal of Applied Psychology, I consider 6 foci including (a) information on the background, infrastructure, and mechanics of
across the 7 years of editorial activity (i.e., incoming plus 6 years on the masthead); (c) innovations that my senior editorial team introduced (i.e., transparency via supplemental m
conceptual reviews); (d) impact and influence with respect to articles, authors, and institutions; (e) latent sematic analysis findings to illustrate the evolution and change of journa
substantially); and desirable directions for future evolution of the journal (i.e., strengthen our scientific foundation, increase multidisciplinary linkages, focus on multilevel system d
industrial and organizational science to evidence-based practice and vice versa).
C1 [Kozlowski, Steve W. J.] Michigan State Univ, E Lansing, MI 48824 USA.
RP Kozlowski, SWJ (reprint author), Michigan State Univ, Dept Psychol, 316 Phys Rd 309, E Lansing, MI 48824 USA.
EM stevekoz@msu.edu
NR 19
TC 2
Z9 2
U1 2
U2 18
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 580
EP 588
DI 10.1037/apl0000191
PG 9
GA EN8GF
UT WOS:000396238200024
PM 28182463
DA 2020-06-08
ER
PT J
AU Salas, E
Kozlowski, SWJ
Chen, G
AF Salas, Eduardo
Kozlowski, Steve W. J.
Chen, Gilad
TI A Century of Progress in Industrial and Organizational Psychology: Discoveries and the Next Century
LA English
DT Article
DE industrial/organizational psychology; science progress; organizational science; evidence-based
ID SELF-REGULATORY PROCESSES; JOB-SATISFACTION; VOLUNTARY TURNOVER; TEAM EFFECTIVENESS; EMPLOYEE TURNOVER; WORKPLACE SAFETY; UNFOLD
PERSONALITY
AB In a century of research published in the Journal of Applied Psychology, we have seen significant advances in our science. The results of this science have broad applications to
effectiveness through a variety of avenues. Research has focused on understanding constructs, relationships, and processes at multiple levels, including individual, team, and or
have driven this work, resulting in a nuanced understanding of what matters in the workplace. In this paper, we synthesize the most salient discoveries, findings, and/or conclusio
been made and highlight the most salient directions for future work such that the next century of research in industrial and organizational psychological science can be as impact
C1 [Salas, Eduardo] Rice Univ, Houston, TX 77251 USA.
[Kozlowski, Steve W. J.] Michigan State Univ, E Lansing, MI 48824 USA.
[Chen, Gilad] Univ Maryland, College Pk, MD USA. 67/309
RP Salas, E (reprint author), Rice Univ, Dept Psychol, 6100 Main St,Sewall Hall 429C, Houston, TX 77005 USA.
EM eduardo.salas@rice.edu
NR 104
TC 13
Z9 13
U1 4
U2 45
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 589
EP 598
DI 10.1037/apl0000206
PG 10
GA EN8GF
UT WOS:000396238200025
PM 28206773
DA 2020-06-08
ER
PT J
AU Korff, J
Biemann, T
Voelpel, SC
AF Korff, Joerg
Biemann, Torsten
Voelpel, Sven C.
TI Differentiating HR systems' impact: moderating effects of age on the HR system-work outcome association
SO JOURNAL OF ORGANIZATIONAL BEHAVIOR
LA English
DT Article
DE bundles of HR practices; lifespan development; strategic human resource management; affective organizational commitment; in-role behavior
ID HUMAN-RESOURCE MANAGEMENT; PERCEIVED ORGANIZATIONAL SUPPORT; HIERARCHICAL LINEAR-MODELS; PSYCHOLOGICAL CONTRACT BREACH; COVARIA
ORGANIZATIONS; LEADER-MEMBER EXCHANGE; SOCIAL-EXCHANGE; FIRM PERFORMANCE; JOB-SATISFACTION
AB Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR
HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth-enhancing and maintenance-enhancing bundles on affective organization
of age and maintenance-enhancing practices on work outcomes, such that increasing employee age attenuates the positive impact of HR practices. The results of a multilevel st
business units provide support for the hypothesized main effects on affective commitment and the interaction between age and maintenance-enhancing practices on work outcom
practical implications of the study, as well as future research directions. Copyright (C) 2016 John Wiley & Sons, Ltd.
C1 [Korff, Joerg; Biemann, Torsten] Univ Mannheim, Sch Business, Schloss O 229, D-68161 Mannheim, Germany.
[Voelpel, Sven C.] Jacobs Univ Bremen, Dept Econ & Business, Bremen, Germany.
RP Korff, J (reprint author), Univ Mannheim, Sch Business, Schloss O 229, D-68161 Mannheim, Germany.
EM joerg.korff@bwl.uni-mannheim.de
NR 150
TC 8
Z9 8
U1 5
U2 56
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAR
PY 2017
VL 38
IS 3
BP 415
EP 438
DI 10.1002/job.2130
PG 24
GA EP0UA
UT WOS:000397101000006
DA 2020-06-08
ER
68/309
PT J
AU Baldwin, TT
Ford, JK
Blume, BD
AF Baldwin, Timothy T.
Ford, J. Kevin
Blume, Brian D.
TI The State of Transfer of Training Research: Moving Toward More Consumer-Centric Inquiry
LA English
DT Article
DE Transfer of training; Consumer-centric science
ID INDIVIDUAL LEARNING PATHS; IMPLEMENTATION INTENTIONS; FUTURE-RESEARCH; PSYCHOLOGY; DIRECTIONS; EXPERIENCE; REVIEWS; RATHER
AB Over the past 30 years, there has been an explosion of research in the human resource development (HRD) literature devoted to transfer of training - and much has been learne
little of the science of transfer is informing professionals in their design and execution of training initiatives. We offer three broad prescriptions for moving future transfer research
report more and richer information related to the trainees, trainers, and organizational contexts under study; (2) focus explicitly on the optimization of transfer - not just learning; a
outcomes. We conclude with a general call for transfer scholars to adopt a more consumer-centric mind-set where studies are designed with an eye to informing training interven
organizations and training practitioners.
C1 [Baldwin, Timothy T.] Indiana Univ, Management, Bloomington, IN 47405 USA.
[Ford, J. Kevin] Michigan State Univ, Psychol, E Lansing, MI 48824 USA.
[Blume, Brian D.] Univ Michigan, Org Behav & HR Management, Flint, MI 48503 USA.
RP Baldwin, TT (reprint author), Indiana Univ, Management, Bloomington, IN 47405 USA.
EM baldwint@indiana.edu
NR 47
TC 38
Z9 39
U1 5
U2 33
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD SPR
PY 2017
VL 28
IS 1
BP 16
EP 27
DI 10.1002/hrdq.21278
PG 12
GA EO5KC
UT WOS:000396730800002
DA 2020-06-08
ER
PT J
AU Parker, SK
Morgeson, FP
Johns, G
AF Parker, Sharon K.
Morgeson, Frederick P.
Johns, Gary
TI One Hundred Years of Work Design Research: Looking Back and Looking Forward
LA English
DT Article
DE job characteristics; job demands; job design; job resources; scientific mapping
ID JOB CHARACTERISTICS MODEL; META-ANALYSIS; ROLE-CONFLICT; ORGANIZATIONAL-BEHAVIOR; THEORETICAL EXTENSION; EMPLOYEE ENGAGEMENT; PROAC
MANAGEMENT; HUMAN-RESOURCE
AB In this article we take a big picture perspective on work design research. In the first section of the paper we identify influential work design articles and use scientific mapping to id
we identify five key work design perspectives that map onto distinct historical developments: (a) sociotechnical systems and autonomous work groups, (b) job characteristics mod
model, and (e) role theory. The grounding of these perspectives in the past is understandable, but we suggest that some of the distinction between clusters is convenient rather t
perspectives on work design that build connections across the clusters and we argue that there is scope for further integration. In the second section of the paper, we review the
design research. We conclude that JAP has played a vital role in the advancement of this topic over the last 100 years. Nevertheless, we suspect that to continue to play a leadin
journal might need to publish research that is broader, more contextualized, and team-oriented. In the third section, we address the impact of work design research on: applied p
management thinking, work practice, and national policy agendas. Finally, we draw together observations from our analysis and identify key future directions for the field.
C1 [Parker, Sharon K.] Univ Western Australia, UWA Business Sch, M252, Perth, WA 6009, Australia.
[Morgeson, Frederick P.] Michigan State Univ, Eli Broad Coll Business, E Lansing, MI 48824 USA.
[Johns, Gary] Concordia Univ, John Molson Sch Business, Montreal, PQ, Canada.
RP Parker, SK (reprint author), Univ Western Australia, UWA Business Sch, M252, Perth, WA 6009, Australia.
EM sharon.parker@uwa.edu.au
RI Parker, Sharon Kaye Y-3687-2019
OI Parker, Sharon Kaye 0000-0002-0978-1873
NR 150
TC 54
Z9 56
U1 19
U2 159
69/309
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 403
EP 420
DI 10.1037/apl0000106
PG 18
GA EN8GF
UT WOS:000396238200011
PM 28182465
DA 2020-06-08
ER
PT J
AU Mathieu, JE
Hollenbeck, JR
van Knippenberg, D
Ilgen, DR
AF Mathieu, John E.
Hollenbeck, John R.
van Knippenberg, Daan
Ilgen, Daniel R.
TI A Century of Work Teams in the Journal of Applied Psychology
LA English
DT Article
DE work group; teams; tasks; structure; process; composition; emergent state
ID SHARED MENTAL MODELS; GROUP-PERFORMANCE; MULTITEAM SYSTEMS; TRANSFORMATIONAL LEADERSHIP; GROUP COHESIVENESS; DECISION-MAKING; CR
INDIVIDUAL-DIFFERENCES; TRANSACTIVE MEMORY
AB Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawtho
work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals. From th
of topics addressing work group/teams expanded significantly. The authors review the evolution of team research over the past century with a particular focus on that which has a
individuals within teams, or on individual versus team comparisons, to a focus on the team itself and larger systems of teams. They describe the major outcomes studied within t
and structures. Further, the authors consider the roles of team members' characteristics and composition, and team dynamics in terms of processes and emergent states. They c
relationships in context and as they operate in complex systems.
C1 [Mathieu, John E.] Univ Connecticut, Sch Business, Dept Management, RM 340,2100 Hillside Rd,Unit 1041MG, Storrs, CT 06269 USA.
[Hollenbeck, John R.] Michigan State Univ, Management, E Lansing, MI 48824 USA.
[van Knippenberg, Daan] Erasmus Univ, Rotterdam Sch Management, Rotterdam, Netherlands.
[Ilgen, Daniel R.] Michigan State Univ, Psychol & Management, E Lansing, MI 48824 USA.
RP Mathieu, JE (reprint author), Univ Connecticut, Sch Business, Dept Management, RM 340,2100 Hillside Rd,Unit 1041MG, Storrs, CT 06269 USA.
EM John.Mathieu@UConn.edu
OI Van Knippenberg, Daniel L 0000-0002-0269-8102
NR 183
TC 77
Z9 78
U1 22
U2 186
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 452
EP 467
DI 10.1037/apl0000128
PG 16
GA EN8GF
UT WOS:000396238200014
PM 28150984
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Hom, PW 70/309
Lee, TW
Shaw, JD
Hausknecht, JP
AF Hom, Peter W.
Lee, Thomas W.
Shaw, Jason D.
Hausknecht, John P.
TI One Hundred Years of Employee Turnover Theory and Research
LA English
DT Article
DE embeddedness; employee turnover; job attitudes; shocks; participation mindsets
ID JOB-SATISFACTION; VOLUNTARY TURNOVER; UNFOLDING MODEL; ORGANIZATIONAL COMMITMENT; COLLECTIVE TURNOVER; PREDICTING TURNOVER; CONCE
ANALYSIS; MET-EXPECTATIONS
AB We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology. Along with classic articles from this journal, we expand
theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers examined practical methods for turnover reduction or control and
mid-20th century and dominated the academic literature until the turn of the century. We then track 21st century interest in the psychology of staying ( rather than leaving) and att
rising scholarship on collective turnover given the centrality of human capital flight to practitioners and to the field of human resource management strategy.
C1 [Hom, Peter W.] Arizona State Univ, Dept Management, Tempe, AZ 85287 USA.
[Lee, Thomas W.] Univ Washington, Dept Management & Org, Seattle, WA 98195 USA.
[Shaw, Jason D.] Hong Kong Polytech Univ, Dept Management & Mkt, Hong Kong, Hong Kong, Peoples R China.
[Hausknecht, John P.] Cornell Univ, Human Resource Studies, Ithaca, NY 14853 USA.
RP Hom, PW (reprint author), Arizona State Univ, WP Carey Sch Business, Dept Management, Tempe, AZ 85287 USA.
EM Peter.Hom@asu.edu
RI Hom, Peter W B-9498-2013
OI Hom, Peter W 0000-0001-8296-4652
NR 177
TC 79
Z9 83
U1 35
U2 241
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2017
VL 102
IS 3
BP 530
EP 545
DI 10.1037/apl0000103
PG 16
GA EN8GF
UT WOS:000396238200019
PM 28125259
HC Y
HP N
DA 2020-06-08
ER
PT J
AU O'Boyle, EH
Banks, GC
Gonzalez-Mule, E
AF O'Boyle, Ernest Hugh, Jr.
Banks, George Christopher
Gonzalez-Mule, Erik
TI The Chrysalis Effect: How Ugly Initial Results Metamorphosize Into Beautiful Articles
LA English
DT Article
DE philosophy of science; statistical methods; ethics; morality and moral behavior
ID BUSINESS SCHOOL RANKINGS; GENERAL STRAIN THEORY; ODDS RATIOS MISLEAD; I-O PSYCHOLOGY; ORGANIZATIONAL-PSYCHOLOGY; SCIENTIFIC MISCONDU
VALUES; METAANALYSIS
AB The issue of a published literature not representative of the population of research is most often discussed in terms of entire studies being suppressed. However, alternative sour
(QRPs) that entail post hoc alterations of hypotheses to support data or post hoc alterations of data to support hypotheses. Using general strain theory as an explanatory framew
researchers to better their chances of publication independent of rigor and relevance. We then assess the frequency of QRPs in management research by tracking differences be
primary finding is that from dissertation to journal article, the ratio of supported to unsupported hypotheses more than doubled (0.82 to 1.00 versus 1.94 to 1.00). The rise in pred
nonsignificant hypotheses, the addition of statistically significant hypotheses, the reversing of predicted direction of hypotheses, and alterations to data. We conclude with recom
literature that we label the "Chrysalis Effect."
C1 [O'Boyle, Ernest Hugh, Jr.; Gonzalez-Mule, Erik] Univ Iowa, W332 Pappajohn Business Bldg, Iowa City, IA 52242 USA.
[Banks, George Christopher] Longwood Univ, Farmville, VA 23909 USA.
RP O'Boyle, EH (reprint author), Univ Iowa, W332 Pappajohn Business Bldg, Iowa City, IA 52242 USA.
EM oboyleeh@gmail.com
NR 94
TC 60
Z9 60
U1 3
71/309
U2 53
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB
PY 2017
VL 43
IS 2
BP 376
EP 399
DI 10.1177/0149206314527133
PG 24
GA EQ6DL
UT WOS:000398171900005
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Harrison, JS
Banks, GC
Pollack, JM
O'Boyle, EH
Short, J
AF Harrison, Jeffrey S.
Banks, George Christopher
Pollack, Jeffrey M.
O'Boyle, Ernest H.
Short, Jeremy
TI Publication Bias in Strategic Management Research
LA English
DT Article
DE publication bias; meta-analysis; strategic management research; firm performance; research methods
ID I-O PSYCHOLOGY; FINANCIAL PERFORMANCE; FIRM PERFORMANCE; ORGANIZATIONAL SCIENCES; METAANALYTIC REVIEWS; MARKET ORIENTATION; FILL METH
AB Publication bias is the systematic suppression of research findings due to small magnitude, statistical insignificance, or contradiction of prior findings or theory. We review possib
and examine empirical evidence regarding the influence of publication bias in the field. Overall, we conclude that publication bias affects many, but not all, topics in strategic man
ranged in magnitude from .00, indicating no bias, to .19, representing considerable bias. These results suggest that caution should be exercised when interpreting scientific conc
while greater confidence may be expressed in others. We discuss how publication bias can be addressed both philosophically and empirically in the domain of strategy.
C1 [Harrison, Jeffrey S.] Univ Richmond, Richmond, VA 23173 USA.
[Banks, George Christopher] Longwood Univ, Farmville, VA USA.
[Pollack, Jeffrey M.] North Carolina State Univ, Raleigh, NC USA.
[O'Boyle, Ernest H.] Univ Iowa, W332 Pappajohn Business Bldg, Iowa City, IA 52242 USA.
[Short, Jeremy] Univ Oklahoma, Norman, OK 73019 USA.
RP O'Boyle, EH (reprint author), Univ Iowa, W332 Pappajohn Business Bldg, Iowa City, IA 52242 USA.
EM oboyleeh@gmail.com
NR 117
TC 29
Z9 29
U1 0
U2 69
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB
PY 2017
VL 43
IS 2
BP 400
EP 425
DI 10.1177/0149206314535438
PG 26
GA EQ6DL
UT WOS:000398171900006
DA 2020-06-08
ER
PT S
AU Ashkanasy, NM
Dorris, AD
72/309
AF Ashkanasy, Neal M.
Dorris, Alana D.
BE Morgeson, FP
TI Emotions in the Workplace
LA English
DE emotions in the workplace; affective events theory; emotional intelligence; emotional labor; affective climate
ID AFFECTIVE EVENTS THEORY; ORGANIZATIONAL-BEHAVIOR; AFFECTIVE EXPERIENCES; CULTURAL-DIFFERENCES; JOB-SATISFACTION; POSITIVE AFFECT; HEDO
AB Beginning in the 1990s and following decades of neglect, what came to be referred to as the Affective Revolution has radically transformed our understanding of the role played
behavior (OPOB). In this article, we review the field of emotion in the workplace from different perspectives, corresponding to five discrete levels of analysis: (a) within-person tem
factors, (c) interpersonal behaviors (perception and communication of emotion), (d) group level (leadership and teams), and (e) organizational level (culture and climate). Within t
events theory (AET) and its interaction with emotional intelligence, emotional labor, and emotional contagion, as well as the role of emotion in leadership and organizational cultu
that shows how the five levels are linked, followed by discussion of measurement issues, ideas and areas for future research, and suggestions for practice.
C1 [Ashkanasy, Neal M.; Dorris, Alana D.] Univ Queensland, UQ Business Sch, Brisbane, Qld 4072, Australia.
RP Ashkanasy, NM (reprint author), Univ Queensland, UQ Business Sch, Brisbane, Qld 4072, Australia.
EM n.ashkanasy@uq.edu.au; a.dorris@business.uq.edu.au
RI Ashkanasy, Neal M. A-1444-2008
OI Ashkanasy, Neal M. 0000-0001-6422-1425
Dorris, Alana 0000-0002-9070-898X
NR 125
TC 46
Z9 47
U1 14
U2 117
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 67
EP 90
PG 24
GA BH1WF
UT WOS:000398568500004
DA 2020-06-08
ER
PT S
AU Allen, DG
Vardaman, JM
AF Allen, David G.
Vardaman, James M.
BE Morgeson, FP
TI Recruitment and Retention Across Cultures
LA English
DE recruitment; retention; turnover; culture; cross-culture; international
ID LABOR-MARKET; PERSON-ORGANIZATION; INTERNATIONAL ASSIGNMENTS; MULTINATIONAL-ENTERPRISE; INDIVIDUAL-DIFFERENCES; EXPATRIATE ADJUSTMEN
TURNOVER INTENTION; CAREER ADVANCEMENT
AB The flow of human capital into and out of organizations is a crucial aspect of organizational functioning. Recruitment is the primary mechanism for attracting human capital to the
employees in the fold once they are employed. Although extensive research explores and informs recruitment and retention, the bulk of the theory and research in major organiz
a US-centric perspective. This narrow perspective may be misleading, particularly in an increasingly globalized work context. We systematically analyze studies on the flow of pe
and especially in organizations managing talent across national borders. In so doing, we seek to create a coherent platform for future research by identifying key themes in the lit
and indicate where we need to go in studying recruitment and retention across cultures.
C1 [Allen, David G.] Rutgers State Univ, Sch Management & Labor Relat, Livingston Campus, Piscataway, NJ 08854 USA.
[Allen, David G.] Univ Warwick, Warwick Business Sch, Coventry CV4 7AL, W Midlands, England.
[Vardaman, James M.] Mississippi State Univ, Dept Management & Informat Syst, Mississippi State, MS 39762 USA.
RP Allen, DG (reprint author), Rutgers State Univ, Sch Management & Labor Relat, Livingston Campus, Piscataway, NJ 08854 USA.; Allen, DG (reprint author), Univ Warwick, Warw
EM david.allen@rutgers.edu; jvardaman@business.msstate.edu
RI Vardaman, James AAD-6957-2019
OI Vardaman, James 0000-0001-9259-7497
NR 135
TC 8
Z9 8
U1 7
U2 63
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3804-6
J9 ANNU REV ORGAN PSYCH 73/309
PY 2017
VL 4
BP 153
EP 181
PG 29
GA BH1WF
UT WOS:000398568500007
DA 2020-06-08
ER
PT S
AU Gonzalez-Roma, V
Hernandez, A
AF Gonzalez-Roma, Vicente
Hernandez, Ana
BE Morgeson, FP
TI Multilevel Modeling: Research-Based Lessons for Substantive Researchers
LA English
DE multilevel modeling; multilevel structural equation modeling; multilevel mediation; multilevel moderation; contextual effects
ID SINGLE-LEVEL; SAMPLE-SIZES; VARIANCE; POWER
AB Organizations are multilevel systems. Most organizational phenomena are multilevel in nature, and their understanding involves variables (e.g., antecedents and consequences)
phenomena requires appropriate analytical methods: multilevel modeling. These techniques are becoming increasingly popular among organizational psychology and organizatio
literature that has evaluated the performance of multilevel modeling techniques to test multilevel direct and indirect effects and cross-level interactions. We also provide guideline
techniques, and we suggest ways these techniques can contribute to theoretical advancement and research development in OPOB.
C1 [Gonzalez-Roma, Vicente; Hernandez, Ana] Univ Valencia, Fac Psychol, Res Inst Personnel Psychol Org Dev & Qual Working, Valencia 46010, Spain.
RP Gonzalez-Roma, V (reprint author), Univ Valencia, Fac Psychol, Res Inst Personnel Psychol Org Dev & Qual Working, Valencia 46010, Spain.
EM vicente.glez-roma@uv.es; ana.hernandez@uv.es
RI HERNANDEZ, ANA K-9613-2017
GONZALEZ-ROMA, VICENTE L-8963-2014
OI HERNANDEZ, ANA 0000-0002-5237-0535
GONZALEZ-ROMA, VICENTE 0000-0002-0657-7375
NR 24
TC 10
Z9 10
U1 1
U2 25
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 183
EP 210
PG 28
GA BH1WF
UT WOS:000398568500008
DA 2020-06-08
ER
PT S
AU Luthans, F
Youssef-Morgan, CM
AF Luthans, Fred
Youssef-Morgan, Carolyn M.
BE Morgeson, FP
TI Psychological Capital: An Evidence-Based Positive Approach
LA English
DE psychological capital; positive psychology; positive organizational behavior; PsyCap; positive organizational scholarship; Psychological Capital Questionnaire; psychological capi
ID SELF-EFFICACY; ORGANIZATIONAL-BEHAVIOR; AUTHENTIC LEADERSHIP; JOB-SATISFACTION; MENTAL-HEALTH; PERFORMANCE; OPTIMISM; IMPACT; HOPE; VALI
AB The now recognized core construct of psychological capital, or simply PsyCap, draws from positive psychology in general and positive organizational behavior (POB) in particula
PsyCap include hope, efficacy, resilience, and optimism, or the HERO within. These four best meet the inclusion criteria of being theory-and research-based, positive, validly me
performance and well-being. The article first provides the background and precise meaning of PsyCap and then comprehensively reviews its measures, theoretical mechanisms,
and needed research, and finally application. Particular emphasis is given to practical implications, which focuses on PsyCap development, positive leadership, and novel applica
techniques. The overriding theme throughout is that PsyCap has both scientific, evidence-based rigor and practical relevance.
C1 [Luthans, Fred] Univ Nebraska, Dept Management, Lincoln, NE 68588 USA.
[Youssef-Morgan, Carolyn M.] Bellevue Univ, Coll Business, Bellevue, NE 68005 USA.
RP Luthans, F (reprint author), Univ Nebraska, Dept Management, Lincoln, NE 68588 USA.
74/309
EM fluthans1@unl.edu; cyoussefmorgan@bellevue.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 146
TC 78
Z9 79
U1 50
U2 165
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 339
EP 366
PG 28
GA BH1WF
UT WOS:000398568500014
OA Green Published
HC Y
HP N
DA 2020-06-08
ER
PT S
AU Wiesenfeld, BM
Reyt, JN
Brockner, J
Trope, Y
AF Wiesenfeld, Batia M.
Reyt, Jean-Nicolas
Brockner, Joel
Trope, Yaacov
BE Morgeson, FP
TI Construal Level Theory in Organizational Research
LA English
DE construal level; organizational behavior; motivation; communication; innovation; power; ethics
ID OTHER DECISION-MAKING; PSYCHOLOGICAL DISTANCE; SELF-AFFIRMATION; STEPPING BACK; PROCEDURAL JUSTICE; TEMPORAL DISTANCE; BIG PICTURE; PO
AB Construal level theory (CLT) offers a rich and rigorous conceptual model of how the context shapes mental representations and subsequent outcomes. The theory has generated
prediction, evaluation, and decision making in the fields of psychology and consumer behavior. Recently, management and organizational scholars have begun to leverage CLT t
This article describes CLT and its theoretical underpinnings, provides a focused and integrated review of organizational research incorporating CLT, and offers an agenda for futu
in organizational research and reinvigorates scholarly interest in cognition in organizations.
C1 [Wiesenfeld, Batia M.] NYU, Stern Sch Business, Dept Management & Org, 550 1St Ave, New York, NY 10012 USA.
[Reyt, Jean-Nicolas] McGill Univ, Desautels Fac Management, Montreal, PQ H3A 1G5, Canada.
[Brockner, Joel] Columbia Univ, Columbia Business Sch, New York, NY 10027 USA.
[Trope, Yaacov] NYU, Dept Psychol, 6 Washington Pl, New York, NY 10003 USA.
RP Wiesenfeld, BM (reprint author), NYU, Stern Sch Business, Dept Management & Org, 550 1St Ave, New York, NY 10012 USA.
EM bwiesenf@stern.nyu.edu
NR 144
TC 31
Z9 31
U1 9
U2 86
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 367
EP 400
PG 34
GA BH1WF
UT WOS:000398568500015
DA 2020-06-08
ER
75/309
PT J
AU Schmidt, FL
AF Schmidt, Frank L.
TI Statistical and measurement pitfalls in the use of meta-regression in meta-analysis
SO CAREER DEVELOPMENT INTERNATIONAL
LA English
DT Article
DE Meta-analysis; Statistics; Pitfalls
ID APPLIED DIFFERENTIAL PSYCHOLOGY; JOB-PERFORMANCE; WEIGHTS; MODELS; TESTS; POWER
AB Purpose - Meta-regression is widely used and misused today in meta-analyses in psychology, organizational behavior, marketing, management, and other social sciences, as an
with most users being unaware of serious problems in its use. The purpose of this paper is to describe nine serious methodological problems that plague applications of meta-reg
Design/methodology/approach - This paper is methodological in nature and is based on well-established principles of measurement and statistics. These principles are used to il
regression.
Findings - The analysis in this paper demonstrates that many of the nine statistical and measurement pitfalls in the use of meta-regression are nearly universal in applications in
regressions in the literature today are trustworthy. A second conclusion is that in almost all cases, hierarchical subgrouping of studies is superior to meta-regression as a method
conclusion is that, contrary to popular belief among researchers, the process of accurately identifying and calibrating moderators, even with the best available methods, is comple
Practical implications - This paper provides useful guidance to meta-analytic researchers that will improve the practice of moderator identification and calibration in social science
Social implications - Today, many important decisions are made on the basis of the results of meta-analyses. These include decisions in medicine, pharmacology, applied psycho
sciences. The guidance provided in this paper will improve the quality of such decisions by improving the accuracy and trustworthiness of meta-analytic results.
Originality/value - This paper is original and valuable in that there is no similar listing and discussion of the pitfalls in the use of meta-regression in the literature, and there is curre
meta-analytic researchers in all disciplines.
C1 [Schmidt, Frank L.] Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
RP Schmidt, FL (reprint author), Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
EM frank-schmidt@uiowa.edu
NR 28
TC 12
Z9 12
U1 1
U2 7
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2017
VL 22
IS 5
SI SI
BP 469
EP 476
DI 10.1108/CDI-08-2017-0136
PG 8
GA FN4RG
UT WOS:000415993800002
DA 2020-06-08
ER
PT J
AU Barnes, CM
Miller, JA
Bostock, S
AF Barnes, Christopher M.
Miller, Jared A.
Bostock, Sophie
TI Helping Employees Sleep Well: Effects of Cognitive Behavioral Therapy for Insomnia on Work Outcomes
LA English
DT Article
DE sleep; insomnia; cognitive-behavioral therapy for insomnia; CBT-I; affect; self control
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; RANDOMIZED CONTROLLED-TRIAL; JOB-SATISFACTION; WORKPLACE DEVIANCE; SELF-REGULATION; MEDIATING RO
CONSEQUENCES
AB Drawing from recent research advances indicating the harmful effects of insomnia on negative affect, job satisfaction, self-control, organizational citizenship behavior, and interpe
Internet based cognitive behavior therapy for insomnia would lead to improvements in these outcomes. In a field experiment with a randomized wait-list control group, we found t
job satisfaction, and self-control. Moreover, the effect of treatment on job satisfaction was mediated by negative affect. We were not able to detect a direct effect of treatment on o
However, treatment had a beneficial indirect effect on organizational citizenship behavior through the mediators of negative affect and job satisfaction, and a beneficial indirect ef
control. These results move the applied psychology literature on insomnia beyond simply pointing out problematic effects of employee insomnia to providing evidence of a partial
C1 [Barnes, Christopher M.; Miller, Jared A.] Univ Washington, Foster Sch Business, Management & Org, 585 Paccar, Seattle, WA 91195 USA.
[Bostock, Sophie] Big Hlth Ltd, London, England.
[Bostock, Sophie] Univ Oxford, Oxford OX1 2JD, England.
RP Barnes, CM (reprint author), Univ Washington, 585 Paccar, Seattle, WA 91195 USA.
EM Chris24b@uw.edu
RI Barnes, Christopher M O-4814-2014
OI Barnes, Christopher M 0000-0003-2520-6200
NR 60
TC 26
Z9 28
U1 11
U2 79
PI WASHINGTON
76/309
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
PY 2017
VL 102
IS 1
BP 104
EP 113
DI 10.1037/apl0000154
PG 10
GA EH9PZ
UT WOS:000392104600006
PM 27690480
DA 2020-06-08
ER
PT J
AU Oliveira, E
Cabral-Cardoso, C
AF Oliveira, Eduardo
Cabral-Cardoso, Carlos
TI Older workers' representation and age-based stereotype threats in the workplace
LA English
DT Article
DE Older workers' representation; Negative age-based metastereotypes; Age-based stereotype threats; Age diversity beliefs
ID COMMON STEREOTYPES; DIVERSITY BELIEFS; METHOD BIAS; PERFORMANCE; CONSEQUENCES; MODERATORS; PSYCHOLOGY; MODELS; IMPACT
AB Purpose - The purpose of this paper is to examine the extent to which negative age-based metastereotypes mediate the relationship between the representation of older workers
reputation and group-reputation. Adopting a social identity perspective, this paper also explores whether age diversity beliefs moderate the relationship between negative age-ba
Design/methodology/approach - A cross-sectional design was adopted with bootstrapped mediation and moderation analyses. The data were collected from 567 older workers w
Findings - The analyses provide support for partial mediation and for a moderation effect of age diversity beliefs in the relationship between negative age-based metastereotypes
age, objective organizational age diversity, and organizational tenure.
Research limitations/implications - The limitations of this study include its cross-sectional nature and the need for further work regarding older workers' metastereotypes about m
Practical implications - For stereotype threat interventions to be effective they must identify beforehand the target and the source of the threat. Moreover, interventions should aim
as it may pave the way for members of different age groups to build bonds and for intergenerational boundaries to be blurred.
Originality/value - This paper contributes to the literature by showing the importance of negative age-based metastereotypes in workplace age dynamics. It also provides further s
based stereotype threats in the workplace.
C1 [Oliveira, Eduardo] Univ Catolica Portuguesa, Fac Educ & Psicol, CEDH, Porto, Portugal.
[Cabral-Cardoso, Carlos] Univ Porto, Fac Econ, Porto, Portugal.
RP Oliveira, E (reprint author), Univ Catolica Portuguesa, Fac Educ & Psicol, CEDH, Porto, Portugal.
EM eaoliveira@porto.ucp.pt
RI Oliveira, Eduardo H-5924-2018
OI Oliveira, Eduardo 0000-0001-9149-0348
NR 49
TC 4
Z9 4
U1 3
U2 25
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2017
VL 32
IS 3
BP 254
EP 268
DI 10.1108/JMP-03-2016-0085
PG 15
GA EZ6GH
UT WOS:000404815900004
DA 2020-06-08
ER
PT S
AU Hauser, OP
Linos, E
Rogers, T
AF Hauser, Oliver P.
Linos, Elizabeth
Rogers, Todd
BE Staw, BM
Brief, AP
77/309
TI Innovation with field experiments: Studying organizational behaviors in actual organizations
LA English
DE Field experiment; Organizational context; Causality; Organizational theory; Behavior
ID SOCIAL-RESPONSIBILITY; MECHANICAL TURK; SELF-REPORTS; BIG-DATA; PSYCHOLOGY; DISCRIMINATION; IMPACT; PERFORMANCE; PERSISTENCE; CONTRACT
AB Organizational scholarship centers on understanding organizational context, usually captured through field studies, as well as determining causality, typically with laboratory expe
approaches, bringing causality to field research and developing organizational theory in novel ways. We present a taxonomy that proposes when to use an audit field experiment
experiment (IFE) in organizational research and argue that field experiments are more feasible than ever before. With advances in technology, behavioral data has become more
allowing field experiments to more easily create value and impact for scholars and organizations alike. (c) 2017 Elsevier Ltd. All rights reserved.
C1 [Hauser, Oliver P.] Harvard Sch Business, Boston, MA 02163 USA.
[Hauser, Oliver P.; Rogers, Todd] Harvard Kennedy Sch, Cambridge, MA 02138 USA.
[Linos, Elizabeth] Univ Calif Berkeley, Goldman Sch Publ Policy, Berkeley, CA 94720 USA.
RP Hauser, OP (reprint author), Harvard Sch Business, Boston, MA 02163 USA.; Hauser, OP (reprint author), Harvard Kennedy Sch, Cambridge, MA 02138 USA.
EM ohauser@fas.harvard.edu; todd_rogers@hks.harvard.edu
OI Hauser, Oliver 0000-0002-9282-0801
NR 129
TC 4
Z9 4
U1 3
U2 28
PU ELSEVIER
PI NEW YORK
PA 655 AVENUE OF THE AMERICAS, NEW YORK, NY 10010 USA
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2017
VL 37
BP 185
EP 198
DI 10.1016/j.riob.2017.10.004
PG 14
GA BJ2SK
UT WOS:000419932700010
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Kostal, JW
Wiernik, BM
AF Kostal, Jack W.
Wiernik, Brenton M.
TI A meta-analytic investigation of demographic differences in protean, boundaryless, and proactive career orientations
LA English
DT Article
DE Gender; Boundaryless career; Education; Age; Protean career; Family status
ID 5 PERSONALITY-TRAITS; SEX-DIFFERENCES; WORK; EXPLORATION; COMPONENTS; CONTRACT; ANTECEDENTS; COMMITMENT; MILLENNIUM; PSYCHOLOGY
AB Purpose - The protean and boundaryless career concepts have dominated recent career research. Demographic groups are posited to differ on these "new career orientations,"
purpose of this paper is to test these hypotheses by systematically reviewing research on demographic differences in new career orientations.
Design/methodology/approach - This paper meta-analyzes demographic differences in protean, boundaryless, and proactive career orientations using data from 29,605 individua
Findings - Demographic differences in new career orientations are generally negligible to small, with organizational mobility preferences showing the largest differences across d
with new career orientations. National economic development moderated new career orientation-educational level relations.
Research limitations/implications - Results support the construct validity of " proactive career orientation" as a unifying construct encompassing protean and psychological mobili
Future research should continue to explore career development in diverse economic/cultural contexts.
Practical implications - Small demographic differences suggest that potential benefits of new career orientations are not limited to members of particular groups. Age and educati
segments may benefit from additional interventions to support career mobility and development.
Originality/value - This paper uses meta-analytic techniques to investigate demographic differences in career orientations with larger samples than possible in a single primary st
variety of methodological and cultural/economic moderators not previously considered in career orientation research.
C1 [Kostal, Jack W.; Wiernik, Brenton M.] Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
RP Wiernik, BM (reprint author), Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
EM brenton@wiernik.org
OI Wiernik, Brenton M. 0000-0001-9560-6336
NR 72
TC 7
Z9 8
U1 4
U2 20
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2017
VL 22
IS 5
78/309
SI SI
BP 520
EP 545
DI 10.1108/CDI-08-2017-0139
PG 26
GA FN4RG
UT WOS:000415993800005
DA 2020-06-08
ER
PT J
AU Piccoli, B
Callea, A
Urbini, F
Chirumbolo, A
Ingusci, E
De Witte, H
AF Piccoli, Beatrice
Callea, Antonino
Urbini, Flavio
Chirumbolo, Antonio
Ingusci, Emanuela
De Witte, Hans
TI Job insecurity and performance: the mediating role of organizational identification
SO PERSONNEL REVIEW
LA English
DT Article
DE Performance; Quantitative; Social identity theory; Job insecurity; Organizational citizenship behaviour; Organizational identification
ID CITIZENSHIP BEHAVIOR; PSYCHOLOGICAL NEEDS; PROCEDURAL JUSTICE; WORK; IDENTITY; PERCEPTIONS; HEALTH; METAANALYSIS; PERSPECTIVE; ATTITUDE
AB Purpose - The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how a
contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships.
Design/methodology/approach - The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees.
Findings - Consistent with social identity theory, results show that job insecurity is related to reduced levels of identification with the organization and, consequently, to low task a
employees' behaviors in job insecure contexts are also driven by evaluations about the perceived belongingness to the organization.
Practical implications - The research supports initial evidence that it is possible to prevent low performance resulting from job insecurity by designing interventions to boost organ
providing a positive basis for employees' social identity, managers may increase involvement and attachment to the organization.
Originality/value - This study provides a deeper understanding of behavioral reactions to job insecurity and adds a path unexplored so far, by introducing a theoretical perspective
condition that leads organizational identification to be a key mechanism for employees and their behaviors.
C1 [Piccoli, Beatrice] Univ Essex, Essex Business Sch, Colchester, Essex, England.
[Piccoli, Beatrice; De Witte, Hans] Katholieke Univ Leuven, Res Grp Work Org & Personnel Psychol, Leuven, Belgium.
[Callea, Antonino; Urbini, Flavio] LUMSA Univ, Dept Human Sci, Rome, Italy.
[Chirumbolo, Antonio] Sapienza Univ Rome, Dept Social & Dev Psychol, Rome, Italy.
[Ingusci, Emanuela] Univ Salento, Dept Hist Soc & Human Studies, Lecce, Italy.
[De Witte, Hans] North West Univ, Optentia Res Focus Area, Potchefstroom, South Africa.
RP Piccoli, B (reprint author), Univ Essex, Essex Business Sch, Colchester, Essex, England.; Piccoli, B (reprint author), Katholieke Univ Leuven, Res Grp Work Org & Personnel Psy
EM b.piccoli@essex.ac.uk
RI Piccoli, Beatrice H-9974-2016
Urbini, Flavio L-9906-2017
OI Piccoli, Beatrice 0000-0002-1630-6077
Chirumbolo, Antonio 0000-0002-4274-2489
Callea, Antonino 0000-0002-9984-6123
Urbini, Flavio 0000-0003-2548-696X
INGUSCI, Emanuela 0000-0001-6633-9937
NR 53
TC 17
Z9 18
U1 1
U2 28
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2017
VL 46
IS 8
BP 1508
EP 1522
DI 10.1108/PR-05-2016-0120
PG 15
GA FN4PW
UT WOS:000415990200004
DA 2020-06-08
ER
PT J
AU Edgar, F
Geare, A
Zhang, JA
79/309
AF Edgar, Fiona
Geare, Alan
Zhang, Jing A.
TI A comprehensive concomitant analysis of service employees' well-being and performance
SO PERSONNEL REVIEW
LA English
DT Article
DE Quantitative; Employees; Multidimensional well-being; Task performance; Contextual performance
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; HUMAN-RESOURCE MANAGEMENT; JOB-SATISFACTION; TASK-PERFORMANCE; MULTIDIMENSIONAL MEASURE; CONT
KNOWLEDGE WORKERS; MODERATING ROLE; NEW-ZEALAND
AB Purpose - The connection between employees' well-being and performance, although widely studied in organizational psychology, has received much less attention from HRM sc
examining the impacts of the multidimensional structure of well-being consisting of psychological, social and health dimensions on employees' task and contextual performance.
Design/methodology/approach - The authors collected data from 281 employees from the New Zealand service sector using a questionnaire survey. Factor analysis was used to
performance constructs. Hierarchical regression analyses were conducted to test the well-being - performance relationship.
Findings - The findings show that different facets of well-being differentially contribute to employees' task and contextual performance. Specifically, the facets of happiness and tr
performance, while the effects of life satisfaction and work life balance on task and contextual performance were insignificant. Moreover, work intensification was only associated
commitment were only related to contextual performance.
Practical implications - The implications of these findings are two-fold. For researchers, a review and overhaul of the conceptualization and operationalization of well-being in HR
employees' job performance and the organization's health can result from simultaneously enhancing multiple dimensions of employees' well-being.
Originality/value - This study provides new insights into the complex relationship between well-being and performance by incorporating a multidimensional and multifaceted persp
various facets of well-being on different types of employees' performance.
C1 [Edgar, Fiona; Geare, Alan; Zhang, Jing A.] Univ Otago, Dept Management, Dunedin, New Zealand.
RP Edgar, F (reprint author), Univ Otago, Dept Management, Dunedin, New Zealand.
EM fiona.edgar@otago.ac.nz
NR 90
TC 2
Z9 2
U1 0
U2 13
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2017
VL 46
IS 8
BP 1870
EP 1889
DI 10.1108/PR-05-2016-0108
PG 20
GA FN4PW
UT WOS:000415990200023
DA 2020-06-08
ER
PT J
AU Hur, WM
Shin, Y
Rhee, SY
Kim, H
AF Hur, Won-Moo
Shin, Yuhyung
Rhee, Seung-Yoon
Kim, Hyosun
TI Organizational virtuousness perceptions and task crafting The mediating roles of organizational identification and work engagement
LA English
DT Article
DE Employee behaviour; Organizational behaviour; Jobs
ID SOCIAL IDENTITY; PROCEDURAL JUSTICE; JOB-PERFORMANCE; SELF-EFFICACY; CITIZENSHIP BEHAVIORS; POSITIVE AFFECT; SUPPORT; EMPLOYEES; MODEL; A
AB Purpose - The purpose of this paper is to examine the relationship between employees' perceptions of organizational virtuousness and task crafting, and to test the mediating rol
relationship.
Design/methodology/approach - The authors collected questionnaires from 175 Korean flight attendants and conducted structural equation modeling analyses.
Findings - Employees' perceptions of organizational virtuousness were positively associated with task crafting. While organizational identification was not solely responsible for m
between organizational virtuousness perceptions and task crafting by affecting work engagement.
Research limitations/implications - While this study provides important insights into the roles of organizational virtuousness, organizational identification, and work engagement in
sectional data limits causal inferences between variables.
Practical implications - Based on the present findings, managers can better understand the antecedents and mediating processes affecting employees' task crafting.
Originality/value - This study adds value to the positive organizational psychology literature by revealing crucial intermediary processes linking organizational virtuousness percep
identity-based motivation as potential underlying mechanisms of task crafting.
C1 [Hur, Won-Moo] Pukyong Natl Univ, Sch Business Adm, Busan, South Korea.
[Shin, Yuhyung] Hanyang Univ, Sch Business, Seoul, South Korea.
[Rhee, Seung-Yoon] Hongik Univ, Sch Business Adm, Seoul, South Korea.
[Kim, Hyosun] Chung Ang Univ, Sch Business Adm, Seoul, South Korea.
RP Shin, Y (reprint author), Hanyang Univ, Sch Business, Seoul, South Korea.
EM yuhyung@hanyang.ac.kr
RI Shin, Yuhyung P-1626-2015
NR 121
TC 3
Z9 3
U1 6 80/309
U2 26
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2017
VL 22
IS 4
BP 436
EP 459
DI 10.1108/CDI-11-2016-0192
PG 24
GA FE5KE
UT WOS:000408249600006
DA 2020-06-08
ER
PT J
AU Dryjanska, L
AF Dryjanska, Laura
TI An organizational scandal in psychology: social representations of Hoffman Report in Europe
LA English
DT Article
DE Hoffman Report; social representations; communication; APA; torture
ID MORAL DISENGAGEMENT; UNETHICAL BEHAVIOR; BAD APPLES; TORTURE; ETHICS; ASSOCIATION
AB This paper features the European perspective on the Hoffman Report, primarily a North American issue which has had an impact on European professionals, given the position o
standards. Applying the theory of social representations of Serge Moscovici, the processes of anchoring and objectification serve as interpretative tools in the case study of the p
triangle guides the exploration of communicative and instrumental functions of social representations. Comprehensive methodology includesinterviews with European psycholog
countries (with classification of images) and examination of official statements issued by various European psychological associations. The research findings consist of identifyin
dealing with organizational trauma suffered by a sister/rival organization overseas, conditioned by ideological and professional positioning.
C1 [Dryjanska, Laura] Sapienza Univ Rome, Social Representat & Commun Multimedia Lab & Res, Rome, Italy.
RP Dryjanska, L (reprint author), Sapienza Univ Rome, Social Representat & Commun Multimedia Lab & Res, Rome, Italy.
EM laura.dryjanska@uniroma1.it
NR 52
TC 2
Z9 2
U1 1
U2 6
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2017
VL 26
IS 4
BP 613
EP 627
DI 10.1080/1359432X.2017.1333982
PG 15
GA EZ3CZ
UT WOS:000404588700010
DA 2020-06-08
ER
PT J
AU Masuda, AD
Holtschlag, C
Nicklin, JM
AF Masuda, Aline D.
Holtschlag, Claudia
Nicklin, Jessica M.
TI Why the availability of telecommuting matters The effects of telecommuting on engagement via goal pursuit
LA English
DT Article
DE Motivation (psychology); Goals; Engagement; Teleworking
ID WORK-FAMILY CONFLICT; JOB DEMANDS; LIFE SATISFACTION; ORGANIZATIONAL ATTACHMENT; SUPPORTIVE SUPERVISION; STATISTICAL CONTROL; SELF-CONC
AB Purpose - In line with conservation of resources theory and signaling theory, the purpose of this paper is to conceptualize and test a multiple mediation model in which telecomm
and goal progress.
Design/methodology/approach - A three-phase longitudinal study carried out over ten months was used to test the hypotheses.
Findings - Individuals who worked in organizations that offer telecommuting were more engaged than those who worked in organizations that did not offer telecommuting. Furthe
indirectly related to engagement via perceived supervisor goal support and goal progress. Engagement in general decreased over time. However, individuals who attained their 81/309
p
engagement.
Research limitations/implications - Giving employees the option to telecommute could increase employee engagement. This study is correlational in nature and relied on self-rep
Originality/value - This is the first study examining the effects of telecommuting on engagement over a period of ten months. It is also the first study to use perceived supervisor g
teleworking and engagement relationship.
C1 [Masuda, Aline D.] EADA Business Sch, Barcelona, Spain.
[Holtschlag, Claudia] Ctr Pontificia Univ Catolica Peru, Lima, Peru.
[Nicklin, Jessica M.] Univ Hartford, Hartford, CT 06117 USA.
RP Masuda, AD (reprint author), EADA Business Sch, Barcelona, Spain.
EM amasuda@eada.edu
NR 97
TC 4
Z9 4
U1 12
U2 38
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2017
VL 22
IS 2
BP 200
EP 219
DI 10.1108/CDI-05-2016-0064
PG 20
GA EX0BP
UT WOS:000402883400006
DA 2020-06-08
ER
PT S
AU Eden, D
AF Eden, Dov
BE Morgeson, FP
TI Field Experiments in Organizations
LA English
DE field experiment; experimental control; randomization; quasification; quasi-fields; little data
ID VERBAL SELF-GUIDANCE; PAY INCENTIVE PLANS; PROCEDURAL JUSTICE; TRANSFORMATIONAL LEADERSHIP; PRACTICE RECOMMENDATIONS; EMPLOYEE PAR
PROGRAM; COPING ORIENTATION; CAUSAL INFERENCE
AB Field experimentation, although rare, is the sterling-gold standard of organizational research methods. It yields the best internally valid and generalizable findings compared to m
including organizational psychology, synthesize largely nonexperimental research, warn of causal ambiguity, and call for experimental replication. These calls go mostly unheede
research. With the emergence of evidence-based management, field experiments enable us to deliver the most actionable tools to practitioners. This review explicates the role o
of the factors that mitigate field experimentation. It describes, instantiates, and evaluates true field experiments, quasi-experiments, quasi-fields, combo designs, and triangulatio
experimentation. The review ends describing the merging of new technologies with classical experimental design and prophesying the bright future of organizational field experim
C1 [Eden, Dov] Tel Aviv Univ, Coller Sch Management, IL-6997801 Tel Aviv, Israel.
RP Eden, D (reprint author), Tel Aviv Univ, Coller Sch Management, IL-6997801 Tel Aviv, Israel.
EM doveden@post.tau.ac.il
NR 208
TC 22
Z9 22
U1 3
U2 31
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 91
EP 122
PG 32
GA BH1WF
UT WOS:000398568500005
DA 2020-06-08
ER
PT S
AU van Knippenberg, D 82/309
AF van Knippenberg, Daan
BE Morgeson, FP
TI Team Innovation
LA English
DE team; group; innovation; creativity; diversity; knowledge integration; information elaboration; team climate; team composition
ID TOP MANAGEMENT TEAMS; TRANSFORMATIONAL LEADERSHIP; MODERATING ROLE; INDIVIDUAL CREATIVITY; GOAL ORIENTATION; CURVILINEAR RELATIONSHIP
COMPOSITION; PSYCHOLOGICAL SAFETY; COOPERATIVE GOALS
AB Team innovation is of growing importance in research in organizational psychology and organizational behavior as well as organizational practice. I review the empirical literature
state of the science and to provide a research agenda to move the field forward. The review identifies two main perspectives in team innovation research, the knowledge integrat
conclusions focus on the need to integrate these perspectives to develop an integrative contingency model of the factors providing teams with diverse informational resources an
these resources in a process of information exchange and integration. As part of these integrative efforts, construct consolidation efforts are important to reverse the tendency fo
mediators proposed. The review also identifies the contingencies of the relationship between idea development and idea implementation as the most important understudied issu
C1 [van Knippenberg, Daan] Erasmus Univ, Rotterdam Sch Management, NL-3000 DR Rotterdam, Netherlands.
RP van Knippenberg, D (reprint author), Erasmus Univ, Rotterdam Sch Management, NL-3000 DR Rotterdam, Netherlands.
EM dvanknippenberg@rsm.nl
OI Van Knippenberg, Daniel L 0000-0002-0269-8102
NR 119
TC 18
Z9 18
U1 4
U2 100
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 211
EP 233
PG 23
GA BH1WF
UT WOS:000398568500009
DA 2020-06-08
ER
PT S
AU Rynes, SL
Bartunek, JM
AF Rynes, Sara L.
Bartunek, Jean M.
BE Morgeson, FP
TI Evidence-Based Management: Foundations, Development, Controversies and Future
LA English
DE evidence-based management; evidence-based practice; research-practice gap; academic-practitioner relationships; systematic reviews
ID I-O PSYCHOLOGY; RIGOUR-RELEVANCE GAP; CUMULATIVE KNOWLEDGE; ORGANIZATIONAL SCIENCE; CHANGE INTERVENTIONS; PERFORMANCE; PRACTITIONE
AB We review the recent development of evidence-based management (EBMgt), tracing its origins to longstanding gaps between research and practice, discrepant findings across s
(EBMed). We provide a definition of EBMgt and review four foundational articles advocating its use. We then review categories of articles that comprise the EBMgt canon: advoc
reviews, and critiques and responses. Critiques include political, epistemological, and methodological issues directly pertinent to EBMgt as well as broader concerns about the sc
suggestions for future research emphasize, first and foremost, increasing the production of high-quality empirical studies in EBMgt. Topics of particular interest include research c
outcome studies of EBMgt implementations, and practitioners' use of evidence in their working environments. We also call for broader types of systematic reviews (SRs) than ha
C1 [Rynes, Sara L.] Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
[Bartunek, Jean M.] Boston Coll, Carroll Grad Sch Management, Chestnut Hill, MA 02467 USA.
RP Rynes, SL (reprint author), Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
EM Sara-rynes@uiowa.edu; Bartunek@bc.edu
RI Bartunek, Jean K-9366-2019
NR 133
TC 16
Z9 16
U1 4
U2 34
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 235
EP 261 83/309
PG 27
GA BH1WF
UT WOS:000398568500010
DA 2020-06-08
ER
PT S
AU Neal, A
Ballard, T
Vancouver, JB
AF Neal, Andrew
Ballard, Timothy
Vancouver, Jeffrey B.
BE Morgeson, FP
TI Dynamic Self-Regulation and Multiple-Goal Pursuit
LA English
DE self-regulation; goal striving; effort; choice; formal theory; computational modeling
ID DECISION FIELD-THEORY; INDIVIDUAL-DIFFERENCES; MULTILEVEL MODEL; EFFICACY; PERFORMANCE; MOTIVATION; TIME; TASK; AVOIDANCE; PROGRESS
AB Self-regulation is the dynamic process by which people manage competing demands on their time and resources as they strive to achieve desired outcomes, while simultaneous
review the current state of knowledge regarding the process by which people manage these types of demands. We review studies in the organizational, cognitive, social psychol
process by which people (a) manage task demands when working on a single task or goal; (b) select which tasks or goals they work on, and the timing and order in which they w
are pursuing. We review formal theories that have been developed to account for these phenomena and examine the prospects for an integrative account of self-regulation that c
across different subdisciplines within psychology.
C1 [Neal, Andrew; Ballard, Timothy] Univ Queensland, Sch Psychol, St Lucia, Qld 4072, Australia.
[Vancouver, Jeffrey B.] Ohio Univ, Dept Psychol, Athens, OH 45701 USA.
RP Neal, A (reprint author), Univ Queensland, Sch Psychol, St Lucia, Qld 4072, Australia.
EM andrew@psy.uq.edu.au; t.ballard@uq.edu.au; vancouve@ohio.edu
RI Neal, Andrew J-3152-2014
Ballard, TImothy C-8744-2015
OI Neal, Andrew 0000-0002-5344-9376
Ballard, TImothy 0000-0001-8875-4541
NR 111
TC 35
Z9 36
U1 4
U2 42
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 401
EP 423
PG 23
GA BH1WF
UT WOS:000398568500016
DA 2020-06-08
ER
PT S
AU Keyton, J
AF Keyton, Joann
BE Morgeson, FP
TI Communication in Organizations
LA English
DE communication; organizational communication; workplace communication
ID DECISION-MAKING; IMPRESSION MANAGEMENT; INFORMATION-SEEKING; SEXUAL-HARASSMENT; TECHNOLOGY USE; WORK; MODEL; PERCEPTIONS; LEADERSH
AB This article focuses on the study of organizational communication, which is a dominant subarea of communication scholarship as recognized by the National Communication Ass
Association (ICA). Because communication, and organizational communication as a subarea, is multiperspectival, this article first defines communication and then organizationa
perspectives of organizational communication. The next section points to specific areas of individual-, dyadic-, group-, and organizational-level communication research in which
organizational behavior (OPOB) share similar interests. The article concludes by describing practical implications of this area of scholarship (i.e., what can organizations and indi
scholarship) and by identifying promising areas of organizational communication study.
C1 [Keyton, Joann] North Carolina State Univ, Dept Commun, Raleigh, NC 27695 USA.
RP Keyton, J (reprint author), North Carolina State Univ, Dept Commun, Raleigh, NC 27695 USA.
EM jkeyton@ncsu.edu
NR 165
TC 5
Z9 5 84/309
U1 4
U2 34
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3804-6
PY 2017
VL 4
BP 501
EP 526
PG 26
GA BH1WF
UT WOS:000398568500020
DA 2020-06-08
ER
PT J
AU Fraher, AL
AF Fraher, Amy L.
TI Intergenerational conflict at US airlines: an unresolved Oedipal Complex?
LA English
DT Article
DE Employee relations; Age discrimination; Managerial psychology; Downsizing; Conflict
ID ORGANIZATION; LEADERSHIP; WORKPLACE; CULTURE; WORK; DISCIPLINE; DIRECTIONS; RESISTANCE; TRIANGLE; CAREER
AB Purpose - The purpose of this paper is to investigate how, if at all, organizational dynamics changed at US airlines after an industry wide modification tomandatory retirement age
society, organizations, and employees will all unequivocally benefit from abolishing mandatory retirement by investigating the impact of age-related policy changes on US airline
Design/methodology/approach - In total, 43 semi-structured interviews were conducted with captains and copilots from US airlines between September 2010 and July 2011. From
captains averaging 59 years of age; and second, junior pilots averaging 43.5 years of age.
Findings - Findings revealed that both senior and junior pilots reported retirement age policy changes created an antagonistic environment, pitting employees against each other
Research limitations/implications - Paper findings are based on empirical materials collected during an 11 month snapshot-in-time between September 2010 and July 2011 and in
who self-selected to participate in the study. Therefore, findings are not unbiased and may not be generalizable across all airlines' pilot workgroups.
Practical implications - Considerable research has been conducted identifying the policy and practice changes that employers need to adopt to retain older workers. However, few
workplace changes on employees or the organizational psychodynamics they might trigger.
Originality/value - This paper makes two main contributions. First, through use of the psychoanalytic construct of the Oedipus complex, the paper sheds light on some of the psyc
Second, it challenges assumptions about workforce aging and the underlying causes of intergenerational conflict, highlighting ways that policy changes intended to eradicate disc
against younger employees.
C1 [Fraher, Amy L.] Univ Birmingham, Birmingham Business Sch, Dept Org Work & Employment, Birmingham, W Midlands, England.
RP Fraher, AL (reprint author), Univ Birmingham, Birmingham Business Sch, Dept Org Work & Employment, Birmingham, W Midlands, England.
EM a.l.fraher@bham.ac.uk
NR 62
TC 0
Z9 0
U1 0
U2 8
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2017
VL 32
IS 1
BP 75
EP 88
DI 10.1108/JMP-06-2015-0238
PG 14
GA EQ4TX
UT WOS:000398072800006
OA Green Published
DA 2020-06-08
ER
PT J
AU Pundt, A
Venz, L
AF Pundt, Alexander
Venz, Laura
TI Personal need for structure as a boundary condition for humor in leadership
LA English
DT Article
DE humor; leadership; personal need for structure; relational mechanism; moderated mediation 85/309
ID STUDENT-RECRUITED SAMPLES; COMMON METHOD BIAS; MEMBER EXCHANGE; ORGANIZATIONAL RESEARCH; SOCIAL-PSYCHOLOGY; POSITIVE HUMOR; META
AB Recent research has established a positive relationship between humor in leadership and organizational behavior variables. However, neither the mechanisms nor the boundary
completely understood. In this study, we contribute to these questions by investigating the relationship between humor in leadership and follower commitment and burnout in mo
relational process and specified this relational process in terms of leader-member exchange. Moreover, we assume that these relationships depend on followers' personal need f
model in a two-wave survey study with 142 employees. Our results support the proposed model. We found the predicted indirect effect of humor on commitment and disengagem
However, we did not find the proposed effects for emotional exhaustion. We discuss implications for leadership theory, humor theory, and for leadership training and practice. Co
C1 [Pundt, Alexander; Venz, Laura] Univ Mannheim, Dept Psychol, Mannheim, Germany.
RP Pundt, A (reprint author), Univ Mannheim, Dept Psychol Work & Org Psychol, Schloss EO 233, D-68131 Mannheim, Germany.
EM alexander.pundt@uni-mannheim.de
RI Venz, Laura AAC-6643-2019
OI Venz, Laura 0000-0003-0642-988X
NR 88
TC 16
Z9 17
U1 12
U2 79
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JAN
PY 2017
VL 38
IS 1
BP 87
EP 107
DI 10.1002/job.2112
PG 21
GA EI3YV
UT WOS:000392430000005
DA 2020-06-08
ER
PT J
AU Prem, R
Ohly, S
Kubicek, B
Korunka, C
AF Prem, Roman
Ohly, Sandra
Kubicek, Bettina
Korunka, Christian
TI Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work
LA English
DT Article
DE time pressure; learning demands; cognitive appraisal; thriving; diary study
ID INTERNAL CONSISTENCY; JOB DEMANDS; HINDRANCE; PERFORMANCE; ENGAGEMENT; MEDIATION; EMOTIONS; ATTRIBUTIONS; CREATIVITY; PSYCHOLOGY
AB In the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated b
examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we prop
negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 know
lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure o
effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total
distinction between the two components of thriving at work in future research. Copyright (c) 2016 The Authors Journal of Organizational Behavior Published by John Wiley & Son
C1 [Prem, Roman; Kubicek, Bettina] Univ Vienna, Vienna, Austria.
[Korunka, Christian] Univ Vienna, Work Psychol, Vienna, Austria.
[Ohly, Sandra] Univ Kassel, Business Psychol, Kassel, Germany.
RP Prem, R (reprint author), Univ Vienna, Fac Psychol, Vienna, Austria.
EM roman.prem@univie.ac.at
RI Ohly, Sandra AAB-8707-2019
Prem, Roman G-1979-2011
OI Prem, Roman 0000-0001-6147-2069
Ohly, Sandra 0000-0001-6818-7519
FU Austrian Science Fund (FWF)Austrian Science Fund (FWF) [P23377-G17]
FX An earlier version of this paper was presented at the 31st annual SIOP conference in April 2016, Annaheim. We are thankful to Ines Natzschka, Jonathan Ohler, Eva Schunk, an
This research was partly supported by the Austrian Science Fund (FWF): P23377-G17.
NR 66
TC 47
Z9 49
U1 8
U2 110
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav. 86/309
PD JAN
PY 2017
VL 38
IS 1
BP 108
EP 123
DI 10.1002/job.2115
PG 16
GA EI3YV
UT WOS:000392430000006
PM 28133415
OA Other Gold, Green Published
DA 2020-06-08
ER
PT J
AU Barasch, A
Levine, EE
Schweitzer, ME
AF Barasch, Alixandra
Levine, Emma E.
Schweitzer, Maurice E.
TI Bliss is ignorance: How the magnitude of expressed happiness influences perceived naivete and interpersonal exploitation
LA English
DT Article
DE Emotion and social judgment; Advice; Conflict of interest; Negotiation; Happiness; Naivete
ID LEADER EMOTIONAL DISPLAYS; POSITIVE AFFECT; PRACTICAL INTELLIGENCE; FACIAL EXPRESSIONS; SEEKING HAPPINESS; MOOD; BEHAVIOR; SERVICE; PEOP
AB Across six studies, we examine how the magnitude of expressed happiness influences social perception and interpersonal behavior. We find that happiness evokes different judg
moderate levels, and that these judgments influence opportunistic behavior. Specifically, people perceive very happy individuals to be more naive than moderately happy individu
individuals shelter themselves from negative information about the world. As a result of these inferences, very happy people, relative to moderately happy people, are more likely
and are more likely to be chosen as negotiation partners when the opportunity for exploitation is salient. Our findings challenge existing assumptions in organizational behavior a
expressing happiness, and underscore the importance of examining emotional expressions at different magnitudes. We call for future work to explore how the same emotion, exp
and behavior. (C) 2016 Published by Elsevier Inc.
C1 [Barasch, Alixandra] NYU, New York, NY 10003 USA.
[Levine, Emma E.] Univ Chicago, Chicago, IL 60637 USA.
[Schweitzer, Maurice E.] Univ Penn, Philadelphia, PA 19104 USA.
RP Barasch, A (reprint author), NYU, Stern Sch Business, 40 W 4th St, New York, NY 10012 USA.
EM abarasch@stern.nyu.edu
FU Wharton Behavioral Lab
FX The authors thank Patti Williams, Jeremy Yip, Theresa Kelly, and Thomas Bradford Bitterly for their thoughtful feedback. Partial support for this research comes from the Wharton
NR 143
TC 16
Z9 16
U1 4
U2 26
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD NOV
PY 2016
VL 137
BP 184
EP 206
DI 10.1016/j.obhdp.2016.05.006
PG 23
GA ED8EF
UT WOS:000389104100014
DA 2020-06-08
ER
PT J
AU Kinias, Z
Sim, J
AF Kinias, Zoe
Sim, Jessica
TI Facilitating Women's Success in Business: Interrupting the Process of Stereotype Threat Through Affirmation of Personal Values
LA English
DT Article
DE stereotype threat; gender; performance; self-affirmation; international
ID SELF-AFFIRMATION; TEST-PERFORMANCE; ACHIEVEMENT GAP; GENDER; EFFICACY; IDENTITY; METAANALYSIS; PSYCHOLOGY; CONSTRUCT; ANXIETY
AB Two field experiments examined if and how values affirmations can ameliorate stereotype threat-induced gender performance gaps in an international competitive business envir
predicted that writing about personal values unrelated to the perceived threat would attenuate the gender performance gap. Study 1 found that an online assignment to write abo
including organizational values) closed the gender gap in course grades by 89.0% among 423 Masters of Business Administration students (MBAs) at an international business s
87/309
different cohort with random assignment and tested 3 related mediators (self-efficacy, self-doubt, and self-criticism). Personal values reflection (but not reflecting on values includ
reduced the gender gap by 66.5%, and there was a significant indirect effect through reduced self-doubt. These findings show that a brief personal values writing exercise can dr
environments where they are negatively stereotyped. The results also demonstrate that stereotype threat (Steele & Aronson, 1995) can occur within a largely non-American popu
personal values (without organizational values) can ameliorate the threat.
C1 [Kinias, Zoe] INSEAD, Dept Org Behav, 1 Ayer Rajah Ave, Singapore 138676, Singapore.
[Sim, Jessica] Univ Wisconsin La Crosse, Dept Psychol, La Crosse, WI 54601 USA.
RP Kinias, Z (reprint author), INSEAD, Dept Org Behav, 1 Ayer Rajah Ave, Singapore 138676, Singapore.
EM zoe.kinias@insead.edu
OI Kinias, Zoe 0000-0002-4249-2846
FU Gabriel Szulanski; Unilever Fund; Alumni Fund at INSEAD
FX We are grateful to Peter Zemsky for enabling this research with the help of Gabriel Szulanski; the Unilever Fund and the Alumni Fund at INSEAD for financial support; Herminia
practical contributions; and Daphne Teh and Rui Ling Lee for assistance. We also thank Jenessa Shapiro and David Sherman for helpful comments on the article.
NR 71
TC 11
Z9 12
U1 5
U2 69
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2016
VL 101
IS 11
BP 1585
EP 1597
DI 10.1037/apl0000139
PG 13
GA EC2PD
UT WOS:000387964700005
PM 27504659
DA 2020-06-08
ER
PT J
AU Li, WD
Stanek, KC
Zhang, Z
Ones, DS
McGue, M
AF Li, Wen-Dong
Stanek, Kevin C.
Zhang, Zhen
Ones, Deniz S.
McGue, Matt
TI Are Genetic and Environmental Influences on Job Satisfaction Stable Over Time? A Three-Wave Longitudinal Twin Study
LA English
DT Article
DE job satisfaction; heritability; interpersonal conflict; negative affectivity and positive affectivity; occupational status
ID GENERAL MENTAL-ABILITY; LEADERSHIP ROLE OCCUPANCY; CORE SELF-EVALUATIONS; DISPOSITIONAL APPROACH; PERSONALITY-DEVELOPMENT; BEHAVIORA
AFFECTIVITY; WORK DESIGN; BIG 5
AB Job satisfaction research has unfolded as an exemplary manifestation of the "person versus environment" debate in applied psychology. With the increasing recognition of the im
to the dispositional view of job satisfaction: Are genetic influences on job satisfaction stable across different time points? Drawing upon dispositional and situational perspectives
behavioral genetics, we examined whether the relative potency of genetic (i.e., the person) and environmental influences on job satisfaction changed over time in a 3-wave longit
showed that genetic influences accounted for 31.2% of the variance in job satisfaction measured at approximately Age 21, which was markedly greater than the 18.7% and 19.8%
30. Such genetic influences were mediated via positive affectivity and negative affectivity, but not via general mental ability. After partialing out genetic influences, environmental
conflict at work and occupational status, and these influences were relatively stable across the 3 time points. These results offer important implications for organizations and emp
enhance job satisfaction.
C1 [Li, Wen-Dong] Chinese Univ Hong Kong, Dept Management, Cheng Yu Tung Bldg,12 Chak Cheung St, Shatin, Hong Kong, Peoples R China.
[Li, Wen-Dong] Kansas State Univ, Dept Psychol Sci, Manhattan, KS 66506 USA.
[Stanek, Kevin C.; Ones, Deniz S.; McGue, Matt] Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
[Zhang, Zhen] Arizona State Univ, WP Carey Sch Business, Tempe, AZ 85287 USA.
[Zhang, Zhen] Sun Yat Sen Univ, Lingnan Univ Coll, Guangzhou, Guangdong, Peoples R China.
RP Li, WD (reprint author), Chinese Univ Hong Kong, Dept Management, Cheng Yu Tung Bldg,12 Chak Cheung St, Shatin, Hong Kong, Peoples R China.
EM oceanbluepsy@gmail.com
RI Li, Wen-Dong S-4942-2018
Zhang, Zhen D-4890-2018
OI Li, Wen-Dong 0000-0002-8357-7539
Ones, Deniz S. 0000-0003-1739-8951
FU National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71072024]; Singapore Ministry of Education Research Grants [R-317-000-085-112,
U.S. National Institute on Alcohol Abuse and AlcoholismUnited States Department of Health & Human ServicesNational Institutes of Health (NIH) - USANIH National Institute on
National Institute of Mental HealthUnited States Department of Health & Human ServicesNational Institutes of Health (NIH) - USANIH National Institute of Mental Health (NIMH)
Department of Health & Human ServicesNational Institutes of Health (NIH) - USANIH National Institute on Drug Abuse (NIDA) [DA05147, DA013240, DA036216]; Lingnan (Univ
FX This project was partially funded by the National Natural Science Foundation of China (Grant 71072024), the Singapore Ministry of Education Research Grants (R-317-000-085-
102-112), and by grants from the U.S. National Institute on Alcohol Abuse and Alcoholism (AA09367, AA11886), National Institute of Mental Health (MH066140), and National In
Zhang's work on this research was partially supported by the Lingnan (University) College, Sun Yat-sen University. We thank Richard Arvey, Michael Frese, Peter Harms, Zhaoli
version of this article. We are also grateful to Thomas Bouchard, Mike Miller, Michael Neale, Kris Preacher, and Eric Turkheimer for helpful comments on testing mediation, and t
are also indebted
NR 184
TC 4 88/309
Z9 4
U1 5
U2 67
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2016
VL 101
IS 11
BP 1598
EP 1619
DI 10.1037/apl0000057
PG 22
GA EC2PD
UT WOS:000387964700006
PM 27504661
OA Bronze
DA 2020-06-08
ER
PT J
AU Cucina, JM
McDaniel, MA
AF Cucina, Jeffrey M.
McDaniel, Michael A.
TI Pseudotheory proliferation is damaging the organizational sciences
LA English
DT Article
DE theory; research methods; scientific method; hypothesis
ID INDUSTRIAL; PSYCHOLOGY
AB In recent years, there has been an increasing emphasis on the role of theory in organizational behavior (OB) research. Authors are strongly encouraged to develop theory in thei
in stark contrast to the process used in other fields of science. Our counterparts in those fields follow the scientific method and define theory as a concise and elegant hypothesis
based on extensive empirical research, many of OB's theories are based on a limited number of primary studies (at best) or speculation and conjecture (at worst). OB researcher
replicating previously published work. Consequently, many OB theories do not meet the criteria for a true scientific theory. We propose that OB researchers should re-embrace th
research that could be used in the future to establish true scientific theories (through extensive hypothesis testing, empirical research, and conceptual replications) rather than co
subfield of OB provides a reasonable exemplar of this model, yet it has been derided of late for being too atheoretical. Copyright (c) 2016 John Wiley & Sons, Ltd.
C1 [Cucina, Jeffrey M.] US Customs & Border Protect, Washington, DC 20229 USA.
[McDaniel, Michael A.] Virginia Commonwealth Univ, Management, Richmond, VA USA.
RP Cucina, JM (reprint author), US Customs & Border Protect, Washington, DC 20229 USA.
EM jcucina@gmail.com
NR 42
TC 5
Z9 6
U1 1
U2 13
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD NOV
PY 2016
VL 37
IS 8
BP 1116
EP 1125
DI 10.1002/job.2117
PG 10
GA EB1SE
UT WOS:000387133900002
DA 2020-06-08
ER
PT J
AU Mathieu, JE
AF Mathieu, John E.
TI The problem with [in] management theory
LA English
DT Article 89/309
DE theory; abduction; problem driven
ID THEORETICAL CONTRIBUTION; ORGANIZATIONAL SCIENCES; EDITORIAL ESSAY; CONSTITUTES; PSYCHOLOGY
AB Theory is essential to everything that we do as people studying and practicing industrial/organizational psychology and organizational behavior. But, I think that our field has lost
interesting puzzles. Advancing management theory seems to have become an end state in and of itself. We seemed to be far more concerned with the entertainment value of the
Top journals in our field are mandating that all articles must make a theoretical contribution, and theoretical contributions are being gauged primarily in terms of how innovative, c
advocate for a more balanced approach, and in particular, for greater use of abductive inference. I argue that if you start with a real-world challenge and draw from existing theor
things, you are also making a theoretical contribution. Whether or not we are guided by theory is not really at issueat issue is how well developed are our theories, how accurate
everyone involved?
C1 [Mathieu, John E.] Univ Connecticut, Dept Management, Storrs, CT USA.
RP Mathieu, JE (reprint author), Sch Business, RM 340,2100 Hillside Rd,Unit 1041MG, Storrs, CT 06269 USA.
EM JMathieu@business.uconn.edu
NR 37
TC 17
Z9 17
U1 2
U2 34
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD NOV
PY 2016
VL 37
IS 8
BP 1132
EP 1141
DI 10.1002/job.2114
PG 10
GA EB1SE
UT WOS:000387133900004
DA 2020-06-08
ER
PT J
AU Nyberg, AJ
Pieper, JR
Trevor, CO
AF Nyberg, Anthony J.
Pieper, Jenna R.
Trevor, Charlie O.
TI Pay-for-Performance's Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective
LA English
DT Article
DE pay-for-performance; merit pay; bonus pay; employee performance; contingency theory; pay trend; performance measurement
ID VOLUNTARY TURNOVER RELATIONSHIP; MANAGERIAL COMPENSATION; MERIT-PAY; ORGANIZATIONAL PERFORMANCE; EMPIRICAL-ANALYSIS; FIRM PERFORMA
WORK
AB Although pay-for-performance's potential effect on employee performance is a compelling issue, understanding this dynamic has been constrained by narrow approaches to pay-
surrounding conditions. In response, we take a more nuanced perspective by integrating fundamental principles of economics and psychology to identify and incorporate employ
characteristics, and pay system experience into a contingency model of the pay-for-performance-future performance relationship. We test the role that these four key contextual f
employees over a 5-year period. We find that merit and bonus pay, as well as their multiyear trends, are positively associated with future employee performance. Furthermore, ou
perspectives would predict, bonus pay may have a stronger effect on future performance than merit pay. Our results also support a contingency approach to pay-for-performance
pay and bonus pay can substitute for each other and that the strength of pay-for-performance's effect is a function of employee tenure, the pay-for-performance trend over time, a
of employee performance across jobs).
C1 [Nyberg, Anthony J.] Univ South Carolina, 1705 Coll St, Columbia, SC 29208 USA.
[Pieper, Jenna R.] Univ Nebraska, Lincoln, NE USA.
[Trevor, Charlie O.] Univ Wisconsin, Madison, WI USA.
RP Nyberg, AJ (reprint author), Univ South Carolina, 1705 Coll St, Columbia, SC 29208 USA.
EM Anthony.nyberg@moore.sc.edu
RI Pieper, Jenna V-8041-2019
NR 82
TC 33
Z9 34
U1 4
U2 167
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD NOV
PY 2016
VL 42
IS 7
BP 1753
EP 1783 90/309
DI 10.1177/0149206313515520
PG 31
GA DY1BL
UT WOS:000384829800001
DA 2020-06-08
ER
PT J
AU Bosco, FA
Aguinis, H
Field, JG
Pierce, CA
Dalton, DR
AF Bosco, Frank A.
Aguinis, Herman
Field, James G.
Pierce, Charles A.
Dalton, Dan R.
TI HARKING'S THREAT TO ORGANIZATIONAL RESEARCH: EVIDENCE FROM PRIMARY AND META-ANALYTIC SOURCES
LA English
DT Article
ID JOB-PERFORMANCE; SCHOLARLY IMPACT; PERSONALITY; PREDICTION; MANAGEMENT; SCIENCE; TRENDS; ACCOMMODATION; RELIABILITY; HYPOTHESES
AB We assessed presumed consequences of hypothesizing after results are known (HARKing) by contrasting hypothesized versus nonhypothesized effect sizes among 10 common
management, and industrial and organizational psychology research. In Study 1, we analyzed 247 correlations representing 9 relations with individual performance in 136 articles
Psychology and provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In Study 2, we analyzed 281 effect sizes from a me
provide evidence that correlations are significantly larger when hypothesized compared to nonhypothesized. In addition, in Study 2, we documented that hypothesized variable p
We also ruled out 13 alternative explanations to the presumed HARKing effect pertaining to methodological (e.g., unreliability, publication year, research setting, research design
(e.g., predictor-performance pair, performance measure, satisfaction measure, occupation, job/task complexity) issues. Our results suggest that HARKing seems to pose a threa
applications. We offer recommended solutions to the HARKing threat.
C1 [Bosco, Frank A.; Field, James G.] Virginia Commonwealth Univ, Med Coll Virginia Campus, Richmond, VA 23284 USA.
[Aguinis, Herman; Dalton, Dan R.] Indiana Univ, Bloomington, IN 47405 USA.
[Pierce, Charles A.] Univ Memphis, Memphis, TN 38152 USA.
RP Bosco, FA (reprint author), Virginia Commonwealth Univ, Dept Management, Sch Business, POB 844000, Richmond, VA 23284 USA.
EM fabosco@vcu.edu
Field, James 0000-0001-8487-6648
NR 65
TC 51
Z9 51
U1 2
U2 59
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD FAL
PY 2016
VL 69
IS 3
BP 709
EP 750
DI 10.1111/peps.12111
PG 42
GA EC7BP
UT WOS:000388291100006
DA 2020-06-08
ER
PT J
AU Higgins, ET
Cornwell, JFM
AF Higgins, E. Tory
Cornwell, James F. M.
TI Securing foundations and advancing frontiers: Prevention and promotion effects on judgment & decision making
LA English
DT Article
DE Regulatory focus promotion prevention decision making judgment
ID THEORY RELATING SELF; REGULATORY FOCUS; MORAL PSYCHOLOGY; GOAL ATTAINMENT; FIT; MOTIVATION; AVOIDANCE; STRENGTH; DISCREPANCY; PERSONA
AB Over the past two decades, research testing regulatory focus theory has made multiple contributions to understanding better many different psychological issues. In this article, w
ranging impact, and its implications in particular for understanding the motivational underpinnings of judgment and decision making. We then explore new developments regardin
psychological experience of being above or below the status quo, and note how this research helps to further distinguish regulatory focus from more general models of approach
the relation among regulatory focus, politics, and culture, and between regulatory focus and ethics both of which may be of special interest to organizational psychologists and de
C1 [Higgins, E. Tory; Cornwell, James F. M.] Columbia Univ, Dept Psychol, 406 Schermerhorn Hall,1190 Amsterdam Ave MC 5501, New York, NY 10027 USA.
[Cornwell, James F. M.] US Mil Acad, Dept Behav Sci & Leadership, 276 Thayer Hall, West Point, NY 10996 USA.
91/309
RP Higgins, ET (reprint author), Columbia Univ, Dept Psychol, 406 Schermerhorn Hall,1190 Amsterdam Ave MC 5501, New York, NY 10027 USA.
EM tory@psych.columbia.edu; jamesfcornwell@gmail.com
NR 89
TC 34
Z9 35
U1 4
U2 64
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD SEP
PY 2016
VL 136
BP 56
EP 67
DI 10.1016/j.obhdp.2016.04.005
PG 12
GA DY1MI
UT WOS:000384858700007
DA 2020-06-08
ER
PT J
AU Porter, CM
Woo, SE
Campion, MA
AF Porter, Caitlin M.
Woo, Sang Eun
Campion, Michael A.
TI INTERNAL AND EXTERNAL NETWORKING DIFFERENTIALLY PREDICT TURNOVER THROUGH
LA English
DT Article
ID JOB EMBEDDEDNESS; VOLUNTARY TURNOVER; EMPLOYEE TURNOVER; UNFOLDING MODEL; POLITICAL SKILL; SOCIAL SUPPORT; SEARCH; BEHAVIORS; OUTCO
AB Although the career benefits associated with professional networking are relatively well established, the repercussions of this highly regarded career management activity for volu
costs associated with voluntary turnover, this study sought to clarify the roles of networking behaviors in relation to voluntary turnover by focusing on the distinction between inter
industrial and organizational psychology professionals, we found that internal and external networking behaviors differentially predicted decisions to voluntarily leave employers 2
predicted by internal networking and positively predicted by external networking. Furthermore, to shed light on the reasons why employee networking behaviors differentially pred
antecedents ( job satisfaction, job embeddedness, perceived employment opportunities, and job offers) as potential mediating mechanisms. Results revealed that the relationshi
were mediated by job embeddedness and job offers, respectively. We discuss the implications of these findings for understanding and managing employee networking and reten
C1 [Porter, Caitlin M.; Woo, Sang Eun; Campion, Michael A.] Purdue Univ, W Lafayette, IN 47907 USA.
RP Porter, CM (reprint author), Purdue Univ, Dept Psychol Sci, 703 Third St, W Lafayette, IN 47907 USA.
EM caitlinmporter@gmail.com
RI Porter, Caitlin AAI-9290-2020
OI Porter, Caitlin 0000-0002-4726-2871
NR 100
TC 20
Z9 20
U1 1
U2 44
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD FAL
PY 2016
VL 69
IS 3
BP 635
EP 672
DI 10.1111/peps.12121
PG 38
GA EC7BP
UT WOS:000388291100004
DA 2020-06-08
ER
PT J
AU Griffin, MA
Cordery, J 92/309
Soo, C
AF Griffin, Mark A.
Cordery, John
Soo, Christine
TI Dynamic safety capability: How organizations proactively change core safety systems
LA English
DT Article
DE human resource management; organizational change; safety
ID HIGH-RELIABILITY; ABSORPTIVE-CAPACITY; CULTURE; LEADERSHIP; INNOVATION; PERFORMANCE; MANAGEMENT; CLIMATE; WORK; OIL
AB We introduce the concept of dynamic safety capability (DSC) to describe an organization's capacity to proactively change its core safety systems in environments characterized b
capability in organizations, we define three core features of DSC: (a) sensing via scanning and attending to the future, (b) seizing via integrating complexity and, (c) transforming
developed through organizational learning processes of experience, knowledge articulation, and knowledge codification. The features of DSC are integrated with major theories o
how organizational psychology can support the development of DSC through leadership and simulation activities.
C1 [Griffin, Mark A.] Univ Western Australia, Org Psychol, Crawley, WA, Australia.
[Griffin, Mark A.] Univ Western Australia, Ctr Safety, Crawley, WA, Australia.
[Cordery, John] Univ Western Australia, Sch Business, Management, Crawley, WA, Australia.
[Soo, Christine] Univ Western Australia, Sch Business, Crawley, WA, Australia.
RP Griffin, MA (reprint author), Univ Western Australia, Sch Psychol, M304,35 Stirling Hwy, Crawley, WA 6009, Australia.
EM mark.griffin@uwa.edu.au
RI Griffin, Mark H-9312-2014
OI Griffin, Mark 0000-0003-4326-7752
NR 137
TC 11
Z9 11
U1 0
U2 49
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD AUG
PY 2016
VL 6
IS 3
BP 248
EP 272
DI 10.1177/2041386615590679
PG 25
GA DS7IB
UT WOS:000380955600002
DA 2020-06-08
ER
PT J
AU Cole, MS
Shipp, AJ
Taylor, SG
AF Cole, Michael S.
Shipp, Abbie J.
Taylor, Shannon G.
TI Viewing the interpersonal mistreatment literature through a temporal lens
LA English
DT Article
DE Abusive supervision; bullying; incivility; interpersonal mistreatment; longitudinal; objective time; subjective time; temporal lens; time; undermining
ID COUNTERPRODUCTIVE WORK BEHAVIOR; ABUSIVE SUPERVISION; WORKPLACE AGGRESSION; MODERATING ROLE; SOCIAL-CONTEXT; TIME; INCIVILITY; MODEL
AB Given increasing awareness of time's critical role, we assess the current position of time in the workplace mistreatment literature. Focusing on four mistreatment constructs (viz.,
social undermining) found in the organizational psychology literature, our search revealed 266 studies that have empirically examined the consequences of these forms of interpe
finding that with a few exceptions, most have failed to design and test theoretical relationships in a manner consistent with construct definitions. As interpersonal mistreatment re
substantial number of existing studies offer limited insight into the true nature of mistreatment's consequences over time. We go on to elaborate on the types of theoretical insigh
and/or subjective time) is adopted by mistreatment researchers.
C1 [Cole, Michael S.; Shipp, Abbie J.] Texas Christian Univ, Management, Ft Worth, TX 76129 USA.
[Taylor, Shannon G.] Univ Cent Florida, Management, Orlando, FL 32816 USA.
RP Cole, MS (reprint author), Texas Christian Univ, Neeley Sch Business, Dept Management Entrepreneurship & Leadership, Ft Worth, TX 76129 USA.
EM m.s.cole@tcu.edu
RI Shipp, Abbie AAN-7418-2020
cole, michael AAA-2548-2020
NR 101
TC 17
Z9 18
U1 5
U2 59
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874 93/309
PD AUG
PY 2016
VL 6
IS 3
BP 273
EP 302
DI 10.1177/2041386615607095
PG 30
GA DS7IB
UT WOS:000380955600003
DA 2020-06-08
ER
PT J
AU Miscenko, D
Day, DV
AF Miscenko, Darja
Day, David V.
TI Identity and identification at work
LA English
DT Article
DE Multiple identities; occupational identity; organizational identification; team identification; work identity
ID ORGANIZATIONAL IDENTIFICATION; SOCIAL IDENTITY; TEAM IDENTIFICATION; DIRTY WORK; PROFESSIONAL IDENTITY; EXPANDED MODEL; MANAGEMENT STRAT
JOB-SATISFACTION
AB Work identity and identification have generated a great deal of interest in the fields of organizational psychology and organizational behavior. Given several theoretical perspectiv
somewhat haphazard fashion with independent streams of research investigating the same or highly similar phenomena. In the present review, we provide a broad overview of th
inform and guide future integration. We review over 600 published articles and organize the literature along two dimensions: level of identity inclusiveness (i.e., individual, interpe
change. Within each review category, a brief summary of extant research is provided, along with suggestions for future research.
C1 [Miscenko, Darja] Maastricht Univ, Maastricht, Netherlands.
[Miscenko, Darja] Univ Western Australia, Nedlands, WA 6009, Australia.
[Day, David V.] Univ Western Australia, Sch Business, Leadership & Management, Nedlands, WA 6009, Australia.
RP Miscenko, D (reprint author), Maastricht Univ, Sch Business & Econ, Dept Org & Strategy, Tongersestr 53, NL-6211 LM Maastricht, Netherlands.
EM dmiscenko@gmail.com
RI Kragt, Darja AAI-2917-2020
OI Kragt, Darja 0000-0002-6722-8582
FU Australian Research CouncilAustralian Research Council [1093209]
FX The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This work was supported by the Australian Resear
David V. Day.
NR 201
TC 46
Z9 47
U1 11
U2 126
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD AUG
PY 2016
VL 6
IS 3
BP 215
EP 247
DI 10.1177/2041386615584009
PG 33
GA DS7IB
UT WOS:000380955600001
DA 2020-06-08
ER
PT J
AU Green, JP
Tonidandel, S
Cortina, JM
AF Green, Jennifer P.
Tonidandel, Scott
Cortina, Jose M.
TI Getting Through the Gate: Statistical and Methodological Issues Raised in the Reviewing Process
LA English
DT Article
DE qualitative research; method variance; factor analysis; interactions; construct validation procedures
94/309
ID MODERATED MULTIPLE-REGRESSION; EXPLORATORY FACTOR-ANALYSIS; ORGANIZATIONAL-RESEARCH; METHOD VARIANCE; PREDICTOR VARIABLES; METHOD
VALIDITY
AB This study empirically examined the statistical and methodological issues raised in the reviewing process to determine what the gatekeepers of the literature, the reviewers and e
accept or reject manuscripts. Three hundred and four editors' and reviewers' letters for 69 manuscripts submitted to the Journal of Business and Psychology were qualitatively co
267 codes from 1,751 statements that identified common methodological and statistical errors by authors and offered themes across these issues. We examined the relationship
most prevalent methodological and statistical topics were measurement, control variables, common method variance, factor analysis, and structural equation modeling. Common
This qualitative analysis of methods in reviews provides insight into how current methodological debates reveal themselves in the review process. This study offers guidance and
for editors and reviewers to improve the quality of their reviews.
C1 [Green, Jennifer P.; Cortina, Jose M.] George Mason Univ, Dept Psychol, 4400 Univ Dr, Fairfax, VA 22030 USA.
[Tonidandel, Scott] Davidson Coll, Dept Psychol, Davidson, NC 28036 USA.
RP Green, JP (reprint author), George Mason Univ, Dept Psychol, 4400 Univ Dr, Fairfax, VA 22030 USA.
EM jgreen24@gmu.edu
NR 120
TC 16
Z9 17
U1 3
U2 67
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JUL
PY 2016
VL 19
IS 3
BP 402
EP 432
DI 10.1177/1094428116631417
PG 31
GA DP8NM
UT WOS:000378754900004
DA 2020-06-08
ER
PT J
AU Arnold, J
Clark, M
AF Arnold, John
Clark, Mike
TI Running the penultimate lap of the race: A multimethod analysis of growth, generativity, career orientation, and personality amongst men in mid/late career
LA English
DT Article
ID EGO DEVELOPMENT; FUTURE TIME; LIFE-SPAN; AGE; WORK; ADULTS; JOB; SATISFACTION; PERFORMANCE; COMPENSATION
AB The dynamics of development in mid/late career are relatively uncharted territory in empirical research and represent a point of intersection between work/organizational psychol
data from a study of 41 men aged between 45 and 55, we investigated the correlates and compatibility of two key developmental phenomena at this career stage: personal grow
orientation (not necessarily in the form of hierarchical advancement) was positively associated with personal growth and generativity, whereas a preoccupation with career maint
men's orientation towards their career did not uniquely predict growth or generativity when these variables were also regressed on the personality traits of ego resiliency and ego
career stage is the root of a positive experience of mid/late career. We also conclude that the importance of personal growth is not confined to the first half of career and that con
ostensibly self-focused concerns of growth. Differences between findings from self-report questionnaire and coded interview narratives suggest that method matters in the invest
C1 [Arnold, John] Univ Loughborough, Sch Business & Econ, Loughborough, Leics, England.
[Clark, Mike] Univ W England, Bristol Business Sch, Ctr Employment Studies Res, Bristol BS16 1QY, Avon, England.
RP Clark, M (reprint author), Univ W England, Coldharbour Lane, Bristol BS16 1QY, Avon, England.
EM michael.clark@uwe.ac.uk
NR 80
TC 6
Z9 6
U1 4
U2 18
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD JUN
PY 2016
VL 89
IS 2
BP 308
EP 329
DI 10.1111/joop.12125
PG 22
GA DL6CM
UT WOS:000375725900004
DA 2020-06-08 95/309
ER
PT J
AU Crozier, SE
Cassell, CM
AF Crozier, Sarah E.
Cassell, Catherine M.
TI Methodological considerations in the use of audio diaries in work psychology: Adding to the qualitative toolkit
LA English
DT Article
DE audio diaries; qualitative; stress
ID PERFORMANCE; APPRAISAL; CONTEXT; REFLECTIONS; REFLEXIVITY; ENGAGEMENT; EXPERIENCE; STRESSORS
AB The use of longitudinal methodology as a means of capturing the intricacies in complex organizational phenomena is well documented, and many different research strategies fo
qualitative and quantitative stance. This study explores a specific emergent qualitative methodology, audio diaries, and assesses their utility for work psychology research drawin
working patterns and stress in UK temporary workers. Specifically, we explore some important methodological, analytical and technical issues for practitioners and researchers w
methodology has much to offer when studying stress and affective experiences at work. We provide support for the need to implement pluralistic and complementary methodolog
assert their capacity to further illuminate the process orientation of stress.
This study illustrates the importance of verbalization in documenting stress and affective experience as a mechanism for accessing cognitive processes in making sense of such
traditional qualitative methods to assess applicability to different research contexts. This study provides practical guidance and a methodological framework for the design of aud
solutions for researchers and practitioners.
C1 [Crozier, Sarah E.] Manchester Metropolitan Univ, Manchester M15 6BH, Lancs, England.
[Cassell, Catherine M.] Univ Leeds, Leeds LS2 9JT, W Yorkshire, England.
RP Crozier, SE (reprint author), Manchester Metropolitan Univ, Sch Business, All St Campus,Oxford Rd, Manchester M15 6BH, Lancs, England.
EM s.crozier@mmu.ac.uk
NR 72
TC 10
Z9 10
U1 0
U2 13
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD JUN
PY 2016
VL 89
IS 2
BP 396
EP 419
DI 10.1111/joop.12132
PG 24
GA DL6CM
UT WOS:000375725900008
PM 27708502
OA Green Published
DA 2020-06-08
ER
PT J
AU van Woerkom, M
Oerlemans, W
Bakker, AB
Oerlemans, Wido
Bakker, Arnold B.
TI Strengths use and work engagement: a weekly diary study
LA English
DT Article
DE positive psychology; strengths use; work engagement
ID POSITIVE ORGANIZATIONAL-BEHAVIOR; PROACTIVE BEHAVIOR; PERSONAL RESOURCES; JOB-PERFORMANCE; SELF; PSYCHOLOGY; MODEL; EMPLOYEES; REL
AB The present study among 65 civil engineers investigates the impact of organizational support for strengths use on weekly work engagement and proactive behaviour. Positive ps
authentic and efficacious. We argue that employees use these positive psychological states as resources that fuel work engagement and proactive work behaviour. Participants c
support, and a weekly quantitative diary questionnaire regarding their strengths use, self-efficacy, work engagement, and proactive behaviour over a period of five consecutive w
structural equation analyses showed that organizational strengths use support was positively related to weekly strengths use. Furthermore, the results indicated that weekly stren
proactive behaviour, through weekly self-efficacy (sequential mediation). Although strengths use support contributed indirectly to work engagement (mediated by strengths use a
with proactive behaviour. Our study indicates that strengths use is associated with employees' levels of self-efficacy, work engagement, and proactive behaviour and that organiz
giving them the opportunity to do what they are good at.
C1 [van Woerkom, Marianne] Tilburg Univ, Dept Human Resource Studies, NL-5000 LE Tilburg, Netherlands.
[Oerlemans, Wido] Eindhoven Univ Technol, Dept Ind Engn & Innovat Sci, Human Performance Management Grp, POB 513, NL-5600 MB Eindhoven, Netherlands.
[Bakker, Arnold B.] Erasmus Univ, Dept Work & Org Psychol, Rotterdam, Netherlands.
RP van Woerkom, M (reprint author), Tilburg Univ, Dept Human Resource Studies, NL-5000 LE Tilburg, Netherlands.
RI Bakker, Arnold B. F-8494-2010
OI Bakker, Arnold B. 0000-0003-1489-1847
NR 79
TC 3
Z9 3
96/309
U1 6
U2 67
PI ABINGDON
PA 4 PARK SQUARE, MILTON PARK, ABINGDON OX14 4RN, OXFORDSHIRE, ENGLAND
SN 1359-432X
EI 1464-0643
PD MAY 3
PY 2016
VL 25
IS 3
BP 384
EP 397
DI 10.1080/1359432X.2015.1089862
PG 14
GA DG9QE
UT WOS:000372418100005
DA 2020-06-08
ER
PT J
AU Olsen, JE
Martins, LL
AF Olsen, Jesse E.
Martins, Luis L.
TI Racioethnicity, Community Makeup, and Potential Employees' Reactions to Organizational Diversity Management Approaches
LA English
DT Article
DE diversity management; organizational attractiveness; recruitment; values; policy-capturing
ID AFFIRMATIVE-ACTION PROGRAMS; EQUAL-EMPLOYMENT OPPORTUNITY; RECRUITMENT WEB SITES; WORK GROUP DIVERSITY; BLACK-AND-WHITE; PREFEREN
DIFFERENCES; PERSON-ORGANIZATION; METAANALYTIC TEST
AB We draw on the values literature from social psychology and the acculturation literature from cross-cultural psychology to develop and test a theory of how signals about an orga
perceptions of organizational attractiveness among potential employees. We examine the mediating effects of individuals' merit-based attributions about hiring decisions at the o
racioethnicity and the racioethnic composition of their home communities. We test our theory using a within-subject policy-capturing experimental design that simulates organizat
participants' home communities. Results of hierarchical linear modeling (HLM) analyses suggest that the manipulated instrumental value for diversity leads to higher perceptions
expectations of merit-based hiring decisions. Further, the manipulated assimilative and integrative DM approach signals are positively related to organizational attractiveness and
minorities from communities with especially high proportions of Whites and Whites from communities with especially low proportions of Whites.
C1 [Olsen, Jesse E.] Univ Melbourne, Ctr Workplace Leadership, Fac Business & Econ, Level 6,198 Berkeley St, Carlton, Vic 3010, Australia.
[Martins, Luis L.] Univ Texas Austin, McCombs Sch Business, Austin, TX 78712 USA.
RP Olsen, JE (reprint author), Univ Melbourne, Ctr Workplace Leadership, Fac Business & Econ, Level 6,198 Berkeley St, Carlton, Vic 3010, Australia.
EM jesse.olsen@unimelb.edu.au
NR 90
TC 7
Z9 7
U1 5
U2 87
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAY
PY 2016
VL 101
IS 5
BP 657
EP 672
DI 10.1037/apl0000080
PG 16
GA DM1GX
UT WOS:000376094600005
PM 26783829
DA 2020-06-08
ER
PT J
AU Pierce, JL
Gardner, DG
Crowley, C
AF Pierce, Jon L.
Gardner, Donald G.
Crowley, Courtney
TI Organization-based self-esteem and well-being: empirical examination of a spillover effect
SO EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 97/309
LA English
DT Article
DE organization-based self-esteem; subjective well-being; eudaimonic well-being; depression; spillover
ID JOB-SATISFACTION; LIFE SATISFACTION; DISPOSITIONAL APPROACH; MULTIPLE-REGRESSION; MEDIATING ROLE; WORK; PERSONALITY; PERFORMANCE; ENGA
AB Global self-esteem is believed to be a major determinant of both subjective and eudaimonic (psychological) well-being (Diener, E. (1984). Subjective well-being. Psychological B
(1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57, 1069-1081. doi:10.1037/002
because it is believed that self-esteem spills over onto general well-being. In light of the dominant role that work plays in the lives of many people, we asked whether there is also
organizational experiences (viz., organization-based self-esteem) on general well-being. Building from disposition theory we posited a positive relationship between organization-
two field studies, involving focal participant and co-worker reports, we present evidence in support of the hypothesized relationships. In addition, we observe evidence suggesting
to which this spillover effect might occur. Implications of this research are discussed.
C1 [Pierce, Jon L.] Univ Minnesota, Labovitz Sch Business & Econ, Dept Management Studies, Duluth, MN 55812 USA.
[Gardner, Donald G.] Univ Colorado, Coll Business Adm, Dept Management, Colorado Springs, CO 80918 USA.
[Crowley, Courtney] Univ St Thomas, St Paul, MN 55105 USA.
RP Pierce, JL (reprint author), Univ Minnesota, Labovitz Sch Business & Econ, Dept Management Studies, Duluth, MN 55812 USA.
EM jpierce@d.umn.edu
RI Gardner, Donald G A-9978-2009
OI Gardner, Donald 0000-0003-2752-3824
NR 105
TC 17
Z9 19
U1 4
U2 92
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAR 3
PY 2016
VL 25
IS 2
BP 181
EP 199
DI 10.1080/1359432X.2015.1028377
PG 19
GA DB7FT
UT WOS:000368680900002
DA 2020-06-08
ER
PT J
AU Sadler-Smith, E
AF Sadler-Smith, Eugene
TI The role of intuition in entrepreneurship and business venturing decisions
LA English
DT Article
DE decision-making; dual-process; dual-system; entrepreneurship; intuition
ID NONLINEAR THINKING STYLE; DUAL-PROCESS THEORIES; OPPORTUNITY RECOGNITION; COGNITIVE-STYLE; INTERNATIONAL ENTREPRENEURSHIP; INDIVIDUAL
EXPERTISE
AB Entrepreneurial intuition is the affectively charged recognition and evaluation of a business venturing opportunity arising as a result of involuntary, rapid, non-conscious, associati
and models of the business venturing (opportunity recognition, evaluation, and exploitation) in a model of entrepreneurial intuition, which links intuitive expertise, cognitive style, s
interventions and the contingencies of the decision environment. Six research propositions are offered with suggestions for how they can be tested. The theoretical and practical
the unfolding of a research agenda relating to this important but under-theorized and under-researched construct in work and organizational psychology.
C1 [Sadler-Smith, Eugene] Univ Surrey, Surrey Business Sch, Guildford GU2 7XH, Surrey, England.
RP Sadler-Smith, E (reprint author), Univ Surrey, Surrey Business Sch, Guildford GU2 7XH, Surrey, England.
EM e.sadler-smith@surrey.ac.uk
NR 126
TC 11
Z9 11
U1 3
U2 74
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAR 3
PY 2016
VL 25
IS 2
BP 212
EP 225
DI 10.1080/1359432X.2015.1029046
PG 14
GA DB7FT
UT WOS:000368680900004
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Tenhiala, A
Giluk, TL
Kepes, S
Simon, C
Oh, IS
Kim, S
AF Tenhiala, Aino
Giluk, Tamara L.
Kepes, Sven
Simon, Cristina
Oh, In-Sue
Kim, Seongsu
TI The Research-Practice Gap in Human Resource Management: A Cross-Cultural Study
LA English
DT Article
DE evidence-based management; HR practices; cross-cultural comparison; international HR
ID HR PROFESSIONALS BELIEFS; ORGANIZATIONAL-PSYCHOLOGY; CONSEQUENCES; IMPACT; WORK; METAANALYSIS; PERFORMANCE; DIVERSITY; CONFLICT; CON
AB In this study, we examine the cross-cultural differences in human resource (HR) managers' beliefs in effective HR practices by surveying HR practitioners in Finland (N = 86), So
studies from the United States, the Netherlands, and Australia, there are large discrepancies between HR practitioner beliefs and research findings, particularly in the area of sta
HR practices tend to be more culturally bound than technical-oriented aspects of HR practices. We interpret the differences using Hofstede's cultural dimensions (Power Distance
Femininity, Long-Term Orientation versus Short-Term Orientation, and Uncertainty Avoidance). We discuss the overall nature of the science-practice gap in HR management, and
Wiley Periodicals, Inc.
C1 [Tenhiala, Aino] Aalto Univ, Dept Ind Engn & Management, Otaniementie 17, Espoo 02150, Finland.
[Giluk, Tamara L.] Xavier Univ, Dept Management & Entrepreneurship, Cincinnati, OH USA.
[Kepes, Sven] Virginia Commonwealth Univ, Management, Richmond, VA 23284 USA.
[Simon, Cristina] IE Business Sch, Dept Org Behav & Human Resources, People Management, Madrid, Spain.
[Oh, In-Sue] Temple Univ, Dept Human Resource Management, Philadelphia, PA 19122 USA.
[Kim, Seongsu] Seoul Natl Univ, Grad Sch Business, HRM, Seoul 151, South Korea.
RP Tenhiala, A (reprint author), Aalto Univ, Dept Ind Engn & Management, Otaniementie 17, Espoo 02150, Finland.
EM aino.tenhiala@aalto.fi
RI Tenhiala, Aino H-2150-2013
Oh, In-Sue O-2054-2019
Oh, In-Sue S-7306-2016
OI Tenhiala, Aino 0000-0003-4406-3671
Oh, In-Sue 0000-0002-3298-2489
Oh, In-Sue 0000-0002-3298-2489
FU Foundation for Economic Education in Finland; National Research Foundation of Korea Grant - Korean Government [NRF-2011-32A-B00053]
FX This work was supported by the Foundation for Economic Education in Finland and the National Research Foundation of Korea Grant funded by the Korean Government (NRF-2
article was published in the proceedings of the Academy of Management annual meeting 2012 (doi: 10.5465/AMBPP.2012.272).
NR 81
TC 11
Z9 11
U1 2
U2 77
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD MAR-APR
PY 2016
VL 55
IS 2
BP 179
EP 200
DI 10.1002/hrm.21656
PG 22
GA DG8HJ
UT WOS:000372323500001
DA 2020-06-08
ER
PT J
AU Bernerth, JB
Aguinis, H
AF Bernerth, Jeremy B.
Aguinis, Herman
TI A Critical Review and Best-Practice Recommendations for Control Variable Usage
LA English
DT Article
99/309
ID ORGANIZATIONAL-PSYCHOLOGY; STATISTICAL CONTROL; EMOTIONAL INTELLIGENCE; RELATIONAL DEMOGRAPHY; MANAGEMENT RESEARCH; NUISANCE VARIA
SCIENCE
AB The use of control variables plays a central role in organizational research due to practical difficulties associated with the implementation of experimental and quasi-experimental
analysis of what variables, and why such variables are controlled for, in 10 of the most popular research domains (task performance, organizational citizenship behaviors, turnove
burnout, personality, leadermember exchange, organizational justice, and affect) in organizational behavior/human resource management (OB/HRM) and applied psychology. Sp
2012 in AMJ, ASQ, JAP, JOM, and PPsych. Results indicate that, across research domains with clearly distinct theoretical bases, the overwhelming majority of the more than 3,5
simple demographic factors (i.e., gender, age, tenure), very little effort is made to explain why and how controls relate to focal variables of interest, and control variable practices
results, we offer best-practice recommendations in the form of a sequence of questions and subsequent steps that can be followed to make decisions on the appropriateness of
framework, research domain, and empirical study. Our recommendations can be used by authors as well as journal editors and reviewers to improve the transparency and appro
C1 [Bernerth, Jeremy B.] Louisiana State Univ, Baton Rouge, LA 70803 USA.
[Aguinis, Herman] Indiana Univ, Bloomington, IN 47405 USA.
RP Bernerth, JB (reprint author), Louisiana State Univ, Rucks Dept Management, 2710 Business Educ Complex, Baton Rouge, LA 70803 USA.
EM jeremyb@lsu.edu
NR 49
TC 287
Z9 292
U1 23
U2 183
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SPR
PY 2016
VL 69
IS 1
BP 229
EP 283
DI 10.1111/peps.12103
PG 55
GA DC3TU
UT WOS:000369142500006
HC Y
HP N
DA 2020-06-08
ER
PT S
AU Meikle, NL
Tenney, ER
Moore, DA
AF Meikle, Nathan L.
Tenney, Elizabeth R.
Moore, Don A.
BE Brief, AP
Staw, BM
TI Overconfidence at work: Does overconfidence survive the checks and balances of organizational life?
LA English
DE Overconfidence; Overestimation; Overprecision; Overplacement
ID CEO OVERCONFIDENCE; ATTRIBUTION BIAS; SELF-EVALUATION; CONFIDENCE; PERFORMANCE; OPTIMISM; ACCURACY; ACQUISITIONS; CALIBRATION; PSYCHO
AB This review considers the role of overconfidence in organizational life, focusing on ways in which individual-level overconfidence manifests in organizations. The research review
debiasing tools or organizational correctives, and identifies some important ways in which organizational dynamics are likely to exacerbate overconfidence among individuals. Th
substantial, especially when it comes from those at the top of the organization. However, there are also reasons to suspect that the research literature exaggerates the prevalenc
C1 [Meikle, Nathan L.; Tenney, Elizabeth R.] Univ Utah, Salt Lake City, UT 84112 USA.
[Moore, Don A.] Univ Calif Berkeley, Berkeley, CA 94720 USA.
RP Meikle, NL (reprint author), Univ Utah, Salt Lake City, UT 84112 USA.
EM nathan.meikle@eccles.utah.edu; tenney@business.utah.edu; dmoore@haas.berkeley.edu
RI Moore, Don V-2793-2019
NR 158
TC 5
Z9 5
U1 1
U2 28
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2016
VL 36
BP 121
EP 134
DI 10.1016/j.riob.2016.11.005 100/309
PG 14
GA BG9WB
UT WOS:000393933900007
DA 2020-06-08
ER
PT J
AU Bartlett, D
Francis-Smythe, J
AF Bartlett, Dean
Francis-Smythe, Jan
TI Bridging the divide in work and organizational psychology: evidence from practice
LA English
DT Article
DE science-practice divide; scientist-practitioner model; evidence-based practice; research utilization; consultancy cycle; W&O psychologists
ID EVIDENCE-BASED MANAGEMENT; PRACTITIONER-RESEARCHER DIVIDE; I-O PSYCHOLOGY; IWO PSYCHOLOGY; INDUSTRIAL; MODEL
AB This study explores the extent to which work and organizational (W&O) psychology practitioners use evidence, how they apply it to the everyday contexts in which they work, and
mixed methods approach involving the administration of a survey to a UK sample (N=163) of W&O psychologists and a series of semi-structured interviews (N=25) exploring in g
that practitioners consult a wide range of different types of evidence which they employ at various stages of engagement with client organizations and that this evidence is presse
acceptable from the client perspective and consistent with the scientific standards underpinning professional knowledge and expertise in W&O psychology. Barriers to evidence-u
managing the client-consultant relationship and the particularities of implementation context, both of which were shown to influence evidence utilization. The study contributes to
an evidence-based approach and provides a valuable and much called-for empirical insight into the enactment of the scientist-practitioner model in W&O psychology.
C1 [Bartlett, Dean] London Metropolitan Univ, Guildhall Business & Law, Electra House,84 Moorgate, London EC2M 6SQ, England.
[Francis-Smythe, Jan] Univ Worcester, Worcester Business Sch, Castle St, Worcester WR1 3AS, England.
RP Francis-Smythe, J (reprint author), Univ Worcester, Worcester Business Sch, Castle St, Worcester WR1 3AS, England.
EM j.francis-smythe@worc.ac.uk
FU British Psychological Society
FX We would like to acknowledge the support of the British Psychological Society in facilitating the recruitment of participants for our first study and providing partial funding of our se
NR 30
TC 8
Z9 8
U1 1
U2 12
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2016
VL 25
IS 5
BP 615
EP 630
DI 10.1080/1359432X.2016.1156672
PG 16
GA DT6EK
UT WOS:000381576100003
OA Green Accepted, Other Gold
DA 2020-06-08
ER
PT J
AU Johnson, KJ
Bareil, C
Giraud, L
Autissier, D
AF Johnson, Kevin J.
Bareil, Celine
Giraud, Laurent
Autissier, David
TI Excessive change and coping in the working population
LA English
DT Article
DE Change management; Structural equation modelling; Managerial psychology; Organizational change; Counterproductive work behaviour; Negative workplace behaviours
ID ORGANIZATIONAL-CHANGE; INDIVIDUAL-DIFFERENCES; MANAGEMENT; RESISTANCE; COMMITMENT; APPRAISAL; FIT; CONSEQUENCES; PERSPECTIVES; ANTEC
AB Purpose - Two complementary objectives are addressed in this paper. First, several studies are introduced based on the assumption that organizational change is now excessive
definition to change excessiveness, and the authors assess whether it is a generalized phenomenon at a societal level. Second, these studies are habitually mobilizing coping th
of coping, including appraisals and coping reactions towards change is still to be tested. Thus, the assessment is anchored in an application of the Stimulus-Response Theory of
Design/methodology/approach - A quantitative study is conducted by administering questionnaires to a nationwide representative sample (n = 1,002). Anderson and Gerbing (19
hypothesized model. Change excessiveness is measured in order to observe if it is a generalized phenomenon in the working population. Its effects on coping are modelled thro
predicted that the relationships between the perception of excessive change contexts and negative coping reactions is fully mediated by negative appraisals towards change con
Findings - Perceptions of excessive change is a normally distributed and a statistically centralized phenomenon. As hypothesized, an structural equation modelling test of the SR
change intensity and negative coping to change.
Originality/value - This paper empirically tests a nationwide sample where organizational change may be too excessive for individuals' positive coping. It is the first to generalize t
employees to a nationwide level. Moreover, it addresses the gap between change excessiveness and coping theories in modelling the SRTC through its three components: even
managerial discussions towards the strategic necessity for organizational change and its potential "too-much-of-a-good-thing" effects. 101/309
C1 [Johnson, Kevin J.] HEC Montreal, Dept Management, Change Management & Org Behav, Montreal, PQ, Canada.
[Bareil, Celine] HEC Montreal, Dept Management, Montreal, PQ, Canada.
[Giraud, Laurent] Univ Toulouse 1, IAE Toulouse Ctr Res Management, F-31042 Toulouse, France.
[Autissier, David] Univ Paris Est Creteil, IRG IAE Eiffel, Paris, France.
RP Johnson, KJ (reprint author), HEC Montreal, Dept Management, Change Management & Org Behav, Montreal, PQ, Canada.
EM kevin.johnson@hec.ca
NR 56
TC 2
Z9 2
U1 1
U2 19
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2016
VL 31
IS 3
BP 739
EP 755
DI 10.1108/JMP-12-2014-0352
PG 17
GA DM2SI
UT WOS:000376197100007
DA 2020-06-08
ER
PT J
AU van Woerkom, M
Mostert, K
Els, C
Bakker, AB
de Beer, L
Rothmann, S
Mostert, Karina
Els, Crizelle
Bakker, Arnold B.
de Beer, Leon
Rothmann, Sebastiaan, Jr.
TI Strengths use and deficit correction in organizations: development and validation of a questionnaire
LA English
DT Article
DE positive psychology; strengths use; deficit correction; perceived organizational support; proactive behaviour
ID SELF-DETERMINATION; DELIBERATE PRACTICE; WORK ENGAGEMENT; POSITIVE AFFECT; JOB RESOURCES; PERFORMANCE; MOTIVATION; BEHAVIOR; SATISFAC
AB Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to me
present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correc
study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity
respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N=133). Results indicated that the intended dimens
reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job pe
expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.
C1 [van Woerkom, Marianne] Tilburg Univ, Dept Human Resource Studies, POB 90153, NL-5000 LE Tilburg, Netherlands.
[Mostert, Karina; Els, Crizelle; de Beer, Leon; Rothmann, Sebastiaan, Jr.] North West Univ, WorkWell Res Unit Econ & Management Sci, Private Bag X6001,Internal Box 202, ZA
[Bakker, Arnold B.] Erasmus Univ, Dept Work & Org Psychol, POB 1738, NL-3000 DR Rotterdam, Netherlands.
RI Els, Crizelle AAH-5140-2019
Bakker, Arnold B. F-8494-2010
Mostert, Karina B-3401-2018
Els, Crizelle AAC-8441-2020
Mostert, Karina 0000-0001-5673-5784
Els, Crizelle 0000-0002-2596-7643
de Beer, Leon T. 0000-0001-6900-2192
NR 96
TC 41
Z9 41
U1 0
U2 32
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2016
VL 25 102/309
IS 6
BP 960
EP 975
DI 10.1080/1359432X.2016.1193010
PG 16
GA DX9EB
UT WOS:000384695300015
OA Green Published, Other Gold
DA 2020-06-08
ER
PT J
AU Ahmetoglu, G
Dobbs, S
Furnham, A
Crump, J
Chamorro-Premuzic, T
Bakhshalian, E
AF Ahmetoglu, Gorkan
Dobbs, Stacey
Furnham, Adrian
Crump, John
Chamorro-Premuzic, Tomas
Bakhshalian, Elmira
TI Dark side of personality, intelligence, creativity, and managerial level
LA English
DT Article
DE Five-factor model; Creativity; Intelligence; Dark side traits; Managerial level; Organizational psychology
ID 5-FACTOR MODEL; FIT INDEXES; DISORDERS; LEADERSHIP; PERFORMANCE; PREDICTORS; SCHIZOTYPY; DIVERGENT; CONSENSUS; VALIDITY
AB Purpose - The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizationa
extend previous studies (e.g. De Fruyt et al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial leve
Design/methodology/approach - In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, a
assessment centre. The data were analyzed using structural equation modeling.
Findings - Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Mode
criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK.
Research limitations/implications - Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may
Practical implications - Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations - particularly in selection and developm
Originality/value - This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.
C1 [Ahmetoglu, Gorkan; Furnham, Adrian; Crump, John; Chamorro-Premuzic, Tomas] UCL, Dept Psychol, London, England.
[Dobbs, Stacey; Bakhshalian, Elmira] Univ London, Inst Management Studies, London, England.
RP Ahmetoglu, G (reprint author), UCL, Dept Psychol, London, England.
EM g.ahmetoglu@ucl.ac.uk
NR 57
TC 4
Z9 4
U1 2
U2 41
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2016
VL 31
IS 2
BP 391
EP 404
DI 10.1108/JMP-03-2013-0096
PG 14
GA DJ4EK
UT WOS:000374158000006
DA 2020-06-08
ER
PT J
AU Hildreth, JAD
Gino, F
Bazerman, M
AF Hildreth, John Angus D.
Gino, Francesca
Bazerman, Max
TI Blind loyalty? When group loyalty makes us see evil or engage in it
LA English
DT Article
DE Loyalty; Cheating; Competition; Unethical behavior; Morality
ID ORGANIZATIONAL COMMITMENT; UNETHICAL BEHAVIOR; SOCIAL IDENTITY; VOICE; IDENTIFICATION; PSYCHOLOGY; IMPACT; MODEL; EXIT; COLLECTIVISM
103/309
AB Loyalty often drives corruption. Corporate scandals, political machinations, and sports cheating highlight how loyalty's pernicious nature manifests in collusion, conspiracy, cronyi
touted as an ethical principle that guides behavior. Drawing on moral psychology and behavioral ethics research, we developed hypotheses about when group loyalty fosters eth
we found that individuals primed with loyalty cheated less than those not primed (Study 1A and 1B). Members more loyal to their fraternities (Study 2A) and students more loyal t
loyal counterparts due to greater ethical salience when they pledged their loyalty (Studies 3A and 3B). Importantly, competition moderated these effects: when competition was h
individuals primed with loyalty (Studies 5A and 5B) cheated more. (C) 2015 Elsevier Inc. All rights reserved.
C1 [Hildreth, John Angus D.] Univ Calif Berkeley, Walter A Haas Sch Business, 350 Barrows Hall, Berkeley, CA 94720 USA.
[Gino, Francesca; Bazerman, Max] Harvard Univ, Sch Business, Cambridge, MA 02138 USA.
RP Hildreth, JAD (reprint author), Univ Calif Berkeley, Haas Sch Business, Berkeley, CA 94720 USA.
EM angus@berkeley.edu
FU Management of Organizations Behavioral Lab; Research Participation Program at the Haas School of Business
FX This research was supported in part by grants from the Management of Organizations Behavioral Lab and by the Research Participation Program at the Haas School of Busines
anonymous reviewers for their guidance and constructive comments which helped improve this manuscript. We also thank members of our research lab, particularly Eric Anders
Kapil Gururangan, Stephen Hwang, Erika Oblea, Arushi Saxena and Tommy Shi who provided invaluable help with the research. All data, syntax, and materials are available upo
NR 175
TC 24
Z9 24
U1 2
U2 121
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN
PY 2016
VL 132
BP 16
EP 36
DI 10.1016/j.obhdp.2015.10.001
PG 21
GA DC1JG
UT WOS:000368972000002
DA 2020-06-08
ER
PT J
AU Huang, LC
Ahlstrom, D
Lee, AYP
Chen, SY
Hsieh, MJ
AF Huang, Liang-Chih
Ahlstrom, David
Lee, Amber Yun-Ping
Chen, Shu-Yuan
Hsieh, Meng-Jung
TI High performance work systems, employee well-being, and job involvement: an empirical study
SO PERSONNEL REVIEW
LA English
DT Article
DE Quantitative; Taiwan; Employee well-being; Positive psychology; Management innovation; High performance work systems (HPWS); Job involvement
ID HUMAN-RESOURCE MANAGEMENT; FIRM PERFORMANCE; ORGANIZATIONAL PERFORMANCE; SATISFACTION; HAPPINESS; LEVEL; SERVICE; CHINA; SELF; COMM
AB Purpose - Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward th
on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being
HPWS and job involvement.
Design/methodology/approach - The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 fi
finance, and service in Taiwan.
Findings - This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidenc
and job involvement.
Originality/value - This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-b
C1 [Huang, Liang-Chih] Natl Chung Cheng Univ, Dept Labor Relat, Minxiong Township, Chia Yi County, Taiwan.
[Ahlstrom, David] Chinese Univ Hong Kong, Dept Management, Shatin, Hong Kong, Peoples R China.
[Lee, Amber Yun-Ping] Natl Univ Tainan, Dept Publ Adm & Management, Tainan, Taiwan.
[Chen, Shu-Yuan] Natl United Univ, Dept Business Management, Miaoli, Taiwan.
[Hsieh, Meng-Jung] Natl Sun Yat Sen Univ, Inst Human Resource Management, Kaohsiung 80424, Taiwan.
RP Chen, SY (reprint author), Natl United Univ, Dept Business Management, Miaoli, Taiwan.
EM salvia.chen@gmail.com
RI Ahlstrom, David H-3967-2019
Huang, Liang-Chih AAF-5172-2020
OI Ahlstrom, David 0000-0001-9752-1248
NR 125
TC 47
Z9 47
U1 8
U2 129
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev. 104/309
PY 2016
VL 45
IS 2
BP 296
EP 314
DI 10.1108/PR-09-2014-0201
PG 19
GA DJ4MT
UT WOS:000374180500005
DA 2020-06-08
ER
PT J
AU Joo, BK
Park, JG
Lim, T
AF Joo, Baek-Kyoo (Brian)
Park, Jong Gyu
Lim, Taejo
TI Structural determinants of psychological well-being for knowledge workers in South Korea
SO PERSONNEL REVIEW
LA English
DT Article
DE Quantitative; Psychological empowerment; Learning goal orientation; Psychological well-being; Empowering leadership
ID GOAL ORIENTATION; EMPOWERING LEADERSHIP; EMPLOYEE CREATIVITY; JOB CHARACTERISTICS; SELF-EFFICACY; PERFORMANCE; MOTIVATION; MODEL; PER
AB Purpose - Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate
(empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB).
Design/methodology/approach - Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR m
400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent.
Findings - As a result of structural equation modeling analysis, the level of employees' psychological empowerment turned out to partially mediate the relationship between LGO
empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three anteceden
Research limitations/ implications - This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is un
limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with f
Practical implications - To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices
leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered.
Originality/value - This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and w
in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.
C1 [Joo, Baek-Kyoo (Brian)] Winona State Univ, Coll Business, Winona, MN 55987 USA.
[Park, Jong Gyu] Penn State Univ, Dept Workforce Educ & Dev, University Pk, PA 16802 USA.
[Lim, Taejo] Samsung HRD Ctr, Charge Leadership Dev, Yongin, South Korea.
RP Joo, BK (reprint author), Winona State Univ, Coll Business, Winona, MN 55987 USA.
EM bjoo@winona.edu
OI Park, Jong Gyu 0000-0002-5606-1254
NR 57
TC 10
Z9 11
U1 1
U2 30
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2016
VL 45
IS 5
BP 1069
EP 1086
DI 10.1108/PR-01-2015-0011
PG 18
GA DU4FE
UT WOS:000382167000014
DA 2020-06-08
ER
PT J
AU Adler, AB
Bliese, PD
Pickering, MA
Hammermeister, J
Williams, J
Harada, C
Csoka, L
Holliday, B
Ohlson, C
AF Adler, Amy B.
Bliese, Paul D.
Pickering, Michael A.
Hammermeister, Jon
Williams, Jason 105/309
Harada, Coreen
Csoka, Louis
Holliday, Bernie
Ohlson, Carl
TI Mental Skills Training With Basic Combat Training Soldiers: A Group-Randomized Trial
LA English
DT Article
DE cognitive training; sport psychology; performance; basic combat training; soldiers
ID SELF-REGULATION; PERFORMANCE; ORGANIZATIONS; STRATEGIES; INTERVENTIONS; METAANALYSIS; RESILIENCE; MOTIVATION; MODEL; IRAQ
AB Cognitive skills training has been linked to greater skills, self-efficacy, and performance. Although research in a variety of organizational settings has demonstrated training effica
rigorous, longitudinal, randomized trials with active controls. The present study examined cognitive skills training in a high-risk occupation by randomizing 48 platoons (N = 2,432
training or (b) an active comparison condition (military history). Surveys were conducted at baseline and 3 times across the 10-week course. Multilevel mixed-effects models reve
greater use of a range of cognitive skills and increased confidence relative to those in the control condition. Soldiers in the mental skills training condition also performed better o
weapons qualification scores, although effects were generally moderated by gender and previous experience. Overall, effects were small; however, given the rigor of the design,
providing supporting evidence that cognitive training skills can enhance performance in occupational and sports settings. Future research should address gender and experience
C1 [Adler, Amy B.; Bliese, Paul D.] Walter Reed Army Inst Res, Ctr Mil Psychiat & Neurosci, Silver Spring, MD 20910 USA.
[Pickering, Michael A.; Hammermeister, Jon] Eastern Washington Univ, Coll Hlth Sci & Publ Hlth, Cheney, WA USA.
[Williams, Jason] Res Triangle Inst, Res Triangle Pk, NC 27709 USA.
[Harada, Coreen] Army Resiliency Directorate, Crystal City, VA USA.
[Csoka, Louis] Apex Performance Inc, Charlotte, NC USA.
[Holliday, Bernie] US Mil Acad, Army Ctr Enhanced Performance, West Point, NY USA.
[Ohlson, Carl] US Mil Acad, Ctr Enhanced Performance, West Point, NY USA.
RP Adler, AB (reprint author), Walter Reed Army Inst Res, Ctr Mil Psychiat & Neurosci, 503 Robert Grant Ave, Silver Spring, MD 20910 USA.
EM amy.b.adler.civ@mail.mil
OI Bliese, paul 0000-0002-5384-8879
FU Army Center for Enhanced Performance part of the Army Resiliency Directorate
FX The Army Center for Enhanced Performance, the original cosponsor of this research, has been restructured and is now part of the Army Resiliency Directorate. We thank study a
(Tony) Barnes II, Julie Merrill, Robert Klocko, Rachel Eckford, Victor Martinez, Angela Salvi, Steven Terry, and Joe Womble; Tom Powers of the University of South Carolina Sum
Muraca from the Training and Doctrine Command; Brigadier General (Retired) Rhonda Cornum; the military history instructors, performance enhancement specialists, and Basic
Robert Bray, Marion (Becky) Lane, and the Research Triangle Institute. The views expressed in this article are those of the authors and do not necessarily represent the official p
Army.
NR 66
TC 19
Z9 19
U1 2
U2 54
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2015
VL 100
IS 6
BP 1752
EP 1764
DI 10.1037/apl0000021
PG 13
GA CV9DZ
UT WOS:000364588900005
PM 26011718
DA 2020-06-08
ER
PT J
AU van Dijke, M
De Cremer, D
Brebels, L
Van Quaquebeke, N
AF van Dijke, Marius
De Cremer, David
Brebels, Lieven
Van Quaquebeke, Niels
TI Willing and Able: Action-State Orientation and the Relation Between Procedural Justice and Employee Cooperation
LA English
DT Article
DE procedural justice; procedural fairness; cooperation; OCB; action-state orientation; action control theory; goal striving; self-regulation
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; GROUP ENGAGEMENT MODEL; MOTIVATION THEORY; SOCIAL IDENTITY; SELF-REGULATION; FAIRNESS; COMMITMEN
AB Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive toward these goals. We study sel
should thus affect employees' display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective
relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment add
that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. T
relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on maki
cooperation by suggesting factors that help employees reach their adopted goals.
C1 [van Dijke, Marius] Erasmus Univ, NL-3000 DR Rotterdam, Netherlands.
[De Cremer, David] China Europe Int Business Sch, Beijing, Peoples R China.
[Brebels, Lieven] European Univ Coll Brussels, Brussels, Belgium.
[Brebels, Lieven] Univ Leuven, Leuven, Belgium.
[Van Quaquebeke, Niels] Kuhne Logist Univ, Hamburg, Germany.
RP van Dijke, M (reprint author), Erasmus Univ, Rotterdam Sch Management, Dept Business Soc Management, POB 1738, NL-3000 DR Rotterdam, Netherlands. 106/309
EM MvanDijke@rsm.nl
OI van Dijke, Marius 0000-0001-9974-5050
Van Quaquebeke, Niels 0000-0002-6141-4659
NR 64
TC 5
Z9 5
U1 3
U2 91
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD NOV
PY 2015
VL 41
IS 7
BP 1982
EP 2003
DI 10.1177/0149206313478187
PG 22
GA CS3MJ
UT WOS:000361978300008
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Lee, J
Oah, S
AF Lee, Jaehee
Oah, Shezeen
TI A Comparison of the Effects of Incentive and Penalty Procedures on Work Performance: A Simulation
SO JOURNAL OF ORGANIZATIONAL BEHAVIOR MANAGEMENT
LA English
DT Article
DE aversive procedure; incentive; penalty; performance; positive and negative reinforcement
ID ORGANIZATIONAL-BEHAVIOR MANAGEMENT; NEGATIVE REINFORCEMENT; SAFETY; REWARD; DISTINCTION; PSYCHOLOGY; PUNISHMENT; REDUCTION; SCHEDU
AB This study compared the effects of incentive and penalty on work performance. In Experiment 1, participants in the incentive group could earn 50 won (approximately 5 cents) for
could lose 50 won for incorrectly completing each task. The incentive and penalty did not exert differential impacts on work performance. In Experiment 2, participants were rand
penalty, and no reward groups under two different consequence delivery schedules. Under the continuous condition, the payment was determined in the same way as in Experim
deducted based on a VR 5 schedule. The effects of the incentive and penalty were comparable under the continuous condition. However, the incentive was more effective than t
C1 [Lee, Jaehee; Oah, Shezeen] Chung Ang Univ, Seoul 156756, South Korea.
RP Oah, S (reprint author), Chung Ang Univ, Dept Psychol, 84 Heukseok Ro, Seoul 156756, South Korea.
EM shezeen@cau.ac.kr
NR 25
TC 2
Z9 2
U1 0
U2 14
PI ABINGDON
SN 0160-8061
EI 1540-8604
J9 J ORGAN BEHAV MANAGE
JI J. Organ. Behav. Manage.
PD OCT 2
PY 2015
VL 35
IS 3-4
BP 336
EP 345
DI 10.1080/01608061.2015.1093056
PG 10
GA CX4LC
UT WOS:000365671100008
DA 2020-06-08
ER
PT J
AU Kooij, DTAM
TI Successful Aging at Work: The Active Role of Employees 107/309
SO WORK AGING AND RETIREMENT
LA English
DT Article
ID CAREER SELF-MANAGEMENT; LIFE-SPAN THEORY; PROACTIVE BEHAVIOR; I-DEALS; PERSONALITY-DEVELOPMENT; FEEDBACK-SEEKING; JOB DESIGN; AGE; WE
AB Since workforces are aging, governments, organizations, and researchers are increasingly interested in the topic of successful aging at work. In this article, I viewed successful a
continuous person-job fit between the changing person and changing work is required for employees to be able to maintain their health, motivation, and work ability, and thus age
current and future fit is by engaging in proactive behaviors, I aimed to extend and specify the proactive behaviors proposed in lifespan psychology literature (e.g., selection) with
literature (e.g., job change negotiation) to identify proactive behaviors for successful aging at work. For example, job crafting can help aging workers to adjust their job to changin
proactive career planning can help aging workers to set new career goals, improving future person-job fit.
C1 [Kooij, Dorien T. A. M.] Tilburg Univ, Dept Human Resource Studies, Warandelaan 2, NL-5037 AB Tilburg, Netherlands.
RP Kooij, DTAM (reprint author), Tilburg Univ, Dept Human Resource Studies, Warandelaan 2, NL-5037 AB Tilburg, Netherlands.
EM t.a.m.kooij@uvt.nl
FU VENI grant of the Netherlands Organisation for Scientific Research
FX This research was funded by a VENI grant of the Netherlands Organisation for Scientific Research.
NR 90
TC 42
Z9 43
U1 6
U2 65
PU OXFORD UNIV PRESS
PI OXFORD
PA GREAT CLARENDON ST, OXFORD OX2 6DP, ENGLAND
SN 2054-4642
EI 2054-4650
J9 WORK AGING RETIRE
JI Work Aging Retire.
PD OCT
PY 2015
VL 1
IS 4
BP 309
EP 319
DI 10.1093/workar/wav018
PG 11
GA CX8HA
UT WOS:000365942100001
DA 2020-06-08
ER
PT J
AU Williams, LJ
O'Boyle, EH
AF Williams, Larry J.
O'Boyle, Ernest H.
TI Ideal, Nonideal, and No-Marker Variables: The Confirmatory Factor Analysis (CFA) Marker Technique Works When It Matters
LA English
DT Article
DE marker variable; common method variance; confirmatory factor analysis
ID ENVIRONMENTAL-MANAGEMENT CAPABILITY; PSYCHOLOGICAL CONTRACT BREACH; MULTITRAIT-MULTIMETHOD DATA; METHOD VARIANCE; MEDIATING ROLE; O
CUSTOMER ORIENTATION; EMPLOYEE-INTENTIONS; TURNOVER INTENTIONS
AB A persistent concern in the management and applied psychology literature is the effect of common method variance on observed relations among variables. Recent work (i. e., R
approaches to controlling for common method variance, including the confirmatory factor analysis (CFA) marker technique. Their findings indicated significant problems with this
theoretical relations with substantive variables). Based on their simulation results, Richardson et al. concluded that not correcting for method variance provides more accurate es
the effects of using marker variables in a simulation study and found the degree of error in estimates of a substantive factor correlation was relatively small in most cases, and m
Further, in instances in which the error was large, the correlations between the marker and substantive scales were higher than that found in organizational research with marker
marker technique yields parameter estimates close to their true values, and the criticisms made by Richardson et al. are overstated.
C1 [Williams, Larry J.] Univ N Dakota, Dept Psychol, Consortium Adv Res Methods & Anal, Grand Forks, ND 58201 USA.
[O'Boyle, Ernest H.] Univ Iowa, Tippie Coll Business, Management & Org, Iowa City, IA 52242 USA.
RP Williams, LJ (reprint author), 319 Harvard St, Grand Forks, ND 58202 USA.
EM larry.williams@und.edu
NR 156
TC 18
Z9 18
U1 1
U2 60
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD SEP
PY 2015
VL 100
IS 5
BP 1579
EP 1602
DI 10.1037/a0038855
PG 24 108/309
GA CR0VR
UT WOS:000361042000019
PM 25822071
DA 2020-06-08
ER
PT J
AU Dalal, DK
Diab, DL
Tindale, RS
AF Dalal, Dev K.
Diab, Dalia L.
Tindale, R. Scott
TI I Heard That...: Do rumors affect hiring decisions?
LA English
DT Article
ID EMPLOYEE SELECTION; PERSON PERCEPTION; SOCIAL COGNITION; EXTREMITY BIASES; PSYCHOLOGY; PREDICTION; NEGATIVITY; JUDGMENT; GOSSIP
AB Misinformation can have a negative impact on decision making. Little empirical attention has, however, been given to the effect of rumors, a type of misinformation, on person jud
areas of organizational functioning (e.g., corporate reputation, employee morale), there is a lack of research investigating how rumors may influence hiring decisions. This study
from attribution, social judgment, and judgment and decision making theories, and provides an experimental investigation of this argument. Although participants reported not be
discounted when determining if an individual should be hired. In short, results suggest that rumors impacted hiring decisions.
C1 [Dalal, Dev K.] Univ Connecticut, Dept Psychol, Storrs, CT 06269 USA.
[Diab, Dalia L.] Xavier Univ, Dept Psychol, Cincinnati, OH 45207 USA.
[Tindale, R. Scott] Loyola Univ, Dept Psychol, Chicago, IL 60626 USA.
RP Dalal, DK (reprint author), Univ Connecticut, Dept Psychol, 406 Babbidge Rd,U-1020, Storrs, CT 06269 USA.
EM dev.dalal@uconn.edu
NR 47
TC 3
Z9 3
U1 0
U2 25
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD SEP
PY 2015
VL 23
IS 3
BP 224
EP 236
DI 10.1111/ijsa.12110
PG 13
GA CP9JR
UT WOS:000360210900003
DA 2020-06-08
ER
PT J
AU Fullemann, D
Jenny, GJ
Brauchli, R
Bauer, GF
AF Fuellemann, Desiree
Jenny, Gregor J.
Brauchli, Rebecca
Bauer, Georg F.
TI The key role of shared participation in changing occupational self-efficacy through stress management courses
LA English
DT Article
DE occupational self-efficacy; stress management intervention; psychosocial environment; shared participation; growth analysis; process evaluation; reach
ID HEALTH; INTERVENTIONS; IMPACT; WORK; BEHAVIOR; ORGANIZATION; PSYCHOLOGY; MULTILEVEL; MECHANISM; PROGRAMS
AB This study is the first that longitudinally examined change in occupational self-efficacy (OSE) through individual and shared participation in occupational stress management cour
(Bandura, 1986, Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ: Prentice-Hall), we assumed that participation in SMC facilitates OSE p
environment promotes change in OSE through high shared participation (reach) in SMC within work groups. Comparing participants and non-participants, we conducted growth a
further nested in 97 work groups. The results showed that individual participation in SMC alone was insufficient to enhance OSE, a combination of individual and high shared par
perceptions over a period of 2years. The results are discussed with reference to specificity issues and the role of the psychosocial environment by applying social identity theory
recommending SMC as a feasible intervention to enhance OSE in heterogeneous occupational contexts - if a majority of work group members can be involved.
Practitioner points The study recommends stress management courses for enhancing occupational self-efficacy as a short and relatively low-cost intervention that is feasible to im
The key point here is that a majority of work group members are encouraged to engage in courses to obtain the beneficial effects on change in occupational self-efficacy.
C1 [Fuellemann, Desiree; Jenny, Gregor J.; Brauchli, Rebecca; Bauer, Georg F.] Swiss Fed Inst Technol, Publ & Org Hlth, Ctr Org & Occupat Sci, Zurich, Switzerland.
[Fuellemann, Desiree; Jenny, Gregor J.; Brauchli, Rebecca; Bauer, Georg F.] Univ Zurich, Div Publ & Org Hlth, Epidemiol Biostat & Prevent Inst, CH-8001 Zurich, Switzerland.
RP Fullemann, D (reprint author), Univ Zurich, Div Publ & Org Hlth, Epidemiol Biostat & Prevent Inst, Hirschengraben 84, CH-8001 Zurich, Switzerland.
EM desiree.fuellemann@uzh.ch
OI Fullemann, Desiree 0000-0002-0079-7254
FU Health Promotion Switzerland; Swiss Assurance Association; Swiss National Science Foundation (SNSF)Swiss National Science Foundation (SNSF) 109/309
FX The data employed by this study were collected in the context of the SWiNG project financed by Health Promotion Switzerland and the Swiss Assurance Association. The first au
(SNSF). We thank Karina Nielsen for her helpful comments in the process of writing the manuscript.
NR 49
TC 11
Z9 11
U1 2
U2 26
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2015
VL 88
IS 3
SI SI
BP 490
EP 510
DI 10.1111/joop.12124
PG 21
GA CN8KC
UT WOS:000358688100003
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Lischetzke, T
Reis, D
Arndt, C
AF Lischetzke, Tanja
Reis, Dorota
Arndt, Charlotte
TI Data-analytic strategies for examining the effectiveness of daily interventions
LA English
DT Article
DE ecological momentary interventions; daily interventions; effectiveness; multilevel models; diary studies
ID WORK; ATTENTION; STRESS
AB Interest in the use of ecological momentary interventions - that is, interventions that are implemented in participants' everyday lives - to change experiences and behaviours has
intervention is delivered on a daily basis (daily interventions) can be easily combined with daily diary studies to analyse intervention effects on dependent variables (DVs) that flu
designs to classify daily intervention studies according to (1) the type of assessment of the DV (global assessment on a small number of fixed occasions, daily assessment, and
(within-subjects vs. between-subjects designs) used in the studies. We then demonstrate how multilevel models can be used to examine the effects of a daily intervention on the
effectiveness, differential effectiveness, and conditional effectiveness and show how these effects are represented in the models. As an illustration, we apply some of the models
employees) that focused on the effects of savouring exercises on calm mood and vigour.
Practitioner points In work and organizational psychology, a recent trend in intervention study designs is to implement an intervention on a daily basis and incorporate a daily diar
in pre-/post-designs, multilevel models are the method of choice because they circumvent the shortcomings of ANOVA approaches. In intervention studies with daily assessment
general effectiveness and differential effectiveness (i.e., Who benefits more from the intervention?). Daily intervention studies with repeated assessments within days allow resea
is the intervention more effective?).
C1 [Lischetzke, Tanja; Reis, Dorota; Arndt, Charlotte] Univ Koblenz Landau, D-76829 Landau, Germany.
RP Lischetzke, T (reprint author), Univ Koblenz Landau, Dept Psychol, Fortstr 7, D-76829 Landau, Germany.
EM lischetzke@uni-landau.de
RI Reis, Dorota V-1680-2019
NR 38
TC 12
Z9 12
U1 0
U2 14
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2015
VL 88
IS 3
SI SI
BP 587
EP 622
DI 10.1111/joop.12104
PG 36
GA CN8KC 110/309
UT WOS:000358688100007
DA 2020-06-08
ER
PT J
AU Hudson, CK
Shen, W
AF Hudson, Cristina K.
Shen, Winny
TI Understaffing: An under-researched phenomenon
LA English
DT Article
DE expertise; manpower; staffing; teams; understaffing; work groups
ID SUBJECTIVE EXPERIENCES; ECOLOGICAL PSYCHOLOGY; THEORETICAL EXTENSION; FELT ACCOUNTABILITY; ORGANIZATION SIZE; JOB-PERFORMANCE; STRAT
AB Workers often identify understaffing as a major stressor in their work lives. Despite this, relatively little conceptual and empirical work on understaffing exists. This paper describe
specifying that there are three dimensions underlying the understaffing domain: severity of (under)staffing, type of resource shortage, and length of exposure. Drawing upon theo
further argue that different types of understaffing are differentially related to workplace outcomes. After specifying what understaffing is, we then compare and contrast understaff
industrial-organizational/organizational behavior (IO/OB) literature to assist in explaining what understaffing is not. Finally, we address practical issues in the study and measurem
are discussed.
C1 [Hudson, Cristina K.] Univ S Florida, Ind Org Psychol, Tampa, FL 33620 USA.
[Shen, Winny] Univ Waterloo, Ind Org Psychol, Waterloo, ON N2L 3G1, Canada.
RP Hudson, CK (reprint author), Univ S Florida, Dept Psychol, 4202 E Fowler Ave,PCD 4118G, Tampa, FL 33620 USA.
EM CKawamot@mail.usf.edu
NR 69
TC 10
Z9 10
U1 1
U2 35
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD AUG
PY 2015
VL 5
IS 3
BP 244
EP 263
DI 10.1177/2041386615576016
PG 20
GA CN6KL
UT WOS:000358543600003
DA 2020-06-08
ER
PT J
AU Mitra, A
Jenkins, GD
Gupta, N
Shaw, JD
AF Mitra, Atul
Jenkins, G. Douglas, Jr.
Gupta, Nina
Shaw, Jason D.
TI The utility of pay raises/cuts: A simulation experimental study
SO JOURNAL OF ECONOMIC PSYCHOLOGY
LA English
DT Article
DE Pay raises; Pay cuts; Utility and disutility
ID PROSPECT-THEORY; EXPERIENCED UTILITY; INCREASES; DECISION; PERSPECTIVE; PSYCHOLOGY; MONEY; PSYCHOPHYSICS; SATISFACTION; ECONOMICS
AB Theories from the fields of psychophysics, economics, and organizational behavior are integrated to develop insights about people's attitudinal reactions to (i.e., the utility and dis
logarithmic, power, and quadratic functions are developed from this integration. Techniques for evaluating the empirical applicability of these utility/disutility relationships are illust
experimental simulation. The results provide a partial test of the integrated framework. The results indicate a quadratic relationship for pay raises and a linear relationship for pay
Elsevier B.V. All rights reserved.
C1 [Mitra, Atul] Univ No Iowa, Dept Management, Coll Business Adm, Cedar Falls, IA 50614 USA.
[Jenkins, G. Douglas, Jr.; Gupta, Nina] Univ Arkansas, Dept Management, Walton Coll Business, Fayetteville, AR 72701 USA.
[Shaw, Jason D.] Hong Kong Polytech Univ, Dept Management & Mkt, Ctr Leadership & Innovat, Kowloon, Hong Kong, Peoples R China.
RP Mitra, A (reprint author), Univ No Iowa, Dept Management, Coll Business Adm, Cedar Falls, IA 50614 USA.
EM atul.mitra@uni.edu; ngupta@walton.uark.edu; jason.shaw@polyu.edu.hk
OI SHAW, Jason 0000-0002-4656-9222
NR 89
TC 6
Z9 7
U1 2
U2 15
PU ELSEVIER SCIENCE BV
PI AMSTERDAM
PA PO BOX 211, 1000 AE AMSTERDAM, NETHERLANDS 111/309
SN 0167-4870
EI 1872-7719
J9 J ECON PSYCHOL
JI J. Econ. Psychol.
PD AUG
PY 2015
VL 49
BP 150
EP 166
DI 10.1016/j.joep.2015.05.003
PG 17
WC Economics; Psychology, Multidisciplinary
GA CM5XS
UT WOS:000357762900013
DA 2020-06-08
ER
PT J
AU Kashima, Y
Laham, SM
Dix, J
Levis, B
Wong, D
Wheeler, M
AF Kashima, Yoshihisa
Laham, Simon M.
Dix, Jennifer
Levis, Bianca
Wong, Darlene
Wheeler, Melissa
TI Social transmission of cultural practices and implicit attitudes
LA English
DT Article
DE Culture; Cultural dynamics; Laboratory microculture; Cultural transmission; Cultural practice; Implicit attitudes
ID PSYCHOLOGY; STEREOTYPES; PERCEPTION; EVOLUTION; SELF; BIAS; IMITATION; MOVEMENT; DYNAMICS; BEHAVIOR
AB Cultural dynamics were examined in an experimental setting to investigate the mechanisms of transmission of cultural practices (what people typically do) and implicit attitudes a
traits at the macro-level. A cover story of a fictitious group was used to establish "microcultures" within the laboratory and to gauge the effect of culture on practices and attitudes
oldtimers and newcomers). The results suggested that cultural practices and implicit attitudes are transmitted through two distinct mechanisms: cultural practices through explicit
observations of oldtimers' performance and, presumably, automatic attitude inference. Furthermore, cultural practices were maintained across generations by explicit instructions
"the way of life" as a cultural given. Implications of the findings for organizational behaviour and the limitations and advantages of experimental investigations of cultural dynamic
C1 [Kashima, Yoshihisa; Laham, Simon M.; Dix, Jennifer; Levis, Bianca; Wong, Darlene; Wheeler, Melissa] Univ Melbourne, Melbourne Sch Psychol Sci, Parkville, Vic 3010, Austral
RP Kashima, Y (reprint author), Univ Melbourne, Melbourne Sch Psychol Sci, Parkville, Vic 3010, Australia.
EM ykashima@unimelb.edu.au
RI Laham, Simon W-9285-2018
Wheeler, Melissa N-6710-2016
OI Laham, Simon 0000-0002-9101-9553
Kashima, Yoshihisa 0000-0003-3627-3273
Wheeler, Melissa 0000-0002-0319-1987
NR 98
TC 9
Z9 10
U1 1
U2 27
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JUL
PY 2015
VL 129
SI SI
BP 113
EP 125
DI 10.1016/j.obhdp.2014.05.005
PG 13
GA CN5KS
UT WOS:000358468800011
DA 2020-06-08
ER
PT J
AU Zheng, XM
Zhu, WC
Zhao, HX
Zhang, C
AF Zheng, Xiaoming
112/309
Zhu, Weichun
Zhao, Haixia
Zhang, Chi
TI Employee well-being in organizations: Theoretical model, scale development, and cross-cultural validation
LA English
DT Article
DE employee well-being; life well-being; workplace well-being; psychological well-being
ID TESTING MEASUREMENT INVARIANCE; JOB-SATISFACTION; LIFE SATISFACTION; INTRAINDIVIDUAL PROCESSES; NORMATIVE COMMITMENT; NEGATIVE AFFECT;
PSYCHOLOGY
AB In this study, we explore the theoretical model and structural dimensions of employee well-being (EWB) in organizations. Specifically, using both qualitative and quantitative meth
being, workplace well-being, and psychological well-being. We establish the reliability and validity of the newly developed EWB scale through a series of quantitative studies, wh
organizational commitment and job performance based on the data collected from multiple sources at two points in time. We find that EWB has measurement invariance (configu
discuss the theoretical contributions of these findings to cross-cultural organizational behavior studies, along with the practical implications of our results. Copyright (c) 2015 John
C1 [Zheng, Xiaoming; Zhao, Haixia; Zhang, Chi] Tsinghua Univ, Sch Econ & Management, Beijing 100084, Peoples R China.
[Zhu, Weichun] Penn State Univ, Sch Labor & Employment Relat, University Pk, PA 16802 USA.
RP Zheng, XM (reprint author), Tsinghua Univ, Sch Econ & Management, Beijing 100084, Peoples R China.
EM zhengxm@sem.tsinghua.edu.cn
FU National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71272022]
FX We would like to thank Prof. Haibo Yu and Prof. Jin Zhang for their valuable comments on an earlier version of this article. We are especially grateful to the action editor and the
the review process. We also acknowledge the financial support from the National Natural Science Foundation of China (grant no. 71272022).
NR 90
TC 33
Z9 38
U1 7
U2 115
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUL
PY 2015
VL 36
IS 5
SI SI
BP 621
EP 644
DI 10.1002/job.1990
PG 24
GA CM2PW
UT WOS:000357524800002
DA 2020-06-08
ER
PT J
AU Roos, P
Gelfand, M
Nau, D
Lun, J
AF Roos, Patrick
Gelfand, Michele
Nau, Dana
Lun, Janetta
TI Societal threat and cultural variation in the strength of social norms: An evolutionary basis
LA English
DT Article
DE Punishment; Norms; Cultural evolution; Evolutionary game theory; Public Goods Game; Coordination
ID ORGANIZATIONAL CULTURE; ANTISOCIAL PUNISHMENT; REPLICATOR DYNAMICS; COOPERATION; GAME; EMERGENCE; FAIRNESS; MODEL; TRUST; EXPECTATIO
AB The strengths of social norms vary considerably across cultures, yet little research has shown whether such differences have an evolutionary basis. Integrating research in cross
that groups that face a high degree of threat develop stronger norms for organizing social interaction, with a higher degree of norm-adherence and higher punishment for deviant
have weaker norms with less punishment for deviance. Our results apply to two kinds of norms: norms of cooperation, in which individuals must choose whether to cooperate (th
of others; and norms of coordination, in which there are several equally good ways for individuals to coordinate their actions, but individuals need to agree on which way to coord
norm strength are evolutionarily adaptive to societal threat. Evolutionary game theoretic models of cultural adaptation may prove fruitful for exploring the causes of many other cu
and historical contexts. (C) 2015 Elsevier Inc. All rights reserved.
C1 [Roos, Patrick; Nau, Dana] Univ Maryland, Dept Comp Sci, College Pk, MD 20742 USA.
[Gelfand, Michele; Lun, Janetta] Univ Maryland, Dept Psychol, College Pk, MD 20742 USA.
RP Roos, P (reprint author), Univ Maryland, Dept Comp Sci, College Pk, MD 20742 USA.
EM roos@cs.umd.edu
FU U.S. Army Research LaboratoryUnited States Department of DefenseUS Army Research Laboratory (ARL); U.S. Army Research Office [W911NF-08-1-0144, W911NF-11-1-0344
12-1-0021, FA955-01-41-0020]
FX This research was based on work supported in part by the U.S. Army Research Laboratory and the U.S. Army Research Office under Grants W911NF-08-1-0144 and W911NF-1
FA955-01-41-0020.
NR 109
TC 37
Z9 40
U1 2
U2 65
113/309
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JUL
PY 2015
VL 129
SI SI
BP 14
EP 23
DI 10.1016/j.obhdp.2015.01.003
PG 10
GA CN5KS
UT WOS:000358468800002
OA Bronze
DA 2020-06-08
ER
PT J
AU Kohler, T
Cortina, JM
Kurtessis, JN
Golz, M
AF Koehler, Tine
Cortina, Jose M.
Kurtessis, James N.
Goelz, Markus
TI Are We Correcting Correctly?: Interdependence of Reliabilities in Meta-Analysis
LA English
DT Article
DE meta-analysis; artifact corrections; interdependence of reliabilities
ID PERCEIVED ORGANIZATIONAL SUPPORT; LEADER-MEMBER EXCHANGE; WORK-FAMILY CONFLICT; PSYCHOLOGICAL CONTRACT BREACH; FEEDBACK-SEEKING
SUBORDINATE RELATIONSHIPS; PROCEDURAL JUSTICE CLIMATE; GOAL-FOCUSED LEADERSHIP; GENDER-ROLE ORIENTATION
AB The formulae for attenuation correction in meta-analysis treat reliabilities as if they were independent of each other. The current study puts this assumption of independence to th
and criterion reliability estimates across studies. Interdependence of reliabilities would result in either overestimation or underestimation of population correlations depending on t
conducted two studies to examine the extent to which predictor and criterion reliabilities correlate across studies. Study 1 is based on 628 pairs of reliability estimates from 518 s
the Journal of Applied Psychology between 2004 and 2011, while Study 2 is based on 564 pairs of reliability estimates from 347 studies included in a meta-analysis on perceived
outcomes. The findings in both studies show substantial correlations between predictor and criterion reliability coefficients across studies. Our article discusses important implica
conduct of meta-analyses.
C1 [Koehler, Tine; Goelz, Markus] Univ Melbourne, Dept Management & Mkt, Parkville, Vic 3010, Australia.
[Cortina, Jose M.; Kurtessis, James N.] George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
[Kurtessis, James N.] Soc Human Resource Management, Washington, DC USA.
RP Kohler, T (reprint author), Univ Melbourne, Dept Management & Mkt, 198 Berkeley St,Level 10, Parkville, Vic 3010, Australia.
EM tkoehler@unimelb.edu.au
RI Kohler, Tine L-2765-2013
OI Kohler, Tine 0000-0003-0480-472X
NR 781
TC 6
Z9 6
U1 3
U2 86
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JUL
PY 2015
VL 18
IS 3
BP 355
EP 428
DI 10.1177/1094428114563617
PG 74
GA CK6NA
UT WOS:000356343600001
DA 2020-06-08
ER
PT J
AU Mueller, MB
Lovell, GP
AF Mueller, Marcus B.
Lovell, Geoff P. 114/309
TI Theoretical Constituents of Relatedness Need Satisfaction in Senior Executives
LA English
DT Article
DE senior executives; motivation; need satisfaction; performance; relatedness; risk management; human resource development
ID SELF-DETERMINATION THEORY; SOCIAL EXCLUSION; PSYCHOLOGICAL NEEDS; GROUNDED THEORY; UPPER ECHELONS; MANAGEMENT; LEADERSHIP; MOTIVAT
AB This qualitative research interviewed 22 C-level executives to explore the theoretical constituents of relatedness need satisfaction, suggested by literature as a predictor of individ
sample of senior executives. Joint activity, time, continuity, and common concern were identified as components of how senior executives conceptualized relatedness need satisf
the theoretical constituents and senior executive participants ranked common concern as the most important constituent indicator of their relatedness need satisfaction. The resu
conceptualization of relatedness need satisfaction which was based on a meta-analytical approach of nonexecutive sample studies. This research has both applied and theoretic
relatedness need satisfaction in senior executives further provides an evidence basis for the design of efficacious practical organizational applications, such as raising senior exe
focusing on common concern, joint activity, time, and continuity experiences. Our findings also provide a theoretical framework offering direction for future research in the field of
optimal functioning.
C1 [Mueller, Marcus B.] Sacred Heart Univ, John E Welch Coll Business, Management, Luxembourg, Luxembourg.
[Lovell, Geoff P.] Univ Sunshine Coast, Sch Social Sci, Maroochydore, Australia.
RP Mueller, MB (reprint author), Sacred Heart Univ, John E Welch Coll Business, Management, Luxembourg, Luxembourg.
EM muellerm@sacredheart.edu
OI Lovell, Geoff 0000-0002-1432-9873
NR 118
TC 5
Z9 5
U1 2
U2 20
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD SUM
PY 2015
VL 26
IS 2
BP 209
EP 229
DI 10.1002/hrdq.21205
PG 21
GA CL0GC
UT WOS:000356617800005
DA 2020-06-08
ER
PT J
AU Monzani, L
Ripoll, P
Peiro, JM
AF Monzani, Lucas
Ripoll, Pilar
Maria Peiro, Jose
TI The moderator role of followers' personality traits in the relations between leadership styles, two types of task performance and work result satisfaction
LA English
DT Article
DE Authentic leadership; Work result satisfaction; Conscientiousness; Brainstorming; Talent management; Task performance; Emotional stability
ID PATH-GOAL THEORY; PRODUCT ANALYSIS MATRIX; AUTHENTIC LEADERSHIP; SELF-EFFICACY; TRANSFORMATIONAL LEADERSHIP; FOCUSED LEADERSHIP; JOB
BEHAVIORS
AB Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers' individual differences and the nature of t
outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relations
transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology cour
over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high o
interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers' per
authentic feedback had a stronger effect on participants' work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher le
C1 [Monzani, Lucas; Ripoll, Pilar; Maria Peiro, Jose] Univ Valencia, Res Inst Human Resources Psychol Org Dev & Qual W, Valencia 46010, Spain.
[Maria Peiro, Jose] IVIE, Valencia, Spain.
RP Monzani, L (reprint author), Univ Valencia, Res Inst Human Resources Psychol Org Dev & Qual W, Av Blasco Ibanez 21, Valencia 46010, Spain.
EM lucas.monzani@uv.es
RI Monzani, Lucas H-3083-2019
PEIRO, JOSE M. B-3388-2011
OI Monzani, Lucas 0000-0002-3375-068X
PEIRO, JOSE M. 0000-0001-5293-0355
FU Generalitat ValencianaGeneralitat Valenciana [PROMETEO/2012/048]
FX The authors would like to thank Prof. Berrin Erdogan, Vicente Gonzales Roma, Rolf Van Dick and two anonymous reviewers for their comments on earlier versions of this paper.
Generalitat Valenciana [PROMETEO/2012/048].
NR 84
TC 14
Z9 14
U1 4
U2 157
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAY 4
PY 2015
VL 24
IS 3
BP 444
EP 461
DI 10.1080/1359432X.2014.911173
PG 18
GA CD2GB
UT WOS:000350892100009
DA 2020-06-08
ER
PT J
AU Sherf, EN
Venkataramani, V
AF Sherf, Elad N.
Venkataramani, Vijaya
TI Friend or foe? The impact of relational ties with comparison others on outcome fairness and satisfaction judgments
LA English
DT Article
DE Fairness; Social relationships; Social comparisons; Emotions; Equity theory
ID SOCIAL-COMPARISON PROCESSES; ORGANIZATIONAL JUSTICE; NEGATIVE RELATIONSHIPS; PERFORMANCE; PERCEPTIONS; PSYCHOLOGY; EMOTIONS; VALIDA
AB Equity theory suggests that social comparison processes play a central role in employees' fairness judgments. However, the effect of the relationship between an employee and
attention. We tested this effect across three studies involving demographically (employees, students) and culturally (U.S., India) different samples and research designs (critical i
inputs held constant, receiving a lower outcome than a comparison other is judged as fairer (and more satisfactory) when positively (vs. negatively) tied to the other. In contrast, a
other is negatively (vs. positively) related. We also found that the impact of (in)equity on employees' discrete emotions (i.e., guilt, happiness, anger) differed based on their relatio
happiness mediated the effects of (in)equity on outcome satisfaction. (C) 2015 Elsevier Inc. All rights reserved.
C1 [Sherf, Elad N.; Venkataramani, Vijaya] Univ Maryland, Robert H Smith Sch Business, Van Munching Hall, College Pk, MD 20742 USA.
RP Sherf, EN (reprint author), Univ Maryland, Robert H Smith Sch Business, Van Munching Hall, College Pk, MD 20742 USA.
EM esherf@rhsmith.umd.edu
RI Sherf, Elad N. K-5946-2019
OI Sherf, Elad N. 0000-0003-2045-925X
NR 87
TC 0
Z9 0
U1 3
U2 59
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAY
PY 2015
VL 128
DI 10.1016/j.obhdp.2015.02.002
PG 14
GA CN0GG
UT WOS:000358091500002
DA 2020-06-08
ER
PT J
AU Schaller, TK
Patil, A
Malhotra, NK
AF Schaller, Tracey King
Patil, Ashutosh
Malhotra, Naresh K.
TI Alternative Techniques for Assessing Common Method Variance: An Analysis of the Theory of Planned Behavior Research
LA English
DT Article
DE common method variance; marker variable; method bias; MTMM; theory of planned behavior; theory of reasoned action
ID SELF-REPORTED AFFECT; ORGANIZATIONAL-RESEARCH; REASONED ACTION; METHOD BIAS; MODELS; RECOMMENDATIONS; PERCEPTIONS; PSYCHOLOGY; VA
AB Each research domain carries the burden of examining the effects of common method variance (CMV) on published research within the domain. To focus on this concern in the c
empirically compares several methods of detecting the presence of and estimating the level of CMV in the TPB domain. These methods include various implementations of the m
multimethod (MTMM) technique. The results show that the marker variable technique provides estimates of CMV and CMV-corrected correlations and paths that are consistent w
implementation of the marker variable technique method is implemented post hoc on a large data set of published TPB studies. This analysis provides strong confirmatory eviden
inferences of study results in prior research. Overall, these findings support putting to rest concerns about the adverse influence of CMV in the TPB domain. 116/309
C1 [Schaller, Tracey King] Georgia Gwinnett Coll, Sch Business, Lawrenceville, GA USA.
[Patil, Ashutosh] Univ Missouri, Robert J Trulaske Sr Coll Business, Columbia, MO 65211 USA.
[Malhotra, Naresh K.] Nelson Mandela Metropolitan Univ, Port Elizabeth, South Africa.
[Malhotra, Naresh K.] Georgia Inst Technol, Scheller Coll Business, Atlanta, GA 30332 USA.
RP Patil, A (reprint author), Univ Missouri, Robert J Trulaske Sr Coll Business, Columbia, MO 65211 USA.
EM patilas@missouri.edu
NR 53
TC 27
Z9 31
U1 2
U2 67
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD APR
PY 2015
VL 18
IS 2
BP 177
EP 206
DI 10.1177/1094428114554398
PG 30
GA CC6OV
UT WOS:000350486100002
DA 2020-06-08
ER
PT J
AU Liden, RC
Wayne, SJ
Meuser, JD
Hu, J
Wu, JF
Liao, CW
AF Liden, Robert C.
Wayne, Sandy J.
Meuser, Jeremy D.
Hu, Jia
Wu, Junfeng
Liao, Chenwei
TI Servant leadership: Validation of a short form of the SL-28
LA English
DT Article
DE Servant leadership; Measurement; Scale development; Transformational leadership; Leader-member exchange
ID PROCEDURAL JUSTICE CLIMATE; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; SOCIAL-PSYCHOLOGY VIEW; MULTIDIMENSIONAL CONSTRUCTS; COLLEGE SOPHO
PERFORMANCE; OUTCOMES; MODELS
AB Although research on servant leadership has been expanding over the past several years, a concise, valid scale for assessing global servant leadership has been lacking. In the
leadership (SL-7), based on Liden, Wayne, Zhao, and Henderson's (2008) 28-item servant leadership measure (SL-28), is introduced. Psychometric properties of the SL-7 were
undergraduate students, 218 graduate students, and 552 leader-follower dyads from 11 organizations, and at the team level with a study consisting of a total of 71 ongoing intact
samples showed correlations between the SL-7 and SL-28 scales ranging from .78 to .97, internal consistency reliabilities over .80 in all samples, and significant criterion-related
(C) 2014 Elsevier Inc. All rights reserved.
C1 [Liden, Robert C.; Wayne, Sandy J.; Meuser, Jeremy D.; Wu, Junfeng] Univ Illinois, Chicago, IL 60607 USA.
[Hu, Jia] Univ Notre Dame, Notre Dame, IN 46556 USA.
[Liao, Chenwei] Michigan State Univ, E Lansing, MI 48824 USA.
RP Liden, RC (reprint author), Univ Illinois, Dept Managerial Studies, MC 243,601 S Morgan, Chicago, IL 60607 USA.
EM bobliden@uic.edu
RI Liao, Chenwei X-1408-2019
Liden, Robert AAM-5366-2020
Meuser, Jeremy D. AAF-4523-2020
OI Meuser, Jeremy D. 0000-0001-9659-7785
NR 58
TC 72
Z9 75
U1 4
U2 105
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD APR
PY 2015
VL 26
IS 2
BP 254 117/309
EP 269
DI 10.1016/j.leaqua.2014.12.002
PG 16
GA CE9PH
UT WOS:000352175400010
DA 2020-06-08
ER
PT J
AU Bosco, FA
Aguinis, H
Singh, K
Field, JG
Pierce, CA
AF Bosco, Frank A.
Aguinis, Herman
Singh, Kulraj
Field, James G.
Pierce, Charles A.
TI Correlational Effect Size Benchmarks
LA English
DT Article
DE effect size; statistical analysis; null hypothesis testing; big data
ID PSYCHOLOGICAL-RESEARCH; ORGANIZATIONAL-PSYCHOLOGY; STATISTICAL POWER; JOB-PERFORMANCE; METAANALYSIS; IMPACT; PERSONALITY; TRENDS; E
AB Effect size information is essential for the scientific enterprise and plays an increasingly central role in the scientific process. We extracted 147,328 correlations and developed a
Psychology and Personnel Psychology from 1980 to 2010 to produce empirical effect size benchmarks at the omnibus level, for 20 common research domains, and for an even f
interpretation and classification of effect sizes as small, medium, and large bear almost no resemblance to findings in the field, because distributions of effect sizes exhibit tertile
intuited by Cohen (1988). Our results offer information that can be used for research planning and design purposes, such as producing better informed non-nil hypotheses and e
We also offer information useful for understanding the relative importance of the effect sizes found in a particular study in relationship to others and which research domains have
better understanding of a phenomenon. Also, our study offers information about research domains for which the investigation of moderating effects may be more fruitful and prov
Bayesian analysis. Finally, our study offers information that practitioners can use to evaluate the relative effectiveness of various types of interventions.
C1 [Bosco, Frank A.; Field, James G.] Virginia Commonwealth Univ, Sch Business, Dept Management, Richmond, VA 23284 USA.
[Aguinis, Herman] Indiana Univ, Dept Management & Entrepreneurship, Kelley Sch Business, Bloomington, IN 47405 USA.
[Singh, Kulraj] S Dakota State Univ, Dept Econ, Coll Agr & Biol Sci, Brookings, SD USA.
[Pierce, Charles A.] Univ Memphis, Dept Management, Fogelman Coll Business & Econ, Memphis, TN 38152 USA.
RP Bosco, FA (reprint author), Virginia Commonwealth Univ, Sch Business, Dept Management, Med Coll Virginia Campus, Richmond, VA 23284 USA.
EM fabosco@vcu.edu
Field, James 0000-0001-8487-6648
NR 62
TC 171
Z9 172
U1 2
U2 128
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2015
VL 100
IS 2
BP 431
EP 449
DI 10.1037/a0038047
PG 19
GA CC7NB
UT WOS:000350553700009
PM 25314367
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Braeken, J
Mulder, J
Wood, S
AF Braeken, Johan
Mulder, Joris
Wood, Stephen
TI Relative Effects at Work: Bayes Factors for Order Hypotheses
LA English
DT Article 118/309
DE Bayes factor; order hypotheses; model comparison; workplace discrimination; well-being; Karasek's job control-demands model
ID MODEL; ANTECEDENTS; DISCRIMINATION; ORGANIZATIONS; INEQUALITY; HARASSMENT; INDEXES; MORALE; POWER; FIT
AB Assessing the relative importance of predictors has been of historical importance in a variety of disciplines including management, medicine, economics, and psychology. When
magnitude of predicted effects (e.g., the effects of discrimination from managers and coworkers are larger than that from clients), one quickly runs into problems within a tradition
does not allow researchers to directly map research hypotheses on to results and suffers from a multiple testing problem that leads to low statistical power. Furthermore, all tradit
suitability for model comparison, because order hypotheses are not countable in terms of degrees of freedom. To adequately tackle order hypotheses, we advocate a Bayesian m
estimation and inference. The key element in the proposed model comparison approach is the use of the Bayes factor and the incorporation of order constraints by means of a s
package BIEMS (Bayesian inequality and equality constrained model selection) is introduced and two empirical examples in the organizational behavior area are provided to sho
implications for theory: the first on the differential impact of discrimination in the workplace from insiders and outsiders to the organization on employees' well-being, and the seco
order of magnitude of the effects of job control and demands depends on the specific well-being outcome dimension.
C1 [Braeken, Johan] Univ Wageningen & Res Ctr, NL-6700 HB Wageningen, Netherlands.
[Mulder, Joris] Tilburg Univ, NL-5000 LE Tilburg, Netherlands.
[Wood, Stephen] Univ Leicester, Leicester LE1 7RH, Leics, England.
RP Braeken, J (reprint author), Univ Oslo, Ctr Educ Measurement CEMO, Fac Educ Sci, POB 1161, N-0318 Oslo, Norway.
EM johan.braeken@cemo.uio.no
OI Braeken, Johan 0000-0002-2119-3222
NR 63
TC 11
Z9 11
U1 0
U2 38
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB
PY 2015
VL 41
IS 2
SI SI
BP 544
EP 573
DI 10.1177/0149206314525206
PG 30
GA AZ9JX
UT WOS:000348530700008
DA 2020-06-08
ER
PT J
AU Hodgkinson, GP
Ford, JK
AF Hodgkinson, Gerard P.
Ford, J. Kevin
TI What makes excellent literature reviews excellent? A clarification of some common mistakes and misconceptions
LA English
DT Article
DE scholarly excellence; crafting review articles; The IRIOP Annual Review Issue
ID PERFORMANCE; HEURISTICS
AB This issue comprises the third International Review of Industrial and Organizational Psychology (IRIOP) Annual Review Issue, following the incorporation of IRIOP into the Journ
elaborate further on our vision to maintain the IRIOP Annual Review Issue as the leading outlet for the publication of critical, state-of-the-art overviews and commentary on estab
In so doing, we highlight several common mistakes and misconceptions that characterize rejected manuscript proposals and rejected full-length manuscripts and reiterate the dis
we are looking to publish, exemplified by the five papers appearing in this third issue. Copyright (c) 2015 John Wiley & Sons, Ltd.
C1 [Hodgkinson, Gerard P.] Univ Warwick, Warwick Business Sch, Coventry CV4 7AL, W Midlands, England.
[Ford, J. Kevin] Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA.
RP Hodgkinson, GP (reprint author), Univ Warwick, Warwick Business Sch, Coventry CV4 7AL, W Midlands, England.
EM Gerard.Hodgkinson@wbs.ac.uk
RI Hodgkinson, Gerard Paul W-4570-2018
OI Hodgkinson, Gerard Paul 0000-0003-4824-4920
NR 21
TC 2
Z9 2
U1 1
U2 49
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2015
VL 36
SU 1
BP S1
EP S5 119/309
DI 10.1002/job.1983
PG 5
GA CA4CJ
UT WOS:000348851600001
DA 2020-06-08
ER
PT J
AU McKee, RA
Miller, CC
AF McKee, Rob Austin
Miller, C. Chet
TI Institutionalizing Bayesianism Within the Organizational Sciences: A Practical Guide Featuring Comments From Eminent Scholars
LA English
DT Article
DE Bayes; frequentist; null hypothesis significance testing; institutional theory; institutional elites
ID CHAIN MONTE-CARLO; STATISTICAL SIGNIFICANCE; SIGNIFICANCE TESTS; PSYCHOLOGY; SOCIALIZATION; OBJECTIONS; EXEMPLARS; KNOWLEDGE; REFORM; T
AB Bayesian estimation and inference remain infrequently used in organizational science research. Despite innumerable warnings regarding the entrenched frequentist paradigm, o
be sweeping through so many other disciplines. With this context as a backdrop, we address a simple yet difficult question: What is the likelihood that Bayesian methodologies e
methodologies in the organizational science community? We draw on institutional theory to address this question, highlighting the cultural-cognitive, normative, and regulative for
discussion, we go beyond our own ideas and previously published opinions on the subject to report the opinions of 26 institutional elites (current and former officers of academic
leading scholars help us shed light not only on the likelihood that Bayesianism will take root in the field but also on practical steps that could be taken to assist in this process. In
where those priors will be qualified on the basis of future events and outcomes.
C1 [McKee, Rob Austin; Miller, C. Chet] Univ Houston, Houston, TX 77204 USA.
RP McKee, RA (reprint author), Univ Houston, CT Bauer Coll Business, 334 Melcher Hall,Suite 310A, Houston, TX 77204 USA.
EM ramckee@bauer.uh.edu
OI McKee, Robert 0000-0002-9460-6489
NR 94
TC 7
Z9 7
U1 0
U2 25
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB
PY 2015
VL 41
IS 2
SI SI
BP 471
EP 490
DI 10.1177/0149206314546750
PG 20
GA AZ9JX
UT WOS:000348530700005
DA 2020-06-08
ER
PT J
AU Ilies, R
Pluut, H
Aw, SSY
AF Ilies, Remus
Pluut, Helen
Aw, Sherry S. Y.
TI Studying employee well-being: moving forward
LA English
DT Article
DE Employee well-being; Job demands-resources; Affective events theory
ID INDIVIDUAL-DIFFERENCES; DYNAMIC RELATIONSHIPS; JOB-SATISFACTION; PERSONALITY; SUSCEPTIBILITY; MOOD; NEUROTICISM; STATES
AB In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee wellbeing (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). In
learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online publication) of Bakker (2015. Towards a multilevel approach
Organizational Psychology, Advance online publication) and Cropanzano and Dasborough (2015. Dynamic models of well-being: Implications of affective events theory for expan
Journal of Work and Organizational Psychology, Advance online publication) with our original suggestions into a discussion and a set of recommendations aimed at moving theo
with our position paper and the two commentaries, will lead to the development of a more comprehensive model of EWB and will stimulate new and interesting research on the to
C1 [Ilies, Remus; Aw, Sherry S. Y.] Natl Univ Singapore, Dept Management & Org, Singapore 119245, Singapore.
[Pluut, Helen] Tilburg Univ, Dept Org Studies, NL-5000 LE Tilburg, Netherlands.
RP Ilies, R (reprint author), Natl Univ Singapore, Management & Org, BIZ1 08-53 Mochtar Riady Bldg,15 Kent Ridge Dr, Singapore 119245, Singapore.
EM ilies@nus.edu.sg
RI Ilies, Remus P-5357-2015
OI Pluut, Helen 0000-0003-2119-6105
NR 26 120/309
TC 3
Z9 3
U1 0
U2 20
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2015
VL 24
IS 6
BP 848
EP 852
DI 10.1080/1359432X.2015.1080241
PG 5
GA DF4HC
UT WOS:000371307600004
DA 2020-06-08
ER
PT S
AU Brockner, J
Wiesenfeld, BM
Siegel, PA
Bobocel, DR
Liu, Z
AF Brockner, Joel
Wiesenfeld, Batia M.
Siegel, Phyllis A.
Bobocel, D. Ramona
Liu, Zhi
BE Staw, BM
Brief, AP
TI Riding the Fifth Wave: Organizational Justice as Dependent Variable
LA English
ID PROCEDURAL JUSTICE; FAIRNESS JUDGMENTS; PSYCHOLOGICAL DISTANCE; INTERACTIONAL FAIRNESS; SELF-AFFIRMATION; UNFAIR TREATMENT; PERCEPTIO
AB This chapter calls attention to a paradigmatic shift in the organizational justice literature, in which fairness serves as the dependent rather than independent variable. Drawing on
fairness as a consequence rather than as a cause. One dimension refers to the focal party whose reactions are being examined (the actor, the recipient, and the observer) where
(behavior, desire, and perception). We sample selectively from the nine cells emanating from the 3 x 3 classification scheme, emphasizing conceptual and empirical works that a
other literatures in organizational and social psychology, such as ethics, social hierarchy, trust, self-handicapping, and construal level theory. Thus, we illustrate how the study of
research in organizational justice, but also how it may contribute to other literatures. Additionally, we consider some of the practical implications and future research possibilities r
Elsevier Ltd. All rights reserved.
C1 [Brockner, Joel] Columbia Univ, New York, NY 10027 USA.
[Wiesenfeld, Batia M.] NYU, New York, NY 10003 USA.
[Siegel, Phyllis A.] Rutgers State Univ, Piscataway, NJ 08855 USA.
[Bobocel, D. Ramona] Univ Waterloo, Waterloo, ON N2L 3G1, Canada.
[Liu, Zhi] Peking Univ, Beijing, Peoples R China.
RP Brockner, J (reprint author), Columbia Univ, New York, NY 10027 USA.
EM jb54@gsb.columbia.edu
NR 90
TC 16
Z9 18
U1 1
U2 37
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2015
VL 35
BP 103
EP 121
DI 10.1016/j.riob.2015.07.002
PG 19
GA BE1YW
UT WOS:000368743200005
DA 2020-06-08
ER
PT S
AU Meuris, J
Leana, CR 121/309
AF Meuris, Jirs
Leana, Carrie R.
BE Staw, BM
Brief, AP
TI The high cost of low wages: Economic scarcity effects in organizations
LA English
DE Low-wage work; Poverty; Economic scarcity
ID BEHAVIORAL-ECONOMICS; EMOTIONAL SUPPRESSION; VOLUNTARY TURNOVER; DECISION-MAKING; COGNITIVE LOAD; EMPLOYEE VOICE; SELF-EFFICACY; MIN
AB Due to current economic circumstances (e.g., stagnating wages, increasing material aspirations, mounting student debt), an increasing number of employees are prone to exper
one has fewer financial resources than one's needs require. In this paper, we focus primarily on an under-studied population in the organizational sciences: The working poor em
reasonable standard of living for themselves and their dependents. Taking into account recent research suggesting that scarcity can have profound psychological consequences
feelings of financial deprivation among its employees because the psychology of scarcity has the potential to spill over into organizational functioning. Furthermore, we assert tha
are not only ineffective at reducing the spillover effects of scarcity on organizational outcomes, but also increase their endurance because they do not account for the behavioral
more sustainable initiatives through which organizations can reduce scarcity among its employees. Finally, we discuss ways in which organizational researchers can become mo
Ltd. All rights reserved.
C1 [Meuris, Jirs; Leana, Carrie R.] Univ Pittsburgh, Pittsburgh, PA USA.
RP Meuris, J (reprint author), Univ Pittsburgh, Pittsburgh, PA USA.
EM JIM30@pitt.edu
OI Leana, Carrie 0000-0002-4558-1633
NR 153
TC 15
Z9 15
U1 3
U2 36
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2015
VL 35
BP 143
EP 158
DI 10.1016/j.riob.2015.07.001
PG 16
GA BE1YW
UT WOS:000368743200007
DA 2020-06-08
ER
PT J
AU Zacher, H
AF Zacher, Hannes
TI Successful Aging at Work
SO WORK AGING AND RETIREMENT
LA English
DT Article
ID LIFE-MANAGEMENT STRATEGIES; JOB-SATISFACTION; AGE-DIFFERENCES; HR PRACTICES; OLDER; SPAN; WELL; OPTIMIZATION; SELECTION; TIME
AB The expression successful aging at work and related terms such as active, healthy, and productive aging at work are frequently used by organizational researchers and practition
frameworks that explain their meaning, assumptions, and underlying processes. In this paper, I first review conceptualizations of successful aging in the fields of gerontology and
successful aging at work based on four key elements: criteria, explanatory mechanisms, facilitating and constraining factors, and temporal patterns. I distinguish successful aging
related developments in the work context. Third, I introduce a theoretical framework organized around 5 principles on intraindividual age-related change over time, person and co
Fourth, I review theoretical and empirical research on age in the workplace published in the past decade through the lens of the proposed theoretical framework. Finally, I conclu
successful aging at work, including methodological considerations.
C1 Univ Groningen, Dept Psychol, NL-9712 TS Groningen, Netherlands.
RP Zacher, H (reprint author), Univ Groningen, Dept Psychol, Grote Kruisstr 2-1, NL-9712 TS Groningen, Netherlands.
EM h.zacher@rug.nl
OI Zacher, Hannes 0000-0001-6336-2947
NR 139
TC 88
Z9 89
U1 1
U2 23
PU OXFORD UNIV PRESS
PI OXFORD
PA GREAT CLARENDON ST, OXFORD OX2 6DP, ENGLAND
SN 2054-4642
EI 2054-4650
J9 WORK AGING RETIRE
JI Work Aging Retire.
PD JAN
PY 2015
VL 1
IS 1
BP 4 122/309
EP 25
DI 10.1093/workar/wau006
PG 22
GA CQ1KZ
UT WOS:000360357800002
DA 2020-06-08
ER
PT J
AU McDaniel, KR
Ngala, F
Leonard, KM
AF McDaniel, Karen Rogers
Ngala, Florence
Leonard, Karen Moustafa
TI Does competency matter? Competency as a factor in workplace bullying
LA English
DT Article
DE Competences; Organizational performance; Behaviour; Individual behaviour; Managerial psychology
ID SELF-DETERMINATION THEORY; INTRINSIC MOTIVATION; WORK; VICTIMIZATION; VICTIMS; DETERMINANTS; AGGRESSION; INCIVILITY; BEHAVIORS; MANAGERS
AB Purpose - The purpose of this paper is to explore the intersection of competency and bullying behaviors, not yet reported in the literature.
Design/methodology/approach - The approach is an examination of the literature available on both topics, and development of a framework related to both.
Findings - The theory is that there is a strongmediating relationship between the victim's self-perception of competency and outcomes (the victim's reactions) to bullying behavior
authors believe this mediation action of competency might be crucial. There is little research on competency or expertise in terms of behaviors resulting from these self-assessm
empirically, and there are implications about the competency levels of bullies themselves that might arise.
Research limitations/implications - As this is a newly developed research stream, the authors plan to continue with work on the topic.
Practical implications - By developing competency, individuals may develop some protection or coping mechanisms when confronted by bullying behaviors. Managers need to be
the incidence of such behaviors. Social implications - Bullying behaviors have become rampant in society. In trying to determine where the problem might be best addressed, the
managers to address competency among those victimized by these behaviors. This should have a flow-on effect for organizational and societal culture.
Originality/value - This is an intersection that has not been explored but holds significant explanatory power in the area. These bullying behaviors are on the rise; therefore, it is a
well read by both academics and practitioners.
C1 [McDaniel, Karen Rogers] Arkansas State Univ, Coll Business, Management, Jonesboro, AR USA.
[Ngala, Florence] Indiana Univ Purdue Univ, Ft Wayne, IN 46805 USA.
[Leonard, Karen Moustafa] Univ Arkansas, Coll Business, Management, Little Rock, AR 72204 USA.
RP Leonard, KM (reprint author), Univ Arkansas, Coll Business, Management, Little Rock, AR 72204 USA.
EM kxleonard@ualr.edu
RI Leonard, Karen Moustafa H-8189-2013
OI Leonard, Karen Moustafa 0000-0002-6299-6427
NR 92
TC 6
Z9 6
U1 0
U2 36
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2015
VL 30
IS 5
SI SI
BP 597
EP 609
DI 10.1108/JMP-02-2013-0046
PG 13
GA CO3KW
UT WOS:000359057100007
DA 2020-06-08
ER
PT J
AU Martin, D
Bok, S
AF Martin, Daniel
Bok, Stephen
TI Social dominance orientation and mentorship Mitigating hierarchical preference through work roles or just low expectations?
SO PERSONNEL REVIEW
LA English
DT Article
DE Mentoring; Quantitative; Mixed methodologies; Selection; Social dominance orientation
ID MENTORING RELATIONSHIPS; GENDER-DIFFERENCES; PROTEGES; MANAGEMENT; SUBORDINATE; IDENTITY; OUTCOMES; WOMEN; CONCEPTUALIZATION; ORGA
AB Purpose - In all, 218 business/psychology working students contributed to the validation of the 20-item Mentor Expectations Measure (MEM). Mentors expected outcomes of me
social dominance orientation (SDO) were established. The paper aims to discuss these issues.
Design/methodology/approach - Study 1: to better understand the structure of the newly created MEM, (and to take the first step toward establishing a model) the authors conduc
procedure for extraction with direct oblimin rotation. The factor analysis yielded four viable factors. Study 2: participants were the same 218 working undergraduate students from
SDO and social desirability were collected and survey participants were presented a stimulus story written so that the reader would take on the perspective of a mentor within a f
123/309
randomly assigned stories in which they, as the mentor, receive a new protege (the manipulated variable - perceived ethnicity). Other than the names of the proteges, the stimulu
consisted of 63 questions in total.
Findings - Given evidence of discriminatory behavior toward those that threaten hierarchical norms, the authors anticipated worse expectations for the mentorship to be found in
literature, the authors also anticipated stronger interactions between SDO and the mentorship expectations based on the discipline of the mentor. Participant-mentors estimated
White protege. No interactions were established, but SDO was a significant predictor of lessened expectations across several elements of the mentorship. This suggests that hig
expectations toward mentorship outcomes no matter the race/ethnicity or disciplinary back ground of the mentor.
Research limitations/implications - While the subjects in the study represent realistic entry level managers and the sample size is acceptable, the authors would like to replicate u
Practical implications - The development of the MEM reflects a step forward in the psychometric matching of mentors with protege. The authors recommend utilizing the MEM to
sure that the relationship is based on clear expectations, knowledge and balanced interpersonal relationships. Importantly, understanding the impact of individual differences like
on just ethnic and gender-based commonality.
Social implications - As significant negative correlations (at the 0.01 level) were found between SDO and mentor commitment, mentor tangible rewards, as well as mentor intrins
levels increase, participants level of commitment to the protege lessens, their expectation of tangible rewards based on the mentor ship lessen, and their own levels of intrinsic re
the protege based on one's level of SDO, which surprisingly does not seem to interact with race of protege.
Originality/value - First, the MEM can facilitate the matching of mentors and proteges'. Second, researchers (Klauss, 1981; Kram, 1985) have pointed out that formal mentorship
commitment which the MEM clarifies. Third, the MEM can be used to examine and existing mentorship relations. Fourth, established use of the MEM or mentorship assessment
broadcasting the seriousness with which they take mentorship. Finally, the authors establish the impact of SDO on mixed race mentorships.
C1 [Martin, Daniel] Calif State Univ Hayward, Dept Management, Hayward, CA 94542 USA.
Stanford Univ, Ctr Compass Res & Educ CCARE, Palo Alto, CA 94304 USA.
RP Martin, D (reprint author), Calif State Univ Hayward, Dept Management, Hayward, CA 94542 USA.
EM daniel.martin@csueastbay.edu
NR 90
TC 2
Z9 2
U1 1
U2 21
PU EMERALD GROUP PUBLISHING LIMITED
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2015
VL 44
IS 4
BP 592
EP 610
DI 10.1108/PR-08-2013-0141
PG 19
GA CK7WO
UT WOS:000356446500009
DA 2020-06-08
ER
PT S
AU Schein, EH
AF Schein, Edgar H.
BE Morgeson, FP
TI Organizational Psychology Then and Now: Some Observations
LA English
DE organizational culture; organization development; experiential learning; task complexity
AB A comparison is made between the field of organizational psychology as I saw it in 1965 and how I see it today. Many issues remain the same, but the field is more differentiated
especially national culture, having become a big topic. The field is much larger and has spawned a whole applied field of organization development and new methods of experien
on group dynamics and group interventions reflecting Western cultures of individualism. At the same time, task complexity, interdependency, multiculturalism, social responsibility
for consultants and researchers because they require relationship building, coordination, and group work.
C1 MIT Sloan Sch Management, Palo Alto, CA 94304 USA.
RP Schein, EH (reprint author), MIT Sloan Sch Management, Palo Alto, CA 94304 USA.
EM scheine@comcast.net
NR 39
TC 22
Z9 22
U1 1
U2 49
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 1
EP 19
PG 19
GA BC4TG
UT WOS:000352912100001
OA Bronze 124/309
DA 2020-06-08
ER
PT S
AU Grandey, AA
Gabriel, AS
AF Grandey, Alicia A.
Gabriel, Allison S.
BE Morgeson, FP
TI Emotional Labor at a Crossroads: Where Do We Go from Here?
LA English
DE emotional labor; emotional performance; emotion regulation
ID INTERPERSONAL AFFECT REGULATION; DISPLAY RULES; MODERATING ROLE; MANAGING EMOTIONS; JOB-SATISFACTION; SELF-REGULATION; SERVICE; CUSTO
AB Three decades after its introduction as a concept, emotional labor-regulating emotions as part of the work role-is fully on the map in organizational behavior and organizational ps
fuzzy construct conceptualizations, assumed but untested processes, and methodological stagnation, have emerged. To provide direction to new scholars and suggestions to se
perspectives and evidence for emotional labor and its (a) construct development and measurement, (b) chronic and momentary determinants, (c) prediction of employee well-be
path, we introduce emotional labor as a dynamic integration of three components (i.e., emotional requirements, emotion regulation, and emotion performance), interpret persona
methodological approaches. Overall, we provide a new road map to jump-start the field in exciting new directions.
C1 [Grandey, Alicia A.] Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
[Gabriel, Allison S.] Virginia Commonwealth Univ, Dept Management, Richmond, VA 23284 USA.
RP Grandey, AA (reprint author), Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
EM aag6@psu.edu
NR 150
TC 132
Z9 136
U1 10
U2 123
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 323
EP 349
PG 27
GA BC4TG
UT WOS:000352912100013
HC Y
HP N
DA 2020-06-08
ER
PT S
AU Tetrick, LE
Winslow, CJ
AF Tetrick, Lois E.
Winslow, Carolyn J.
BE Morgeson, FP
TI Workplace Stress Management Interventions and Health Promotion
LA English
DE stress management; workplace health promotion; interventions; positive psychology
ID JOB-STRESS; WORKSITE WELLNESS; SELF-EFFICACY; PROGRAM; RECOVERY; MINDFULNESS; BENEFITS; BURNOUT; IMPACT; VALIDATION
AB Employee health and wellness are important for employees, their families, and their organizations. We review the literature on both stress management interventions in organiza
from the lens of primary, secondary, and tertiary interventions as well as the framework provided by the job demands-resources model (Bakker & Demerouti 2007). Stress manag
restoring resources that have been depleted by the work environment, whereas workplace health promotion and wellness programs tend to be more preventive, enhancing job a
trend toward incorporating stress management as a component of workplace wellness programs, with these programs taking more of a primary or secondary intervention approa
level interventions are still relatively rare, there is growing evidence that organizational interventions, especially when combined with individual-level interventions, can be quite e
conclude the review by offering suggestions for future research and some considerations for the design and evaluation of future interventions.
C1 [Tetrick, Lois E.; Winslow, Carolyn J.] George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
RP Tetrick, LE (reprint author), George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
EM ltetrick@gmu.edu; cwinslo2@gmu.edu
NR 53
TC 31
Z9 31
U1 23
U2 181
PU ANNUAL REVIEWS
PI PALO ALTO
PA 4139 EL CAMINO WAY, PO BOX 10139, PALO ALTO, CA 94303-0897 USA 125/309
SN 2327-0608
EI 2327-0616
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 583
EP 603
PG 21
GA BC4TG
UT WOS:000352912100022
DA 2020-06-08
ER
PT J
AU Peng, H
Pierce, J
AF Peng, He
Pierce, Jon
TI Job- and organization-based psychological ownership: relationship and outcomes
LA English
DT Article
DE Employee behaviour; Managerial psychology; Job attitudes
ID MERE OWNERSHIP; CULTURE; CONSEQUENCES; COMMITMENT; MOTIVATION; REPETITION; ATTITUDES; BEHAVIOR; SELF
AB Purpose - The purpose of this paper is to investigate the relationship between job- and organization-based psychological ownership. In addition, the authors explored the emerge
context.
Design/methodology/approach - Time-lagged survey data from 158 Chinese participants were used to test several hypothesized relationships employing partial least square tech
Findings - Job-based psychological ownership appeared to mediate the relationship between experienced job control and organization-based psychological ownership. In additio
psychological ownership and job satisfaction, organizational citizenship behaviors and turnover intentions, and a statistically significant relationship between organization-based
negative relationship between organization-based psychological ownership and knowledge withholding was also observed.
Practical implications - Managers who want to enhance employees' job- and ultimately organization-based psychological ownership should empower their employees by enabling
Originality/value - This paper examined how organization-based psychological ownership emerges from control over work via job-based psychological ownership. The authors al
Chinese context.
C1 [Peng, He] Fudan Univ, Dept Business Adm, Shanghai 200433, Peoples R China.
[Pierce, Jon] Univ Minnesota, Dept Management Studies, Duluth, MN 55812 USA.
RP Peng, H (reprint author), Fudan Univ, Dept Business Adm, Shanghai 200433, Peoples R China.
EM fdpenghe@gmail.com
FU National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71272070]; Philosophy and Social Science Foundation of Shanghai [2010EJY002];
FX The authors thank Editor Professor Lois Tetrick, Former Editor Professor Dianna Stone, Associate Editor Professor Charmine Hartel, and the anonymous reviewers for their help
National Natural Science Foundation of China (No. 71272070), Philosophy and Social Science Foundation of Shanghai (No. 2010EJY002), and Project 985 at Fudan University
contributed equally to the production of this study.
NR 56
TC 22
Z9 24
U1 5
U2 51
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2015
VL 30
IS 2
BP 151
EP 168
DI 10.1108/JMP-07-2012-0201
PG 18
GA CD3LJ
UT WOS:000350979600003
DA 2020-06-08
ER
PT J
AU Arora, R
Rangnekar, S
AF Arora, Ridhi
Rangnekar, Santosh
TI The joint effects of personality and supervisory career mentoring in predicting occupational commitment
LA English
DT Article
DE Careers; Mentoring; Personality; Motivation (psychology); Employee behavior; Commitment
ID MEMBER EXCHANGE THEORY; JOB-SATISFACTION; ORGANIZATIONAL ENVIRONMENT; TURNOVER INTENTIONS; MODERATING ROLE; MENTAL-ABILITY; WORK; PE
AB Purpose - The purpose of this paper is to examine the joint effects of personality (agreeableness and conscientiousness) and perceived supervisory career mentoring (SCM) on
the role of SCM support as a predictor of OC was also analyzed.
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Design/methodology/approach - A cross-sectional survey-based research design was adopted using data from 121 employees of public and private sector organizations in North
Findings - The results showed that the relationship between perceived SCM and OC was stronger for employees reporting high levels of agreeableness in contrast to low agreea
significant predictor of OC in the Indian context.
Practical implications - This study suggests that for fostering an occupationally committed workforce, it is critical for supervisory mentors to understand how to deal with employee
need to be trained and empowered to render vocational support to employees at all levels.
Originality/value - The work advances the existing work on mentoring and vocational outcomes by demonstrating the crucial role of supervisory career support and personality in
C1 [Arora, Ridhi; Rangnekar, Santosh] Indian Inst Technol Roorkee, Dept Management Studies, Uttarakhand, India.
RP Arora, R (reprint author), Indian Inst Technol Roorkee, Dept Management Studies, Uttarakhand, India.
EM ridhi.arora23@gmail.com
OI Arora, Ridhi 0000-0002-4737-0637
NR 84
TC 15
Z9 16
U1 0
U2 27
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2015
VL 20
IS 1
BP 63
EP 80
DI 10.1108/CDI-12-2014-0156
PG 18
GA CC7VL
UT WOS:000350576400005
DA 2020-06-08
ER
PT J
AU van Woerkom, M
Meyers, MC
Meyers, Maria Christina
TI MY STRENGTHS COUNT! EFFECTS OF A STRENGTHS-BASED PSYCHOLOGICAL CLIMATE ON POSITIVE AFFECT AND JOB PERFORMANCE
LA English
DT Article
DE extra-role performance; in-role performance; positive affect; strengths-based psychological climate; positive institutions; positive psychology
ID HUMAN-RESOURCE MANAGEMENT; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; WORK ENGAGEMENT; MANUFACTURING PERFORMANCE; EMPLOYEE ATTITUDES
MOOD
AB This article builds on the argument that research on the link between HRM and performance benefits from investigating how HR practices are envisioned by managers (in terms
employees (in terms of psychological climates). Our study focuses on the effects of a strengths-based HR philosophy assuming that employee performance can be maximized th
a strengths-based psychological climate, that is, employee perceptions of the opportunities they get to identify, develop, and use their strengths. We hypothesized that a strength
positive affect, which in turn enhances their in-role and extra-role performance. In our study, 442 respondents working in 39 departments of eight Dutch and Belgian organization
their organization, and indicated their level of work-related positive affect, in-role performance, and extra-role performance. Results of multilevel hierarchical regression analyses
psychological climate was positively linked to in-role and extra-role performance, and that this link was mediated by positive affect. (c) 2014 Wiley Periodicals, Inc.
C1 [van Woerkom, Marianne] Tilburg Univ, Dept Human Resource Studies, NL-5000 LE Tilburg, Netherlands.
NR 114
TC 37
Z9 38
U1 2
U2 86
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD JAN-FEB
PY 2015
VL 54
IS 1
BP 81
EP 103
DI 10.1002/hrm.21623
PG 23
GA CA7OE
UT WOS:000349106000005
DA 2020-06-08
127/309
ER
PT J
AU Hu, XX
Kaplan, S
AF Hu, Xiaoxiao
Kaplan, Seth
TI Is "feeling good" good enough? Differentiating discrete positive emotions at work
LA English
DT Article
DE positive emotions; pride; interest; gratitude
ID ACHIEVEMENT GOALS; TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL-BEHAVIOR; INDIVIDUAL-DIFFERENCES; COGNITIVE APPRAISAL; PROSOCIAL BEHA
MODEL
AB Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has foc
affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demon
emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotionspride, interest, and gratitudeand offer p
workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strateg
John Wiley & Sons, Ltd.
C1 [Hu, Xiaoxiao] Old Dominion Univ, Dept Psychol, Norfolk, VA 23529 USA.
[Kaplan, Seth] George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
RP Hu, XX (reprint author), Old Dominion Univ, Dept Psychol, 5115 Hampton Blvd, Norfolk, VA 23529 USA.
EM xiaoxiaohu.pku@gmail.com
NR 106
TC 25
Z9 25
U1 3
U2 57
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JAN
PY 2015
VL 36
IS 1
BP 39
EP 58
DI 10.1002/job.1941
PG 20
GA CA3YI
UT WOS:000348840600004
DA 2020-06-08
ER
PT J
AU Ganegoda, DB
Folger, R
AF Ganegoda, Deshani B.
Folger, Robert
TI Framing effects in justice perceptions: Prospect theory and counterfactuals
LA English
DT Article
DE Fairness theory; Prospect theory; Organizational justice; Counterfactuals
ID ORGANIZATIONAL JUSTICE; PSYCHOLOGY; DECISIONS; JUDGMENT; MILLENNIUM; INDUSTRIAL; EXCHANGE; FAIRNESS
AB The majority of organizational justice research is underscored by the assumption that individuals form justice perceptions based on deliberate processing of information, using va
research examined how individuals form fairness perceptions in less deliberate ways-in particular, based on the way in which a decision outcome is framed. Drawing on prospect
outcomes that are framed in line with prospect theory's predictions would attenuate counterfactual processing because those outcomes are consistent with individuals' biased pre
1998, 2001), we argued that lower levels of counterfactual thinking increases the tendency for a decision to seem fair; therefore, framing a decision in a way that is consistent wit
perceived as fair. We found support for our hypotheses in two experiments. (C) 2014 Elsevier Inc. All rights reserved.
C1 [Ganegoda, Deshani B.] Australian Natl Univ, Res Sch Management, Canberra, ACT 0200, Australia.
[Folger, Robert] Univ Cent Florida, Coll Business Adm, Dept Management, Orlando, FL 32816 USA.
RP Ganegoda, DB (reprint author), Australian Natl Univ, ANU Coll Business & Econ, Res Sch Management, GPO Box 4, Canberra, ACT 0200, Australia.
EM d.ganegoda@anu.edu.au
OI Folger, Robert 0000-0003-2404-1627
NR 56
TC 11
Z9 14
U1 0
U2 59
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN 128/309
PY 2015
VL 126
BP 27
EP 36
DI 10.1016/j.obhdp.2014.10.002
PG 10
GA AZ9SK
UT WOS:000348555300003
DA 2020-06-08
ER
PT S
AU Campbell, JP
Wiernik, BM
AF Campbell, John P.
Wiernik, Brenton M.
BE Morgeson, FP
TI The Modeling and Assessment of Work Performance
LA English
DE performance models; contextual performance; organizational citizenship; counterproductive work behavior; performance dynamics; performance appraisal
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; CRITERION CONSTRUCT SPACE; FRAME-OF-REFERENCE; JOB-PERFORMANCE; MAXIMUM PERFORMANCE; MEASUR
VALIDATION; LEADER-PERFORMANCE; ASSESSMENT-CENTERS
AB Individual work role performance drives the entire economy. It is organizational psychology and organizational behavior's (OP/OB's) most crucial dependent variable. In this revie
of individual performance are reviewed and summarized. Setting aside differences in terminology, the alternatives are remarkably similar. The Campbell (2012) model is offered a
Issues pertaining to performance dynamics are then reviewed, along with the role played by individual adaptability to changing performance requirements. Using the synthesized
performance as a backdrop, issues pertaining to the assessment of performance are summarized. The alternative goals of performance assessment, general measurement issue
simulations) are reviewed and described. Cross-cultural issues and future research needs are noted.
C1 [Campbell, John P.; Wiernik, Brenton M.] Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
RP Campbell, JP (reprint author), Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
EM campb006@umn.edu
RI Wiernik, Brenton M. G-4854-2016
OI Wiernik, Brenton M. 0000-0001-9560-6336
NR 151
TC 44
Z9 46
U1 5
U2 134
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 47
EP 74
PG 28
GA BC4TG
UT WOS:000352912100003
DA 2020-06-08
ER
PT S
AU Rupp, DE
Mallory, DB
AF Rupp, Deborah E.
Mallory, Drew B.
BE Morgeson, FP
TI Corporate Social Responsibility: Psychological, Person-Centric, and Progressing
LA English
DE corporate social responsibility; organizational justice; humanitarian work psychology; environmental sustainability; person-centric work psychology; corporate citizenship
ID ORGANIZATIONAL IDENTIFICATION; PERFORMANCE; CSR; EMPLOYEES; WORK; COMPANIES; IDENTITY; MODEL; ATTRACTIVENESS; INITIATIVES
AB Micro-CSR, or the psychological study of how corporate social responsibility (CSR) affects individuals, is gaining significant attention within industrial/organizational psychology a
the potential to offer insight into how CSR impacts individuals representing various stakeholder groups (e.g., consumers, shareholders), to date the term micro-CSR has generall
CSR initiatives. We argue that the taxonomic conscription of micro-CSR to employees alone exacerbates current friction within the field pertaining to the effects, utility, and impor
employee-focused micro-CSR and summarizes current theories while addressing some of the concerns regarding CSR, particularly as it applies to other stakeholder groups. It re
purpose, reducing human suffering, and in doing so draws together theories and evidence focused on why CSR matters to employees and why the study of another stakeholder
of the true micro-CSR experience (of employees, among others).
C1 [Rupp, Deborah E.; Mallory, Drew B.] Purdue Univ, Dept Psychol Sci, W Lafayette, IN 47907 USA.
RP Rupp, DE (reprint author), Purdue Univ, Dept Psychol Sci, W Lafayette, IN 47907 USA.
EM ruppd@purdue.edu; dmallory@purdue.edu 129/309
RI
Mallory, Drew AAC-3994-2019
OI Mallory, Drew 0000-0001-8521-0514
NR 107
TC 86
Z9 86
U1 7
U2 74
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 211
EP 236
PG 26
GA BC4TG
UT WOS:000352912100009
DA 2020-06-08
ER
PT S
AU Beal, DJ
AF Beal, Daniel J.
BE Morgeson, FP
TI ESM 2.0: State of the Art and Future Potential of Experience Sampling Methods in Organizational Research
LA English
DE experience sampling; diary studies; research methods; organizational psychology; organizational behavior
ID ECOLOGICAL MOMENTARY ASSESSMENT; DAILY JOB-SATISFACTION; DAILY DIARY; DAILY-LIFE; MISSING DATA; BIG DATA; RETROSPECTIVE EVALUATIONS; EMOT
AB The use of experience sampling methods (ESM) and related techniques has exploded in organizational research. The goals of this review are to provide a focused perspective o
ESM will look like in the years to come. First, I provide a conceptually based discussion of exactly what is and what is not ESM. Next, I discuss the more advantageous elements
enjoy its use (e.g., reduced memory and methods biases), followed by the inevitable challenges that have sometimes limited its utility (e.g., issues with repeated assessment, mi
innovations of ESM (e.g., trait assessment, expansion to higher levels of analysis, and connection to big data) that seem likely to ensure its continued and expanded influence as
psychological processes at work, but higher levels of analysis as well.
C1 Virginia Polytech Inst & State Univ, Pamplin Coll Business, Dept Management, Blacksburg, VA 24061 USA.
RP Beal, DJ (reprint author), Virginia Polytech Inst & State Univ, Pamplin Coll Business, Dept Management, Blacksburg, VA 24061 USA.
EM dbeal@vt.edu
NR 133
TC 89
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U1 6
U2 83
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 383
EP 407
PG 25
GA BC4TG
UT WOS:000352912100015
DA 2020-06-08
ER
PT S
AU Den Hartog, DN
AF Den Hartog, Deanne N.
BE Morgeson, FP
TI Ethical Leadership
LA English
DE ethical leadership; unethical leadership; leader morality; leadership styles; leader behavior; follower perceptions
ID 130/309
TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL CITIZENSHIP; DESTRUCTIVE LEADERSHIP; CHARISMATIC LEADERSHIP; UNETHICAL LEADERSHIP; MEDIAT
MODERATING ROLE; PERSONALITY
AB High-profile cases of leaders' ethical failure in different settings and sectors have led to increased attention to ethical leadership in organizations. In this review, I discuss the rapid
behavior/psychology perspective, taking a behavioral and perceptual angle. After addressing the background of ethical leadership in this field, I discuss how ethical leadership ha
to a leader being seen as ethical by followers, and how ethical leadership relates to other leadership styles. I also contrast ethical with unethical leader behaviors. Next, I address
ethical leader behavior, the mechanisms through which this form of leadership affects followers, and what the role of the context is. Finally, I summarize the challenges the field c
discuss some practical implications of the work to date.
C1 Univ Amsterdam, Amsterdam Business Sch, NL-1018 TV Amsterdam, Netherlands.
RP Den Hartog, DN (reprint author), Univ Amsterdam, Amsterdam Business Sch, Kruislaan 403, NL-1018 TV Amsterdam, Netherlands.
EM d.n.denhartog@uva.nl
NR 108
TC 54
Z9 55
U1 8
U2 114
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 409
EP 434
PG 26
GA BC4TG
UT WOS:000352912100016
DA 2020-06-08
ER
PT S
AU Gerhart, B
Fang, MY
AF Gerhart, Barry
Fang, Meiyu
BE Morgeson, FP
TI Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs
LA English
DE motivation; intrinsic motivation; creativity; compensation; incentives; pay for performance
ID SELF-DETERMINATION THEORY; COGNITIVE EVALUATION THEORY; HUMAN-RESOURCE MANAGEMENT; VOLUNTARY TURNOVER; EMPIRICAL-ANALYSIS; REWARD
AB The role of compensation or extrinsic rewards, including pay for performance (PFP), has received relatively little attention in the organizational behavior/psychology literature on
the form of raising cautions about the potential harmful effects of PFP on (intrinsic) work motivation, as well as on creativity. We critically assess the theory and evidence that hav
support for such claims (in workplace settings) is lacking. We seek to provide a more accurate view of how extrinsic rewards such as PFP operate in the workplace and how they
document how social determination theory and creativity theory have recently undergone major changes that better recognize the potential positive influence of extrinsic rewards
research.
C1 [Gerhart, Barry] Univ Wisconsin, Wisconsin Sch Business, Madison, WI 53706 USA.
[Fang, Meiyu] Natl Cent Univ, Dept Human Resource Management, Taoyuan 320, Taiwan.
RP Gerhart, B (reprint author), Univ Wisconsin, Wisconsin Sch Business, Madison, WI 53706 USA.
EM bgerhart@bus.wisc.edu; mfang@cc.ncu.edu.tw
NR 146
TC 42
Z9 44
U1 10
U2 291
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-3802-2
PY 2015
VL 2
BP 489
EP 521
PG 33
GA BC4TG
UT WOS:000352912100019
DA 2020-06-08
ER
PT J
AU Schaufeli, WB
AF Schaufeli, Wilmar B.
131/309
TI Engaging leadership in the job demands-resources model
LA English
DT Article
DE Stress; Leadership; Motivation (psychology)
ID TRANSFORMATIONAL LEADERSHIP; WORK CHARACTERISTICS; EMPLOYEE ENGAGEMENT; MEDIATING ROLE; BURNOUT; PERFORMANCE; BEHAVIORS; ABSENCE
AB Purpose - The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging lea
reduce employee's levels of burnout and increase their levels of work engagement.
Design/methodology/approach - An online survey was conducted among a representative sample of the Dutch workforce (n = 1,213) and the research model was tested using st
Findings - It appeared that leadership only had an indirect effect on burnout and engagement - via job demands and job resources - but not a direct effect. Moreover, leadership a
as employability, performance, and commitment.
Research limitations/implications - The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal stud
performance).
Practical implications - Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well adv
Social implications - Leadership seems to be a crucial factor which has an indirect impact - via job demands and job resources -on employee well-being.
Originality/value - The study demonstrates that engaging leadership can be integrated into the JD-R framework.
C1 [Schaufeli, Wilmar B.] Leuven Univ, Res Unit Occupat & Org Psychol & Profess Learning, Leuven, Belgium.
[Schaufeli, Wilmar B.] Univ Utrecht, Dept Psychol, Utrecht, Netherlands.
RP Schaufeli, WB (reprint author), Leuven Univ, Res Unit Occupat & Org Psychol & Profess Learning, Leuven, Belgium.
EM w.schaufeli@uu.nl
RI Schaufeli, Wilmar B B-9645-2013
OI Schaufeli, Wilmar B 0000-0002-6070-7150
FU Research Fund KU LeuvenKU Leuven
FX This research was funded by the Research Fund KU Leuven.
NR 58
TC 49
Z9 52
U1 2
U2 49
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2015
VL 20
IS 5
BP 446
EP 463
DI 10.1108/CDI-02-2015-0025
PG 18
GA CY5XT
UT WOS:000366481700001
DA 2020-06-08
ER
PT J
AU Bakker, AB
AF Bakker, Arnold B.
TI Towards a multilevel approach of employee well-being
LA English
DT Article
DE affective events; diary studies; employee well-being; job demands-resources theory; work engagement
ID DEMANDS-RESOURCES MODEL; JOB DEMANDS; AFFECTIVE EXPERIENCES; WORK ENGAGEMENT; PERSONALITY
AB In this commentary, I respond to Ilies, Aw & Pluut's (Intraindividual models of employee well-being: What have we learned and where do we go from here?, European Journal of
that distinguishes between traits and states of employee well-being. I use Job Demands-Resources theory to illustrate how we may integrate within-and between-person approac
employee well-being. My perspective builds on Ilies et al. and recent findings of research combining relatively stable "traits" with fluctuating states of employee well-being. My go
into possible differences between variables at different levels of analysis; (2) use research to show how trait and state levels of (predictors of) employee wellbeing may interact; (
on the topic.
C1 [Bakker, Arnold B.] Erasmus Univ, Inst Psychol, Ctr Excellence Posit Org Psychol, Woudestein Campus,Mandeville Bldg T13-47,POB 1738, NL-3000 DR Rotterdam, Netherlands
RP Bakker, AB (reprint author), Erasmus Univ, Inst Psychol, Ctr Excellence Posit Org Psychol, Woudestein Campus,Mandeville Bldg T13-47,POB 1738, NL-3000 DR Rotterdam, Ne
EM bakker@fsw.eur.nl
NR 25
TC 32
Z9 32
U1 2
U2 30
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2015
132/309
VL 24
IS 6
BP 839
EP 843
PG 5
GA DF4HC
UT WOS:000371307600002
DA 2020-06-08
ER
PT J
AU Kuhn, KM
AF Kuhn, Kristine M.
TI SELECTING THE GOOD VS. REJECTING THE BAD: REGULATORY FOCUS EFFECTS ON STAFFING DECISION MAKING
LA English
DT Article
DE decision making; selection; perception
ID HUMAN-RESOURCE MANAGEMENT; LABOR-MARKET; ORGANIZATIONAL-PSYCHOLOGY; PERFORMANCE EVALUATION; CORRESPONDENCE BIAS; CREDIT CHECKS
AB Although staffing decisions are typically conceptualized as motivated by the desire to select the best employees, many managers and human resources practitioners may be mo
provides a rich and well-developed framework for understanding how prevention and promotion orientations shape judgments and decisions. This work is the first to examine this
how these fundamental underlying motivations alter the salience of costs and benefits associated with staffing practices, as well as subjective judgments about individual applica
as individual differences, and predominant motivational orientations also vary with business cycles. This model therefore offers broad cross-level explanatory power for understan
perspective on ways to improve the quality of staffing decision making. (c) 2014 Wiley Periodicals, Inc.
C1 [Kuhn, Kristine M.] Washington State Univ, Pullman, WA 99164 USA.
RP Kuhn, KM (reprint author), Washington State Univ, Dept Management Informat Syst & Entrepreneurship, Todd Hall 442, Pullman, WA 99164 USA.
EM kmkuhn@wsu.edu
NR 107
TC 8
Z9 9
U1 3
U2 70
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD JAN-FEB
PY 2015
VL 54
IS 1
BP 131
EP 150
DI 10.1002/hrm.21625
PG 20
GA CA7OE
UT WOS:000349106000007
DA 2020-06-08
ER
PT J
AU Shepherd, DA
Williams, TA
Patzelt, H
AF Shepherd, Dean A.
Williams, Trenton A.
Patzelt, Holger
TI Thinking About Entrepreneurial Decision Making: Review and Research Agenda
LA English
DT Article
DE entrepreneurship; decisions under risk; uncertainty; literature review
ID SELF-EMPLOYMENT; RISK-TAKING; EMPIRICAL-ANALYSIS; CORPORATE ENTREPRENEURSHIP; OPPORTUNITY EVALUATION; VENTURE CREATION; BUSINESS OW
AB Judgment and decision-making research has a long tradition in management and represents a substantial stream of research in entrepreneurship. Despite numerous reviews of
marketing fields, this is the first review in the field of entrepreneurship. This absence of a review of entrepreneurial decision making is surprising given the extreme decision-maki
uncertainty, time pressure, emotionally charged, and consequential extremesand the large number of studies in the literature (e.g., 602 articles in our initial screen and 156 article
categorize the articles into decision-making topics arranged along the primary activities associated with entrepreneurshipopportunity assessment decisions, entrepreneurial entry
entrepreneurial exit decisions, heuristics and biases in the decision-making context, characteristics of the entrepreneurial decision maker, and environment as decision context; (
framework; (3) review and integrate studies within and across decision-making activities; and (4) offer a comprehensive agenda for future research. We believe (hope) that this p
valuable contribution to management scholars interested in decision making and/or entrepreneurship.
C1 [Shepherd, Dean A.; Williams, Trenton A.] Indiana Univ, Bloomington, IN 47405 USA.
[Patzelt, Holger] Tech Univ Munich, D-80290 Munich, Germany.
RP Shepherd, DA (reprint author), Indiana Univ, 1309 E Tenth St, Bloomington, IN 47405 USA.
EM shepherd@indiana.edu
OI Patzelt, Holger 0000-0001-9886-8374
NR 196
TC 160 133/309
Z9 162
U1 28
U2 482
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JAN
PY 2015
VL 41
IS 1
BP 11
EP 46
DI 10.1177/0149206314541153
PG 36
GA AW4RN
UT WOS:000346268400002
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Yousaf, A
Yang, HD
Sanders, K
AF Yousaf, Amna
Yang, Huadong
Sanders, Karin
TI Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals The mediating role of commitment foci
LA English
DT Article
DE Individual behaviour; Motivation (psychology); Organizational commitment; Individual psychology; Job attitudes
ID OCCUPATIONAL COMMITMENT; WORK; ORGANIZATIONS; ANTECEDENTS; CITIZENSHIP; BEHAVIORS; FRAMEWORK; MODERATOR; AUTONOMY; BIAS
AB Purpose - The purpose of this paper is to examine underlying linkages between employees' intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani hea
occupational and organizational commitments were proposed as mediators to explain these relationships.
Design/methodology/approach - Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Ke
bootstrapping approach for testing multiple mediators simultaneously.
Findings - As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is rela
relationships are mediated by affective organizational commitment.
Research limitations/implications - Research has implications both for practitioners and academicians. The results highlight how different motivational orientations can produce d
needs of employees while devising their human resource strategies. Employees can differ in their motivational orientations depending on their level of need, and can accordingly
Employees also need to choose jobs carefully after evaluating their motivational orientations.
Originality/value - The current study recognizes the multi-dimensional nature of motivation and differentiates the effects of intrinsic and extrinsic motivational orientations of emplo
orientations and employee task and CP. The study also examines differential role of two foci of employee commitment in analyzing the main effects.
C1 [Yousaf, Amna] COMSATS Inst Informat Technol, Dept Management Sci, Islamabad, Pakistan.
[Yang, Huadong] Univ Liverpool, Dept Management & Org, Sch Management, Liverpool L69 3BX, Merseyside, England.
[Sanders, Karin] Univ New S Wales, Sch Management, Sydney, NSW, Australia.
RP Yousaf, A (reprint author), COMSATS Inst Informat Technol, Dept Management Sci, Islamabad, Pakistan.
EM amna.yousaf@comsats.edu.pk
NR 53
TC 18
Z9 19
U1 0
U2 44
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2015
VL 30
IS 2
BP 133
EP 150
DI 10.1108/JMP-09-2012-0277
PG 18
GA CD3LJ
UT WOS:000350979600002
DA 2020-06-08
ER
PT J
AU Tong, JJ
134/309
Wang, L
Peng, KP
AF Tong, Jiajin
Wang, Lei
Peng, Kaiping
TI From person-environment misfit to job burnout: theoretical extensions
LA English
DT Article
DE Stress; Personal health; Managerial psychology
ID DEMANDS-RESOURCES MODEL; SELF-ESTEEM; ORGANIZATIONAL CYNICISM; METAANALYTIC TEST; WORK ATTITUDES; ROLE-CONFLICT; SATISFACTION; FIT; CO
AB Purpose - The purpose of this paper is to explore the psychological mechanisms explaining the impact of fit on burnout based on meta-theories.
Design/methodology/approach - A total of 199 employees participated in three waves with three-week intervals. Person-organization fit and person-job fit were measured in Wav
Wave 2, and burnout was measured in Wave 3.
Findings - Person-organization fit and person-job fit related to three components of job burnout via multiple psychological mechanisms.
Research limitations/implications - The findings help to extend existing theories on fit and burnout literature. The research advances the understanding of psychological mechanis
research interest to further investigation on their relationships and effects with other variables besides burnout. It also helps understand the construct of burnout.
Practical implications - For individuals, person-job fit should be achieved as well as person-organization fit to avoid burnout. Measuring organization-based self-esteem (OBSE),
recognize early signs of burnout and to develop effective interventions to reduce burnout. The findings help better understand the value of P-E fit and effective interventions in bu
Social implications - It helps employees better select job and organization and adapt to the job and organization, reduce management cost, and keep mental health.
Originality/value - Two original contributions are that: it adopted three meta-theories to comprehensively investigate the psychological mechanisms explaining how misfit leads to
of burnout into one fit-based model, which treats the person as a subject rather than a passive agent.
C1 [Tong, Jiajin; Wang, Lei] Peking Univ, Dept Psychol, Beijing 100871, Peoples R China.
[Peng, Kaiping] Univ Calif Berkeley, Dept Psychol, Berkeley, CA 94720 USA.
RP Wang, L (reprint author), Peking Univ, Dept Psychol, Beijing 100871, Peoples R China.
EM leiwang@pku.edu.cn
RI Wang, Lei D-2501-2016
OI Wang, Lei 0000-0002-6156-9028
FU NSFCNational Natural Science Foundation of China [91224008]; Key Projects in the National Science & Technology Pillar Program of China [2009BAI77B04]
FX This work is supported by NSFC Grant No. 91224008 and Key Projects in the National Science & Technology Pillar Program of China (No. 2009BAI77B04). The authors would li
during the writing of this paper. The authors thank the brilliant suggestions from the editor and the reviewers. The authors would also thank Tim Beneke and Tina Arnold for their
NR 48
TC 15
Z9 15
U1 5
U2 86
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2015
VL 30
IS 2
BP 169
EP 182
DI 10.1108/JMP-12-2012-0404
PG 14
GA CD3LJ
UT WOS:000350979600004
DA 2020-06-08
ER
PT S
AU Tost, LP
AF Tost, Leigh Plunkett
BE Staw, BM
Brief, AP
TI When, why, and how do powerholders "feel the power"? Examining the links between structural and psychological power and reviving the connection between power and respon
LA English
DE Power; Psychological power; Responsibility; Self-interest; Agency; Communion
ID STATUS-INCONSISTENCY; DECISION-MAKING; SOCIAL-CONTEXT; SELF-CONCEPT; BEHAVIOR; LEADERSHIP; INTERDEPENDENCE; ALLOCATION; DYNAMICS; IMPA
AB Recent research in social psychology has examined how psychological power affects organizational behaviors. Given that power in organizations is generally viewed as a structu
psychological power and explore how their interrelationships affect organizational behavior. I argue that psychological power takes two forms: the (nonconscious) cognitive netwo
view, I identify two causal pathways that link psychological power and structural power in predicting organizational behavior. First, the sense of power is likely to induce a sense o
powerholders, which in turn leads structural powerholders to be more responsive to the views and needs of others. Second, the sense of power, when brought into conscious aw
and agentic behaviors, which in turn leads structural powerholders to enact agentic behaviors. I discuss the ways in which these predictions diverge from previous theorizing, and
relationship between structural and psychological power. In doing so, I suggest that certain features of the predominant methodological approaches to studying psychological pow
obscures the crucial link between power and responsibility. (C) 2015 Elsevier Ltd. All rights reserved.
C1 [Tost, Leigh Plunkett] Univ Michigan, Ross Sch Business, 701 Tappan St, Ann Arbor, MI 48109 USA.
RP Tost, LP (reprint author), Univ Michigan, Ross Sch Business, 701 Tappan St, Ann Arbor, MI 48109 USA.
EM lptost@umich.edu
NR 176
TC 40
Z9 40
U1 5
U2 63 135/309
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2015
VL 35
BP 29
EP 56
DI 10.1016/j.riob.2015.10.004
PG 28
GA BE1YW
UT WOS:000368743200002
DA 2020-06-08
ER
PT J
AU McCarter, MW
Samek, A
Sheremeta, RM
AF McCarter, Matthew W.
Samek, Anya
Sheremeta, Roman M.
TI Divided Loyalists or Conditional Cooperators? Creating Consensus About Cooperation in Multiple Simultaneous Social Dilemmas
LA English
DT Article
DE cooperation; conditional cooperation; defection; loyalty; experiments; public goods; social dilemmas
ID DECISION-MAKING; PUBLIC-GOODS; BEHAVIORAL SPILLOVERS; CLIMATE-CHANGE; CATEGORIZATION; PSYCHOLOGY; MANAGEMENT; ALLIANCES; RESOURCE; S
AB The current social dilemma literature lacks theoretical consensus regarding how individuals behave when facing multiple simultaneous social dilemmas. The divided-loyalty hypo
decline as individuals experience multiple social dilemmas with different compared to the same group members. The conditional-cooperation hypothesis, from behavioral econom
experience multiple social dilemmas with different compared to the same group members. We employ a laboratory experiment to create consensus between these literatures and
positive effect of interacting with different group members comes from participants having an opportunity to shift their cooperative behavior from the less cooperative to the more
C1 [McCarter, Matthew W.] Univ Texas San Antonio, San Antonio, TX 78249 USA.
[Samek, Anya] Univ Wisconsin, Madison, WI 53706 USA.
[Sheremeta, Roman M.] Case Western Reserve Univ, Weatherhead Sch Management, Cleveland, OH 44106 USA.
[McCarter, Matthew W.; Sheremeta, Roman M.] Chapman Univ, Econ Sci Inst, Orange, CA USA.
RP McCarter, MW (reprint author), Univ Texas San Antonio, Dept Management, One UTSA Circle, San Antonio, TX 78249 USA.
EM matthew.mccarter@utsa.edu
RI Sheremeta, Roman B-9110-2011
McCarter, Matthew W. I-6429-2013
OI McCarter, Matthew W. 0000-0001-7308-6333
NR 60
TC 12
Z9 12
U1 0
U2 14
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD DEC
PY 2014
VL 39
IS 6
BP 744
EP 771
DI 10.1177/1059601114551606
PG 28
GA AT8YN
UT WOS:000345215000006
DA 2020-06-08
ER
PT J
AU Cameron, K
McNaughtan, J
AF Cameron, Kim
McNaughtan, Jon
TI Positive Organizational Change
LA English
DT Article
DE positive psychology; positive organizational change; appreciative inquiry
136/309
ID WORK; VIRTUOUSNESS; COMPASSION; MOTIVATION; JOB; CONSEQUENCES; LEADERSHIP; EMOTIONS; IMPACT; MODEL
AB For 50 years, JABS has played a significant role in making available new knowledge about organizational change. In the last decade, JABS has once again been at the forefront
namely, positive organizational scholarship and positive organizational change. This article summarizes some of the findings that have emerged from this new approach to chang
C1 [Cameron, Kim; McNaughtan, Jon] Univ Michigan, Ann Arbor, MI 48109 USA.
RP Cameron, K (reprint author), Univ Michigan, Ann Arbor, MI 48109 USA.
EM Cameronk@umich.edu
NR 77
TC 15
Z9 16
U1 1
U2 81
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD DEC
PY 2014
VL 50
IS 4
BP 445
EP 462
DI 10.1177/0021886314549922
PG 18
GA AT0YP
UT WOS:000344660400005
DA 2020-06-08
ER
PT J
AU Barros, E
Kausel, EE
Cuadra, F
Diaz, DA
AF Barros, Eduardo
Kausel, Edgar E.
Cuadra, Felipe
Diaz, Daniel A.
TI Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations
LA English
DT Article
ID VALIDITY; PSYCHOLOGY; SELECTION; AMERICAN; UTILITY; TESTS
AB Although the field of personnel selection has amounted around 100 years of research, there has been an overrepresentation of American and Western European samples in thes
almost entirely absent from industrial and organizational psychology journals. Thus, it is unknown whether well-documented findings, such as the prediction of job performance b
in this region. This research intended to address this gap in the literature with three studies conducted in Chilean organizations, using different research designs, and different op
consistent with previous studies, showing that conscientiousness and general mental ability significantly predict job performance in these Chilean samples.
C1 [Barros, Eduardo] Univ Adolfo Ibanez, Sch Business, Santiago 7941169, Chile.
[Kausel, Edgar E.] Univ Chile, Fac Econ, Santiago, Chile.
[Cuadra, Felipe] UCL, Dept Psychol, London, England.
[Diaz, Daniel A.] EB Consulting, Santiago, Chile.
RP Barros, E (reprint author), Univ Adolfo Ibanez, Sch Business, Diagonal Torres 2640, Santiago 7941169, Chile.
EM eduardo.barros@uai.cl; ekausel@unegocios.cl; felipe.cuadra.12@ucl.ac.uk; ddiaz@ebconsulting.cl
RI Kausel, Edgar AAH-2626-2019
Kausel, Edgar G-4241-2012
OI Kausel, Edgar 0000-0002-7181-0954
NR 31
TC 8
Z9 8
U1 1
U2 25
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD DEC
PY 2014
VL 22
IS 4
BP 432
EP 438
DI 10.1111/ijsa.12089
PG 7
GA AS6FL
137/309
UT WOS:000344359800009
DA 2020-06-08
ER
PT J
AU Kniffin, KM
Wansink, B
Griskevicius, V
Wilson, DS
AF Kniffin, Kevin M.
Wansink, Brian
Griskevicius, Vladas
Wilson, David Sloan
TI Beauty is in the in-group of the beholded: Intergroup differences in the perceived attractiveness of leaders
LA English
DT Article
DE Physical attractiveness; Evolutionary psychology; Familiarity; Leadership; Followership
ID PHYSICAL ATTRACTIVENESS; FACIAL ATTRACTIVENESS; FACES PREDICT; SKIN-DEEP; PERCEPTION; PREFERENCES; PERSONALITY; INFERENCES; CONSENSUS
AB Physical attractiveness is most commonly presumed to be an exogenous characteristic that influences peoples feelings, perceptions, and behavior across myriad types of relatio
toward other people influence the perceptions of others' attractiveness. Focusing specifically on subordinates' perceptions of leaders of in-groups and out-groups, we examine w
ratings of physical attractiveness. Studies 1 and 2 show that subordinates rate the leaders of their in-groups as significantly more physically attractive than comparably familiar ou
the interactive roles of physical attractiveness within contemporary organizational environments and help to account for variance in interpersonal perceptions on the basis of grou
physical attractiveness as a static trait, our findings highlight the importance of group membership as a lens for perceiving familiar leaders' physical attractiveness, (C) 2014 The
article under the CC BY license
C1 [Kniffin, Kevin M.; Wansink, Brian] Cornell Univ, Dyson Sch Appl Econ & Management, Ithaca, NY 14853 USA.
[Griskevicius, Vladas] Univ Minnesota, Carlson Sch Management, Minneapolis, MN 55455 USA.
[Wilson, David Sloan] SUNY Binghamton, Dept Biol Sci, Binghamton, NY 13902 USA.
[Wilson, David Sloan] SUNY Binghamton, Dept Anthropol, Binghamton, NY 13902 USA.
RP Kniffin, KM (reprint author), Cornell Univ, Dyson Sch Appl Econ & Management, Ithaca, NY 14853 USA.
EM kmk276@cornell.edu
NR 81
TC 10
Z9 10
U1 1
U2 42
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD DEC
PY 2014
VL 25
IS 6
BP 1143
EP 1153
DI 10.1016/j.leaqua.2014.09.001
PG 11
GA AX4BS
UT WOS:000346879700005
OA Other Gold
DA 2020-06-08
ER
PT J
AU Slaughter, JE
Cable, DM
Turban, DB
AF Slaughter, Jerel E.
Cable, Daniel M.
Turban, Daniel B.
TI Changing Job Seekers' Image Perceptions During Recruitment Visits: The Moderating Role of Belief Confidence
LA English
DT Article
DE recruitment; belief confidence; organizational image; curvilinear relationships
ID APPLICANT ATTRACTION; MULTIPLE-REGRESSION; ATTITUDE CERTAINTY; SOURCE CREDIBILITY; ORGANIZATIONS; PERSUASION; SOCIALIZATION; COMPETENCE
AB The purpose of this study was to understand how an important construct in social psychology-confidence in one's beliefs-could both (a) influence the effectiveness of organizatio
Using a sample of recruits to a branch of the United States military, the authors studied belief confidence before and after recruits' formal visits to the organization's recruiting sta
on recruits' belief confidence than impersonal sources. Moreover, recruits' confidence in their initial beliefs affected how perceptions of the recruiter changed their employer imag
between recruitment experiences and employer images was positive and linear across the whole range of recruitment experiences. Among recruits with high-initial confidence, h
curvilinear, such that recruitment experiences were related to images only at more positive recruitment experiences. The relationship between recruitment experiences and chan
positive recruitment experiences led to changes in confidence. These results indicate not only that belief confidence influences the effectiveness of recruiting efforts but also that
C1 [Slaughter, Jerel E.] Univ Arizona, Dept Management & Org, Eller Coll Management, Tucson, AZ 85721 USA.
[Cable, Daniel M.] London Business Sch, Dept Org Behav, London, England.
[Turban, Daniel B.] Univ Missouri, Trulaske Coll Business, Columbia, MO 65211 USA.
RP Slaughter, JE (reprint author), Univ Arizona, Dept Management & Org, Eller Coll Management, Tucson, AZ 85721 USA.
EM jslaught@eller.arizona.edu
RI Cable, Daniel C-3579-2014
138/309
NR 49
TC 12
Z9 14
U1 3
U2 74
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2014
VL 99
IS 6
BP 1146
EP 1158
DI 10.1037/a0037482
PG 13
GA AT7ZP
UT WOS:000345153700008
PM 25089859
DA 2020-06-08
ER
PT J
AU Gonzalez-Mule, E
Mount, MK
Oh, IS
AF Gonzalez-Mule, Erik
Mount, Michael K.
Oh, In-Sue
TI A Meta-Analysis of the Relationship Between General Mental Ability and Nontask Performance
LA English
DT Article
DE general mental ability; organizational citizenship behavior; counterproductive work behavior
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; COUNTERPRODUCTIVE WORK BEHAVIOR; JOB-PERFORMANCE; COGNITIVE-ABILITY; CONTEXTUAL PERFORMANCE;
PERSONNEL-SELECTION; WORKPLACE DEVIANCE; EMOTIONAL INTELLIGENCE
AB Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of
based largely on measures of task or overall performance. The primary purpose of this study is to address a void in the research literature by conducting a meta-analysis to dete
2 dimensions of nontask performance: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB). Overall, the results show that the true-score cor
although rating source of CWB moderates this relationship. The true-score correlation between GMA and OCB is positive but modest in magnitude (. 23, k = 43). The 2nd purpos
analyses to determine the relative importance of GMA and the five-factor model (FFM) of personality traits in predicting nontask and task performance criteria. Results indicate th
for CWB than GMA, that the FFM traits are roughly equal in importance to GMA for OCB, and that GMA is substantially more important for task and overall job performance than
development of optimal selection systems and the development of comprehensive theories of job performance are discussed along with study limitation and future research direc
C1 [Gonzalez-Mule, Erik; Mount, Michael K.] Univ Iowa, Dept Management & Organizat, Henry B Tippie Coll Business, Iowa City, IA 52242 USA.
[Oh, In-Sue] Temple Univ, Dept Human Resource Management, Fox Sch Business, Philadelphia, PA 19122 USA.
RP Gonzalez-Mule, E (reprint author), Univ Iowa, Dept Management & Organizat, Henry B Tippie Coll Business, W361 Pappajohn Business Bldg, Iowa City, IA 52242 USA.
EM erik-gonzalez-mule@uiowa.edu
RI Oh, In-Sue S-7306-2016
Oh, In-Sue O-2054-2019
OI Oh, In-Sue 0000-0002-3298-2489
Oh, In-Sue 0000-0002-3298-2489
NR 152
TC 38
Z9 39
U1 1
U2 99
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2014
VL 99
IS 6
BP 1222
EP 1243
DI 10.1037/a0037547
PG 22
GA AT7ZP
UT WOS:000345153700013
PM 25133304
139/309
DA 2020-06-08
ER
PT J
AU Peters, K
Daniels, K
Hodgkinson, GP
Haslam, SA
AF Peters, Kim
Daniels, Kevin
Hodgkinson, Gerard P.
TI Experts' Judgments of Management Journal Quality: An Identity Concerns Model
LA English
DT Article
DE journal quality; journal lists; social identity; self-favoring bias
ID ORGANIZATIONAL SCIENCE; IMPACT FACTOR; PSYCHOLOGY; DETERMINANTS; REGRESSION; CITATIONS; PARADIGM; RANKINGS; INDEX; FIELD
AB Many lists that purport to gauge the quality of journals in management and organization studies (MOS) are based on the judgments of experts in the field. This article develops a
judgments are likely to be shaped by the personal and social identities of evaluators. The model was tested in a study in which 168 editorial board members rated 44 MOS journa
highly to the extent that a given journal reflected their personal concerns (associated with having published more articles in that journal) and the concerns of a relevant ingroup (a
particular disciplinary or geographical background). However, judges' ratings of journals in which they had published were more favorable when those journals had a low-quality r
geographical and disciplinary affiliations were more favorable when those journals had a high-quality reputation. The findings are thus consistent with the view that identity conce
need to protect against personal identity threat or a meaningful opportunity to promote social identity.
C1 [Peters, Kim; Haslam, S. Alexander] Univ Exeter, Exeter EX4 4QG, Devon, England.
[Daniels, Kevin] Univ E Anglia, Norwich NR4 7TJ, Norfolk, England.
[Hodgkinson, Gerard P.] Univ Warwick, Coventry CV4 7AL, W Midlands, England.
RP Peters, K (reprint author), Univ Exeter, Sch Psychol, Washington Singer Labs, Perry Rd, Exeter EX4 4QG, Devon, England.
EM k.o.peters@exeter.ac.uk
Haslam, Alex AAA-2512-2019
Peters, Kim K-6138-2013
Haslam, Alex 0000-0001-9523-7921
Peters, Kim 0000-0001-8091-8636
NR 63
TC 18
Z9 18
U1 3
U2 56
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD NOV
PY 2014
VL 40
IS 7
BP 1785
EP 1812
DI 10.1177/0149206311434532
PG 28
GA AQ6QY
UT WOS:000342940100001
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Peterson, MF
Barreto, TS
AF Peterson, Mark F.
Barreto, Tais Siqueira
TI The like it or not proposition: Implications of societal characteristics for the cultural expertise and personal values of organization members
LA English
DT Article
DE societal culture; cultural expertise; personal values; culture and cognition
ID INDIVIDUAL-LEVEL; SOCIAL AXIOMS; COLLECTIVISM; PERSPECTIVE; BEHAVIOR; CONSEQUENCES; DIMENSIONS; PSYCHOLOGY; MULTILEVEL; SOCIOLOGY
AB Extensive statistical discussion about societal and individual levels of analysis continues in international organizational behavior (IOB). This discussion can be improved by drawi
sociology, and experimental psychology. We use such literature to develop a cultural expertise and personal values or like it or not proposition about the implications that societa
society's culture strongly shapes its members' cognitive structures and moderately influences its members' support for the society's prevailing value orientation. We use the famil
differences and relationships between levels of analysis. We conclude by reconsidering how to study societal culture and psychological dimensions in IOB. Copyright (c) 2014 Jo
C1 [Peterson, Mark F.; Barreto, Tais Siqueira] Florida Atlantic Univ, Coll Business, Boca Raton, FL 33431 USA.
[Peterson, Mark F.] Maastricht Univ, Maastricht, Netherlands.
RP Peterson, MF (reprint author), Florida Atlantic Univ, Coll Business, Dept Management Programs, 777 Glades Rd, Boca Raton, FL 33431 USA.
EM mpeterson@fau.edu
NR 103
TC 17 140/309
Z9 17
U1 0
U2 24
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD NOV
PY 2014
VL 35
IS 8
SI SI
BP 1134
EP 1152
DI 10.1002/job.1977
PG 19
GA AU1XY
UT WOS:000345412000008
DA 2020-06-08
ER
PT J
AU Ashkanasy, NM
Becker, WJ
Waldman, DA
AF Ashkanasy, Neal M.
Becker, William J.
Waldman, David A.
TI Neuroscience and organizational behavior: Avoiding both neuro-euphoria and neuro-phobia
LA English
DT Article
DE organizational neuroscience; management fads; electroencephalograph; fMRI
ID PUZZLINGLY HIGH CORRELATIONS; COGNITIVE NEUROSCIENCE; EMOTIONAL INTELLIGENCE; FMRI; EMPATHY; PERSONALITY; LEADERSHIP; POWER; PERFORMA
AB Organizational neuroscience has great promise for advancing organizational research and practice. The field, however, is developing rapidly and has also become the subject of
considered when conducting or interpreting neuroscience research as applied to organizational behavior. We explore four issues we deem to be important in understanding the r
neuroscientific research and reductionism; (ii) the need to address methodological and technological challenges in conducting this type of research; (iii) how neuroscientific resea
(iv) neuroscience as just another management fad. In addressing these issues, we hope to set out a roadmap that will enable organizational scholars to avoid past mistakes and
organizational behavior using neuroscientific approaches. Copyright (C) 2014 John Wiley & Sons, Ltd.
C1 [Ashkanasy, Neal M.] Univ Queensland, UQ Business Sch, Brisbane, Qld 4072, Australia.
[Becker, William J.] Texas Christian Univ, Neeley Sch Business, Ft Worth, TX 76129 USA.
[Waldman, David A.] Arizona State Univ, WP Carey Sch Business, Tempe, AZ USA.
RP Ashkanasy, NM (reprint author), Univ Queensland, UQ Business Sch, Brisbane, Qld 4072, Australia.
EM n.ashkanasy@uq.edu.au
Becker, William 0000-0002-4648-4122
NR 77
TC 35
Z9 39
U1 2
U2 84
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD OCT
PY 2014
VL 35
IS 7
BP 909
EP 919
DI 10.1002/job.1952
PG 11
GA AU1XQ
UT WOS:000345411300003
DA 2020-06-08
ER
PT J
AU Kwong, JYY
Wong, KFE 141/309
AF Kwong, Jessica Y. Y.
Wong, Kin Fai Ellick
TI Fair or Not Fair? The Effects of Numerical Framing on the Perceived Justice of Outcomes
LA English
DT Article
DE numerical framing; justice perceptions; distributive justice; prospect theory; reward allocation
ID ORGANIZATIONAL JUSTICE; PROCEDURAL JUSTICE; PREFERENCE REVERSALS; RATER GOALS; DECISIONS; PSYCHOLOGY; PERFORMANCE; JDM; PERSPECTIVE
AB The authors draw on prospect theory and demonstrate that the perceived justice of an outcome is affected by the way numerical information is presented. Three experimental stu
teachers, general employees, and future employees. People generally tend to see a bigger difference in the performance between the self versus another person when their perf
small numbers (e.g., absence rate of 3% vs. 9%) than when they are presented in frames associated with large numbers (e.g., attendance rate of 97% vs. 91%). Despite the sam
example), people expected different fair shares of rewards and evaluated justice of a given outcome differently across the two frames.
C1 [Kwong, Jessica Y. Y.] Chinese Univ Hong Kong, Shatin, Hong Kong, Peoples R China.
[Wong, Kin Fai Ellick] Hong Kong Univ Sci & Technol, Hong Kong, Hong Kong, Peoples R China.
RP Kwong, JYY (reprint author), Chinese Univ Hong Kong, Dept Mkt, Shatin, Hong Kong, Peoples R China.
EM jkwong@cuhk.edu.hk
OI Wong, Kin Fai Ellick 0000-0002-7887-8732
NR 73
TC 5
Z9 7
U1 1
U2 58
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD SEP
PY 2014
VL 40
IS 6
BP 1558
EP 1582
DI 10.1177/0149206311430261
PG 25
GA AQ1ZQ
UT WOS:000342584800004
DA 2020-06-08
ER
PT J
AU Weber, JM
Moore, C
AF Weber, J. Mark
Moore, Celia
TI Squires: Key followers and the social facilitation of charismatic leadership
LA English
DT Article
DE Charisma; groups/teams; leadership; power
ID TRANSFORMATIONAL LEADERSHIP; DECISION-MAKING; MEMBER EXCHANGE; SELF; POWER; MODEL; ORGANIZATIONS; EXPERIENCE; MANAGEMENT; DYNAMICS
AB Drawing on several theoretical traditions in the social sciences, we offer a theory of the social facilitation of charismatic leadership by introducing the concept of squires. Squires
liberating and legitimizing, modeling, buffering, and interpreting and translating. Liberating and legitimizing builds on social conformity research. Modeling is based in the social le
interpreting and translating, draw on insights from the psychology of power and organizational theory. These functions help resolve two central charismatic leadership paradoxes
prefer to be led by leaders who are like them, and (b) the need to be personally inspiring to followers while being socially distant from them. In specifying squires' functions, we a
and contribute to understandings of how charismatic leadership emerges, works, and endures.
C1 [Weber, J. Mark] Univ Waterloo, Entrepreneurship & Technol Ctr, Conrad Business, Waterloo, ON N2L 6R5, Canada.
[Moore, Celia] London Business Sch, Org Behav, London, England.
RP Weber, JM (reprint author), Univ Waterloo, Entrepreneurship & Technol Ctr, Conrad Business, 295 Hagey Blvd,Suite 240, Waterloo, ON N2L 6R5, Canada.
EM mark.weber@uwaterloo.ca
RI Moore, Celia N-7519-2016
OI Moore, Celia 0000-0001-6671-6632
FU Social Sciences and Humanities Research Council of CanadaSocial Sciences and Humanities Research Council of Canada (SSHRC)
FX The authors are grateful to Art Brief, Stephane Cote, Herminia Ibarra, Mark Kennedy, Jean-Francois Manzoni, Roger Martin, David Messick, Laurie Milton, and Keith Murnighan f
The authors are also indebted to Dale Wasserman, Joe Darion, Mitch Leigh, and Miguel de Cervantes for their roles in inspiring this project. This research was supported by a gr
of Canada to the first author.
NR 110
TC 6
Z9 6
U1 1
U2 32
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
142/309
PD AUG
PY 2014
VL 4
IS 3
BP 199
EP 227
DI 10.1177/2041386613498765
PG 29
GA CI5TM
UT WOS:000354822700001
DA 2020-06-08
ER
PT J
AU Edwards, JR
Christian, MS
AF Edwards, Jeffrey R.
Christian, Michael S.
TI Using accumulated knowledge to calibrate theoretical propositions
LA English
DT Article
DE Creativity & innovation; fit; statistics/methods
ID NULL-HYPOTHESIS; PSYCHOLOGICAL-RESEARCH; JUDGMENT CALLS; METAANALYSIS; ENGAGEMENT; WORK; PERFORMANCE; VALIDITY; MODELS
AB In organizational psychology research, most theories put forth directional predictions, such as stating that an increase in one construct will result in an increase or decrease in an
can be confirmed by a wide range of values, and theories that rely on such predictions bear little risk of falsification. In this article, we present an approach for increasing theoreti
predictions embedded in a theory. Our approach provides point values for theoretical predictions along with credibility intervals that capture the likely range of the predicted effect
engagement and calibrate the predictions represented by two conceptual models. Contributions and limitations of the proposed approach are discussed.
C1 [Edwards, Jeffrey R.; Christian, Michael S.] Univ N Carolina, Kenan Flagler Business Sch, Org Behav, Chapel Hill, NC 27599 USA.
RP Edwards, JR (reprint author), Univ N Carolina, Kenan Flagler Business Sch, Chapel Hill, NC 27599 USA.
EM jredwards@unc.edu
NR 59
TC 4
Z9 4
U1 2
U2 11
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD AUG
PY 2014
VL 4
IS 3
BP 279
EP 291
DI 10.1177/2041386614535131
PG 13
GA CI5TM
UT WOS:000354822700004
DA 2020-06-08
ER
PT J
AU Cools, E
Armstrong, SJ
Verbrigghe, J
AF Cools, Eva
Armstrong, Steven J.
Verbrigghe, Jasmijn
TI Methodological practices in cognitive style research: Insights and recommendations from the field of business and psychology
LA English
DT Article
DE Relevance; Cognitive styles; Rigour; Business psychology; Methodological practices
ID MANAGEMENT RESEARCH; ORGANIZATIONAL-PSYCHOLOGY; ENTREPRENEURSHIP RESEARCH; FUTURE-RESEARCH; LEARNING STYLE; RELEVANCE GAP; WOR
AB This study provides insights and recommendations concerning methodological practices of cognitive style research applied to the field of business and psychology. Based on a c
published between 1986 and 2010 were content-analysed. In terms of research design, we found the field to be dominated by quantitative, cross-sectional, and single-source de
student samples. While this might indicate a potential vulnerability in terms of internal and external validity, a strong emphasis on construct validity was also found, exemplified by
factor analyses. With regard to construct measurement, although more than 30 different instruments were used, the field was dominated by three of these. Regarding data analy
advanced and novel approaches have not yet permeated through the cognitive style field. Implications and suggestions for future research are offered. This is the first review of m
represents an important step in the advancement of the field.
C1 [Cools, Eva; Verbrigghe, Jasmijn] Vlerick Business Sch, B-9000 Ghent, Belgium.
[Armstrong, Steven J.] Univ Hull, Sch Business, Kingston Upon Hull HU6 7RX, N Humberside, England.
RP Cools, E (reprint author), Vlerick Business Sch, Reep 1, B-9000 Ghent, Belgium.
EM eva.cools@vlerick.com
143/309
OI Armstrong, Steven 0000-0003-4167-512X
NR 103
TC 10
Z9 11
U1 1
U2 45
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD JUL 4
PY 2014
VL 23
IS 4
BP 627
EP 641
DI 10.1080/1359432X.2013.788245
PG 15
GA AH2IC
UT WOS:000335943700011
DA 2020-06-08
ER
PT J
AU Colquitt, JA
Baer, MD
Long, DM
Halvorsen-Ganepola, MDK
AF Colquitt, Jason A.
Baer, Michael D.
Long, David M.
Halvorsen-Ganepola, Marie D. K.
TI Scale Indicators of Social Exchange Relationships: A Comparison of Relative Content Validity
LA English
DT Article
DE social exchange; trust; citizenship
ID LEADER-MEMBER EXCHANGE; PERCEIVED ORGANIZATIONAL SUPPORT; PSYCHOLOGICAL CONTRACT BREACH; CITIZENSHIP BEHAVIOR; JOB-PERFORMANCE; I
PERCEPTIONS; TRUST
AB Although social exchange theory has become one of the most oft-evoked theories in industrial and organizational psychology, there remains no consensus about how to measure
Drawing on Cropanzano and Byrne's (2000) review of contemporary social exchange theorizing, we examined the content validity of perceived support, exchange quality, affectiv
indicators of social exchange relationships. We used Hinkin and Tracey's (1999) quantitative approach to content validation, which asks participants to rate the correspondence b
constructs. Our results revealed that some of the most frequently utilized indicators of social exchange relationships-perceived support and exchange quality-were significantly le
Our results also revealed that 2 direct measures-Bernerth, Armenakis, Feild, Giles, and Walker's (2007) scale and a scale created for this study-were content valid. We discuss t
exchange theory.
C1 [Colquitt, Jason A.; Baer, Michael D.] Univ Georgia, Dept Management, Athens, GA 30602 USA.
[Long, David M.] Coll William & Mary, Dept Org Behav, Williamsburg, VA 23187 USA.
[Halvorsen-Ganepola, Marie D. K.] Univ Notre Dame, Dept Management, Notre Dame, IN 46556 USA.
RP Colquitt, JA (reprint author), Univ Georgia, Dept Management, Terry Coll Business, 412 Brooks Hall, Athens, GA 30602 USA.
EM colq@uga.edu
RI Baer, Michael AAK-2002-2020
NR 99
TC 78
Z9 79
U1 9
U2 149
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JUL
PY 2014
VL 99
IS 4
BP 599
EP 618
DI 10.1037/a0036374
PG 20
GA AL8NZ
UT WOS:000339397300004
PM 24708267
DA 2020-06-08
ER 144/309
PT J
AU Halbesleben, JRB
Neveu, JP
Paustian-Underdahl, SC
Westman, M
AF Halbesleben, Jonathon R. B.
Neveu, Jean-Pierre
Paustian-Underdahl, Samantha C.
Westman, Mina
TI Getting to the "COR": Understanding the Role of Resources in Conservation of Resources Theory
LA English
DT Article
DE resources; motivation; stress; decision making
ID SELF-DETERMINATION THEORY; WORK-FAMILY-CONFLICT; PERSON-ENVIRONMENT FIT; EMOTIONAL EXHAUSTION; JOB-PERFORMANCE; SOCIAL SUPPORT; NEED
ORGANIZATIONAL SUPPORT
AB Proposed as a theory of motivation, the basic tenet of conservation of resources (COR) theory is that humans are motivated to protect their current resources and acquire new re
behavior literature, several criticisms of the theory have emerged, primarily related to the central concept of resources. In this review, we address concerns regarding the concep
measurement of resources. We highlight gaps in the COR literature that can be addressed by integrating research from other areas of psychology and management. In this man
several concerns and providing suggestions for future research that might address other concerns.
C1 [Halbesleben, Jonathon R. B.] Univ Alabama, Tuscaloosa, AL 35487 USA.
[Neveu, Jean-Pierre] Univ Montpellier 2, F-34095 Montpellier 5, France.
[Paustian-Underdahl, Samantha C.] Florida Int Univ, Miami, FL 33199 USA.
[Westman, Mina] Tel Aviv Univ, IL-69978 Tel Aviv, Israel.
RP Halbesleben, JRB (reprint author), Univ Alabama, Dept Management, Culverhouse Coll Commerce, Box 870225, Tuscaloosa, AL 35487 USA.
EM jhalbesleben@cba.ua.edu
OI Halbesleben, Jonathon 0000-0002-5375-7459
NR 192
TC 494
Z9 505
U1 38
U2 303
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JUL
PY 2014
VL 40
IS 5
BP 1334
EP 1364
DI 10.1177/0149206314527130
PG 31
GA AJ4IM
UT WOS:000337638600006
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Whitman, DS
Kraus, E
Van Rooy, DL
AF Whitman, Daniel S.
Kraus, Eyran
Van Rooy, David L.
TI Emotional Intelligence among Black and White Job Applicants: Examining differences in test performance and test reactions
LA English
DT Article
ID COGNITIVE-ABILITY TESTS; SELECTION PROCEDURES; PERCEIVED FAIRNESS; VALIDITY; PERCEPTIONS; PERSONALITY; JUSTICE; SATISFACTION; EMPLOYMENT
AB The present work examines applicant reactions to a test of emotional intelligence (EI) using an organizational sample of 334 job applicants. Results indicated that Blacks had hig
than Whites, but that Whites performed significantly better than Blacks on the EI test. Although exploratory analyses revealed that test performance was positively related to test
differed between Blacks and Whites for opportunity to perform perceptions. We discuss our findings by offering practical advice for organizations considering or using a measure
C1 [Whitman, Daniel S.] Louisiana State Univ, EJ Ourso Coll Business, Rucks Dept Management, Baton Rouge, LA 70803 USA.
[Kraus, Eyran] City Miami, Miami, FL USA.
RP Whitman, DS (reprint author), Louisiana State Univ, EJ Ourso Coll Business, Rucks Dept Management, 2716 BEC, Baton Rouge, LA 70803 USA.
EM dwhitman@lsu.edu
NR 71
TC 5
Z9 6
U1 0
U2 20
PU WILEY
PI HOBOKEN
PA 111 RIVER ST, HOBOKEN 07030-5774, NJ USA 145/309
SN 0965-075X
EI 1468-2389
PD JUN
PY 2014
VL 22
IS 2
BP 199
EP 210
DI 10.1111/ijsa.12069
PG 12
GA AJ2US
UT WOS:000337519800008
DA 2020-06-08
ER
PT J
AU Kim, Y
Ployhart, RE
AF Kim, Youngsang
Ployhart, Robert E.
TI The Effects of Staffing and Training on Firm Productivity and Profit Growth Before, During, and After the Great Recession
LA English
DT Article
DE staffing (recruiting and selection); training; strategic human resources; recession
ID HUMAN-RESOURCE MANAGEMENT; PERFORMANCE WORK SYSTEMS; ORGANIZATIONAL COMPETITIVE ADVANTAGE; MULTILEVEL CAUSAL MODEL; STRATEGIC M
PRODUCTIVITY; MEASUREMENT ERROR; UTILITY ANALYSIS; FLEXIBILITY
AB This study integrates research from strategy, economics, and applied psychology to examine how organizations may leverage their human resources to enhance firm performanc
human resource management practices used to achieve firm performance through acquiring and developing human capital resources. However, little research has examined wh
performance (profit) growth under different environmental (economic) conditions. Using 359 firms with over 12 years of longitudinal firm-level profit data, we suggest that selectiv
firm profit growth through their effects on firm labor productivity, implying that staffing and training contribute to the generation of slack resources that help buffer and then recove
training that creates specific human capital resources is more beneficial for prerecession profitability, but staffing is more beneficial for postrecession recovery, apparently becaus
firm flexibility and adaptation. Thus, the theory and findings presented in this article have implications for the way staffing and training may be used strategically to weather econo
practical implications by demonstrating that firms that more effectively staff and train will outperform competitors throughout all pre- and postrecessionary periods, even after con
C1 [Kim, Youngsang; Ployhart, Robert E.] Univ S Carolina, Dept Management, Columbia, SC 29208 USA.
RP Kim, Y (reprint author), Univ S Carolina, Dept Management, Darla Moore Sch Business, Columbia, SC 29208 USA.
EM youngsang.kim@grad.moore.sc.edu
NR 142
TC 78
Z9 79
U1 5
U2 126
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAY
PY 2014
VL 99
IS 3
BP 361
EP 389
DI 10.1037/a0035408
PG 29
GA AI3FN
UT WOS:000336746200001
PM 24377393
DA 2020-06-08
ER
PT J
AU Wang, S
Noe, RA
Wang, ZM
AF Wang, Sheng
Noe, Raymond A.
Wang, Zhong-Ming
TI Motivating Knowledge Sharing in Knowledge Management Systems A Quasi-Field Experiment
LA English
DT Article
DE quasi-experiment; accountability; personality; knowledge management system; knowledge sharing
ID 5 PERSONALITY DIMENSIONS; 5-FACTOR MODEL; JOB-PERFORMANCE; ACCOUNTABILITY; CONSCIENTIOUSNESS; INFORMATION; TRAITS; WORK; TECHNOLOGY; 146/309
AB Many organizations are using knowledge management systems (KMSs) to facilitate knowledge sharing. However, few studies have empirically investigated how individual charac
sharing. Based on accountability theory, the person-situation interactional psychology perspective, and the five-factor model of personality, this study uses a quasi-experimental d
management practices-evaluation and evaluation plus reward-and their interactions with personality characteristics influence knowledge sharing using a KMS. One hundred emp
study. The authors found that both evaluation and evaluation plus reward had a positive relationship with knowledge sharing. Greater levels of knowledge sharing occurred in the
condition. Also, knowledge sharing was influenced by the interaction between evaluation plus reward and conscientiousness, neuroticism, and openness to experience. Implicati
C1 [Wang, Sheng] Univ Nevada, Las Vegas, NV 89154 USA.
[Noe, Raymond A.] Ohio State Univ, Columbus, OH 43210 USA.
[Wang, Zhong-Ming] Zhejiang Univ, Hangzhou, Zhejiang, Peoples R China.
RP Wang, S (reprint author), Univ Nevada, Dept Management, 4505 Maryland Pkwy, Las Vegas, NV 89154 USA.
EM sheng.wang@unlv.edu
NR 124
TC 103
Z9 107
U1 9
U2 227
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD MAY
PY 2014
VL 40
IS 4
BP 978
EP 1009
DI 10.1177/0149206311412192
PG 32
GA AE2PQ
UT WOS:000333815800002
DA 2020-06-08
ER
PT J
AU Hong, Y
Liao, H
Sturman, MC
Zhou, Y
AF Hong, Ying
Liao, Hui
Sturman, Michael C.
Zhou, Yu
TI Competing through customization: Using human resource management to create strategic capabilities
LA English
DT Article
DE Customization; dynamic capabilities; human resources; strategic capabilities
ID PERFORMANCE WORK SYSTEMS; PERCEIVED ORGANIZATIONAL SUPPORT; CUSTOMER INTERACTION APPROACH; DYNAMIC CAPABILITIES; MASS CUSTOMIZAT
CONCEPTUAL-FRAMEWORK; RENT APPROPRIATION; SELF-DETERMINATION
AB Given the increasingly diverse customer preferences, customization has become a strategic opportunity for organizations to create value. There is no systematic effort, however,
competitive strategy. Based on theories of resources and capabilities and the multidimensional view of economic rents, we derive three strategies of customization-mass product
a unique value for customers and incurring different costs. To bridge the gap in the human resources literature in delineating the strategic capabilities as an intermediate outcome
organizational psychology perspectives to infer how the strategic capabilities for customization can be created through different human resources management systems.
C1 [Hong, Ying] McMaster Univ, DeGroote Sch Business, Hamilton, ON L8S 4M4, Canada.
[Liao, Hui] Univ Maryland, Robert H Smith Sch Business, Leadership & Management, College Pk, MD USA.
[Sturman, Michael C.] Cornell Univ, Fac Dev, Sch Hotel Adm, Ithaca, NY 14853 USA.
[Zhou, Yu] Renmin Univ, Sch Business, Dept Org & Human Resources, Beijing, Peoples R China.
RP Hong, Y (reprint author), McMaster Univ, DeGroote Sch Business, 1280 Main St W, Hamilton, ON L8S 4M4, Canada.
EM yhong@mcmaster.ca
NR 133
TC 4
Z9 5
U1 1
U2 30
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2014
VL 4
IS 2
BP 124
EP 147
DI 10.1177/2041386613504608
PG 24
GA CI5TK
UT WOS:000354822500002
DA 2020-06-08
ER
PT J
AU Hill, AD
White, MA
Wallace, JC
AF Hill, Aaron D.
White, Margaret A.
Wallace, J. Craig
TI Unobtrusive measurement of psychological constructs in organizational research
LA English
DT Article
DE Cognition/perception; personality and individual difference; statistics/methods
ID SAMPLE SELECTION BIAS; CEO OVERCONFIDENCE; UPPER ECHELONS; SURROUNDING SEPTEMBER-11; BEHAVIORAL CONSISTENCY; STRATEGIC FLEXIBILITY; Q
OBSERVER RATINGS; RESPONSE RATES
AB Measurement in organizational psychology is dominated by the use of approaches that require the cooperation of a respondent-namely, questionnaires and interviews. The goal
measures as a supplemental means to assess psychological constructs in organizational research. Specifically, we first illustrate the merit and necessity of utilizing unobtrusive m
measures to assess psychological constructs and then discuss threats to validity associated with these approaches. Finally, we offer recommendations to enhance the effectiven
C1 [Hill, Aaron D.] Oklahoma State Univ, Management, Stillwater, OK 74078 USA.
[White, Margaret A.] Oklahoma State Univ, Stillwater, OK 74078 USA.
[Wallace, J. Craig] Oklahoma State Univ, William S Spears Chair Business Adm, Stillwater, OK 74078 USA.
RP Hill, AD (reprint author), Oklahoma State Univ, Spears Sch Business, 211 Business Bldg, Stillwater, OK 74078 USA.
EM aaron.hill@okstate.edu
NR 175
TC 15
Z9 16
U1 1
U2 48
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2014
VL 4
IS 2
BP 148
EP 174
DI 10.1177/2041386613505613
PG 27
GA CI5TK
UT WOS:000354822500003
OA Green Accepted
DA 2020-06-08
ER
PT J
AU DeMarree, KG
Brinol, P
Petty, RE
AF DeMarree, Kenneth G.
Brinol, Pablo
Petty, Richard E.
TI The effects of power on prosocial outcomes: A self-validation analysis
LA English
DT Article
DE Power; Metacognition; Decision making; Priming
ID AUTOMATIC BEHAVIOR; DECISION-MAKING; SOCIAL-CONFLICT; INFORMATION; PERSUASION; PSYCHOLOGY; MODEL; PERSPECTIVES; STEREOTYPES; INTEGRAT
AB The present research distinguishes between primary (cognitive) and secondary (meta-cognitive) processes in the domain of power. Power is a central construct in economic dec
organizational, political, consumer, and interpersonal contexts. Whereas most research has discussed ways that power can influence primary cognition (e.g., increased self-focus
influence secondary cognition (i.e., thinking about thinking). We argue that high (relative to low) power can increase reliance on one's current thoughts, magnifying their influence
power will produce more antisocial (prosocial) judgments and behavior. We activated prosocial or antisocial concepts through priming before activating powerfulness or powerles
of cooperation (Experiment 1) and the extent to which they were willing to help others (Experiment 2) when induced to feel powerful, but not when led to feel powerless. (C) 2012
C1 [DeMarree, Kenneth G.] Texas Tech Univ, Dept Psychol, Lubbock, TX 79409 USA.
[Brinol, Pablo] Univ Autonoma Madrid, Dept Social Psychol & Methodol, E-28049 Madrid, Spain.
[Petty, Richard E.] Ohio State Univ, Dept Psychol, Columbus, OH 43210 USA.
RP DeMarree, KG (reprint author), Texas Tech Univ, Dept Psychol, Box 42051, Lubbock, TX 79409 USA.
EM ken.demarree@ttu.edu; pablo.brinnol@uam.es; petty.1@osu.edu
RI Brinol, Pablo B-7329-2011
Petty, Richard E A-5977-2008
OI Brinol, Pablo 0000-0002-0327-5865
Petty, Richard E 0000-0002-2870-8575
DeMarree, Kenneth 0000-0001-5815-2646 148/309
NR 91
TC 18
Z9 20
U1 2
U2 45
PI AMSTERDAM
PA PO BOX 211, 1000 AE AMSTERDAM, NETHERLANDS
SN 0167-4870
EI 1872-7719
J9 J ECON PSYCHOL
PD APR
PY 2014
VL 41
SI SI
BP 20
EP 30
DI 10.1016/j.joep.2012.07.005
PG 11
GA AG7SV
UT WOS:000335619800003
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Wille, B
De Fruyt, F
AF Wille, Bart
De Fruyt, Filip
TI Vocations as a Source of Identity: Reciprocal Relations Between Big Five Personality Traits and RIASEC Characteristics Over 15 Years
LA English
DT Article
DE occupational socialization; reciprocal relations; Big Five; Holland model
ID WORK-FAMILY CONFLICT; 5-FACTOR MODEL; SOCIAL INVESTMENT; MIDDLE ADULTHOOD; YOUNG ADULTHOOD; JOB CHARACTERISTICS; ENVIRONMENT FIT; AGE
AB Although work is a core part of life, the direction of influence from personality to work has typically been conceived as only unidirectional. The present study aims to contribute to
personality and occupational characteristics, drawing on current perspectives from personality psychology (i.e., the social investment principle) and using a well-established fram
RIASEC theory). For this purpose, a longitudinal cohort of college alumni (N = 266) was tracked across a substantial and significant period in their professional career. Big Five p
assessed at the career start and 15 years later when their careers had unfolded. A combination of observed and latent variable analyses were used to disentangle the longitudina
characteristics. Our results indicate that personality shapes and is shaped by our vocational experiences, suggesting that work can be a source of identity. The implications for th
organizational literature are discussed alongside a number of practical implications for organizational and counseling settings.
C1 [Wille, Bart; De Fruyt, Filip] Univ Ghent, Dept Dev Personal & Social Psychol, B-9000 Ghent, Belgium.
RP Wille, B (reprint author), Univ Ghent, Dept Dev Personal & Social Psychol, H Dunantlaan 2, B-9000 Ghent, Belgium.
EM bart.wille@ugent.be
RI Wille, Bart Q-4897-2016
NR 92
TC 42
Z9 43
U1 13
U2 127
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2014
VL 99
IS 2
BP 262
EP 281
DI 10.1037/a0034917
PG 20
GA AI3FH
UT WOS:000336745500005
PM 24188395
OA Green Published
DA 2020-06-08
ER
PT J
AU Clarkson, GP
AF Clarkson, Gail P.
149/309
TI TWENTY-FIRST CENTURY EMPLOYMENT RELATIONSHIPS: THE CASE FOR AN ALTRUISTIC MODEL
LA English
DT Article
DE altruism; employment relationship; multilevel selection; sociobiology
ID ORGANIZATIONAL CITIZENSHIP BEHAVIORS; BYSTANDER INTERVENTION; MULTILEVEL-SELECTION; PROSOCIAL BEHAVIOR; WORK; MOTIVATION; DIFFUSION; JU
AB Different parties in any form of employment relationship (ER) will display variation in terms of their motivations and what they want to accomplish. Insights into how we might mee
of sociobiology. In particular, this article focuses upon multilevel selection (MLS); the central tenet being that internally altruistic groups are likely to outperform their more selfish c
agree is a legitimate theory accounting for evolutionary change and success. On the assumption that the interests of all parties are more likely to be realized in the context of ove
the quid pro quo arrangements central to dominant theoretical perspectives of the ER. Drawing upon the growing evidence in support of MLS theory, and long-accepted insights
ER fit for the twenty-first century world of work is presented and consideration is given as to how altruistic behaviors can be encouraged in all parties. (c) 2014 Wiley Periodicals,
C1 [Clarkson, Gail P.] Univ Leeds, Sch Business, Management Div, Leeds LS2 9JT, W Yorkshire, England.
RP Clarkson, GP (reprint author), Univ Leeds, Sch Business, Leeds LS2 9JT, W Yorkshire, England.
EM g.clarkson@lubs.leeds.ac.uk
NR 70
TC 5
Z9 5
U1 0
U2 24
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD MAR
PY 2014
VL 53
IS 2
SI SI
BP 253
EP 269
DI 10.1002/hrm.21567
PG 17
GA AE9QH
UT WOS:000334342600004
DA 2020-06-08
ER
PT J
AU Kraimer, ML
Takeuchi, R
Frese, M
AF Kraimer, Maria L.
Takeuchi, Riki
Frese, Michael
TI THE GLOBAL CONTEXT AND PEOPLE AT WORK: SPECIAL ISSUE INTRODUCTION
LA English
DT Article
ID CONSEQUENCES; CULTURES; FRAMEWORK; EXCHANGE; BEHAVIOR; FIT; JOB
AB Although considerable research has been conducted on a variety of cross-cultural management topics, we still know very little about how organizations can effectively manage p
impact individuals and groups at work. To address this gap, we edited a special issue of Personnel Psychology that presents scholarly research contributing to understanding how
identified 3 research themes: cross-cultural comparisons, the different types of global workers, and theoretical perspectives that underlie the accepted articles' contributions to th
methodological recommendations for research on human resource management and organizational behavior topics incorporating the global context.
C1 [Kraimer, Maria L.] Univ Iowa, Iowa City, IA 52242 USA.
[Takeuchi, Riki] Hong Kong Univ Sci & Technol, Hong Kong, Hong Kong, Peoples R China.
[Frese, Michael] Natl Univ Singapore, Singapore 117548, Singapore.
[Frese, Michael] Leuphana Univ, Luneburg, Germany.
RP Kraimer, ML (reprint author), Univ Iowa, Dept Management & Org, 108 John Pappajohn Business Bldg, Iowa City, IA 52242 USA.
EM maria-kraimer@uiowa.edu
RI Frese, Michael B-3283-2014
Frese, Michael B-4599-2008
Takeuchi, Riki B-1917-2019
OI Frese, Michael 0000-0002-6462-4395
Frese, Michael 0000-0002-6462-4395
Takeuchi, Riki 0000-0001-8386-6640
NR 30
TC 8
Z9 8
U1 0
U2 30
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD MAR 150/309
PY 2014
VL 67
IS 1
BP 5
EP 21
DI 10.1111/peps.12067
PG 17
GA AA7SY
UT WOS:000331298400002
DA 2020-06-08
ER
PT J
AU Reiche, BS
Cardona, P
Lee, YT
Canela, MA
Akinnukawe, E
Briscoe, JP
Bullara, C
Caparas, MV
Caprar, DV
Charlemagne, D
Grenness, T
He, W
Jamro, K
Kainzbauer, A
Koester, K
Lazo, A
Moreno, A
Morley, MJ
Myloni, V
Nadeem, S
Nieto, MA
Svishchev, A
Taylor, SN
Wilkinson, H
AF Reiche, B. Sebastian
Cardona, Pablo
Lee, Yih-Teen
Angel Canela, Miguel
Akinnukawe, Esther
Briscoe, Jon P.
Bullara, Cesar
Victoria Caparas, Maria
Caprar, Dan V.
Charlemagne, Dallied
Grenness, Tor
He, Wei
Jamro, Konrad
Kainzbauer, Astrid
Koester, Kathrin
Lazo, Alma
Moreno, Alejandro
Morley, Michael J.
Myloni, Vivian
Nadeem, Sadia
Aguirre Nieto, Marisa
Svishchev, Alexey
Taylor, Scott N.
Wilkinson, Helen
TI WHY DO MANAGERS ENGAGE IN TRUSTWORTHY BEHAVIOR? A MULTILEVEL CROSS-CULTURAL STUDY IN 18 COUNTRIES
LA English
DT Article
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; COGNITION-BASED TRUST; PERCEIVED TRUSTWORTHINESS; MEASUREMENT INVARIANCE; INDIRECT RECIPROCITY;
SELF
AB Drawing on theories of generalized exchange and the norm of indirect reciprocity, we conceptualize subordinates' organizational citizenship behavior directed toward the organiz
of managerial trustworthy behavior and examine how managers' affective trust in subordinates mediates this relationship. We also investigate the extent to which this mediation i
collected from 741 managers and 2,111 subordinates in 18 countries representing all major cultural regions of the world. We find support for our hypothesized moderated mediat
relationships between both subordinates' OCBO and managerial trustworthy behavior, and subordinates' OCBI and managerial trustworthy behavior across the different countrie
mediates the relationships between both types of citizenship behavior and managerial trustworthy behavior when collectivism is low to medium but not when it is high. Implication
organizational citizenship behavior are discussed.
C1 [Reiche, B. Sebastian; Lee, Yih-Teen; Angel Canela, Miguel] IESE Business Sch, Barcelona 08034, Spain.
[Cardona, Pablo] China Europe Int Business Sch, Shanghai, Peoples R China.
[Akinnukawe, Esther] First City Monument Bank, Lagos, Nigeria.
[Briscoe, Jon P.] No Illinois Univ, De Kalb, IL 60115 USA.
[Bullara, Cesar] Inst Super Empresa, Sao Paulo, Brazil.
[Victoria Caparas, Maria] Univ Asia & Pacific, Manila, Philippines.
[Caprar, Dan V.] Univ New S Wales, Sydney, NSW, Australia.
[Charlemagne, Dallied] Afrique Business Sch, Abidjan, Cote Ivoire.
[Grenness, Tor] Norwegian Sch Management, Oslo, Norway.
[He, Wei] Chinese Univ Hong Kong, Hong Kong, Hong Kong, Peoples R China.
[Jamro, Konrad] Univ Calif Irvine, Irvine, CA USA.
[Kainzbauer, Astrid] Mahidol Univ, Bangkok 10700, Thailand.
[Koester, Kathrin] Univ Heilbronn, Heilbronn, Germany.
[Lazo, Alma] IPADE, Mexico City, DF, Mexico.
[Moreno, Alejandro] Univ Sabana, INALDE, Bogota, Colombia.
[Morley, Michael J.] Univ Limerick, Limerick, Ireland.
[Myloni, Vivian] Athens Univ Econ & Business, Athens, Greece.
[Nadeem, Sadia] Natl Univ Comp & Emerging Sci, Islamabad, Pakistan.
[Aguirre Nieto, Marisa] Univ Piura, PAD, Lima, Peru.
[Svishchev, Alexey] MGIMO, Moscow, Russia. 151/309
[Taylor, Scott N.] Univ New Mexico, Albuquerque, NM 87131 USA.
[Wilkinson, Helen] Univ Francisco de Vitoria, Madrid, Spain.
RP Reiche, BS (reprint author), IESE Business Sch, Managing People Org Dept, Ave Pearson 21, Barcelona 08034, Spain.
EM sreiche@iese.edu
RI Briscoe, Jon P G-5157-2013
Cardona Soriano, Pablo B-4052-2019
Reiche, B. Sebastian H-6210-2015
Caprar, Dan I-7048-2012
OI Briscoe, Jon P 0000-0001-7044-0034
Cardona Soriano, Pablo 0000-0001-5770-9799
Reiche, B. Sebastian 0000-0001-8583-0713
Caprar, Dan 0000-0002-6221-2645
Wilkinson, Helen 0000-0003-0787-9612
Morley, Michael J 0000-0002-7478-5520
NR 83
TC 14
Z9 14
U1 2
U2 111
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD MAR
PY 2014
VL 67
IS 1
BP 61
EP 98
DI 10.1111/peps.12038
PG 38
GA AA7SY
UT WOS:000331298400004
DA 2020-06-08
ER
PT J
AU Ployhart, RE
Nyberg, AJ
Reilly, G
Maltarich, MA
AF Ployhart, Robert E.
Nyberg, Anthony J.
Reilly, Greg
Maltarich, Mark A.
TI Human Capital Is Dead; Long Live Human Capital Resources!
LA English
DT Article
DE human capital resources; human capital; human resources; strategy; organizational behavior; psychology
ID COMPETITIVE ADVANTAGE; EMPLOYEE MOBILITY; FIRM; MANAGEMENT; MICROFOUNDATIONS; CAPABILITIES; PERFORMANCE; IMPACT; VIEW; COMPLEMENTARIT
AB This paper introduces a radically different conceptualization of human capital resources that runs counter to the individual-level approaches that have dominated human capital t
economics, strategy, human resources, and psychology to develop an integrated and holistic framework that defines the structure, function, levels, and combinations of human c
human capital resources as individual or unit-level capacities based on individual knowledge, skills, abilities, and other characteristics (KSAOs) that are accessible for unit-releva
contributions. First, multidisciplinary communication is facilitated by providing precise definitions and distinctions between individual differences, KSAOs, human capital, human c
Second, given that human capital resources originate in individuals' KSAOs, multiple distinct types of human capital resources exist at individual and collective levels, and these
distinction. Third, the multiple types of human capital resources may be combined within and across levels, via processes of emergence and complementarity. Consequently, the
human capital resources are generic or specific but instead occurs because nearly all human capital resource combinations are complex, are firm-specific, and lack strategic (or
framework opens new avenues for future research that challenge the prevailing literature's treatment of human capital resources.
C1 [Ployhart, Robert E.; Nyberg, Anthony J.; Maltarich, Mark A.] Univ S Carolina, Columbia, SC 29208 USA.
[Reilly, Greg] Univ Connecticut, Storrs, CT USA.
RP Ployhart, RE (reprint author), Univ S Carolina, Dept Management, Darla Moore Sch Business, Columbia, SC 29208 USA.
EM ployhart@moore.sc.edu
NR 96
TC 114
Z9 114
U1 9
U2 238
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB 152/309
PY 2014
VL 40
IS 2
SI SI
BP 371
EP 398
DI 10.1177/0149206313512152
PG 28
GA AH6AY
UT WOS:000336214300002
DA 2020-06-08
ER
PT J
AU Dinh, JE
Lord, RG
Gardner, WL
Meuser, JD
Liden, RC
Hu, JY
AF Dinh, Jessica E.
Lord, Robert G.
Gardner, William L.
Meuser, Jeremy D.
Liden, Robert C.
Hu, Jinyu
TI Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives
LA English
DT Article
DE Leadership theory; Levels of analysis; Global compositional and compilational forms of emergence; Content analysis
ID FACE-TO-FACE; TRANSFORMATIONAL LEADERSHIP; ETHICAL LEADERSHIP; AUTHENTIC LEADERSHIP; INDIVIDUAL-DIFFERENCES; RELATIONAL LEADERSHIP; INI
LEADERSHIP; COMPLEXITY THEORY
AB Scholarly research on the topic of leadership has witnessed a dramatic increase over the last decade, resulting in the development of diverse leadership theories. To take stock o
new millennium, we conducted an extensive qualitative review of leadership theory across 10 top-tier academic publishing outlets that included The Leadership Quarterly, Admin
Management, Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Or
combined two existing frameworks (Gardner, Lowe, Moss, Mahoney, & Cogliser, 2010; Lord & Dinh, 2012) to provide a process-oriented framework that emphasizes both forms o
diverse leadership theories. We then describe the implications of the findings for future leadership research and theory. Published by Elsevier Inc.
C1 [Dinh, Jessica E.] Univ Akron, Akron, OH 44325 USA.
[Lord, Robert G.] Univ Durham, Durham DH1 3HP, England.
[Gardner, William L.; Hu, Jinyu] Texas Tech Univ, Lubbock, TX 79409 USA.
[Meuser, Jeremy D.; Liden, Robert C.] Univ Illinois, Chicago, IL USA.
RP Dinh, JE (reprint author), Univ Akron, Akron, OH 44325 USA.
EM jd62@zips.uakron.edu; Robert.lord@durham.ac.uk; william.gardner@ttu.edu; jmeuse2@uic.edu; bobliden@uic.edu; jinyu.hu@ttu.edu
RI Meuser, Jeremy D. AAF-4523-2020
Liden, Robert AAM-5366-2020
OI Meuser, Jeremy D. 0000-0001-9659-7785
NR 206
TC 362
Z9 374
U1 47
U2 800
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD FEB
PY 2014
VL 25
IS 1
SI SI
BP 36
EP 62
DI 10.1016/j.leaqua.2013.11.005
PG 27
GA 297MF
UT WOS:000330258900004
OA Green Accepted
HC Y
HP N
DA 2020-06-08
ER
PT S
AU Gioia, DA
Hamilton, AL
Patvardhan, SD 153/309
AF Gioia, Dennis A.
Hamilton, Aimee L.
Patvardhan, Shubha D.
BE Brief, AP
Staw, BM
TI Image is everything Reflections on the dominance of image in modern organizational life
LA English
ID STRATEGIC CHANGE; IMPRESSION MANAGEMENT; IDENTITY THREATS; BRAND; SELF; QUALITY; PRICE; SUBSTANCE; CONSUMER; PRODUCT
AB We develop the notion of image as a "covering concept," one that subsumes several major ideas in organization study. We draw on a number of literatures, including social psyc
studies, to make the case that "image is everything." We consider not only the pervasiveness of image, but also the power of image including its transformational potential for alte
personal and organizational study, including identity. We articulate two major theses: (1) image harbors the power to transform substance into image, and more radically that (2)
only a substance image transformation, but also an image substance transformation. (C) 2014 Elsevier Ltd. All rights reserved.
C1 [Gioia, Dennis A.] Penn State Univ, Smeal Coll Business, Dept Management & Org, University Pk, PA 16802 USA.
[Hamilton, Aimee L.] Univ Denver, Daniels Coll Business, Dept Management, Denver, CO 80208 USA.
[Patvardhan, Shubha D.] Univ Delaware, Alfred Lerner Coll Business & Econ, Dept Business Adm, Newark, DE 19716 USA.
RP Gioia, DA (reprint author), Penn State Univ, Smeal Coll Business, Dept Management & Org, 452 Business, University Pk, PA 16802 USA.
EM dag4@psu.edu
NR 139
TC 15
Z9 16
U1 2
U2 27
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2014
VL 34
BP 129
EP 154
DI 10.1016/j.riob.2014.01.001
PG 26
GA BB9PF
UT WOS:000348552800008
DA 2020-06-08
ER
PT S
AU Proudfoot, D
Kay, AC
AF Proudfoot, Devon
Kay, Aaron C.
BE Brief, AP
Staw, BM
TI System justification in organizational contexts: How a Motivated preference for the status quo can affect organizational attitudes and behaviors
LA English
ID CITIZENSHIP BEHAVIORS; COMPENSATORY CONTROL; CULTURAL-DIVERSITY; CONSEQUENCES; RATIONALIZATION; PREDICTORS; DEFENSE; THREAT; WORK; JO
AB In this chapter, we put forth the premise that people's motivated tendency to justify and defend their external systems has important, and largely unexplored, implications for the f
and empirical work emerging from System Justification Theory (Jost & Banaji, 1994), we propose that people's desire to view prevailing structural arrangements in a positive ligh
of people in organizational settings. We begin by specifically highlighting System Justification Theory's implications for: organizational change, employee citizenship behaviors, a
work on the situations in which people's system-justification motive is likely to be particularly pronounced and discuss how these situations may manifest in organizational contex
the consequences of the system-justification motive, with a focus on the implications of these findings for organizational members' perceptions, attitudes, and behaviors in the wo
C1 [Proudfoot, Devon; Kay, Aaron C.] Duke Univ, Durham, NC 27708 USA.
RP Kay, AC (reprint author), Duke Univ, Durham, NC 27708 USA.
EM aaron.kay@duke.edu
NR 97
TC 13
Z9 13
U1 3
U2 23
PU ELSEVIER
PI AMSTERDAM
PA Radarweg 29, PO Box 211, AMSTERDAM, NETHERLANDS
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2014
VL 34
BP 173
EP 187
DI 10.1016/j.riob.2014.03.001
PG 15
GA BB9PF
UT WOS:000348552800010
DA 2020-06-08
ER
PT J
AU Cotton, JL
O'Neill, BS
Griffin, AEC
AF Cotton, John L.
O'Neill, Bonnie S.
Griffin, Andrea E. C.
TI Whiteness of a name: is "white" the baseline?
LA English
DT Article
DE Discrimination; Groups; Virtual teams; Equal opportunities
ID MULTICULTURALISM; DIVERSITY; AMERICANS; ACCENTS; RACE
AB Purpose - The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names.
Design/methodology/approach - Respondents (full- and part-time business students) evaluated names that sounded common, African-American, Russian, and unusual.
Findings - Results from two studies suggest that "common" or "neutral" names are perceived to be white, and to be more American than African-American, Russian or unusual-s
names have more positive attributes, including socio-economic class.
Research limitations/implications - The study found that the basic comparison of American respondents will be to a white person. Second, the authors applied Critical Race Theo
demonstrate that unless they are totally anonymous, virtual teams will still have the type of social categorization and stereotyping of teammembers found in ordinary teams.
Practical implications - Organizations and managers need to recognize that a "colorblind" approach simply reinforces the expectation that any differences in American organizatio
be a problem in any organizational setting, especially given the proliferation of virtual teams. This may be addressed with attempts to increase common in-group identity and stra
Originality/value - In this research the authors integrate concepts and theory from Virtual Teams, CRT and the Psychology of Names, providing both theoretical and practical imp
C1 [Cotton, John L.; O'Neill, Bonnie S.] Marquette Univ, Dept Management, Milwaukee, WI 53233 USA.
[Griffin, Andrea E. C.] Indiana Univ Northwest, Sch Business & Econ, Gary, IN USA.
RP Cotton, JL (reprint author), Marquette Univ, Dept Management, Milwaukee, WI 53233 USA.
EM John.Cotton@marquette.edu
NR 49
TC 3
Z9 3
U1 0
U2 9
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2014
VL 29
IS 4
SI SI
BP 405
EP 422
DI 10.1108/JMP-03-2012-0086
PG 18
GA AP2TW
UT WOS:000341929000004
DA 2020-06-08
ER
PT J
AU Lee, J
Chaudhry, A
Tekleab, AG
AF Lee, Junghyun (Jessie)
Chaudhry, Anjali
Tekleab, Amanuel G.
TI An interactionist perspective on employee performance as a response to psychological contract breach
SO PERSONNEL REVIEW
LA English
DT Article
DE Quantitative; Psychological contract breach; Task performance; Organisational citizenship behaviour; Exchange ideology; Perceived organisational support
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; EQUITY SENSITIVITY; SOCIAL-EXCHANGE; INDIVIDUAL-DIFFERENCES; IMPACT; IDEOLOGY; JUSTICE; PERSONALITY; O
AB Purpose - The purpose of this paper is to investigate the inter-relationships among the closely related exchange-based constructs such as psychological contract (PC) breach, pe
The authors examine the effects of three-way interaction of them on employee performance.
Design/methodology/approach - This study theoretically builds on a personality trait-based interactionist model of performance (Tett and Burnett, 2003) and empirically tests the m
dyads in a non-profit organisation. Hierarchical linear modelling was employed for analysis.
Findings - The results indicate a significant three-way interaction, such that, the negative relationship between PC breach and task performance is the strongest when employees
Practical implications - These findings suggest that organisations should ensure employees feel supported and pay special attention to employees with a high exchange ideology
Originality/value - The study provides new theoretical insights to PC literature by integrating the interactionist approach, cognitive psychology, and exchange ideology research. I
situational and an individual variable in predicting employee performance after PC breach
C1 [Lee, Junghyun (Jessie)] Univ Michigan, Dept Management Studies, Dearborn, MI 48128 USA.
[Chaudhry, Anjali] Dominican Univ, Dept Management, Chicago, IL USA.
[Tekleab, Amanuel G.] Wayne State Univ, Dept Management, Detroit, MI USA.
RP Lee, J (reprint author), Univ Michigan, Dept Management Studies, Dearborn, MI 48128 USA.
EM jhjess@umich.edu; chaudhry@sxu.edu
NR 68 155/309
TC 6
Z9 6
U1 0
U2 29
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2014
VL 43
IS 6
BP 861
EP 880
DI 10.1108/PR-10-2012-0173
PG 20
GA AP3UT
UT WOS:000342004200003
DA 2020-06-08
ER
PT J
AU Afiouni, F
AF Afiouni, Fida
TI Women's careers in the Arab Middle East Understanding institutional constraints to the boundaryless career view
LA English
DT Article
DE Higher education; Gender; Women; Qualitative research; Careers; Cross-cultural management; Work; Flexible working hours; Arab Middle East; Academic career; Boundaryless
ID AVOIDING REIFICATION; ACADEMIC CAREERS; WORK; GENDER; FAMILY; SUCCESS; MANAGEMENT; PERSPECTIVE; PSYCHOLOGY; TIME
AB Purpose - The purpose of this paper is to examine how women academics from the Arab Middle East enact their careers with reference to double-bounded contexts: academia a
gender as another institution encoding specific gender roles. It is hoped that this cross-cultural perspective would broaden the understanding of careers beyond the economically
debate on the boundaryless career model.
Design/methodology/approach - The study is qualitative and exploratory in nature. It draws on one-to-one interviews with 23 female academics in early, mid and late careers, wo
Findings - The choice of academia as a profession is mainly driven by the subjective perception of an academic career as a calling, the lack of attractiveness of other career optio
work. Furthermore, the findings highlight both organizational (lack of mentoring and university support) and cultural factors (Islam, patriarchy, and family centrality) that shape/bin
better understanding of local constraints to the boundaryless career view in the Arab Middle East context.
Originality/value - The paper contributes to the boundaryless career theory development by addressing one of its major shortcomings, namely the lack of attention to context. It p
debate whether careers are boundaryless and subject to individual agency or whether careers are shaped by wider institutional factors and support existing calls in the literature
influencing factors.
C1 Amer Univ Beirut, Olayan Sch Business, Beirut, Lebanon.
RP Afiouni, F (reprint author), Amer Univ Beirut, Olayan Sch Business, Beirut, Lebanon.
EM fa16@aub.edu.lb
NR 93
TC 18
Z9 18
U1 1
U2 18
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2014
VL 19
IS 3
SI SI
BP 314
EP 336
DI 10.1108/CDI-05-2013-0061
PG 23
GA AO9FI
UT WOS:000341660900003
DA 2020-06-08
ER
PT J
AU Van den Broeck, A
Sulea, C
Vander Elst, T
Fischmann, G
Iliescu, D
De Witte, H
AF Van den Broeck, Anja 156/309
Sulea, Coralia
Vander Elst, Tinne
Fischmann, Gabriel
Iliescu, Dragos
De Witte, Hans
TI The mediating role of psychological needs in the relation between qualitative job insecurity and counterproductive work behavior
LA English
DT Article
DE Job analysis; Organizational behaviour; Motivation (psychology); Self-determination theory; Job stressors
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; SELF-DETERMINATION; WELL; SATISFACTION; PERFORMANCE; JUSTICE; AGGRESSION; DEVIANCE; AUTONOMY; CWB
AB Purpose - The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifica
related to counterproductive work behavior (CWB), both directed to the organization (i.e. CWB-O) and other individuals at work (i.e. CWB-I), and whether frustration of the basic
competence, as defined in self-determination theory, may account for these relationships.
Design/methodology/approach - The hypothesis were examined using structural equation modeling in heterogeneous sample of Romanian employees.
Findings - Results support the hypotheses showing that feeling insecure about one's valued job aspects associates with high levels of need frustration and, therefore, also with b
associations of qualitative insecurity and CWB-O, only frustration of the need for autonomy explained its detrimental association with CWB-I.
Originality/value - This study is innovative, as it integrates and extends three different fields and has high practical relevance. The authors detail qualitative job insecurity, an incre
research on the antecedents of CWB by focussing on environmental factors. The authors develop need satisfaction, as integrative theoretical underlying mechanism.
C1 [Van den Broeck, Anja] Katholieke Univ Leuven, Human Relat Res Grp, Fac Econ & Business, Brussels, Belgium.
[Van den Broeck, Anja; De Witte, Hans] North West Univ, Optentia, Vanderbijlpark, South Africa.
[Sulea, Coralia] West Univ Timisoara, Dept Psychol, Timisoara, Romania.
[Vander Elst, Tinne; Fischmann, Gabriel; De Witte, Hans] Katholieke Univ Leuven, Fac Psychol & Educ Sci, Res Grp Work Org & Personnel Psychol, Leuven, Belgium.
[Iliescu, Dragos] NSPAS, Dept Psychol, Bucharest, Romania.
RP Van den Broeck, A (reprint author), Katholieke Univ Leuven, Human Relat Res Grp, Fac Econ & Business, Brussels, Belgium.
EM anja.vandenbroeck@kuleuven.be
RI Fischmann, Gabriel AAA-4499-2019
van den Broeck, Anja B-6186-2016
Iliescu, Dragos V-9557-2018
Van den Broeck, Anja AAO-6939-2020
OI Fischmann, Gabriel 0000-0002-2241-2423
van den Broeck, Anja 0000-0002-5896-9506
Iliescu, Dragos 0000-0002-5958-3920
Van den Broeck, Anja 0000-0002-5896-9506
Sulea, Coralia 0000-0002-3209-6946
NR 68
TC 35
Z9 35
U1 4
U2 72
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2014
VL 19
IS 5
BP 526
EP 547
DI 10.1108/CDI-05-2013-0063
PG 22
GA AO9FS
UT WOS:000341662000003
DA 2020-06-08
ER
PT S
AU Porter, LW
Schneider, B
AF Porter, Lyman W.
Schneider, Benjamin
BE Morgeson, FP
TI What Was, What Is, and What May Be in OP/OB
LA English
DE industrial-organizational psychology; organizational behavior; history; developments; changes; challenges
ID ORGANIZATIONAL-CLIMATE; MANAGEMENT; CONTEXT; CONSEQUENCES; PERFORMANCE; PSYCHOLOGY; TURNOVER; CULTURE; IMPACT; TEAMS
AB This article presents a personalized view of the history, development, and current shape of the related fields of industrial-organizational (I/O) psychology and organizational beha
many of the events and changes that have occurred in these fields over the past 50 or so years. Particular attention is given to the interconnections and differences between I/O
and overlaps for research and professional practice. The article concludes with some thoughts about areas of potential advances that could be made in the future and a discussio
of progress.
C1 [Porter, Lyman W.] Univ Calif Irvine, Paul Merage Sch Business, Irvine, CA 92697 USA.
[Schneider, Benjamin] CEB Valtera, Rolling Meadows, IL 60008 USA.
RP Porter, LW (reprint author), Univ Calif Irvine, Paul Merage Sch Business, Irvine, CA 92697 USA.
EM lwporter@uci.edu
NR 78
TC 15
157/309
Z9 16
U1 0
U2 25
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-4450-4
PY 2014
VL 1
BP 1
EP 21
PG 21
GA BA5BM
UT WOS:000336503100002
OA Bronze
DA 2020-06-08
ER
PT J
AU Ceja-Barba, L
AF Ceja-Barba, Lucia
TI Towards a positive organizational study of family-owned businesses: Embracing a fertile territory
LA English
DT Article
DE Family-owned firms; Positive organizational scholarship; Prosocial practices
ID SOCIOEMOTIONAL WEALTH; BEHAVIOR; FIRMS; SCHOLARSHIP; PERFORMANCE; ORIENTATION; GOVERNANCE; PSYCHOLOGY; AGENCY; WORK
AB In response to the lead article The study of organizational behavior in Family Business (this issue), the present commentary focuses on the study of family-owned businesses fro
the avenues for research proposed by the authors. Based on the socioemotional wealth approach, it is argued that family-owned firms represent a unique organizational context
Likewise, the field of POS is emphasized as an important field of study to increase our understanding of family-owned businesses. In a selective review of the literature, the topic
scholars begin embracing the fertile territory at the interface between POS and family-business research.
C1 [Ceja-Barba, Lucia] Univ Navarra, Family Owned Business Chair, IESE Business Sch, Barcelona, Spain.
RP Ceja-Barba, L (reprint author), IESE Business Sch, Family Owned Business Chair, Av Pearson 21, Barcelona 08034, Spain.
EM luciaceja@gmail.com
NR 39
TC 4
Z9 4
U1 0
U2 11
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2014
VL 23
IS 5
BP 665
EP 668
DI 10.1080/1359432X.2014.908186
PG 4
GA AJ9FX
UT WOS:000338014200003
DA 2020-06-08
ER
PT J
AU Shen, J
Leggett, C
AF Shen, Jie
Leggett, Chris
TI The effects of hukou (official household residential status) on perceived human resource management practices and organizational justice in China
SO PERSONNEL REVIEW
LA English
DT Article
DE China; Human resource management; Quantitative; Hukou; Perceived distributive justice; Perceived organizational justice; Perceived procedural justice
ID FAMILY-FRIENDLY POLICIES; PROCEDURAL JUSTICE; HRM; EMPLOYEES; DISCRIMINATION; CITIZENSHIP; PERCEPTIONS; COMMITMENT; EMPLOYMENT; FAIRNESS
AB Purpose - The purpose of this paper is to examine the effects of China's official household residential status (hukou) on perceived human resource management (HRM) practices
the relationship between them.
Design/methodology/approach - The data for the study were collected from 775 employees in 36 companies in China. Missing data analysis was conducted in order to identify th
one-way between-groups MANOVA was performed to investigate hukou differences in the perceptions of HEM practices and POJ. Confirmative factor analysis was conducted on
distinctiveness of the study variables.
Findings - Employees registered as agricultural, i.e. rural, hukou, who have migrated to and found employment in urban areas, perceive HRM practices and distributive and proce
158/309
hukou. It also finds that hukou status moderates the effect of HRM on POJ. The findings therefore are that HEM that differentiates rural hukou and urban hukou results in differen
status changes the strengths of the relationship between HRM and employees' perceived fairness in their organizations.
Research limitations/implications - The use of the single data source is more likely to result in common method variance which may bias the strength of the relationships that this
literature with regard to the moderating effects of personal demographic variables on the relationship between organizational policies and POJ, but hukou is the only personal va
findings may be limited. Future research should examine the moderating effects of other personal factors.
Originality/value - The moderating effect of personal demographic variables has been constantly examined in management and psychology research, but with a focus on employ
found to moderate the relationship between organizational commitment and turnover intention. The extent to which personal demographic variables might moderate the relations
been examined. This study fills this void.
C1 [Shen, Jie] Univ S Australia, Int Grad Sch Business, Adelaide, SA 5001, Australia.
[Leggett, Chris] James Cook Univ, Dept Business, Townsville, Qld, Australia.
RP Shen, J (reprint author), Univ S Australia, Int Grad Sch Business, Adelaide, SA 5001, Australia.
EM jie.shen@unisa.edu.au
OI Shen, Jie 0000-0001-9585-1710
NR 67
TC 6
Z9 6
U1 0
U2 33
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2014
VL 43
IS 2
BP 168
EP 183
DI 10.1108/PR-07-2012-0118
PG 16
GA AD1MK
UT WOS:000332997900002
DA 2020-06-08
ER
PT S
AU Ployhart, RE
Hale, D
AF Ployhart, Robert E.
Hale, Donald, Jr.
BE Morgeson, FP
TI The Fascinating Psychological Microfoundations of Strategy and Competitive Advantage
LA English
DE strategy; competitive advantage; organizational performance; organizational psychology; organizational behavior
ID HUMAN-RESOURCE MANAGEMENT; PERFORMANCE WORK SYSTEMS; ORGANIZATIONAL PERFORMANCE; FIRM PERFORMANCE; COLLECTIVE TURNOVER; UNIT
PERFORMANCE; CUSTOMER SATISFACTION; MULTILEVEL RESEARCH
AB This article puts forth an agenda for the psychological study of strategy and competitive advantage. It centers this agenda within the microfoundations program, a program origina
and competitive advantage by examining individuals and their interrelationships. The article first reviews key theories and frameworks in strategy by taking a functionalist view, th
(operational performance, organizational performance, competitive advantage). It then discusses the importance of resources and how psychology may contribute to an understa
organizational behavior research that links to higher-level outcomes or resources is reviewed next. The article concludes with questions that we believe will fascinate scholars of
as with implications for practice. We hope this article helps stimulate a paradigmatic shift in organizational psychology and organizational behavior, as their theories and findings
C1 [Ployhart, Robert E.; Hale, Donald, Jr.] Univ S Carolina, Darla Moore Sch Business, Columbia, SC 29208 USA.
RP Ployhart, RE (reprint author), Univ S Carolina, Darla Moore Sch Business, Columbia, SC 29208 USA.
EM ployhart@moore.sc.edu
NR 156
TC 33
Z9 33
U1 0
U2 55
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-4450-4
PY 2014
VL 1
BP 145
EP 172
PG 28
GA BA5BM
UT WOS:000336503100008 159/309
DA 2020-06-08
ER
PT S
AU Zhou, J
Hoever, IJ
AF Zhou, Jing
Hoever, Inga J.
BE Morgeson, FP
TI Research on Workplace Creativity: A Review and Redirection
LA English
DE innovation; team creativity; person-context interaction
ID EMPLOYEE CREATIVITY; TRANSFORMATIONAL LEADERSHIP; INDIVIDUAL CREATIVITY; TEAM CREATIVITY; SELF-EFFICACY; INTERACTIONIST MODEL; WORK CHAR
FACTORS; GOAL ORIENTATION
AB Workplace creativity exhibited by individual employees and teams is a key driver of organizational innovation and success. After briefly touching upon issues related to the histor
reviewing empirical work published since 2000 by researchers in the field of organizational psychology and management. We observe that although earlier research tended to ta
continuing to do so may have diminishing returns. To understand creativity in all its complexity and potential, an interactionist perspective that emphasizes actor-context interactiv
reviewing existing work taking an interactionist approach, we conclude that the nature of the actor-context interaction needs further theoretical advancement and refinement. Tow
intriguing set of actor-context interactions, including ones that are synergistic, antagonistic, inhibitory, remedial, and configurational, as well as ones that show patterns of diminis
research directions and practical implications.
C1 [Zhou, Jing] Rice Univ, Jesse H Jones Grad Sch Business, Houston, TX 77005 USA.
[Hoever, Inga J.] Univ Pompeu Fabra, Barcelona Sch Management, Barcelona 08005, Spain.
RP Zhou, J (reprint author), Rice Univ, Jesse H Jones Grad Sch Business, Houston, TX 77005 USA.
EM jzhou@rice.edu; inga.hoever@upf.edu
RI Hoever, Inga AAG-9071-2020
NR 115
TC 178
Z9 183
U1 10
U2 201
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
BN 978-0-8243-4450-4
PY 2014
VL 1
BP 333
EP 359
PG 27
GA BA5BM
UT WOS:000336503100015
OA Bronze
HC Y
HP N
DA 2020-06-08
ER
PT S
AU Frese, M
Gielnik, MM
AF Frese, Michael
Gielnik, Michael M.
BE Morgeson, FP
TI The Psychology of Entrepreneurship
LA English
DE business creation; business success; psychological constructs; cognitive; motivational; affective
ID RISK PROPENSITY DIFFERENCES; OPPORTUNITY IDENTIFICATION; VENTURE PERFORMANCE; IMPLEMENTATION INTENTIONS; SMALL BUSINESSES; PRIOR KNO
ORIENTATION
AB In this review of the psychology of entrepreneurship, we first present meta-analytic findings showing that personality dimensions, such as (general) self-efficacy and need for ach
with entrepreneurship (business creation and business success). We then discuss constructs that were developed within entrepreneurship research, such as entrepreneurial aler
entrepreneurial orientation, and how they can be better understood by taking a psychological perspective. Next, we elaborate how traditional psychological constructs have been
knowledge in industrial and organizational psychology (with respect to, for example, knowledge, practical intelligence, cognitive biases, goals and visions, personal initiative, pas
overall framework useful for the psychology of entrepreneurship, and implications for future research.
C1 [Frese, Michael; Gielnik, Michael M.] Natl Univ Singapore, Sch Business, Dept Management & Org, Singapore 119245, Singapore.
[Frese, Michael] Univ Luneburg, Dept Corp Dev, D-21335 Luneburg, Germany.
RP Frese, M (reprint author), Natl Univ Singapore, Sch Business, Dept Management & Org, Singapore 119245, Singapore.
EM bizmf@nus.edu.sg
RI Frese, Michael B-3283-2014
OI Frese, Michael 0000-0002-6462-4395
NR 150
TC 135 160/309
Z9 139
U1 19
U2 259
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-4450-4
PY 2014
VL 1
BP 413
EP 438
PG 26
GA BA5BM
UT WOS:000336503100018
DA 2020-06-08
ER
PT S
AU Aguinis, H
Vandenberg, RJ
AF Aguinis, Herman
Vandenberg, Robert J.
BE Morgeson, FP
TI An Ounce of Prevention Is Worth a Pound of Cure: Improving Research Quality Before Data Collection
LA English
DE theory development; theory testing; research design; measurement; methodology; research quality; validity; causality
ID CONSTRUCT-VALIDATION; MANAGEMENT RESEARCH; STATISTICAL CONTROL; ORGANIZATIONAL-PSYCHOLOGY; PHD PROGRAMS; VALIDITY; SCIENCE; POWER;
AB We rely on classic as well as recently published sources to offer a review of theory, research design, and measurement issues that should be considered prior to conducting any
should be addressed before research design and measurement considerations. Specifically, we discuss how to make meaningful theoretical progress including the use of inducti
conduct research with a practical end in mind. Second, we offer recommendations regarding research design, including how to address the low statistical power challenge, desig
and use control variables appropriately. Finally, we address measurement issues. Specifically, we discuss how to improve the link between underlying constructs and their observ
researchers to improve research quality prior to data collection and by journal editors and reviewers to evaluate the quality of submitted manuscripts.
C1 [Aguinis, Herman] Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, Bloomington, IN 47405 USA.
[Vandenberg, Robert J.] Univ Georgia, Terry Coll Business, Dept Management, Athens, GA 30602 USA.
RP Aguinis, H (reprint author), Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, Bloomington, IN 47405 USA.
EM haguinis@indiana.edu; rvandenb@uga.edu
RI Vandenberg, Robert J Q-2180-2015
Aguinis, Herman M-2918-2014
Vandenberg, Robert 0000-0002-2158-4688
NR 114
TC 88
Z9 89
U1 1
U2 71
PU ANNUAL REVIEWS
PI PALO ALTO
SN 2327-0608
EI 2327-0616
BN 978-0-8243-4450-4
PY 2014
VL 1
BP 569
EP 595
PG 27
GA BA5BM
UT WOS:000336503100024
DA 2020-06-08
ER
PT J
AU Tims, M
Bakker, AB
Derks, D
AF Tims, Maria
Bakker, Arnold B.
Derks, Daantje
TI Daily job crafting and the self-efficacy - performance relationship 161/309
LA English
DT Article
DE Employee behaviour; Job performance; Organizational behaviour; Individual behaviour; Motivation (psychology); Self-efficacy; Diary; Job crafting; Multilevel SEM; Work enjoyme
ID ORGANIZATIONAL RESEARCH; PROACTIVE BEHAVIOR; PRODUCTIVE WORKER; RESOURCES; DEMANDS; MODEL; SATISFACTION; ENGAGEMENT; MOTIVATION; FR
AB Purpose - The purpose of this paper is to examine whether job crafting and work enjoyment could explain the well-established relationship between self-efficacy and job performa
likely to engage in proactive job crafting behaviors on the days when they feel most self-efficacious. Daily job crafting, in turn, was expected to relate to daily performance throug
Design/methodology/approach - A daily diary study was conducted among a heterogeneous sample of employees (N = 47, days = 215). Participants completed the survey on fiv
Findings - The results of multilevel structural equation modeling analyses were generally in line with the hypotheses. Specifically, results indicated that employees who felt more
job resources on that day. Daily job crafting, in turn, was positively correlated to work enjoyment and indirectly associated with performance. Participants reported elevated levels
most.
Research limitations/implications - Self-reports were used to assess all constructs, which may result in common method bias. However, within-person correlations were moderate
not account for all the variance in the data.
Originality/value - The findings of this study underscore the importance of daily proactive behavior for employee and organizational outcomes.
C1 [Tims, Maria; Bakker, Arnold B.; Derks, Daantje] Erasmus Univ, Inst Psychol, Dept Work & Org Psychol, Rotterdam, Netherlands.
RP Tims, M (reprint author), Erasmus Univ, Inst Psychol, Dept Work & Org Psychol, Rotterdam, Netherlands.
EM tims@fsw.eur.nl
Tims, Maria 0000-0002-9588-4333
NR 78
TC 96
Z9 98
U1 10
U2 127
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2014
VL 29
IS 5
BP 490
EP 507
DI 10.1108/JMP-05-2012-0148
PG 18
GA AP2TX
UT WOS:000341929200003
DA 2020-06-08
ER
PT J
AU Agarwal, UA
AF Agarwal, Upasna A.
TI Linking justice, trust and innovative work behaviour to work engagement
SO PERSONNEL REVIEW
LA English
DT Article
DE Justice; Psychological contract; Quantitative; Work engagement
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; DEMANDS-RESOURCES MODEL; PSYCHOLOGICAL CONTRACT; JOB DEMANDS; SOCIAL-EXCHANGE; METHOD VARIAN
PREDICTORS; ATTITUDES
AB Purpose - The purpose of this paper is to examine the effects of contextual variables organisational justice (procedural justice, interactional justice and psychological contract) an
Design/methodology/approach - The paper reports a quantitative study of 323 managers working in manufacturing and pharmaceutical organisations based in western India. Dra
role of trust in the justice-engagement relationship. The paper also investigates the effect of work engagement on employees' innovative work behaviour.
Findings - Results suggest that procedural justice, interactional justice and psychological contract fulfilment are positively related to work engagement with trust as the mediating
innovative work behaviour
Research limitations/implications - The data were collected cross-sectionally, which means that causal inferences must be made with caution. Moreover, the data were collected
implications for contemporary leadership and organisational psychology research and practice in a novel geographic context.
Originality/value - This study is one of the rare attempts to examine the influence of three justice variables and trust on work engagement. The study also contributes in terms of
operations in India, an understanding of employee motivation has become an important concern. This research examines engagement levels of Indian managerial employees.
C1 NITIE, Bombay, Maharashtra, India.
RP Agarwal, UA (reprint author), NITIE, Bombay, Maharashtra, India.
EM upasnaaagarwal@gmail.com
RI breidahl, emil E-9170-2014
Agarwal, Upasna A D-6953-2012
OI Agarwal, Upasna A 0000-0002-2191-7999
NR 178
TC 81
Z9 83
U1 4
U2 124
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev. 162/309
PY 2014
VL 43
IS 1
BP 41
EP 73
DI 10.1108/PR-02-2012-0019
PG 33
GA AA9KF
UT WOS:000331411700003
DA 2020-06-08
ER
PT J
AU Thorgren, S
Wincent, J
Siren, C
AF Thorgren, Sara
Wincent, Joakim
Siren, Charlotta
TI The Influence of Passion and Work-Life Thoughts on Work Satisfaction
LA English
DT Article
DE emotions at work; work-life balance; work-family; passion; satisfaction; business start-up
ID OBSESSIVE PASSION; IDENTITY THEORY; MEDIATING ROLE; FAMILY; ENGAGEMENT; CONFLICT; PERFORMANCE; ENTREPRENEURS; DEFINITION; EXPERIENCE
AB The Dualistic Model of Passion has gained increasing attention in social psychology in the past decade. Besides defining passion as a strong inclination or desire toward an activ
and energy (Vallerand et al., 2003, p. 757), it acknowledges two types of passion, harmonious and obsessive, which develop according to how individuals internalize an activity i
particularly in nonwork settings, has demonstrated that harmonious passion and obsessive passion have distinct outcomes. As such, this two-dimensional passion construct may
understanding of how individuals engage with work compared to the existing one-dimensional constructs of job engagement used in organizational literature. The present study d
and obsessive passion with work satisfaction. It also aims to develop theory by connecting the dualistic passion approach with work-life conflict; in doing so, it tests how individua
mediate this relationship. Using a quantitative survey, the hypotheses are tested on a random sample of individuals engaged in business start-ups in Sweden. Whereas harmonio
obsessive passion exhibits an indirect effect through on-task thoughts off work with work satisfaction.
C1 [Thorgren, Sara; Wincent, Joakim] Lulea Univ Technol, Lulea, Sweden.
[Siren, Charlotta] Univ Vaasa, Vaasa, Finland.
RP Thorgren, S (reprint author), Lulea Univ Technol, Lulea, Sweden.
EM sara.thorgren@ltu.se
NR 85
TC 14
Z9 16
U1 3
U2 76
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD DEC
PY 2013
VL 24
IS 4
BP 469
EP 492
DI 10.1002/hrdq.21172
PG 24
GA 269DL
UT WOS:000328220900004
DA 2020-06-08
ER
PT J
AU Morgeson, FP
Aguinis, H
Waldman, DA
Siegel, DS
AF Morgeson, Frederick P.
Aguinis, Herman
Waldman, David A.
Siegel, Donald S.
TI EXTENDING CORPORATE SOCIAL RESPONSIBILITY RESEARCH TO THE HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL BEHAVIOR DOMAINS: A LOOK
LA English
DT Article
ID FINANCIAL PERFORMANCE; WORK; SUSTAINABILITY; PSYCHOLOGY; LEADERSHIP; INDUSTRIAL; EMPLOYEES; BUSINESS; CONTEXT; MODEL
AB Although issues of corporate social responsibility (CSR) have become an important topic of research, there have been few studies on this topic conducted in the fields of human
To address this gap, we edited a special issue of Personnel Psychology that explicitly focuses attention on CSR in the HR/OB domains. In this introductory editorial, we synthesiz
also address issues relating to the conceptualization and measurement of CSR, the application of microlevel theories to CSR, and the practical and methodological implications o
future research linking CSR with some of the most frequently studied topics in HR/OB. We propose that a focus on HR/OB will improve our understanding of the antecedents and
bridging the science-practice and micro-macro gaps.
C1 [Morgeson, Frederick P.] Michigan State Univ, E Lansing, MI 48824 USA.
163/309
[Waldman, David A.] Arizona State Univ, Tempe, AZ 85287 USA.
[Siegel, Donald S.] SUNY, New York, NY USA.
RP Morgeson, FP (reprint author), Michigan State Univ, Dept Management, Eli Broad Grad Sch Management, 632 Bogue St, E Lansing, MI 48824 USA.
EM fred@morgeson.com
NR 53
TC 123
Z9 125
U1 7
U2 131
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD DEC
PY 2013
VL 66
IS 4
BP 805
EP 824
DI 10.1111/peps.12055
PG 20
GA 242MR
UT WOS:000326246900002
DA 2020-06-08
ER
PT J
AU Meyers, MC
van Woerkom, M
Bakker, AB
AF Meyers, M. Christina
van Woerkom, Marianne
Bakker, Arnold B.
TI The added value of the positive: A literature review of positive psychology interventions in organizations
LA English
DT Article
DE Performance; Positive psychology; Positive psychology intervention; Review; Well-being
ID GRATITUDE INTERVENTION; APPRECIATIVE INQUIRY; JOB-PERFORMANCE; GOAL ATTAINMENT; RESILIENCE; WORKPLACE; IMPACT; METAANALYSIS; VALIDATION;
AB This paper systematically reviews research investigating the effects of positive psychology interventions applied in the organizational context. We characterize a positive psychol
based on (a) the cultivation of positive subjective experiences, (b) the building of positive individual traits, or (c) the building of civic virtue and positive institutions. A systematic li
such an intervention in organizational contexts. Subsequent analyses of those studies revealed that positive psychology interventions seem to be a promising tool for enhancing
psychology interventions also tend to diminish stress and burnout and to a lesser extent depression and anxiety. Implications of those findings for theory and praxis and recomme
interventions in organizations are discussed.
C1 [Meyers, M. Christina; van Woerkom, Marianne] Tilburg Univ, Dept Human Resource Studies, NL-5000 LE Tilburg, Netherlands.
[Bakker, Arnold B.] Erasmus Univ, Dept Work & Org Psychol, Rotterdam, Netherlands.
RP Meyers, MC (reprint author), Tilburg Univ, Dept Human Resource Studies, POB 90153, NL-5000 LE Tilburg, Netherlands.
EM m.c.meyers@uvt.nl
NR 54
TC 90
Z9 96
U1 6
U2 179
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD OCT 1
PY 2013
VL 22
IS 5
BP 618
EP 632
DI 10.1080/1359432X.2012.694689
PG 15
GA 239HX
UT WOS:000326014300009
164/309
DA 2020-06-08
ER
PT J
AU King, EB
Hebl, MR
Morgan, WB
Ahmad, AS
AF King, Eden B.
Hebl, Michelle R.
Morgan, Whitney Botsford
Ahmad, Afra Saeed
TI Field Experiments on Sensitive Organizational Topics
LA English
DT Article
DE field experiments; sensitive topics; discrimination; bullying; unethical behavior
ID INTERPERSONAL DISCRIMINATION; SOCIAL-PSYCHOLOGY; PERFORMANCE; JOB; STEREOTYPES; INFORMATION; APPLICANTS; PREJUDICE; ATTITUDES; SCIENC
AB Organizational scholars study a number of sensitive topics that make employees and organizations vulnerable to unfavorable views. However, the typical ways in which research
surveyscan be laden with problems. In this article, the authors argue that the difficulties in studying sensitive topics can be overcome through the underutilized method of field ex
experimental field studies, and offer suggestions for overcoming potential challenges in data collection and publishing. As such, this article is designed to serve as a guide and st
experiments.
C1 [King, Eden B.; Ahmad, Afra Saeed] George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
[Hebl, Michelle R.] Rice Univ, Dept Psychol, Houston, TX 77251 USA.
[Morgan, Whitney Botsford] Univ Houston Downtown, Sch Business, Houston, TX USA.
RP King, EB (reprint author), George Mason Univ, Dept Psychol, 4400 Univ Dr, Fairfax, VA 22030 USA.
EM eking6@gmu.edu
NR 70
TC 23
Z9 23
U1 0
U2 38
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD OCT
PY 2013
VL 16
IS 4
BP 501
EP 521
DI 10.1177/1094428112462608
PG 21
GA 208VD
UT WOS:000323708100002
DA 2020-06-08
ER
PT J
AU Asmussen, CG
Foss, NJ
Pedersen, T
AF Asmussen, Christian Geisler
Foss, Nicolai J.
Pedersen, Torben
TI Knowledge Transfer and Accommodation Effects in Multinational Corporations: Evidence from European Subsidiaries
LA English
DT Article
DE knowledge transfer; knowledge complementarity; value creation; accommodation; assimilation
ID RESEARCH-AND-DEVELOPMENT; COMPETITIVE ADVANTAGE; FOREIGN SUBSIDIARIES; HOST-COUNTRY; ORGANIZATIONAL KNOWLEDGE; INTERNATIONAL EXPAN
FIRM PERFORMANCE; FLOWS
AB Foreign subsidiaries in multinational corporations (MNCs) possess knowledge that has different sources (e.g., the firm itself or various sources in the environment). How such so
Drawing on the accommodation effect from cognitive psychology, the authors argue that accumulation of externally sourced knowledge in a subsidiary may reduce the value of tr
MNC. The authors develop a parsimonious model of intrafirm knowledge transfer and test its predictions against a unique data set on subsidiary knowledge development that inc
knowledge transfer to other MNC units. The authors show that a high level of externally sourced knowledge in a subsidiary is associated with a high level of knowledge transfer f
sourced knowledge has been surpassed. This suggests that subsidiary knowledge stocks that are balanced in terms of their origins tend to be more valuable, congruous, and fun
units.
C1 [Asmussen, Christian Geisler; Foss, Nicolai J.; Pedersen, Torben] Copenhagen Business Sch, DK-2000 Frederiksberg, Denmark.
RP Asmussen, CG (reprint author), Copenhagen Business Sch, Dept Strateg Management & Globalizat, Kilevej 14,2nd Floor, DK-2000 Frederiksberg, Denmark.
EM cga.smg@cbs.dk
RI Pedersen, Torben N-2934-2017
OI Pedersen, Torben 0000-0001-7541-9365
NR 99
TC 34
Z9 34
U1 1 165/309
U2 108
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD SEP
PY 2013
VL 39
IS 6
BP 1397
EP 1429
DI 10.1177/0149206311424316
PG 33
GA 195JJ
UT WOS:000322697900002
OA Other Gold, Green Accepted
DA 2020-06-08
ER
PT J
AU Cojuharenco, I
Patient, D
AF Cojuharenco, Irina
Patient, David
TI Workplace fairness versus unfairness: Examining the differential salience of facets of organizational justice
LA English
DT Article
ID EMOTIONAL SELF-REPORT; SOCIAL-EXCHANGE; WORK; INJUSTICE; MEDIATION; MODEL; DIMENSIONALITY; CONSEQUENCES; PERCEPTIONS; PSYCHOLOGY
AB In three studies, we show that employees bring to mind different facets of justice when focusing on workplace fairness versus unfairness. In Study 1, descriptions of recalled fair
more likely to include distributive justice, and less likely to include interactional justice. In Study 2, when asked to assess event fairness versus unfairness, participants posed few
events. In Study 3, the results of a scenario experiment show that the relationship between unfairness/fairness and the salience of justice facets is mediated by the construal of w
implications of our findings for organizational justice research and for organizations managing employee perceptions of fairness.
C1 [Cojuharenco, Irina; Patient, David] Univ Catolica Portuguesa, Catolica Lisbon Sch Business & Econ, P-1649023 Lisbon, Portugal.
RP Cojuharenco, I (reprint author), Univ Catolica Portuguesa, Catolica Lisbon Sch Business & Econ, P-1649023 Lisbon, Portugal.
EM icojuharenco@clsbe.lisboa.ucp.pt
RI Patient, David AAP-5117-2020
Cojuharenco, Irina AAH-7108-2019
OI Cojuharenco, Irina 0000-0002-4362-8020
Patient, David 0000-0002-6248-5328
NR 64
TC 11
Z9 12
U1 2
U2 48
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
PD SEP
PY 2013
VL 86
IS 3
BP 371
EP 393
DI 10.1111/joop.12023
PG 23
GA 197AJ
UT WOS:000322818900008
DA 2020-06-08
ER
PT J
AU Chen, YC
Chi, SCS
Friedman, R
AF Chen, Yen-Chun
Chi, Shu-Cheng Steve
Friedman, Ray
TI Do more hats bring more benefits? Exploring the impact of dual organizational identification on work-related attitudes and performance
LA English
DT Article 166/309
ID SOCIAL IDENTITY; COMMUNICATION; PSYCHOLOGY; TURNOVER; MODEL; FOCI
AB Recent work on organizational identity has recognized the possibility of dual identification. We present an analysis of complementary dual identification, according to which the kn
when there exist strong secondary forms of identification at work. Thus, even though non-employer identification is weakly associated with beneficial job outcomes, these second
important because they amplify the beneficial impact of employer identification on work attitudes and performance. Using a sample of sales representatives at department stores
identification was, the stronger the positive effects of employing-company identification on job performance and customer-oriented behaviour were.
C1 [Chen, Yen-Chun] I Shou Univ, Dept Business Adm, Kaohsiung 840, Taiwan.
[Chi, Shu-Cheng Steve] Natl Taiwan Univ, Dept Business Adm, Taipei 10764, Taiwan.
[Friedman, Ray] Vanderbilt Univ, Owen Grad Sch Management, Nashville, TN USA.
RP Chen, YC (reprint author), I Shou Univ, Dept Business Adm, 1,Sec 1,Syuecheng Rd, Kaohsiung 840, Taiwan.
EM ychun@isu.edu.tw
NR 50
TC 9
Z9 10
U1 0
U2 55
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2013
VL 86
IS 3
BP 417
EP 434
DI 10.1111/joop.12017
PG 18
GA 197AJ
UT WOS:000322818900011
DA 2020-06-08
ER
PT J
AU Woods, SA
Lievens, F
De Fruyt, F
Wille, B
AF Woods, Stephen A.
Lievens, Filip
De Fruyt, Filip
Wille, Bart
TI Personality across working life: The longitudinal and reciprocal influences of personality on work
LA English
DT Article
DE personality; careers; five-factor model; personality development; reciprocal influences
ID CORE SELF-EVALUATIONS; JOB-PERFORMANCE; 5-FACTOR MODEL; RETIREMENT TRANSITION; EMERGING ADULTHOOD; CAREER-DEVELOPMENT; SOCIAL INVE
ENVIRONMENT FIT
AB This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psych
personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review rec
domain regarding the influence of changing life roles on personality. In this domain, personality also serves as a dependent variable. By blending these two domains, it becomes
might open a new angle in IWO psychology's long-standing tradition of personality research. To this end, we outline various implications for conceptual development (e.g., trait st
incongruence). Finally, we discuss some methodological and statistical considerations for research in this new research domain. In the end, our review should enrich the way tha
away from its unidirectional predictivist influence on job performance toward a more complex longitudinal reciprocal interplay of personality and working life. Copyright (c) 2013 J
C1 [Woods, Stephen A.] Aston Univ, Aston Business Sch, Birmingham B4 7ET, W Midlands, England.
[Lievens, Filip] Univ Ghent, Dept Personnel Management & Work & Org Psychol, B-9000 Ghent, Belgium.
[De Fruyt, Filip; Wille, Bart] Univ Ghent, Dept Dev Personal & Social Psychol, B-9000 Ghent, Belgium.
RP Woods, SA (reprint author), Aston Univ, Aston Business Sch, Work & Org Psychol Grp, Birmingham B4 7ET, W Midlands, England.
EM s.a.woods@aston.ac.uk
RI Wille, Bart Q-4897-2016
OI Lievens, Filip 0000-0002-9487-5187
Woods, Stephen A 0000-0003-3331-2329
NR 73
TC 37
Z9 37
U1 3
U2 81
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUL
PY 2013
VL 34
SU 1
BP S7 167/309
EP S25
DI 10.1002/job.1863
PG 19
GA 242JC
UT WOS:000326234600002
DA 2020-06-08
ER
PT J
AU Hodgkinson, GP
Ford, JK
Ford, J. Kevin
TI Change and continuity in the advancement of (scholarly) knowledge and its dissemination
LA English
DT Article
DE editorial processes; IRIOP; knowledge development; knowledge dissemination; scholarly excellence
ID ORGANIZATIONAL-PSYCHOLOGY; INDUSTRIAL; PERFORMANCE; LEADERSHIP; IMPLICIT; FUTURE
AB This issue comprises the inaugural IRIOP Annual Review Issue, following the incorporation of the International Review of Industrial and Organizational Psychology (IRIOP) into t
explain our rationale for transforming the IRIOP series from a long-established, highly successful invitation-only edited volume to a double-blind, peer reviewed issue of the JOB,
leading outlet for the publication of critical, state-of-the-art overviews and commentary on established knowledge and developments at the forefront of the field. In so doing, we c
exemplified by the seven papers appearing in this first issue. Copyright (c) 2013 John Wiley & Sons, Ltd.
C1 [Hodgkinson, Gerard P.] Univ Warwick, Warwick Business Sch, Coventry CV4 7AL, W Midlands, England.
[Ford, J. Kevin] Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA.
FU Economic and Social Research CouncilEconomic & Social Research Council (ESRC) [ES/K006614/1]
NR 32
TC 6
Z9 6
U1 0
U2 17
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUL
PY 2013
VL 34
SU 1
BP S1
EP S6
DI 10.1002/job.1895
PG 6
GA 242JC
UT WOS:000326234600001
DA 2020-06-08
ER
PT J
AU Akinci, C
Sadler-Smith, E
AF Akinci, Cinla
Sadler-Smith, Eugene
TI Assessing Individual Differences in Experiential (Intuitive) and Rational (Analytical) Cognitive Styles
LA English
DT Article
ID STRATEGIC DECISION-MAKING; DUAL-PROCESS MODELS; LEARNING-PERFORMANCE; PROCESSING STYLES; THINKING STYLES; FRAMEWORK; INDEX; PERSON
AB Even though it is argued that intuition has come of age' in the behavioral sciences, there are still unresolved issues regarding self-report assessment of intuitive and analytical sty
proposes that intuition and analysis are opposite ends of a single continuum. The dual view proposes that intuition and analysis are independent (orthogonal) constructs. Moreov
analysis can be further subdivided into ability and engagement subcomponents. The aim of this article was to test both of these claims and thereby move discussions regarding t
is important given that much intuition research in organizations is predicated on self-report methods of assessment. Using data from a sample of police officers and police staff fr
that the adoption of a dual (rather than unitary) perspective when assessing experiential and rational cognitive styles is warranted, whereas adopting an ability and engagement r
We also observed a number of main effects and interactions with respect to job type, job level, gender, and experience. We offer guidelines for the self-report assessment of intu
styles. The article concludes by outlining a number of practical implications for cognitive styles assessment in organizational settings.
C1 [Akinci, Cinla; Sadler-Smith, Eugene] Univ Surrey, Surrey Business Sch, Guildford GU2 7XH, Surrey, England.
RP Akinci, C (reprint author), Univ Surrey, Surrey Business Sch, Guildford GU2 7XH, Surrey, England.
EM e.sadler-smith@surrey.ac.uk
NR 78
TC 19
Z9 19 168/309
U1 6
U2 89
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0965-075X
PD JUN
PY 2013
VL 21
IS 2
BP 211
EP 221
DI 10.1111/ijsa.12030
PG 11
GA 145IO
UT WOS:000319009000007
DA 2020-06-08
ER
PT J
AU Aguinis, H
Gottfredson, RK
Joo, H
AF Aguinis, Herman
Gottfredson, Ryan K.
Joo, Harry
TI Best-Practice Recommendations for Defining, Identifying, and Handling Outliers
LA English
DT Article
DE quantitative research; ethics in research; outliers
ID MARITAL COITAL FREQUENCY; FIRM-SPECIFIC FACTORS; PERFORMANCE-DRIVEN; JOB-SATISFACTION; WEAK CRITICISMS; IDENTIFICATION; TRANSPARENCY; PE
AB The presence of outliers, which are data points that deviate markedly from others, is one of the most enduring and pervasive methodological challenges in organizational science
identifying, and handlingoutliers alter substantive research conclusions. Then, we report results of a literature review of 46 methodological sources (i.e., journal articles, book cha
organizational science journal articles mentioning issues about outliers. Our literature review uncovered (a) 14 unique and mutually exclusive outlier definitions, 39 outlier identific
inconsistencies in how outliers are defined, identified, and handled in various methodological sources; and (c) confusion and lack of transparency in how outliers are addressed b
decision-making trees, that researchers can follow to define, identify, and handle error, interesting, and influential (i.e., model fit and prediction) outliers. Although our emphasis is
modeling, our general framework forms the basis for a research agenda regarding outliers in the context of other data-analytic approaches. Our recommendations can be used b
consistency and transparency of practices regarding the treatment of outliers in organizational science research.
C1 [Aguinis, Herman; Gottfredson, Ryan K.; Joo, Harry] Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, Bloomington, IN 47405 USA.
RP Aguinis, H (reprint author), Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, 1309 E 10th St, Bloomington, IN 47405 USA.
EM haguinis@indiana.edu
NR 73
TC 207
Z9 209
U1 8
U2 89
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD APR
PY 2013
VL 16
IS 2
BP 270
EP 301
DI 10.1177/1094428112470848
PG 32
GA 298AT
UT WOS:000330297000004
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Meschi, PX
Metais, E
AF Meschi, Pierre-Xavier
Metais, Emmanuel 169/309
TI Do Firms Forget About Their Past Acquisitions? Evidence From French Acquisitions in the United States (1988-2006)
LA English
DT Article
DE forgetting; acquisition experience; acquisition failure; organizational memory
ID M-AND-A; ORGANIZATIONAL MEMORY; PERFORMANCE; EXPERIENCE; DIVESTITURE; SURVIVAL; SUCCESS; MANAGERIAL; INNOVATION; EVOLUTION
AB Empirical studies of the relationship between acquisition experience and acquisition performance have had mixed results. Interestingly, these studies have found that acquisition
performance. In particular, the extent to which the recency of the acquisition experience affects the performance of the focal acquisition remains equivocal. To investigate this iss
organizational forgetting. In the context of operations management, organizational forgetting explains the decrease in productivity that firms experience as a result of knowledge
psychology scholars find that the forgetting process follows specific laws. On the organizational level, these laws indicate that the organizational memory may deteriorate over tim
the context of acquisitions, the authors examine how forgetting depreciates acquisition experience and, therefore, increases the likelihood of failure in subsequent acquisitions. T
firms acquired by French firms between 1988 and 2006. The research shows that acquisition experience that is old or recent has no significant impact on acquisition performance
likelihood that the focal acquisition will fail. These findings are consistent with the laws on forgetting. This research also provides evidence of the existence of reinforcement mech
the target.
C1 [Meschi, Pierre-Xavier] Aix Marseille Univ, IAE Aix En Provence, CERGAM, Marseille, France.
[Metais, Emmanuel] EDHEC Strategy & Management Res Ctr, EDHEC Business Sch, Paris, France.
RP Metais, E (reprint author), EDHEC Strategy & Management Res Ctr, EDHEC Business Sch, Paris, France.
EM emmanuel.metais@edhec.edu
NR 94
TC 16
Z9 16
U1 2
U2 92
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD FEB
PY 2013
VL 39
IS 2
BP 469
EP 495
DI 10.1177/0149206310392574
PG 27
GA 075OK
UT WOS:000313896200007
DA 2020-06-08
ER
PT J
AU Peters, K
Haslam, SA
Ryan, MK
Fonseca, M
AF Peters, Kim
Ryan, Michelle K.
Fonseca, Miguel
TI Working With Subgroup Identities to Build Organizational Identification and Support for Organizational Strategy: A Test of the ASPIRe Model
LA English
DT Article
DE organizational identification; ASPIRe; social identity; communication
ID COMMON INGROUP IDENTITY; SOCIAL IDENTITY; PSYCHOLOGY; MANAGEMENT; INDUCTION; CONFLICTS; CONTEXTS; SELF
AB A growing body of evidence indicates that organizational identification underpins a range of important organizational outcomes. However, to date, the literature has provided little
to develop organizational identification among their employees. In this article, the authors aim to address this lacuna by testing the effectiveness of the ASPIRe (Actualizing Socia
a sequence of structured activities designed to use subgroup identities as a platform for building organizational identificationin a bespoke workshop delivered to senior military he
participants reported increased levels of subgroup and organizational identification as a result of the workshop and were also more supportive of the organization's strategy.
C1 [Peters, Kim; Ryan, Michelle K.] Univ Exeter, Sch Psychol, Exeter EX4 4QJ, Devon, England.
[Haslam, S. Alexander] Univ Queensland, Sch Psychol, St Lucia, Qld, Australia.
[Fonseca, Miguel] Univ Exeter, Sch Business, Exeter EX4 4QJ, Devon, England.
RP Peters, K (reprint author), Univ Exeter, Washington Singer Labs, Perry Rd, Exeter EX4 4QJ, Devon, England.
EM k.o.peters@exeter.ac.uk
RI Peters, Kim K-6138-2013
OI Peters, Kim 0000-0001-8091-8636
Haslam, Alex 0000-0001-9523-7921
NR 31
TC 20
Z9 21
U1 2
U2 67
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
J9 GROUP ORGAN MANAGE 170/309
PD FEB
PY 2013
VL 38
IS 1
SI SI
BP 128
EP 144
DI 10.1177/1059601112472368
PG 17
GA 200CZ
UT WOS:000323046300005
DA 2020-06-08
ER
PT J
AU Hodgkinson, GP
TI Organizational Identity and Organizational Identification: A Critical Realist Design Science Perspective
LA English
DT Article
DE critical realism; design science; organizational identification; organizational identity
ID SOCIAL-COGNITIVE NEUROSCIENCE; LEADERSHIP EFFECTIVENESS; MANAGEMENT RESEARCH; MODERATING ROLE; PSYCHOLOGY; SELF; PROPOSITIONS; FOU
AB Scholarly research directed toward the analysis of organizational identity and organizational identification is fragmented along disciplinary and subdisciplinary fault lines that mirro
management and organization studies field. Adopting a critical realist design science perspective, the author challenges researchers to set aside their own identity concerns to e
strengths of the alternative perspectives in play, with a view to generating insights that are truly greater than the sum of the parts. The imperative for doing so, at this critical junct
to harm beyond repair the social harmony that is the bedrock of the world economy and society.
C1 Univ Warwick, Warwick Business Sch, Coventry CV4 7AL, W Midlands, England.
FU Economic and Social Research CouncilEconomic & Social Research Council (ESRC) [ES/K006614/1]
NR 65
TC 10
Z9 11
U1 1
U2 48
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD FEB
PY 2013
VL 38
IS 1
SI SI
BP 145
EP 157
DI 10.1177/1059601112474883
PG 13
GA 200CZ
UT WOS:000323046300006
DA 2020-06-08
ER
PT J
AU Bissing-Olson, MJ
Iyer, A
Fielding, KS
Zacher, H
AF Bissing-Olson, Megan J.
Iyer, Aarti
Fielding, Kelly S.
Zacher, Hannes
TI Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro-environmental attitude
LA English
DT Article
DE affect; attitudes; daily diary study; pro-environmental behavior
ID ORGANIZATIONAL RESEARCH; AFFECTIVE EXPERIENCE; WORKPLACE DEVIANCE; ENERGY-CONSUMPTION; JOB-SATISFACTION; MODEL; CITIZENSHIP; EMOTION
AB Research in organizational psychology has increasingly focused on understanding the determinants of green employee behavior. The present study used a daily diary design to
environmental attitude, as well as daily task-related pro-environmental behavior (i.e., the extent to which employees complete required work tasks in environmentally friendly way
extent to which employees show personal initiative when acting in environmentally friendly ways at work). Fifty-six employees working in small businesses completed a baseline 171/309
unactivated positive affect and pro-environmental attitude positively predicted daily task-related pro-environmental behavior. In addition, daily activated positive affect positively p
employees with a less positive pro-environmental attitude but not among employees with a more positive pro-environmental attitude. These findings suggest that fostering pro-en
employees could help organizations to promote pro-environmental behavior in the workplace. Copyright (C) 2012 John Wiley & Sons, Ltd.
C1 [Bissing-Olson, Megan J.; Iyer, Aarti; Zacher, Hannes] Univ Queensland, Sch Psychol, Brisbane, Qld 4072, Australia.
[Fielding, Kelly S.] Univ Queensland, Inst Social Sci Res, Brisbane, Qld 4072, Australia.
RP Bissing-Olson, MJ (reprint author), Univ Queensland, Sch Psychol, Brisbane, Qld 4072, Australia.
EM m.bissing-olson@uq.edu.au
RI Iyer, Aarti D-1434-2012
Zacher, Hannes X-1659-2018
OI Iyer, Aarti 0000-0001-7788-6709
Zacher, Hannes 0000-0001-6336-2947
FIELDING, Kelly 0000-0001-5301-0331
Bissing-Olson, Megan 0000-0003-3114-1343
NR 93
TC 113
Z9 114
U1 21
U2 164
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2013
VL 34
IS 2
SI SI
BP 156
EP 175
DI 10.1002/job.1788
PG 20
GA 073EG
UT WOS:000313725700002
DA 2020-06-08
ER
PT J
AU James, JB
McKechnie, S
Swanberg, J
Besen, E
AF James, Jacquelyn Boone
McKechnie, Sharon
Swanberg, Jennifer
Besen, Elyssa
TI Exploring the workplace impact of intentional/unintentional age discrimination
LA English
DT Article
DE Employee engagement; Age discrimination; Stereotypes; Employee training and development
ID PERCEIVED ORGANIZATIONAL SUPPORT; OLDER WORKERS; GENERATIONAL-DIFFERENCES; ENGAGEMENT; ATTITUDES; MOTIVATION
AB Purpose - The purpose of this paper is to explore the relationship between employee perceptions of unfair treatment of older workers and employee engagement.
Design/methodology/approach - In a sample of over 4,500 workers, ages 18-94, from a retail workforce across three regions of the USA, the authors examine the relationship be
promoted and employee engagement, using multilevel mixed effects linear regression models. The authors also examine whether the relationship is different if older workers wer
intentional (fit, but less likely to be promoted) or unintentional (unfit, and less likely to be promoted).
Findings - Results indicate that perceived discrimination is related to lower levels of employee engagement among workers of all ages. Findings also suggest that for older worke
discrimination and employee engagement, while for younger workers the relationship is more negative for intentional discrimination.
Research limitations/implications - Age discrimination is a critical issue for managerial psychology. While the authors' study is limited to one organization, the idea of unintentiona
and challenge discriminatory attitudes and behaviors in less threatening ways.
Originality/value - As older workers of today may not exit the workforce in predictable ways, there is a need to understand potential barriers to continued work. Traditional measu
here for the first time to construe intentional and unintentional discrimination, which may be one such barrier.
C1 [James, Jacquelyn Boone; Besen, Elyssa] Boston Coll, Sloan Ctr Aging & Work, Chestnut Hill, MA 02167 USA.
[McKechnie, Sharon] Univ Cambridge Emmanuel Coll, Boston, MA USA.
[Swanberg, Jennifer] Univ Kentucky, Inst Workplace Innovat, Coll Social Work, Lexington, KY USA.
RP James, JB (reprint author), Boston Coll, Sloan Ctr Aging & Work, Chestnut Hill, MA 02167 USA.
EM jamesjc@bc.edu
NR 91
TC 21
Z9 21
U1 4
U2 44
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2013 172/309
VL 28
IS 7-8
BP 907
EP 927
DI 10.1108/JMP-06-2013-0179
PG 21
GA 269JA
UT WOS:000328236400011
DA 2020-06-08
ER
PT J
AU Ellwart, T
Bundgens, S
Rack, O
AF Ellwart, Thomas
Buendgens, Silke
Rack, Oliver
TI Managing knowledge exchange, and identification in age diverse teams
LA English
DT Article
DE Age groups; Organizational behavior; Managerial psychology
ID DEEP-LEVEL DIVERSITY; WORK GROUP DIVERSITY; ORGANIZATIONAL RESEARCH; TRANSACTIVE MEMORY; INTEGRATIVE MODEL; SOCIAL IDENTITY; TASK MOTI
AB Purpose - This paper aims to examine the impact of individual and group-level variables on knowledge exchange and identification in age diverse teams. From a diversity perspe
diversity beliefs (level 1) are compared with effects of objective age diversity (level 2). From a management perspective, the paper goes beyond age diversity and investigates th
a team learning perspective.
Design/methodology/approach - Questionnaire data of 516 team members and their supervisors in 73 organizational teams were analyzed in a multilevel approach.
Findings - Objective age diversity had a negative effect on knowledge exchange and identification. Beyond that, age-related diversity perceptions and positive diversity beliefs on
Relativizing the impact of diversity, individual characteristics (knowing the team experts, clear understanding of goals) and team characteristics (team climate, time for knowledge
dependent variables underlining the importance of team learning variables.
Research limitations/implications - Compared to objective diversity, subjective diversity perceptions and diversity beliefs are relevant predictors of processes and attitudes in hete
Practical implications - There are multiple leverages for management strategies beyond the mostly fixed age diversity in teams on the individual and group level.
Originality/value - This paper evaluates the cross-level interplay between objective diversity, perceived subjective diversity and diversity beliefs and revalues the impact of HR-ma
C1 [Ellwart, Thomas; Buendgens, Silke] Univ Trier, Inst Psychol, Trier, Germany.
[Rack, Oliver] Univ Appl Sci & Arts Northwestern Switzerland, Sch Appl Psychol, Olten, Switzerland.
RP Ellwart, T (reprint author), Univ Trier, Inst Psychol, Trier, Germany.
EM ellwart@uni-trier.de
NR 98
TC 22
Z9 22
U1 2
U2 54
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2013
VL 28
IS 7-8
BP 950
EP 972
DI 10.1108/JMP-06-2013-0181
PG 23
GA 269JA
UT WOS:000328236400013
DA 2020-06-08
ER
PT J
AU Gregory, BT
Osmonbekov, T
Gregory, ST
Albritton, MD
Carr, JC
AF Gregory, Brian T.
Osmonbekov, Talai
Gregory, Sean T.
Albritton, M. David
Carr, Jon C.
TI Abusive supervision and citizenship behaviors: exploring boundary conditions
LA English
DT Article
DE Leadership; Compensation; Employees behaviour; Employee exchanges; Kazakhstan; Attitudes; Work psychology
ID PAY SATISFACTION; PERFORMANCE; ORGANIZATIONS; ANTECEDENTS; PERSONALITY; WORKPLACE; OUTCOMES; JUSTICE; CONSEQUENCES; PERSPECTIVE
AB Purpose Previous research indicates that employees reciprocate for abusive supervision by withholding discretionary organizational citizenship behaviors (OCBs). The purpose o
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negative relationship between abusive supervision and OCBs, by investigating time and money (dyadic duration and pay satisfaction) as potential moderating variables to the ab
Design/methodology/approach A sample of 357 bank employees in Kazakhstan was used to test hypotheses.
Findings Results indicate that the negative relationship between abusive supervision and OCBs is more pronounced when employees have been supervised by a particular man
less satisfied with their level of compensation.
Research limitations/implications Limitations include the use of cross-sectional data and the possibility of common method bias.
Practical implications Satisfaction with pay as a moderator may suggest additional costs associated with abusive supervision, as employees may demand higher salaries when w
a moderator may suggest that abusive supervisor behaviors over time lead individual employees to withhold more and more OCBs.
Social implications Organizational cultures can be adversely affected by reactions to abuse, and abusive supervision represents a growing social problem that may necessitate le
Originality/value This paper contributes to the literature by suggesting that employees appear more willing to withhold OCBs in longer-term dyadic relationships, and employees'
relationship between abusive supervision and OCBs. Additionally, this study explores abusive supervision using a non-western sample.
C1 [Gregory, Brian T.; Osmonbekov, Talai; Albritton, M. David] No Arizona Univ, WA Franke Coll Business, Flagstaff, AZ 86011 USA.
[Gregory, Sean T.] Univ Minnesota, Dept Hlth Policy & Management, Sch Publ Hlth, Minneapolis, MN USA.
[Carr, Jon C.] Texas Christian Univ, Neeley Sch Business, Ft Worth, TX 76129 USA.
RP Gregory, BT (reprint author), No Arizona Univ, WA Franke Coll Business, Flagstaff, AZ 86011 USA.
EM brian.gregory@nau.edu
RI Gregory, Sean AAM-3924-2020
Gregory, Sean I-4921-2012
OI Gregory, Sean 0000-0003-3157-0316
Gregory, Sean 0000-0003-3157-0316
NR 57
TC 21
Z9 21
U1 1
U2 46
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2013
VL 28
IS 6
BP 628
EP 644
DI 10.1108/JMP-10-2012-0314
PG 17
GA 218TA
UT WOS:000324454200003
DA 2020-06-08
ER
PT J
AU Nielsen, MB
Glaso, L
Matthiesen, SB
Eid, J
Einarsen, S
AF Nielsen, Morten Birkeland
Glaso, Lars
Matthiesen, Stig Berge
Eid, Jarle
Einarsen, Stale
TI Bullying and risk-perception as health hazards on oil rigs
LA English
DT Article
DE Managerial psychology; Psychology; Self-esteem; Hazards; Workplace; Occupational health and safety; Bullying
ID NORWEGIAN CONTINENTAL-SHELF; ANXIETY-BUFFERING FUNCTION; SELF-ESTEEM; SAFETY CLIMATE; ORGANIZATIONAL RESEARCH; CONVERGING EVIDENCE;
HEALTH; WORK
AB Purpose - The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organis
moderates the relationship between bullying and risk perception as stressors and mental health as an outcome variable.
Design/methodology/approach - Employing a survey design, the variables were assessed in a cross-sectional sample of 1,017 employees in the Norwegian offshore oil and gas
Findings - The results show that workplace bullying is a stronger predictor of mental health problems than is risk perception. Self-esteem had a buffering effect on the relationship
no protective effect of self-esteem was found with regard to the association between bullying and mental health.
Originality/value - The findings have implications for how organisations may promote employee well-being and health. It is suggested that organisations develop interventions tha
C1 [Nielsen, Morten Birkeland] Natl Inst Occupat Hlth, Oslo, Norway.
[Nielsen, Morten Birkeland; Glaso, Lars; Matthiesen, Stig Berge; Eid, Jarle; Einarsen, Stale] Univ Bergen, Dept Psychosocial Sci, Bergen, Norway.
[Glaso, Lars] BI Norwegian Business Sch, Dept Leadership & Org Behav, Oslo, Norway.
RP Nielsen, MB (reprint author), Natl Inst Occupat Hlth, Oslo, Norway.
EM morten.nielsen@stami.no
RI Einarsen, Stale Valvatne AAP-5269-2020
Eid, Jarle G-1346-2014
OI Nielsen, Morten Birkeland 0000-0001-7858-8623
NR 73
TC 8
Z9 8
U1 1
U2 29
PI BINGLEY
SN 0268-3946 174/309
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2013
VL 28
IS 4
BP 367
EP 383
DI 10.1108/JMP-12-2012-0395
PG 17
GA 154AK
UT WOS:000319643700004
DA 2020-06-08
ER
PT J
AU Smith-Crowe, K
Burke, MJ
Kouchaki, M
Signal, SM
AF Smith-Crowe, Kristin
Burke, Michael J.
Kouchaki, Maryam
Signal, Sloane M.
TI Assessing Interrater Agreement via the Average Deviation Index Given a Variety of Theoretical and Methodological Problems
LA English
DT Article
DE average deviation (AD); interrater agreement; multilevel research; aggregation; null distribution
ID WITHIN-GROUP AGREEMENT; STATISTICAL SIGNIFICANCE; MANAGEMENT RESEARCH; NULL HYPOTHESIS; RESPONSE BIAS; PERFORMANCE; R(WG); RECOMME
AB Currently, guidelines do not exist for applying interrater agreement indices to the vast majority of methodological and theoretical problems that organizational and applied psycho
problems, we present critical values for interpreting the practical significance of observed average deviation (AD) values relative to either single items or scales. For a variety of t
relative to either single items or scales, to be used for determining whether an observed distribution of responses within a group is consistent with a theoretically specified distribu
extend the usage of interrater agreement indices beyond problems relating to the aggregation of individual level data.
C1 [Smith-Crowe, Kristin; Kouchaki, Maryam] Univ Utah, David Eccles Sch Business, Salt Lake City, UT 84112 USA.
[Burke, Michael J.] Tulane Univ, AB Freeman Sch Business, New Orleans, LA 70118 USA.
[Signal, Sloane M.] Jackson State Univ, Coll Educ & Human Dev, Jackson, MS USA.
RP Smith-Crowe, K (reprint author), Univ Utah, David Eccles Sch Business, 1655 East Campus Ctr Dr, Salt Lake City, UT 84112 USA.
EM kristin.smith-crowe@business.utah.edu
RI Burke, Michael A-9763-2009
NR 56
TC 11
Z9 12
U1 0
U2 32
PI THOUSAND OAKS
SN 1094-4281
PD JAN
PY 2013
VL 16
IS 1
BP 127
EP 151
DI 10.1177/1094428112465898
PG 25
GA 135DJ
UT WOS:000318265900008
DA 2020-06-08
ER
PT J
AU Leslie, LM
Snyder, M
Glomb, TM
AF Leslie, Lisa M.
Snyder, Mark
Glomb, Theresa M.
TI Who Gives? Multilevel Effects of Gender and Ethnicity on Workplace Charitable Giving
LA English
DT Article
DE diversity; ethnicity/race; gender; corporate social responsibility; prosocial behavior
ID ORGANIZATIONAL DIVERSITY; CITIZENSHIP BEHAVIOR; PERSONALITY-TRAITS; PROSOCIAL BEHAVIOR; AFFIRMATIVE-ACTION; SOCIAL-PSYCHOLOGY; WORK; PER
AB Research on diversity in organizations has largely focused on the implications of gender and ethnic differences for performance, to the exclusion of other outcomes. We propose
workplace charitable giving, an important aspect of corporate social responsibility. Drawing from social role theory, we hypothesize and find that gender has consistent effects ac
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charity than do men, and the percentage of women in a work unit is positively related to workplace charity, at least among men. Alternatively and consistent with social exchange
effects across levels of analysis; ethnic minorities donate less money to workplace charity than do Whites, but the percentage of minorities in a work unit is positively related to w
provide a novel perspective on the consequences of gender and ethnic diversity in organizations and highlight synergies between organizational efforts to increase diversity and
C1 [Leslie, Lisa M.; Glomb, Theresa M.] Univ Minnesota, Carlson Sch Management, Minneapolis, MN 55455 USA.
[Snyder, Mark] Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
RP Leslie, LM (reprint author), Univ Minnesota, Carlson Sch Management, 321 19th Ave S,Suite 3-300, Minneapolis, MN 55455 USA.
EM lmleslie@umn.edu
RI Schaubroeck, John L-3255-2013
OI Schaubroeck, John 0000-0001-9204-3603
NR 86
TC 31
Z9 31
U1 2
U2 157
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
PY 2013
VL 98
IS 1
BP 49
EP 62
DI 10.1037/a0029943
PG 14
GA 068UV
UT WOS:000313392600004
PM 22985116
DA 2020-06-08
ER
PT J
AU Brutus, S
Aguinis, H
Wassmer, U
AF Brutus, Stephane
Aguinis, Herman
Wassmer, Ulrich
TI Self-Reported Limitations and Future Directions in Scholarly Reports: Analysis and Recommendations
LA English
DT Article
DE research communication; methodology; limitations; validity
ID AGENCY THEORY PERSPECTIVE; MANAGEMENT RESEARCH; ORGANIZATIONAL-RESEARCH; RESEARCH METHODOLOGY; STRATEGIC MANAGEMENT; APPLIED-P
METHOD VARIANCE; SCIENCE
AB The authors content analyzed self-reported limitations and directions for future research in 1,276 articles published between 1982 and 2007 in the Academy of Management Jou
Psychology, the Journal of Management, and the Strategic Management Journal. In order of frequency, the majority of self-reported limitations, as well as directions for future res
validity issues, and there is a significant increase in the reporting of these elements over time. Longitudinal analyses revealed that some of these increases varied across manag
organizational behavior, organizational theory, and human resource management), indicating unique research contexts within some research domains. Based on the analyses of
authors offer eight guidelines for authors, reviewers, and editors. These guidelines refer to the need for authors to report limitations and to use a separate section for them and th
manuscripts; authors and reviewers should prioritize limitations, and authors should report them in a way that describes their consequences for the interpretation of results. The g
them as a starting point for future research endeavors and for the advancement of theoretical issues. The authors also offer recommendations on how to use limitations and futu
that the adoption of these proposed guidelines and recommendations will maximize their value so that they can serve as true catalysts for further scientific progress in the field of
C1 [Brutus, Stephane] Concordia Univ, John Molson Sch Business, Montreal, PQ H3G 1M8, Canada.
RP Brutus, S (reprint author), Concordia Univ, John Molson Sch Business, 1455 de Maisonneuve W, Montreal, PQ H3G 1M8, Canada.
EM brutus@jmsb.concordia.ca
NR 86
TC 39
Z9 39
U1 1
U2 100
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JAN
PY 2013
VL 39
IS 1
BP 48
EP 75
176/309
DI 10.1177/0149206312455245
PG 28
GA 043SS
UT WOS:000311569200003
DA 2020-06-08
ER
PT J
AU Markham, SE
AF Markham, Steven E.
TI The evolution of organizations and leadership from the ancient world to modernity: A multilevel approach to organizational science and leadership (OSL)
LA English
DT Article
DE Organization science and leadership (OSL); Evolutionary theory (ET); Leadership; Clan; Organizational taxonomy; Leader Member Exchange (LMX)
ID DEJA-VU; COMPLEXITY; DARWINISM
AB The purpose of this paper is to offer an initial theory, timeline, and taxonomy for discussing and researching the evolution of types of organizations and the concomitant context th
ancient world and modernity are contrasted and found to be almost diametrically opposed. To arrive at this conclusion, this work draws upon current extensions of evolutionary th
leadership (Yammarino & Dansereau, 2011). This framework is then contrasted with Kellerman (2012) who calls for an end to leadership studies. The question this paper attemp
evolutionary changes in the types of commercial organizational structures led to differing dominant leadership styles? Without having to call for an end to leadership studies, an u
into a number of contemporary business and geopolitical conflicts where tribalism is a factor. (C) 2012 Elsevier Inc. All rights reserved.
C1 Virginia Tech, Pamplin Coll Business, Dept Management, Blacksburg, VA 24019 USA.
RP Markham, SE (reprint author), Virginia Tech, Pamplin Coll Business, Dept Management, Blacksburg, VA 24019 USA.
EM markhami@vt.edu
NR 95
TC 14
Z9 14
U1 0
U2 65
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD DEC
PY 2012
VL 23
IS 6
SI SI
BP 1134
EP 1151
DI 10.1016/j.leaqua.2012.10.011
PG 18
GA 058CE
UT WOS:000312610900008
DA 2020-06-08
ER
PT J
AU Guest, DE
Zijlstra, FRH
AF Guest, David E.
Zijlstra, Fred R. H.
TI Academic perceptions of the research evidence base in work and organizational psychology: A European perspective
LA English
DT Article
ID EVIDENCE-BASED MANAGEMENT; I-O PSYCHOLOGY; HR PROFESSIONALS BELIEFS; HUMAN-RESOURCE PRACTICES; PRACTITIONER
AB There has been a growing interest in evidence-based management. A core component is a body of high-quality research evidence to inform practice. Initial research with human
reveals only modest knowledge about a number of widely documented research findings. However, it is unclear whether research experts would display any greater agreement a
issue by exploring levels of agreement about the quality of the research evidence base in work and organizational (W/O) psychology using a pan-European sample of 75 senior a
study, first identifying core findings in the field of W/O psychology and then reporting levels of agreement about them. The results show that there were only seven of 24 core find
evidence. The challenges of developing and utilizing an evidence-based approach are discussed and it is concluded, in agreement with Briner and Rousseau (2011a), that there
confident about the quality of much of their research evidence.
C1 [Guest, David E.] Kings Coll London, Dept Management, London SE1 9NH, England.
[Zijlstra, Fred R. H.] Maastricht Univ, Dept Work & Social Psychol, Maastricht, Netherlands.
RP Guest, DE (reprint author), Kings Coll London, Dept Management, 150 Stamford St, London SE1 9NH, England.
EM david.guest@kcl.ac.uk
OI Zijlstra, Fred 0000-0002-3505-9753
NR 21
TC 7
Z9 7
U1 1
U2 16
PU WILEY-BLACKWELL
177/309
PI HOBOKEN
SN 0963-1798
PD DEC
PY 2012
VL 85
IS 4
BP 542
EP 555
DI 10.1111/j.2044-8325.2012.02057.x
PG 14
GA 026JS
UT WOS:000310273300002
DA 2020-06-08
ER
PT J
AU Spranger, JL
Colarelli, SM
Dimotakis, N
Jacob, AC
Arvey, RD
AF Spranger, Jennifer L.
Colarelli, Stephen M.
Dimotakis, Nikolaos
Jacob, Annalyn C.
Arvey, Richard D.
TI Effects of kin density within family-owned businesses
LA English
DT Article
DE Kin density; Organizational justice; Family business; Nepotism
ID LEADER-MEMBER EXCHANGE; ORGANIZATIONAL JUSTICE; EVOLUTIONARY PSYCHOLOGY; CITIZENSHIP BEHAVIORS; EMOTIONAL CLOSENESS; ALTRUISM; MED
AB We examined how kin density within family-owned firms related to perceptions of nepotism and organizational justice; we also examined the moderating role of family membersh
and 299 non-family employees in 21 family-owned businesses, both kin density and family membership were found to be related to nepotism perceptions. Additionally, family me
and justice perceptions, as well as the relationship between nepotism and justice perceptions. Finally, nepotism perceptions provided a partial mediating link between kin density
that kin density and family membership are important variables to consider in understanding the experiences and attitudes of employees in family-owned businesses. (C) 2012 E
C1 [Spranger, Jennifer L.; Colarelli, Stephen M.; Jacob, Annalyn C.] Cent Michigan Univ, Dept Psychol, Mt Pleasant, MI 48859 USA.
[Dimotakis, Nikolaos] Georgia State Univ, J Mack Robinson Coll Business, Dept Managerial Sci, Atlanta, GA 30303 USA.
[Arvey, Richard D.] Natl Univ Singapore, Sch Business, Ctr Strateg Leadership, Dept Management & Org, Singapore, Singapore.
RP Colarelli, SM (reprint author), Cent Michigan Univ, Dept Psychol, Mt Pleasant, MI 48859 USA.
EM colar1sm@cmich.edu
RI Dimotakis, Nikos V-8064-2019
Arvey, Richard R-3116-2019
OI Dimotakis, Nikos 0000-0001-8448-1072
NR 66
TC 11
Z9 11
U1 4
U2 52
PI SAN DIEGO
SN 0749-5978
PD NOV
PY 2012
VL 119
IS 2
BP 151
EP 162
DI 10.1016/j.obhdp.2012.07.001
PG 12
GA 043EQ
UT WOS:000311526100002
DA 2020-06-08
ER
PT J
AU Lang, JWB
Zettler, I
Ewen, C
Hulsheger, UR
AF Lang, Jonas W. B.
Zettler, Ingo
Ewen, Christian
Hulsheger, Ute R. 178/309
TI Implicit Motives, Explicit Traits, and Task and Contextual Performance at Work
LA English
DT Article
DE power; affiliation; achievement; imaginative verbal behavior; job performance
ID ACHIEVEMENT MOTIVES; ORGANIZATIONAL CITIZENSHIP; INTERRATER RELIABILITY; PERSONALITY-ASSESSMENT; MOTIVATION; SELECTION; POWER; NEED; AFF
AB Personality psychologists have long argued that explicit traits (as measured by questionnaires) channel the expression of implicit motives (as measured by coding imaginative ve
relevant life outcome variables. In the present research, we apply these ideas in the context of industrial and organizational psychology and propose that 2 explicit traits work as
contextual job performance (extraversion for implicit affiliation and implicit power; explicit achievement for implicit achievement). As a test of these theoretical ideas, we report a s
booklet and worked on an improved modern implicit motive measure, the operant motive test. Their supervisors rated their task and contextual performance. Results support 4 o
between implicit motives and explicit traits increase the explained criterion variance in both task and contextual performance.
C1 [Lang, Jonas W. B.; Hulsheger, Ute R.] Maastricht Univ, Dept Work & Social Psychol, Fac Psychol & Neurosci, NL-6200 MD Maastricht, Netherlands.
[Zettler, Ingo] Univ Tubingen, Ctr Educ Sci & Psychol, Tubingen, Germany.
[Ewen, Christian] Univ Bonn, Inst Psychol, Dept Ind Org & Econ Psychol, Bonn, Germany.
RP Lang, JWB (reprint author), Maastricht Univ, Dept Work & Social Psychol, Fac Psychol & Neurosci, POB 616, NL-6200 MD Maastricht, Netherlands.
EM Jonas.Lang@maastrichtuniversity.nl
RI Zettler, Ingo O-1233-2014
Lang, Jonas W. B. AAN-5257-2020
OI Zettler, Ingo 0000-0001-6140-7160
Lang, Jonas W. B. 0000-0003-1115-3443
NR 103
TC 31
Z9 31
U1 8
U2 184
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2012
VL 97
IS 6
BP 1201
EP 1217
DI 10.1037/a0029556
PG 17
GA 036XD
UT WOS:000311064700006
PM 22867444
DA 2020-06-08
ER
PT J
AU Weinhardt, JM
Vancouver, JB
AF Weinhardt, Justin M.
Vancouver, Jeffrey B.
TI Computational models and organizational psychology: Opportunities abound
LA English
DT Article
DE cognition/perception; decision-making; statistics/methods
ID DECISION-MAKING; WORK MOTIVATION; PERFORMANCE; TIME; PERSONALITY; DYNAMICS; GENERALIZABILITY; DISCREPANCIES; EXTENSION; SELECTION
AB Computational modeling has long been advocated as an important tool in the scientist's tool shed. They are common in physical and biological sciences, but are very rare in orga
computational models might play in informing theory and science in organizational psychology. After describing the major advantages of computational models, architectures, exa
comprehensive review of where computational models have been applied and where they might be profitably applied in each of the major domains of organizational psychology.
C1 [Weinhardt, Justin M.] Ohio Univ, Ind Org Psychol, Athens, OH 45701 USA.
[Vancouver, Jeffrey B.] Ohio Univ, Psychol, Athens, OH 45701 USA.
RP Weinhardt, JM (reprint author), Ohio Univ, Dept Psychol, 200 Porter Hall, Athens, OH 45701 USA.
EM jw225207@ohio.edu
FU National Science FoundationNational Science Foundation (NSF) [SES-0851764]; American Recovery and Reinvestment Act
FX The work reported here was partially supported by National Science Foundation Grant SES-0851764, with funding from the American Recovery and Reinvestment Act of 2009.
NR 152
TC 23
Z9 24
U1 1
U2 14
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD NOV
PY 2012 179/309
VL 2
IS 4
BP 267
EP 292
DI 10.1177/2041386612450455
PG 26
GA V39AB
UT WOS:000209382800001
DA 2020-06-08
ER
PT J
AU Uhlmann, EL
Leavitt, K
Menges, JI
Koopman, J
Howe, M
Johnson, RE
AF Uhlmann, Eric Luis
Leavitt, Keith
Menges, Jochen I.
Koopman, Joel
Howe, Michael
Johnson, Russell E.
TI Getting Explicit About the Implicit: A Taxonomy of Implicit Measures and Guide for Their Use in Organizational Research
LA English
DT Article
DE implicit measures; indirect measures; nonconscious processes; automaticity
ID LINGUISTIC INTERGROUP BIAS; TEST-RETEST RELIABILITY; EMOTIONAL STROOP TASK; AFFECTIVE SIMON TASK; TECHNOLOGICALLY INNOVATIVE FIRMS; SOCIA
ATTITUDES; SENTENCE COMPLETION SCALE; NEGATIVE AFFECT TEST; HIGH SELF-ESTEEM
AB Accumulated evidence from social and cognitive psychology suggests that many behaviors are driven by processes operating outside of awareness, and an array of implicit mea
their potential application, implicit measures have received relatively modest attention within the organizational sciences, due in part to barriers to entry and uncertainty about ap
intended to serve as an implicit measurement "toolkit" for organizational scholars, and as such our goals are fourfold. First, we present theory critical to implicit measures, highlig
organizational research. Second, we present a functional taxonomy of implicit measures (i.e., accessibility-based, association-based, and interpretation-based measures) and ex
discuss key criteria to help researchers identify specific implicit measures most appropriate for their own work, including a discussion of principles for the psychometric validation
avenues for impactful "next-generation" research within the organizational sciences that would benefit from the use of implicit measures.
C1 [Leavitt, Keith] Oregon State Univ, Coll Business, Corvallis, OR 97330 USA.
[Uhlmann, Eric Luis] HEC Paris, Jouy En Josas, France.
[Menges, Jochen I.] Univ Cambridge, Judge Business Sch, Cambridge, England.
[Howe, Michael] Michigan State Univ, Dept Management, Eli Broad Coll Business, E Lansing, MI 48824 USA.
RP Leavitt, K (reprint author), Oregon State Univ, Coll Business, Corvallis, OR 97330 USA.
EM keith.leavitt@bus.oregonstate.edu
RI Johnson, Russell D-3864-2012
Leavitt, Keith D-6686-2012
OI Leavitt, Keith 0000-0003-3729-3997
NR 223
TC 82
Z9 84
U1 2
U2 125
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD OCT
PY 2012
VL 15
IS 4
BP 553
EP 601
DI 10.1177/1094428112442750
PG 49
GA 011CH
UT WOS:000309140500003
DA 2020-06-08
ER
PT J
AU Hmieleski, KM
Cole, MS
Baron, RA
AF Hmieleski, Keith M.
Cole, Michael S.
Baron, Robert A.
TI Shared Authentic Leadership and New Venture Performance
LA English 180/309
DT Article
DE entrepreneurship; leadership; positive organizational behavior; shared leadership; upper echelons
ID AFFECTIVE EVENTS THEORY; TOP MANAGEMENT TEAMS; ORGANIZATIONAL-BEHAVIOR; FIRM PERFORMANCE; ENVIRONMENTAL DYNAMISM; DESTRUCTIVE CRI
MEDIATION MODELS; UPPER ECHELONS
AB This study applied affective events theory (AET) as a framework for understanding the relationship between the shared authentic leadership of new venture top management tea
a national (United States) random sample of new ventures, demonstrated a positive indirect effect of shared authentic leadership behavior on firm performance, an effect that op
contribute to entrepreneurship and strategic management literatures by illustrating that AET (a micro-level theory) is a conceptually relevant framework for understanding the imp
and research). With respect to the leadership and organizational behavior literatures, the authors' results indicate that authentic leadership may be particularly beneficial when sh
C1 [Hmieleski, Keith M.] Texas Christian Univ, MJ Neeley Sch Business, Ft Worth, TX 76129 USA.
[Baron, Robert A.] Oklahoma State Univ, Stillwater, OK 74078 USA.
RP Hmieleski, KM (reprint author), Texas Christian Univ, MJ Neeley Sch Business, TCU Box 298530, Ft Worth, TX 76129 USA.
EM k.hmielseki@tcu.edu
RI cole, michael AAA-2548-2020
Hmieleski, Keith A-7544-2013
OI Hmieleski, Keith 0000-0001-5520-704X
NR 130
TC 80
Z9 84
U1 1
U2 214
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD SEP
PY 2012
VL 38
IS 5
BP 1476
EP 1499
DI 10.1177/0149206311415419
PG 24
GA 981MV
UT WOS:000306973300003
DA 2020-06-08
ER
PT J
AU Ho, VT
Gupta, N
AF Ho, Violet T.
Gupta, Naina
TI Testing an empathy model of guest-directed citizenship and counterproductive behaviours in the hospitality industry: Findings from three hotels
LA English
DT Article
ID PERSPECTIVE-TAKING; ORGANIZATIONAL-BEHAVIOR; PROSOCIAL BEHAVIOR; TRAIT ACTIVATION; EMOTIONAL LABOR; 2-STAGE MODEL; WORK BEHAVIOR; MEDIA
AB This research proposes and tests an empathy model of guest-directed discretionary behaviours (i.e., citizenship and counterproductive behaviours) using two studies conducted
mediation, we examined the mediating role of empathic concern in the relationship between perspective taking and both forms of discretionary behaviours in Study 1. Support fo
behaviours but not for counterproductive behaviours. Study 2 was conducted to extend these findings using peer reports of discretionary behaviours, and to apply an interactiona
counterproductive behaviours. We drew upon trait activation theory to highlight the importance of situational triggers, in the form of interpersonal injustice from guests, in modera
counterproductive behaviours, mediated through empathic concern. We found support for the hypothesized moderated mediation effect, such that perspective taking inhibited co
when interpersonal injustice was high, but not when injustice was low. Replicating the results in Study 1, perspective taking also positively predicted peer-reported citizenship beh
Research and practical implications from these findings are discussed.
C1 [Ho, Violet T.] Univ Richmond, Robins Sch Business, Richmond, VA 23173 USA.
[Gupta, Naina] Nanyang Technol Univ, Nanyang Business Sch, Singapore, Singapore.
RP Ho, VT (reprint author), Univ Richmond, Robins Sch Business, Richmond, VA 23173 USA.
OI gupta, naina 0000-0002-4519-7308
NR 84
TC 16
Z9 16
U1 1
U2 46
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2012
VL 85
IS 3
BP 433
EP 453
DI 10.1111/j.2044-8325.2011.02046.x
181/309
PG 21
GA 968FM
UT WOS:000305962700001
DA 2020-06-08
ER
PT J
AU Hughes, HPN
Clegg, CW
Robinson, MA
Crowder, RM
AF Hughes, Helen P. N.
Clegg, Chris W.
Robinson, Mark A.
Crowder, Richard M.
TI Agent-based modelling and simulation: The potential contribution to organizational psychology
LA English
DT Article
ID INTELLIGENT AGENTS; WORK; EXPERIENCE; KNOWLEDGE; BEHAVIOR; DESIGN; IMPACT
AB Agent-based modelling and simulation (ABMS) has been used by researchers from a variety of disciplines to study a range of phenomena. At present, ABMS is vastly underutiliz
of potential benefits that are currently not well catered for by existing tools. In this paper, we introduce ABMS and explain how it differs from current approaches. We illustrate the
examples and through the identification of opportunities in the field of organizational psychology. We also highlight potential limitations of the ABMS approach, and discuss the ci
C1 [Hughes, Helen P. N.; Clegg, Chris W.; Robinson, Mark A.] Univ Leeds, Leeds Univ Business Sch, Sociotech Ctr, Leeds LS2 9JT, W Yorkshire, England.
[Crowder, Richard M.] Univ Southampton, Sch Elect & Comp Sci, Multimedia Grp, Southampton SO9 5NH, Hants, England.
RP Hughes, HPN (reprint author), Univ Leeds, Leeds Univ Business Sch, Sociotech Ctr, Leeds LS2 9JT, W Yorkshire, England.
EM h.hughes@leeds.ac.uk
RI Robinson, Mark A. J-3663-2014
OI Robinson, Mark A. 0000-0001-5535-8737
NR 56
TC 31
Z9 31
U1 1
U2 25
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2012
VL 85
IS 3
BP 487
EP 502
DI 10.1111/j.2044-8325.2012.02053.x
PG 16
GA 968FM
UT WOS:000305962700004
DA 2020-06-08
ER
PT J
AU Barnes, CM
AF Barnes, Christopher M.
TI Working in our sleep: Sleep and self-regulation in organizations
LA English
DT Article
DE deviant/counterproductive behavior; emotions and moods; job attitudes/beliefs/values
ID COGNITIVE PERFORMANCE; DECISION-MAKING; ONE NIGHT; CONTINUOUS WAKEFULNESS; SUBJECTIVE ALERTNESS; DAYTIME SLEEPINESS; PREFRONTAL COR
GOODS
AB A large body of sleep physiology research highlights a broad array of effects of sleep on human functioning. Until recently, this literature has been completely isolated from the or
to further extend the sleep literature into the organizational psychology literature, with a focus on self-regulation in the workplace. I summarize the sleep literature into a model of
organizational psychology which has drawn from basic sleep physiology research. Following this, I generate new propositions linking sleep to work withdrawal, goal level, incivilit
with a discussion of methods for conducting sleep research in organizational psychology, as well as some promising areas for future research.
C1 [Barnes, Christopher M.] Virginia Tech, Blacksburg, VA USA.
RP Barnes, CM (reprint author), Pamplin Coll Business, Dept Management, 2106 Pamplin, Blacksburg, VA 24061 USA.
EM cmbarnes@vt.edu
RI Barnes, Christopher M O-4814-2014
OI Barnes, Christopher M 0000-0003-2520-6200
NR 174
TC 90
Z9 95
U1 5
U2 56 182/309
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD AUG
PY 2012
VL 2
IS 3
BP 234
EP 257
DI 10.1177/2041386612450181
PG 24
GA V39AA
UT WOS:000209382700004
DA 2020-06-08
ER
PT J
AU Arthaud-Day, ML
Rode, JC
Turnley, WH
AF Arthaud-Day, Marne L.
Rode, Joseph C.
Turnley, William H.
TI Direct and Contextual Effects of Individual Values on Organizational Citizenship Behavior in Teams
LA English
DT Article
DE values; OCB; HLM
ID HIERARCHICAL LINEAR-MODELS; OTHER-ORIENTED VALUES; RELATIONAL DEMOGRAPHY; IMPRESSION-MANAGEMENT; EMPLOYEE CITIZENSHIP; DISPOSITIONA
PSYCHOLOGY; GROUP-PERFORMANCE; JOB-SATISFACTION
AB The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavio
personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achieveme
for benevolence on citizenship behaviors directed toward the group (OCB-O), and for self-direction on both OCB-I and OCB-O. Applying relational demography techniques to tes
scores negatively moderate the relationship between individual power and OCB-I, whereas group mean self-direction scores positively moderate the relationship between self-di
C1 [Arthaud-Day, Marne L.; Turnley, William H.] Kansas State Univ, Coll Business, Manhattan, KS 66506 USA.
[Rode, Joseph C.] Miami Univ, Dept Management, Richard T Farmer Sch Business, Oxford, OH 45056 USA.
RP Arthaud-Day, ML (reprint author), Kansas State Univ, Coll Business, 101 Calvin Hall, Manhattan, KS 66506 USA.
EM marthaud@ksu.edu
NR 113
TC 37
Z9 37
U1 2
U2 133
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JUL
PY 2012
VL 97
IS 4
BP 792
EP 807
DI 10.1037/a0027352
PG 16
GA 972RJ
UT WOS:000306297300005
PM 22369271
OA Green Published
DA 2020-06-08
ER
PT J
AU Banks, GC
Kepes, S
McDaniel, MA
AF Banks, George C.
Kepes, Sven
McDaniel, Michael A.
TI Publication Bias: A call for improved meta-analytic practice in the organizational sciences
LA English 183/309
DT Article
ID CORRELATION-COEFFICIENTS; CUMULATIVE METAANALYSIS; TRIALS; PERSONALITY; MANAGEMENT
AB Previous research has introduced the threat of publication bias to meta-analytic reviews in management and industrial/organizational (I/O) psychology research. However, a com
than two thirds of meta-analytic studies in management and I/O psychology ignore the issue. Of the studies that do empirically evaluate publication bias, almost all use methods
and subgroup comparisons by source of data). The current paper reviews the issue of publication bias and introduces to management and I/O psychology new methodological te
publication bias methods are demonstrated in a meta-analytic review of conditional reasoning tests for aggression. We offer specific recommendations that address both design
publication bias.
C1 [Banks, George C.; Kepes, Sven; McDaniel, Michael A.] Virginia Commonwealth Univ, Richmond, VA 23284 USA.
RP Banks, GC (reprint author), Virginia Commonwealth Univ, 301 W Main St,POB 844000, Richmond, VA 23284 USA.
EM banksgc@vcu.edu
NR 81
TC 46
Z9 45
U1 0
U2 51
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD JUN
PY 2012
VL 20
IS 2
BP 182
EP 196
DI 10.1111/j.1468-2389.2012.00591.x
PG 15
GA 943PY
UT WOS:000304138100006
DA 2020-06-08
ER
PT J
AU Moon, H
Quigley, NR
Marr, JC
AF Moon, Henry
Quigley, Narda R.
Marr, Jennifer Carson
TI How interpersonal motives explain the influence of organizational culture on organizational productivity, creativity, and adaptation: The ambidextrous interpersonal motives (AIM)
LA English
DT Article
DE autonomy; culture; organizational culture
ID INDIVIDUALISM-COLLECTIVISM; CITIZENSHIP BEHAVIORS; LINKING CULTURE; PERFORMANCE; ACHIEVEMENT; COOPERATION; STRATEGIES; WORK; CONSCIENT
AB Despite decades of research on organizational culture, the current literature lacks an orienting paradigm by which research findings can be accumulated regarding specific cultur
paper introduces an AIM (ambidextrous interpersonal motives) model of organizational culture. First, drawing on literature from both individual psychology and social anthropolog
through a framework of interpersonal motives (cooperation, competition, and autonomy). Second, we extend research on organizational ambidexterity to describe both pure and
Third, we suggest that pure forms of culture have consequences for individual achievement and citizenship, with unclear implications for higher level outcomes, while combinatio
consequences for higher level outcomes such as organizational productivity, creativity, and adaptation. Fourth, we address the importance of subcultures and temporal considera
overall performance. Finally, we outline the theoretical and practical implications for future research in organizational culture.
C1 [Moon, Henry] London Business Sch, London NW1 4SA, England.
[Moon, Henry] CEIBS, Org Behav, Shanghai, Peoples R China.
[Quigley, Narda R.] Villanova Univ, Sch Business, Management, Villanova, PA 19085 USA.
[Marr, Jennifer Carson] London Business Sch, Org Behav, London NW1 4SA, England.
RP Moon, H (reprint author), London Business Sch, Regents Pk Sussex Pl, London NW1 4SA, England.
EM hmoon@london.edu
NR 105
TC 10
Z9 10
U1 5
U2 30
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2012
VL 2
IS 2
BP 109
EP 128
DI 10.1177/2041386611433085
PG 20
184/309
GA V38ZZ
UT WOS:000209382600001
DA 2020-06-08
ER
PT J
AU Wiesenfeld, BM
Brockner, J
AF Wiesenfeld, Batia M.
Brockner, Joel
TI On the reciprocal relationship between basic and applied psychological theory
LA English
DT Article
DE emotions; fairness; groups; justice; moods; teams
ID HIGH PROCEDURAL FAIRNESS; OUTCOME FAVORABILITY; SELF; PROGRESS; JUSTICE
AB Good theory in organizational psychology is not only novel and interesting but also has the potential to extend existing theory. We suggest that organizational psychology can mo
psychology when it leverages features that make organizations distinct from other social entities, such as families and communities. We identify several of these distinctive featur
foundation for advancing theory.
C1 [Wiesenfeld, Batia M.] NYU, Leonard N Stern Sch Business, Management, New York, NY 10012 USA.
[Wiesenfeld, Batia M.] David Margolis Fac, New York, NY USA.
[Brockner, Joel] Columbia Univ, New York, NY 10027 USA.
[Brockner, Joel] Amer Psychol Assoc, Div Ind & Org Psychol, Acad Management, Washington, DC USA.
RP Wiesenfeld, BM (reprint author), NYU, Stern Sch Business, 44 West 4th St 7-52, New York, NY 10012 USA.
EM bwiesenf@stern.nyu.edu
NR 34
TC 3
Z9 3
U1 0
U2 6
PI THOUSAND OAKS
SN 2041-3866
EI 2041-3874
PD MAY
PY 2012
VL 2
IS 2
BP 172
EP 182
DI 10.1177/2041386611428501
PG 11
GA V38ZZ
UT WOS:000209382600004
DA 2020-06-08
ER
PT J
AU Derous, E
Ryan, AM
Nguyen, HHD
AF Derous, Eva
Ryan, Ann Marie
Nguyen, Hannah-Hanh D.
TI Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings
LA English
DT Article
DE multiple categorization; resume screening; hiring discrimination; ethnic prominence; prejudice
ID ORGANIZATIONAL-PSYCHOLOGY; EMPLOYMENT DISCRIMINATION; DOUBLE JEOPARDY; JOB TYPE; RACE; STEREOTYPES; GENDER; RACISM; ATTITUDES; IMPLIC
AB Debate exists as to what the more appropriate prediction is regarding the effects of multiple stigmatized group memberships on employment discrimination. The ethnic prominen
target hypotheses were assessed for the combined effects of ethnic group membership (Arabic), sex, social status, and job type on hiring evaluations. Two correspondence tests
(Study 2) and in the field (Study 3) were conducted. Studies 1 and 2 showed evidence for the EP hypothesis when low-status jobs were tested. The odds for rejection were four t
socio-economic status, and external client contact did not moderate findings (Study 1). The effect of applicants' ethnic group membership was further moderated by raters' motiva
the MMS hypothesis. We found double jeopardy against Arab women who applied for high-status jobs when recruiters' prejudice was controlled. Study findings show that discrim
intersection of applicant, job, and recruiter characteristics. We discussed implications for anonymous resume screening and research on evaluation of applicants possessing mul
& Sons, Ltd.
C1 [Derous, Eva] Univ Ghent, Dept Personnel Management Work & Org Psychol, B-9000 Ghent, Belgium.
[Ryan, Ann Marie] Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA.
[Nguyen, Hannah-Hanh D.] Calif State Univ Long Beach, Dept Psychol, Long Beach, CA 90840 USA.
RP Derous, E (reprint author), Univ Ghent, Dept Personnel Management Work & Org Psychol, B-9000 Ghent, Belgium.
EM eva.derous@ugent.be
RI Ryan, Ann M B-6374-2019
NR 98
TC 50
Z9 50
U1 4
U2 118 185/309
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2012
VL 33
IS 4
BP 544
EP 570
DI 10.1002/job.769
PG 27
GA 908YV
UT WOS:000301529900007
DA 2020-06-08
ER
PT J
AU Senior, C
Martin, R
Thomas, G
Topakas, A
West, M
Yeats, RM
AF Senior, Carl
Martin, Robin
Thomas, Geoff
Topakas, Anna
West, Michael
Yeats, Rowena M.
TI Developmental stability and leadership effectiveness
LA English
DT Article
DE Developmental stability; Fluctuating asymmetry; Leadership effectiveness; Evolutionary psychology
ID MALE FACIAL ATTRACTIVENESS; TRANSFORMATIONAL LEADERSHIP; FLUCTUATING ASYMMETRY; ORGANIZATIONAL-BEHAVIOR; PERSONALITY-FACTORS; MENS
SYMMETRY; INTELLIGENCE
AB Developmental stability is the degree to which we can withstand environmental or genetic stressors during development. Fluctuating asymmetry (FA), concerns the extent to whic
way to measure developmental stability. Two studies were carried out that examined both the predictive value of leader FA with leadership behaviors and its role in facilitating gro
leader's FA is correlated with scores on the Multifactor Leadership Questionnaire (MLQ). The results revealed individuals with a more asymmetrical morphology scored higher on
leadership behavior. A second study examined the hypothesis that asymmetrical morphology and leadership effectiveness would share a positive relationship. In this study partic
relationship between FA and self-reported well-being and task satisfaction. Importantly, there was also a positive correlation between the leader's FA score and group performanc
effectiveness is discussed in the wider context of evolutionary psychology. (c) 2011 Elsevier Inc. All rights reserved.
C1 [Senior, Carl] Aston Univ, Sch Life & Hlth Sci, Birmingham B4 7ET, W Midlands, England.
[Martin, Robin; Thomas, Geoff; Topakas, Anna] Aston Univ, Aston Business Sch, Birmingham B4 7ET, W Midlands, England.
[West, Michael] Univ Lancaster, Sch Management, Lancaster LA1 4YW, England.
[Yeats, Rowena M.] Univ Birmingham, Coll Med & Dent Sci, Birmingham B15 2TT, W Midlands, England.
RP Senior, C (reprint author), Aston Univ, Sch Life & Hlth Sci, Birmingham B4 7ET, W Midlands, England.
EM c.senior@aston.ac.uk
OI West, Michael 0000-0003-2698-0847
Martin, Robin 0000-0001-6267-9061
Senior, Carl N 0000-0002-2155-4139
Topakas, Anna 0000-0002-8570-2882
NR 95
TC 13
Z9 13
U1 2
U2 55
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD APR
PY 2012
VL 23
IS 2
SI SI
BP 281
EP 291
DI 10.1016/j.leaqua.2011.08.005
PG 11
GA 917SJ
UT WOS:000302198600007
OA Green Accepted 186/309
DA 2020-06-08
ER
PT J
AU Orlitzky, M
AF Orlitzky, Marc
TI How Can Significance Tests Be Deinstitutionalized?
LA English
DT Article
DE philosophy of science; quantitative research; historical social science; meta-analysis; structural equation modeling
ID NULL-HYPOTHESIS; STATISTICAL SIGNIFICANCE; CONFIDENCE-INTERVALS; ORGANIZATIONAL SCIENCE; CUMULATIVE KNOWLEDGE; SOCIAL PERFORMANCE; AP
JOURNALS
AB The purpose of this article is to propose possible solutions to the methodological problem of null hypothesis significance testing (NHST), which is framed as deeply embedded in
sciences. The core argument is that, for the deinstitutionalization of statistical significance tests, minor methodological changes within an unreformed epistemology will be as unh
Instead, several institutional-epistemological reforms affecting cultural-cognitive, normative, and regulative processes and structures in the social sciences are necessary and pro
reforms, ranging from greater emphasis on inductive and abductive reasoning to statistical modeling and Bayesian epistemology, are classified according to their practical import
Individual-level change in researchers' use of NHST is unlikely if it is not facilitated by these broader epistemological changes.
C1 Penn State Univ, Altoona, PA 16601 USA.
RP Orlitzky, M (reprint author), Penn State Univ, 214 Hawthorn,3000 Ivyside Dr, Altoona, PA 16601 USA.
EM moo3@psu.edu
RI Orlitzky, Marc F-3953-2013
OI Orlitzky, Marc 0000-0001-6626-0516
NR 248
TC 45
Z9 45
U1 0
U2 45
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD APR
PY 2012
VL 15
IS 2
BP 199
EP 228
DI 10.1177/1094428111428356
PG 30
GA 900YI
UT WOS:000300928000002
DA 2020-06-08
ER
PT J
AU O'Boyle, E
Aguinis, H
AF O'Boyle, Ernest, Jr.
Aguinis, Herman
TI THE BEST AND THE REST: REVISITING THE NORM OF NORMALITY OF INDIVIDUAL PERFORMANCE
LA English
DT Article
ID CORE SELF-EVALUATIONS; JOB-PERFORMANCE; RATINGS; SCALES; DETERMINANTS; PSYCHOLOGY; INDUSTRIAL; EXCHANGE; POWER; PAY
AB We revisit a long-held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a G
198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes. Results are remarkably consistent across industries, types of jobs, t
that individual performance is not normally distributedinstead, it follows a Paretian (power law) distribution. Assuming normality of individual performance can lead to misspecified
implications for all theories and applications that directly or indirectly address the performance of individual workers including performance measurement and management, utility
development, personnel selection, leadership, and the prediction of performance, among others.
[O'Boyle, Ernest, Jr.] Longwood Univ, Dept Management, Coll Business & Econ, Farmville, VA USA.
RP Aguinis, H (reprint author), Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, 1309 E 10th St,Suite 630D, Bloomington, IN 47405 USA.
NR 76
TC 101
Z9 101
U1 7
U2 102
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL 187/309
JI Pers. Psychol.
PD SPR
PY 2012
VL 65
IS 1
BP 79
EP 119
DI 10.1111/j.1744-6570.2011.01239.x
PG 41
GA 898UC
UT WOS:000300766500003
DA 2020-06-08
ER
PT J
AU Schmidt, FL
TI Cognitive Tests Used in Selection Can Have Content Validity as Well as Criterion Validity: A broader research review and implications for practice
LA English
DT Article
ID INDIRECT RANGE RESTRICTION; GENERAL MENTAL-ABILITY; JOB-PERFORMANCE; INTELLIGENCE; METAANALYSIS; KNOWLEDGE; ACCURACY; PROJECT; UTILITY
AB Many industrial/organizational (I/O) psychologists, both academics and practitioners, believe that the content validity model is not appropriate for cognitive ability measures used
have criterion validity and construct validity but not content validity. Based on a review of the broader differential psychology research literature on cognitive skills, aptitudes, and
validity procedures, cognitive ability measures, including, ultimately, some de facto measures of general cognitive ability, can have content validity in addition to criterion and con
the specific arguments contending that content validity is inappropriate for use with cognitive skills and abilities. These research facts have implications for I/O practice, professio
C1 Univ Iowa, Dept Management & Org, Tippie Coll Business, Iowa City, IA 52242 USA.
RP Schmidt, FL (reprint author), Univ Iowa, Dept Management & Org, Tippie Coll Business, Iowa City, IA 52242 USA.
NR 86
TC 16
Z9 16
U1 0
U2 34
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD MAR
PY 2012
VL 20
IS 1
BP 1
EP 13
DI 10.1111/j.1468-2389.2012.00573.x
PG 13
GA 897VQ
UT WOS:000300687900001
DA 2020-06-08
ER
PT J
AU Schmidt, FL
TI Content Validity and Cognitive Tests: Response to Kehoe (2012), Ployhart (2012), and Sackett (2012)
LA English
DT Article
ID ETHNIC-GROUP DIFFERENCES; JOB-PERFORMANCE; EMPLOYMENT
AB The most important fact emerging from the combination of my article and the three commentaries is the consensus judgment that content validity is appropriate scientifically and
in job performance. This is important because the 1978 Uniform Guidelines on Employee Selection Procedures have typically been interpreted as not permitting such usage, and
Guidelines by federal government enforcement agencies. Although the Society for Industrial and Organizational Psychology Principles and the Standards do not prohibit such us
is not professionally or scientifically appropriate to employ content validity methods with cognitive measures. The hope is that this series will convince them otherwise. On this po
disagreement among us concerns whether specific cognitive skills used in content valid tests must be considered constructs or not. My position, and apparently that of Kehoe, is
must be invoked only in the context of a substantive theory. Sackett and Ployhart, on the other hand, argue that all measures taken on people must be viewed as constructs, rega
are involved. In this response, I present reasons why this need not be the case.
C1 Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
RP Schmidt, FL (reprint author), Univ Iowa, Tippie Coll Business, Iowa City, IA 52242 USA.
NR 23
TC 2
Z9 2
U1 0
U2 7
PU WILEY 188/309
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD MAR
PY 2012
VL 20
IS 1
BP 28
EP 35
DI 10.1111/j.1468-2389.2012.00577.x
PG 8
GA 897VQ
UT WOS:000300687900005
DA 2020-06-08
ER
PT J
AU Seppala, T
Lipponen, J
Bardi, A
Pirttila-Backman, AM
AF Seppala, Tuija
Lipponen, Jukka
Bardi, Anat
Pirttila-Backman, Anna-Maija
TI Change-oriented organizational citizenship behaviour: An interactive product of openness to change values, work unit identification, and sense of power
LA English
DT Article
ID SOCIAL IDENTITY; MULTIPLE-REGRESSION; PERSONALITY-FACTORS; PROACTIVE BEHAVIOR; ROLE PERCEPTIONS; VOICE; ORIENTATION; PERFORMANCE; EXPE
AB Due to the increased frequency of organizational changes, predicting employees voluntary involvement in the development of organizational practices and individual work is of pa
focused upon change-oriented organizational citizenship behaviour (OCB) as an expression of openness to change values, and also upon psychological factors that can modera
values, group identification, and a sense of power interact in predicting change-oriented OCB of employees. One hundred and eighty-four employees rated their values, their ide
our predictions, the results showed that openness to change values and work unit identification interacted positively in predicting supervisor-rated change-oriented OCB in worke
sense of power. This finding suggests that workers who have a high sense of power and are highly identified with the work unit tend to pursue their openness to change values in
conclude that an interactive approach, rather than one of direct effect, is advantageous when studying values as antecedents to change-oriented OCB.
C1 [Seppala, Tuija; Pirttila-Backman, Anna-Maija] Univ Helsinki, Dept Social Res, FIN-00014 Helsinki, Finland.
[Lipponen, Jukka] Aalto Univ, Sch Sci & Technol, Dept Ind Engn & Management, Helsinki, Finland.
[Bardi, Anat] Royal Holloway Univ London, Dept Psychol, London, England.
RP Seppala, T (reprint author), Univ Helsinki, Dept Social Res, Unioninkatu 37,POB 54, FIN-00014 Helsinki, Finland.
EM tuija.seppala@helsinki.fi
RI Lipponen, Jukka G-2714-2012
OI Bardi, Anat 0000-0003-1150-6341
Pirttila-Backman, Anna-Maija 0000-0002-7437-9645
NR 73
TC 26
Z9 31
U1 7
U2 114
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD MAR
PY 2012
VL 85
IS 1
BP 136
EP 155
DI 10.1111/j.2044-8325.2010.02010.x
PG 20
GA 897YR
UT WOS:000300699700007
DA 2020-06-08
ER
PT J
AU Judge, TA
Kammeyer-Mueller, JD
AF Judge, Timothy A.
Kammeyer-Mueller, John D.
TI General and specific measures in organizational behavior research: Considerations, examples, and recommendations for researchers
SO JOURNAL OF ORGANIZATIONAL BEHAVIOR 189/309
LA English
DT Article
DE general and specific measures; broad and narrow measures; construct validity; bandwidth-fidelity; core self-evaluations; intelligence; personality; job attitudes
ID CORE SELF-EVALUATIONS; 5 PERSONALITY DIMENSIONS; JOB-PERFORMANCE; SATISFACTION; INTELLIGENCE; MOTIVATION; ESTEEM; PSYCHOLOGY; LEADERS
AB Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article,
recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role o
formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self-evaluations, we first discuss how the ge
research. We then discuss three other important areas in which this debate has played out: intelligence, five-factor model of personality, and job attitudes. Finally, we offer a fram
measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright (
C1 [Judge, Timothy A.] Univ Notre Dame, Mendoza Coll Business, Notre Dame, IN 46556 USA.
[Kammeyer-Mueller, John D.] Univ Florida, Warrington Coll Business, Gainesville, FL USA.
RP Judge, TA (reprint author), Univ Notre Dame, Mendoza Coll Business, Notre Dame, IN 46556 USA.
EM tjudge@nd.edu
NR 95
TC 50
Z9 51
U1 0
U2 55
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2012
VL 33
IS 2
BP 161
EP 174
DI 10.1002/job.764
PG 14
GA 873XI
UT WOS:000298918300003
DA 2020-06-08
ER
PT J
AU Porath, C
Spreitzer, G
Gibson, C
Garnett, FG
AF Porath, Christine
Spreitzer, Gretchen
Gibson, Cristina
Garnett, Flannery G.
TI Thriving at work: Toward its measurement, construct validation, and theoretical refinement
LA English
DT Article
DE thriving; vitality; learning; construct validation; performance; burnout
ID PROACTIVE PERSONALITY; POSITIVE PSYCHOLOGY; GOAL ORIENTATION; PERFORMANCE; MOTIVATION; EMOTIONS
AB Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed and validated a measure of the construct of thriv
by linking it to key outcomes, such as job performance, and by examining its contextual embeddedness. In Study 1, we conducted second-order confirmatory factor analyses in t
dimensional structure of thriving. We provided evidence for the convergent and discriminant validity of thriving in relation to theoretically related constructs, such as positive and n
proactive personality, and core self-evaluations. In Study 2, across two different samples, we further assessed construct validity by establishing a relationship between thriving an
job performance, explaining significant variance beyond traditional attitudinal predictors, such as job satisfaction and organizational commitment. Finally, in Study 3, we focused o
found differences in reports of thriving across two points in time, when substantial changes are occurring in peoples' work lives and across contexts (i.e., work and non-work). Im
research, are discussed. Copyright (c) 2011 John Wiley & Sons, Ltd.
C1 [Spreitzer, Gretchen] Univ Michigan, Ann Arbor, MI 48109 USA.
[Gibson, Cristina] Univ Western Australia, Sch Business, Nedlands, WA 6009, Australia.
[Garnett, Flannery G.] Univ Utah, Eccles Sch Business, Salt Lake City, UT USA.
[Porath, Christine] Georgetown Univ, McDonough Sch, Washington, DC USA.
RP Spreitzer, G (reprint author), Univ Michigan, Ann Arbor, MI 48109 USA.
EM spreitze@umich.edu
NR 104
TC 162
Z9 168
U1 13
U2 190
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2012
VL 33
IS 2 190/309
BP 250
EP 275
DI 10.1002/job.756
PG 26
GA 873XI
UT WOS:000298918300008
OA Green Published
DA 2020-06-08
ER
PT J
AU Gartzia, L
Ryan, MK
Balluerka, N
Aritzeta, A
AF Gartzia, Leire
Ryan, Michelle K.
Balluerka, Nekane
Aritzeta, Aitor
TI Think crisis-think female: Further evidence
LA English
DT Article
DE Crisis; Gender; Glass cliff; Interpersonal orientation; Leadership
ID GLASS CLIFF; GENDER STEREOTYPES; LEADERSHIP; WOMEN; ATTITUDES; CHARISMA; BEHAVIOR; MANAGER; TRAITS; SYSTEM
AB Many studies have demonstrated that interpersonally oriented leadership abilities such as being empathetic, supporting work relationships, or explicitly stating an interest in help
leadership abilities coincide with stereotypically feminine roles and traits, it has been proposed that a "think crisis-think female" association may exist (Ryan, Haslam, Hersby, & B
managers) we examined this association and identified two relevant factors that may hinder the acceptance of female leaders and stereotypically feminine characteristics in crisis
sexist attitudes. In doing so, we provide new insights into the "think crisis-think female" relationship and illustrate the potential implications of this occurrence for gender studies a
C1 [Gartzia, Leire; Aritzeta, Aitor] Univ Basque Country, Dept Basic Psychol Proc & Its Dev, San Sebastian 20018, Donostia San Se, Spain.
[Ryan, Michelle K.] Univ Exeter, Sch Psychol, Exeter, Devon, England.
[Balluerka, Nekane] Univ Basque Country, Dept Social Psychol & Methodol Behav Sci, San Sebastian 20018, Donostia San Se, Spain.
RP Gartzia, L (reprint author), Univ Basque Country, Dept Basic Psychol Proc & Its Dev, Avda Tolosa 70, San Sebastian 20018, Donostia San Se, Spain.
EM leire.garcia@ehu.es
RI Balluerka, Nekane C-8922-2011
OI Balluerka, Nekane 0000-0002-1537-393X
ARITZETA GALAN, AITOR 0000-0002-4343-033X
NR 83
TC 30
Z9 30
U1 0
U2 47
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2012
VL 21
IS 4
BP 603
EP 628
DI 10.1080/1359432X.2011.591572
PG 26
GA 984ZM
UT WOS:000307232500005
DA 2020-06-08
ER
PT J
AU Smith, GS
Houmanfar, R
Denny, M
AF Smith, Gregory S.
Houmanfar, Ramona
Denny, Melany
TI Impact of Rule Accuracy on Productivity and Rumor in an Organizational Analog
LA English
DT Article
DE accurate rules; communication; inaccurate rules; organizational behavior management; productivity; rules; rumor
ID SCHEDULE-CONTROLLED BEHAVIOR; FIXED-INTERVAL PERFORMANCE; CONTINGENCIES; INSTRUCTIONS; SENSITIVITY; PSYCHOLOGY
AB This study examined the effects of inaccurate rules on generation of rumor among participants and their productivity in an organizational analog setting. Dyads of participants we
number of points earned for correct responses). Experiments 1 and 2 utilized quasirandom and counterbalanced alternating treatments designs, respectively, in which conditions
stated contingency (accurate condition) or a variation of the contingency that was stated in the rule (i.e., different number of points awarded, inaccurate conditions). Results indic
duration of rumor behavior. Participants exposed to alternating rules and only inaccurate rules exhibit lower correct responding on work tasks relative to those exposed to only ac
C1 [Smith, Gregory S.] Univ Nevada, Dept Psychol, Reno, NV 89557 USA.
RP Smith, GS (reprint author), Univ Nevada, Dept Psychol, Mailstop 296, Reno, NV 89557 USA. 191/309
EM gscottsmith@unr.edu
NR 27
TC 11
Z9 12
U1 0
U2 12
PI ABINGDON
SN 0160-8061
PY 2012
VL 32
IS 1
BP 3
EP 25
DI 10.1080/01608061.2012.646839
PG 23
GA 959QC
UT WOS:000305326900002
DA 2020-06-08
ER
PT J
AU Ludwig, TD
Frazier, CB
AF Ludwig, Timothy D.
Frazier, Christopher B.
TI Employee Engagement and Organizational Behavior Management
LA English
DT Article
DE engagement; industrial/organizational psychology; organizational behavior management
ID TASK CLARIFICATION; CUSTOMER SERVICE; FEEDBACK; SATISFACTION; PSYCHOLOGY; MOTIVATION
AB Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valu
have found it correlates with some organizational tactics (e. g., human resource policies, procedural justice) and positive outcomes (e. g., growth, lower costs, lower absenteeism
not clearly defined, which is common with some popular cognitive/emotional constructs. Positive Psychology is nothing new to behavior analysis (Luthans, Youssef, & Rawski, 20
Organizational Behavior Management to create an " engaged" workforce and culture.
C1 [Ludwig, Timothy D.] Appalachian State Univ, Dept Psychol, Boone, NC 28608 USA.
RP Ludwig, TD (reprint author), Appalachian State Univ, Dept Psychol, Boone, NC 28608 USA.
EM ludwigtd@appstate.edu
NR 44
TC 7
Z9 7
U1 1
U2 73
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2012
VL 32
IS 1
BP 75
EP 82
DI 10.1080/01608061.2011.619439
PG 8
GA 959QC
UT WOS:000305326900007
DA 2020-06-08
ER
PT J
AU Kulik, CT
Treuren, G
Bordia, P
AF Kulik, Carol T.
Treuren, Gerry
Bordia, Prashant
TI Shocks and final straws: Using exit-interview data to examine the unfolding model's decision paths
LA English 192/309
DT Article
DE turnover; shocks; unfolding model; exit interviews
ID VOLUNTARY EMPLOYEE TURNOVER; JOB-SATISFACTION; RETENTION POLICY; EMBEDDEDNESS; PROFESSIONALS; METAANALYSIS; RETHINKING; CATEGORIES;
AB The unfolding model emphasizes the role of shocks (jarring events that initiate exit cognitions) in the turnover process. In contrast to earlier survey-based research, we used exit
paths. The data provide support for the model but highlight several aspects of shocks not addressed by previous research. Employees on the same path may experience distinct
employees require shock combinations (e.g., push and pull shocks) to motivate leaving, and some dissatisfied employees experience shock-like events (final straws) that confirm
demonstrates how organizations can use exit interviews to better understand their employee exit patterns. (C) 2012 Wiley Periodicals, Inc.
C1 [Kulik, Carol T.; Treuren, Gerry] Univ S Australia, Sch Management, Adelaide, SA 5001, Australia.
[Bordia, Prashant] Australian Natl Univ, Res Sch Business, Canberra, ACT 0200, Australia.
[Bordia, Prashant] Australian Natl Univ, Sch Management Mkt & Int Business, Canberra, ACT 0200, Australia.
RP Kulik, CT (reprint author), Univ S Australia, Sch Management, Adelaide, SA 5001, Australia.
EM carol.kulik@unisa.edu.au
RI Treuren, Gerrit JM F-3749-2013
Kulik, Carol A-9912-2008
OI Treuren, Gerrit JM 0000-0002-6184-312X
Kulik, Carol 0000-0002-6558-8234
NR 67
TC 28
Z9 28
U1 0
U2 27
PI MALDEN
PA COMMERCE PLACE, 350 MAIN STREET, MALDEN, MA 02148-529 USA
SN 0090-4848
PD JAN-FEB
PY 2012
VL 51
IS 1
BP 25
EP 46
DI 10.1002/hrm.20466
PG 22
GA 882EC
UT WOS:000299543400003
DA 2020-06-08
ER
PT J
AU Aytug, ZG
Rothstein, HR
Zhou, WC
Kern, MC
AF Aytug, Zeynep G.
Rothstein, Hannah R.
Zhou, Wencang
Kern, Mary C.
TI Revealed or Concealed? Transparency of Procedures, Decisions, and Judgment Calls in Meta-Analyses
LA English
DT Article
DE meta-analysis; quantitative research; missing data
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; EMPLOYMENT INTERVIEW VALIDITY; CRITERION-RELATED VALIDITY; ASSESSMENT-CENTER RATINGS; WORK-RELATE
ETHNIC-GROUP DIFFERENCES; LEADER-MEMBER EXCHANGE; GENERAL MENTAL-ABILITY; ENTRY MODE CHOICE
AB The authors examined the degree to which meta-analyses in the organizational sciences transparently report procedures, decisions, and judgment calls by systematically review
11 top journals that publish meta-analyses in industrial and organizational psychology and organizational behavior. The authors extracted information on 54 features of each met
provided 52.8% of the information needed to replicate the meta-analysis or to assess its validity and 67.6% of the information considered to be most important according to expe
exhibited somewhat more transparent reporting practices than older ones did. Overall transparency of reporting (but not reporting of the most important items) was associated wi
related to number of citations. The authors discuss the implications of inadequate reporting of meta-analyses for development of cumulative knowledge and effective practice and
C1 [Aytug, Zeynep G.; Rothstein, Hannah R.; Zhou, Wencang; Kern, Mary C.] CUNY, Baruch Coll, Zicklin Sch Business, Dept Management, New York, NY 10010 USA.
RP Rothstein, HR (reprint author), CUNY, Baruch Coll, Zicklin Sch Business, Dept Management, 1 Bernard BaruchWay,Box 9-240, New York, NY 10010 USA.
EM hannah.rothstein@baruch.cuny.edu
OI Rothstein, Hannah 0000-0002-2808-4790
NR 254
TC 56
Z9 56
U1 0
U2 51
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JAN
PY 2012
VL 15
IS 1 193/309
BP 103
EP 133
DI 10.1177/1094428111403495
PG 31
GA 866AQ
UT WOS:000298352400006
DA 2020-06-08
ER
PT J
AU Blau, G
Petrucci, T
McClendon, J
AF Blau, Gary
Petrucci, Tony
McClendon, John
TI Effects of layoff victims' justice reactions and emotional responses on attitudes toward their previous employer
LA English
DT Article
DE Layoff victims; Unemployment; Layoff treatment; Previous employer endorsement; Potential rehire; Behaviour; Motivation (psychology); Personal needs
ID ANTICIPATED WORKSITE CLOSURE; JOB LOSS; SURVIVORS; UNEMPLOYMENT; PERSONALITY; BENEFITS; MANAGERS; EVENTS; SEARCH
AB Purpose - This paper's aim is to study a neglected research outcome within the last ten years, i.e. the impact of unemployment on the willingness of those laid off (victims) to end
Design/methodology/approach - A unique sample of unemployed victims completed an on-line survey investigating the impact of personal background variables, organizational b
willingness to endorse their previous employer.
Findings - As expected, the perceived legitimacy of closure/procedural justice explained willingness to endorse. It was also found that higher perceived distributive justice was re
variables explained most of the endorsement variance. Length of unemployment was positively related to anger and depression, and anger and depression were each negatively
also found that an unexpected new outcome, potential rehire, emerged as related to but distinct from willingness to endorse. Supporting this distinctiveness, victims who were an
previous employer to others, but victims who were more depressed about being unemployed were willing to potentially reapply to their former employer.
Practical implications - Study results reinforce the importance of perceived justice affecting not only layoff victims' previous employer endorsement but also their potential rehiring
Originality/value - A uniquely unemployed sample, primarily executives, middle managers and professional, salaried individuals, with most being longer-term unemployed, was ut
Potential rehire emerged as a distinct outcome from willingness to endorse previous employer.
C1 [Blau, Gary; Petrucci, Tony; McClendon, John] Temple Univ, Human Resource Management Dept, Philadelphia, PA 19122 USA.
RP Blau, G (reprint author), Temple Univ, Human Resource Management Dept, Philadelphia, PA 19122 USA.
EM gblau@temple.edu
NR 41
TC 6
Z9 6
U1 1
U2 25
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2012
VL 17
IS 6-7
BP 500
EP 517
DI 10.1108/13620431211280105
PG 18
GA 058GP
UT WOS:000312622400001
DA 2020-06-08
ER
PT J
AU Lavigne, GL
Forest, J
Crevier-Braud, L
AF Lavigne, Genevieve L.
Forest, Jacques
Crevier-Braud, Laurence
TI Passion at work and burnout: A two-study test of the mediating role of flow experiences
LA English
DT Article
DE Burnout; Flow; Passion; Positive organizational scholarship
ID EMOTIONAL EXHAUSTION; SELF-DETERMINATION; JOB DEMANDS; INTRINSIC MOTIVATION; POSITIVE PSYCHOLOGY; OBSESSIVE PASSION; ENGAGEMENT; WORK
AB Vallerand et al. (2003) developed a Dualistic Model of Passion where two types of passion are proposed: harmonious and obsessive passion. They generally predict adaptive an
the type of passion one holds towards his/her work should influence one's experience of burnout symptoms. We hypothesized that a harmonious passion for work would lead to
experiences, whereas an obsessive passion would directly lead to high levels of burnout. Two studies (one cross-sectional and one prospective) were conducted and results of s
hypotheses.
C1 [Lavigne, Genevieve L.; Crevier-Braud, Laurence] Univ Quebec, Dept Psychol, Montreal, PQ H3C 3P8, Canada.
[Forest, Jacques] Univ Quebec, Ecole Sci Gest, Montreal, PQ H3C 3P8, Canada.
RP Lavigne, GL (reprint author), Univ Quebec, Dept Psychol, CP 8888,Succursale Ctr Ville, Montreal, PQ H3C 3P8, Canada.
EM lavigne.genevieve.3@courrier.uqam.ca
NR 99
194/309
TC 49
Z9 56
U1 1
U2 69
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2012
VL 21
IS 4
BP 518
EP 546
DI 10.1080/1359432X.2011.578390
PG 29
GA 984ZM
UT WOS:000307232500002
DA 2020-06-08
ER
PT J
AU Shinkle, GA
AF Shinkle, George A.
TI Organizational Aspirations, Reference Points, and Goals: Building on the Past and Aiming for the Future
LA English
DT Article
DE organizational aspiration; reference point; organizational goal; performance referent
ID VARIABLE RISK PREFERENCES; BEHAVIORAL-THEORY; PROSPECT-THEORY; EMPIRICAL-EXAMINATION; STRATEGIC MANAGEMENT; BALANCED SCORECARD; PE
MAKING; RETURN PARADOX
AB Three distinct frameworks have been advanced by scholars to analyze organizational aspirations: behavioral theory, Ansoff's strategic management view, and strategic reference
different assumptions and mechanisms. This article reviews and synthesizes the three views, also drawing on literatures in economics, performance measurement, and psycholo
aspirations. This review shows the literature consists primarily of studies using behavioral theory explanations, typically provides studies of the consequences of theoretically infe
measurement of aspirations, and lacks comparative or integrative studies of the three views. Drawing on this critique, the article identifies theoretical and empirical gaps and prov
C1 Univ New S Wales, Australian Sch Business, Sydney, NSW 2052, Australia.
RP Shinkle, GA (reprint author), Univ New S Wales, Australian Sch Business, Sydney, NSW 2052, Australia.
EM g.shinkle@unsw.edu.au
RI Shinkle, George O-8484-2019
OI Shinkle, George 0000-0002-4798-011X
NR 134
TC 122
Z9 128
U1 7
U2 145
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JAN
PY 2012
VL 38
IS 1
BP 415
EP 455
DI 10.1177/0149206311419856
PG 41
GA 864RK
UT WOS:000298257500013
DA 2020-06-08
ER
PT J
AU Cassell, C
Symon, G
AF Cassell, Catherine
Symon, Gillian
TI Assessing 'good' qualitative research in the work psychology field: A narrative analysis
LA English
DT Article 195/309
ID ORGANIZATIONAL-PSYCHOLOGY; SENSEMAKING; CRITERIA; SENSE
AB This paper considers how work psychologists define good qualitative research in the work psychology domain. In addressing the assessment of quality in work psychology resea
about their current practices and expectations around qualitative research. Using narrative analysis, the various plots and narratives that constitute how interviewees understand
use of these narratives for both how quality is understood and the use of qualitative research in this area are addressed. Drawing on Weick's concept of sensemaking as a theore
the construction of a hegemonic understanding of what is good methodological practice within the work psychology discipline. The implications of this for the work psychology fie
considered.
C1 [Cassell, Catherine] Univ Manchester, Manchester Business Sch, Manchester M15 6PB, Lancs, England.
[Symon, Gillian] Univ London, London WC1E 7HU, England.
RP Cassell, C (reprint author), Univ Manchester, Manchester Business Sch, Booth St W, Manchester M15 6PB, Lancs, England.
EM catherine.cassell@mbs.ac.uk
NR 60
TC 25
Z9 25
U1 0
U2 41
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD DEC
PY 2011
VL 84
IS 4
BP 633
EP 650
DI 10.1111/j.2044-8325.2011.02009.x
PG 18
GA 859YW
UT WOS:000297912800002
DA 2020-06-08
ER
PT J
AU Bligh, MC
Kohles, JC
Pillai, R
AF Bligh, Michelle C.
Kohles, Jeffrey C.
Pillai, Rajnandini
TI Romancing leadership: Past, present, and future
LA English
DT Article
DE Romance of leadership; Follower-centered; Attributions; Social construction
ID CHARISMATIC LEADERSHIP; TRANSFORMATIONAL LEADERSHIP; ORGANIZATIONAL PERFORMANCE; CEO CHARISMA; PERCEPTIONS; MANAGEMENT; CRISIS; IMP
AB This paper presents a review of the romance of leadership and the social construction of leadership theory 25 years after it was originally introduced. We trace the development o
romance of leadership (RoL) theory as attributional bias through its emergence as a radical, unconventional approach that views leadership as a sensemaking activity that is prim
research published in management and organizational psychology journals, book chapters and special issues of journals from 1985 to 2010. Three overall themes emerged from
including attributions for organizational success and failure; 2) follower-centered approaches, including the role of follower characteristics, perceptions, and motivations in interpre
leadership, including interfollower and social contagion processes, the role of crisis and uncertainty, and constructions and deconstructions of leadership and CEO celebrity in the
developments and summarize key findings. Our review concludes with recommendations for future theoretical and empirical work in this area. (C) 2011 Elsevier Inc. All rights res
C1 [Bligh, Michelle C.] Claremont Grad Univ, Sch Behav & Org Sci, Drucker Ito Grad Sch Management, Claremont, CA 91711 USA.
[Kohles, Jeffrey C.; Pillai, Rajnandini] Calif State Univ San Marcos, Coll Business Adm, CLIMB, San Marcos, CA 92096 USA.
RP Bligh, MC (reprint author), Claremont Grad Univ, Sch Behav & Org Sci, Drucker Ito Grad Sch Management, 123 E 8th St, Claremont, CA 91711 USA.
EM michelle.bligh@cgu.edu; jkohles@csusm.edu; rpillai@csusm.edu
NR 137
TC 77
Z9 77
U1 1
U2 107
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD DEC
PY 2011
VL 22
IS 6
SI SI
BP 1058
EP 1077
DI 10.1016/j.leaqua.2011.09.003
PG 20
SC Psychology; Business & Economics 196/309
GA 864DF
UT WOS:000298216500003
DA 2020-06-08
ER
PT J
AU Song, ZL
Li, WD
Arvey, RD
AF Song, Zhaoli
Li, Wendong
Arvey, Richard D.
TI Associations Between Dopamine and Serotonin Genes and Job Satisfaction: Preliminary Evidence From the Add Health Study
LA English
DT Article
DE job satisfaction; molecular genetics; DNA; dopamine; serotonin
ID EXON-III POLYMORPHISM; PERSONALITY-TRAITS; CAREER SUCCESS; SELF-ESTEEM; 5-FACTOR MODEL; RECEPTOR GENE; DRD4 GENE; TRANSPORTER; ADOLE
AB Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated wi
Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly b
found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between
initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior.
C1 [Song, Zhaoli; Li, Wendong; Arvey, Richard D.] Natl Univ Singapore, Dept Management & Org, NUS Business Sch, Singapore 117592, Singapore.
RP Song, ZL (reprint author), Natl Univ Singapore, Dept Management & Org, NUS Business Sch, 1 Business Link, Singapore 117592, Singapore.
EM bizszl@nus.edu.sg
RI Li, Wen-Dong S-4942-2018
Arvey, Richard R-3116-2019
Song, Zhaoli H-6734-2013
OI Li, Wen-Dong 0000-0002-8357-7539
NR 103
TC 21
Z9 21
U1 1
U2 35
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2011
VL 96
IS 6
BP 1223
EP 1233
DI 10.1037/a0024577
PG 11
GA 846PD
UT WOS:000296914800007
PM 21766995
DA 2020-06-08
ER
PT J
AU Waldman, DA
Carmeli, A
Halevi, MY
AF Waldman, David A.
Carmeli, Abraham
Halevi, Meyrav Yitzack
TI Beyond the red tape: How victims of terrorism perceive and react to organizational responses to their suffering
LA English
DT Article
DE terrorism; public value; compassion; humane responses; positive deviance; crisis; resilience; interactional justice
ID POSTTRAUMATIC-STRESS-DISORDER; POSITIVE PSYCHOLOGY; MEDIATING ROLE; COMPASSION; CONSTRUCT; VIRTUOUSNESS; AGREEMENT; HURRICANE; JUS
AB We use a storyteller perspective to examine how victims of terrorism perceive the way that organizations react and respond to their needs in the aftermath of terrorist attacks. An
perceived as ineffective to respond in a humane or compassionate manner to the suffering caused by terrorism. Instead, victims perceive that a more bureaucratic approach is ta
responses on the part of organizations in times of trauma, such as terrorist attacks, may be required. We build a theoretical model to show how positive deviance can bring abou
Copyright (C) 2010 John Wiley & Sons, Ltd.
C1 [Carmeli, Abraham; Halevi, Meyrav Yitzack] Bar Ilan Univ, Grad Sch Business Adm, IL-52900 Ramat Gan, Israel.
[Waldman, David A.] Arizona State Univ, WP Carey Sch Business, Dept Management, Phoenix, AZ USA.
RP Carmeli, A (reprint author), Bar Ilan Univ, Grad Sch Business Adm, IL-52900 Ramat Gan, Israel.
EM carmelia@mail.biu.ac.il
RI Carmeli, Abraham H-5586-2011
Carmeli, Abraham B-5351-2013
OI Carmeli, Abraham 0000-0002-1968-8998
NR 82
TC 25 197/309
Z9 25
U1 1
U2 38
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD OCT
PY 2011
VL 32
IS 7
SI SI
BP 938
EP 954
DI 10.1002/job.710
PG 17
GA 840PV
UT WOS:000296453600002
DA 2020-06-08
ER
PT J
AU Higgs, M
Rowland, D
AF Higgs, Malcolm
Rowland, Deborah
TI What Does It Take to Implement Change Successfully? A Study of the Behaviors of Successful Change Leaders
LA English
DT Article
DE change leadership; change approaches; leadership behaviors; change implementation
ID ORGANIZATIONAL-CHANGE; STRATEGIC CHANGE; PSYCHOLOGY
AB This article seeks to explore the impact of leaders' behaviors on the successful implementation of change. A qualitative empirical study of change leader behaviors based on inte
Analyses of the data indicated that leader-centric behaviors have an adverse impact on change implementation. In contrast, behaviors that may be described as being more facil
Four critical behavior sets are identified. It was evident that leaders who experienced the highest levels of success deployed all four of the behavior sets and minimal presence o
some of the recent research into change leadership. However, they provide a more detailed picture of the nature of behaviors associated with successful change implementation
areas for further research.
C1 [Higgs, Malcolm] Univ Southampton, Sch Management, Southampton SO17 1BJ, Hants, England.
[Rowland, Deborah] Transcend Consultancy, London, England.
RP Higgs, M (reprint author), Univ Southampton, Sch Management, Southampton SO17 1BJ, Hants, England.
EM malcolm.higgs@soton.ac.uk
OI Higgs, Malcolm 0000-0002-9032-0416
NR 72
TC 38
Z9 38
U1 1
U2 74
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD SEP
PY 2011
VL 47
IS 3
BP 309
EP 335
DI 10.1177/0021886311404556
PG 27
GA 801VC
UT WOS:000293467700002
DA 2020-06-08
ER
PT J
AU Patterson, F
Zibarras, LD
AF Patterson, Fiona
Zibarras, Lara D.
TI Exploring the Construct of Perceived Job Discrimination in Selection
LA English 198/309
DT Article
ID APPLICANT REACTIONS; ORGANIZATIONAL JUSTICE; RELATIONAL DEMOGRAPHY; FUTURE-RESEARCH; COGNITIVE-ABILITY; TESTS; FAIRNESS; VALIDITY; PERSP
AB This paper examines the new concept of perceived job discrimination (PJD) and an associated model relating to applicant propensity to case initiation (APCI) in selection. The co
research are suggested. In particular we propose potential avenues for further theoretical development including the use of attribution theory and self-serving bias, the theory of r
validity' to be considered when evaluating selection practices. We suggest a variety of research design approaches to consider in investigating the PJD construct and associated
C1 [Patterson, Fiona] Univ Cambridge, Dept Social & Dev Psychol, Cambridge CB2 3RQ, England.
[Zibarras, Lara D.] City Univ London, London, England.
RP Patterson, F (reprint author), Univ Cambridge, Dept Social & Dev Psychol, Free Sch Lane, Cambridge CB2 3RQ, England.
EM f.patterson@workpsychologygroup.com
RI Zibarras, Lara L-3792-2019
OI Zibarras, Lara 0000-0002-9522-1679
NR 48
TC 6
Z9 6
U1 1
U2 11
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD SEP
PY 2011
VL 19
IS 3
BP 251
EP 257
DI 10.1111/j.1468-2389.2011.00553.x
PG 7
GA 806GN
UT WOS:000293794400003
DA 2020-06-08
ER
PT J
AU Cameron, K
Mora, C
Leutscher, T
Calarco, M
AF Cameron, Kim
Mora, Carlos
Leutscher, Trevor
Calarco, Margaret
TI Effects of Positive Practices on Organizational Effectiveness
LA English
DT Article
DE positive organizational scholarship; organizational effectiveness; positivity; performance improvement; virtuousness
ID CITIZENSHIP BEHAVIORS; VIRTUE ETHICS; PERFORMANCE; PSYCHOLOGY; CHARACTER; EMPLOYEE; VIRTUOUSNESS; RESILIENCE; EMOTIONS; BUSINESS
AB Emphasis on positivity in organizations in increasing, but the importance and credibility of a positive approach to change-exemplified by positive organizational scholarship-rema
that positive practices in organizations produce desirable changes in organizational effectiveness. Two studies-one in financial services and one in the health care industry-are re
indicators of organizational effectiveness. A positive practices instrument is developed, and evidence is found that positive practices do, in fact, predict organizational performanc
improvements in certain indicators of effectiveness over time. The results are explained by the inherent amplifying, buffering, and heliotropic effects of positivity in human system
C1 [Cameron, Kim; Calarco, Margaret] Univ Michigan, Ross Sch Business, Ann Arbor, MI 48108 USA.
[Mora, Carlos; Leutscher, Trevor] Determinant LLC, Ann Arbor, MI USA.
[Cameron, Kim] Univ Michigan, Sch Educ, Ann Arbor, MI 48108 USA.
RP Cameron, K (reprint author), Univ Michigan, Ross Sch Business, Ann Arbor, MI 48108 USA.
EM kim_cameron@umich.edu
NR 127
TC 85
Z9 91
U1 1
U2 50
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD SEP
PY 2011
VL 47
IS 3
BP 266
EP 308
DI 10.1177/0021886310395514
PG 43
199/309
GA 801VC
UT WOS:000293467700001
DA 2020-06-08
ER
PT J
AU Robie, C
Emmons, T
Tuzinski, KA
Kantrowitz, T
AF Robie, Chet
Emmons, Tammy
Tuzinski, Kathleen A.
Kantrowitz, Tracy
TI Effects of an Economic Recession on Leader Personality and General Mental Ability Scores
LA English
DT Article
ID CRITERION-RELATED VALIDITY; APPLICANT FAKING; PERSONNEL-SELECTION; EMPLOYMENT
AB Economic recessions have wide-ranging implications for the workforce. The science and practice of industrial and organizational psychology are certainly not immune to those im
of an economic recession on leader personality and general mental ability scores in three samples (n(Time 1)=564; n(Time 2)=581; n(Time 3)=281) of US bank employees. The s
general US economy (Time 1=4.67%; Time 2=7.77%; Time 3=9.77%) with samples matched on five branches located in cities throughout the United States. Internal consistency
samples were found to be statistically indistinguishable. However, statistically significantly higher personality scale means in the Time 2 and Time 3 samples were evidenced in c
that these mean differences would result in different percentages of individuals being selected at seven of nine selection ratios. Implications, limitations, and future research are d
C1 [Robie, Chet] Wilfrid Laurier Univ, Sch Business & Econ, Waterloo, ON N2L 3C5, Canada.
[Emmons, Tammy; Tuzinski, Kathleen A.] SHLPreVisor Inc, Minneapolis, MN USA.
[Kantrowitz, Tracy] SHLPreVisor Inc, Atlanta, GA USA.
RP Robie, C (reprint author), Wilfrid Laurier Univ, Sch Business & Econ, 75 Univ Ave W, Waterloo, ON N2L 3C5, Canada.
EM crobie@wlu.ca
NR 32
TC 6
Z9 6
U1 1
U2 12
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD JUN
PY 2011
VL 19
IS 2
BP 183
EP 189
DI 10.1111/j.1468-2389.2011.00545.x
PG 7
GA 763VB
UT WOS:000290586700007
DA 2020-06-08
ER
PT J
AU Zigarmi, D
Nimon, K
Houson, D
Witt, D
Diehl, J
AF Zigarmi, Drea
Nimon, Kim
Houson, Dobie
Witt, David
Diehl, Jim
TI A Preliminary Field Test of an Employee Work Passion Model
LA English
DT Article
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; SOCIAL COGNITIVE PREDICTORS; JOB-SATISFACTION; EMOTIONAL INTELLIGENCE; POSITIVE PSYCHOLOGY; PROSO
UNIT-LEVEL; ENGAGEMENT
AB Four dimensions of a process model for the formulation of employee work passion, derived from Zigarmi, Nimon, Houson, Witt, and Diehl (2009), were tested in a field setting. A
the internal elements of the model in a corporate work environment. Data from the measurements of work affect, work cognition, job wellbeing, and work intention supported the
indicated that a partial mediation model fitted best to the data. Implications for theory, practice, and future research directions are discussed.
C1 [Zigarmi, Drea] Univ San Diego, San Diego, CA 92110 USA.
[Nimon, Kim] Univ N Texas, Denton, TX 76203 USA.
OI Nimon, Kim 0000-0003-2543-8386
NR 116
TC 29
Z9 32
U1 3 200/309
U2 51
PI SAN FRANCISCO
SN 1044-8004
EI 1532-1096
J9 HUM RESOUR DEV Q
PD SUM
PY 2011
VL 22
IS 2
BP 195
EP 221
DI 10.1002/hrdq.20076
PG 27
GA 786ND
UT WOS:000292314300006
DA 2020-06-08
ER
PT J
AU Pleskac, TJ
Keeney, J
Merritt, SM
Schmitt, N
Oswald, FL
AF Pleskac, Timothy J.
Keeney, Jessica
Merritt, Stephanie M.
Schmitt, Neal
Oswald, Frederick L.
TI A detection model of college withdrawal
LA English
DT Article
DE College withdrawal; Signal detection theory; Shocks; Turnover; Quit
ID EMPLOYEE TURNOVER; UNFOLDING MODEL; STUDENT PERFORMANCE; DECISION-MAKING; JUDGMENTS; MEMORY; DISCRIMINATION; SATISFACTION; DROPOUT
AB Many students during their college careers consider withdrawing from their respective college or university. Understanding why some students decide to withdraw yet others pers
for institutes of higher education. The present study develops a model of the decision to withdraw drawing on theories of voluntary employee turnover from organizational psycho
The model posits that precipitating events or shocks (e.g., changes in tuition) lead students to consider withdrawing from the university. If the evidence surpasses a criterion then
identify shocks students were sensitive to and to test hypotheses about the underlying decision process. The theoretical implications of this model in terms of understanding and
turnover decisions are discussed. (C) 2010 Elsevier Inc. All rights reserved.
C1 [Pleskac, Timothy J.; Keeney, Jessica; Schmitt, Neal] Michigan State Univ, Dept Psychol, E Lansing, MI 48824 USA.
[Merritt, Stephanie M.] Univ Missouri, Dept Psychol, St Louis, MO 63121 USA.
[Oswald, Frederick L.] Rice Univ, Dept Psychol, Houston, TX 77251 USA.
RP Pleskac, TJ (reprint author), Michigan State Univ, Dept Psychol, 282A Psychol Bldg, E Lansing, MI 48824 USA.
EM pleskact@msu.edu
RI Merritt, Stephanie AAM-3633-2020
Oswald, Fred A-9995-2012
Pleskac, Timothy J-1770-2012
OI Pleskac, Timothy 0000-0001-5761-1900
NR 81
TC 4
Z9 4
U1 3
U2 24
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAY
PY 2011
VL 115
IS 1
SI SI
BP 85
EP 98
DI 10.1016/j.obhdp.2010.12.001
PG 14
GA 751HN
UT WOS:000289608200008
DA 2020-06-08
ER
PT J 201/309
AU Becker, WJ
Cropanzano, R
AF Becker, William J.
Cropanzano, Russell
TI Dynamic Aspects of Voluntary Turnover: An Integrated Approach to Curvilinearity in the Performance-Turnover Relationship
LA English
DT Article
DE turnover; dynamic performance; human resource management
ID JOB-PERFORMANCE; EMPLOYEE TURNOVER; UNFOLDING MODEL; IMAGE THEORY; COX REGRESSION; DUE-PROCESS; SATISFACTION; METAANALYSIS; PSYCHO
AB Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a
variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a downward performance change may increase the likelihood of organizatio
test an integrative framework. This approach incorporates both of these earlier models. Specifically, we argue that individuals are most likely to voluntarily exit when they are belo
performance change. Furthermore, the interaction between this downward change and performance partially accounts for the curvilinear relationship proposed by the push-pull m
integrative theory.
C1 [Becker, William J.] Texas Christian Univ, Neeley Sch Business, Dept Management, Ft Worth, TX 76129 USA.
[Cropanzano, Russell] Univ Arizona, Eller Coll Management, Dept Management & Org, Tucson, AZ 85721 USA.
RP Becker, WJ (reprint author), Texas Christian Univ, Neeley Sch Business, Dept Management, Ft Worth, TX 76129 USA.
EM w.becker@tcu.edu
OI Becker, William 0000-0002-4648-4122
NR 95
TC 20
Z9 20
U1 0
U2 48
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2011
VL 96
IS 2
BP 233
EP 246
DI 10.1037/a0021223
PG 14
GA 737QX
UT WOS:000288584400002
PM 20853945
DA 2020-06-08
ER
PT J
AU Nicklin, JM
Greenbaum, R
McNall, LA
Folger, R
Williams, KJ
AF Nicklin, Jessica M.
Greenbaum, Rebecca
McNall, Laurel A.
Folger, Robert
Williams, Kevin J.
TI The importance of contextual variables when judging fairness: An examination of counterfactual thoughts and fairness theory
LA English
DT Article
DE Organizational justice; Fairness perceptions; Counterfactual thinking
ID ORGANIZATIONAL JUSTICE; RELATIVE IMPORTANCE; JUDGMENTS; RESPONSIBILITY; SATISFACTION; PSYCHOLOGY; SELECTION; EQUITY
AB This research empirically examines the underlying mechanisms of fairness theory (Folger & Cropanzano, 1998, 2001), namely counterfactual thought processes. Study 1 used a
contextual variables in predicting counterfactual thoughts and fairness perceptions. Study 2 utilized a between-subjects design and asked participants to generate their own. cou
studies showed that fairness perceptions are influenced by contextual variables (i.e., outcome severity, target knowledge and expertise, sin of commission vs. omission) and cou
the effects of contextual variables and fairness perceptions in Study 1. Exploratory analyses from Study 3 revealed that the measurement of counterfactual thoughts (frequency v
Implications are discussed. (C) 2010 Elsevier Inc. All rights reserved.
C1 [Nicklin, Jessica M.] Univ Hartford, Dept Psychol, Hartford, CT 06117 USA.
[Greenbaum, Rebecca] Oklahoma State Univ, Dept Management, Spears Sch Business, Stillwater, OK 74078 USA.
[McNall, Laurel A.] SUNY Coll Brockport, Dept Psychol, Brockport, NY 14420 USA.
[Folger, Robert] Univ Cent Florida, Dept Management, Coll Business Adm, Orlando, FL 32816 USA.
[Williams, Kevin J.] SUNY Albany, Dept Psychol, Albany, NY 12222 USA.
RP Nicklin, JM (reprint author), Univ Hartford, Dept Psychol, E Hall 203E,200 Bloomfield Ave, Hartford, CT 06117 USA.
EM nicklin@hartford.edu
OI Folger, Robert 0000-0003-2404-1627
NR 58
TC 38
Z9 38
U1 0
U2 35
202/309
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAR
PY 2011
VL 114
IS 2
BP 127
EP 141
DI 10.1016/j.obhdp.2010.10.007
PG 15
GA 722YH
UT WOS:000287470700005
DA 2020-06-08
ER
PT J
AU Berry, MO
Reichman, W
Klobas, J
MacLachlan, M
Hui, HC
Carr, SC
AF Berry, Mary O'Neill
Reichman, Walter
Klobas, Jane
MacLachlan, Malcolm
Hui, Harry C.
Carr, Stuart C.
TI Humanitarian work psychology: The contributions of organizational psychology to poverty reduction
LA English
DT Article
DE Industrial/organizational psychology; Poverty reduction; Culture
ID INFORMATION; BEHAVIOR
AB Achieving the MDG goal of reducing world poverty by 50% by 2015 requires the cooperative effort of many disciplines. To date the discipline of organizational psychology has no
the recent establishment of the Global Task Force for Humanitarian Work Psychology, this discipline signaled its commitment to the global effort. Organizational psychology offer
needs and capacity, develop partnerships with stakeholders, bring about and manage change, and systematically review, evaluate, monitor and revise high level mandates, polic
personnel issues. Its successes as practitioners-scientists in private enterprise will enhance its credibility for success in the public sphere. The article reviews the research and p
engaged in poverty reduction and how humanitarian work psychology might enhance the efforts of anti-poverty organizations. (C) 2009 Elsevier B.V. All rights reserved.
C1 [Berry, Mary O'Neill; Reichman, Walter] Sirota Survey Intelligence, Ctr Purchase, Purchase, NY 10577 USA.
[Klobas, Jane] Bocconi Univ, Carlo F Dondena Ctr Res Social Dynam, Milan, Italy.
[MacLachlan, Malcolm] Trinity Coll Dublin, Dublin, Ireland.
[Hui, Harry C.] Univ Hong Kong, Hong Kong, Hong Kong, Peoples R China.
[Carr, Stuart C.] Massey Univ, Poverty Res Grp, Auckland, New Zealand.
RP Berry, MO (reprint author), Sirota Survey Intelligence, Ctr Purchase, 1 Manhattanville Rd, Purchase, NY 10577 USA.
EM mberry@sirota.com; wreichman@sirota.com; jane.klobas@unibocconi.it; mlachlanmac@gmail.com; huiharry@hku.hk; s.c.carr@massey.ac.nz
RI Klobas, Jane J-3384-2013
Hui, Harry D-4917-2009
OI Klobas, Jane 0000-0003-2146-7059
Hui, Harry 0000-0001-9606-5164
FU Economic and Social Research CouncilEconomic & Social Research Council (ESRC) [ES/E013651/1]
NR 50
TC 14
Z9 15
U1 0
U2 24
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD MAR
PY 2011
VL 32
IS 2
SI SI
BP 240
EP 247
DI 10.1016/j.joep.2009.10.009
PG 8
GA 754DA
UT WOS:000289831500005
DA 2020-06-08
ER
203/309
PT J
AU Christian, MS
Garza, AS
Slaughter, JE
AF Christian, Michael S.
Garza, Adela S.
Slaughter, Jerel E.
TI WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE
LA English
DT Article
ID ORGANIZATIONAL CITIZENSHIP BEHAVIORS; LEADER-MEMBER EXCHANGE; JOB RESOURCES; TRANSFORMATIONAL LEADERSHIP; PROACTIVE BEHAVIOR; TRAN
DISCRIMINANT VALIDATION; EMPLOYEE SATISFACTION; PERSONNEL-SELECTION
AB Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon def
clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3-30), we found
related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test
distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves furth
C1 [Christian, Michael S.] Univ N Carolina, Kenan Flagler Business Sch, Org Behav Dept, CB 3490, Chapel Hill, NC 27599 USA.
[Garza, Adela S.] Michigan State Univ, Eli Broad Coll Management, E Lansing, MI 48824 USA.
[Slaughter, Jerel E.] Univ Arizona, Eller Coll Management, Tucson, AZ 85721 USA.
RP Christian, MS (reprint author), Univ N Carolina, Kenan Flagler Business Sch, Org Behav Dept, CB 3490, Chapel Hill, NC 27599 USA.
EM mike_christian@unc.edu
OI Christian, Michael 0000-0001-9801-2197
NR 206
TC 773
Z9 796
U1 39
U2 553
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SPR
PY 2011
VL 64
IS 1
BP 89
EP 136
DI 10.1111/j.1744-6570.2010.01203.x
PG 48
GA 722RW
UT WOS:000287453000004
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Kooij, DTAM
De Lange, AH
Jansen, PGW
Kanfer, R
Dikkers, JSE
De Lange, Annet H.
Jansen, Paul G. W.
Kanfer, Ruth
Dikkers, Josje S. E.
TI Age and work-related motives: Results of a meta-analysis
LA English
DT Article
ID DUTCH YOUNG-ADULTS; LIFE-SPAN THEORY; JOB-SATISFACTION; INDIVIDUAL-DIFFERENCES; ORGANIZATIONAL CHARACTERISTICS; GENERATIONAL-DIFFEREN
GOAL ORIENTATION; UNITED-STATES
AB An updated literature review was conducted and a meta-analysis was performed to investigate the relationship between age and work-related motives. Building on theorizing in l
related differences in work-related motives. Specifically, we proposed an age-related increase in the strength of security and social motives, and an age-related decrease in the s
developmental theory predictions about age-related differences in control strategies, we also examined the relationship between age and intrinsic and extrinsic motives. Consiste
significant positive relationship between age and intrinsic motives, and a significant negative relationship between age and strength of growth and extrinsic motives. The predicte
security motives was only found among certain subgroups. Implications of these findings for work motivation and life span theories and future research are discussed. Copyright
C1 [Kooij, Dorien T. A. M.; Jansen, Paul G. W.] Vrije Univ Amsterdam, Dept Management & Org, Fac Econ & Business Adm, NL-1081 HV Amsterdam, Netherlands.
[De Lange, Annet H.] Univ Groningen, Dept Social & Org Psychol, Groningen, Netherlands.
[Kanfer, Ruth] Georgia Inst Technol, Dept Management & Org, Sch Psychol, Atlanta, GA 30332 USA.
[Kooij, Dorien T. A. M.; Dikkers, Josje S. E.] Vrije Univ Amsterdam, Dept Org Behav & Dev, NL-1081 HV Amsterdam, Netherlands.
RP Kooij, DTAM (reprint author), Vrije Univ Amsterdam, Dept Management & Org, Fac Econ & Business Adm, De Boelelaan 1105, NL-1081 HV Amsterdam, Netherlands.
EM tkooij@feweb.vu.nl
RI Jansen, Paul J-2085-2012
de Lange, Annet E-7874-2012
OI Jansen, Paul 0000-0001-6537-2006
NR 157
TC 262 204/309
Z9 265
U1 6
U2 146
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2011
VL 32
IS 2
SI SI
BP 197
EP 225
DI 10.1002/job.665
PG 29
GA 725WA
UT WOS:000287676400004
OA Green Published
HC Y
HP N
DA 2020-06-08
ER
PT J
AU Schein, VE
Marsella, AJ
Wiesenfeld, E
Sanchez, E
Berry, MO
Reichman, W
AF Schein, Virginia E.
Marsella, Anthony J.
Wiesenfeld, Esther
Sanchez, Euclides
Berry, Mary O'Neill
Reichman, Walter
TI Women in self-organized groups at work: do they promote agency and reduce poverty?
LA English
DT Article
DE Poverty; Women workers; Developing countries; Emerging economies
AB Purpose - This paper aims to reflect on the work of Virginia E. Schein and her paper "The functions of work-related group participation for poor women in developing countries: a
Design/methodology/approach - Professor Schein traveled to Nicaragua, to lower-income settings, where she observed and recorded the experiences of women working in self-o
profession generally that self-organized groups of women, however marginal the work itself, can be instrumental in developing the key sense of agency, and self-efficacy. These
Goals.
Findings - For this special issue, therefore, the authors have made Schein's 2003 study a focal point. To set the context they asked Dr Schein to reiterate the rationale for the res
To help expand the debate on gender, work and poverty reduction, the authors have asked noted colleagues to provide a series of Commentaries on the original article.
Originality/value - Women, especially those raising children alone, are among the poorest of the poor in developing and more developed economies. Research that is applicable
larger part of worldwide efforts to reduce poverty. Organizational psychology has much to contribute to those long-overdue efforts.
C1 [Schein, Virginia E.] Gettysburg Coll, Dept Management, Gettysburg, PA 17325 USA.
[Marsella, Anthony J.] Univ Hawaii, Dept Psychol, Honolulu, HI 96822 USA.
[Wiesenfeld, Esther; Sanchez, Euclides] Cent Univ Venezuela, Inst Psychol, Caracas, Venezuela.
[Berry, Mary O'Neill; Reichman, Walter] Sirota Survey Intelligence, Purchase, NY USA.
RP Schein, VE (reprint author), Gettysburg Coll, Dept Management, Gettysburg, PA 17325 USA.
EM vschein@gettysburg.edu
NR 22
TC 2
Z9 2
U1 0
U2 22
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2011
VL 26
IS 6
BP 508
EP 521
DI 10.1108/02683941111154374
PG 14
GA 925KG
UT WOS:000302759500006 205/309
DA 2020-06-08
ER
PT S
AU Joshi, A
Dencker, JC
Franz, G
AF Joshi, Aparna
Dencker, John C.
Franz, Gentz
BE Staw, BM
Brief, AP
TI Generations in organizations
LA English
ID TOP-MANAGEMENT; INDIVIDUAL DISSIMILARITY; SOCIALIZATION TACTICS; EXECUTIVE SUCCESSION; GROUP HETEROGENEITY; AGE; DEMOGRAPHY; TURNOVER
AB Despite a rich tradition of scholarship across many disciplines, organizational research on the topic of generations has been relatively scarce. In this article we develop a framew
multiple conceptualizations across multiple disciplines. Our framework distills two distinct critical elements that give 'generations' agency in organizational settings - chronology (t
genealogy (the idea that generations are linked through the transmission/descent of ideas/values/skills/knowledge). After an historic overview of the evolution of the topic of gene
political sociology, family sociology. psychology, social anthropology, cultural sociology, demography, and gerontology. Our framework elucidates how linkages between generatio
in organizations and how the nature of intergenerational contact and transfer predicts a wide range of organizational outcomes such as change/innovation, conflict. turnover, and
future research on generations in organizations. (C) 2011 Elsevier Ltd. All rights reserved.
C1 [Joshi, Aparna; Dencker, John C.; Franz, Gentz] Univ Illinois, Champaign, IL 61820 USA.
RP Joshi, A (reprint author), Univ Illinois, 247 D LER Bldg,504 E Armory Ave, Champaign, IL 61820 USA.
EM aparnajo@illinois.edu; dencker@illinois.edu; gfranz@illinois.edu
NR 129
TC 55
Z9 55
U1 0
U2 58
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2011
VL 31
BP 177
EP 205
DI 10.1016/j.riob.2011.10.002
PG 29
GA BZK19
UT WOS:000301804700009
DA 2020-06-08
ER
PT J
AU van Wijhe, C
Peeters, M
Schaufeli, W
van den Hout, M
AF van Wijhe, Corine
Peeters, Maria
Schaufeli, Wilmar
van den Hout, Marcel
TI Understanding workaholism and work engagement: the role of mood and stop rules
LA English
DT Article
DE Workaholism; Employee behaviour; Employee attitudes; Work psychology
ID JOB DEMANDS; ORGANIZATIONAL RESEARCH; PREDICT BURNOUT; NEGATIVE AFFECT; REGULATORY FIT; INPUT; RESOURCES; CONSEQUENCES; NETHERLANDS
AB Purpose - This study aims at disentangling the different underlying motivations that drive workaholic and engaged employees to work excessively hard. The Mood as Input (MAI)
assumes that, dependent on the stop rule used, a different mood state may lead to persistence. When individuals evaluate whether they still enjoy an activity (an enjoyment stop
persistence. On the other hand, when individuals evaluate whether they have done enough (an enough stop rule), a negative mood would signal discontentment, which would als
Design/methodology/approach - A survey study (n = 173) was conducted to test the applicability of the MAI model to the work context.
Findings - It was hypothesized and found that workaholism is positively related to negative mood and using an enough stop rule to determine when to stop working. In addition, t
mood. The findings did not support the expectation that work engagement is related to using an enjoyment stop rule to determine when to stop working. In conclusion, the results
explaining the difference in motivation to work persistently between workaholism and work engagement.
Originality/value - The paper advances the understanding of reasons to work hard which are related to work engagement and workaholism. Knowledge about the reasons why em
workaholism, thereby stimulating healthy and enduring careers.
C1 [van Wijhe, Corine; Peeters, Maria; Schaufeli, Wilmar] Univ Utrecht, Dept Work & Org Psychol, Utrecht, Netherlands.
[van den Hout, Marcel] Univ Utrecht, Dept Clin Psychol, Utrecht, Netherlands.
RP van Wijhe, C (reprint author), Univ Utrecht, Dept Work & Org Psychol, Utrecht, Netherlands.
EM c.vanwijhe@uu.nl
Schaufeli, Wilmar B B-9645-2013
Jansik, Attila AAG-8335-2019
NR 61
TC 28 206/309
Z9 29
U1 0
U2 31
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2011
VL 16
IS 3
BP 254
EP 270
DI 10.1108/13620431111140156
PG 17
GA 806IM
UT WOS:000293801100003
DA 2020-06-08
ER
PT J
AU Chughtai, AA
Buckley, F
AF Chughtai, Aamir Ali
Buckley, Finian
TI Work engagement antecedents, the mediating role of learning goal orientation and job performance
LA English
DT Article
DE Work engagement; Trust in supervisor; Trust propensity; Learning goal orientation; Job performance; Trust; Job commitment; Job satisfaction; Work psychology
ID ORGANIZATIONAL JUSTICE; SELF-REGULATION; METHOD VARIANCE; TRUST; BEHAVIOR; RESOURCES; TRUSTWORTHINESS; EXCHANGE; TASK; PERCEPTIONS
AB Purpose - The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to in
relationship between work engagement and two forms of performance: in-role job performance and innovative work behaviour.
Design/methodology/approach - Data for this cross sectional survey study were collected from 168 research scientists drawn from six Irish science research centres. Structural e
Findings - The results suggest that both trust in supervisor and trust propensity were positively and significantly related to work engagement. Additionally, results indicate that lea
engagement on in-role job performance and innovative work behaviour.
Research limitations/implications - This research was limited by two main factors: the cross-sectional research design, and use of self-reported questionnaire data. Limitations as
work engagement, which in turn, is likely to promote learning, innovation and performance.
Originality/value - This paper extends the developing engagement literature in two ways. First, it empirically establishes an association between two facets of trust and work enga
orientation in explaining the linkage between work engagement and job performance.
C1 [Chughtai, Aamir Ali; Buckley, Finian] Dublin City Univ, Dublin City Univ Business Sch, Dublin 9, Ireland.
RP Chughtai, AA (reprint author), Dublin City Univ, Dublin City Univ Business Sch, Dublin 9, Ireland.
EM aamir_chughtai@hotmail.com
Buckley, Finian V-5258-2019
OI Buckley, Finian 0000-0003-2651-6868
NR 90
TC 50
Z9 50
U1 2
U2 84
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2011
VL 16
IS 6-7
BP 684
EP 705
DI 10.1108/13620431111187290
PG 22
GA 876UF
UT WOS:000299132500008
DA 2020-06-08
ER
PT J
AU Balducci, C
Schaufeli, WB
Fraccaroli, F
AF Balducci, Cristian
Schaufeli, Wilmar B.
Fraccaroli, Franco 207/309
TI The job demands-resources model and counterproductive work behaviour: The role of job-related affect
LA English
DT Article
DE Abuse/hostility; Work engagement; Counterproductive work behaviour; Job demands-resources model; Job-related affect
ID SOCIAL SUPPORT; ORGANIZATIONAL JUSTICE; WORKPLACE AGGRESSION; POSITIVE PSYCHOLOGY; METHOD VARIANCE; ROLE-CONFLICT; ENGAGEMENT; BURN
AB The Job Demands-Resources (JD-R) model postulates that job demands and job resources constitute two processes: the health impairment process, leading to negative outcom
In the current research we extended the JD-R model by including both counterproductive work behaviour (CWB) as a behavioural stress-reaction and job-related affect as a med
employees we found support for a model where job demands (workload, role conflict, and interpersonal demands) were associated with abuse/hostility CWB, whereas job resour
prospects) were associated with work engagement. Furthermore, job-related negative affect mediated the relationship between job demands and abuse/hostility CWB, whereas j
resources and work engagement. We also found that the impact of job demands on negative affect was attenuated by job resources.
C1 [Balducci, Cristian] Univ Bologna, Dept Polit Sci, I-40125 Bologna, Italy.
[Schaufeli, Wilmar B.] Univ Utrecht, Dept Social & Org Psychol, Utrecht, Netherlands.
[Fraccaroli, Franco] Univ Trento, Dept Cognit & Educ Sci, Rovereto, Italy.
RP Balducci, C (reprint author), Univ Bologna, Dept Polit Sci, Via Bersaglieri 6-C, I-40125 Bologna, Italy.
EM cristian.balducci3@unibo.it
RI Schaufeli, Wilmar B B-9645-2013
breidahl, emil E-9170-2014
Fraccaroli, Franco 0000-0002-8893-7644
NR 95
TC 61
Z9 62
U1 2
U2 89
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2011
VL 20
IS 4
BP 467
EP 496
DI 10.1080/13594321003669061
PG 30
GA 882HU
UT WOS:000299555200003
DA 2020-06-08
ER
PT J
AU Aguinis, H
Dalton, DR
Bosco, FA
Pierce, CA
Dalton, CM
AF Aguinis, Herman
Dalton, Dan R.
Bosco, Frank A.
Pierce, Charles A.
Dalton, Catherine M.
TI Meta-Analytic Choices and Judgment Calls: Implications for Theory Building and Testing, Obtained Effect Sizes, and Scholarly Impact
LA English
DT Article
DE meta-analysis; quantitative review; literature review; research synthesis
ID INDIRECT RANGE RESTRICTION; VALIDITY GENERALIZATION; SAMPLING VARIANCE; META-ANALYSIS; ORGANIZATIONAL-RESEARCH; CATEGORICAL VARIABLES;
MANAGEMENT RESEARCH; CAUTIONARY NOTE
AB The authors content analyzed 196 meta-analyses including 5,581 effect-size estimates published in Academy of Management Journal, Journal of Applied Psychology, Journal of
Management Journal from January 1982 through August 2009 to assess the presumed effects of each of 21 methodological choices and judgment calls on substantive conclusio
methodological choices available and judgment calls involved in the conduct of a meta-analysis have little impact on the resulting magnitude of the meta-analytically derived effec
analyses, casts doubt on previous warnings, primarily based on selective case studies, that judgment calls have an important impact on substantive conclusions. The authors als
among theory-building and theory-testing goals, obtained effect sizes, year of publication of the meta-analysis, and scholarly impact (i.e., citations per year). Results indicate that
the larger the number of citations, whereas the more a meta-analysis attempts to build new theory, the lower the number of citations. Also, in support of scientific particularism, a
derived effects is not related to the extent to which a meta-analysis is cited. Taken together, the results provide a comprehensive data-based understanding of how meta-analytic
for theory building and testing, obtained effect sizes, and scholarly impact.
[Bosco, Frank A.; Pierce, Charles A.] Univ Memphis, Memphis, TN 38152 USA.
RP Aguinis, H (reprint author), Indiana Univ, Kelley Sch Business, Dept Management & Entrepreneurship, 1309 E 10th St, Bloomington, IN 47405 USA.
NR 83
TC 109
Z9 110
U1 3
U2 80
PU SAGE PUBLICATIONS INC 208/309
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JAN
PY 2011
VL 37
IS 1
BP 5
EP 38
DI 10.1177/0149206310377113
PG 34
GA 696QR
UT WOS:000285457000001
DA 2020-06-08
ER
PT J
AU Till, RE
Karren, R
AF Till, Robert E.
Karren, Ronald
TI Organizational justice perceptions and pay level satisfaction
LA English
DT Article
DE Pay structures; Equity theory; Managers; Justice; Employees; Individual psychology
ID DISTRIBUTIVE JUSTICE; PROCEDURAL JUSTICE; DETERMINANTS; REFERENTS; EQUITY; INCOME
AB Purpose - The purpose of this paper is to compare the relative importance or effects of individual equity, external equity, internal equity, procedural justice, and informational justic
Design/methodology/approach - The paper uses a policy-capturing methodology to determine the importance of the five factors and considers both group analyses and individua
Findings - Of the three types of equity, individual equity was the most important factor on pay level satisfaction. External equity and the three other factors were important for man
analyses.
Research limitations/implications - The number of scenarios given to each participant was limited due to possible fatigue.
Practical implications - The findings will help managers make judgments on how to respond to conflicts between internal alignment and external market conditions. Knowledge of
more effective compensation programs.
Originality/value - This is the first multi-justice study to find the relative effects of justice perceptions on pay level satisfaction, and it includes informational justice.
C1 [Till, Robert E.] Neumann Univ, Aston, PA 19014 USA.
[Karren, Ronald] Univ Massachusetts, Amherst, MA 01003 USA.
RP Till, RE (reprint author), Neumann Univ, Aston, PA 19014 USA.
EM tillr@neumann.edu
NR 57
TC 25
Z9 28
U1 1
U2 29
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2011
VL 26
IS 1-2
BP 42
EP 57
DI 10.1108/02683941111099619
PG 16
GA 782LH
UT WOS:000292010700003
DA 2020-06-08
ER
PT J
AU Gardner, DG
Pierce, JL
AF Gardner, Donald G.
Pierce, Jon L.
TI A question of false self-esteem Organization-based self-esteem and narcissism in organizational contexts
LA English
DT Article
DE Organization-based self-esteem; Narcissism; Employee attitudes and behaviors; Negative feedback; Hostility; Self esteem; Motivation (psychology); Employees
ID PERSONALITY-INVENTORY; INDIVIDUAL-DIFFERENCES; CONSTRUCT-VALIDITY; AGGRESSION; CONSEQUENCES; LEADERSHIP; RESPONSES; DYNAMICS; FEEDBA
AB Purpose - This paper seeks to explore the relationships between organization-based self-esteem and narcissism, and their correlates. It aims to distinguish the two constructs, as
self-esteem is contaminated by "false self-esteem" (namely, narcissism). 209/309
Design/methodology/approach - Participants completed questionnaires containing measures of organization-based self-esteem, narcissism, and a variety of motivational, attitudi
participants' extra-role and in-role performance behaviors.
Findings - Organization-based self-esteem and narcissism appear to be quite distinct constructs. The organization-based self-esteem scale is unbiased by variance associated w
with a variety of positive outcomes. In particular, organization-based self-esteem correlates negatively with hostility, while narcissism correlates positively with hostility.
Practical implications - The hypothesized negative attitudes and behaviors of narcissists were not found. However, organizations need to be cautious when delivering negative fe
provide concrete evidence about deficiencies in narcissists' performance when providing feedback.
Originality/value - This is the first study to examine the relationships between organization-based self-esteem and narcissism in an organizational context.
C1 [Gardner, Donald G.] Univ Colorado Colorado Springs, Colorado Springs, CO USA.
[Pierce, Jon L.] Univ Minnesota Duluth, Labovitz Sch Business & Econ, Duluth, MN USA.
RP Gardner, DG (reprint author), Univ Colorado Colorado Springs, Colorado Springs, CO USA.
EM dgardner@uccs.edu
RI Gardner, Donald G A-9978-2009
OI Gardner, Donald 0000-0003-2752-3824
NR 64
TC 18
Z9 19
U1 1
U2 42
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2011
VL 26
IS 7-8
BP 682
EP 699
DI 10.1108/02683941111181770
PG 18
GA 864DB
UT WOS:000298216100009
DA 2020-06-08
ER
PT J
AU Gravina, NE
Siers, BP
AF Gravina, Nicole E.
Siers, Brian P.
TI Square Pegs and Round Holes: Ruminations on the Relationship Between Performance Appraisal and Performance Management
LA English
DT Article
DE Performance Management; performance appraisal; I-O; OBM; measurement
ID JOB-PERFORMANCE; FEEDBACK; JUSTICE; GOAL
AB Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discip
component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance appraisals have several well-documented sh
Performance Management models suggests that they often include an appraisal component. However, there is little consensus on how Performance Management should incorpo
should be an output of a Performance Management process, not as an input or starting-point for developmental activities. This emphasizes goal-setting, feedback, and coaching
provide enough information about performance to facilitate administrative decision-making when needed. An optimal performance management system that serves both the deve
carefully combining the approaches of both disciplines.
C1 [Gravina, Nicole E.; Siers, Brian P.] Roosevelt Univ, Schaumburg, IL 60173 USA.
RP Gravina, NE (reprint author), Roosevelt Univ, 1400 N Roosevelt Blvd, Schaumburg, IL 60173 USA.
EM ngravina@roosevelt.edu
RI Gravina, Nicole K-2902-2019
OI Gravina, Nicole 0000-0001-8210-7159
NR 32
TC 9
Z9 9
U1 2
U2 34
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2011
VL 31
IS 4
SI SI
BP 277
EP 287
DI 10.1080/01608061.2011.619418
PG 11
GA 888OV
UT WOS:000300014200005
DA 2020-06-08
ER
PT J
AU Mawhinney, TC
AF Mawhinney, Thomas C.
TI Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives
LA English
DT Article
DE ahistoric theory; applied behavior analysis; behavior analysis; culture; experimental analysis of behavior; historic theory; industrial and organizational psychology; job performanc
Management; Organizational Responsibility
ID OPPONENT PROCESS THEORY; IMPROVING LARGE-SCALE; SOCIAL VALIDITY; PERFORMANCE; REINFORCEMENT; WORK; ACCEPTABILITY; REPLICATION; ESCALA
AB Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Managem
include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job performance, job satisfaction, and the potential causal relations am
validated technologies that some members of the OBM culture recognize as useful for purposes of assessing what members of the OBM culture call Social Validity (SV). Given s
mutual concern for assessing Organizational Responsibility and SV, the author proffers the following recommendation: Members of the OBM culture should not eschew the IOP c
ability to effectively establish the SV of their interventions, particularly large-scale interventions.
C1 Univ Detroit Mercy, Coll Business Adm, Detroit, MI 48221 USA.
RP Mawhinney, TC (reprint author), Univ Detroit Mercy, Coll Business Adm, 4001 W McNichols Rd, Detroit, MI 48221 USA.
EM mawhintc@udmercy.edu
NR 140
TC 6
Z9 6
U1 0
U2 23
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2011
VL 31
IS 4
SI SI
BP 288
EP 315
DI 10.1080/01608061.2011.619419
PG 28
GA 888OV
UT WOS:000300014200006
DA 2020-06-08
ER
PT J
AU Crowell, CR
Hantula, DA
McArthur, KL
AF Crowell, Charles R.
Hantula, Donald A.
McArthur, Kari L.
TI From Job Analysis to Performance Management: A Synergistic Rapprochement to Organizational Effectiveness
LA English
DT Article
DE IOP; value-added service; job analysis; selection; customer satisfaction; task clarification; feedback; praise
ID BEHAVIOR MANAGEMENT; PSYCHOLOGY; SELECTION
AB This article shows how OBM research and practice can incorporate tools from IOP to achieve an effective and socially valid organizational improvement strategy. After a brief rev
corporation illustrating a synthesis of OBM and IOP techniques. Value-added repair service was targeted for change in a major manufacturer of large home appliances. To accom
define the critical service behaviors related to the value-added dimension, and then both a selection system as well as a customer-directed behavioral assessment instrument to
OBM intervention using task clarification, feedback, and praise was employed to improve the behaviors targeted by the behavioral assessment tool. A synopsis of the results is p
of this rapprochement of IOP and OBM.
C1 [Crowell, Charles R.] Univ Notre Dame, Dept Psychol, Notre Dame, IN 46556 USA.
[Hantula, Donald A.] Temple Univ, Philadelphia, PA 19122 USA.
[McArthur, Kari L.] Hillsdale Coll, Hillsdale, MI 49242 USA.
RP Crowell, CR (reprint author), Univ Notre Dame, Dept Psychol, 126 Haggar Hall, Notre Dame, IN 46556 USA.
EM ccrowell@nd.edu
OI Hantula, Donald 0000-0001-8954-9152
NR 43
TC 7
Z9 7
U1 0
U2 18
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2011
VL 31
IS 4
SI SI
BP 316
EP 332
DI 10.1080/01608061.2011.619420
PG 17
GA 888OV
UT WOS:000300014200007
DA 2020-06-08
ER
PT S
AU Magee, JC
Kilduff, GJ
Heath, C
AF Magee, Joe C.
Kilduff, Gavin J.
Heath, Chip
BE Staw, BM
Brief, AP
TI On the folly of principal's power: Managerial psychology as a cause of bad incentives
LA English
ID SELF-DETERMINATION THEORY; INTRINSIC MOTIVATION; WORK MOTIVATION; SOCIAL POWER; PERFORMANCE; ORGANIZATIONS; IMPACT; TASK; BEHAVIOR; OTH
AB Faulty and dysfunctional incentive systems have long interested, and frustrated, managers and organizational scholars alike. In this analysis, we pick up where Kerr (1975) left o
so prevalent in organizations. We propose that one contributing factor lies in the psychology of people who occupy managerial roles. Although designing effective incentive syste
psychological consequences and correlates of higher rank within organizations make the challenge more severe for managers. Patterns of promotion and hiring typically yield ma
ascending to management positions increases individuals' workload and power. In turn, these factors make managers more egocentrically anchored and cognitively abstract, wh
task, all of which we argue limits their ability to design effective incentives for employees. Thus, ironically, those with the power to design incentives may be those least able to ef
systems that can arise from these psychological tendencies in managers: those that overemphasize compensation, generate weak motivation, offer perverse motivation, or are m
rights reserved.
C1 [Magee, Joe C.] NYU, Robert F Wagner Grad Sch Publ Serv, New York, NY 10012 USA.
[Heath, Chip] Stanford Univ, Stanford, CA 94305 USA.
RP Magee, JC (reprint author), NYU, Robert F Wagner Grad Sch Publ Serv, 295 Lafayette St,2nd Floor, New York, NY 10012 USA.
EM joe.magee@nyu.edu
NR 118
TC 13
Z9 13
U1 1
U2 59
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2011
VL 31
BP 25
EP 41
DI 10.1016/j.riob.2011.09.002
PG 17
GA BZK19
UT WOS:000301804700003
DA 2020-06-08
ER
PT J
AU Korunka, C
Kessler, A
Frank, H
Lueger, M
AF Korunka, Christian
Kessler, Alexander
Frank, Hermann
Lueger, Manfred
TI Personal characteristics, resources, and environment as predictors of business survival
LA English
DT Article
ID NEWLY FOUNDED BUSINESSES; VENTURE PERFORMANCE; ENTREPRENEURIAL ORIENTATION; FIRM PERFORMANCE; LIFE-CYCLE; BIG 5; GROWTH; MODEL; SUC
AB Although new venture success is frequently investigated in entrepreneurship, economics, and psychology, the studies published to date vary widely in their theoretical basis,212/309
stud
life-cycle theory and interactional personality theory, this longitudinal study analyses predictors of venture survival. Of 354 small business owners observed over 8 years, 283 (79
period. A survey instrument was developed to measure the relevant characteristics of the entrepreneurs, their resources, and the environment. Logistic regression models predic
characteristics and the interactions between them entered stepwise as blocks. Startup decisions (line of business, type, and size of planned business) were used as control varia
(Nagelkerkes R-2 = .36 for survival at 4 years, and .33 for survival at 8 years). Although long-term business survival is predicted by the individual variables of startup size and so
by environment/resource interactions.
C1 [Korunka, Christian] Univ Vienna, Fac Psychol, A-1010 Vienna, Austria.
[Kessler, Alexander; Frank, Hermann] Vienna Univ Econ & Business Adm, Dept Entrepreneurship & Small Business Management, Vienna, Austria.
[Lueger, Manfred] Vienna Univ Econ & Business Adm, Dept Gen & Econ Sociol, Vienna, Austria.
RP Korunka, C (reprint author), Univ Vienna, Fac Psychol, Univ Str 7, A-1010 Vienna, Austria.
EM christian.korunka@univie.ac.at
OI Frank, Hermann 0000-0002-8722-5792
NR 88
TC 11
Z9 14
U1 6
U2 79
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD DEC
PY 2010
VL 83
IS 4
BP 1025
EP 1051
DI 10.1348/096317909X485135
PG 27
GA 705WA
UT WOS:000286170200011
DA 2020-06-08
ER
PT J
AU Brutus, S
Gill, H
Duniewicz, K
AF Brutus, Stephane
Gill, Harjinder
Duniewicz, Kris
TI STATE OF SCIENCE IN INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY: A REVIEW OF SELF-REPORTED LIMITATIONS
LA English
DT Article
ID COMMON METHOD VARIANCE; RESEARCH METHODOLOGY; PROCEDURAL JUSTICE; RESEARCH ARTICLES; MANAGEMENT; PERFORMANCE; OUTCOMES; TREND
AB This study investigated self-reported limitations of published papers as an alternative and novel operationalization of the state of science of industrial and organizational (I-O) psy
limitations in every I-O psychology articles published in the Academy of Management Journal, the Journal of Applied Psychology, and Personnel Psychology between 1995 and 2
of limitations reported, characteristics of the research design, and topic area. Threats to internal validity were the most often reported limitations. In addition, variations were dete
but steady shift in the focus of I-O psychology research. Implications of these results for the science and practice of I-O psychology and for the use of self-reported limitations in s
C1 [Brutus, Stephane] Concordia Univ, John Molson Sch Business, Montreal, PQ H3G 1M8, Canada.
[Gill, Harjinder] Univ Guelph, Dept Psychol, Guelph, ON N1G 2W1, Canada.
[Duniewicz, Kris] Florida Int Univ, Dept Psychol, Miami, FL 33199 USA.
RP Brutus, S (reprint author), Concordia Univ, John Molson Sch Business, 1455 deMaisonneuve W, Montreal, PQ H3G 1M8, Canada.
EM brutus@jmsb.concordia.ca
NR 88
TC 17
Z9 17
U1 1
U2 45
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD WIN
PY 2010
VL 63
IS 4
BP 907
EP 936
DI 10.1111/j.1744-6570.2010.01192.x
PG 30
GA 677JC
UT WOS:000283985800004 213/309
DA 2020-06-08
ER
PT J
AU Seo, MG
Bartunek, JM
Barrett, LF
AF Seo, Myeong-Gu
Bartunek, Jean M.
Barrett, Lisa Feldman
TI The role of affective experience in work motivation: Test of a conceptual model
LA English
DT Article
ID ORGANIZATIONAL-BEHAVIOR; SELF-EFFICACY; FEELINGS; MOOD; PSYCHOLOGY; EMOTION; PERFORMANCE; COMPONENTS; JUDGMENT; VALENCE
AB The purpose of this paper was to contribute to understanding of the crucial role of emotion in work motivation by testing a conceptual model developed by Seo, Barrett, and Bartu
behavioral outcomes of work motivation, generative-defensive orientation, effort, and persistence. We tested the model using an Internet-based investment simulation combined
predictions of the model, pleasantness was positively related to all three of the predicted indices. For the most part, these effects occurred indirectly via its relationships with expe
predicted by the model, activation was directly and positively related to effort. Copyright (C) 2009 John Wiley & Sons, Ltd.
C1 [Seo, Myeong-Gu] Univ Maryland Management & Org, College Pk, MD 20742 USA.
[Bartunek, Jean M.] Boston Coll, Org Studies, Chestnut Hill, MA 02167 USA.
[Barrett, Lisa Feldman] Boston Coll, Dept Psychol, Chestnut Hill, MA 02167 USA.
RP Seo, MG (reprint author), Univ Maryland Management & Org, 4500 VMH, College Pk, MD 20742 USA.
EM mseo@rhsmith.umd.edu
RI Bartunek, Jean K-9366-2019
Seo, Myeong Gu C-1739-2015
FU NIH HHSUnited States Department of Health & Human ServicesNational Institutes of Health (NIH) - USA [DP1 OD003312-03, DP1 OD003312]
NR 53
TC 59
Z9 59
U1 3
U2 60
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD OCT
PY 2010
VL 31
IS 7
BP 951
EP 968
DI 10.1002/job.655
PG 18
GA 667OD
UT WOS:000283202500002
PM 21785527
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Davis, GF
AF Davis, Gerald F.
TI Do Theories of Organizations Progress?
LA English
DT Article
DE longitudinal data analysis; philosophy of science; quasi-experimental
ID PSYCHOLOGY; MECHANISMS; OWNERSHIP; BUSINESS; BARRIERS; FIELDS
AB This article analyzes the prospects for cumulative theory development in organization theory. Organization theory generally takes organizations (business corporations, nonprofit
of analysis. The revolution in information and communication technologies (ICTs) over the past two decades has made comprehensive time-series data on millions of organizatio
obvious that organization theory has become more precise, more general, or more accurate as a result. The author argues that this is due to three difficulties that additional data
limiting their ability to draw causal inferences, and are largely inattentive to the standards for valid quasi-experimental design; (b) organizations are more appropriately construed
(c) the regularities underlying organizational dynamics change over time such that empirical generalizations that are true during one period may be false in a different period. I co
would enable organization theory to progress toward greater insights.
C1 Univ Michigan, Ross Sch Business, Ann Arbor, MI 48109 USA.
RP Davis, GF (reprint author), Univ Michigan, Ross Sch Business, 701 Tappan St, Ann Arbor, MI 48109 USA.
EM gfdavis@umich.edu
NR 34
TC 85
Z9 87
U1 2
U2 43
PI THOUSAND OAKS
SN 1094-4281 214/309
EI 1552-7425
PD OCT
PY 2010
VL 13
IS 4
BP 690
EP 709
DI 10.1177/1094428110376995
PG 20
GA 648HC
UT WOS:000281680800005
DA 2020-06-08
ER
PT J
AU Lang, JWB
Kersting, M
Hulsheger, UR
Lang, J
AF Lang, Jonas W. B.
Kersting, Martin
Hulsheger, Ute R.
Lang, Jessica
TI GENERAL MENTAL ABILITY, NARROWER COGNITIVE ABILITIES, AND JOB PERFORMANCE: THE PERSPECTIVE OF THE NESTED-FACTORS MODEL OF COGNITIVE A
LA English
DT Article
ID RELATIVE IMPORTANCE; PREDICTIVE-VALIDITY; COMPREHENSIVE METAANALYSIS; ORGANIZATIONAL RESEARCH; ALTERNATIVE PREDICTORS; DOMINANCE ANA
WORKING-MEMORY; INTELLIGENCE
AB The nested-factors model is a well-established structural model of cognitive abilities in cognitive ability research but has not yet been used to investigate the role of cognitive abil
model are that a broad general mental ability (GMA) exists besides narrower abilities and that this GMA differs from the narrower cognitive abilities in breadth but not in subordin
emerging statistical technique-relative importance analysis-corresponds to the assumptions of the nested-factors model. To empirically study the implications of using the nested
to a meta-analytic matrix linking measures of 7 narrower cognitive abilities from an established ability taxonomy (Thurstone's primary mental abilities), GMA, and job performance
the total variance explained in job performance and that GMA was not consistently the most important predictor. The discussion focuses on potential theoretical, methodological,
personnel psychology.
C1 [Lang, Jonas W. B.] Maastricht Univ, Dept Work & Social Psychol, NL-6200 MD Maastricht, Netherlands.
[Hulsheger, Ute R.] Maastricht Univ, Dept Work & Social Psychol, NL-6200 MD Maastricht, Netherlands.
[Lang, Jessica] Rhein Westfal TH Aachen, Inst Occupat Med, Aachen, Germany.
RP Lang, JWB (reprint author), Maastricht Univ, Dept Work & Social Psychol, POB 616, NL-6200 MD Maastricht, Netherlands.
EM jonas.lang@maastrichtuniversity.nl
RI Lang, Jonas W. B. AAN-5257-2020
Lang, Jessica I-2388-2014
OI Lang, Jonas W. B. 0000-0003-1115-3443
Lang, Jessica 0000-0001-7802-8546
NR 132
TC 38
Z9 38
U1 1
U2 45
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD FAL
PY 2010
VL 63
IS 3
BP 595
EP 640
DI 10.1111/j.1744-6570.2010.01182.x
PG 46
GA 635RI
UT WOS:000280673400004
DA 2020-06-08
ER
PT J
AU Karevold, KI
Teigen, KH
AF Karevold, Knut Ivar
Teigen, Karl Halvor
TI Progress framing and sunk costs: How managers' statements about project progress reveal their investment intentions
LA English 215/309
DT Article
DE Framing effects; Frame of reference; Management decision making (APA Thesaurus); Organizational behavior; Communication
ID LOOKING BACK; TIME; INFORMATION; ESCALATION; COMMITMENT; PERSPECTIVE; COMPLETION; PSYCHOLOGY; DECISION
AB This study explores how managers' framing of project progress can reveal investment intentions. In three experiments managers were asked to evaluate hypothetical progress st
past-oriented statements, describing the amount of work done and amount of budget and time spent (75%), were perceived as revealing a preference for the sunk costs option to
magnitude of work, budget and time remaining (25%). In the next two experiments, progress was described relative to explicit reference points: in Experiment 2 more than 70%,
than 30% was remaining; in Experiment 3 almost half was done/spent, or almost half remaining. These different ways of framing progress in terms of work, money, and time were
investments, or as arguments for switching to a novel project, dependent upon the perceived (rather than the numerical) magnitudes of achievements, investments, and remainin
framing, and give an indication of managers' implicit theories of the psychology of sunk costs. (C) 2010 Elsevier B.V. All rights reserved.
C1 [Teigen, Karl Halvor] Univ Oslo, Dept Psychol, NO-0317 Oslo, Norway.
RP Teigen, KH (reprint author), Univ Oslo, Dept Psychol, POB 1094 Blindern, NO-0317 Oslo, Norway.
EM k.h.teigen@psykologi.uio.no
NR 44
TC 7
Z9 8
U1 0
U2 11
PU ELSEVIER
PI AMSTERDAM
PA RADARWEG 29, 1043 NX AMSTERDAM, NETHERLANDS
SN 0167-4870
EI 1872-7719
J9 J ECON PSYCHOL
PD AUG
PY 2010
VL 31
IS 4
BP 719
EP 731
DI 10.1016/j.joep.2010.05.005
PG 13
GA 639ZB
UT WOS:000281014900021
DA 2020-06-08
ER
PT J
AU Pierce, JL
Jussila, I
AF Pierce, Jon L.
Jussila, Iiro
TI Collective psychological ownership within the work and organizational context: Construct introduction and elaboration
LA English
DT Article
ID MERE OWNERSHIP; POSSESSION; INTERDEPENDENCE; IDENTIFICATION; CONSEQUENCES; IDENTITY; BELIEFS; DESIGN; MODELS
AB The construct collective psychological ownership is introduced. Reflecting the psychology of "us" and "ours," collective psychological ownership emerges through interactive dyna
as it relates to a sense of ownership for a particular object. After providing a conceptual definition for the construct, we turn our attention to a detailed elaboration of the construct
motives, and a discussion of what can and cannot be owned. We also provide a discussion of the dynamics associated with its formation, highlighting the paths down which grou
state. Next, we turn our attention to the emergence of collective psychological ownership within the organizational and teamwork context paying particular attention to the role of
set of work-related attitudinal, motivational, behavioral, and stress-related outcomes that stem from this psychological state. Copyright (C) 2009 John Wiley & Sons, Ltd.
C1 [Pierce, Jon L.] Univ Minnesota Duluth, Labovitz Sch Business & Econ, Dept Management Studies, Duluth, MN 55812 USA.
[Jussila, Iiro] Lappeenranta Univ Technol, Lappeenranta, Finland.
RP Pierce, JL (reprint author), Univ Minnesota Duluth, Labovitz Sch Business & Econ, Dept Management Studies, 10 Univ Dr, Duluth, MN 55812 USA.
EM jpierce@d.umn.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 105
TC 88
Z9 90
U1 2
U2 97
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD AUG
PY 2010
VL 31
IS 6
BP 810
EP 834
DI 10.1002/job.628
PG 25
GA 635XP
216/309
UT WOS:000280691500005
DA 2020-06-08
ER
PT J
AU Aguinis, H
Werner, S
Abbott, JL
Angert, C
Park, JH
Kohlhausen, D
AF Aguinis, Herman
Werner, Steve
Abbott, JeAnna Lanza
Angert, Cory
Park, Joon Hyung
Kohlhausen, Donna
TI Customer-Centric Science: Reporting Significant Research Results With Rigor, Relevance, and Practical Impact in Mind
LA English
DT Article
DE statistical significance; practical significance; hypothesis testing
ID STATISTICAL SIGNIFICANCE TESTS; EFFECT SIZE; CONFIDENCE-INTERVALS; QUALITATIVE RESEARCH; ORGANIZATIONAL-PSYCHOLOGY; MULTIPLE-REGRESSIO
KNOWLEDGE
AB In response to the ongoing concern regarding a science-practice gap, we propose a customer-centric approach to reporting significant research results that involves a sequence
alpha level (i.e., a priori Type I error rate) that considers the relative seriousness of falsely rejecting a null hypothesis of no effect or relationship (i.e., Type I error) relative to not d
reporting the actual observed p value (i.e., probability that the data would be obtained if the null hypothesis is true). The second step involves reporting estimates of the size of th
outcome is explained or predicted. The third step includes reporting results of a qualitative study to gather evidence regarding the practical significance of the effect or relationsh
and practical impact involves important changes in how we report research results with the goal to bridge the science-practice gap.
C1 [Aguinis, Herman] Indiana Univ, Dept Management & Entrepreneurship, Kelley Sch Business, Bloomington, IN 47405 USA.
[Werner, Steve; Angert, Cory; Park, Joon Hyung] Univ Houston, CT Bauer Coll Business, Downtown, TX USA.
[Abbott, JeAnna Lanza] Univ Houston, Conrad N Hilton Coll Hotel & Restaurant Managemen, Downtown, TX USA.
RP Aguinis, H (reprint author), Indiana Univ, Dept Management & Entrepreneurship, Kelley Sch Business, 1309 E 10th St, Bloomington, IN 47405 USA.
NR 113
TC 121
Z9 120
U1 3
U2 34
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD JUL
PY 2010
VL 13
IS 3
BP 515
EP 539
DI 10.1177/1094428109333339
PG 25
GA 613KC
UT WOS:000278977000007
DA 2020-06-08
ER
PT J
AU Combs, GM
Clapp-Smith, R
Nadkarni, S
AF Combs, Gwendolyn M.
Clapp-Smith, Rachel
Nadkarni, Sucheta
TI MANAGING BPO SERVICE WORKERS IN INDIA: EXAMINING HOPE ON PERFORMANCE OUTCOMES
LA English
DT Article
DE hope; performance; international management; performance management; BPO industry; attrition; stress; burnout
ID POSITIVE ORGANIZATIONAL-BEHAVIOR; JOB-SATISFACTION; CALL CENTERS; HRM SYSTEMS; PSYCHOLOGY; MANAGEMENT; TURNOVER; VALUES
AB Much attention has been given to the explosion in business process outsourcing (BPO) operations in India. Little concern, however, has been paid to the performance of Indian s
environments. Using a sample of 160 service workers from a privately held BP firm in India, we examine the relationship between Indian service workers' hope and their perform
analyses indicated a significant positive relationship between Indian service workers' levels of hope and their performance. These promising results highlight the importance of m
productivity and performance. By effectively developing and managing levels of employee hope, Indian BPO firms can effectively combat employee problems such as attrition, st
may also help mitigate the influence of aspects of Indian culture on human resource management practices in Indian BPOs. (C) 2010 Wiley Periodicals, Inc.
C1 [Combs, Gwendolyn M.] Univ Nebraska, Coll Business Adm, Lincoln, NE 68588 USA.
[Clapp-Smith, Rachel] Purdue Univ Calumet, Hammond, LA USA.
[Nadkarni, Sucheta] Drexel Univ, LeBow Coll Business, Philadelphia, PA 19104 USA.
RP Combs, GM (reprint author), Univ Nebraska, Coll Business Adm, 274 CBA,POB 880491, Lincoln, NE 68588 USA.
217/309
EM gcombs2@unl.edu
NR 83
TC 19
Z9 19
U1 0
U2 20
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD MAY-JUN
PY 2010
VL 49
IS 3
SI SI
BP 457
EP 476
DI 10.1002/hrm.20355
PG 20
GA 601SR
UT WOS:000278084800008
OA Green Published
DA 2020-06-08
ER
PT J
AU Vancouver, JB
Tamanini, KB
Yoder, RJ
AF Vancouver, Jeffrey B.
Tamanini, Kevin B.
Yoder, Ryan J.
TI Using Dynamic Computational Models to Reconnect Theory and Research: Socialization by the Proactive Newcomer as Example
LA English
DT Article
DE socialization; feedback seeking; computational modeling; research methods; control theory
ID INFORMATION-SEEKING; ORGANIZATIONAL ENTRY; SELF-REGULATION; INTERACTIONIST PERSPECTIVE; MANAGERIAL EFFECTIVENESS; SCIENTIFIC PSYCHOLO
ADJUSTMENT
AB Previous research on dynamic processes during newcomer socialization has involved longitudinal field designs and state-of-the-art analyses. However, findings from this researc
prominent socialization theories or are nondiagnostic regarding these issues. In this study computational modeling was used to ( 1) represent the presumed underlying processe
not test these theoretical processes, and ( 3) suggest the designs needed to support or refute components of dynamic theories.
C1 [Vancouver, Jeffrey B.] Ohio Univ, Dept Psychol, Athens, OH 45701 USA.
RP Vancouver, JB (reprint author), Ohio Univ, Dept Psychol, 200 Porter Hall, Athens, OH 45701 USA.
EM vancouve@ohio.edu
NR 68
TC 34
Z9 38
U1 1
U2 42
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD MAY
PY 2010
VL 36
IS 3
BP 764
EP 793
DI 10.1177/0149206308321550
PG 30
GA 575GT
UT WOS:000276055700010
DA 2020-06-08
ER
PT J
AU Kniffin, KM
Wilson, DS
AF Kniffin, Kevin M.
Wilson, David Sloan 218/309
TI Evolutionary Perspectives on Workplace Gossip: Why and How Gossip Can Serve Groups
LA English
DT Article
DE gossip; multilevel; evolution; transdisciplinary
ID PSYCHOLOGY; SELECTION; BEHAVIOR; ATTRACTIVENESS; ORGANIZATION; REFLECTIONS; MANAGEMENT; LEADERSHIP; CULTURE; MODEL
AB Gossip in the workplace has generally been ignored by researchers and often criticized by practitioners. The authors apply a transdisciplinary evolutionary approach to argue tha
conditions can encourage socially-redeeming gossip. They draw on case studies involving cattle ranchers, members of a competitive rowing team, and airline company employe
set of communities. They find that workplace gossip can serve positive functions when organizational rewards measured in context-specific currencies are fairly allocated at the l
within groups. Given the diversity of their case studies, the authors are able to identify financial and nonfinancial rewards that facilitate group-serving gossip in different environm
perspective that recognizes similarities between the range of environments in which humans have primarily evolved and the workplace conditions that invite socially-redeeming g
C1 [Kniffin, Kevin M.] Univ Wisconsin, Dept Anthropol, Madison, WI 53706 USA.
[Wilson, David Sloan] SUNY Binghamton, Dept Biol Sci, Binghamton, NY USA.
[Wilson, David Sloan] SUNY Binghamton, Evolutionary Studies Program, Binghamton, NY USA.
RP Kniffin, KM (reprint author), Univ Wisconsin, Dept Anthropol, 1180 Observ Dr, Madison, WI 53706 USA.
EM kmkniffin@wisc.edu
NR 62
TC 46
Z9 47
U1 3
U2 63
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD APR
PY 2010
VL 35
IS 2
SI SI
BP 150
EP 176
DI 10.1177/1059601109360390
PG 27
GA 578RT
UT WOS:000276313600002
DA 2020-06-08
ER
PT J
AU Zickar, MJ
Carter, NT
AF Zickar, Michael J.
Carter, Nathan T.
TI Reconnecting With the Spirit of Workplace Ethnography A Historical Review
LA English
DT Article
DE ethnography; history; research methods
ID ORGANIZATIONAL-BEHAVIOR; QUALITATIVE RESEARCH; PSYCHOLOGY; WORK
AB We chronicle the early history of organizational research in which ethnography was an important methodological tool used to study workers' experiences. Early applied psycholog
leading ethnographies and cited their work, occasionally even doing ethnography themselves. Although there is currently a vibrant niche of organizational researchers who use e
relied less on workplace ethnographies, citing them infrequently. We outline benefits of ethnography and explain reasons why organizational researchers should reconnect with t
from conducting ethnographical work themselves. In addition, we provide a list of recommended workplace ethnographies that have been cited most frequently by organizational
C1 [Zickar, Michael J.] Bowling Green State Univ, Dept Psychol, Bowling Green, OH 43403 USA.
RP Zickar, MJ (reprint author), Bowling Green State Univ, Dept Psychol, Bowling Green, OH 43403 USA.
EM mzickar@bgsu.edu
NR 87
TC 36
Z9 37
U1 0
U2 12
PI THOUSAND OAKS
SN 1094-4281
EI 1552-7425
PD APR
PY 2010
VL 13
IS 2
BP 304
EP 319
DI 10.1177/1094428109338070
PG 16
219/309
GA 571CY
UT WOS:000275730100006
DA 2020-06-08
ER
PT J
AU Konig, CJ
Klehe, UC
Berchtold, M
Kleinmann, M
AF Koenig, Cornelius J.
Klehe, Ute-Christine
Berchtold, Matthias
Kleinmann, Martin
TI Reasons for Being Selective When Choosing Personnel Selection Procedures
LA English
DT Article
ID PRACTITIONER-RESEARCHER DIVIDE; HUMAN-RESOURCE MANAGEMENT; FAIRNESS REACTIONS; APPLICANT REACTIONS; SEPARATE WORLDS; PSYCHOLOGY;
AB The scientist-practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain se
that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to th
their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German-speaking part of Switzerland filled out an online survey on the se
also evaluated five procedures (semi-structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic r
that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizat
C1 [Koenig, Cornelius J.; Berchtold, Matthias; Kleinmann, Martin] Univ Zurich, Inst Psychol, CH-8050 Zurich, Switzerland.
[Klehe, Ute-Christine] Univ Amsterdam, Amsterdam, Netherlands.
[Berchtold, Matthias] Univ Zurich, Zurich, Switzerland.
[Berchtold, Matthias] Swiss Life, Zurich, Switzerland.
RP Konig, CJ (reprint author), Univ Zurich, Inst Psychol, Binzmuhlestr 14-12, CH-8050 Zurich, Switzerland.
EM c.koenig@psychologie.uzh.ch
RI Klehe, Ute-Christine H-1204-2012
Konig, Cornelius J. A-8249-2011
OI Klehe, Ute-Christine 0000-0001-5759-1372
Konig, Cornelius J. 0000-0003-0477-8293
NR 69
TC 41
Z9 42
U1 0
U2 93
PU WILEY-BLACKWELL PUBLISHING, INC
PI MALDEN
PA COMMERCE PLACE, 350 MAIN ST, MALDEN 02148, MA USA
SN 0965-075X
PD MAR
PY 2010
VL 18
IS 1
BP 17
EP 27
PG 11
GA 554RS
UT WOS:000274452700002
DA 2020-06-08
ER
PT J
AU Kykyri, VL
Puutio, R
Wahlstrom, J
AF Kykyri, Virpi-Liisa
Puutio, Risto
Wahlstrom, Jarl
TI Inviting Participation in Organizational Change Through Ownership Talk
LA English
DT Article
DE discourse; change; process consulting; participation; resistance; ownership talk; multiparty setting
ID CONSULTATION; PERSPECTIVE; DISCOURSE; BEHAVIOR; AGENTS; WORK
AB This article takes the practitioner's view toward and focuses on participation through talk within multiparty settings of one process consulting case. From the perspective of discur
when the consultant is working to put into practice the ideal of active client participation in organizational change. They argue that participation is established when psychological
interaction. This happens when what the authors call "ownership talk" is used: A person is sharing his or her views, interests, and experiences related to the change process. The
about how local rules of displaying ownership talk are provided by the consultant and how they are negotiated, tested, and followed by the participants. The value of the ownersh
fields of organizational change, organizational development, and process consulting work is discussed.
C1 [Kykyri, Virpi-Liisa] Click Consulting, FI-67600 Kokkola, Finland.
[Kykyri, Virpi-Liisa] Hosp Dist Keski Pohjanmaa, Kokkola, Finland.
[Wahlstrom, Jarl] Univ Jyvaskyla, SF-40351 Jyvaskyla, Finland.
RP Kykyri, VL (reprint author), Click Consulting, Ruistie 14, FI-67600 Kokkola, Finland.
EM virpi-liisa.kykyri@regionline.fi
RI Kykyri, Virpi-Liisa E N-4036-2016 220/309
OI Kykyri, Virpi-Liisa E 0000-0001-9394-6716
NR 69
TC 11
Z9 11
U1 1
U2 16
PI THOUSAND OAKS
SN 0021-8863
J9 J APPL BEHAV SCI
PD MAR
PY 2010
VL 46
IS 1
BP 92
EP 118
DI 10.1177/0021886309357441
PG 27
GA 636DP
UT WOS:000280708700006
DA 2020-06-08
ER
PT J
AU Unsworth, KL
Clegg, CW
AF Unsworth, Kerrie L.
Clegg, Chris W.
TI Why do employees undertake creative action?
LA English
DT Article
ID CITIZENSHIP BEHAVIOR; SOCIAL-PSYCHOLOGY; ROLE BREADTH; WORK; AUTONOMY; ORGANIZATIONS; PERFORMANCE; MOTIVATION; INNOVATION; MODEL
AB There is much research identifying factors that lead to a creative outcome, but little on what leads employees to begin the creative process in the first place. This research used s
factors and processes involved in this phenomenon. We found that general work motivation, creativity requirements, cultural support for creativity, time resources, and autonomy
action would be worthwhile via judgmental processes of expectancy and instrumentality. We also discovered overlaps with the cognate literatures of organizational citizenship an
research.
C1 [Unsworth, Kerrie L.] Univ Western Australia, Sch Business, Crawley, WA 6009, Australia.
[Clegg, Chris W.] Univ Leeds, Sch Business, Leeds, W Yorkshire, England.
RP Unsworth, KL (reprint author), Univ Western Australia, Sch Business, Crawley, WA 6009, Australia.
EM kerrieu@biz.uwa.edu.au
RI Unsworth, Kerrie I-2370-2013
OI Unsworth, Kerrie 0000-0002-0826-7565
NR 57
TC 61
Z9 64
U1 0
U2 45
PU WILEY-BLACKWELL
PI MALDEN
SN 0963-1798
PD MAR
PY 2010
VL 83
IS 1
BP 77
EP 99
DI 10.1348/096317908X398377
PG 23
GA 582WU
UT WOS:000276631800005
DA 2020-06-08
ER
PT J
AU van Dijke, M
Verboon, P
AF van Dijke, Marius
Verboon, Peter
TI Trust in authorities as a boundary condition to procedural fairness effects on tax compliance
221/309
LA English
DT Article
DE Tax compliance; Procedural fairness; Trust in authorities
ID GROUP-VALUE MODEL; ORGANIZATIONAL JUSTICE; SOCIAL-EXCHANGE; BEHAVIOR; PSYCHOLOGY; SELF; MEDIATION; IDENTITY; EVASION; COOPERATION
AB We explored the moderating role of trust in authorities in the positive effect of procedural fairness of the tax office on voluntary compliance with tax authorities. Building on fairnes
authorities makes people carefully attend to the fairness with which the tax office enacts procedures. This should result in positive procedural fairness effects on endorsement of
compliance, particularly among citizens with low trust in authorities. Results from an experiment and a field study revealed converging support for these predictions. We conclude
condition to the effectiveness of procedural fairness as a tool to enhance tax compliance. (C) 2009 Elsevier B.V. All rights reserved.
C1 [van Dijke, Marius; Verboon, Peter] Open Univ Netherlands, Dept Psychol, NL-6401 DL Heerlen, Netherlands.
RP van Dijke, M (reprint author), Open Univ Netherlands, Dept Psychol, POB 2960, NL-6401 DL Heerlen, Netherlands.
EM Marius.vanDijke@OU.nl
RI van Dijke, Marius C-8940-2013
NR 72
TC 40
Z9 41
U1 2
U2 39
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD FEB
PY 2010
VL 31
IS 1
BP 80
EP 91
DI 10.1016/j.joep.2009.10.005
PG 12
GA 558QI
UT WOS:000274759300008
DA 2020-06-08
ER
PT J
AU Adams, GA
Webster, JR
Buyarski, DM
AF Adams, Gary A.
Webster, Jennica R.
Buyarski, Danelle M.
TI Development of an occupational embeddedness measure
LA English
DT Article
DE Occupational psychology; Job satisfaction; Employee turnover
ID JOB EMBEDDEDNESS; ORGANIZATIONAL COMMITMENT; CAREER COMMITMENT; FIT INDEXES; MODEL; PERFORMANCE; CONSEQUENCES; METAANALYSIS; CITIZ
AB Purpose - The purpose of this paper is to develop a measure of occupational embeddedness.
Design/methodology/approach - The construct of occupational embeddedness was defined in terms of the forces that bind people to their occupation. Then a four-part study was
Findings - In Part 1, items were developed and judgmental evidence for their content validity was generated. In Part 2 the initial psychometric characteristics were examined. The
structure of the measure. In Part 3, Part 2 was replicated and showed that occupational embeddedness had a negative relationship to occupational withdrawal intentions. In Part
that occupational embeddedness was distinguishable from occupational commitment. The paper also found that occupational embeddedness was correlated with occupational c
found that it accounted for incremental variance in occupational withdrawal intentions beyond occupational commitment.
Research limitations/implications - Limitations include the fact that occupational withdrawal intentions rather than actual behaviors were measured. Overall, the results suggest th
adequate discriminant, convergent and predictive validity. The paper concludes that use of the measure may contribute to the prediction/understanding of career withdrawal.
Originality/value - A new measure of a construct that may be used to complement existing research and measures of work-role attachment was developed.
C1 [Adams, Gary A.] Univ Wisconsin, Dept Management & Human Resources, Oshkosh, WI 54901 USA.
[Webster, Jennica R.] Marquette Univ, Dept Management, Milwaukee, WI 53233 USA.
[Buyarski, Danelle M.] Caliper Corp, Princeton, NJ USA.
RP Adams, GA (reprint author), Univ Wisconsin, Dept Management & Human Resources, Oshkosh, WI 54901 USA.
EM Adamsg@uwosh.edu
RI Adams, Gary R-6818-2019
NR 53
TC 6
Z9 8
U1 2
U2 26
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2010
VL 15
IS 4-5
BP 420 222/309
EP 436
DI 10.1108/13620431011075312
PG 17
GA V24IY
UT WOS:000208405300006
DA 2020-06-08
ER
PT J
AU Latham, GP
Stajkovic, AD
Locke, EA
AF Latham, Gary P.
Stajkovic, Alexander D.
Locke, Edwin A.
TI The Relevance and Viability of Subconscious Goals in the Workplace
LA English
DT Article
DE subconscious; goal setting; motivation; goals
ID IMPLICIT MOTIVES; MOTIVATION; PURSUIT; ACCESSIBILITY; INTENTIONS; ACTIVATION; PSYCHOLOGY; MANAGEMENT; ATTITUDES; WILL
AB This article examines the relevance and viability of pursuing empirical research on subconscious goals and applying the findings in the workplace. Five topics are addressed: Firs
of the subconscious are given. Second, a brief overview of social psychology experiments on subconscious goals is provided. Critical issues that have yet to be addressed in the
organizational psychology experiments on subconscious goals that have attempted to overcome several of these shortcomings and provide new findings are described. Fourth, r
Finally, the implications of this stream for management practice are discussed.
C1 [Latham, Gary P.] Univ Toronto, Rotman Sch Management, Toronto, ON M5S 3E6, Canada.
[Stajkovic, Alexander D.] Univ Wisconsin, Madison, WI 53706 USA.
[Locke, Edwin A.] Univ Maryland, College Pk, MD 20742 USA.
RP Latham, GP (reprint author), Univ Toronto, Rotman Sch Management, Toronto, ON M5S 3E6, Canada.
EM latham@rotman.utoronto.ca
NR 96
TC 50
Z9 50
U1 1
U2 60
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD JAN
PY 2010
VL 36
IS 1
BP 234
EP 255
DI 10.1177/0149206309350777
PG 22
GA 536UX
UT WOS:000273070500009
DA 2020-06-08
ER
PT J
AU Joslin, F
Waters, L
Dudgeon, P
AF Joslin, Felicity
Waters, Lea
Dudgeon, Paul
TI Perceived acceptance and work standards as predictors of work attitudes and behavior and employee psychological distress following an internal business merger
LA English
DT Article
DE Workplace; Acquisitions and mergers; Work psychology; Performance measures
ID CROSS-CULTURAL TRANSITIONS; ORGANIZATIONAL COMMITMENT; SOCIOCULTURAL ADJUSTMENT; LIFE SATISFACTION; ACCULTURATION; JOB; CONSEQUENCE
AB Purpose - This study aims to test the relationship between two measures of sociocultural adjustment (perceived acceptance and work standard) with work attitudes and behavior
two previously distinct working groups within the one business.
Design/methodology/approach - A field study, using a cross-sectional design, was used to assess the reactions of 250 employees (host employees = 170; relocated employees =
communications company.
Findings - Perceived acceptance and work standards following the merger were significantly related to work attitudes and behavior for both the host and the relocated employees
acceptance and work standards with psychological distress. However, work attitudes and behavior were found to mediate the indirect effect of perceived acceptance and work st
Research limitations/implications - The findings must be considered within the limitations of the study which include the use of a cross-sectional design and testing within one bus
Practical implications - The research suggests that ensuring that employees from both pre-merger groups are assisted in feeling accepted in the new culture and that both group
are important factors in managing post-merger integration.
Originality/value - The study is the first to empirically test Berry's concepts of sociocultural adjustment, neutrality and asymmetry within an internal business merger.
C1 [Waters, Lea] Univ Melbourne, Dept Management & Mkt, Parkville, Vic 3052, Australia.
[Joslin, Felicity] Natl Australia Bank, Melbourne, Vic, Australia.
[Dudgeon, Paul] Univ Melbourne, Dept Psychol, Parkville, Vic 3052, Australia. 223/309
RP Waters, L (reprint author), Univ Melbourne, Dept Management & Mkt, Parkville, Vic 3052, Australia.
EM l.waters@unimelb.edu.au
RI Kerr, Alexa A-8359-2012
Waters, Lea AAE-8003-2020
Waters, Lea N-8333-2013
OI Waters, Lea 0000-0003-3648-2358
Dudgeon, Paul 0000-0003-4934-6144
NR 79
TC 5
Z9 5
U1 0
U2 29
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
JI J. Manage, Psychol.
PY 2010
VL 25
IS 1
BP 22
EP 43
DI 10.1108/02683941011013858
PG 22
GA 564SJ
UT WOS:000275237000002
DA 2020-06-08
ER
PT J
AU Thurston, PW
McNall, L
AF Thurston, Paul W., Jr.
McNall, Laurel
TI Justice perceptions of performance appraisal practices
LA English
DT Article
DE Performance appraisal; Job satisfaction; Psychology; Individual perception; Strategic objectives
ID ORGANIZATIONAL JUSTICE; CONSTRUCT-VALIDATION; PERCEIVED FAIRNESS; PROCEDURAL JUSTICE; DUE-PROCESS; CONSEQUENCES; CITIZENSHIP; BEHAVIO
AB Purpose The purpose of this paper is to explore the underlying structure of employees' justice perceptions in the context of their organizations' performance appraisal practices.
Design/methodology/approach Ten multi-item scales were designed to measure the perceived fairness of performance appraisal practices. A nested confirmatory factor analysis
dimensions (i.e. procedural, distributive, interpersonal, informational) to five plausible alternatives. Construct validity was demonstrated through a structural equation model of ma
Findings The confirmatory factor analysis showed evidence of four distinct but highly correlated justice constructs. Results supported hypothesized relationships between proced
appraisal system satisfaction; distributive justice with appraisal satisfaction; and interpersonal and informational justice and helpful behaviors toward the supervisor via superviso
Practical implications This study underscores the importance of fostering perceptions of justice in the context of performance appraisal. The scales developed in this study could
performance appraisal practices.
Originality/value The paper integrates prior research concerning the positive effects of procedural, distributive, interpersonal, and informational justice on affective and behaviora
C1 [Thurston, Paul W., Jr.] Siena Coll, Dept Mkt & Management, Loudonville, NY USA.
[McNall, Laurel] SUNY Coll Brockport, Dept Psychol, Brockport, NY 14420 USA.
RP Thurston, PW (reprint author), Siena Coll, Dept Mkt & Management, Loudonville, NY USA.
EM pthurston@siena.edu
NR 52
TC 47
Z9 47
U1 0
U2 45
PI BINGLEY
SN 0268-3946
J9 J MANAGE PSYCHOL
PY 2010
VL 25
IS 3-4
BP 201
EP 228
DI 10.1108/02683941011023712
PG 28
GA 606FO
UT WOS:000278408000002
DA 2020-06-08
ER
PT J 224/309
AU Millward, LJ
Asumeng, M
McDowall, A
AF Millward, Lynne J.
Asumeng, Maxwell
McDowall, Almuth
TI "Catch me if you can?" A psychological analysis of managers' feedback seeking
LA English
DT Article
DE Feedback; Self development; Performance appraisal; Managers; Work psychology
ID SELF-EFFICACY; INFORMATION ENVIRONMENT; ORGANIZATIONAL-BEHAVIOR; INDIVIDUAL-DIFFERENCES; 360-DEGREE FEEDBACK; GOAL ORIENTATION; PERFOR
AB Purpose This paper aims to locate managerial feedback-seeking in a self-regulation model in which self-motivational considerations are uppermost. It seeks to use a qualitative p
how, from whom and why is feedback sought in a performance contingent managerial setting.
Design/methodology/approach Using Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded
constructs.
Findings Managers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to dev
model, feedback seeking, was highly goal-oriented and self-affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding
managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self-protective considerations (i.e. image and ego-costs) in rel
implications for understanding feedback, seeking as a multi-dimensional highly self-motivated process.
Research limitations/implications Qualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indi
development.
Originality/value Questions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in the
environment most conducive to feedback seeking is one in which managers feel "psychologically safe" rather than defensive about their capability.
C1 [Millward, Lynne J.; McDowall, Almuth] Univ Surrey, Dept Psychol, Fac Arts & Human Sci, Guildford GU2 5XH, Surrey, England.
[Asumeng, Maxwell] Univ Ghana, Sch Psychol, Legon, Ghana.
RP Millward, LJ (reprint author), Univ Surrey, Dept Psychol, Fac Arts & Human Sci, Guildford GU2 5XH, Surrey, England.
EM maxasumeng@yahoo.com
NR 94
TC 9
Z9 9
U1 3
U2 29
PI BINGLEY
SN 0268-3946
J9 J MANAGE PSYCHOL
PY 2010
VL 25
IS 3-4
BP 384
EP 407
DI 10.1108/02683941011035296
PG 24
GA 606FO
UT WOS:000278408000009
OA Green Accepted
DA 2020-06-08
ER
PT J
AU Suazo, MM
Turnley, WH
AF Suazo, Mark M.
Turnley, William H.
TI Perceived organizational support as a mediator of the relations between individual differences and psychological contract breach
LA English
DT Article
DE Psychological contracts; Organizational culture; Affective psychology; Work ethic; United States of America
ID LEADER-MEMBER EXCHANGE; EYE-TO-EYE; EQUITY SENSITIVITY; JOB-SATISFACTION; SOCIAL-EXCHANGE; DISPOSITIONAL APPROACH; NEGATIVE AFFECTIVITY
TURNOVER INTENTION
AB Purpose - The purpose of this paper is to examine relations between five individual differences variables (positive affectivity, negative affectivity, reciprocation wariness, equity se
psychological contract breach (PCB), and whether those relations are mediated by perceived organizational support (POS).
Design/methodology/approach - A survey was administered to 234 professional (i.e. white-collar) employees in the USA. Regression analyses were conducted to test the propos
Findings - In line with the hypothesized predictions, the findings indicate that POS fully mediated the relations between four out of the five individual difference variables examine
sensitivity, Protestant work ethic) and perceived PCB. In addition, POS partially mediated the relation between negative affectivity and perceived PCB.
Research limitations/implications - The use of a cross-sectional, non-experimental, design does not allow for conclusions to be drawn regarding causality and it is possible that th
method variance. Future research should examine additional individual differences and workplace contextual features. Practical implications Managers need to realize that some
likely to be unrelated to organizational actions. Rather, perceived PCB and POS may result, in part, from an employee's individual characteristics.
Originality/value - This is the first study to provide empirical evidence that positive affectivity, negative affectivity, reciprocation wariness, equity sensitivity, and Protestant work eth
mediate these relations.
C1 [Suazo, Mark M.] Univ Texas San Antonio, Dept Management, San Antonio, TX 78249 USA.
[Turnley, William H.] Kansas State Univ, Coll Business Adm, Manhattan, KS 66506 USA.
RP Suazo, MM (reprint author), Univ Texas San Antonio, Dept Management, San Antonio, TX 78249 USA.
EM mark.suazo@utsa.edu
NR 140
TC 24
Z9 24
U1 0
U2 47 225/309
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2010
VL 25
IS 6
BP 620
EP 648
DI 10.1108/02683941011056969
PG 29
GA 657DQ
UT WOS:000282393500004
DA 2020-06-08
ER
PT J
AU Stone-Romero, EF
Rosopa, PJ
AF Stone-Romero, Eugene F.
Rosopa, Patrick J.
TI Research design options for testing mediation models and their implications for facets of validity
LA English
DT Article
DE Experimental design; Business policy
ID SELF-FULFILLING PROPHECY; PERFORMANCE; INFERENCES; EFFICACY; ATTITUDE; IMPACT
AB Purpose - Tests of assumed mediation models are common in research in many disciplines, including managerial psychology, industrial and organizational psychology, organizat
this paper is to detail experimental design options for conducting such tests in a manner that has the potential to yield results that have high levels of internal and construct validi
Design/methodology/approach - The paper presents a logical analysis of strategies for testing me:nation models so as to insure valid inferences about causal relations between v
Findings - The most appropriate strategy for testing assumed mediation models is research that uses randomized experimental designs.
Practical implications - Managers should base their actions on valid evidence about phenomena. More specifically, managerial actions should be predicated on research results t
conclusion validity. Thus, this paper encourages managers to base decisions about organizational policies and practices on well-designed experimental research.
Originality/value - This paper addresses a number of points about issues involving internal and construct validity in tests of assumed causal models that have not been covered i
C1 [Stone-Romero, Eugene F.] Univ Texas San Antonio, San Antonio, TX USA.
[Rosopa, Patrick J.] Clemson Univ, Dept Psychol, Clemson, SC 29634 USA.
RP Stone-Romero, EF (reprint author), Univ Texas San Antonio, San Antonio, TX USA.
EM wolfcubl@satx.rr.com
OI Rosopa, Patrick 0000-0003-2673-0354
NR 50
TC 24
Z9 25
U1 1
U2 23
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2010
VL 25
IS 7
BP 697
EP 712
DI 10.1108/02683941011075256
PG 16
GA 722XF
UT WOS:000287467900001
DA 2020-06-08
ER
PT J
AU Rabl, T
AF Rabl, Tanja
TI Age, discrimination, and achievement motives A study of German employees
SO PERSONNEL REVIEW
LA English
DT Article; Proceedings Paper
CT 10th International Human Resource Management Conference
CY JUN 21-24, 2009
CL Santa Fe, NM
DE Age discrimination; Older workers; Motivation (psychology); Organizational behaviour; Germany
ID PERCEIVED ORGANIZATIONAL SUPPORT; ADULT LIFE-SPAN; JOB-SATISFACTION; OLDER WORKERS; AVOIDANCE MOTIVATION; PERSONALITY; ATTITUDES; TEMP 226/309
AB Purpose - The aim of this paper is to challenge the person-related aspect of the stereotype that older employees are unmotivated. In an overall model, it seeks to examine how a
support relate to each other and how they affect the achievement motives' hope of success and fear of failure.
Design/methodology/approach - Data were collected in six large German enterprises using a standardized questionnaire. The sample included 631 older employees aged 50 to 6
analysis, PLS structural equation modeling was used.
Findings - The results showed that older employees were more strongly affected by age discrimination than their younger colleagues. Perceived age discrimination, in turn, led to
failure. Age, in contrast, was not substantially related to achievement motives. Thus, the stereotype of unmotivated older employees is not justified.
Practical implications - The findings outline the central role of perceived age discrimination. Thus, with an increasingly aging workforce, organizations have to amplify their anti-di
management and leadership practices.
Originality/value - This paper contributes to the literature by challenging a stereotype common in Western societies and examining the achievement motives of older employees.
regarding the perception of discriminating and non-supporting environments.
C1 Univ Bayreuth, Chair Human Resource Management, Bayreuth, Germany.
RP Rabl, T (reprint author), Univ Bayreuth, Chair Human Resource Management, Bayreuth, Germany.
EM tanja.rabl@uni-bayreuth.de
NR 73
TC 31
Z9 31
U1 0
U2 33
PI BINGLEY
SN 0048-3486
J9 PERS REV
JI Pers. Rev.
PY 2010
VL 39
IS 4
BP 448
EP 467
DI 10.1108/00483481011045416
PG 20
GA 638MG
UT WOS:000280898400004
DA 2020-06-08
ER
PT J
AU Dysvik, A
Kuvaas, B
AF Dysvik, Anders
Kuvaas, Bard
TI Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention
SO PERSONNEL REVIEW
LA English
DT Article
DE Employee turnover; Employee behaviour; Motivation (psychology)
ID SELF-DETERMINATION THEORY; HUMAN-RESOURCE PRACTICES; ORGANIZATIONAL RESEARCH; VOLUNTARY TURNOVER; JOB-ATTITUDES; ORIENTATION; PERF
AB Purpose - Mastery goals and intrinsic motivation have separately been found to predict employee turnover and turnover intention, respectively. The purpose of the present study
turnover intention in terms of a direct model and a moderated model.
Design/methodology/approach - A cross-sectional survey was conducted among employees representing more than 400 organizations from a wide range of industrial sectors. Th
motivational antecedents for employee turnover.
Findings - When assessed jointly, intrinsic motivation was the strongest predictor of turnover intention. Mastery-approach goals were positively related to turnover intention, but th
relationship between mastery-approach goals and turnover intention was only positive for employees low in intrinsic motivation.
Research limitations/implications - The two most important limitations are the cross-sectional nature of the study and the reliance on self-reported questionnaire data. Consequen
examine causality issues.
Practical implications - The results suggest that intrinsic motivation holds a salient role for predicting turnover intention. For managers and organizations, then, emphasis should
intrinsic motivation in order to maintain employees' turnover intention at low levels.
Originality/value - The most interesting finding is that intrinsic motivation held a substantially stronger relationship with turnover intention than that of mastery-approach goals. In a
found, as mastery-approach goals were unrelated to turnover intention when intrinsic motivation was high.
C1 [Dysvik, Anders; Kuvaas, Bard] Norwegian Sch Management, Dept Leadership & Org Management, Oslo, Norway.
RP Dysvik, A (reprint author), Norwegian Sch Management, Dept Leadership & Org Management, Oslo, Norway.
EM anders.dysvik@bi.no
OI Dysvik, Anders 0000-0002-0099-5883
NR 53
TC 49
Z9 50
U1 2
U2 81
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2010
VL 39
IS 5
BP 622
EP 638
DI 10.1108/00483481011064172
PG 17
227/309
GA 672EF
UT WOS:000283565100005
DA 2020-06-08
ER
PT S
AU Anderson, C
Brown, CE
AF Anderson, Cameron
Brown, Courtney E.
BE Brief, AP
Staw, BM
TI The functions and dysfunctions of hierarchy
LA English
DE Hierarchy; Power; Status; Leadership; Groups; Performance; Satisfaction
ID TO-FACE GROUPS; PROCEDURAL JUSTICE; GROUP-PERFORMANCE; JOB-SATISFACTION; ORGANIZATIONAL PERFORMANCE; DECISION-MAKING; SOCIAL-CONFL
CONCEPTUAL ANALYSIS
AB Functionalist accounts of hierarchy, longstanding in the social sciences, have gained recent prominence in studies of leadership, power, and status. This chapter takes a critical l
that steeper hierarchies help groups and organizations perform better than do flatter structures. We review previous research relevant to this question, ranging from studies of co
compensation systems in large corporations. This review finds that in contrast to strong functionalist assertions, the effects of steeper hierarchies are highly mixed. Sometimes st
groups. We thus propose five conditions that moderate the effects of hierarchy steepness: (1) the kinds of tasks on which the group is working; (2) whether the right individuals h
modifies leaders' psychology; (4) whether the hierarchy facilitates or hampers intra-group coordination; and (5) whether the hierarchy affects group members' motivation in positiv
C1 [Anderson, Cameron; Brown, Courtney E.] Univ Calif Berkeley, Haas Sch Business, Berkeley, CA 94720 USA.
RP Anderson, C (reprint author), Univ Calif Berkeley, Haas Sch Business, 545 Student Serv Bldg 1900, Berkeley, CA 94720 USA.
EM anderson@haas.berkeley.edu
NR 358
TC 120
Z9 124
U1 3
U2 148
PU ELSEVIER
PI NEW YORK
SN 0191-3085
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2010
VL 30
BP 55
EP 89
DI 10.1016/j.riob.2010.08.002
PG 35
GA BSX33
UT WOS:000286042700003
DA 2020-06-08
ER
PT J
AU Mayrhofer, W
Schneidhofer, TM
AF Mayrhofer, Wolfgang
Schneidhofer, Thomas M.
TI The lay of the land: European career research and its future
LA English
DT Article
ID ORGANIZATIONAL IWO PSYCHOLOGY; HUMAN-RESOURCE MANAGEMENT; GENDER; TRENDS; PERSPECTIVE; INTEGRATION; INDUSTRIAL; EDUCATION; SUCCESS
AB Over the past two decades, career research in Europe has developed into a dynamic discourse of its own. However, few if any considerations deal with its future development. A
of specific European macro-themes, its methodological heritage and the current research landscape, this conceptual paper outlines core dimensions of a future agenda for Europ
degree of social complexity, the underlying scientific concern, thematic foci stemming from the European situation, and the role of time. This devises a 'research space' providing
article touches on contributions of the European career discourse to its global counterpart.
C1 [Mayrhofer, Wolfgang; Schneidhofer, Thomas M.] WU Vienna Univ Econ & Business, Interdisciplinary Unit Management & Org Behav, A-1090 Vienna, Austria.
RP Mayrhofer, W (reprint author), WU Vienna Univ Econ & Business, Interdisciplinary Unit Management & Org Behav, Althanstr 51, A-1090 Vienna, Austria.
EM wolfgang.mayrhofer@wu.ac.at
RI Schneidhofer, Thomas B-7067-2016
OI Schneidhofer, Thomas 0000-0003-1813-1853
NR 95
TC 11
Z9 11
U1 0
U2 9
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
228/309
PD DEC
PY 2009
VL 82
IS 4
BP 721
EP 737
DI 10.1348/096317909X471347
PG 17
GA 535HL
UT WOS:000272957900002
DA 2020-06-08
ER
PT J
AU Carmeli, A
Ben-Hador, B
Waldman, DA
Rupp, DE
AF Carmeli, Abraham
Ben-Hador, Batia
Waldman, David A.
Rupp, Deborah E.
TI How Leaders Cultivate Social Capital and Nurture Employee Vigor: Implications for Job Performance
LA English
DT Article
DE vigor; relational leadership; bonding social capital; job performance
ID STRUCTURAL EQUATION MODELS; PSYCHOLOGY; VARIABLES; EMOTIONS; BEHAVIOR; CLIMATE
AB This study examined how leader relational behaviors (i.e., relational leadership) cultivate bonding social capital among organizational members and the way bonding social capita
examined how vigor enhances employee job performance. Using a sample of 209 participants in Israeli community centers, the results of structural equation modeling indicate a
are positively related to bonding social capital; this, in turn, results in feelings of vigor, which are positively associated with manager ratings of employee job performance.
C1 [Carmeli, Abraham; Ben-Hador, Batia] Bar Ilan Univ, Grad Sch Business Adm, IL-52900 Ramat Gan, Israel.
[Waldman, David A.] Arizona State Univ, Dept Management, WP Carey Sch Business, Tempe, AZ 85287 USA.
[Rupp, Deborah E.] Univ Illinois, Dept Psychol, Sch Labor & Employment Relat, Urbana, IL 61801 USA.
RP Carmeli, A (reprint author), Bar Ilan Univ, Grad Sch Business Adm, IL-52900 Ramat Gan, Israel.
EM carmelia@mail.biu.ac.il
RI Carmeli, Abraham H-5586-2011
Hador, Batia Ben AAF-9746-2019
Carmeli, Abraham B-5351-2013
OI Carmeli, Abraham 0000-0002-1968-8998
Hador, Batia Ben 0000-0002-5967-5542
NR 73
TC 107
Z9 108
U1 7
U2 107
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD NOV
PY 2009
VL 94
IS 6
BP 1553
EP 1561
DI 10.1037/a0016429
PG 9
GA 519OB
UT WOS:000271775200014
PM 19916662
DA 2020-06-08
ER
PT J
AU Abrahamse, W
Steg, L
AF Abrahamse, Wokje
Steg, Linda
TI How do socio-demographic and psychological factors relate to households' direct and indirect energy use and savings?
LA English
229/309
DT Article
DE Household energy use; Energy conservation
ID PLANNED BEHAVIOR; ENVIRONMENTAL BEHAVIOR; CONSUMPTION; REQUIREMENTS; DETERMINANTS; CONSERVATION; NETHERLANDS
AB Households constitute an important target group for energy conservation. They not only use energy in a direct way (gas, electricity and fuel) but also in an indirect way (embedde
a period of five months (viz., October 2002-March 2003), direct and indirect energy use and direct and indirect energy savings of 189 Dutch households were monitored. The stu
variables and psychological variables in relation to household energy use and changes in energy use (viz., energy savings). For this purpose, variables from the theory of planne
Organizational Behavior and Human Decision Processes, 50, 179-211] and the norm activation model [Schwartz, S. H. (1977). Normative influences on altruism. in L. Berkowitz
221-279). New York: Academic Press] were used. Results indicate that energy use is determined by socio-demographic variables, whereas changes in energy use, which may re
psychological variables. The variables from the norm activation model were able to significantly add to the explanation of energy savings, over and above the variables from the t
and energy savings appeared to be related to different sets of determinants. (C) 2009 Elsevier B.V. All rights reserved.
C1 [Abrahamse, Wokje; Steg, Linda] Univ Groningen, Dept Psychol, NL-9700 AB Groningen, Netherlands.
RP Abrahamse, W (reprint author), Univ Surrey, Ctr Environm Strategy, Stag Hill, Surrey GU2 7XH, England.
EM W.Abrahamse@surrey.ac.uk
RI Steg, Linda H-6878-2014
OI Steg, Linda 0000-0002-8375-9607
FU Economic and Social Research CouncilEconomic & Social Research Council (ESRC) [RES-152-25-1004]
NR 29
TC 303
Z9 307
U1 7
U2 75
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD OCT
PY 2009
VL 30
IS 5
BP 711
EP 720
DI 10.1016/j.joep.2009.05.006
PG 10
GA 505ML
UT WOS:000270697600002
DA 2020-06-08
ER
PT J
AU Fullagar, CJ
Kelloway, EK
AF Fullagar, Clive J.
Kelloway, E. Kevin
TI 'Flow' at work: An experience sampling approach
LA English
DT Article
ID JOB CHARACTERISTICS MODEL; POSITIVE PSYCHOLOGY; DIAGNOSTIC SURVEY; WELL; HAPPINESS; SATISFACTION; LIFE; METAANALYSIS; DISTINCTION; PERSO
AB One of the core constructs of the positive psychology movement is that of 'flow', or optimal experience. The current study investigated the relationship between 'flow', the core job
distinguishing between the state and trait components of flow. Experience sampling methodology (ESM) was used to track 40 architectural students over a 15 week semester wh
(HLM) indicated that 74% of the variance in flow was attributable to situational characteristics compared to dispositional factors. Results also indicated that academic work that w
Flow was found to be correlated with positive mood. Cross-lagged regression analysis showed that momentary flow was predictive of momentary mood and not vice versa. The s
experiences and well-being are discussed, as well as the implications of the study of flow or optimal experience for industrial/organizational psychology.
C1 [Fullagar, Clive J.] Kansas State Univ, Dept Psychol, Manhattan, KS 66506 USA.
[Kelloway, E. Kevin] St Marys Univ, Halifax, NS B3H 3C3, Canada.
RP Fullagar, CJ (reprint author), Kansas State Univ, Dept Psychol, Manhattan, KS 66506 USA.
EM fullagar@ksu.edu
NR 93
TC 100
Z9 101
U1 0
U2 100
PU BRITISH PSYCHOLOGICAL SOC
PI LEICESTER
PA ST ANDREWS HOUSE, 48 PRINCESS RD EAST, LEICESTER LE1 7DR, LEICS, ENGLAND
SN 0963-1798
PD SEP
PY 2009
VL 82
IS 3
BP 595
EP 615
DI 10.1348/096317908X357903
PG 21
230/309
GA 483FH
UT WOS:000268947300007
DA 2020-06-08
ER
PT J
AU Sosik, JJ
Jung, D
Dinger, SL
AF Sosik, John J.
Jung, Dongil
Dinger, Sandi L.
TI Values in Authentic Action Examining the Roots and Rewards of Altruistic Leadership
LA English
DT Article
DE altruism; leadership; self-construal; values
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; CHARISMATIC LEADERSHIP; POSSIBLE SELVES; IN-ROLE; SELF; PERFORMANCE; MODEL; PERSONALITY; MOTIVATION
AB This study examined whether managers' values intensities and self-concept salience influence their altruistic leadership behavior and performance. Hypotheses derived from the
literatures were tested using multisource data. Two hundred and eighteen managers reported their self-transcendence and self-enhancement values intensity and hoped-for and
subordinates rated their manager's altruistic behavior and 218 superiors provided ratings of managerial performance. Results of partial least squares analysis indicated that man
between self-transcendence and self-enhancement values intensity and altruistic behavior. Subordinates' ratings of managers' altruistic behavior predicted superiors' ratings of m
the relationships between self-construals, altruistic behavior, and performance.
C1 [Sosik, John J.] Penn State Univ, Sch Grad Profess Studies Great Valley, Dept Management, Malvern, PA 19355 USA.
[Jung, Dongil] Yonsei Univ, Sch Business, Seoul 120749, South Korea.
RP Sosik, JJ (reprint author), Penn State Univ, Sch Grad Profess Studies Great Valley, Dept Management, 30 E Swedesford Rd, Malvern, PA 19355 USA.
EM jjs20@psu.edu
NR 83
TC 46
Z9 46
U1 0
U2 45
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD AUG
PY 2009
VL 34
IS 4
BP 395
EP 431
DI 10.1177/1059601108329212
PG 37
GA 466GJ
UT WOS:000267649000001
DA 2020-06-08
ER
PT J
AU Ludtke, O
Robitzsch, A
AF Luedtke, Oliver
Robitzsch, Alexander
TI Assessing Within-Group Agreement A Critical Examination of a Random-Group Resampling Approach
LA English
DT Article
DE within-group agreement; intraclass correlation; levels of analysis; multilevel analysis
ID CLASSROOM GOAL STRUCTURE; INTERRATER AGREEMENT; SINGLE TARGET; PERCEPTIONS; RELIABILITY; CLIMATE; BIAS; AGGREGATION; RATINGS; R(WG)
AB The measure of within-group agreement most frequently encountered in organizational psychology is the r(WG) index. The r(WG) index is determined by comparing the observe
variance. The most critical issue in calculating the r(WG) is the choice of an appropriate random distribution that would be expected to follow from raters making their ratings at ra
resampling (RGR) procedures to determine the expected random variance has been proposed. In the present study, the application of the RGR procedure will be illustrated with
and critically compared with a recently proposed simulation-based approach. It will be shown mathematically that the probability of obtaining statistically significant within-group a
on the intraclass correlation as well as on the group sizes. Finally, implications for applying the RGR procedure to assess within-group agreement in multilevel data will be discus
C1 [Luedtke, Oliver] Max Planck Inst Human Dev, Ctr Educ Res, D-14195 Berlin, Germany.
[Robitzsch, Alexander] Inst Educ Progress, Berlin, Germany.
RP Ludtke, O (reprint author), Max Planck Inst Human Dev, Ctr Educ Res, Lentzeallee 94, D-14195 Berlin, Germany.
EM luedtke@mpib-berlin.mpg.de
OI Robitzsch, Alexander 0000-0002-8226-3132
NR 45
TC 16
Z9 16
U1 0
U2 11
PI THOUSAND OAKS
231/309
SN 1094-4281
PD JUL
PY 2009
VL 12
IS 3
BP 461
EP 487
DI 10.1177/1094428108317406
PG 27
GA 457GO
UT WOS:000266916700004
DA 2020-06-08
ER
PT J
AU Koumakhov, R
AF Koumakhov, Rouslan
TI Conventions in Herbert Simon's theory of bounded rationality
LA English
CT 29th World International Congress of Psychology
CY 2008
CL Berlin, GERMANY
DE Bounded rationality; Organizational behavior; Coordination problems; Conventions; Mental representations
ID PURE COORDINATION GAMES; FOCAL POINTS; COMMON KNOWLEDGE; ECONOMICS; PSYCHOLOGY; DECISIONS; FAIRNESS; SALIENCE; CHOICE
AB This paper offers a reconstruction of Herbert Simon's decision theory from the conventionalist point of view. It is argued that Simon defined two types of conventions in organizati
rules in the workplace, the second one as a shared cognitive model of reality. This paper emphasizes the importance of that approach for economic psychology and its connectio
theory. The implication of revisiting Simon from the conventionalist viewpoint is that not only may such an approach provide a solution to coordination problems, which is psychol
according to which understanding problems of coordination is impossible without taking into consideration individual cognitive limits and social representations of reality. (C) 2009
C1 [Koumakhov, Rouslan] Reims Management Sch, F-51061 Reims, France.
[Koumakhov, Rouslan] EconomiX Univ Paris 10, F-92001 Nanterre, France.
RP Koumakhov, R (reprint author), Reims Management Sch, 59 Rue Pierre Taittinger,BP 302, F-51061 Reims, France.
EM rouslan.koumakhov@reims-ms.fr
NR 56
TC 10
Z9 10
U1 0
U2 23
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD JUN
PY 2009
VL 30
IS 3
BP 293
EP 306
DI 10.1016/j.joep.2009.03.001
PG 14
GA 462IR
UT WOS:000267345300004
DA 2020-06-08
ER
PT J
AU Bono, JE
Purvanova, RK
Towler, AJ
Peterson, DB
AF Bono, Joyce E.
Purvanova, Radostina K.
Towler, Annette J.
Peterson, David B.
TI A SURVEY OF EXECUTIVE COACHING PRACTICES
LA English
DT Article
ID MULTISOURCE FEEDBACK
AB Despite the ubiquity of executive coaching interventions in business organizations, there is little uniformity in the practices (e.g., assessment tools, scientific or philosophical appr
executive coaches. Addressing the ongoing debate about the role of psychology in executive coaching, we compare the practices of psychologist and nonpsychologist coaches,
disciplines (e.g., counseling, clinical, and industrial/organizational). Results of surveys completed by 428 coaches (256 nonpsychologists, 172 psychologists) revealed as many d
found between psychologist and nonpsychologist coaches. Moreover, differences between psychologists and nonpsychologists were generally small (average d = .26). Our surve
identified by psychologist and nonpsychologist coaches. 232/309
C1 [Bono, Joyce E.] Univ Minnesota, Dept Human Resource & Labor Relat, Minneapolis, MN 55455 USA.
[Purvanova, Radostina K.] Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA.
[Towler, Annette J.] Depaul Univ, Dept Psychol, Chicago, IL 60604 USA.
RP Bono, JE (reprint author), Univ Minnesota, Dept Human Resource & Labor Studies, 321 19 Ave South, Minneapolis, MN 55455 USA.
EM jbono@umn.edu
RI Haddad, Carolina R E-2810-2014
NR 52
TC 61
Z9 61
U1 3
U2 68
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SUM
PY 2009
VL 62
IS 2
BP 361
EP 404
DI 10.1111/j.1744-6570.2009.01142.x
PG 44
GA 445DY
UT WOS:000266031100006
DA 2020-06-08
ER
PT J
AU Huang, MK
AF Huang, Meikuan
TI A Conceptual Framework of the Effects of Positive Affect and Affective Relationships on Group Knowledge Networks
SO SMALL GROUP RESEARCH
LA English
CT 3rd Annual Conference of the Interdisciplinary-Network-for-Group-Research
CY JUL 17-19, 2008
CL Kansas City, MO
SP Interdisciplinary Network Grp Res
DE transactive memory; positive affect; knowledge network; information retrieval; information allocation
ID TRANSACTIVE MEMORY-SYSTEMS; TOP MANAGEMENT TEAMS; ORGANIZATIONAL-BEHAVIOR; COORDINATING EXPERTISE; JOB-SATISFACTION; DECISION-MAKIN
COMMUNICATION
AB A theoretical model integrating research in social psychology and group knowledge networks regarding the pervasive influence of affect on group transactive memory systems (T
(ATM) model extending TMS beyond its cognitive tradition provides a promising interdisciplinary theoretical base for future research. The role of positive affect (PA) in the three d
recognition, sharedness of knowledge, and member participation-are discussed. Propositions are presented regarding the effects of members' PA and affective relationships on m
explored as four attribute and relational effects in knowledge networks. Ways to further integrate affect into contemporary small group knowledge network theorizing and research
C1 Calif State Univ Stanislaus, Dept Commun Studies, Stanislaus, CA USA.
RP Huang, MK (reprint author), Calif State Univ Stanislaus, Dept Commun Studies, Stanislaus, CA USA.
NR 101
TC 23
Z9 23
U1 1
U2 32
PI THOUSAND OAKS
SN 1046-4964
J9 SMALL GR RES
JI Small Group Res.
PD JUN
PY 2009
VL 40
IS 3
BP 323
EP 346
DI 10.1177/1046496409332441
PG 24
GA 441AS
UT WOS:000265742300004
DA 2020-06-08
ER
PT J
AU Barclay, LJ 233/309
Skarlicki, DP
AF Barclay, Laurie J.
Skarlicki, Daniel P.
TI Healing the Wounds of Organizational Injustice: Examining the Benefits of Expressive Writing
LA English
DT Article
DE justice; emotion; retaliation; expressive writing
ID EMOTIONAL DISCLOSURE; NEGATIVE AFFECTIVITY; JUSTICE; HEALTH; EMPLOYEES; SATISFACTION; RETALIATION; PSYCHOLOGY; WORKPLACE; INEQUITY
AB Clinical and health psychology research has shown that expressive writing interventions-expressing one's experience through writing-can have physical and psychological benef
present study, the authors examined whether these benefits generalize to experiences of workplace injustice. Participants (N = 100) were randomly assigned to write on 4 conse
their emotions and their thoughts surrounding an injustice. or (d) a trivial topic (control). Post-intervention, participants in the emotions and thoughts condition reported higher psy
levels of personal resolution than did participants in the other conditions. Participants in the emotions and thoughts condition also reported less anger than did participants who w
C1 [Barclay, Laurie J.; Skarlicki, Daniel P.] Univ British Columbia, Sander Sch Business, Vancouver, BC V5Z 1M9, Canada.
RP Barclay, LJ (reprint author), Wilfrid Laurier Univ, Sch Business & Econ, 75 Univ Ave, Waterloo, ON N2L 3C5, Canada.
EM lbarclay@wlu.ca
NR 75
TC 53
Z9 54
U1 6
U2 41
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2009
VL 94
IS 2
BP 511
EP 523
DI 10.1037/a0013451
PG 13
GA 419VE
UT WOS:000264247000015
PM 19271805
DA 2020-06-08
ER
PT J
AU Wright, TA
Quick, JC
AF Wright, Thomas A.
Quick, James Campbell
TI The emerging positive agenda in organizations: greater than a trickle, but not yet a deluge
LA English
DT Article
ID CHARACTER; PERFORMANCE; PSYCHOLOGY; STRENGTHS; INCUBATOR; HEALTH; POINT; WORK
AB The evidence is clear regarding applied science's longstanding fascination with the negative aspects of organizational life. The purpose of this special issue of the Journal of Org
of a "positive psychology" is gaining importance in both psychology and organizational behavior. To that end, our lead article focuses on five topic areas. First, we provide a limite
Second, we suggest the theoretical basis for why the current over-whelming emphasis on the negative. Next, we introduce the seven peer refereed articles contained in this spec
application and potentially widespread benefits of studying the positive in organizational research. Fourth, incorporating the "point/counterpoint" JOB framework, we offer two var
research by Luthans and Avolio and Hackman. Finally, the article concludes with a discussion of how emerging research on the positive can be used to help build a stronger scie
Sons, Ltd.
C1 [Wright, Thomas A.] Kansas State Univ, Dept Management, Jon Wefald Leadership Chair, Manhattan, KS 66506 USA.
[Quick, James Campbell] Univ Texas Arlington, Goolsby Leadership Acad, Arlington, TX 76019 USA.
RP Wright, TA (reprint author), Kansas State Univ, Dept Management, Jon Wefald Leadership Chair, Manhattan, KS 66506 USA.
EM thomaswr@ksu.edu
NR 75
TC 41
Z9 42
U1 1
U2 30
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2009
VL 30
IS 2
SI SI
BP 147
EP 159
234/309
DI 10.1002/job.582
PG 13
GA 415HC
UT WOS:000263923900001
DA 2020-06-08
ER
PT J
AU Wright, TA
Cropanzano, R
Bonett, DG
Diamond, WJ
Cropanzano, Russell
Bonett, Douglas G.
Diamond, W. John
TI The role of employee psychological wellbeing in cardiovascular health: when the twain shall meet
LA English
DT Article
ID PULSE PRESSURE; BLOOD-PRESSURE; JOB-SATISFACTION; POSITIVE PSYCHOLOGY; PERSONALITY; PREDICTORS; BEHAVIOR; PROGRESS; BRAIN; TESTS
AB Consistent with the emerging positive agenda in organizations, the present research examines the role of psychological well-being (PWB) in predicting employee cardiovascular
level personnel employed by a medium-sized (500 employees) public sector organization in California. More specifically, while neither diastolic blood pressure (DBP) (r = .09, ns,
-.11, ns, 95%CI = -0.30 to 0.09) were related to PWB, two composite cardiovascular measures, pulse pressure (r = -.21, p < .05, 95%CI = -0.39 to -0.02) and pulse product (r = -
addition, regression analysis found PWB to be predictive of the composite cardiovascular health measure of pulse product (Delta R-2 = 0.04, p < .05), but not pulse pressure, aft
education level, ethnicity, weight, job satisfaction and anxiety. Research implications and further suggestions for organizational scholars interested in employee health and better
Ltd.
C1 [Wright, Thomas A.] Kansas State Univ, Dept Management, Manhattan, KS 66506 USA.
[Cropanzano, Russell] Univ Arizona, Dept Management & Policy, Tucson, AZ 85721 USA.
[Bonett, Douglas G.] Iowa State Univ, Dept Stat & Psychol, Ames, IA 50011 USA.
[Diamond, W. John] InteMedica LLC, Reno, NV USA.
[Diamond, W. John] InteMed Shanghai Inc, Shanghai, Peoples R China.
RP Wright, TA (reprint author), Kansas State Univ, Dept Management, 215 Calvin Hall, Manhattan, KS 66506 USA.
EM thomaswr@ksu.edu
NR 63
TC 30
Z9 30
U1 1
U2 25
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2009
VL 30
IS 2
SI SI
BP 193
EP 208
DI 10.1002/job.592
PG 16
GA 415HC
UT WOS:000263923900004
DA 2020-06-08
ER
PT J
AU West, BJ
Patera, JL
Carsten, MK
AF West, Bradley J.
Patera, Jaime L.
Carsten, Melissa K.
TI Team level positivity: investigating positive psychological capacities and team level outcomes
LA English
DT Article
ID GROUP DECISION-MAKING; SELF-EFFICACY; PERFORMANCE; UNCERTAINTY; PERSONALITY; EXPLORATION; BEHAVIORS; ABILITY
AB The movement toward positive psychology has uncovered the important role that positivity plays in both individual and organizational success. Given that work teams are becom
surprising that few researchers have investigated positivity at the team level. The present study examines the emergence of team level positive psychological capacities and thei
coordination. and conflict and team satisfaction) during two team sessions. Results from 101 teams suggest that team optimism is an important predictor of team outcomes when
efficacy show greater explanatory power after several team interactions. Implications of the findings are discussed, as well as possible avenues for additional research. Copyrigh
C1 [West, Bradley J.; Patera, Jaime L.; Carsten, Melissa K.] Univ Nebraska, Gallup Leadership Inst, Dept Management, Lincoln, NE USA.
RP West, BJ (reprint author), 8250 Rockledge Rd, Lincoln, NE 68506 USA.
EM westbrad@gmail.com
NR 62 235/309
TC 99
Z9 102
U1 8
U2 80
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2009
VL 30
IS 2
SI SI
BP 249
EP 267
DI 10.1002/job.593
PG 19
GA 415HC
UT WOS:000263923900007
OA Green Published
DA 2020-06-08
ER
PT J
AU Luthans, F
Avolio, BJ
AF Luthans, Fred
Avolio, Bruce J.
TI The "point" of positive organizational behavior
LA English
DT Article
ID AUTHENTIC LEADERSHIP; COMPLEX DYNAMICS; PSYCHOLOGY; PERFORMANCE; SCHOLARSHIP; EMOTIONS; AGENDA
AB Perhaps the most important "Point" we would like to make in this "Point-Counterpoint" on positive organizational behavior is the role that research must play in this evolving area
drawing from recent findings that indicate in discussions such as this point and counterpoint, that taking a positive approach leads to more in-depth inquiry, whereas a negative p
potential. Thus, the positive perspective we take in this "Point" piece is to identify and make a deep inquiry into the major issues and questions surrounding positive organizationa
advocacy position. Specifically, after first setting the stage with the background and status of POB, we draw from the lessons that can be learned from positive psychology and th
POB?" The article concludes with further inquiry into the role the negative does and can play, and finally how POB relates to our recent work in authentic leadership development
C1 [Luthans, Fred] Univ Nebraska, Dept Management, Lincoln, NE 68588 USA.
[Avolio, Bruce J.] Univ Washington, Foster Business Sch, Washington, DC USA.
EM fluthans1@unl.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 61
TC 114
Z9 119
U1 2
U2 90
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2009
VL 30
IS 2
SI SI
BP 291
EP 307
DI 10.1002/job.589
PG 17
GA 415HC
UT WOS:000263923900009
OA Green Published
DA 2020-06-08
ER
PT J
AU Wright, TA
Quick, JC
Quick, James Campbell 236/309
TI The role of positive-based research in building the science of organizational behavior
LA English
DT Article
ID JOB-SATISFACTION; PSYCHOLOGY; PROSPER; RESPONSIBILITY; CHALLENGES; VALIDATION; HEALTH; HOPE
AB The role of the positive organizational movement continues to garner significant attention in the applied sciences. Using Kipling's "six honest serving men" framework (What, Why
challenges and opportunities facing, the positive organizational movement. First, we review what constitutes the realm of positive behavior. Next, we discuss why an awareness o
positive organizational movement. Third, and addressing a key methodological logical issue confronting the positive movement, we examine when it "trait" is really it trait. Fourth,
positive movement can best contribute to employee betterment is introduced. Finally, we close with a discussion of just who really benefit from our research. Copyright (C) 2009
C1 [Wright, Thomas A.] Kansas State Univ, Dept Management, Jon Wefald Leadership Chair, Manhattan, KS 66506 USA.
[Quick, James Campbell] Univ Texas Arlington, Goolsby Leadership Acad, Arlington, TX 76019 USA.
RP Wright, TA (reprint author), Kansas State Univ, Dept Management, Jon Wefald Leadership Chair, Manhattan, KS 66506 USA.
EM thomaswr@ksu.edu
NR 32
TC 8
Z9 9
U1 0
U2 17
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2009
VL 30
IS 2
SI SI
BP 329
EP 336
DI 10.1002/job.581
PG 8
GA 415HC
UT WOS:000263923900013
DA 2020-06-08
ER
PT J
AU Tzafrir, SS
Hareli, S
AF Tzafrir, Shay S.
Hareli, Shlomo
TI Employees' emotional reactions to promotion decisions The role of causal attributions and perceptions of justice
LA English
DT Article
DE Promotion; Employee behaviour; Individual psychology; Justice
ID ORGANIZATIONAL JUSTICE; CITIZENSHIP BEHAVIOR; MEDIATING ROLE; FAIRNESS; SELF; ACHIEVEMENT; INJUSTICE; GRATITUDE; SELECTION; WORK
AB Purpose - The purpose of this paper is to highlight the interplay among promotion decision, emotions, and perceptions of organizational justice.
Design/methodology/approach - The paper adopts Weiner's attribution theory of motivation and emotion, using it as a tool in the analysis. By using this framework, this paper ana
consequently, behavioral reactions of promoted and non-promoted employees. The analysis focuses on emotional reactions as a function of the cause and the process for the de
employee whose fate is determined by that decision.
Findings - This paper suggests that the decision and the process of promotion can lead to the experience of a myriad of discrete emotional states. It contends that such emotiona
the perceived causes of the promotion decision and the process that lead to it.
Originality/value - By integrating attribution theory of emotion and motivation with considerations of justice, this paper analyses the conditions that lead to specific emotions in em
procedural and interactional justice serves as carriers of attributions (i.e. causal information).
C1 [Tzafrir, Shay S.] Univ Haifa, Fac Social Welf & Hlth Sci, Dept Human Serv, IL-31999 Haifa, Israel.
[Hareli, Shlomo] Univ Haifa, Fac Social Sci, IL-31999 Haifa, Israel.
[Hareli, Shlomo] Univ Haifa, Grad Sch Management, IL-31999 Haifa, Israel.
RP Tzafrir, SS (reprint author), Univ Haifa, Fac Social Welf & Hlth Sci, Dept Human Serv, IL-31999 Haifa, Israel.
EM stzafrir@research.haifa.ac.il
RI Hareli, Shlomo C-1378-2008
OI Hareli, Shlomo 0000-0002-3101-868X
NR 89
TC 9
Z9 9
U1 0
U2 17
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2009
VL 14
IS 4-5
BP 351 237/309
EP 371
DI 10.1108/13620430910979844
PG 21
GA 640FW
UT WOS:000281035300003
DA 2020-06-08
ER
PT J
AU van den Heuvel, M
Demerouti, E
Schreurs, BHJ
Bakker, AB
Schaufeli, WB
AF van den Heuvel, Machteld
Demerouti, Evangelia
Schreurs, Bert H. J.
Bakker, Arnold B.
Schaufeli, Wilmar B.
TI Does meaning-making help during organizational change? Development and validation of a new scale
LA English
DT Article
DE Organizational change; Resource; Motivation(psychology); Employees
ID WORK ENGAGEMENT; SELF-EFFICACY; PSYCHOLOGICAL EMPOWERMENT; LIFE; EMPLOYEES; JOB; PERFORMANCE; MANAGEMENT; READINESS; BEHAVIOR
AB Purpose - The purpose of this paper is first, to test the validity of a new scale measuring the construct of meaning-making, defined as the ability to integrate challenging or ambig
conscious, value-based reflection. Second, to explore whether meaning-making is distinct from other personal resources (self-efficacy, optimism, mastery, meaning in life), and c
whether meaning-making facilitates work engagement, willingness to change, and performance during organizational change.
Design/methodology/approach - Cross-sectional survey-data were collected from 238 employees in a variety of both public and private organizations.
Findings - Confirmatory factor analyses showed that meaning-making can be distinguished from other personal resources, coping and meaning in life. Regression analyses show
performance and willingness to change, but not to work engagement, thereby partly supporting the hypotheses.
Originality/value - The paper focuses on meaning-making that has not yet been studied empirically in organizational change settings. It shows that the new construct of psycholo
including in-role performance and willingness to change. Meaning-making explains variance over and above other personal resources such as self-efficacy, optimism, mastery, c
C1 [van den Heuvel, Machteld; Demerouti, Evangelia; Schaufeli, Wilmar B.] Univ Utrecht, Dept Social & Org Psychol, Utrecht, Netherlands.
[Schreurs, Bert H. J.] Univ Brussel, Hogesch, Ctr Corp Sustainabil, Brussels, Belgium.
[Bakker, Arnold B.] Erasmus Univ, Inst Psychol, Rotterdam, Netherlands.
RP van den Heuvel, M (reprint author), Univ Utrecht, Dept Social & Org Psychol, Utrecht, Netherlands.
RI Demerouti, E AAD-1334-2019
breidahl, emil E-9170-2014
Schaufeli, Wilmar B B-9645-2013
Schreurs, Bert I-4785-2019
Bakker, Arnold B. F-8494-2010
OI Demerouti, E 0000-0002-4615-6532
Schaufeli, Wilmar B 0000-0002-6070-7150
Schreurs, Bert 0000-0001-6997-2260
Bakker, Arnold B. 0000-0003-1489-1847
NR 123
TC 47
Z9 49
U1 2
U2 49
PI BINGLEY
SN 1362-0436
EI 1758-6003
J9 CAREER DEV INT
JI Career Dev. Int.
PY 2009
VL 14
IS 6-7
BP 508
EP 533
DI 10.1108/13620430910997277
PG 26
GA 640FX
UT WOS:000281035400001
DA 2020-06-08
ER
PT J
AU Mayer, DM
Greenbaum, RL
Kuenzi, M
Shteynberg, G
AF Mayer, David M.
Greenbaum, Rebecca L.
Kuenzi, Maribeth
Shteynberg, Garriy
TI When Do Fair Procedures Not Matter? A Test of the Identity Violation Effect 238/309
LA English
DT Article
DE justice; fair; voice; identity
ID VALUE PROTECTION MODEL; SOCIAL IDENTITY; ORGANIZATIONAL JUSTICE; OUTCOME FAVORABILITY; GROUP IDENTIFICATION; MORAL IDENTITY; SELF; VOICE;
AB Considerable research has demonstrated that fair procedures help improve reactions to decisions, a phenomenon known as the fair process effect. However, in the present rese
procedures (i.e., receiving voice) may not always improve justice perceptions. Findings from 2 studies (Ns = 108 and 277) yield support for the proposed identify violation effect,
one's self (i.e., personal and/or social identity), objectively fair procedures do not improve procedural and distributive justice perceptions. Further, consistent with the motivated re
justice perceptions, was mediated by participants' tendency to find a procedural flaw-namely, to doubt that opinions were considered before making the decision.
C1 [Mayer, David M.] Univ Cent Florida, Dept Management, Coll Business Adm, Orlando, FL 32803 USA.
[Kuenzi, Maribeth] So Methodist Univ, Dept Management & Org, Dallas, TX 75275 USA.
[Shteynberg, Garriy] Univ Maryland, Dept Psychol, College Pk, MD 20742 USA.
RP Mayer, DM (reprint author), Univ Cent Florida, Dept Management, Coll Business Adm, POB 161400, Orlando, FL 32803 USA.
EM dmayer@bus.ucf.edu
NR 62
TC 25
Z9 26
U1 2
U2 38
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
PY 2009
VL 94
IS 1
BP 142
EP 161
DI 10.1037/a0013108
PG 20
GA 398OB
UT WOS:000262740300011
PM 19186901
OA Green Published
DA 2020-06-08
ER
PT J
AU Suazo, MM
AF Suazo, Mark M.
TI The mediating role of psychological contract violation on the relations between psychological contract breach and work-related attitudes and behaviors
LA English
DT Article
DE Incentives (psychology); Job satisfaction; Company performance; Employee attitudes; United States of America
ID PERCEIVED ORGANIZATIONAL SUPPORT; CITIZENSHIP BEHAVIOR; JOB-SATISFACTION; SOCIAL-EXCHANGE; EMPLOYMENT RELATIONSHIP; IN-ROLE; EMPLOYEES
AB Purpose - The purpose of this paper is to examine the role of psychological contract violation (PCV) as a mediating variable in the relations between psychological contract breac
this study aims to expand the generalizability of psychological contract theories by examining service-oriented employees rather than a population of managers as in most resea
Design/methodology/approach - A survey was administered to 196 service-oriented employees working in the USA. Factor analyses (principal components, varimax rotation) we
factorial independence of the constructs. Hierarchical multiple regression analyses were conducted to test the main effects and mediating hypotheses.
Findings - The findings are consistent with the proposed mediation model of the study. PCV was found to fully mediate the relations between PCB and job safisfaction, organizat
support, service delivery, service-oriented organizational citizenship behavior, and participation service-oriented organizational citizenship behavior. PCV was found to partially m
organizational citizenship behavior. PCV was not found to mediate the relation between PCB and in-role job performance.
Research limitations/implications - The use of a cross-sectional non-experimental design does not allow for definitive conclusions regarding causality and there is a possibility tha
Practical implications - Managers need to carefully consider and manage the psychological contracts of their subordinates from a cognitive perspective (PCB) and an affective pe
Originality/value - The paper empirically examines the PCB-PCV Outcomes model using a sample of service-oriented employees.
C1 Univ Texas San Antonio, Coll Business, Dept Management, San Antonio, TX 78249 USA.
RP Suazo, MM (reprint author), Univ Texas San Antonio, Coll Business, Dept Management, San Antonio, TX 78249 USA.
EM mark.suazo@utsa.edu
NR 70
TC 76
Z9 78
U1 0
U2 46
PI BINGLEY
SN 0268-3946
J9 J MANAGE PSYCHOL
PY 2009
VL 24
IS 1-2
BP 136
EP 160
DI 10.1108/02683940910928856 239/309
PG 25
GA 422EX
UT WOS:000264411300008
DA 2020-06-08
ER
PT J
AU Bamberger, PA
Levi, R
AF Bamberger, Peter A.
Levi, Racheli
TI Team-based reward allocation structures and the helping behaviors of outcome-interdependent team members
LA English
DT Article
DE Team working; Pay; Performance related pay; Incentives (psychology)
ID ORGANIZATIONAL CITIZENSHIP BEHAVIOR; TASK INTERDEPENDENCE; LOSS AVERSION; INCENTIVES; PAY; MELIORATION; COOPERATION; COMPETITION; MOTIVA
AB Purpose - The purpose of this paper is to examine the effects of two key team-based pay characteristics - namely reward allocation procedures (i.e. reward based on norms of eq
intensity - on both the amount and type of help given to one another among members of outcome-interdependent teams.
Design/methodology/approach - A total of 180 undergraduate students participate in a laboratory simulation with a 2 x 3 experimental design. Servicing virtual "clients," participan
teammates. ANOVA and hierarchical regression analyses are used to test the hypotheses.
Findings - Relative to equity-oriented group-based pay structures, equality-oriented pay structures are found to be associated with both significantly more help giving in general a
competencies (i.e. autonomous help). Incentive intensity strengthens the effects of reward allocation on the amount (but not the type) of help giving.
Research limitations/implications - While the short time frame of the simulation poses a significant threat to external validity, the findings suggest that team-based compensation
tool by which to shape critical, helping-related team processes, with potentially important implications for both team learning and performance.
Practical implications - Managers interested in promoting capacity-building and helping among team members should avoid allocating team rewards strictly on the basis of the in
Originality/value - This paper provides the first empirical findings regarding how alternative modes of team-based reward distribution may influence key group processes among m
C1 [Bamberger, Peter A.; Levi, Racheli] Technion Israel Inst Technol, Fac Ind Engn & Management, IL-32000 Haifa, Israel.
[Bamberger, Peter A.] Cornell Univ, Sch Ind & Labor Relat, New York, NY 10021 USA.
RP Bamberger, PA (reprint author), Technion Israel Inst Technol, Fac Ind Engn & Management, IL-32000 Haifa, Israel.
EM peterb@tx.technion.ac.il
RI Bamberger, Peter M-3345-2013
OI Bamberger, Peter 0000-0002-0344-8199
NR 71
TC 36
Z9 40
U1 2
U2 30
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2009
VL 24
IS 4
BP 300
EP 327
DI 10.1108/02683940910952705
PG 28
GA V28WP
UT WOS:000208711200002
DA 2020-06-08
ER
PT J
AU Zhang, J
Chiu, R
Wei, LQ
AF Zhang, Julia
Chiu, Randy
Wei, Li-Qun
TI On whistleblowing judgment and intention The roles of positive mood and organizational ethical culture
LA English
DT Article
DE Individual behaviour; Ethics; Banks; China; Organizational culture; Whistleblowing
ID DECISION-MAKING; UNETHICAL BEHAVIOR; CONTEXT; BLOWERS; PERSPECTIVE; JUSTICE; RETALIATION; WORKERS; MODEL; FIELD
AB Purpose - The purpose of this paper is to propose whistleblowing judgment (WBJ), positive mood (M), and organizational ethical culture (OEC) as predictors of whistleblowing int
Design/methodology/approach - The study obtains the data from 364 usable questionnaires collected from Chinese employees of ten banks in China,
Findings - WBJ explains a high variance in WBI while OEC moderate the relationship. A three-way interaction effect is observed, in which organizational culture affects the streng
Research limitations/implications - Findings are interpreted with respect to theories of moral psychology and organizational behavior. Theoretical implications and limitations of th
self-selection bias.
Originality/value - The effect of PM off whistleblowing decision making depends on people's perceptions of OEC. Only when people perceive their organizational Culture to be un
C1 [Chiu, Randy; Wei, Li-Qun] Hong Kong Baptist Univ, Dept Management, Kowloon Tong, Hong Kong, Peoples R China.
[Zhang, Julia] Alibaba Ltd, Hangzhou, Zhejiang, Peoples R China.
RP Chiu, R (reprint author), Hong Kong Baptist Univ, Dept Management, Kowloon Tong, Hong Kong, Peoples R China.
EM randychiu@hkbu.edu.hk
240/309
NR 87
TC 27
Z9 27
U1 0
U2 23
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2009
VL 24
IS 7-8
BP 627
EP 649
DI 10.1108/02683940910989020
PG 23
GA 540UV
UT WOS:000273366400003
DA 2020-06-08
ER
PT J
AU van Buiten, M
Keren, G
AF van Buiten, Marc
Keren, Gideon
TI Speaker-listener incompatibility: Joint and separate processing in risky choice framing
LA English
DT Article
DE Joint vs. separate evaluation; Framing; Positivity bias; Valence
ID PREFERENCE REVERSALS; PROSPECT-THEORY; DECISIONS; INFORMATION; INTENTIONS; FRAMES; BIAS
AB Framing effects are considered in a conversational framework using the well-known Asian Disease problem [Tversky, A., & Kahneman, D. (1981). The framing of decisions and t
preferred message framing is examined and its corresponding persuasiveness is assessed using listeners' responses. The results show that speakers exhibit a marked and cons
1). judged from listeners' responses, this preference is effective for promoting riskless, but not risky options. The incompatibility between speakers and listeners may be resolved
the information and the persuasive qualities of alternative frames. In contrast, listeners are exposed only to one of these frames and, consequently, can only assess the informati
demonstrate that no incompatibility exists when both speakers and listeners are either in separate, or in joint evaluation mode. Differences between risky choice and attribute fra
frames are not created equal: a typology and critical analysis of framing effects. Organizational Behavior and Human Decision Processes, 76, 149-188] are briefly discussed. (C)
C1 [van Buiten, Marc] Eindhoven Univ Technol, Dept Technol Management, NL-5600 MB Eindhoven, Netherlands.
[Keren, Gideon] Tilburg Univ, Tilburg Inst Behav Econ Res, NL-5000 LE Tilburg, Netherlands.
RP van Buiten, M (reprint author), Eindhoven Univ Technol, Dept Technol Management, POB 513, NL-5600 MB Eindhoven, Netherlands.
EM m.v.buiten@tue.nl
NR 36
TC 18
Z9 18
U1 0
U2 8
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN
PY 2009
VL 108
IS 1
BP 106
EP 115
DI 10.1016/j.obhdp.2008.03.002
PG 10
GA 401NO
UT WOS:000262947800009
DA 2020-06-08
ER
PT J
AU Maurer, TJ
Lippstreu, M
AF Maurer, Todd J.
Lippstreu, Michael
TI Expert vs. general working sample differences in KSAO 'improvability' ratings and relationships with measures relevant to occupational and organizational psychology
LA English 241/309
CT 19th Annual Conference of the Society-for-Industrial-and-Organizational-Psychology
CY APR 02-04, 2004
CL Chicago, IL
SP Soc Ind & Org Psychol
ID O-ASTERISK-NET; IMPLICIT THEORIES; GOAL ORIENTATION; PERSONALITY; ABILITY; QUESTIONNAIRES; CONCEPTIONS; INVOLVEMENT; STABILITY; INTERNET
AB Abroad sample of workers from the U.S. workforce as well as a group of Ph.D.s in Applied or I-O Psychology rated a varied set of KSAOs in terms of the extent to which each KS
general working population reflected a type of 'Horatio Alger myth' of work-related human capability, or a belief that it is possible to change most of any work-related attribute of o
worker sample, differentiating among KSAOs to a greater extent and rating KSAOs as less improvable overall. We initiated a taxonomy of perceived improvability of KSAOs, prov
KSAOs. Within the worker sample, observed differences in 'improvability' ratings could be attributed mainly to individual differences in people. These individual differences related
to occupational and organizational psychology, including motivation for employee development, attitudes towards selection tests and performance appraisal systems, learning/pe
importance and needed at job entry. The total set of results strongly suggests that KSAO improvability ratings may be an additional tool that can be used effectively to understand
C1 [Maurer, Todd J.] Georgia State Univ, Dept Managerial Sci, Atlanta, GA 30303 USA.
RP Maurer, TJ (reprint author), Georgia State Univ, Dept Managerial Sci, Atlanta, GA 30303 USA.
EM tmaurer@gsu.edu
NR 33
TC 6
Z9 6
U1 3
U2 20
PI LEICESTER
SN 0963-1798
PD DEC
PY 2008
VL 81
BP 813
EP 829
DI 10.1348/096317907X266356
PG 17
GA 393UZ
UT WOS:000262400300012
DA 2020-06-08
ER
PT J
AU Krajc, M
Ortmann, A
AF Krajc, Marian
Ortmann, Andreas
TI Are the unskilled really that unaware? An alternative explanation
LA English
CT Conference on Affect, Motivation Decis Making
CY DEC 12-15, 2006
CL Ein Boqeq, ISRAEL
DE Calibration; Judgement errors; Unskilled; Unaware; Metacognition
ID OWN INCOMPETENCE; PERFORMANCE; INCENTIVES; ABILITIES; SETTINGS; JUDGMENT
AB In a series of articles and manuscripts (e.g., [Kruger, J., & Dunning, D. (1999). Unskilled and unaware of it: How difficulties in recognizing one's own incompetence lead to inflated
77, 1121-1134; Dunning, D., Johnson, K., Ehrlinger, J., & Kruger, J. (2003). Why people fail to recognize their own incompetence. Current Directions in Psychological Science, 12
Dunning, D. (2008). Why the unskilled are unaware: Further exploration of (absent) self-insight among the incompetent. Organizational Behavior and Human Decision Processes
that the unskilled lack the metacognitive ability to realize their incompetence. We propose that the alleged unskilled-and-unaware problem - rather than being one of biased judge
and the unskilled. Specifically, the unskilled face a tougher inference problem than the skilled. (C) 2008 Elsevier B.V. All rights reserved.
C1 [Ortmann, Andreas] Charles Univ Prague, CERGE EI, Prague 11121, Czech Republic.
Acad Sci Czech Republic, Prague 11121, Czech Republic.
RP Ortmann, A (reprint author), Charles Univ Prague, CERGE EI, POB 882,Politickych Veznu 7, Prague 11121, Czech Republic.
EM marian.krajc@cerge-ei.cz; andreas.ortmann@cerge-ei.cz
RI Ortmann, Andreas H-2907-2014
NR 26
TC 27
Z9 27
U1 5
U2 38
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD NOV
PY 2008
VL 29
IS 5
SI SI
BP 724
EP 738
242/309
DI 10.1016/j.joep.2007.12.006
PG 15
GA 373MR
UT WOS:000260976500010
DA 2020-06-08
ER
PT J
AU Leslie, LM
Gelfand, MJ
AF Leslie, Lisa M.
Gelfand, Michele J.
TI The who and when of internal gender discrimination claims: An interactional model
LA English
DT Article
DE Claiming; Discrimination; Diversity climate; Gender; Gender identity; Social identity
ID ORGANIZATIONAL JUSTICE; GROUP IDENTIFICATION; SELF-ESTEEM; EMPLOYMENT DISCRIMINATION; AFRICAN-AMERICANS; PERCEPTIONS; ANTECEDENTS; PE
AB Although gender discrimination has been illegal in organizations since the passage of the Civil Right Act of 1964, individuals remain hesitant to claim internally by making membe
discrimination. Yet surprisingly little research has examined the individual difference and contextual antecedents to internal discrimination claims. We advance an interactional mo
diversity (CFD) will interact to predict internal claims of gender discrimination. Consistent with theory, laboratory and field studies demonstrate that strong GI individuals are more
inclusion (i.e., positive CFD) than in organizations where discrimination is pervasive (i.e., negative CFD). In contrast to strong Gt individuals, however, weak GI individuals are mo
Implications for both individuals and organizations are discussed. (C) 2008 Elsevier Inc. All rights reserved.
C1 [Leslie, Lisa M.] Univ Minnesota, Carlson Sch Management, Minneapolis, MN 55455 USA.
[Gelfand, Michele J.] Univ Maryland, Dept Psychol, College Pk, MD 21042 USA.
RP Leslie, LM (reprint author), Univ Minnesota, Carlson Sch Management, 321 19th Ave S,Suite 3-300, Minneapolis, MN 55455 USA.
EM lmleslie@umn.edu
NR 78
TC 22
Z9 23
U1 1
U2 32
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD NOV
PY 2008
VL 107
IS 2
BP 123
EP 140
DI 10.1016/j.obhdp.2008.02.004
PG 18
GA 378AJ
UT WOS:000261293200003
DA 2020-06-08
ER
PT J
AU Cascio, WF
Aguinis, H
AF Cascio, Wayne F.
Aguinis, Herman
TI Research in industrial and organizational psychology from 1963 to 2007: Changes, choices, and trends
LA English
DT Article
DE I-O psychology; research in; future of; human-capital trends
ID HUMAN-RESOURCE MANAGEMENT; SEPARATE WORLDS; DIVIDE; PRACTITIONERS; PERFORMANCE; RELEVANCE; ACADEMICS; SCIENCE; PROFESSIONALS; SCH
AB The authors conducted a content analysis of all articles published in the Journal of Applied Psychology, and Personnel Psychology from January 1963 to May 2007 (N = 5,780) to
topical areas and 50 more specific subareas in the field of industrial and organizational (I-O) psychology. Results revealed that (a) some areas have become more (or less) popu
there are some tagged relationships between important societal issues that involve people and work settings (i.e., human-capital trends) and I-O psychology research that addre
address human-capital trends. Extrapolating results from the past 45 years to the next decade suggests that the field of I-O psychology is not likely to become more visible or mo
set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes. In the aggregate, the changes address the broad challe
C1 [Cascio, Wayne F.; Aguinis, Herman] Univ Colorado, Sch Business, Denver, CO 80217 USA.
RP Cascio, WF (reprint author), Univ Colorado, Sch Business, Campus Box 165,POB 173364, Denver, CO 80217 USA.
EM Wayne.Cascio@ucdenver.edu
NR 87
TC 181
Z9 182
U1 0
U2 84
243/309
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD SEP
PY 2008
VL 93
IS 5
BP 1062
EP 1081
DI 10.1037/0021-9010.93.5.1062
PG 20
GA 351HW
UT WOS:000259416300009
PM 18808226
DA 2020-06-08
ER
PT J
AU Harold, CM
Ployhart, RE
AF Harold, Crystal M.
Ployhart, Robert E.
TI What do applicants want? Examining changes in attribute judgments over time
LA English
DT Article
ID PERSON-ORGANIZATION FIT; MODERATED MULTIPLE-REGRESSION; HIERARCHICAL LINEAR-MODELS; JOB ACCEPTANCE DECISIONS; INDIVIDUAL-DIFFERENCES
PERFORMANCE; CHOICE; PERCEPTIONS
AB Despite years of research examining the types of job and organizational attributes (e.g. pay, fit) that influence applicants' perceptions of organizational attractiveness, almost no r
these attributes may change across the stages of a recruitment and selection process. Using a longitudinal policy-capturing methodology, doctoral applicants to a psychology gra
revealed the weighting of fit and funding (pay) attributes increased over time, and there were individual differences in attribute weighting over time. Individual differences in applic
C1 [Harold, Crystal M.] Indiana Univ Purdue Univ, Purdue Sch Sci, Dept Psychol, Indianapolis, IN 46202 USA.
[Ployhart, Robert E.] Univ S Carolina, Moore Sch Business, Columbia, SC 29208 USA.
RP Harold, CM (reprint author), Indiana Univ Purdue Univ, Purdue Sch Sci, Dept Psychol, LD126E,402 N Blackford St, Indianapolis, IN 46202 USA.
EM charold@iupui.edu
NR 67
TC 30
Z9 30
U1 1
U2 41
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD JUN
PY 2008
VL 81
BP 191
EP 218
DI 10.1348/096317907X235774
PN 2
PG 28
GA 314KJ
UT WOS:000256808000002
DA 2020-06-08
ER
PT J
AU Lefkowitz, J
AF Lefkowitz, Joel
TI To prosper, organizational psychology should ... expand the values of organizational psychology to match the quality of its ethics
LA English
DT Article
ID INVARIANCE; PERFORMANCE; PREDICTION; INDUSTRIAL; SELECTION; TURNOVER; JUSTICE; ISSUES; IMPACT
AB The values of organizational psychology are criticized as (a) having supplanted psychology's humanist tradition and societal responsibilities with corporate economic objectives;
science while ignoring that it is business values that largely drive our research and practice; (c) failing to include normative perspectives of what organizations ought to be like in
allowed ourselves to be defined largely by technocratic competence, almost to the exclusion of considering desirable societal goods. Illustrations of some adverse consequences
self-image to encompass a scientist-practitioner-humanist (S-P-H) model that includes consideration of different values, advocacy of employee rights and a normative characteriz
societal responsibilities of a true profession. Copyright (C) 2008 John Wiley & Sons, Ltd.
C1 [Lefkowitz, Joel] CUNY Bernard M Baruch Coll, New York, NY 10010 USA. 244/309
[Lefkowitz, Joel] CUNY, Grad Ctr, New York, NY USA.
RP Lefkowitz, J (reprint author), CUNY, Baruch Coll, Dept Psychol, Box B8-215,55 Lexington Ave, New York, NY 10010 USA.
EM joel-lefkowitz@baruch.cuny.edu
NR 81
TC 45
Z9 45
U1 1
U2 17
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2008
VL 29
IS 4
BP 439
EP 453
DI 10.1002/job.527
PG 15
GA 310NE
UT WOS:000256535500002
DA 2020-06-08
ER
PT J
AU Cascio, WF
AF Cascio, Wayne F.
TI To prosper, organizational psychology should ... bridge application and scholarship
LA English
DT Article
ID HUMAN-RESOURCE MANAGEMENT; ACADEMIC-PRACTITIONER COLLABORATION; PERFORMANCE; SCIENCE; RELEVANT
AB Academics and practitioners differ on so many dimensions that researchers have described them as living in different "thought worlds." That gap persists, and there are importan
organizational forces is driving academics and practitioners toward each other. To date, much of the effort by academics to reach out to practitioners has focused on the diffusion
several promising strategies for improving both the bidirectional diffusion of knowledge as well as its creation. It argues that for genuine change to occur, it is necessary to modify
collaboration between academics and practitioners. Copyright (C) 2008 John Wiley & Sons, Ltd.
C1 Univ Colorado, Hlth Sci Ctr, Sch Business, Denver, CO 80217 USA.
RP Cascio, WF (reprint author), Univ Colorado, Hlth Sci Ctr, Sch Business, Campus Box 165,POB 173364, Denver, CO 80217 USA.
EM wayne.cascio@cudenver.edu
NR 70
TC 27
Z9 27
U1 0
U2 11
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2008
VL 29
IS 4
BP 455
EP 468
DI 10.1002/job.528
PG 14
GA 310NE
UT WOS:000256535500003
DA 2020-06-08
ER
PT J
AU Porter, LW
AF Porter, Lyman W.
TI Organizational psychology: a look backward, outward, and forward
LA English
DT Article
AB This paper provides a commentary on selected issues and topics in the four papers included in this special issue of the journal (those by Lefkowitz, Cascio, Edwards, and Gelfan
past development of the field of organizational psychology is first briefly reviewed, followed by a discussion of its relationship to adjacent "cousin" fields. Comments are then 245/309
pres
examination of several questions: Has the field of organizational psychology made progress over the past 50+ years? Has the field been sufficiently introspective about itself and
organizational psychology compare-in terms of the issues raised in the four papers-to other fields? And, finally, what will be being said about the field of organizational psycholog
Ltd.
C1 Univ Calif Irvine, Grad Sch Management, Irvine, CA 92697 USA.
RP Porter, LW (reprint author), Univ Calif Irvine, Grad Sch Management, Irvine, CA 92697 USA.
EM lwporter@uci.edu
NR 5
TC 6
Z9 6
U1 0
U2 5
PU JOHN WILEY & SONS LTD
PI CHICHESTER
PA THE ATRIUM, SOUTHERN GATE, CHICHESTER PO19 8SQ, W SUSSEX, ENGLAND
SN 0894-3796
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2008
VL 29
IS 4
BP 519
EP 526
DI 10.1002/job.531
PG 8
GA 310NE
UT WOS:000256535500006
DA 2020-06-08
ER
PT J
AU Mahony, DM
Klaas, BS
AF Mahony, Douglas M.
Klaas, Brian S.
TI The role of compensatory and retributive justice in determining damages in employment disputes
LA English
DT Article
DE compensatory justice; retributive justice; third-party decision making; employment disputes
ID DECISION-MAKING; ORGANIZATIONAL JUSTICE; INTERACTION TERMS; LOGIT; PERCEPTIONS; PSYCHOLOGY; DISCRIMINATION; ATTRIBUTIONS; COMMITMENT; TE
AB This study draws on theories of compensatory and retributive justice to examine how jurors and employment arbitrators reach decisions regarding awards and damages in cases
hypothesized that the decision to provide compensatory justice would be determined by both employee and employer attributes, whereas the decision to provide both compensa
attributes. These hypotheses were tested using a policy-capturing exercise in which the decision makers were asked to make an award and damages determination in cases in w
Results generally support the hypotheses. Findings suggest that within the context of employment disputes, both jurors and employment arbitrators are influenced by a justice-pr
exacting retribution.
C1 [Mahony, Douglas M.; Klaas, Brian S.] Univ S Carolina, Moore Sch Business, Columbia, SC 29208 USA.
RP Mahony, DM (reprint author), Univ S Carolina, Moore Sch Business, 1705 Coll St, Columbia, SC 29208 USA.
EM dmahony@moore.sc.edu
NR 90
TC 7
Z9 7
U1 0
U2 24
PI THOUSAND OAKS
SN 0149-2063
EI 1557-1211
J9 J MANAGE
JI J. Manag.
PD APR
PY 2008
VL 34
IS 2
BP 218
EP 243
DI 10.1177/0149206307312504
PG 26
GA 276HC
UT WOS:000254130900003
DA 2020-06-08
ER
PT J
AU D'Amato, A
Zijlstra, FRH
AF D'Amato, Alessia 246/309
Zijlstra, Fred R. H.
TI Psychological climate and individual factors as antecedents of work outcomes
LA English
CY APR, 2005
CL Los Angeles, CA
ID JOB-PERFORMANCE; SELF-EFFICACY; BEHAVIOR; SATISFACTION; PERCEPTIONS; ENVIRONMENT; ATTITUDES; BELIEFS; LEVEL; FIT
AB European research in Work and Organizational Psychology traditionally has a phenomenological orientation, favours comprehensive models, and stresses the role of individuals
individual characteristics of employees and the notion of cognitive regulation within situations have a prominent place. In this study, we used a framework that incorporates both t
1991) and applied this in research on psychological climate. Based on survey data from 406 hospital employees, we tested a model that specified organizational citizenship beha
(psychological climate and self-efficacy) and work outcomes (quality of performance and emotional exhaustion). The results demonstrated support for our hypothesized model of
antecedents and outcomes. Practical implications and future research directions are discussed.
C1 [D'Amato, Alessia] Ctr Creat Leadership, B-1150 Brussels, Belgium.
[Zijlstra, Fred R. H.] Univ Maastricht, Dept Work & Social Psychol, Maastricht, Netherlands.
RP D'Amato, A (reprint author), Ctr Creat Leadership, Ave Tervueren 270, B-1150 Brussels, Belgium.
EM damatoa@leaders.ccl.org
OI Zijlstra, Fred 0000-0002-3505-9753
Ramirez, Clara 0000-0003-1373-4663
NR 75
TC 42
Z9 43
U1 1
U2 18
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD MAR
PY 2008
VL 17
IS 1
BP 33
EP 54
DI 10.1080/13594320701307420
PG 22
GA 283SD
UT WOS:000254655900003
DA 2020-06-08
ER
PT J
AU Brockner, J
James, EH
AF Brockner, Joel
James, Erika Hayes
TI Toward an Understanding of When Executives See Crisis as Opportunity
LA English
DT Article
DE crisis management; leadership; learning; resilience; positive organizational psychology
AB Whereas it has long been noted that crises may be sources of opportunity for organizations and their constituents, relatively little is known about the conditions under which exec
delineate some factors that affect the tendency of executives to adopt a "crisis as opportunity" mindset as well as the behavioral concomitants of their having done so. The analy
some of the challenges in enacting that agenda, and a few suggested ways to overcome those challenges.
C1 [Brockner, Joel] Columbia Univ, Sch Business, New York, NY 10027 USA.
[James, Erika Hayes] Univ Virginia, Darden Business Sch, Charlottesville, VA 22903 USA.
RP Brockner, J (reprint author), Columbia Univ, Sch Business, New York, NY 10027 USA.
NR 81
TC 34
Z9 35
U1 3
U2 29
PI THOUSAND OAKS
SN 0021-8863
EI 1552-6879
J9 J APPL BEHAV SCI
PD MAR
PY 2008
VL 44
IS 1
BP 94
EP 115 247/309
DI 10.1177/0021886307313824
PG 22
GA V12VP
UT WOS:000207627000005
DA 2020-06-08
ER
PT J
AU Walker, AG
AF Walker, Alan G.
TI Maximizing journal impact: Moving from inspections of topics to scans for techniques, populations and actions
LA English
DT Article
ID PRACTITIONER-RESEARCHER DIVIDE; ORGANIZATIONAL IWO PSYCHOLOGY; INDUSTRIAL; WORK; JOOP
AB The comments offered in this article are intended to maximize the benefits and impact of JOOP content for both practitioners and academicians. Specifically, I argue that becaus
comes to reading journal articles, we inevitably end up conducting 'topical scans' in which we scan the titles of an issue for relevant topics. In order to maximize the impact of JOO
include scans for: (a) relevant techniques, (b) relevant populations, and (c) relevant actions that may be applicable even if the specific topic is not. I also discuss the importance o
process and describe a matchmaking mechanism for research-practitioner publication collaborations. Finally, I argue that scientist-practitioners are the true heroes of our profess
C1 E Carolina Univ, Dept Psychol, Greenville, NC 27858 USA.
RP Walker, AG (reprint author), E Carolina Univ, Dept Psychol, Greenville, NC 27858 USA.
EM walkera@ecu.edu
NR 15
TC 4
Z9 4
U1 0
U2 4
PU WILEY-BLACKWELL
PI MALDEN
SN 0963-1798
PD MAR
PY 2008
VL 81
BP 1
EP 10
DI 10.1348/096317907X267085
PN 1
PG 10
GA 320UA
UT WOS:000257259300001
DA 2020-06-08
ER
PT J
AU Lee, K
Ashton, MC
Morrison, DL
Cordery, J
Dunlop, PD
AF Lee, Kibeom
Ashton, Michael C.
Morrison, David L.
Cordery, John
Dunlop, Patrick D.
TI Predicting integrity with the HEXACO personality model: Use of self- and observer reports
LA English
DT Article
ID BIG 5; 5-FACTOR MODEL; PERSONNEL-SELECTION; JOB-PERFORMANCE; NARCISSISTIC PERSONALITY; DESCRIPTIVE ADJECTIVES; WORKPLACE DEVIANCE; CO
AB Recent research has suggested that a six-dimensional model of personality called the HEXACO framework may have particular value in organizational settings because of its ab
studies, the potential value of the HEXACO factor known as Honesty-Humility was further examined. First, the empirical distinctness of this construct from the other major dimens
personnel selection situation. Second, Honesty-Humility was found to predict scores on an integrity test and a business ethical decision-making task beyond the level of predictio
Five model of personality. This fiinding was also observed when Honesty-Humility was assessed by familiar acquaintances of the target persons. The applicability of the HEXACO
then discussed.
C1 [Lee, Kibeom] Univ Calgary, Dept Psychol, Calgary, AB T2N 1N4, Canada.
[Ashton, Michael C.] Brock Univ, St Catharines, ON L2S 3A1, Canada.
[Morrison, David L.; Cordery, John; Dunlop, Patrick D.] Univ Western Australia, Nedlands, WA 6009, Australia.
RP Lee, K (reprint author), Univ Calgary, Dept Psychol, 2500 Univ Dr NW, Calgary, AB T2N 1N4, Canada.
EM Kibeom@ucalgary.ca
RI Cordery, John H-4428-2013
Dunlop, Patrick K-6738-2012
OI Cordery, John 0000-0003-4162-9334
Dunlop, Patrick 0000-0002-5225-6409
Lee, Kibeom 0000-0003-2775-5596
NR 55
TC 74
Z9 74
248/309
U1 4
U2 41
PU WILEY-BLACKWELL
PI MALDEN
SN 0963-1798
PD MAR
PY 2008
VL 81
BP 147
EP 167
DI 10.1348/096317907X195175
PN 1
PG 21
GA 320UA
UT WOS:000257259300009
DA 2020-06-08
ER
PT J
AU Holmvall, CM
Bobocel, DR
AF Holmvall, Camilla M.
Bobocel, D. Ramona
TI What fair procedures say about me: Self-construals and reactions to procedural fairness
LA English
CT Annual Meeting of the Society-for-Industrial-and-Organizational-Psychology
CY 2004
CL Chicago, IL
DE self-construal; self-identity; procedural fairness; procedural justice; justice; fairness
ID ORGANIZATIONAL JUSTICE; INTERDEPENDENT SELF; DISTRIBUTIVE JUSTICE; PSYCHOLOGY; IDENTITY; ESTEEM; MODEL; NEED; INDIVIDUALISM; DISTINCTION
AB Past research has revealed both positive and negative reactions when people receive unfavorable outcomes via fair decision-making procedures. In three laboratory experiments
self-identity. Our results suggest that the more that people base their self-identity on their relationships with others-as indexed by a strong interdependent self-construal-the more
fair procedures. Conversely, the more that people base their self-identity on achievement-as indexed by a strong independent self-construal-the more negatively they react to an
these results were stronger when the situation primed interdependence and independence, respectively. Our research indicates that people interpret procedural fairness informa
self. (c) 2007 Elsevier Inc. All rights reserved.
C1 [Holmvall, Camilla M.] St Marys Univ, Dept Psychol, Halifax, NS B3H 3C3, Canada.
[Bobocel, D. Ramona] Univ Waterloo, Dept Psychol, Waterloo, ON N2L 3G1, Canada.
RP Holmvall, CM (reprint author), St Marys Univ, Dept Psychol, Halifax, NS B3H 3C3, Canada.
EM Camilla.Holmvall@smu.ca
NR 82
TC 39
Z9 40
U1 2
U2 20
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAR
PY 2008
VL 105
IS 2
BP 147
EP 168
DI 10.1016/j.obhdp.2007.09.001
PG 22
GA 298ET
UT WOS:000255669900002
DA 2020-06-08
ER
PT J
AU Luthans, F
Norman, SM
Avolio, BJ
Avey, JB
AF Luthans, Fred
Norman, Steven M.
Avolio, Bruce J. 249/309
Avey, James B.
TI The mediating role of psychological capital in the supportive organizational climate - employee performance relationship
LA English
DT Article
ID HUMAN-RESOURCE MANAGEMENT; POSITIVE PSYCHOLOGY; SELF-EFFICACY; JOB-PERFORMANCE; OPTIMISM; HOPE; BEHAVIOR; COMMITMENT; IMPACT; SCHOL
AB Although the value of a supportive organizational climate has been recognized over the years, there is a need for better understanding of its relationship with employee outcomes
construct of positive psychological capital (consisting of hope, resilience, optimism, and efficacy) plays a role in mediating the effects of a supportive organizational climate with e
show that employees' psychological capital is positively related to their performance, satisfaction, and commitment and a supportive climate is related to employees' satisfaction
psychological capital mediates the relationship between supportive climate and their performance was also supported. The implications of these findings conclude the article. Co
C1 [Luthans, Fred; Avolio, Bruce J.] Univ Nebraska, Gallup Leadership Inst, Lincoln, NE 68588 USA.
[Norman, Steven M.] Mesa State Coll, Colorado Springs, CO USA.
[Avey, James B.] Cent Washington Univ, Coll Business & Econ, Washington, DC USA.
RP Luthans, F (reprint author), Univ Nebraska, Gallup Leadership Inst, Lincoln, NE 68588 USA.
EM fluthansl@unl.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 77
TC 382
Z9 408
U1 21
U2 263
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2008
VL 29
IS 2
BP 219
EP 238
DI 10.1002/job.507
PG 20
GA 273EV
UT WOS:000253914100005
OA Green Published
DA 2020-06-08
ER
PT J
AU Moliner, C
Martinez-Tur, V
Ramos, J
Peiro, JM
Cropanzano, R
AF Moliner, Carolina
Martinez-Tur, Vicente
Ramos, Jose
Peiro, Jose M.
Cropanzano, Russell
TI Organizational justice and extrarole customer service: The mediating role of well-being at work
LA English
DT Article
DE burnout; engagement; extrarole customer service; OCB; organizational justice
ID JOB-SATISFACTION; SOCIAL-EXCHANGE; BURNOUT; PERCEPTIONS; CITIZENSHIP; ENGAGEMENT; BEHAVIORS; EMPLOYEES; PERFORMANCE; PSYCHOLOGY
AB The purpose of this article is to propose and test a model of extrarole customer service (ERCS). We propose that organizational justice (distributive, procedural, interpersonal, an
high engagement). Well-being at work, in turn, engenders more effective ERCS. Thus, well-being at work is considered a mediator of the relationships from organizational justice
alternative fully direct model. The sample consisted of 317 contact employees who were working in the Spanish service sector. The results of structural equation modelling suppo
well-being at work (engagement) in the relationship between organizational justice and ERCS. The article concludes with a discussion of the theoretical and managerial implicatio
C1 [Cropanzano, Russell] Univ Arizona, Dept Management & Policy, Tucson, AZ 85721 USA.
[Martinez-Tur, Vicente; Peiro, Jose M.] Univ Valencia, Dept Psychol, Fac Psicol, Valencia 46010, Spain.
RP Peiro, JM (reprint author), Univ Valencia, Dept Psychol, Fac Psicol, Av Blasco Ibanez 21, Valencia 46010, Spain.
EM Jose.M.Peiro@uv.es
RI MARTINEZ-TUR, VICENTE H-2602-2013
PEIRO, JOSE M. B-3388-2011
Ramos, Jose P-5084-2016
Moliner, Carolina E-9764-2011
Ramos, Jose AAJ-1090-2020
OI MARTINEZ-TUR, VICENTE 0000-0002-6388-569X
PEIRO, JOSE M. 0000-0001-5293-0355
Ramos, Jose 0000-0003-0821-214X
Moliner, Carolina 0000-0002-2265-8028
Ramos, Jose 0000-0003-0821-214X
NR 65
TC 68
Z9 71
U1 3
250/309
U2 40
PI ABINGDON
SN 1359-432X
EI 1464-0643
PY 2008
VL 17
IS 3
BP 327
EP 348
DI 10.1080/13594320701743616
PG 22
GA 321WC
UT WOS:000257336200003
DA 2020-06-08
ER
PT J
AU Pearsall, MJ
Ellis, APJ
Evans, JM
AF Pearsall, Matthew J.
Ellis, Aleksander P. J.
Evans, Joel M.
TI Unlocking the effects of gender faultlines on team creativity: Is activation the key?
LA English
DT Article
DE fauldines; teams; creativity; conflict
ID WORK GROUP DIVERSITY; INDIVIDUAL CREATIVITY; DECISION-MAKING; DEMOGRAPHIC FAULTLINES; ORGANIZATIONAL GROUPS; INTRAGROUP CONFLICT; SELE
PSYCHOLOGY; GROUP-PERFORMANCE
AB The purpose of this study was to use faultline theory to examine the effects of gender diversity on team creativity. Results from 80 teams working on an idea generation task indic
the number and overall creativity of ideas. However, gender faultlines that were not activated had no effect. Results also indicated that the relationship between activated gender
of conflict within the team. Specifically, emotional conflict partially mediated the effects of activated gender faultlines on the number of ideas generated. Implications are discusse
research.
C1 [Pearsall, Matthew J.; Ellis, Aleksander P. J.; Evans, Joel M.] Univ Arizona, Eller Coll Management, Tucson, AZ 85721 USA.
RP Pearsall, MJ (reprint author), Univ Arizona, Eller Coll Management, McClelland Hall 405T, Tucson, AZ 85721 USA.
EM mpearsal@email.arizona.edu
NR 92
TC 108
Z9 113
U1 5
U2 143
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
PY 2008
VL 93
IS 1
BP 225
EP 234
DI 10.1037/0021-9010.93.1.225
PG 10
GA 250UX
UT WOS:000252327900017
PM 18211148
DA 2020-06-08
ER
PT J
AU Guerrero, S
Herrbach, O
AF Guerrero, Sylvie
Herrbach, Olivier
TI The affective underpinnings of psychological contract fulfilment
LA English
DT Article
DE psychological contracts; organizational culture; affective psychology
ID PERCEIVED ORGANIZATIONAL SUPPORT; EMPLOYMENT RELATIONSHIP; AFFECTIVE RESPONSES; AFFECTIVE STATES; WORK; BEHAVIOR; CONSEQUENCES;251/309 BR
AB Purpose - The purpose of this paper is to present an empirical study of the link between psychological contract fulfilment and affective states at work. The paper argues that perc
variable that arises from the cognitive assessment of the exchange relationship between employer and employee and is in turn related to the generation of affective states at wor
Design/methodology/approach - The paper tests this assumption using a manager sample of 249 participants and a longitudinal design.
Findings - Perceived organizational support mediates the relationship between psychological contract fulfilment and workplace affect.
Research limitations/implications - Affect was not measured in real time, but through self-reports. Future research could study how and under what conditions psychological cont
Originality/value - One of the few studies that have sought to research the affective dimension of the psychological contract.
C1 [Herrbach, Olivier] Univ Montesquieu Bordeaux 6, Bordeaux, France.
[Herrbach, Olivier] ESC Rennes Sch Business, Rennes, France.
[Guerrero, Sylvie] Univ Quebec, Montreal, PQ H3C 3P8, Canada.
RP Herrbach, O (reprint author), Univ Montesquieu Bordeaux 6, Bordeaux, France.
EM olivier.herrbach@u-bordeaux4.fr
NR 40
TC 17
Z9 17
U1 0
U2 13
PI BINGLEY
SN 0268-3946
EI 1758-7778
J9 J MANAGE PSYCHOL
PY 2008
VL 23
IS 1
BP 4
EP 17
DI 10.1108/02683940810849639
PG 14
GA 306VS
UT WOS:000256276500001
DA 2020-06-08
ER
PT J
AU Maurer, TJ
Barbeite, FG
Weiss, EM
Lippstreu, M
AF Maurer, Todd J.
Barbeite, Frank G.
Weiss, Elizabeth M.
Lippstreu, Michael
TI New measures of stereotypical beliefs about older workers' ability and desire for development - Exploration among employees age 40 and over
LA English
DT Article
DE stereotypes; employee development; age discrimination; United States of America
ID SELF-EFFICACY; ATTITUDES; DISCRIMINATION; MALLEABILITY; PERCEPTIONS; PERFORMANCE; RETIREMENT; EMPLOYMENT; VARIABLES; BEHAVIOR
AB Purpose - The purpose of this paper is to introduce new measures of stereotypical beliefs about older workers' ability and desire for learning and development and test relationsh
Design/methodology/approach - In a sample of workers over 40 years of age from across the US workforce, a two-wave survey study was unique in that it examined stereotypes
behavior.
Findings - The psychometric qualities of the scales were positive and findings tied the stereotype measures to important outcome constructs involving retirement, interest in deve
Relationships of the stereotype measures also existed with antecedent variables, including experience with the stereotyped behavior and general beliefs about changes with agin
Research limitations/implications - These are critical constructs for managerial psychology in the coming decades, and the findings and measures presented here can contribute
also on younger workers' stereotypes and behavior toward older workers, which were not addressed here.
Practical implications - The measures can be used as diagnostic tools and the findings offer potential ideas for organizational policy or interventions to target stereotypes.
Originality/value - Because employee development is increasingly important and the workforce is rapidly aging, there is a need to understand development behavior by aging wo
lack of measures of these stereotypes and there is no research on the stereotypes by aging workers themselves.
C1 [Maurer, Todd J.] Georgia State Univ, Robinson Coll Business, Dept Managerial Sci, Atlanta, GA 30303 USA.
[Weiss, Elizabeth M.] Ohio State Univ, Columbus, OH 43210 USA.
[Lippstreu, Michael] APT Inc, Atlanta, GA USA.
RP Maurer, TJ (reprint author), Georgia State Univ, Robinson Coll Business, Dept Managerial Sci, Atlanta, GA 30303 USA.
EM tmaurer@gsu.edu
RI Holman, B.J. E-8868-2010
NR 56
TC 61
Z9 63
U1 3
U2 34
PI BINGLEY
SN 0268-3946
J9 J MANAGE PSYCHOL
PY 2008
VL 23
IS 4
BP 395
EP 418
252/309
DI 10.1108/02683940810869024
PG 24
GA 306WB
UT WOS:000256277500003
DA 2020-06-08
ER
PT J
AU Cropanzano, R
Paddock, L
Rupp, DE
Bagger, J
Baldwin, A
AF Cropanzano, Russell
Paddock, Layne
Rupp, Deborah E.
Bagger, Jessica
Baldwin, Amanda
TI How regulatory focus impacts the process-by-outcome interaction for perceived fairness and emotions
LA English
DT Article
DE organizational justice; regulatory focus theory; procedural justice
ID HIGH PROCEDURAL FAIRNESS; ORGANIZATIONAL JUSTICE; ORDINAL INTERACTIONS; TESTING HYPOTHESES; PSYCHOLOGY; INJUSTICE; DECISIONS; JUDGMEN
AB Judgments of fairness take into account at least two pieces of information-the outcome received and the process by which the outcome was assigned. Generally speaking, low le
unfavorable and the allocation process is deemed inappropriate. In this study, we investigate how regulatory focus theory can further our understanding of the process by outcom
to their earnings (a promotion focus) the typical effect is observed. However, when individuals are focused on maintaining something that is their own (a prevention focus) the mo
unfavorable outcome through a process that contains procedural safeguards. (C) 2006 Elsevier Inc. All rights reserved.
C1 [Cropanzano, Russell] Univ Arizona, Eller Coll Management, Dept Management & Org, Tucson, AZ 85721 USA.
[Paddock, Layne] Univ Florida, Coll Management, Dept Management, Gainesville, FL 32611 USA.
[Rupp, Deborah E.; Baldwin, Amanda] Univ Illinois, Inst Labor & Ind Relat, Dept Psychol, Champaign, IL 61820 USA.
[Bagger, Jessica] Calif State Univ Sacramento, Coll Business Adm, Sacramento, CA 95819 USA.
RP Cropanzano, R (reprint author), Univ Arizona, Eller Coll Management, Dept Management & Org, Tucson, AZ 85721 USA.
EM russell@eller.arizona.edu; layne.paddock@cba.ufl.edu; derupp@uiuc.edu; baggerj@email.arizona.edu; ambaldwi@uiuc.edu
RI PADDOCK, Elizabeth Layne D-2224-2010
NR 74
TC 25
Z9 29
U1 4
U2 50
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN
PY 2008
VL 105
IS 1
BP 36
EP 51
DI 10.1016/j.obhdp.2006.06.003
PG 16
GA 259YV
UT WOS:000252977700003
DA 2020-06-08
ER
PT J
AU van Vuuren, M
Veldkamp, BP
de Jong, MDT
Seydel, ER
AF van Vuuren, Mark
Veldkamp, Bernard P.
de Jong, Menno D. T.
Seydel, Erwin R.
TI Why work? Aligning foci and dimensions of commitment along the axes of the competing values framework
SO PERSONNEL REVIEW
LA English
DT Article
DE organizational behaviour; corporate strategy; competencies; motivation (psychology); ethics; job satisfaction
ID SELF-DETERMINATION THEORY; ORGANIZATIONAL COMMITMENT; OCCUPATIONAL COMMITMENT; 3-COMPONENT MODEL; VALUE CONGRUENCE; TURNOVER INT
METAANALYSIS; ANTECEDENTS
AB Purpose - This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understan
Design/methodology/approach - A survey from a hospital (n = 222) was analyzed on the relationships between organizational values, individual values, affective and normative c
Findings - Results supported the proposition that dimensions of commitment can be aligned along the flexibility-control axis of the competing values framework (CVF) and that th
axis of the CVF but, in line with recent findings, congruence effects were absent. 253/309
Research limitations/implications - Although small effect sizes were found, and results based on self-report have to be handled cautiously, the hypothesized pattern was found fo
commitment. This gives insights into the values associated with these types of commitments.
Practical implications - Specific values which are found to be related to specific kinds of commitment can direct strategies for influencing commitments in organizational contexts.
Originality/value - As specific values are linked to specific commitments, practitioners gain insight into which values may lead to a specific kind of commitment, enabling them to d
see how the CVF corresponds to newly developed insights into commitment research.
C1 [van Vuuren, Mark; Veldkamp, Bernard P.; de Jong, Menno D. T.; Seydel, Erwin R.] Univ Twente, Inst Behav Res, NL-7500 AE Enschede, Netherlands.
RP van Vuuren, M (reprint author), Univ Twente, Inst Behav Res, POB 217, NL-7500 AE Enschede, Netherlands.
EM h.a.vanvuuren@utwente.nl
RI De Jong, Menno A-7514-2014
OI De Jong, Menno 0000-0001-7128-6016
Veldkamp, Bernard 0000-0003-3543-2164
NR 70
TC 17
Z9 17
U1 0
U2 20
PI BINGLEY
SN 0048-3486
J9 PERS REV
JI Pers. Rev.
PY 2008
VL 37
IS 1-2
BP 47
EP 65
DI 10.1108/00483480810839969
PG 19
GA 272FN
UT WOS:000253845400003
DA 2020-06-08
ER
PT J
AU Verboon, P
van Dijke, M
AF Verboon, Peter
van Dijke, Marius
TI A self-interest analysis of justice and tax compliance: How distributive justice moderates the effect of outcome favorability
LA English
DT Article
DE tax compliance; distributive justices; outcome favorability; self-interest
ID ORGANIZATIONAL JUSTICE; INEQUITY; MOTIVATION; IDENTITY; DECISION; EQUITY; TRUST; NORMS; MODEL; LAW
AB Compliance with tax authorities has been studied mainly in the fields of economics and psychology. The focus has respectively been on self-interest motives and justice concern
divergent than is often thought. Specifically, we studied the moderating role of distributive justice on the relationship between outcome favorability and tax compliance in two cros
outcomes increase compliance because they decrease what can be gained from non-compliance. The present research addresses the role of distributive justice in this process.
long-term outcomes, favorable present outcomes now imply favorable future outcomes and unfavorable present outcomes now imply unfavorable future outcomes. Thus, we exp
outcome favorability and compliance. On the basis that unfair outcomes are believed to result from chance, outcome favorability should have a weaker relationship with complian
variables, this prediction was supported by both studies. (c) 2007 Elsevier B.V. All rights reserved.
C1 [Verboon, Peter; van Dijke, Marius] Open Univ, Dept Psychol, NL-6401 DL Heerlen, Netherlands.
RP Verboon, P (reprint author), Open Univ, Dept Psychol, PO 2960, NL-6401 DL Heerlen, Netherlands.
EM Peter.Verboon@ou.nl
RI Osuna, Luis E A-5858-2010
van Dijke, Marius C-8940-2013
NR 76
TC 23
Z9 23
U1 1
U2 15
PU ELSEVIER
PI AMSTERDAM
SN 0167-4870
EI 1872-7719
J9 J ECON PSYCHOL
PD DEC
PY 2007
VL 28
IS 6
BP 704
EP 727
DI 10.1016/j.joep.2007.09.004
PG 24
GA 250IP 254/309
UT WOS:000252293500006
DA 2020-06-08
ER
PT J
AU Kim, TY
Leung, K
AF Kim, Tae-Yeol
Leung, Kwok
TI Forming and reacting to overall fairness: A cross-cultural comparison
LA English
DT Article
DE organizational justice; overall fairness; cross-cultural differences; forming justice perceptions; origanizational justice; East Asian differences; job satisfaction; intent to leave
ID ORGANIZATIONAL JUSTICE; DISTRIBUTIVE JUSTICE; PROCEDURAL JUSTICE; POWER DISTANCE; WORK; MODEL; VALIDATION; PSYCHOLOGY; RESPONSES; CONF
AB This study compared the cross-cultural formation and reactions toward overall fairness perception of employees from the US, China, Korea, and Japan. Distributive justice was re
Japanese than for Chinese and Koreans. In contrast, interactional justice was related to overall fairness more strongly for Americans and Japanese than for Chinese and Korean
account of these cultural differences. In addition, overall fairness showed a stronger effect on turnover intention for Americans than for Chinese and Koreans. For job satisfaction
for Chinese, Koreans, and Japanese. Power distance seems to provide an adequate account of these cultural differences. (c) 2007 Elsevier Inc. All rights reserved.
C1 City Univ Hong Kong, Dept Management, Kowloon, Hong Kong, Peoples R China.
RP Kim, TY (reprint author), City Univ Hong Kong, Dept Management, 83 Tat Chee Ave, Kowloon, Hong Kong, Peoples R China.
EM bestkty@cityu.edu.hk
NR 47
TC 129
Z9 131
U1 1
U2 65
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD SEP
PY 2007
VL 104
IS 1
BP 83
EP 95
DI 10.1016/j.obhdp.2007.01.004
PG 13
GA 213CZ
UT WOS:000249644900006
DA 2020-06-08
ER
PT J
AU Klehe, UC
Anderson, N
AF Klehe, Ute-Christine
Anderson, Neil
TI Working hard and working smart: Motivation and ability during typical and maximum performance
LA English
DT Article
DE typical performance; maximum performance; motivation; ability
ID SOCIAL FACILITATION; SELF-EFFICACY; INTRINSIC MOTIVATION; JOB-PERFORMANCE; 5-FACTOR MODEL; PERSONALITY; DETERMINANTS; PREDICTORS; ORGAN
AB The distinction between what people can do (maximum performance) and what they will do (typical performance) has received considerable theoretical but scant empirical attent
participants performing an Internet-search task offers an initial test and verification of P. R. Sackett, S. Zedeck, and L. Fogli's (1988) model of typical versus maximum performan
effort exerted-rose significantly under the maximum performance condition. Consequently, the correlation between motivation-in the form of direction and level of effort-and perfo
the form of declarative knowledge and procedural skills-and performance increased under the maximum performance condition. Overall, results confirm the general propositions
findings, theory, practice, and directions for future studies of typical and maximum performance are discussed.
C1 Univ Amsterdam, Arbeids & Organisatiepsychol, Dept Work & Org Psychol, NL-1018 WB Amsterdam, Netherlands.
Univ Amsterdam, Amsterdam Business Sch, NL-1018 WB Amsterdam, Netherlands.
RP Klehe, UC (reprint author), Univ Amsterdam, Arbeids & Organisatiepsychol, Dept Work & Org Psychol, Roetersstr 15, NL-1018 WB Amsterdam, Netherlands.
EM u.klehe@uva.nl
NR 64
TC 41
Z9 42
U1 0
U2 69
PU AMER PSYCHOLOGICAL ASSOC/EDUCATIONAL PUBLISHING FOUNDATION
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
255/309
PD JUL
PY 2007
VL 92
IS 4
BP 978
EP 992
DI 10.1037/0021-9010.92.4.978
PG 15
GA 185JB
UT WOS:000247706200007
PM 17638459
DA 2020-06-08
ER
PT J
AU Klehe, UC
Anderson, N
AF Klehe, Ute-Christine
Anderson, Neil
TI The moderating influence of personality and culture on social loafing in typical versus maximum performance situations
LA English
DT Article
ID BEHAVIOR DESCRIPTION INTERVIEW; 5-FACTOR MODEL; JOB-PERFORMANCE; INTRINSIC MOTIVATION; FACILITATION; EXPLORATION; CONSTRUCTS; PSYCHOLO
AB The current paper combines research from personality, cultural, social, and work- and organizational psychology. More precisely, it addresses the motivating effects of situations
maximum performance conditions. It further tests how these effects are moderated by the three individual difference variables of conscientiousness, agreeableness, and openne
collectivism and power distance. Results reveal positive main effects for inherently motivating situations, maximum performance conditions, conscientiousness, agreeableness a
degree to which the situation invites social loafing and the typical vs maximum performance condition. These findings thus confirm a possible overlap between the theories of soc
power distance showed a number of surprising interactions that may, in part, account for cultural differences found in the social loafing literature. Implications for theory building,
C1 Univ Amsterdam, Programmagrp Arbeids & Org Psychol, NL-1018 WB Amsterdam, Netherlands.
Univ Amsterdam, Sch Business, NL-1018 WB Amsterdam, Netherlands.
RP Klehe, UC (reprint author), Univ Amsterdam, Programmagrp Arbeids & Org Psychol, Roetersstr 15, NL-1018 WB Amsterdam, Netherlands.
EM u.klehe@uva.nl
NR 70
TC 10
Z9 11
U1 0
U2 32
PU BLACKWELL PUBLISHING
PI OXFORD
PA 9600 GARSINGTON RD, OXFORD OX4 2DQ, OXON, ENGLAND
SN 0965-075X
PD JUN
PY 2007
VL 15
IS 2
BP 250
EP 262
DI 10.1111/j.1468-2389.2007.00385.x
PG 13
GA 177CI
UT WOS:000247130800010
DA 2020-06-08
ER
PT J
AU Anderson, N
AF Anderson, Neil
TI The practitioner-researcher divide revisited: Strategic-level bridges and the roles of IWO psychologists
LA English
DT Article
ID ORGANIZATIONAL-PSYCHOLOGY; WORK; INDUSTRIAL; KNOWLEDGE; JOOP
AB This paper responds to, and extends, the debate between Gelade, Wall, Symon and Hodgkinson in JOOP. In concluding that JOOP is fulfilling its remit for robust information exc
are proposed that (i) the Principle of Scientific Replication warrants full details of study methods being routinely published, (ii) any divide is reflective of a perfectly natural distanc
harmful as long as sufficient bridging mechanisms exist, (iii) several strategic-level bridging mechanisms do exist but need to be better utilized and (iv) as JOOP will be unable to
scientific outlet for pragmatic research in IWO psychology internationally.
C1 Univ Amsterdam, Sch Business, NL-1018 WB Amsterdam, Netherlands.
RP Anderson, N (reprint author), Univ Amsterdam, Sch Business, Roeterstr 11, NL-1018 WB Amsterdam, Netherlands.
EM N.PAnderson@uvo.nl
NR 29
TC 38
Z9 38 256/309
U1 0
U2 7
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD JUN
PY 2007
VL 80
BP 175
EP 183
DI 10.1348/096317907X187237
PN 2
PG 9
GA 181IP
UT WOS:000247430700001
DA 2020-06-08
ER
PT J
AU De Cremer, D
Tyler, TR
AF De Cremer, David
Tyler, Tom R.
TI The effects of trust in authority and procedural fairness on cooperation
LA English
DT Article
DE procedural justice; trust; cooperation; sincerity
ID ORGANIZATIONAL JUSTICE; CITIZENSHIP BEHAVIOR; RELATIONAL MODEL; SOCIAL DILEMMAS; RESEARCH AGENDA; LEADERSHIP; SELF; PSYCHOLOGY; VOICE
AB The present research examined the effect of procedural fairness and trust in an authority on people's willingness to cooperate with the authority across a wide range of social situ
information about whether an authority can be trusted moderates the effect of procedural fairness. If no trust information is available, procedural fairness influences people's reac
trustworthiness of the authority is present. In the present article, it is argued that information about whether the authority can or cannot be trusted may also moderate the effect of
Assuming that the use of fair procedures by authorities that cannot be trusted is less influential than is the enactment of procedures by trustworthy authorities, it is predicted that
on cooperation in such a way that procedural fairness has a positive effect on cooperation primarily when trust in authority is high. Results from 4 studies (2 experimental studies
interaction.
C1 Tilburg Univ, Dept Econ & Social Psychol, NL-5000 LE Tilburg, Netherlands.
NYU, Dept Psychol, New York, NY 10012 USA.
RP De Cremer, D (reprint author), Tilburg Univ, Dept Econ & Social Psychol, POB 90153, NL-5000 LE Tilburg, Netherlands.
EM d.decremer@uvt.nl
NR 45
TC 123
Z9 127
U1 5
U2 98
PU AMER PSYCHOLOGICAL ASSOC/EDUCATIONAL PUBLISHING FOUNDATION
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD MAY
PY 2007
VL 92
IS 3
BP 639
EP 649
DI 10.1037/0021-9010.92.3.639
PG 11
GA 164TP
UT WOS:000246257600004
PM 17484547
DA 2020-06-08
ER
PT J
AU Kivetz, Y
Tyler, TR
AF Kivetz, Yifat
Tyler, Tom R.
TI Tomorrow I'll be me: The effect of time perspective on the activation of idealistic versus pragmatic selves
LA English
DT Article
DE time perspective; self-activation; decision-making; idealism and pragmatism; identity and instrumental preferences 257/309
ID SELF-CONCEPT; SOCIAL COGNITION; MODEL; BEHAVIOR; JUSTICE; IDENTIFICATION; DISTINCTION; PERSONALITY; DISCREPANCY; DYNAMICS
AB It is widely accepted that the self-system is dynamic and consists of multiple selves that emerge under different contexts. The present research describes two types of diverging s
a synthesis of construal level theory with research on the self, we propose that a more distal time perspective activates an idealistic versus a pragmatic self. Self-activation, in tur
maximizing identity versus instrumental benefits. A series of five studies supported this conceptualization by demonstrating that: (a) distal rather than proximal time perspective e
(b) people construe themselves as relatively more idealistic than pragmatic when primed with a distal than proximal time perspective, and (c) self-activation mediates the effect o
boundary conditions and process measures that shed light on the interface between time, self, and preference. The final section discusses the theoretical implications for the lite
implications for organizational behavior, political psychology, and human decision-making. (c) 2006 Elsevier Inc. All rights reserved.
C1 NYU, Dept Psychol, New York, NY 10012 USA.
RP Kivetz, Y (reprint author), NYU, Dept Psychol, 6 Washington Pl, New York, NY 10012 USA.
EM yk363@nyu.edu
NR 75
TC 100
Z9 108
U1 3
U2 59
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAR
PY 2007
VL 102
IS 2
BP 193
EP 211
DI 10.1016/j.obhdp.2006.07.002
PG 19
GA 149XK
UT WOS:000245180000005
DA 2020-06-08
ER
PT J
AU Casper, WJ
Eby, LT
Bordeaux, C
Lockwood, A
Lambert, D
AF Casper, Wendy J.
Eby, Lillian T.
Bordeaux, Christopher
Lockwood, Angie
Lambert, Dawn
TI A review of research methods in IO/OB work-family research
LA English
CY APR 02-04, 2004
CL Chicago, IL
DE work-family; research methods; work-life
ID DUAL-EARNER COUPLES; JOB-RELATED OUTCOMES; INTER-ROLE CONFLICT; QUALITY-OF-LIFE; SITE CHILD-CARE; SOCIAL SUPPORT; EMPLOYED PARENTS; NON
AB A methodological review was conducted of work-family (WF) research published in industrial-organizational psychology and organizational behavior journals over a period of 24 y
individual studies published in 210 articles to categorize methodological features, including the research design, sources of data used, data analysis techniques, reliability and va
of the samples. Results support many of the criticisms of WF research and suggest that scholars publishing WF research in industrial-organizational psychology and organization
experimental research designs, gather more multisource data, and move beyond the individual level of analysis. Adopting more diverse conceptualizations of family, including a g
workers in occupations other than managerial or professional positions also appear warranted. Finally, methodological trends varied across specific WF content areas, which sug
knowledge of specific WF topics.
C1 Univ Texas, Coll Business Adm, Dept Management, Arlington, TX 76019 USA.
Univ Tulsa, Dept Psychol, Tulsa, OK 74104 USA.
Univ Georgia, Dept Psychol, Athens, GA 30602 USA.
Amer Psychol Associates, St Louis, MO USA.
RP Casper, WJ (reprint author), Univ Texas, Coll Business Adm, Dept Management, 701 South West St,Suite 215,POB 19467, Arlington, TX 76019 USA.
EM wjcasper@uta.edu
OI Casper, Wendy 0000-0003-3183-1432
NR 253
TC 346
Z9 352
U1 2
U2 103
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD JAN
258/309
PY 2007
VL 92
IS 1
BP 28
EP 43
DI 10.1037/0021-9010.92.1.28
PG 16
GA 123VK
UT WOS:000243324000003
PM 17227149
DA 2020-06-08
ER
PT J
AU Camilleri, E
AF Camilleri, Emanuel
TI Antecedents affecting public service motivation
SO PERSONNEL REVIEW
LA English
DT Article
DE public sector organizations; motivation (psychology); individual perception; employee relations
ID ORGANIZATIONAL COMMITMENT; FIT INDEXES; ETHOS; MODEL; WORK
AB Purpose - The purpose of this article is to examine various antecedents to establish their effect on public service motivation (PSM) and its four dimensions.
Design/methodology/approach - Five categories of antecedents were examined these included: personal attributes, role states, job characteristics, employee-leader relations, an
obtained through: structural equation modelling for the examination of multiple relationships between PSM and its dimensions, and the antecedents; and ANOVA for testing the in
Findings - This study provides some evidence to show that the PSM of public employees is mainly the result of the organisational environment surrounding them. The motivation
organisational setting are the most dominant predictors of the PSM dimensions.
Research limitations/implications - The empirical results presented in this study should be viewed as preliminary that necessitate further extensive empirical research.
Practical implications - The findings suggest that public sector management has the task of creating a proper and appropriate climate for its employees. Furthermore, PSM has g
to have a positive impact on the job behaviour of individuals in particular, job satisfaction and fulfilment, and their respective level of performance. It is therefore important that pu
its employees.
Originality/value - This paper contributes to the literature regarding PSM by examining the relationship between dominant antecedents and the dimensions of PSM, and presents
relationships.
C1 Minist Finance, Valletta, Malta.
RP Camilleri, E (reprint author), Minist Finance, Valletta, Malta.
EM a.camilleri@gov.mt
NR 54
TC 71
Z9 71
U1 1
U2 35
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2007
VL 36
IS 3
BP 358
EP 377
DI 10.1108/00483480710731329
PG 20
GA 167PT
UT WOS:000246464300002
DA 2020-06-08
ER
PT J
AU McDaniel, MA
Rothstein, HR
Whetzel, DL
AF McDaniel, Michael A.
Rothstein, Hannah R.
Whetzel, Deborah L.
TI Publication bias: A case study of four test vendors
LA English
DT Article
ID PERSONNEL-SELECTION; COGNITIVE-ABILITY; INTEGRITY TESTS; VALIDITY; METAANALYSIS; PERSONALITY; PERFORMANCE; EMPLOYMENT; FACTS
AB This article has 2 goals. First, we discuss publication bias and explain why it presents a potential problem for industrial and organizational psychology. After reviewing the traditio
sophisticated method of publication bias analysis (trim and fill), which has been developed in the medical literature but is largely unfamiliar to industrial and organizational psycho
applying it to validity information reported in the technical manuals of 4 test vendors. In doing so, we assess the likelihood that criterion-related validity information provided by te
validity distributions, we found evidence of either no or minimal bias for 2 of the vendors' distributions and evidence of moderate-to-severe bias in at least I distribution from each
was found, we noted instances in which the publishers tended to report only statistically significant correlations and that this practice was detected using publication bias method
C1 Virginia Commonwealth Univ, Dept Management, Sch Business, Richmond, VA 23284 USA.
CUNY Bernard M Baruch Coll, New York, NY 10010 USA.
RP McDaniel, MA (reprint author), Virginia Commonwealth Univ, Dept Management, Sch Business, Med Coll Virginia Campus, Richmond, VA 23284 USA. 259/309
EM mamcdani@vcu.edu
RI Rothstein, Hannah G-2286-2011
NR 48
TC 86
Z9 86
U1 0
U2 15
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD WIN
PY 2006
VL 59
IS 4
BP 927
EP 953
DI 10.1111/j.1744-6570.2006.00059.x
PG 27
GA 112OD
UT WOS:000242534800006
DA 2020-06-08
ER
PT J
AU Symon, G
Cassell, C
AF Symon, Gillian
Cassell, Catherine
TI Neglected perspectives in work and organizational psychology
LA English
DT Article
ID PARADIGM; MANAGEMENT; REFLEXIVITY
AB In this editorial we suggest that work and organizational psychology has tended to overlook the insights to be gained from 'alternative' perspectives such as interpretivism, critica
normative and positivist studies of organizational life. While paradigmatic conformity is argued by some to have the benefit of providing a coherent knowledge base, we argue tha
constrained practices. In any case, such a focus may be partly a default option rather than a conscious choice, fostered by assumptions of what constitutes 'good' research which
other perspectives. As a consequence, this special section aims to illustrate the insights to be gained from adopting such 'alternative' perspectives on topics of contemporary inte
of women in the workforce, collaborative (cross-agency) work, advanced technological change and stress at work.
C1 Univ London Birkbeck Coll, Dept Organizat Psyhcol, London WC1E 7HX, England.
Manchester Business Sch, Management & Org Div, Manchester M15 6PB, Lancs, England.
RP Symon, G (reprint author), Univ London Birkbeck Coll, Dept Organizat Psyhcol, Malet St, London WC1E 7HX, England.
EM g.symon@bbk.ac.uk
NR 33
TC 21
Z9 21
U1 0
U2 9
PI LEICESTER
SN 0963-1798
PD SEP
PY 2006
VL 79
BP 307
EP 314
DI 10.1348/096317906X109676
PN 3
PG 8
GA 090GF
UT WOS:000240938000001
DA 2020-06-08
ER
PT J
AU Millward, LJ
AF Millward, Lynne J.
TI The transition to motherhood in an organizational context: An interpretative phenomenological analysis
LA English
DT Article
260/309
ID MATERNITY LEAVE; WORK; PSYCHOLOGY; ATTACHMENT; IDENTITY; EMPLOYEE; POLICIES
AB Most of the extant literature on maternity issues is survey based, primarily concerned with identifying the predictors of return to work. The current study aims instead to understan
interviewed during pregnancy, 8 women were followed through to their return to work. Their interviews were analysed using interpretative phenomenological analysis to identify tr
master themes: changes of identity (involving feelings of gradual invisibility as a valued employee, acquisition of a 'mother' identity creating return dilemmas and efforts to revalid
mother); and changed psychological contracts (pertaining to the fulfilment of mutual expectations). Overall, women appeared to struggle subjectively with prevailing their rights, n
maintaining their identity as valued and functional members of the organization. The findings can be conceptualized within existing theoretical frameworks (e.g. Psychological Co
implications for a more effective management of the transition process from pregnancy to return to work.
C1 Univ Surrey, Dept Psychol, Sch Human Sci, Guildford HU2 7HX, Surrey, England.
RP Millward, LJ (reprint author), Univ Surrey, Dept Psychol, Sch Human Sci, Guildford HU2 7HX, Surrey, England.
EM L.Purvis@surrey.ac.uk
NR 59
TC 56
Z9 56
U1 0
U2 23
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2006
VL 79
BP 315
EP 333
DI 10.1348/096317906X110322
PN 3
PG 19
GA 090GF
UT WOS:000240938000002
DA 2020-06-08
ER
PT J
AU Bicknell, M
Liefooghe, A
AF Bicknell, Martin
Liefooghe, Andreas
TI The art of stress
LA English
DT Article
ID MANAGEMENT; FOUCAULT; HISTORY
AB This article argues that the later work of Foucault, notably that set out in The History of Sexuality, can make a useful contribution to organizational and occupational psychology. I
workers during interviews, using concepts informed by this work. Such a method of analysing a key work experience takes us beyond the positivism that dominates the large stre
creation of oneself as a work of art and the moral problematization of pleasure, rather than the more commonly applied surveillance and disciplinary controls. We consider stress
heterogeneity of these stress accounts and self-portraits. We note that creation of self may itself be a 'stressful' process. This use of Foucault allows a rich reading of stress disco
organizational and occupational research.
C1 Univ London, London, England.
RP Bicknell, M (reprint author), Dept Organizat Psychol, Malet St, London WC1E 7HX, England.
EM martinbicknell@aol.com
NR 45
TC 8
Z9 8
U1 0
U2 3
PI LEICESTER
SN 0963-1798
PD SEP
PY 2006
VL 79
BP 377
EP 394
DI 10.1348/096317906X105706
PN 3
PG 18
GA 090GF
UT WOS:000240938000005
DA 2020-06-08
ER
PT J
261/309
AU Dick, P
Nadin, S
AF Dick, Penny
Nadin, Sara
TI Reproducing gender inequalities? A critique of realist assumptions underpinning personnel selection research and practice
LA English
DT Article
ID WORK FAMILY ISSUES; OCCUPATIONAL SEGREGATION; MANAGEMENT; DISCOURSE; CULTURE; MEN; WOMEN; RESPONSIVENESS; MASCULINITY; IDENTITIES
AB Occupational discrimination and segregation along gendered lines continue to be seen as problematic throughout the UK and the USA. Women continue to be attracted to occup
secretarial and personal service work, and inequalities persist even when women enter traditional male domains such as management. Work psychology's chief, though indirect,
research, where methods aimed at helping organizations to make more fair and unbiased selection decisions have been carefully examined. Our aim in this paper is to argue tha
the position of women (and other minorities) in work organizations. The processes that are fundamental to organizational attraction and adjustment cannot, we contend, be unde
organizational and individual characteristics as context independent realities. Drawing on critical management research and using the specific example of police work, we argue
understood as social constructions that, when deconstructed, illuminate more powerfully how processes that lead to the relative subordination of women (and other groups) are b
C1 Univ Sheffield, Sch Management, Sheffield S1 4DT, S Yorkshire, England.
Univ Bradford, Sch Management, Bradford BD7 1DP, W Yorkshire, England.
RP Dick, P (reprint author), Univ Sheffield, Sch Management, 9 Mappin St, Sheffield S1 4DT, S Yorkshire, England.
EM p.dick@sheffield.oc.uk
OI Nadin, Sara 0000-0003-2342-9216
NR 96
TC 20
Z9 21
U1 0
U2 15
PI LEICESTER
SN 0963-1798
PD SEP
PY 2006
VL 79
BP 481
EP 498
DI 10.1348/096317905X68709
PN 3
PG 18
GA 090GF
UT WOS:000240938000010
DA 2020-06-08
ER
PT J
AU Zemba, Y
Young, MJ
Morris, MW
AF Zemba, Yuriko
Young, Maia J.
Morris, Michael W.
TI Blaming leaders for organizational accidents: Proxy logic in collective- versus individual-agency cultures
LA English
DT Article
DE blame; attribution; managers; organization; accident; culture; group; proxy
ID RESPONSIBILITY ATTRIBUTION; PSYCHOLOGY; PUNISHMENT; PERCEPTION
AB The current research investigates whether observers blame leaders for organizational accidents even when these managers are known to be causally uninvolved. Past research
the managers are perceived to have personally played a causal role. The present research argues that East Asian perceivers, who are culturally oriented to focus on the causal i
Y. (1999). Culture and the construal of agency: Attribution to individual versus group dispositions. Journal of Personality and Social Psychology, 76, 701-717.], blame managers b
behavior of the individual managers. We argue that perceivers first assign responsibility to the collectivity, the organizational unit or some group within it, and then extend respon
a series of studies with a community sample in Japan and matched student samples of Japanese and Americans. Results show that perceivers who are culturally oriented to foc
Americans; Asian Americans, more so than European Americans) blame leaders through proxy logic. Implications of this intuitive logic and of the cultural difference are discusse
C1 Univ Tokyo, Tokyo, Japan.
Univ Calif Los Angeles, Los Angeles, CA 90024 USA.
Columbia Univ, New York, NY 10027 USA.
RP Zemba, Y (reprint author), Univ Tokyo, Tokyo, Japan.
EM zemba@y.email.ne.jp
NR 34
TC 47
Z9 49
U1 1
U2 26
PI SAN DIEGO
SN 0749-5978
PD SEP
PY 2006
VL 101 262/309
IS 1
BP 36
EP 51
DI 10.1016/j.obhdp.2006.04.007
PG 16
GA 097QL
UT WOS:000241463000003
DA 2020-06-08
ER
PT J
AU Haslam, SA
Ryan, MK
Postmes, T
Spears, R
Jetten, J
Webley, P
AF Haslam, S. Alexander
Ryan, Michelle K.
Postmes, Tom
Spears, Russell
Jetten, Jolanda
Webley, Paul
TI Sticking to our guns: social identity as a basis for the maintenance of commitment to faltering organizational projects
LA English
DT Article
ID GROUP IDENTIFICATION; SELF-CATEGORIZATION; DECISION-MAKING; WORK MOTIVATION; IN-GROUP; GROUPTHINK; PSYCHOLOGY; INDIVIDUALS; ESCALATION;
AB What leads some people to maintain commitment to faltering organizational projects while others abandon them? Building on previous work that has examined the link between s
associated with groupthink, this paper argues that one key determinant of continued commitment to group projects is the extent to which group members define themselves in te
hypothesis is tested in two experiments that manipulate social identity salience and monitor attitudinal and financial commitment to an organizational project that encounters incre
experimentally induced social identification leads to sustained commitment to the project across three temporal phases, while individuation of participants leads to a loss of faith a
theoretical understanding of the important role played by social identity in unfolding patterns of organizational and team commitment. Copyright (c) 2006 John Wiley & Sons, Ltd.
C1 Univ Exeter, Sch Psychol, Exeter EX4 4QG, Devon, England.
Cardiff Univ, Sch Psychol, Cardiff, Wales.
RP Haslam, SA (reprint author), Univ Exeter, Sch Psychol, Exeter EX4 4QG, Devon, England.
EM A.Haslam@exeter.ac.uk
RI Jetten, Jolanda H-3285-2014
Spears, Russell A-1804-2010
Spears, Russell E-8279-2014
Ryan, Michelle B-5035-2009
Postmes, Tom A-9004-2010
OI Jetten, Jolanda 0000-0002-7588-5355
Spears, Russell 0000-0001-5244-0575
Haslam, Alex 0000-0001-9523-7921
Postmes, Tom 0000-0002-8029-7398
NR 81
TC 62
Z9 64
U1 1
U2 35
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD AUG
PY 2006
VL 27
IS 5
BP 607
EP 628
DI 10.1002/job.370
PG 22
GA 067SS
UT WOS:000239323500005
DA 2020-06-08
ER
PT J
AU Hogg, MA
Fielding, KS
Johnson, D
Masser, B
Russell, E
Svensson, A
263/309
AF Hogg, Michael A.
Fielding, Kelly S.
Johnson, Daniel
Masser, Barbara
Russell, Emily
Svensson, Alicia
TI Demographic category membership and leadership in small groups: A social identity analysis
LA English
DT Article
DE social identity; gender; demographic categories; ambivalent sexism
ID CATEGORIZATION THEORY; TRANSFORMATIONAL LEADERSHIP; DIFFERENTIATING HOSTILE; ORGANIZATIONAL CONTEXTS; SELF-CATEGORIZATION; AMBIVALEN
GENDER; BEHAVIOR
AB Developing the social identity theory of leadership (e.g., [Hogg, M. A. (2001). A social identity theory of leadership. Personality and Social Psychology Review, 5, 184-200]), an e
identify more strongly with their group (salience) their evaluations of leadership effectiveness become more strongly influenced by the extent to which their demographic stereoty
group (prototypicality). Participants, with more or less traditional gender attitudes (orientation), were members, under high or low group salience conditions (salience), of non-inte
group norms (norm), and a male or female leader (leader gender). As predicted, these four variables interacted significantly to affect perceptions of leadership effectiveness. Rec
and leader gender produced a single prototypicality variable. Irrespective of participant gender, prototypical leaders were considered more effective in high then low salience grou
effective than less prototypical leaders. Alternative explanations based on status characteristics and role incongruity theory do not account well for the findings. Implications of th
identity analysis of the impact of demographic group membership on leadership in small groups are discussed. (c) 2006 Elsevier Inc. All rights reserved.
C1 Claremont Grad Univ, Sch Behav & Org Sci, Claremont, CA 91711 USA.
Univ Queensland, Sch Psychol, Brisbane, Qld 4072, Australia.
RP Hogg, MA (reprint author), Claremont Grad Univ, Sch Behav & Org Sci, 123 E 8 St, Claremont, CA 91711 USA.
EM michael.hogg@cgu.edu
RI Fielding, Kelly A-6023-2011
Masser, Barbara M A-7900-2018
Johnson, Daniel J-1028-2012
OI Masser, Barbara M 0000-0001-9385-6497
Johnson, Daniel 0000-0003-1088-3460
FIELDING, Kelly 0000-0001-5301-0331
NR 77
TC 51
Z9 51
U1 6
U2 48
PI NEW YORK
SN 1048-9843
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD AUG
PY 2006
VL 17
IS 4
BP 335
EP 350
DI 10.1016/j.leaqua.2006.04.007
PG 16
GA 072NJ
UT WOS:000239679800002
DA 2020-06-08
ER
PT J
AU O'Driscoll, MP
Pierce, JL
Coghlan, AM
AF O'Driscoll, Michael P.
Pierce, Jon L.
Coghlan, Ann-Marie
TI The psychology of ownership - Work environment structure, organizational commitment, and citizenship behaviors
LA English
DT Article
DE psychological ownership; work environment; organizational citizenship; organizational commitment
ID JOB DEMANDS; SATISFACTION; TECHNOLOGY; PARTICIPATION
AB This study explored a potential mediating role of psychological ownership (of the job and the organization) in the relationship between levels of work environment structure and e
workers and their managers. It was reasoned that low levels of work environment structure permit employees to exercise more personal control, have greater knowledge (of their
into their work. Hence, less structured work environments are more conducive to the development of feelings of psychological ownership for the job and organization than are mo
control. Results from this investigation suggest that psychological ownership (especially feelings of ownership for the organization) mediates the relationship of work environmen
organizational commitment.
C1 Univ Minnesota, Duluth, MN 55812 USA.
Univ Waikato, Hamilton, New Zealand.
RP O'Driscoll, MP (reprint author), Univ Waikato, Hamilton, New Zealand.
RI Edwards, Mark A E-4791-2010
NR 49
TC 92
Z9 96
U1 2
U2 74
PU SAGE PUBLICATIONS INC 264/309
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD JUN
PY 2006
VL 31
IS 3
BP 388
EP 416
DI 10.1177/1059601104273066
PG 29
GA 043UJ
UT WOS:000237627400006
DA 2020-06-08
ER
PT J
AU Semadar, A
Robins, G
Ferris, GR
AF Semadar, Assaf
Robins, Garry
Ferris, Gerald R.
TI Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance
LA English
DT Article
ID EMOTIONAL INTELLIGENCE; SELF-EFFICACY; POLITICAL SKILL; WORK; LEADERSHIP; PERSONALITY; PSYCHOLOGY; VALIDATION; DIMENSIONS
AB Social effectiveness constructs have been receiving increased attention in organizational research. However, the proliferation of such constructs raises questions of their relative
multivariate comparison. The current study examined four social effectiveness constructs (i.e., self-monitoring, leadership self-efficacy, emotional intelligence and political skill) in
correlations showed that performance was predicted by social effectiveness constructs with the exception of self-monitoring. Multiple regression analyses, using gender and seni
predictor and that it has significant incremental validity in the prediction of performance over the prediction provided by the other three social effectiveness constructs as a set. St
directions for future research. Copyright (c) 2006 John Wiley & Sons, Ltd.
C1 Univ Melbourne, Dept Psychol, Parkville, Vic 3052, Australia.
Florida State Univ, Coll Business, Dept Management, Tallahassee, FL 32306 USA.
RP Semadar, A (reprint author), 32 Bareket St, IL-90805 Mevasert Zion, Israel.
EM asemadar@unimelb.edu.au
NR 59
TC 162
Z9 169
U1 1
U2 54
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUN
PY 2006
VL 27
IS 4
BP 443
EP 461
DI 10.1002/job.385
PG 19
GA 046OO
UT WOS:000237821100003
DA 2020-06-08
ER
PT J
AU Stewart, GL
Nandkeolyar, AK
AF Stewart, GL
Nandkeolyar, AK
TI Adaptation and intraindividual variation in sales outcomes: Exploring the interactive effects of personality and environmental opportunity
LA English
DT Article
ID SITUATIONAL PERFORMANCE CONSTRAINTS; JOB-PERFORMANCE; DYNAMIC CRITERIA; CRITICAL REANALYSIS; WORK PERFORMANCE; INDIVIDUAL-DIFFERENC
FRAMEWORK; EXPERIENCE; STABILITY
AB Many practices in the field of industrial-organizational psychology assume that individual performance is stable across time; yet, little is actually known about the extent to which
this issue by exploring the longitudinal influence of a situational opportunity (referrals received from the central office) on intraindividual performance outcomes of sales represent
Experience as traits that explain variation in adaptation to changes in referrals. Our results show that more weekly variation in individual performance resides within individuals th
265/309
by the situational opportunity of referrals. Furthermore, the positive relationship between referrals and outcomes is stronger for sales representatives high on Conscientiousness,
Experience.
C1 Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
RP Stewart, GL (reprint author), Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
EM greg-stewart@uiowa.edu
RI Nandkeolyar, Amit F-1390-2015
OI Nandkeolyar, Amit 0000-0003-0276-6934
NR 74
TC 33
Z9 34
U1 1
U2 31
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SUM
PY 2006
VL 59
IS 2
BP 307
EP 332
DI 10.1111/j.1744-6570.2006.00016.x
PG 26
GA 036IK
UT WOS:000237064600002
DA 2020-06-08
ER
PT J
AU Kuvaas, B
AF Kuvaas, B
TI Work performance, affective commitment, and work motivation: the roles of pay administration and pay level
LA English
DT Article
ID PERCEIVED ORGANIZATIONAL SUPPORT; INTRINSIC MOTIVATION; SELF-DETERMINATION; JOB-SATISFACTION; NORMATIVE COMMITMENT; EMPLOYEE ATTITUDES
OWNERSHIP
AB The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine
Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collectiv
organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit sup
of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self-reported work performance and affective unit commitment, and that th
Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directio
organizations are discussed. Copyright (c) 2006 John Wiley & Sons, Ltd.
C1 Norwegian Sch Managment, Dept Leadership & Org Management, N-0442 Oslo, Norway.
RP Kuvaas, B (reprint author), Norwegian Sch Managment, Dept Leadership & Org Management, Nydalsveien 37, N-0442 Oslo, Norway.
EM bard.kuvaas@bi.no
NR 82
TC 135
Z9 136
U1 6
U2 172
PI CHICHESTER
SN 0894-3796
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2006
VL 27
IS 3
BP 365
EP 385
DI 10.1002/job.377
PG 21
GA 035LN
UT WOS:000237002600006
DA 2020-06-08
ER
PT J
AU Goncalo, JA
266/309
Staw, BM
AF Goncalo, Jack A.
Staw, Barry M.
TI Individualism-collectivism and group creativity
LA English
DT Article
DE individualism; collectivism; group creativity; brainstorming; divergent thinking
ID ORGANIZATIONAL CULTURE; BRAINSTORMING GROUPS; SELF; INSTRUCTIONS; CONFORMITY; PSYCHOLOGY; INNOVATION; MAJORITY; MODEL
AB Current research in organizational behavior suggests that organizations should adopt collectivistic values because they promote cooperation and productivity, while individualistic
conflict and opportunism. In this paper, we highlight one possible benefit of individualistic values that has not previously been considered. Because individualistic values can enco
is a desired outcome. Although we hypothesize that individualistic groups should be more creative than collectivistic groups, we also consider an important competing hypothesis
they might be more creative than individualistic groups when given explicit instructions to be creative. The results did not support this competing hypothesis and instead show tha
creative than collectivistic groups given the same instructions. These results suggest that individualistic values may be beneficial, especially when creativity is a salient goal. (c) 2
C1 Cornell Univ, Sch Ind & Labor Relat, Ithaca, NY 14853 USA.
Univ Calif Berkeley, Haas Sch Business, Berkeley, CA 94720 USA.
RP Goncalo, JA (reprint author), Cornell Univ, Sch Ind & Labor Relat, Ithaca, NY 14853 USA.
EM jag97@cornell.edu; staw@haas.berkeley.edu
NR 68
TC 266
Z9 272
U1 6
U2 132
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD MAY
PY 2006
VL 100
IS 1
BP 96
EP 109
DI 10.1016/j.obhdp.2005.11.003
PG 14
GA 043DZ
UT WOS:000237581200007
DA 2020-06-08
ER
PT J
AU Idsoe, T
AF Idsoe, T
TI Job aspects in the School Psychology Service: Empirically distinct associations with positive challenge at work, perceived control at work, and job attitudes
LA English
DT Article
ID COVARIANCE STRUCTURE-ANALYSIS; ORGANIZATIONAL COMMITMENT; TASK DESIGN; SATISFACTION; MODEL; INVOLVEMENT; VALIDITY; METAANALYSIS;
AB Activities within the Norwegian School Psychology Service traditionally concentrate on assessment of individuals in need and report writing (individual-level treatment). In
preschool/school staff with tools to prevent the emergence of problems (systemic-level prevention) has been in demand. This study investigates the predictive value of th
Service using the outcome variables job satisfaction, job involvement, and organizational commitment among employees. It also looks at to what extent such association
control at work. Self-reported data were collected from 470 School Psychology counsellors within 121 offices. Structural equation modelling suggested that the preventive
the traditional job aspect was not. Furthermore, these associations were partially mediated by positive challenge at work and perceived control at work. Control for age di
any substantive way. Occupational group did not moderate the associations. Alternative models were tested. Implications are discussed.
C1 Universidad Stavanger, Ctr Behav Res, N-4036 Stavanger, Noruega.
RP Idsoe, T (autor de la reimpresión), Univ Stavanger, Ctr Behav Res, N-4036 Stavanger, Noruega.
EM thormod.idsoe@his.no
NR 62 62
TC 55
Z9 66
U1 00
U2 17
PU PRENSA DE PSICOLOGÍA
Pi HOVE
Pensilvania 27 IGLESIA RD, HOVE BN3 2FA, SUSSEX DEL ESTE, INGLATERRA
SN 1359-432X
J9 EUR J ORGANISMO DE TRABAJO PSY
JI EUR. J. Órgano de trabajo. Psychol
PD MAR
PY 2006
VL 15
ES 1
BP 46
EP 72
DI 10.1080 / 13594320500411514 267/309
PG 27
CAROLINA
DEL SUR
Georgia 023LY
Utah WOS: 000236129400003
DA 2020-06-08
ER
PT J
AU Roberson, QM
Stevens, CK
AF Roberson, QM
Stevens, CK
TI Dar sentido a la diversidad en el lugar de trabajo: justicia organizacional y abstracción del lenguaje en las cuentas de los empleados sobre incidentes relacionados con
ENTONCES REVISTA DE PSICOLOGÍA APLICADA
LA Inglés
DT Artículo
Delaware diversidad; justicia; idioma; abstracción; creación de sentido
CARNÉ DE
BIAS LINGÜÍSTICAS DE GRUPOS JUSTICIA; ADMINISTRACIÓN; DISCRIMINACIÓN; EXPECTANCIAS Heurística; PSICOLOGÍA; MUJER; CARRERA
IDENTIDAD
AB Para discernir los patrones de sentido de los empleados sobre la diversidad en el lugar de trabajo, los autores analizaron 751 relatos en lenguaje natural de incidentes
gran organización. Surgieron seis tipos de incidentes genéricos: discriminación, representación, tratamiento por parte de la gerencia, relaciones laborales, respeto entre
los incidentes que los encuestados consideraron negativos, relatos de mujeres y aquellos que involucraban a miembros de grupos de encuestados tenían más probabil
con la investigación sobre el sesgo lingüístico intergrupal, tanto las cuentas negativas como las positivas que involucraban a miembros de grupos externos y las cuenta
formas verbales abstractas. Los autores discuten las oportunidades futuras para integrar la investigación sobre la diversidad,
C1 Cornell Univ, Sch Ind & Labor Relat, Ithaca, NY 14853 Estados Unidos.
Univ Maryland, Robert H Smith Sch Business, Dept Management & Org, College Pk, MD 20742 EE. UU.
RP Roberson, QM (autor de la reimpresión), Cornell Univ, Sch Ind & Labor Relat, 393 Ives Hall, Ithaca, NY 14853 EE. UU.
EM qmr3@cornell.edu
NR 76
TC 78
Z9 78
U1 2
U2 54
PU ASSOC PSICOLÓGICO AMER
Pi WASHINGTON
Pensilvania 750 FIRST ST NE, WASHINGTON, DC 20002-4242 EE. UU.
SN 0021-9010
EI 1939-1854
J9 J APPL PSICOL
JI J. Appl. Psychol
PD MAR
PY 2006
VL 91 91
ES 2
BP 379
EP 391
DI 10.1037 / 0021-9010.91.2.379
PG 13
CAROLINA
DEL SUR
Georgia 027AU
Utah WOS: 000236386100010
PM 16551190
DA 2020-06-08
ER
PT J
AU Nicholson, N
Blanco, R
AF Nicholson, N
Blanco, R
TI Darwinismo: ¿un nuevo paradigma para el comportamiento organizacional?
ENTONCES REVISTA DE COMPORTAMIENTO ORGANIZACIONAL
LA Inglés
DT Artículo
CARNÉ DE
YABBA-DABBA-DOO; PSICOLOGÍA EVOLUTIVA
IDENTIDAD
AB The Special Issue reflects a growing interest in Darwinian ideas and their increasing application to work and organizational issues, analyzes factors that have impeded it
growth. After a brief introduction to key concepts in the new Darwinism, some histories, and controversies are traced. Causes for the particularly slow uptake of the para
some of the common misconceptions and incorrect attributions that have been leveled at evolutionary theory. The paper then overviews the scope and contents of the S
prospects for the field. The authors argue that the paradigm has compelling significance and wide applicability to the full range of OB topics and interests. Copyright (c) 2
C1 London Business Sch, Dept Org Behav, London NW1 4SA, England.
Univ Western Ontario, London, ON N6A 3K7, Canada.
RP Nicholson, N (reprint author), London Business Sch, Dept Org Behav, Regents Pk, London NW1 4SA, England.
268/309
EM nnicholson@london.edu
RI Nicholson, Nigel C-8122-2014
White, Roderick B-5789-2008
OI White, Roderick 0000-0001-5288-8257
NR 37
TC 24
Z9 24
U1 0
U2 8
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAR
PY 2006
VL 27
IS 2
BP 111
EP 119
DI 10.1002/job.345
PG 9
GA 018NL
UT WOS:000235771100001
DA 2020-06-08
ER
PT J
AU Avery, DR
McKay, PF
AF Avery, DR
McKay, PF
TI Target practice: An organizational impression management approach to attracting minority and female job applicants
LA English
CT 64th Annual Meeting of the Academy-of-Management
CY AUG 06-11, 2004
CL New Orleans, LA
SP Acad Management
ID EQUAL-EMPLOYMENT OPPORTUNITY; AFFIRMATIVE-ACTION; IDENTITY SALIENCE; SOCIAL IDENTITY; ETHNIC-IDENTITY; RACIAL-IDENTITY; CORPORATE IMAGE; R
AB On account of a number of factors, many companies have increased recruitment targeting female and ethnic or racial minority job applicants. Despite evidence suggesting that th
applicants and an abundance of recruitment tactics suggested in the popular press, no empirically based approach to recruiting these populations has emerged. This article revie
management, recruitment, marketing, and social psychology and provides a framework to assist practitioners in attracting minority and female job applicants. In addition, several
C1 Rutgers State Univ, Sch Business, Camden, NJ 08102 USA.
Univ Wisconsin, Dept Management, Milwaukee, WI USA.
RP Avery, DR (reprint author), Rutgers State Univ, Sch Business, 227 Penn St, Camden, NJ 08102 USA.
EM davery@camden.rutgers.edu
RI Holman, B.J. E-8868-2010
NR 146
TC 131
Z9 133
U1 6
U2 90
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SPR
PY 2006
VL 59
IS 1
BP 157
EP 187
DI 10.1111/j.1744-6570.2006.00807.x
PG 31
GA 012SW
UT WOS:000235360900006
DA 2020-06-08
ER
PT J 269/309
AU Stewart, I
Barnes-Holmes, D
Barnes-Holmes, Y
Bond, FW
Hayes, SC
AF Stewart, Ian
Barnes-Holmes, Dermot
Barnes-Holmes, Yvonne
Bond, Frank W.
Hayes, Steven C.
TI Relational Frame Theory and industrial/organizational psychology
LA English
DT Article
DE Relational Frame Theory; industrial organizational psychology; rules; self
ID DISCRIMINATION RESPONSE FUNCTIONS; ORGANIZATIONAL-BEHAVIOR MANAGEMENT; ARBITRARILY APPLICABLE RELATIONS; STIMULUS EQUIVALENCE; COMM
ACCORDANCE; ACCEPTANCE; LANGUAGE
AB The current paper argues that a Relational Frame Theory account of complex human behavior including an analysis of relational frames, relational networks, rules and the conce
phenomena in the applied science of industrial/organizational (I/O) psychology. In this article, we first provide a brief description of I/O psychology itself. We then expand on the c
how it addresses rule-governance. Finally we illustrate, using relevant examples, the ways in which these concepts can be used to understand behavior in the I/O arena.
C1 Natl Univ Ireland, Dept Psychol, Galway, Ireland.
Natl Univ Ireland, Maynooth, Kildare, Ireland.
Univ London Goldsmiths Coll, London SE14 6NW, England.
Univ Nevada, Reno, NV 89557 USA.
RP Stewart, I (reprint author), Natl Univ Ireland, Dept Psychol, Galway, Ireland.
EM ian.stewart@nuigaway.ie
RI Hayes, Steven C. AAB-9336-2019
Hayes, Steven C F-9306-2012
OI Hayes, Steven C. 0000-0003-4399-6859
Hayes, Steven C 0000-0003-4399-6859
Stewart, Ian 0000-0001-5128-3897
Barnes-Holmes, Yvonne 0000-0002-5618-8984
NR 95
TC 16
Z9 17
U1 0
U2 17
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2006
VL 26
IS 1-2
BP 55
EP 90
DI 10.1300/J075v26n01_03
PG 36
GA 118AW
UT WOS:000242915400003
DA 2020-06-08
ER
PT J
AU Tai, WT
AF Tai, WT
TI Effects of training framing, general self-efficacy and training motivation on trainees' training effectiveness
SO PERSONNEL REVIEW
LA English
CT Human Resources Development Conference on the Challenging of Human Resources in an Environment of Rapid Change
CY 2003
CL Taipei, TAIWAN
DE training; motivation (psychology); self-actualization; training management; employee attitudes
ID PERFORMANCE; MODERATOR; ENVIRONMENT; ASSIGNMENT; VARIABLES; MEDIATOR; FEEDBACK; OUTCOMES; IMPACT
AB Purpose - The purpose of this paper is to examine the effects of training framing from supervisors on trainee self-efficacy and training motivation, and further test how these varia
Design/methodology/approach - The design of the study includes longitudinal, self-report and objective measures. Data were collected from 126 employees who entered a trainin
operation and design. Participants were asked to complete three questionnaires at the beginning, the midpoint, and the end of the course. Finally, the trainees' learning performa
program.
Findings - Confirms the importance of supervisors training framing - which predicts the self-efficacy and training motivation of trainee, subsequently affects their reactions, learnin
Research limitations/implications - The sample of this study consisted of more young employees (the oldest was 35 years old), which perhaps limits its generalization. While this
attitudes and in turn further influenced their training outcomes, other contextual determinants of trainees' motivation, such as another type of training framing, post-training accou
research should further examine the interactive effects of these variables on training effectiveness.
Practical implications - Mainly, organizations should increase trainees' self-efficacy and training motivation prior to the actual training program. Specifically, to increase trainees' s
training-related information, such as training attributes, training environment, content complexity, and the like. If trainees perceive the information as realistic, the more self-efficac
and finally, the more effective training outcomes they will achieve.
Originality/value - This paper has enhanced our understanding in modeling trainees' attitudes and training effectiveness. The results have suggested that both individual and con
practical implication to organizational training.
C1 Chihlee Inst Commerce, Dept Business Adm, Taipei, Taiwan.
RP Tai, WT (reprint author), Chihlee Inst Commerce, Dept Business Adm, Taipei, Taiwan. 270/309
EM twt9429@mail.chihlee.edu.tw
NR 45
TC 79
Z9 80
U1 1
U2 40
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2006
VL 35
IS 1
BP 51
EP 65
DI 10.1108/00483480610636786
PG 15
GA 029VN
UT WOS:000236592600003
DA 2020-06-08
ER
PT S
AU Roberts, BW
AF Roberts, Brent W.
BE Staw, BM
TI PERSONALITY DEVELOPMENT AND ORGANIZATIONAL BEHAVIOR
SO RESEARCH IN ORGANIZATIONAL BEHAVIOR, VOL 27
LA English
ID ASSESSING INDIVIDUAL-DIFFERENCES; LIFE-COURSE PATTERNS; BIG 5; DISPOSITIONAL APPROACH; JOB-SATISFACTION; EMERGING ADULTHOOD; TRAIT DEVE
GENETIC-ANALYSIS
AB This chapter provides an overview of a new theoretical framework that serves to integrate personality psychology and other fields, such as organizational behavior. The first sect
traits, motives, abilities, and narratives, with social roles. The second section describes basic patterns of continuity and change in personality and how this might be relevant to o
model of person-organization transaction (attraction, selection, transformation, manipulation, and attrition), which describes the primary transactions between personality and org
chapter is to build a bridge between modern personality psychology and organizational behavior, such that the two fields can better inform one another.
C1 Univ Illinois, Dept Psychol, Champaign, IL 61820 USA.
RP Roberts, BW (reprint author), Univ Illinois, Dept Psychol, Champaign, IL 61820 USA.
NR 119
TC 74
Z9 74
U1 0
U2 22
PU JAI-ELSEVIER SCIENCE INC
PI SAN DIEGO
PA 525 B STREET, STE 1900, SAN DIEGO 92101-4495, CA USA
SN 0191-3085
BN 978-0-7623-1335-8
J9 RES ORGAN BEHAV
JI Res. Organ. Beh.
PY 2006
VL 27
BP 1
EP 40
DI 10.1016/S0191-3085(06)27001-1
PG 40
GA BIO14
UT WOS:000261327200001
DA 2020-06-08
ER
PT J
AU Bertua, C
Anderson, N
Salgado, JF
AF Bertua, C
Anderson, N
Salgado, JF
TI The predictive validity of cognitive ability tests: A UK meta-analysis
LA English
DT Article
ID JOB-PERFORMANCE RATINGS; GENERAL MENTAL-ABILITY; PERSONNEL-SELECTION; EUROPEAN-COMMUNITY; ORGANIZATIONAL-PSYCHOLOGY; INTERRATER R
OCCUPATIONS; PERSONALITY 271/309
AB A meta-analysis on the validity of tests of general mental ability (GMA) and specific cognitive abilities for predicting job performance and training success in the UK was conducte
independent samples with job performance as the criterion (N = 13,262), and 223 with training success as the criterion (N = 75,311). Primary studies were also coded by occupa
professional, driver operator, manager, and sales), and by type of specific ability test (verbal, numerical, perceptual, and spatial). Results indicate that GMA and specific ability te
success, with operational validities in the magnitude of .5-.6. Minor differences between these UK findings and previous US meta-analyses are reported. As expected, operationa
occupational families possessing greater job complexity demonstrating higher operational validities between cognitive tests and job performance and training success. Implicatio
abilities in the context of UK selection practices are discussed in conclusion.
C1 Univ Amsterdam, Dept Work & Org Psychol, NL-1018 WB Amsterdam, Netherlands.
Univ Santiago de Compostela, Santiago De Compostela, Spain.
RP Anderson, N (reprint author), Univ Amsterdam, Dept Work & Org Psychol, Roetersstr 15, NL-1018 WB Amsterdam, Netherlands.
EM N.RAnderson@uvo.nl
RI Salgado, Jesus F. N-6390-2019
OI Salgado, Jesus F. 0000-0001-8565-0990
NR 100
TC 75
Z9 77
U1 2
U2 89
PU WILEY
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD SEP
PY 2005
VL 78
BP 387
EP 409
DI 10.1348/096317905X26994
PN 3
PG 23
GA 966XM
UT WOS:000232056100006
DA 2020-06-08
ER
PT J
AU Pierro, A
Cicero, L
Bonaiuto, M
van Knippenberg, D
Kruglanski, AW
AF Pierro, A
Cicero, L
Bonaiuto, M
van Knippenberg, D
Kruglanski, AW
TI Leader group prototypicality and leadership effectiveness: The moderating role of need for cognitive closure
LA English
DT Article
DE social identity model of organizational psychology; leader group prototypicality; need for closure; uncertainty reduction need; leadership effectiveness
ID SOCIAL IDENTITY; SELF-CATEGORIZATION; JOB-SATISFACTION; IDENTIFICATION; PERSUASION; CHARISMA
AB The moderator effect of need for closure on the relations between leader group prototypicality and different aspects of leadership effectiveness (perceived effectiveness, job satis
examined. Need for closure, reflecting a desire to reduce uncertainty, was proposed to lead people to turn to their group memberships, thus making leadership effectiveness mor
prototypical. This hypothesis was tested in a survey of N=242 employees of 3 Italian companies. Results indicated the expected 2-way interaction between need for closure and
effectiveness: the relationship between leader group prototypicality and leadership effectiveness is stronger for high need for closure than for low need for closure employees. Th
leadership, as well as more applied implications is discussed. (c) 2005 Elsevier Inc. All rights reserved.
C1 Univ Roma La Sapienza, Dipartimento Psicol Sviluppo & Socializzaz, I-00185 Rome, Italy.
Erasmus Univ, Rotterdam, Netherlands.
Univ Maryland, College Pk, MD 20742 USA.
RP Pierro, A (reprint author), Univ Roma La Sapienza, Dipartimento Psicol Sviluppo & Socializzaz, Via Marsi 78, I-00185 Rome, Italy.
EM antonio.pierro@uniroma1.it
OI Bonaiuto, Marino 0000-0002-4543-5329
NR 51
TC 54
Z9 54
U1 2
U2 48
PI NEW YORK
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD AUG
PY 2005
VL 16
IS 4
BP 503
272/309
EP 516
DI 10.1016/j.leaqua.2005.06.002
PG 14
GA 962HQ
UT WOS:000231722200002
DA 2020-06-08
ER
PT J
AU De Dreu, CKW
Beersma, B
AF De Dreu, CKW
Beersma, B
TI Conflict in organizations: Beyond effectiveness and performance
LA English
DT Article
ID TOP MANAGEMENT TEAMS; INTRAGROUP CONFLICT; SATISFACTION; NEGOTIATION; BURNOUT; STRESS; WORK; PERSPECTIVE; PATTERNS; TASK
AB Conflict theory and research has traditionally focused on conflict management strategies, in relation to individual and work-team effectiveness and productivity. Far less attention
organizational commitment, turnover intentions, and individual health and well-being. This state of affairs is unfortunate because it isolates conflict theory and research from broa
behaviour research. It also impedes applied work in that it remains uncertain how interventions influence not only conflict and effectiveness, but also satisfaction and well-being.
articles in this Special Issue each in their own way deal with one of these issues in more depth, shedding light on how conflict theory and research can be connected to organizat
C1 Univ Amsterdam, Dept Psychol, NL-1018 WB Amsterdam, Netherlands.
RP De Dreu, CKW (reprint author), Univ Amsterdam, Dept Psychol, Roetersstr 15, NL-1018 WB Amsterdam, Netherlands.
EM c.k.w.dedreu@uva.nl
RI De Dreu, Carsten G-4215-2010
De Dreu, Carsten K.W. X-7762-2019
OI De Dreu, Carsten 0000-0003-3692-4611
De Dreu, Carsten K.W. 0000-0003-3692-4611
Beersma, B. 0000-0001-8705-9045
NR 54
TC 72
Z9 74
U1 4
U2 62
PI ABINGDON
SN 1359-432X
EI 1464-0643
PD JUN
PY 2005
VL 14
IS 2
BP 105
EP 117
DI 10.1080/13594320444000227
PG 13
GA 941SO
UT WOS:000230234700001
DA 2020-06-08
ER
PT J
AU De Cremer, D
Tyler, TR
den Ouden, N
AF De Cremer, D
Tyler, TR
den Ouden, N
TI Managing cooperation via procedural fairness: The mediating influence of self-other merging
LA English
DT Article
DE procedural fairness; cooperation; self-other merging
ID ORGANIZATIONAL CITIZENSHIP; SOCIAL DILEMMAS; RELATIONAL MODEL; GROUP IDENTITY; JUSTICE; VOICE; TRANSFORMATION; PSYCHOLOGY; BEHAVIORS; LE
AB The present research examined the process underlying the effect of procedural fairness on cooperation. It was predicted that fair procedures have a positive effect on cooperatio
(between the group authority and the group member) mediate this effect. Results from a scenario experiment, and a cross-sectional survey supported these predictions. It is con
it enhances the process of self-other merging between the group authority and the group member. The importance of including the behavioral notion of cooperation into procedur
social decision making. (c) 2005 Elsevier B.V. All rights reserved.
C1 Tilburg Univ, Dept Econ & Social Psychol, NL-5000 LE Tilburg, Netherlands.
NYU, New York, NY USA.
NYU, Dept Psychol, New York, NY 10003 USA.
RP De Cremer, D (reprint author), Tilburg Univ, Dept Econ & Social Psychol, POB 90153, NL-5000 LE Tilburg, Netherlands.
EM d.decremer@uvt.nl
NR 64 273/309
TC 38
Z9 39
U1 1
U2 23
PU ELSEVIER
PI AMSTERDAM
SN 0167-4870
EI 1872-7719
J9 J ECON PSYCHOL
PD JUN
PY 2005
VL 26
IS 3
BP 393
EP 406
DI 10.1016/j.joep.2004.12.004
PG 14
GA 924GA
UT WOS:000228965800005
OA Green Published
DA 2020-06-08
ER
PT J
AU Daus, CS
Ashkanasy, NM
AF Daus, CS
Ashkanasy, NM
TI The case for the ability-based model of emotional intelligence in organizational behavior
LA English
DT Article
ID TRADITIONAL STANDARDS; POSITIVE AFFECT; VALIDITY; LEADERSHIP
AB In this second counterpoint article, we refute the claims of Landy, Locke, and Conte, and make the more specific case for our perspective, which is that ability-based models of e
organizational psychology. In this article, we address remaining issues, such as general concerns about the tenor and tone of the debates on this topic, a tendency for detractors
reviewing the evidence and making judgments, and subsequent penchant to thereby discount all models, including the ability-based one, as lacking validity. We specifically refute
empirically based evidence: (1) emotional intelligence is dominated by opportunistic 'academics-turned-consultants' who have amassed much fame and fortune based on a conc
emotional intelligence is grounded in unstable, psychometrically flawed instruments, which have not demonstrated appropriate discriminant and predictive validity to warrant/justi
emotional intelligence is related to anything of importance in organizations. We thus end with an overview of the empirical evidence supporting the role of emotional intelligence i
Wiley & Sons, Ltd.
C1 So Illinois Univ, Dept Psychol, Edwardsville, IL 62026 USA.
Univ Queensland, Sch Business, Brisbane, Qld, Australia.
RP Daus, CS (reprint author), So Illinois Univ, Dept Psychol, Edwardsville, IL 62026 USA.
EM cdaus@siue.edu
NR 67
TC 152
Z9 159
U1 0
U2 40
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUN
PY 2005
VL 26
IS 4
BP 453
EP 466
DI 10.1002/job.321
PG 14
GA 923VJ
UT WOS:000228937200009
DA 2020-06-08
ER
PT J
AU Jones, DA
Skarlicki, DP
AF Jones, DA
Skarlicki, DP 274/309
TI The effects of overhearing peers discuss an authority's fairness reputation on reactions to subsequent treatment
LA English
CY APR 12-14, 2002
CL TORONTO, CANADA
ID ORGANIZATIONAL JUSTICE; PROCEDURAL FAIRNESS; SOCIAL CONSTRUCTION; JUDGMENTS; INEQUITY; VOICE; INFORMATION; PSYCHOLOGY; INJUSTICE; OUTC
AB Fairness heuristic theory was used to examine how information from one's peers affects an individual's interpretation of, and reactions to, an authority's subsequent behavior. Pa
experimenter's reputation (fair, unfair, or absent) before interacting with the experimenter who behaved more versus less fairly. Results showed that the social cues biased partic
experimenter's behavior, interactional justice mediated the effect of social cues on retaliation. Social cues and the authority's behavior also interacted to predict retaliation. Partici
to expect fair treatment than did participants who heard no prior information about the experimenter.
C1 Univ Calgary, Dept Psychol, Calgary, AB T2N 1N4, Canada.
Univ British Columbia, Sauder Sch Business, Vancouver, BC V5Z 1M9, Canada.
RP Jones, DA (reprint author), Univ Vermont, Sch Business Adm, Kalkin Hall,55 Colchester Ave, Burlington, VT 05405 USA.
EM dajbnes@bsad.uvm.edu
RI Jones, David A-3253-2008
NR 57
TC 79
Z9 80
U1 2
U2 30
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD MAR
PY 2005
VL 90
IS 2
BP 363
EP 372
DI 10.1037/0021-9010.90.2.363
PG 10
GA 907TA
UT WOS:000227739700012
PM 15769244
DA 2020-06-08
ER
PT J
AU Brockner, J
De Cremer, D
van den Bos, K
Chen, YR
AF Brockner, J
De Cremer, D
van den Bos, K
Chen, YR
TI The influence of interdependent self-construal on procedural fairness effects
LA English
DT Article
ID SOCIAL DILEMMAS; ORGANIZATIONAL JUSTICE; INDIVIDUALISM; COLLECTIVISM; COOPERATION; AUTHORITIES; PSYCHOLOGY; MOTIVATION; MANAGEMENT; DEC
AB Various theories have been shown to account for the effects of procedural fairness on people's attitudes and behaviors. We propose that a logical next step for organizational jus
certain explanations are likely to account for people's reactions to procedural fairness information. Accordingly, the present research tested the hypothesis that social psychologic
in interdependent self-construal. As predicted, the results of three studies showed that interdependent self-construal (ISC) moderated the relationship between procedural fairnes
affect, and desire for future interaction with the other party). In different types of interpersonal encounters (social dilemmas, reward allocations, and negotiations), procedural fairn
those high rather than low in ISC. Theoretical implications are discussed. (c) 2004 Elsevier Inc. All rights reserved.
C1 Columbia Univ, Columbia Business Sch, New York, NY 10027 USA.
Tilburg Univ, Dept Econ & Social Psychol, NL-5000 LE Tilburg, Netherlands.
Univ Utrecht, NL-3508 TC Utrecht, Netherlands.
Rutgers State Univ, Piscataway, NJ 08855 USA.
RP Brockner, J (reprint author), Columbia Univ, Columbia Business Sch, 715 Uris Hall, New York, NY 10027 USA.
EM jb54@columbia.edu; D.deCremer@uvt.nl
OI van den Bos, Kees 0000-0003-2777-9344
NR 52
TC 61
Z9 62
U1 2
U2 30
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
275/309
PD MAR
PY 2005
VL 96
IS 2
BP 155
EP 167
DI 10.1016/j.obhdp.2004.11.001
PG 13
GA 913YI
UT WOS:000228191100006
OA Green Published
DA 2020-06-08
ER
PT J
AU Dyer, NG
Hanges, PJ
Hall, RJ
AF Dyer, NG
Hanges, PJ
Hall, RJ
TI Applying multilevel confirmatory factor analysis techniques to the study of leadership
LA English
DT Article
DE multilevel confimatory factor analysis; leadership; GLOBE project
ID PERCEPTIONS; CONSTRUCTS; AGREEMENT; CULTURE; BIAS
AB Statistical issues associated with multilevel data are becoming increasingly important to organizational researchers. This paper concentrates on the issue of assessing the factor
Specifically, we describe a recently developed procedure for performing multilevel confirmatory factor analysis (MCFA) [Muthen, B.O. (1990). Mean and covariance structure ana
Society, Princeton, NJ; Muthen, B.O. (1994). Multilevel covariance structure analysis. Sociological Methods and Research, 22, 376-398], and provide an illustrative example of its
and societal level of analysis. Overall, the results of our illustrative analysis support the existence of a valid societal-level leadership construct, and show the potential of this mult
research and the field of I/O psychology in general. (c) 2004 Elsevier Inc. All rights reserved.
C1 Univ Maryland, Dept Psychol, College Pk, MD 20742 USA.
Univ Akron, Dept Psychol, Akron, OH 44325 USA.
RP Dyer, NG (reprint author), Univ Maryland, Dept Psychol, College Pk, MD 20742 USA.
EM ndyer@psyc.umd.edu
RI Hanges, Paul P-2576-2016
Hanges, Paul A-8347-2009
OI Hanges, Paul 0000-0001-8716-7644
Hall, Rosalie 0000-0003-2248-423X
NR 57
TC 241
Z9 245
U1 7
U2 42
PI NEW YORK
SN 1048-9843
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD FEB
PY 2005
VL 16
IS 1
BP 149
EP 167
DI 10.1016/j.leaqua.2004.09.009
PG 19
GA 909BN
UT WOS:000227834000009
OA Green Published
DA 2020-06-08
ER
PT J
AU Hantula, DA
AF Hantula, DA
TI The impact of JOBM: ISI impact factor places the Journal of Organizational Behavior Management third in applied psychology
LA English
DT Article
DE impact factor; journal citations; Organizational Behavior Management; accomplishments of Organizational Behavior Management
ID RATINGS; FIELD
AB The ISI Impact Factor for JOBM is 1.793, placing it third in the JCR rankings for Journals in applied psychology with a sharply accelerating linear trend over the past 5 years. This
regarding its reliability and validity and then considers a citation analysis of JOBM in light of the culture of the Organizational Behavior Management community. It appears that th
journal filling a previously unfilled niche and a more theoretical turn in OBM scholarship, and that the Impact Factor underestimates JOBM's influence. JOBM is not a high quality
276/309
currently has a high Impact Factor because it is a high quality journal.
C1 Temple Univ, Dept Psychol, Philadelphia, PA 19122 USA.
RP Hantula, DA (reprint author), Temple Univ, Dept Psychol, Weiss Hall 265-67, Philadelphia, PA 19122 USA.
EM hantula@temple.edu
OI Hantula, Donald 0000-0001-8954-9152
NR 34
TC 7
Z9 7
U1 0
U2 4
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2005
VL 25
IS 3
BP 1
EP 15
DI 10.1300/J075v25n03_01
PG 15
GA 030ME
UT WOS:000236637900001
DA 2020-06-08
ER
PT J
AU Vancouver, JB
Putka, DJ
Scherbaum, CA
AF Vancouver, JB
Putka, DJ
Scherbaum, CA
TI Testing a computational model of the goal-level effect: An example of a neglected methodology
LA English
CY AUG 07-09, 2000
CL TORONTO, CANADA
SP Acad Management
DE computational modeling; goals; control theory; self-regulation; computer simulation
ID SCIENTIFIC PSYCHOLOGY; WORK MOTIVATION; SELF-EFFICACY; PERFORMANCE; SYSTEMS; ORGANIZATIONS; INFERENCES; COGNITION; BEHAVIOR
AB To encourage the use of computational modeling in organizational behavior research, an example computational model is developed and rigorous tests of it presented. Specifica
to test the theory's explanation of the goal-level effect (e.g., higher goals lead to higher performance). Data from simulations of the model were compared with the behavior of 32
various within-subject manipulations and across time. Correlational analyses indicated that the model accounted for most of the participants' data, with coefficients between the m
C1 Ohio Univ, Dept Psychol, Athens, OH 45701 USA.
CUNY Bernard M Baruch Coll, New York, NY 10010 USA.
RP Vancouver, JB (reprint author), Ohio Univ, Dept Psychol, Athens, OH 45701 USA.
RI Scherbaum, Charles O-6093-2016
NR 50
TC 26
Z9 26
U1 0
U2 8
PI THOUSAND OAKS
SN 1094-4281
PD JAN
PY 2005
VL 8
IS 1
BP 100
EP 127
DI 10.1177/1094428104271998
PG 28
GA 881CQ
UT WOS:000225841400006
DA 2020-06-08
ER
277/309
PT J
AU Comeau, DJ
Griffith, RL
AF Comeau, DJ
Griffith, RL
TI Structural interdependence, personality, and organizational citizenship behavior - An examination of person-environment interaction
SO PERSONNEL REVIEW
LA English
DT Article
DE psychology; individual behaviour; employees; personality
ID EMPLOYEE CITIZENSHIP; TEAM EFFECTIVENESS; GROUP-PERFORMANCE; JOB-PERFORMANCE; WORK TEAMS; TASK; DETERMINANTS; PREDICTORS; SATISFAC
AB Purpose - To experimentally determine how the interaction of an interdependent work environment and employee personality affect organizational citizenship behavior (OCB).
Design/methodology/approach - Structural interdependence, as defined by levels of task and goal interdependence, was manipulated in a laboratory setting to determine the effe
utilized to determine whether interdependence could act as a moderator for the relationship between the personality variables agreeableness and OCB and conscientiousness a
Findings - Person-environment interaction would suggest that the independence and personality should interact to impact levels of OCB. The results indicate a strong main effec
interdependence on OCB. In addition, there was also an interaction effect of task and goal interdependence. The results failed to show, however, that interdependence could act
OCB and conscientiousness and OCB.
Originality/value - Provides further research on structural characteristics of task and goal interdependence and their relationship to OCB.
C1 Florida Inst Technol, Dept Psychol, Melbourne, FL 32901 USA.
RP Comeau, DJ (reprint author), Florida Inst Technol, Dept Psychol, Melbourne, FL 32901 USA.
EM Griffith@fit.edu; Griffith@fit.edu
NR 45
TC 24
Z9 24
U1 1
U2 26
PI BINGLEY
SN 0048-3486
EI 1758-6933
J9 PERS REV
JI Pers. Rev.
PY 2005
VL 34
IS 3
BP 310
EP 330
DI 10.1108/00483480510591453
PG 21
GA 929DX
UT WOS:000229323400003
DA 2020-06-08
ER
PT J
AU Wat, D
Shaffer, MA
AF Wat, D
Shaffer, MA
TI Equity and relationship quality influences on organizational citizenship behaviors - The mediating role of trust in the supervisor and empowerment
SO PERSONNEL REVIEW
LA English
DT Article
DE empowerment personnel psychology; trust; employee relations; banking; Hong Kong
ID LEADER-MEMBER EXCHANGE; PSYCHOLOGICAL EMPOWERMENT; FAIRNESS PERCEPTIONS; SOCIAL-EXCHANGE; SERVICE; MODEL; DETERMINANTS; ANTECED
AB Purpose - To develop and test an expanded social exchange model of organizational citizenship behavior (OCB) that includes characteristics of the social context (i.e. perceived
capacity (i.e. trust in the supervisor and psychological empowerment) to engage in citizenship behaviors.
Design/methodology/approach - Data were collected from a matched sample of 183 Hong Kong investment-banking personnel and their supervisors. Multiple regression was use
Findings - Analyses provide strong support for the direct effects of trust in the supervisor and psychological empowerment on all dimensions of OCBs. Trust in the super-visor pla
dimension of empowerment (i.e. impact) acted as a mediator.
Originality/value - This study extends the social exchange conceptualization of OCB to include both equity and interpersonal relationship influences. The influence of empowerme
with the motivation to engage in these behaviors.
C1 HSBC Private Bank Suisse SA, Singapore, Singapore.
Hong Kong Baptist Univ, Dept Management, Kowloon, Hong Kong, Peoples R China.
RP Wat, D (reprint author), HSBC Private Bank Suisse SA, Singapore, Singapore.
NR 59
TC 126
Z9 129
U1 2
U2 69
PI BRADFORD
PA 60/62 TOLLER LANE, BRADFORD BD8 9BY, W YORKSHIRE, ENGLAND
SN 0048-3486
J9 PERS REV
JI Pers. Rev.
PY 2005
VL 34
IS 4
BP 406
EP 422 278/309
DI 10.1108/00483480510599752
PG 17
GA 949SZ
UT WOS:000230809700002
DA 2020-06-08
ER
PT J
AU Kraiger, K
McLinden, D
Casper, WJ
AF Kraiger, K
McLinden, D
Casper, WJ
TI Collaborative planning for training impact
LA English
DT Article
ID THEORY-DRIVEN APPROACH; PERFORMANCE; DETERMINANTS; METAANALYSIS; CRITERIA; STRATEGY; DESIGN
AB Training and development continues to be a valued component in the modern management Of human resources. Emerging research shows that investments in human capital, in
performance. However, training professionals still expressfrustration at not being "at the table." In this article, we review recent models and research on training front industrial/or
planning evaluation and aligning training -with business goals. Based on this evidence and personal experience, we offer four guidelines to aid training professionals in planning
between training success and organizational peiformance. (C) 2004 Wiley Periodicals, Inc.
C1 Univ Tulsa, Tulsa, OK 74104 USA.
Univ Texas, Coll Business, Arlington, TX 76019 USA.
RP Kraiger, K (reprint author), Univ Tulsa, 600 S Coll Ave, Tulsa, OK 74104 USA.
EM Kraiger@hawaii.edu
RI McLinden, Daniel E-1966-2015
OI McLinden, Daniel 0000-0002-2333-5765
Casper, Wendy 0000-0003-3183-1432
NR 59
TC 47
Z9 49
U1 2
U2 22
PU JOHN WILEY & SONS INC
PI HOBOKEN
PA 111 RIVER ST, HOBOKEN, NJ 07030 USA
SN 0090-4848
J9 HUM RESOURCE MANAGE
PD WIN
PY 2004
VL 43
IS 4
BP 337
EP 351
DI 10.1002/hrm.20028
PG 15
GA 873UG
UT WOS:000225306000004
DA 2020-06-08
ER
PT J
AU Jayne, MEA
Dipboye, RL
AF Jayne, MEA
Dipboye, RL
TI Leveraging diversity to improve business performance: Research findings and recommendations for organizations
LA English
DT Article
ID RELATIONAL DEMOGRAPHY; WORK; IDENTITY; IMPACT; MANAGEMENT; STRATEGY; SUCCESS; RACE
AB Research findings from industrial and organizational psychology and other disciplines cast doubt on the simple assertion that a diverse workforce inevitably improves business pe
conditions necessary to manage diversity, initiatives successfully and reap organizational benefits. This article reviews empirical research and theory on the relationship between
outlines practical steps HB practitioners can take to manage diversity initiatives successfully and enhance the positive outcomes. (C) 2004 Wiley Periodicals, Inc.
C1 Ford Motor Co, Dearborn, MI 48126 USA.
Univ Cent Florida, Dept Psychol, Orlando, FL 32816 USA.
Rice Univ, Houston, TX 77251 USA.
RP Jayne, MEA (reprint author), Ford Motor Co, World Headquarters Room 524-E2, Dearborn, MI 48126 USA.
EM mjayne@ford.com
NR 48
TC 176
Z9 177
U1 2
U2 50
PU WILEY PERIODICALS, INC 279/309
PI SAN FRANCISCO
SN 0090-4848
EI 1099-050X
PD WIN
PY 2004
VL 43
IS 4
BP 409
EP 424
DI 10.1002/hrm.20033
PG 16
GA 873UG
UT WOS:000225306000009
DA 2020-06-08
ER
PT J
AU Moscoso, S
Salgado, JF
AF Moscoso, S
Salgado, JF
TI "Dark side" personality styles as predictors of task, contextual, and job performance
LA English
DT Article
ID INTERNET; WEB
AB Many meta-analyses and hundreds of primary studies have been carried out on the criterion-oriented validity of personality measures for predicting job performance. The Five-Fa
analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examined the relationship between the dysfunctional tendencie
DSM-IV (Axis II) Diagnostic and Statistical Manual of Mental Disorders and job performance. The present paper examines the relationship between job performance and the dys
inventory developed to assess personality tendencies related to the dysfunctional (normal) personality styles and the personality disorders in work settings. This inventory assess
sample of 85 applicants. The job performance was rated by the direct supervisor 8 months later, and three measures were obtained: task performance, contextual performance,
dysfunctional personality styles (suspicious, shy, sad, pessimistic, sufferer, eccentric, and risky) predicted the three measures of job performance. The egocentric personality styl
submitted style predicted task performance. With the exception of the risky personality style, the rest of the styles mainly consisted of Neuroticism. Implications for the research a
C1 Univ Santiago de Compostela, Escuela Relac Labs, Santiago De Compostela 15782, Spain.
RP Moscoso, S (reprint author), Univ Santiago de Compostela, Escuela Relac Labs, Santiago De Compostela 15782, Spain.
EM pssilvia@usc.es
moscoso, silvia D-4750-2009
Moscoso Ruibal, Silvia 0000-0003-2366-1939
NR 29
TC 50
Z9 52
U1 0
U2 56
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD DEC
PY 2004
VL 12
IS 4
BP 356
EP 362
DI 10.1111/j.0965-075X.2004.00290.x
PG 7
GA 879WL
UT WOS:000225749800007
DA 2020-06-08
ER
PT J
AU Kay, AC
Wheeler, SC
Bargh, JA
Ross, L
AF Kay, AC
Wheeler, SC
Bargh, JA
Ross, L
TI Material priming: The influence of mundane physical objects on situational construal and competitive behavioral choice
SO ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 280/309
LA English
DT Article
ID STEREOTYPE ACTIVATION; CATEGORY ACCESSIBILITY; SELF; CONFIRMATION; CONSEQUENCES; AUTOMATICITY; ORIENTATION; NEGOTIATION; PERCEPTION; IN
AB Inspired by potential theoretical linkages between nonconscious priming work in psychology and the anthropological emphasis on the impact of material culture, five studies were
material objects and automatic processes in interpersonal and organizational contexts. These studies showed that exposure to objects common to the domain of business (e.g.,
accessibility of the construct of competition (Study 1), the likelihood that an ambiguous social interaction would be perceived as less cooperative (Study 2), and the amount of mo
"Ultimatum Game" (Studies 3 and 4). A fifth study, in which the ambiguity of the governing social situation was manipulated, demonstrated that these types of effects are most lik
explicit normative demands. The importance of these situation-specific "material priming" effects (all of which occurred without the participants' awareness of the relevant influenc
well as to the fostering of less competitive organizational settings, is discussed. (C) 2004 Elsevier Inc. All rights reserved.
C1 Stanford Univ, Dept Psychol, Stanford, CA 94305 USA.
Stanford Univ, Grad Sch Business, Stanford, CA 94305 USA.
Yale Univ, Dept Psychol, New Haven, CT 06520 USA.
RP Kay, AC (reprint author), Stanford Univ, Dept Psychol, Jordan Hall, Stanford, CA 94305 USA.
EM aaronk@psych.stanford.edu
NR 48
TC 216
Z9 220
U1 1
U2 41
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD SEP
PY 2004
VL 95
IS 1
BP 83
EP 96
DI 10.1016/j.obhdp.2004.06.003
PG 14
GA 854KK
UT WOS:000223901300005
DA 2020-06-08
ER
PT J
AU Johnson, JW
LeBreton, JM
AF Johnson, JW
LeBreton, JM
TI History and use of relative importance indices in organizational research
LA English
DT Article
DE relative importance; multiple regression analysis; dominance analysis; relative weights; organizational research
ID PREDICTOR VARIABLE IMPORTANCE; MULTIPLE-REGRESSION; PARAMORPHIC REPRESENTATION; STRUCTURE COEFFICIENTS; PERFORMANCE-APPRAISAL; ATT
JUDGMENT; TASK; INFORMATION
AB The search for a meaningful index of the relative importance of predictors in multiple regression has been going on for years. This type of index is often desired when the explana
define 2 relative importance as the proportionate contribution each predictor makes to R considering both the unique contribution of each predictor by itself and its incremental co
purposes of this article are to introduce the concept of relative importance to an audience of researchers in organizational behavior and industrial/organizational psychology and
end, the authors briefly review the history of research on predictor importance in multiple regression and evaluate alternative measures of relative importance. Dominance analys
measures of relative importance currently available. The authors conclude by discussing how importance indices can be used in organizational research.
C1 Personnel Decis Res Inst, Minneapolis, MN 55414 USA.
Wayne State Univ, Detroit, MI 48202 USA.
RP Johnson, JW (reprint author), Personnel Decis Res Inst, 43 Main St SE,Suite 405, Minneapolis, MN 55414 USA.
EM jeff.johnson@pdri.com
RI LeBreton, James M E-5860-2019
OI LeBreton, James M 0000-0001-6748-380X
NR 70
TC 383
Z9 393
U1 4
U2 54
PI THOUSAND OAKS
SN 1094-4281
PD JUL
PY 2004
VL 7
IS 3
BP 238
EP 257
DI 10.1177/1094428104266510
PG 20 281/309
GA 828NB
UT WOS:000221978900001
DA 2020-06-08
ER
PT J
AU Van Dyne, L
Pierce, JL
AF Van Dyne, L
Pierce, JL
TI Psychological ownership and feelings of possession: three field studies predicting employee attitudes and organizational citizenship behavior
LA English
DT Article
ID EXTRA-ROLE BEHAVIORS; SELF-ESTEEM; JOB-SATISFACTION; MERE OWNERSHIP; COMMITMENT; WORK; MOTIVATION; IDENTIFICATION; CONSEQUENCES; CONS
AB An increasing number of scholars and practitioners have emphasized the importance of 'feelings of ownership' for the organization (even when employees are not legal owners).
psychological ownership with work attitudes and work behaviors. We start by developing hypotheses based on the psychology of possession and psychological ownership literat
samples, using responses from over 800 employees, as well as manager and peer observations of employee behavior. Results demonstrate positive links between psychologica
(organizational commitment, job satisfaction, organization-based self-esteem), and work behavior (performance and organizational citizenship). More important, psychological ow
self-esteem and organizational citizenship behavior (both peer and supervisor observations of citizenship), over and above the effects of job satisfaction and organizational comm
ownership, results, however, fail to show an incremental value of psychological ownership in predicting employee performance. Copyright (C) 2004 John Wiley Sons, Ltd.
C1 Michigan State Univ, Eli Broad Grad Sch Management, E Lansing, MI 48824 USA.
Univ Minnesota, Labovitz Sch Business & Econ, Duluth, MN 55812 USA.
RP Van Dyne, L (reprint author), Michigan State Univ, Eli Broad Grad Sch Management, N424 N Business Complex, E Lansing, MI 48824 USA.
EM vandyne@msu.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 73
TC 378
Z9 382
U1 19
U2 177
PI CHICHESTER
SN 0894-3796
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUN
PY 2004
VL 25
IS 4
BP 439
EP 459
DI 10.1002/job.249
PG 21
GA 818EA
UT WOS:000221227200001
DA 2020-06-08
ER
PT J
AU Judge, TA
Kammeyer-Mueller, J
Bretz, RD
AF Judge, TA
Kammeyer-Mueller, J
Bretz, RD
TI A longitudinal model of sponsorship and career success: A study of industrial-organizational psychologists
LA English
DT Article
ID INTERNAL LABOR-MARKETS; GENERAL MENTAL-ABILITY; SCIENTIFIC PRODUCTIVITY; MENTORING RELATIONSHIPS; AFFIRMATIVE-ACTION; JOB-PERFORMANCE;
AB Drawing from research on the sociology of science, we hypothesized a model of academic career success in an effort to extend research on particularistic and universalistic influ
members of the Society of Industrial and Organizational Psychology, provided support for the hypothesized model. Specifically, doctoral program prestige and publications as a P
these 2 variables-along with chair publications-influenced career publications, prestige of the first job and career publications influenced extrinsic success (a composite variable c
current job, fellowships, and presence on editorial boards), and extrinsic success influenced intrinsic career success (career satisfaction). The results further suggest that individu
of industrial-organizational psychologists than do social networks.
C1 Univ Florida, Coll Business, Dept Management, Gainesville, FL 32611 USA.
Univ Notre Dame, Coll Business Adm, Notre Dame, IN 46556 USA.
RP Judge, TA (reprint author), Univ Florida, Coll Business, Dept Management, Gainesville, FL 32611 USA.
EM tjudge@ufl.edu
NR 69
TC 61
Z9 61
U1 2
U2 47
PU PERSONNEL PSYCHOLOGY INC
PI BOWLING GREEN
PA 745 HASKINS ROAD, SUITE A, BOWLING GREEN, OH 43402 USA
282/309
SN 0031-5826
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SUM
PY 2004
VL 57
IS 2
BP 271
EP 303
DI 10.1111/j.1744-6570.2004.tb02492.x
PG 33
GA 830FM
UT WOS:000222107100001
DA 2020-06-08
ER
PT J
AU Harris, MM
Lievens, F
Van Hoye, G
AF Harris, MM
Lievens, F
Van Hoye, G
TI "I think they discriminated against me": Using prototype theory and organizational justice theory for understanding perceived discrimination in selection and promotion situations
LA English
DT Article
ID PROCEDURAL FAIRNESS; GENDER DISCRIMINATION; DISTRIBUTIVE JUSTICE; PERCEPTIONS; EXPLANATIONS; INFORMATION; PREJUDICE; JUDGMENTS; DETERM
AB Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals' subject
is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates' likelihood of perceiving that discrimination has occurred in a
stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedent
justice model, procedural, informational, interpersonal, and distributive fairness play a central role in determining candidates' perceptions of discrimination. The fairness heuristic
these perceptions. Applications and research propositions are discussed as well as the similarities and differences between the two models. We conclude by offering several fact
or not discrimination has occurred.
C1 Univ Missouri, Coll Business Adm, St Louis, MO 63121 USA.
Univ Missouri, Ctr Int Studies, St Louis, MO 63121 USA.
Univ Ghent, B-9000 Ghent, Belgium.
RP Harris, MM (reprint author), Univ Missouri, Coll Business Adm, St Louis, MO 63121 USA.
EM mharris@umsl.edu
RI Lievens, Filip K-8546-2012
OI Lievens, Filip 0000-0002-9487-5187
NR 74
TC 25
Z9 25
U1 1
U2 28
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD MAR-JUN
PY 2004
VL 12
IS 1-2
BP 54
EP 65
DI 10.1111/j.0965-075X.2004.00263.x
PG 12
GA 819GS
UT WOS:000221303600005
DA 2020-06-08
ER
PT J
AU Muchinsky, PM
AF Muchinsky, PM
TI When the psychometrics of test development meets organizational realities: A conceptual framework for organizational change, examples, and recommendations
LA English
DT Article
ID PSYCHOLOGY; VALIDITY; SCIENCE
AB Our standards for the construction of psychological tests give scant attention to the organizational context in which the tests are to be used. This paper describes 10 psychometr
knowledge test. The test was designed to replace seniority as a means of making promotional decisions within an organization. The 10 test-related issues are presented as a me
change associated with the implementation of the new test. It is suggested that a closer link between the science and practice of our profession can be attained by achieving a g
implementation of theory-based interventions.
C1 Univ N Carolina, Bryan Sch Business & Econ, Dept Business Adm, Greensboro, NC 27402 USA. 283/309
RP Muchinsky, PM (reprint author), Univ N Carolina, Bryan Sch Business & Econ, Dept Business Adm, Greensboro, NC 27402 USA.
EM pmmuchin@uncg.edu
NR 33
TC 25
Z9 25
U1 0
U2 6
PU WILEY
PI HOBOKEN
SN 0031-5826
EI 1744-6570
J9 PERS PSYCHOL
JI Pers. Psychol.
PD SPR
PY 2004
VL 57
IS 1
BP 175
EP 209
DI 10.1111/j.1744-6570.2004.tb02488.x
PG 35
GA 804QT
UT WOS:000220313900007
DA 2020-06-08
ER
PT J
AU Greenberg, J
Tomlinson, EC
AF Greenberg, J
Tomlinson, EC
TI Situated experiments in organizations: Transplanting the lab to the field
LA English
DT Article
ID SOCIAL-PSYCHOLOGY; TRENDS; DETERMINANTS; DECEPTION; INEQUITY; SUBJECT; THEFT
AB Both laboratory and field experiments have limitations that likely account for the recent decline in their usage among organizational researchers. In this article, we introduce situa
strengths of both laboratory and field experiments in organizational research while mitigating the weaknesses of each. We highlight four recently published studies using situated
proper use of situated experiments can minimize threats to internal validity and ensure the ethical treatment of research participants. (C) 2004 Elsevier Inc. All rights reserved.
C1 Ohio State Univ, Fisher Coll Business, Dept Management & Human Resources, Columbus, OH 43210 USA.
Ohio State Univ, Fisher Coll Business, Dept Management & Human Resources, Columbus, OH 43210 USA.
RP Greenberg, J (reprint author), Ohio State Univ, Fisher Coll Business, Dept Management & Human Resources, 2100 Neil Ave, Columbus, OH 43210 USA.
EM Greenberg@cob.osu.edu; Tomlinson.41@osu.edu
NR 69
TC 31
Z9 33
U1 0
U2 26
PI NEW YORK
SN 0149-2063
J9 J MANAGE
JI J. Manage.
PY 2004
VL 30
IS 5
BP 703
EP 724
DI 10.1016/j.jm.2003.11.001
PG 22
GA 847KC
UT WOS:000223390100008
DA 2020-06-08
ER
PT J
AU Wiegand, DM
Geller, ES
AF Wiegand, DM
Geller, ES
TI Connecting positive psychology and organizational behavior management: Achievement motivation and the power of positive reinforcement
LA English
DT Article
DE organizational behavior management; reinforcement; success; failure; achievement; positive psychology
284/309
ID DEFENSIVE PESSIMISM; LEARNED HELPLESSNESS; SELF-PROTECTION; FAILURE; MODEL; PERSPECTIVE; OUTCOMES; ABILITY; HUMANS; FEAR
AB Positive psychology is becoming established as a reputable sub-discipline in psychology despite having neglected the role of positive reinforcement in enhancing quality of life. T
positive psychology, with implications for broadening the content of organizational behavior management. Specifically, literature in achievement motivation is discussed, and way
entertained. (c) 2005 by The Haworth Press, Inc. All rights reserved.
C1 Virginia Polytech Inst & State Univ, Ctr Appl Behav Syst, Dept Psychol, Blacksburg, VA 24061 USA.
RP Wiegand, DM (reprint author), Virginia Polytech Inst & State Univ, Ctr Appl Behav Syst, Dept Psychol, Blacksburg, VA 24061 USA.
EM dwiegand@vt.edu
NR 71
TC 30
Z9 30
U1 2
U2 34
PU HAWORTH PRESS INC
PI BINGHAMTON
PA 10 ALICE ST, BINGHAMTON, NY 13904-1580 USA
SN 0160-8061
PY 2004
VL 24
IS 1-2
BP 3
EP 25
DI 10.1300/J075v24n01_02
PG 23
GA 967JK
UT WOS:000232087300002
DA 2020-06-08
ER
PT J
AU Hyten, C
AF Hyten, C
TI Disconnecting positive psychology and OBM
LA English
DT Article
DE organizational behavior management; positive psychology; human performance technology
AB This paper responds to the article by Wiegand and Geller which advocates broadening the content of OBM by assimilating content from non-behavioral psychologies. I argue tha
with OBM that no added value will be obtained by forming an interconnection. Specific problems with positive psychology and personality psychology include mentalistic approac
improving organizational results. I suggest instead that we draw on newer behavioral concepts and theories as well as compatible non-mentalistic theories such as systems mod
also suggest that a wider audience for OBM can be obtained through forging links with performance-oriented fields such as Human Performance Technology. (c) 2005 by The Ha
C1 Univ N Texas, Dept Behav Anal, Denton, TX 76203 USA.
RP Hyten, C (reprint author), Univ N Texas, Dept Behav Anal, POB 310919, Denton, TX 76203 USA.
EM Hyten@scs.unt.edu
NR 20
TC 1
Z9 1
U1 0
U2 0
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2004
VL 24
IS 1-2
BP 67
EP 73
DI 10.1300/J075v24n01_05
PG 7
GA 967JK
UT WOS:000232087300005
DA 2020-06-08
ER
PT J
AU McSween, T
Matthews, G
AF McSween, T
Matthews, G
TI Should we teach the ABC's? (or, what OBM needs is long-term success stories)
LA English
DT Article 285/309
AB A great deal of discussion has taken place about the field of Organizational Behavior Management and whether it should broaden its content beyond the field of applied behavior
psychology, and more traditional I/O psychology. The current discussions stem from different views of OBM and our struggles in promoting greater use of behavioral technology.
OB M and suggest that Our intervention model needs to be changed to focus more on creating behavioral systems and less on training. Further, the challenge of promoting beha
lack of long-term success stories, rather than a function of current content or how we talk about our technology. (c) 2005 by The Haworth Press, Inc. All rights reserved.
C1 Quality Safety Edge, Missouri City, TX 77459 USA.
RP McSween, T (reprint author), Quality Safety Edge, 4031 S Sandy Court, Missouri City, TX 77459 USA.
NR 14
TC 5
Z9 5
U1 0
U2 3
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2004
VL 24
IS 1-2
BP 135
EP 143
DI 10.1300/J075v24n01_08
PG 9
GA 967JK
UT WOS:000232087300008
DA 2020-06-08
ER
PT J
AU Michael, J
AF Michael, J
TI Positive psychology and the distinction between positive and negative reinforcement
LA English
DT Article
DE organizational behavior management; positive psychology; positive reinforcement; negative reinforcement
AB The authors make a reasonable point, that behavior analysis should be concerned with effective behavior in its own right and not only as a replacement for ineffective behavior. B
positive subjective experience, positive individual traits, and positive institutions . . ." based largely on correlations among self-report inventories; a science which has the goal of
of interest. An effort is made to justify this move in a nonbehavioral direction by reference to the distinction between positive and negative reinforcement and an exhortation that O
seriously flawed by either a clearly erroneous or a drastically oversimplified understanding of this distinction. Furthermore, all of the more specific recommendations can be easily
recourse to the achievement motivation literature or such concepts as self-efficacy. (c) 2005 by The Haworth Press, Inc. All rights reserved.
C1 Western Michigan Univ, Kalamazoo, MI 49008 USA.
RP Michael, J (reprint author), Western Michigan Univ, Kalamazoo, MI 49008 USA.
NR 5
TC 1
Z9 1
U1 0
U2 10
PI BINGHAMTON
SN 0160-8061
PY 2004
VL 24
IS 1-2
BP 145
EP 153
DI 10.1300/J075v24n01_09
PG 9
GA 967JK
UT WOS:000232087300009
DA 2020-06-08
ER
PT J
AU Hayes, SC
AF Hayes, SC
TI Fleeing from the elephant: Language, cognition and post-skinnerian behavior analytic science
LA English
DT Article
DE organizational behavior management; relational frame theory; RFT; language; cognition
ID 286/309
DISCRIMINATION RESPONSE FUNCTIONS; ARBITRARILY APPLICABLE RELATIONS; STIMULUS EQUIVALENCE; COMMITMENT THERAPY; CONTEXTUAL CONTROL; P
ACCORDANCE; CATEGORIZATION
AB The present set of papers show that leaders in the field of organizational behavior management are grappling with issues of human language and cognition. That is a good and n
worrisome: adopting principles from non-behavioral psychology, adopting principles from introspection that have not been empirically validated, returning to methodological beha
traditional behavioral principles. In this paper I argue that these are the wrong solutions, being taken for the right reasons. There is a need for an analysis of language and cognit
in traditional Skinnerian thinking on the topic. I Suggest instead that OBM look at the data that exists in contemporary basic behavior analysis on the topic, particularly in the area
research, and its applied implications are significant, growing, and known to be relevant to organizations. The solution to the malaise these papers reflect is most likely to be foun
Haworth Press, Inc. All rights reserved.
C1 Univ Nevada, Dept Psychol, Reno, NV 89557 USA.
RP Hayes, SC (reprint author), Univ Nevada, Dept Psychol, Reno, NV 89557 USA.
RI Hayes, Steven C. AAB-9336-2019
Hayes, Steven C F-9306-2012
OI Hayes, Steven C. 0000-0003-4399-6859
Hayes, Steven C 0000-0003-4399-6859
NR 47
TC 6
Z9 6
U1 0
U2 7
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2004
VL 24
IS 1-2
BP 155
EP 173
DI 10.1300/J075v24n01_10
PG 19
GA 967JK
UT WOS:000232087300010
DA 2020-06-08
ER
PT J
AU Geller, ES
AF Geller, ES
TI On making mountains out of molehills: Confessions of a behavioral scientist with mentalistic vulnerability
LA English
DT Article
DE organizational behavior management; reinforcement; reward; explanatory fiction; hypothetical construct; intervening variable; achievement motivation; Jewish Mother Syndrome
ID CONDITIONED ESTABLISHING OPERATIONS; MANAGEMENT; PSYCHOLOGY; MOTIVATION; EO
AB Seven thoughtful and provocative commentaries were activated by one or both of two articles I authored or coauthored. One article (Geller, 2002) presented a case for broadenin
while the other (Wiegand & Geller, 2004) discussed linkages between positive reinforcement, positive psychology, and achievement motivation. This rejoinder explains apparent
expanding the language and scope of OBM, including a consideration of hypothetical constructs influenced reciprocally by environmental conditions and contingencies. A rationa
reference to Skinner's theorizing about freedom and dignity. (c) 2005 by The Haworth Press, Inc. All rights reserved.
C1 Virginia Polytech Inst & State Univ, Dept Psychol, Ctr Appl Behav Syst, Blacksburg, VA 24061 USA.
RP Geller, ES (reprint author), Virginia Polytech Inst & State Univ, Dept Psychol, Ctr Appl Behav Syst, Blacksburg, VA 24061 USA.
EM esgeller@vt.edu
NR 36
TC 2
Z9 2
U1 0
U2 4
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2004
VL 24
IS 1-2
BP 175
EP 184
DI 10.1300/J075v24n01_11
PG 10
GA 967JK
UT WOS:000232087300011
DA 2020-06-08
ER
287/309
PT J
AU Wiegand, DM
AF Wiegand, DM
TI A people-based approach to OBM: Synergy, not "Sin"-ergy
LA English
DT Article
DE organizational behavior management; reinforcement; achievement motivation; Jewish Mother Syndrome; people-based psychology; establishing operations; established states
ID ORGANIZATIONAL-BEHAVIOR MANAGEMENT; PSYCHOLOGY
AB This rejoinder discusses some common points raised in the commentaries of this special issue of JOBM, including (1) different definitions of positive and negative, (2) use of the
concerns over the abandonment of behavior analysis for mentalistic research. In addition, a people-based approach to psychology is introduced and advocated as a leading-edg
behavior. (c) 2005 by he Haworth Press, Inc. All rights reserved.
C1 Virginia Polytech Inst & State Univ, Dept Psychol, Ctr Appl Behav Syst, Blacksburg, VA 24061 USA.
RP Wiegand, DM (reprint author), Virginia Polytech Inst & State Univ, Dept Psychol, Ctr Appl Behav Syst, Blacksburg, VA 24061 USA.
EM dwiegand@vt.edu
NR 25
TC 2
Z9 2
U1 0
U2 0
PI ABINGDON
SN 0160-8061
EI 1540-8604
PY 2004
VL 24
IS 1-2
BP 185
EP 193
DI 10.1300/J075v24n01_12
PG 9
GA 967JK
UT WOS:000232087300012
DA 2020-06-08
ER
PT J
AU Martin, AJ
AF Martin, AJ
TI Perplexity and passion: Further consideration of the role of positive psychology in the workplace
LA English
DT Article
DE positive psychology; work motivation
AB The set of articles in this issue do not fully address a central tenet of Wiegand and Geller's thesis: the vital role of internal states in the workplace. This is perplexing given the cen
most people's description and perception of their work. This rejoinder draws on recent research into the issue of enjoyment and passion and applies this to the workplace. It also
in organizational behavior management. (c) 2005 by The Haworth Press, Inc. All rights reserved.
C1 Univ Western Sydney, Penrith, NSW 1797, Australia.
RP Martin, AJ (reprint author), Univ Western Sydney, Locked Bag 1797, Penrith, NSW 1797, Australia.
EM a.martin@uws.edu.au
OI Martin, Andrew 0000-0001-5504-392X
NR 4
TC 12
Z9 12
U1 0
U2 13
PI BINGHAMTON
SN 0160-8061
PY 2004
VL 24
IS 1-2
BP 203
EP 205
DI 10.1300/J075v24n01_14
PG 3
GA 967JK
UT WOS:000232087300014
DA 2020-06-08
ER
288/309
PT J
AU DeVoe, SE
Iyengar, SS
AF DeVoe, SE
Iyengar, SS
TI Managers' theories of subordinates: A cross-cultural examinations of manager perceptions of motivation and appraisal of performance
LA English
DT Article
DE culture; extrinsic/intrinsic motivation; holism; performance appraisal; person perception
ID INTRINSIC MOTIVATION; BEHAVIORAL CONFIRMATION; WORK SETTINGS; PSYCHOLOGY; ATTRIBUTION; PERSPECTIVE; RETHINKING; IDEOLOGY; RATINGS; EVEN
AB The present study sought to examine the relationship between managers' perceptions of employee motivation and performance appraisal by surveying managers and employees
America) within a single global organization. Three distinct cultural patterns emerged in the theories managers' held about their subordinates. While North American managers p
intrinsically motivated, perceptions of intrinsic motivation proved to be a more robust predictor of performance appraisal. Asian managers exhibited a holistic tendency in that they
and extrinsic factors, and their perceptions of both motivations proved to be comparable predictors of performance appraisal. Latin American managers perceived their employee
accordingly, only their perceptions of intrinsic motivation proved to be significantly correlated with performance appraisal. In contrast to the cultural variations exhibited in manage
being more motivated by intrinsic than extrinsic incentives. Explanations for the distinct cultural patterns that emerged and their implications for the study of culture and organizat
reserved.
C1 Columbia Business Sch, New York, NY 10027 USA.
RP Iyengar, SS (reprint author), Columbia Business Sch, 3022 Broadway,Uris Hall,Rm 714, New York, NY 10027 USA.
EM ss957@columbia.edu
NR 67
TC 54
Z9 54
U1 1
U2 47
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD JAN
PY 2004
VL 93
IS 1
BP 47
EP 61
DI 10.1016/j.obhdp.2003.09.001
PG 15
GA 767ZP
UT WOS:000188504000004
DA 2020-06-08
ER
PT J
AU Ployhart, RE
Oswald, FL
AF Ployhart, RE
Oswald, FL
TI Applications of mean and covariance structure analysis: Integrating correlational and experimental approaches
LA English
CY AUG 07-09, 2000
CL TORONTO, CANADA
SP Acad Management
DE mean and covariance structure analysis
ID CONFIRMATORY FACTOR-ANALYSIS; ITEM RESPONSE THEORY; MEASUREMENT INVARIANCE; MEASUREMENT EQUIVALENCE; FACTORIAL INVARIANCE; MODELS
PSYCHOLOGY
AB This article discusses mean and covariance structure (MACS) analysis as a mechanism for testing individual differences and group mean differences within a single integrated fr
understanding of confirmatory factor analysis and structural equation modeling but who have not been introduced to mean structures in either model. The article is both a tutorial
introduces the MACS framework using more familiar regression terms, proposes a model-testing framework to be followed, provides numerous illustrations and applications, and
providing the code for the programming). It is also an extension of previous research because it illustrates several novel applications of MACS to organizational research questio
independent groups, (b) conduct latent pairwise comparisons, (c) conduct latent contrasts, and (d) analyze repeated measures data. As these examples illustrate, applying MAC
call for it could perhaps. improve theory testing by helping to integrate experimental and correlational research methods.
C1 George Mason Univ, Dept Psychol, Fairfax, VA 22030 USA.
Michigan State Univ, E Lansing, MI 48824 USA.
RP Ployhart, RE (reprint author), George Mason Univ, Dept Psychol, MSN3F5,400 Univ Dr, Fairfax, VA 22030 USA.
RI Oswald, Fred A-9995-2012
Ployhart, Robert Y-3347-2019
NR 66
TC 109
Z9 110
U1 0
U2 17
PI THOUSAND OAKS
289/309
SN 1094-4281
PD JAN
PY 2004
VL 7
IS 1
BP 27
EP 65
DI 10.1177/1094428103259554
PG 39
GA 754EU
UT WOS:000187290400002
DA 2020-06-08
ER
PT J
AU Baruch, Y
AF Baruch, Y
TI The desert generation - Lessons and implications for the new era of people management
SO PERSONNEL REVIEW
LA English
CT Conference on HRM in A Changing World
CY APR, 2002
CL Oxford, ENGLAND
DE careers; labour markets; organizational change; psychology; contracts
ID PERCEIVED ORGANIZATIONAL SUPPORT; COMMITMENT; CAREER; EVERYONE; LOYALTY
AB Building on lessons from a Biblical story, this paper analyzes and suggests mental frameworks and an innovative perspective for managing contemporary new psychological con
for a new type of existence, a different fife ethos, and philosophy. In that story, a strategic decision was made for that generation, which was to be consumed in the desert. From
and approaches. The paper acknowledges the difficulties employees face in today's turbulent labor markets. It concludes with offering a variety of options available to executives
that organizations can apply.
C1 Univ E Anglia, Norwich NR4 7TJ, Norfolk, England.
Univ Texas, Arlington, TX 76019 USA.
RP Baruch, Y (reprint author), Univ E Anglia, Norwich NR4 7TJ, Norfolk, England.
EM y.baruch@uea.ac.uk
NR 55
TC 11
Z9 11
U1 1
U2 9
PI BRADFORD
PA 60/62 TOLLER LANE, BRADFORD BD8 9BY, W YORKSHIRE, ENGLAND
SN 0048-3486
J9 PERS REV
JI Pers. Rev.
PY 2004
VL 33
IS 2
BP 241
EP 256
DI 10.1108/00483480410518077
PG 16
GA 802IB
UT WOS:000220156100007
DA 2020-06-08
ER
PT J
AU Gelade, G
Gilbert, P
AF Gelade, G
Gilbert, P
TI Work climate and organizational effectiveness: The application of data envelopment analysis in organizational research
LA English
DT Article
DE data envelopment analysis; DEA; efficiency; organizational effectiveness; organizational climate
ID NONPARAMETRIC FRONTIER MODELS; OF-THE-ART; RELIABILITY COEFFICIENTS; INTERRATER RELIABILITY; EFFICIENCY; PERFORMANCE; INDUSTRY; AGREEME
AB Previous research examining the climate-effectiveness relationship in organizations has largely failed to take due note of the complex multidimensional nature of organizational e
analysis (DEA) technique for evaluating the relative efficiencies of organizations that consume multiple inputs and produce multiple outputs and demonstrates its application to o
calculating the relative efficiencies of the branch offices in a retail banking network, and it is shown that measures of efficiency calculated using the DEA method correlate signific
perceptions of operational and management practices. It is suggested that researchers studying the relationship between organizational effectiveness and the psychology of the
dimensions of effectiveness are involved.
C1 Business Analyt Ltd, London NW8 9JL, England.
Int Survey Res, London, England.
RP Gelade, G (reprint author), Business Analyt Ltd, 1 Circus Lodge,Circus Rd, London NW8 9JL, England.
290/309
NR 68
TC 13
Z9 14
U1 1
U2 28
PI THOUSAND OAKS
SN 1094-4281
PD OCT
PY 2003
VL 6
IS 4
BP 482
EP 501
DI 10.1177/1094428103257364
PG 20
GA 724DD
UT WOS:000185471000004
DA 2020-06-08
ER
PT J
AU Murphy, KR
Cronin, BE
Tam, AP
AF Murphy, KR
Cronin, BE
Tam, AP
TI Controversy and consensus regarding the use of cognitive ability testing in organizations
LA English
DT Article
ID JOB-PERFORMANCE; PERSONNEL-SELECTION; ADVERSE IMPACT; INTELLIGENCE; EMPLOYMENT; PSYCHOLOGY; VALIDITY; METAANALYSIS; OPINION; WORK
AB Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability t
tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with th
polarized opinions. A 2-factor model, classifying items as those reflecting societal concerns over the consequences of ability testing and those reflecting an emphasis on the uniq
especially important for predicting responses to the more controversial items.
C1 Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
RP Murphy, KR (reprint author), Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
NR 54
TC 27
Z9 27
U1 2
U2 33
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD AUG
PY 2003
VL 88
IS 4
BP 660
EP 671
DI 10.1037/0021-9010.88.4.660
PG 12
GA 710DL
UT WOS:000184665500006
PM 12940406
DA 2020-06-08
ER
PT J
AU Masterson, SS
Stamper, CL
AF Masterson, SS
Stamper, CL
TI Perceived organizational membership: an aggregate framework, representing the employee-organization relationship
LA English
CT Annual Conference of the Southern-Management-Association
CY 2001 291/309
CL NEW ORLEANS, LOUISIANA
SP SE Management Assoc
ID INTERPERSONAL-ATTRACTION; MULTIDIMENSIONAL CONSTRUCTS; PSYCHOLOGICAL OWNERSHIP; CITIZENSHIP BEHAVIOR; SOCIAL-EXCHANGE; IDENTIFICATIO
AB Organizational scholars have examined the relational ties between employees and organizations, often focusing on specific facets of the relationship. However, this approach ha
organization relationship, nor has it facilitated the identification of interrelationships among the concepts. This paper seeks to address these two issues by developing an integrat
Perceived organizational membership is proposed to be an aggregate multidimensional construct reflecting employees' perceptions of their relationship with their employing orga
mattering, and belonging) offer a framework for categorizing and understanding relational tie concepts, both separately and in combination with one another. Drawing from the co
well as Graham's (1991) early work on organizational citizenship, we identify perceived organizational membership's underlying motives and the mechanisms through which they
subdimensions fit with the more general construct, and develop propositions regarding relationships among the dimensions and the specific relational tie subdimensions. Finally,
allow researchers to better understand both specific relational tie concepts as well as the overall employee-organization relationship. Copyright (C) 2003 John Wiley Sons, Ltd.
C1 Univ Cincinnati, Coll Business Adm, Cincinnati, OH 45221 USA.
Western Michigan Univ, Haworth Coll Business, Dept Management, Kalamazoo, MI 49008 USA.
RP Masterson, SS (reprint author), Univ Cincinnati, Coll Business Adm, POB 210165, Cincinnati, OH 45221 USA.
RI Stamper, Christina L B-2720-2009
Kerr, Alexa A-8359-2012
NR 52
TC 102
Z9 110
U1 2
U2 49
PI CHICHESTER
SN 0894-3796
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD AUG
PY 2003
VL 24
SI SI
BP 473
EP 490
DI 10.1002/job.203
PG 18
GA 713GK
UT WOS:000184848900003
DA 2020-06-08
ER
PT J
AU De Cremer, D
AF De Cremer, D
TI How self-conception may lead to inequality - Effect of hierarchical roles on the equality rule in organizational resource-sharing tasks
LA English
DT Article
DE equality; resource task; accountability; leader; follower
ID CHARISMATIC LEADERSHIP; CULTURAL COLLECTIVISM; ACCOUNTABILITY; BEHAVIOR; IMPACT; INTERDEPENDENCE; COMMUNICATION; ATTRIBUTIONS; UNCERTA
AB This research examined the influence of role (leader or follower) within a group on the use of the equality rule (dividing resources equally) in allocation decisions. Different positio
schemas on how individuals should behave. Role schemas for leaders communicate that they should act responsibly, but also that they deserve certain privileges relevant to the
more resources to themselves than to their followers. The results of three studies (two scenario studies and one experimental study) revealed that leaders violated the equality ru
themselves. Results also showed that leaders used the equality rule more for identifiable decisions (high accountability) than for unidentifiable decisions (low accountability). Find
theories. Practical implications are outlined.
C1 Maastricht Univ, Dept Expt Psychol, Maastricht, Netherlands.
RP De Cremer, D (reprint author), Maastricht Univ, Dept Expt Psychol, Maastricht, Netherlands.
NR 61
TC 35
Z9 35
U1 0
U2 21
PI THOUSAND OAKS
SN 1059-6011
EI 1552-3993
PD JUN
PY 2003
VL 28
IS 2
BP 282
EP 302
DI 10.1177/1059601103028002005
PG 21
GA 680ML
UT WOS:000182981900005
DA 2020-06-08 292/309
ER
PT J
AU Anderson, N
AF Anderson, N
TI Applicant and recruiter reactions to new technology in selection: A critical review and agenda for future research
LA English
DT Article
ID FACE-TO-FACE; PERSONNEL-SELECTION; COGNITIVE-ABILITY; TELEPHONE; COMPUTER; EQUIVALENCE; INNOVATION; CONTEXT
AB This paper presents a narrative review of recent research into applicant and recruiter reactions to new technology in employee selection. Different aspects of the use of new tech
based recruitment and candidate assessment, telephone-based and video-based interviews, video-based situational judgment tests, and virtual reality scenarios. It is argued tha
'technical innovations' as defined in the creativity and innovation research in Industrial, Work, and Organizational (IWO) psychology. Applicant reactions research is reviewed the
Applicant preferences and reactions, equi. valence, and adverse impact. Following Bartram (2001), an amphibian-monarchistic analogy is employed at several stages in the revie
research base are noted: its atheoretical orientation, a short-termist concentration upon reactions level outcomes, an over-reliance on students as surrogates, and a patchiness o
this paper explores neglected issues of recruiter adoption of new technology for employee selection. Again drawing from advances in the innovation and creativity literatures, this
organizational levels of analysis. A general model of recruiter adoption of new technology is posited as a framework for future research in this area. For both applicant and recrui
practice are noted throughout.
C1 Univ Amsterdam, Dept Work & Org Psychol, NL-1018 WB Amsterdam, Netherlands.
RP Anderson, N (reprint author), Univ Amsterdam, Dept Work & Org Psychol, Roetersstr 15, NL-1018 WB Amsterdam, Netherlands.
EM nanderson@fmg.uva.nl
NR 73
TC 104
Z9 105
U1 3
U2 88
PU WILEY
PI HOBOKEN
SN 0965-075X
EI 1468-2389
PD JUN-SEP
PY 2003
VL 11
IS 2-3
BP 121
EP 136
DI 10.1111/1468-2389.00235
PG 16
GA 711AL
UT WOS:000184714900003
DA 2020-06-08
ER
PT J
AU Wright, TA
AF Wright, TA
TI The incubator - Positive organizational behavior: An idea whose time has truly come
LA English
DT Article
ID VALUES; PSYCHOLOGY; APPEALS
C1 Univ Nevada, Managerial Sci Dept, Reno, NV 89557 USA.
RP Wright, TA (reprint author), Univ Nevada, Managerial Sci Dept, Reno, NV 89557 USA.
EM taw@unr.nevada.edu
NR 46
TC 159
Z9 163
U1 1
U2 35
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD JUN
PY 2003
VL 24
IS 4
BP 437
EP 442
DI 10.1002/job.197
PG 6
GA 685VF 293/309
UT WOS:000183283800006
DA 2020-06-08
ER
PT J
AU Zickar, MJ
AF Zickar, MJ
TI Remembering Arthur Kornhauser: Industrial psychology's advocate for worker well-being
LA English
DT Article
ID OCCUPATIONAL-HEALTH PSYCHOLOGY; UNION
AB Arthur Kornhauser was an early industrial psychologist whose contributions have been neglected in written histories of applied psychology. Throughout his career, he was a stau
improving workers' lives. This article describes his contributions to improving worker well-being in the research areas of testing, employee attitude surveying, labor unions, and m
outspoken advocacy for an industrial psychology that addressed workers' issues instead of management's prerogatives. On the basis of Kornhauser's accomplishments, a case
psychology's most important early figures.
C1 Bowling Green State Univ, Dept Psychol, Bowling Green, OH 43403 USA.
RP Zickar, MJ (reprint author), Bowling Green State Univ, Dept Psychol, Bowling Green, OH 43403 USA.
NR 56
TC 14
Z9 14
U1 0
U2 6
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD APR
PY 2003
VL 88
IS 2
BP 363
EP 369
DI 10.1037/0021-9010.88.2.363
PG 7
GA 667DF
UT WOS:000182215000018
PM 12731721
DA 2020-06-08
ER
PT J
AU Foss, NJ
AF Foss, NJ
TI Bounded rationality in the economics of organization: "Much cited and little used"
LA English
DT Article
DE bounded rationality; economics of organization; capabilities approach
ID TRANSACTION COST ECONOMICS; RESOURCE-BASED THEORY; INCOMPLETE CONTRACTS; FIRM; CAPABILITIES; KNOWLEDGE; INTEGRATION; PSYCHOLOGY; TH
AB Herbert Simon was the apostle of bounded rationality. He very often illustrated bounded rationality in the context of the theory of the firm, and was, of course, a major contributor
argue that bounded rationality has been only incompletely absorbed in the economics of organization, is little used for substantive purposes, and mostly serves a rhetorical funct
alternative approaches to integrating bounded rationality with the theory of economic organization. I argue that in general bounded rationality is treated "thinly," and is actually no
The paper ends with a brief discussion of how to proceed with integrating richer notions of bounded rationality with the theory of economic organization. (C) 2003 Published by E
C1 Copenhagen Sch Econ & Business Adm, LINK, Dept Ind Econ & Strategy, DK-2000 Copenhagen, Denmark.
RP Foss, NJ (reprint author), Copenhagen Sch Econ & Business Adm, LINK, Dept Ind Econ & Strategy, Solbjergvej 3, DK-2000 Copenhagen, Denmark.
NR 68
TC 34
Z9 36
U1 0
U2 19
PI AMSTERDAM
SN 0167-4870
J9 J ECON PSYCHOL
PD APR
PY 2003
VL 24
IS 2
BP 245
EP 264
DI 10.1016/S0167-4870(02)00206-4
PG 20
294/309
GA 657BX
UT WOS:000181646500008
DA 2020-06-08
ER
PT J
AU Fichman, M
AF Fichman, M
TI Straining towards trust: some constraints on studying trust in organizations
LA English
DT Article
ID SOCIAL-EXCHANGE; ULTIMATUM GAMES; SELECTION; RECIPROCITY; ATTACHMENTS; CONTRACTS; EVOLUTION; FAIRNESS; STAKES; LOGIC
AB Trust is of great interest in organizational research and the social sciences. It is argued here that any theory of trust ought to treat a set of observed empirical regularities as cons
constructing the theory (e.g., we assume people have a tendency to be fair in their dealings with others) or an explanandum (e.g., we must explain the tendency people have to b
account. These constraints are best thought of in an evolutionary framework, with intellectual links to game theory, evolutionary biology and evolutionary psychology. In particular
have (2) cognitive modules and (3) emotional dispositions which safeguard them against cheating and trust violation. Given these three constraints, any theory should consider t
and decisions. These constraints together point us towards an integrated ecology of trust where culture, individual dispositions and cognition jointly influence observed trusting be
strong reciprocity and cooperation, suggests such an approach to studying trust. The purpose of this essay is to identify this work, organize it, and argue for its bearing on the stu
Sons, Ltd.
C1 Carnegie Mellon Univ, Grad Sch Ind Adm, Pittsburgh, PA 15213 USA.
RP Fichman, M (reprint author), Carnegie Mellon Univ, Grad Sch Ind Adm, Pittsburgh, PA 15213 USA.
EM mf4f@cmu.edu
NR 85
TC 20
Z9 21
U1 2
U2 32
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAR
PY 2003
VL 24
IS 2
BP 133
EP 157
DI 10.1002/job.189
PG 25
GA 652HC
UT WOS:000181372900001
DA 2020-06-08
ER
PT J
AU Hellgren, J
Sverke, M
AF Hellgren, J
Sverke, M
TI Does job insecurity lead to impaired well-being or vice versa? Estimation of cross-lagged effects using latent variable modelling
LA English
DT Article
ID ORGANIZATIONAL COMMITMENT; RECIPROCAL RELATIONSHIPS; HEALTH; WORK; SATISFACTION; INVOLVEMENT; CONSEQUENCES; PERSONALITY; PSYCHOLOGY
AB Although research suggests that job insecurity is associated with impaired employee well-being, there is insufficient empirical evidence to draw any causal inferences since most
levels of health symptoms. We used longitudinal questionnaire data to investigate the direction of the relationship between job insecurity and health complaints. After controlling f
other variables that could potentially confound the results (gender, age, organizational tenure, family status, and education), the results of latent variable modelling showed that t
complaints, one year later, was significant whereas the reversed effects of mental and physical health complaints on subsequent insecurity were non-significant. However, there w
physical health complaints. The results provide empirical support for the theoretical notion that job insecurity leads to health complaints, and imply that prior levels of health shou
effect of perceived job insecurity on the physical and mental health of the workforce. Copyright (C) 2003 John Wiley Sons, Ltd.
C1 Univ Stockholm, Dept Psychol, S-10691 Stockholm, Sweden.
RP Hellgren, J (reprint author), Univ Stockholm, Dept Psychol, S-10691 Stockholm, Sweden.
EM jhn@psychology.su.se
RI Sverke, Magnus L-1596-2019
OI Sverke, Magnus 0000-0001-7214-9486
NR 65
TC 161
Z9 170
U1 5
U2 45
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
295/309
PD MAR
PY 2003
VL 24
IS 2
BP 215
EP 236
DI 10.1002/job.184
PG 22
GA 652HC
UT WOS:000181372900005
DA 2020-06-08
ER
PT J
AU Maurer, TJ
Wrenn, KA
Pierce, HR
Tross, SA
Collins, WC
AF Maurer, TJ
Wrenn, KA
Pierce, HR
Tross, SA
Collins, WC
TI Beliefs about 'improvability' of career-relevant skills: relevance to job/task analysis, competency modelling, and learning orientation
LA English
DT Article
ID SELF-EFFICACY; IMPLICIT THEORIES; ACADEMIC-PERFORMANCE; THEORETICAL-ANALYSIS; GOAL ORIENTATION; MOTIVATION; BEHAVIOR; WORK; PERSONALITY
AB Based on data obtained from three samples of participants from both a work organization and a college setting, this paper addressed two major research objectives relevant to o
to explore the nature of implicit theory of skill malleability in more detail than has been done before. This was done by drawing on KSAO dimensions from the task/job analysis lit
implicit theories; and (c) competency modelling (an area in which there has been little empirical research). The studies found multiple factors of beliefs about KSAO improvability
to least improvable) that follow predictions made in the Iceberg model of competencies. The present studies also found relationships between perceptions of KSAO importance a
is stronger for people who have been in a role/job longer, having had greater opportunity to observe critical KSAOs improve over time. A second major objective of the research w
that would help to further establish the construct validity of the beliefs within the learning/development area. Using structural modelling, the improvability beliefs were tied to learn
development, tendency to compare oneself to others when learning, as well as learning-oriented attitudes and behaviors. The potential practical value of improvability beliefs is d
2003 John Wiley Sons, Ltd.
C1 Georgia Inst Technol, Sch Psychol, Atlanta, GA 30332 USA.
Bristol Myers Squibb Co, Princeton, NJ 08543 USA.
Inst Empresa, Madrid, Spain.
RP Maurer, TJ (reprint author), Georgia Inst Technol, Sch Psychol, 274 5th St, Atlanta, GA 30332 USA.
NR 56
TC 49
Z9 50
U1 1
U2 50
PI W SUSSEX
PA BAFFINS LANE CHICHESTER, W SUSSEX PO19 1UD, ENGLAND
SN 0894-3796
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB
PY 2003
VL 24
IS 1
BP 107
EP 131
DI 10.1002/job.182
PG 25
GA 636GP
UT WOS:000180446500006
DA 2020-06-08
ER
PT J
AU Chung-Yan, GA
Cronshaw, SF
AF Chung-Yan, GA
Cronshaw, SF
TI A critical re-examination and analysis of cognitive ability tests using the Thorndike model of fairness
LA English
DT Article
ID EMPLOYMENT TEST VALIDATION; JOB-PERFORMANCE; ADVERSE IMPACT; AFFIRMATIVE-ACTION; EDUCATIONAL TESTS; META-ANALYSIS; RATEE RACE; VALIDITY
AB The literature investigating the bias of cognitive ability tests (CATS) is often conflated with the controversy surrounding which method for determining test bias is superior. The ge
industrial/organizational psychology has served to deter evaluations of tests against other models of test bias because acceptance of the Cleary model as 'superior' implies the li
bias. Although these other models are not considered to be models of predictive bias in the psychometric sense, they nonetheless have significant implications for workplace dive
depth necessary to extrapolate the actual false-rejection rate in selection decisions that burden visible minority groups when CATS are used. The current study identifies these ga
Thorndike (1971) model of test bias. Results indicate that a one standard deviation (SD) difference in Black-White CAT scores is associated with a Black-White difference in 296/309
job p
difference in job performance is reduced to approximately 1/10 SD when objective, rather than subjective, job performance criteria are used. We therefore conclude that CATS ar
model. The implications for use of CATS in personnel selection are discussed.
C1 Univ Guelph, Dept Psychol, Guelph, ON N1G 2W1, Canada.
RP Chung-Yan, GA (reprint author), Univ Guelph, Dept Psychol, Guelph, ON N1G 2W1, Canada.
NR 76
TC 11
Z9 11
U1 0
U2 14
PI LEICESTER
SN 0963-1798
PD DEC
PY 2002
VL 75
BP 489
EP 509
DI 10.1348/096317902321119709
PN 4
PG 21
GA 625DX
UT WOS:000179802600008
DA 2020-06-08
ER
PT J
AU Luthans, F
AF Luthans, F
TI The need for and meaning of positive organizational behavior
LA English
DT Article
ID SELF-EFFICACY; JOB-PERFORMANCE; TRAINING METHOD; EGO-RESILIENCY; HOPE; PSYCHOLOGY; SATISFACTION; OPTIMISM; OUTCOMES; WORK
AB This essay draws from the emerging positive psychology movement and the author's recent articles on the need for and meaning of a positive approach to organizational behavi
field needs a proactive, positive approach emphasizing strengths, rather than continuing in the downward spiral of negativity trying to fix weaknesses. However, to avoid the surfa
the case is made for positive organizational behavior (POB) to take advantage of the OB field's strength of being theory and research driven. Additional criteria for this version of
that can not only be validly measured, but also be open to development and performance management. Confidence, hope, and resiliency are offered as meeting such POB inclu
positive thinking and excitement for the OB field and 'hopefully' stimulate some new theory building, research, and effective application. Copyright (C) 2002 John Wiley Sons, Ltd
C1 Univ Nebraska, Dept Management, Lincoln, NE 68588 USA.
EM fluthans1@unl.edu
OI Ramirez, Clara 0000-0003-1373-4663
NR 75
TC 848
Z9 889
U1 11
U2 232
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD SEP
PY 2002
VL 23
IS 6
BP 695
EP 706
DI 10.1002/job.165
PG 12
GA 584DT
UT WOS:000177452500001
OA Green Published
DA 2020-06-08
ER
PT J
AU van den Bos, K
AF van den Bos, K
TI Assimilation and contrast in organizational justice: The role of primed mindsets in the psychology of the fair process effect
SO ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 297/309
LA English
DT Article
DE fairness; justice; procedures; outcomes; assimilation; contrast; human judgment; primes; comparisons; organizational behavior
ID DISTRIBUTIVE JUSTICE; PROCEDURAL FAIRNESS; UNCERTAINTY MANAGEMENT; VOICE; SATISFACTION; DECISIONS; SALIENCE; OUTCOMES; OTHERS; IMPACT
AB This paper focuses on the psychology of the fair process effect (the frequently replicated finding that perceived procedural fairness positively affects people's reactions). It is argu
assimilate their ratings of outcome fairness and affect toward their experiences of procedural fairness. As a result, ratings show fair process effects. It is also possible, however, t
outcome to the procedure they experienced: Is the outcome better or worse than the procedure? A result of this comparison process may be that contrast effects are found such
ratings of outcome fairness and affect. Research findings suggest that when comparison goals have been primed, contrast effects indeed can be found. The implications for the p
are discussed. (C) 2002 Elsevier Science (USA). All rights reserved.
C1 Univ Utrecht, Dept Social & Org Psychol, Utrecht, Netherlands.
RP van den Bos, K (reprint author), Univ Utrecht, Dept Social & Org Psychol, Utrecht, Netherlands.
EM k.vandenbos@fss.uu.nl
OI van den Bos, Kees 0000-0003-2777-9344
NR 39
TC 18
Z9 18
U1 0
U2 21
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD SEP
PY 2002
VL 89
IS 1
BP 866
EP 880
AR PII S0749-5978(02)00033-X
DI 10.1016/S0749-5978(02)00033-X
PG 15
GA 597TW
UT WOS:000178237700004
DA 2020-06-08
ER
PT J
AU Rynes, SL
Colbert, AE
Brown, KG
AF Rynes, SL
Colbert, AE
Brown, KG
TI HR professionals' beliefs about effective human resource practices: Correspondence between research and practice
LA English
DT Article
ID JOB-PERFORMANCE; FINANCIAL PERFORMANCE; MANAGEMENT; METAANALYSIS; PSYCHOLOGY; DECISIONS; SELECTION; TURNOVER; VALIDITY; IMPACT
AB Five thousand human resource (HR) professionals were surveyed regarding the extent to which they agreed with various HR research findings, Responses from 959 participants
findings and practitioners' beliefs in some content areas, especially selection. In particular, practitioners Place far less faith in intelligence and personality tests as predictors of em
Practitioners are somewhat more likely to agree with research findings when they are at higher organizational levels, have SPHR certification, and read the academic literature. S
research findings. (C) 2002 Wiley Periodicals, Inc.
C1 Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
RP Rynes, SL (reprint author), Univ Iowa, Dept Management & Org, Iowa City, IA 52242 USA.
RI Brown, Kenneth G. J-7819-2019
Brown, Kenneth G A-5844-2008
OI Brown, Kenneth G. 0000-0001-9428-9420
Brown, Kenneth G 0000-0001-9428-9420
NR 43
TC 219
Z9 221
U1 4
U2 62
PU JOHN WILEY & SONS INC
PI HOBOKEN
PA 111 RIVER ST, HOBOKEN, NJ 07030 USA
SN 0090-4848
J9 HUM RESOURCE MANAGE
PD SUM
PY 2002
VL 41
IS 2
BP 149
EP 174
DI 10.1002/hrm.10029
PG 26 298/309
GA 568NA
UT WOS:000176547300002
DA 2020-06-08
ER
PT J
AU Bell, MP
Quick, JC
Cycyota, CS
AF Bell, MP
Quick, JC
Cycyota, CS
TI Assessment and prevention of sexual harassment of employees: An applied guide to creating healthy organizations
LA English
DT Article
ID WOMEN; PSYCHOLOGY; WORKPLACE; BEHAVIOR
AB Sexual harassment occurs in organizations around the world, with costly consequences for employees and employers. In this article, we present a case for the primary preventio
behavior. We propose that primary prevention can positively influence organizational characteristics and the organizational harassment culture through preventive organizational
than being reactive, and instituted after the fact, primary prevention is a proactive approach that addresses root causes of sexual harassment, preventing its development. This a
traditions of public health and preventive medicine that are applied to prevention of chronic health problems, such as cardiovascular disease. Management commitment, zero tole
assessments and training are important aspects of the proactive preventive management of sexual harassment.
C1 Univ Texas, Dept Management, Arlington, TX 76019 USA.
RP Bell, MP (reprint author), Univ Texas, Dept Management, POB 19467, Arlington, TX 76019 USA.
NR 53
TC 31
Z9 32
U1 0
U2 27
PU BLACKWELL PUBL LTD
PI OXFORD
PA 108 COWLEY RD, OXFORD OX4 1JF, OXON, ENGLAND
SN 0965-075X
PD MAR-JUN
PY 2002
VL 10
IS 1-2
BP 160
EP 167
DI 10.1111/1468-2389.00203
PG 8
GA 558FX
UT WOS:000175956600016
DA 2020-06-08
ER
PT J
AU Lamertz, K
AF Lamertz, K
TI The social construction of fairness: social influence and sense making in organizations
LA English
DT Article
ID PROCEDURAL JUSTICE; CITIZENSHIP BEHAVIOR; PERCEIVED FAIRNESS; PSYCHOLOGY; NETWORKS; DETERMINANTS; PERFORMANCE; ATTITUDES; VICTIMS; SU
AB This paper explores how the social relationships employees have with peers and managers are associated with perceptions of organizational justice. These relationships are the
cues, and social identification, which are sources of sense making about fairness 'in the eyes of the beholder.' It is argued that perceptions of procedural and interactional justice
because: (1) uncertainty exists about organizational procedures; (2) norms of interpersonal treatment vary between organizational cultures; and (3) interpersonal relationships sy
model of data from workers in a telecommunications company showed that an employee's perceptions of both procedural and interactional fairness were significantly associated
employees' social capital, conceived as the number of relationships with managers, was positively associated with perceptions of interactional fairness. In the structural model, b
significant predictors of satisfaction with managerial maintenance of the employment relationship. The discussion highlights the key role which the fairness of interpersonal treatm
Copyright (C) 2001 John Wiley Sons, Ltd.
C1 Concordia Univ, John Molson Sch Business, Montreal, PQ H4B 1R6, Canada.
RP Lamertz, K (reprint author), Concordia Univ, John Molson Sch Business, 1455 Maisonneuve Blvd W, Montreal, PQ H4B 1R6, Canada.
EM klamertz@jmsb.concordia.ca
NR 67
TC 98
Z9 99
U1 4
U2 46
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD FEB 299/309
PY 2002
VL 23
IS 1
BP 19
EP 37
DI 10.1002/job.128
PG 19
GA 517PF
UT WOS:000173618600002
DA 2020-06-08
ER
PT J
AU Geller, ES
AF Geller, ES
TI Should organizational behavior management expand its content?
LA English
DT Article
DE organizational behavior management; industrial/organizational psychology; response-efficacy; outcome expectancy; SMART goal-setting
ID CONSERVATION; DEPRIVATION; DISSONANCE; HYPOCRISY; IF
AB The American Psychological Association (APA)has defined the years 2000 to 2010 as the "Decade of Behavior," and has been promoting this designation in convention materials
APA seems to be avoiding the leading discipline in analyzing and changing behaviors in industrial settings-organizational behavior management (OBM). Furthermore, with only a
in university psychology departments, including graduate programs in industrial/organizational (I/O) Psychology. This paper entertains reasons for the low and decreasing academ
proposed that OBM is generally discussed in overly simplistic terms; and unlike I/O Psychology, OBM does not draw on the wealth of relevant concepts and principles in other ar
examples are given for expanding the typical boundaries of the OBM curriculum in order to improve organization-based interventions and realize greater opportunities to demons
real-world problem solving. (C) 2002 by The Haworth Press, Inc. All rights reserved.
C1 Virginia Polytech Inst & State Univ, Blacksburg, VA 24061 USA.
RP Geller, ES (reprint author), Virginia Tech, Ctr Appl Behav Syst, 5100 Derring Hall, Blacksburg, VA 24061 USA.
NR 43
TC 29
Z9 29
U1 0
U2 9
PI BINGHAMTON
SN 0160-8061
PY 2002
VL 22
IS 2
BP 13
EP 30
DI 10.1300/J075v22n02_03
PG 18
GA 716KN
UT WOS:000185027500002
DA 2020-06-08
ER
PT J
AU Malott, RW
AF Malott, RW
TI Trait-based personality theory, ontogenic behavioral continuity, and behavior analysis
LA English
DT Article
DE circular reification; ontogenic behavior continuity; fatalism; biological determinism; trait-based personality theory
AB Behavior analysts can and should but rarely do account for the ontogenic continuity of behavior, thus leaving the field open to the reified, biological-deterministic traits of persona
This comment is in reaction to:
Roberts, B. W. (2002) "Organizational behavior management and personality psychology: Reunited and it feels so good?" Journal of Organizational Behavior Management, 22 (2
C1 Western Michigan Univ, Dept Psychol, Kalamazoo, MI 49008 USA.
RP Malott, RW (reprint author), Western Michigan Univ, Dept Psychol, Kalamazoo, MI 49008 USA.
NR 8
TC 1
Z9 1
U1 1
U2 2
PI BINGHAMTON
SN 0160-8061
PY 2002
VL 22 300/309
IS 3
BP 61
EP 69
DI 10.1300/J075v22n03_06
PG 9
GA 721DQ
UT WOS:000185302100006
DA 2020-06-08
ER
PT J
AU Rioux, SM
Penner, LA
AF Rioux, SM
Penner, LA
TI The causes of organizational citizenship behavior: A motivational analysis
LA English
DT Article
ID CONTEXTUAL PERFORMANCE; SOCIAL-PSYCHOLOGY; PERSPECTIVE; PERSONALITY; VOLUNTEERS
AB This study addressed the role of motives in organizational citizenship behavior (OCB). Three motives were identified through factor analyses: prosocial values, organizational con
these motives and other variables known to covary with OCB were administered to 141 municipal employees and were correlated with self-, peer, and supervisor ratings of 5 asp
motives were most strongly associated with OCB directed at individuals, and organizational concern motives were most strongly associated with OCB directed toward the organi
variance in OCB. The results suggest that motives may play an important role in OCB.
C1 Univ S Florida, Dept Psychol, Tampa, FL 33620 USA.
Dev Dimens Int, Pittsburgh, PA USA.
RP Penner, LA (reprint author), Univ S Florida, Dept Psychol, 4202 E Fowloer Ave,PCD 4138, Tampa, FL 33620 USA.
NR 37
TC 377
Z9 385
U1 13
U2 188
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD DEC
PY 2001
VL 86
IS 6
BP 1306
EP 1314
DI 10.1037/0021-9010.86.6.1306
PG 9
GA 500JT
UT WOS:000172624400023
PM 11768072
DA 2020-06-08
ER
PT J
AU Marion, R
Uhl-Bien, M
AF Marion, R
Uhl-Bien, M
TI Leadership in complex organizations
LA English
DT Article
ID CHARISMATIC LEADERSHIP; MEMBER EXCHANGE; SOCIAL-EXCHANGE; SYSTEMS; MODEL; PERSPECTIVE; MOTIVATION; NEWNESS
AB This paper asks how complexity theory informs the role of leadership in organizations. Complexity theory is a science of complexly interacting systems; it explores the nature of i
influence such things as emergence, innovation, and fitness. We argue that complexity theory focuses leadership efforts on behaviors that enable organizational effectiveness, a
science broadens conceptualizations of leadership from perspectives that are heavily invested in psychology and social psychology (e.g., human relations models) to include pro
develop a definition of organizational complexity and apply it to leadership science, discuss strategies for enabling complexity and effectiveness, and delve into the relationship b
leadership theories. The paper concludes with a discussion of possible implications for research strategies in the social sciences. (C) 2002 Elsevier Science Inc. All rights reserve
C1 Clemson Univ, Coll Educ, Clemson, SC 29631 USA.
Univ Cent Florida, Orlando, FL 32816 USA.
RP Marion, R (reprint author), Clemson Univ, Coll Educ, Clemson, SC 29631 USA.
EM marion2@clemson.edu
NR 90
TC 315
Z9 316
U1 8
U2 109
PI NEW YORK 301/309
SN 1048-9843
EI 1873-3409
J9 LEADERSHIP QUART
JI Leadersh. Q.
PD WIN
PY 2001
VL 12
IS 4
BP 389
EP 418
AR PII S1048-9843(01)00092-3
DI 10.1016/S1048-9843(01)00092-3
PG 30
GA 529AU
UT WOS:000174278500003
OA Green Published
DA 2020-06-08
ER
PT J
AU Anderson, N
Herriot, P
Hodgkinson, GP
AF Anderson, N
Herriot, P
Hodgkinson, GP
TI The practitioner-researcher divide in Industrial, Work and Organizational (IWO) psychology: Where are we now, and where do we go from here?
LA English
DT Article
ID PARADIGM
AB There is current concern that the researcher, or academic, and the practitioner wings of our discipline are moving further apart. This divergence is likely to result in irrelevant theo
damage our reputation and ultimately result in our fragmentation. We present a simple 2 X 2 model along the dimensions of relevance and rigour, with the four cells occupied by
respectively. We argue that there has been a drift away from Pragmatic Science, high in both relevance and rigour, towards Pedantic and Popularist Science, and through them t
analyses of the authorship of academic journal articles and then explain this drift in terms of our stakeholders. Powerful academics are the most immediate stakeholders for rese
increase the drift towards Pedantic Science. Organizational clients are the most powerful stakeholders for practitioners, and in their effort to address their urgent issues, they pus
analysis, we argue that we need to engage in political activity in order to reduce or redirect the influence of the key, stakeholders. This can be done either directly, through our rel
them. Only by political action can the centrifugal forces away from Pragmatic Science be countered and a centripetal direction be established. Finally, we explore the implications
own profession.
C1 Univ London Goldsmiths Coll, Dept Psychol, London SE14 6NW, England.
Empower Grp, London SW1E 6LB, England.
Univ Leeds, Sch Business, Leeds LS2 9JT, W Yorkshire, England.
RP Anderson, N (reprint author), Univ London Goldsmiths Coll, Dept Psychol, New Cross, London SE14 6NW, England.
RI Hodgkinson, Gerard P K-8969-2012
Hodgkinson, Gerard Paul W-4570-2018
OI Hodgkinson, Gerard P 0000-0003-4824-4920
Hodgkinson, Gerard Paul 0000-0003-4824-4920
NR 39
TC 210
Z9 213
U1 0
U2 23
PU WILEY-BLACKWELL
PI HOBOKEN
SN 0963-1798
EI 2044-8325
PD NOV
PY 2001
VL 74
BP 391
EP 411
DI 10.1348/096317901167451
PN 4
PG 21
GA 501YZ
UT WOS:000172716600003
DA 2020-06-08
ER
PT J
AU Loughlin, C
Barling, J
AF Loughlin, C
Barling, J
TI Young workers' work values, attitudes, and behaviours 302/309
LA English
DT Article
ID PART-TIME WORK; HIGH-SCHOOL SENIORS; UNION ATTITUDES; PREEMPLOYMENT PREDICTORS; JOB INVOLVEMENT; EMPLOYMENT; ADOLESCENCE; QUALITY; C
AB Young workers represent the workforce of the future. We discuss research on two major influences on young people's work-related values, attitudes, and behaviours, namely fam
given to the role of young people's work experiences in shaping their future work-related attitudes, values, and behaviours (an under-researched area in occupational/ organizatio
on young workers, changes in the world of work and emerging areas of importance for the future generation of workers and their organizations are also highlighted (i.e. the rise in
safety and unions).
C1 Univ Toronto, Scarborough, ON M1C 1A4, Canada.
Queens Univ, Kingston, ON, Canada.
RP Loughlin, C (reprint author), Univ Toronto, 1265 Mil Trail, Scarborough, ON M1C 1A4, Canada.
OI Loughlin, Catherine 0000-0003-0040-7065
NR 78
TC 166
Z9 168
U1 3
U2 254
PI LEICESTER
SN 0963-1798
PD NOV
PY 2001
VL 74
BP 543
EP 558
DI 10.1348/096317901167514
PN 4
PG 16
GA 501YZ
UT WOS:000172716600009
DA 2020-06-08
ER
PT J
AU Forgas, JP
George, JM
AF Forgas, JP
George, JM
TI Affective influences on judgments and behavior in organizations: An information processing perspective
LA English
DT Article
ID POSITIVE MOOD; FEELING GOOD; JOB-SATISFACTION; WORK; PERFORMANCE; STRATEGIES; MEMORY; STATE; ACQUISITION; PERSONALITY
AB This article reviews and integrates recent research in experimental social psychology and organizational behavior demonstrating the pervasive influence that affective states or m
organizations. An information processing theory, the Affect Infusion Model (AIM) is described that can account for many of the empirical findings and also provides a promising th
reviews a range of experimental and applied studies consistent with the predictions of this model, demonstrating the role of information processing strategies in moderating affec
discuss the influence of affect on such work-related behaviors as worker motivation, creativity and performance, interpersonal judgments and communication, performance appra
spontaneity, employee flexibility and helpfulness, absenteeism, and bargaining and negotiation behaviors. The implications of the information processing approach for understan
discussed, and we argue for the greater integration of affect into contemporary theorizing and research in organizational settings. (C) 2001 Academic Press.
C1 Univ New S Wales, Sch Psychol, Sydney, NSW 2052, Australia.
Rice Univ, Jesse H Jones Grad Sch Management, Houston, TX 77005 USA.
RP Forgas, JP (reprint author), Univ New S Wales, Sch Psychol, Sydney, NSW 2052, Australia.
EM jp.forgas@unsw.edu.au; jgeorge@rice.edu
NR 100
TC 435
Z9 443
U1 6
U2 167
PI SAN DIEGO
SN 0749-5978
EI 1095-9920
PD SEP
PY 2001
VL 86
IS 1
BP 3
EP 34
DI 10.1006/obhd.2001.2971
PG 32
GA 472TG
UT WOS:000171000600002
303/309
DA 2020-06-08
ER
PT J
AU Lievens, F
AF Lievens, F
TI Assessors and use of assessment centre dimensions: a fresh look at a troubling issue
LA English
CY AUG 09-12, 1998
CL SAN DIEGO, CA
SP Acad Management
ID CONSTRUCT-VALIDITY; PERFORMANCE; CATEGORIES; EXERCISES; ACCURACY; DESIGN; NUMBER
AB Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively on
typically used the multitrait-multimethod approach to distinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the
substantive and methodological concerns inherent in previous research. In this study, 85 industrial and organizational psychology students and 39 managers rated videotaped as
dimensions. Results from generalizability analyses showed that assessors' ratings were relatively veridical. In addition, when assessors rated candidates whose performances va
relatively consistent across exercises, they were reasonably able to differentiate among the Various dimensions. They also rated such candidate profiles similarly on the various
candidate profile without clear performance fluctuations across dimensions, distinctions about dimensions were more blurred. Results from student and managerial assessors we
between the various dimensions. The research and practical implications of these findings are discussed. Copyright (C) 2001 John Wiley & Sons, Ltd.
C1 Univ Ghent, Dept Personnel Management & Work & Org Psychol, B-9000 Ghent, Belgium.
RP Lievens, F (reprint author), Univ Ghent, Dept Personnel Management & Work & Org Psychol, Henri Dunantlaan 2, B-9000 Ghent, Belgium.
EM filip.lievens@rug.ac.be
OI Lievens, Filip 0000-0002-9487-5187
NR 48
TC 31
Z9 36
U1 0
U2 14
PU WILEY
PI HOBOKEN
SN 0894-3796
EI 1099-1379
J9 J ORGAN BEHAV
JI J. Organ. Behav.
PD MAY
PY 2001
VL 22
IS 3
BP 203
EP 221
DI 10.1002/job.65
PG 19
GA 427UK
UT WOS:000168423700001
DA 2020-06-08
ER
PT J
AU Lievens, F
AF Lievens, F
TI Assessor training strategies and their effects on accuracy, interrater reliability, and discriminant validity
LA English
CT 9th European Congress on Work and Organizational Psychology
CY MAY 22-25, 1999
CL HELSINKI, FINLAND
SP European Assoc Work & Org Psychol, Finnish Inst Occupat Hlth, Work & Org Psychol Forum
ID RATING ACCURACY; CONCEPTUAL SIMILARITY; PERFORMANCE-APPRAISAL; ASSESSMENT-CENTERS; SCHEMATA; MEMORY; DETERMINANT; RECALL; NUMBER; W
AB This study compares the effects of data-driven assessor training with schema-driven assessor training and control training. The sample consisted of 229 industrial and organizati
randomly assigned to 1 of these training strategies. Participants observed and rated candidates in an assessment center exercise. The data-driven and schema-driven assessor
dependent variables. The schema-driven assessor training resulted in the largest values of interrater reliability, dimension differentiation, and accuracy. Managers provided signif
less between the dimensions. Practical implications regarding the design of assessor trainings and the composition of assessor teams are proposed.
C1 Univ Ghent, Dept Personnel Management & Work & Org Psychol, B-9000 Ghent, Belgium.
RP Lievens, F (reprint author), Univ Ghent, Dept Personnel Management & Work & Org Psychol, Henri Dunantlaan 2, B-9000 Ghent, Belgium.
EM filip.lievens@rug.ac.be
OI Lievens, Filip 0000-0002-9487-5187
NR 52
TC 77
Z9 84
U1 0
U2 29
304/309
PI WASHINGTON
SN 0021-9010
EI 1939-1854
J9 J APPL PSYCHOL
PD APR
PY 2001
VL 86
IS 2
BP 255
EP 264
DI 10.1037//0021-9010.86.2.255
PG 10
GA 470NN
UT WOS:000170878200008
PM 11393438
DA 2020-06-08
ER
PT J
AU Salgado, JF
AF Salgado, JF
TI Some landmarks of 100 years of scientific personnel selection at the beginning of the new century
LA English
DT Article
ID JOB-PERFORMANCE; METAANALYSIS; DIMENSIONS; VALIDITY
AB Personnel selection as an applied domain of work and organizational psychology has over one century of scientific history. This paper presents a historical account of the last 10
important landmarks of the discipline. This historical account includes events, theoretical contributions, and methodological advances that have consolidated the discipline as a s
second part of the special issue devoted to the presentation of the state-of-art of personnel selection at the be-inning of the XXIst Century.
C1 Univ Santiago de Compostela, Dept Psicol Social & Basica, Santiago De Compostela 15762, Spain.
RP Salgado, JF (reprint author), Univ Santiago de Compostela, Dept Psicol Social & Basica, Santiago De Compostela 15762, Spain.
NR 42
TC 15
Z9 16
U1 0
U2 7
PU BLACKWELL PUBL LTD
PI OXFORD
PA 108 COWLEY RD, OXFORD OX4 1JF, OXON, ENGLAND
SN 0965-075X
PD MAR-JUN
PY 2001
VL 9
IS 1-2
BP 3
EP 8
DI 10.1111/1468-2389.00159
PG 6
GA 469FZ
UT WOS:000170805100002
DA 2020-06-08
ER
PT J
AU Ellingson, JE
Smith, DB
Sackett, PR
AF Ellingson, JE
Smith, DB
Sackett, PR
TI Investigating the influence of social desirability on personality factor structure
LA English
DT Article
ID PERSONNEL-SELECTION; RESPONSE DISTORTION; CONSTRUCT-VALIDITY; JOB-PERFORMANCE; 5-FACTOR MODEL; PSYCHOLOGY; APPLICANT; PROJECT; SCALE
AB This study provides a comprehensive investigation into whether social desirability alters the factor structure of personality measures. The study brought together 4 large data sets
personality measures. This facilitated conducting 4 separate yet parallel investigations. Within each data set, individuals identified through a social desirability scale as respondin
identified as responding in a highly socially desirable manner were grouped together. Using various analyses, the fit of higher order factor structure models was compared across
desirability had little influence on the higher order factor structures that characterized the relationships among the scales of the personality measures.
C1 Univ Minnesota, Ctr Ind Relat, Minneapolis, MN 55455 USA.
Cornell Univ, Sch Ind & Labor Relat, Ithaca, NY 14853 USA.
Univ Minnesota, Dept Psychol, Minneapolis, MN 55455 USA. 305/309
RP Ellingson, JE (reprint author), Ohio State Univ, Dept Management & Human Resources, 734 Fisher Hall,2100 Neil Ave, Columbus, OH 43210 USA.
NR 59
TC 109
Z9 114
U1 2
U2 18
PI WASHINGTON
SN 0021-9010
J9 J APPL PSYCHOL
PD FEB
PY 2001
VL 86
IS 1
BP 122
EP 133
DI 10.1037/0021-9010.86.1.122
PG 12
GA 470NM
UT WOS:000170878100011
PM 11302224
DA 2020-06-08
ER
PT J
AU Mueller, MM
Moore, JW
Tingstrom, DH
Doggett, RA
AF Mueller, MM
Moore, JW
Tingstrom, DH
Doggett, RA
TI Increasing seating opportunities using a behavioral prompt
LA English
DT Article
DE sign usage; behavioral prompt; increasing seating opportunities; community and organizational behavior analysis
ID BATHROOM GRAFFITI; CONTINGENCY
AB The present study used a sign to increase the number of pushed in chairs within 2 sections of an undergraduate educational psychology course at a university in the southeaster
students with mobility limitations to select from a wider variety of seating. After posting a sign, at least 20% more chairs were pushed in across each section, Following removal o
with intervention. Compared with other studies that have used signs to effect change, the fact that the same population of users was exposed to the sign may explain the discrep
persistence after signs had been withdrawn. Cost efficiency, support for using a behavioral prompt, and future research is discussed. (C) 2001 by The Haworth Press, Inc. All righ
C1 Univ So Mississippi, Dept Psychol, Sch Psychol Program, Hattiesburg, MS 39406 USA.
Mississippi State Univ, Sch Psychol Program, Mississippi State, MS 39762 USA.
RP Tingstrom, DH (reprint author), Univ So Mississippi, Dept Psychol, Sch Psychol Program, Box 5025, Hattiesburg, MS 39406 USA.
NR 14
TC 7
Z9 7
U1 1
U2 4
PI BINGHAMTON
SN 0160-8061
PY 2001
VL 21
IS 2
BP 99
EP 109
DI 10.1300/J075v21n02_10
PG 11
GA 546EM
UT WOS:000175259300010
DA 2020-06-08
ER
PT J
AU Murphy, KR
De Shon, R
AF Murphy, KR
De Shon, R
TI Progress in psychometrics: Can industrial and organizational psychology catch up?
LA English 306/309
DT Article
ID MEASUREMENT ERROR; JOB-PERFORMANCE
AB Murphy and DeShon (2000) show that interrater correlations do not provide reasonable estimates of the reliability of job performance ratings, and suggest that better estimates c
theory. Schmidt, Viswesvaran, and Ones (2000) criticize our suggestions as radical, and argue that: (a) the reliability of ratings should be evaluated using the parallel test model
model, (b) reliability and validity are distinct concepts that should not be confused, and (c) measurement models have little to do with substantive models of the processes that ge
were once part of the psychometric mainstream, but progress in psychometrics over the last 3 decades has moved the field well beyond these assumptions and approaches. Mo
measurement models and substantive models of the phenomena being measured.
C1 Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
Michigan State Univ, E Lansing, MI 48824 USA.
RP Murphy, KR (reprint author), Penn State Univ, Dept Psychol, University Pk, PA 16802 USA.
NR 25
TC 28
Z9 28
U1 1
U2 8
PI BOWLING GREEN
SN 0031-5826
J9 PERS PSYCHOL
JI Pers. Psychol.
PD WIN
PY 2000
VL 53
IS 4
BP 913
EP 924
DI 10.1111/j.1744-6570.2000.tb02423.x
PG 12
GA 383KN
UT WOS:000165881800007
DA 2020-06-08
ER
PT J
AU Axtell, CM
Holman, DJ
Unsworth, KL
Wall, TD
Waterson, PE
AF Axtell, CM
Holman, DJ
Unsworth, KL
Wall, TD
Waterson, PE
TI Shopfloor innovation: Facilitating the suggestion and implementation of ideas
LA English
DT Article
ID ORGANIZATIONAL INNOVATION; INDIVIDUAL INNOVATION; SELF-EFFICACY; WORK; BEHAVIOR; JOB; CREATIVITY; DETERMINANTS; WORKPLACE; CLIMATE
AB Despite increasing recognition of the importance of fostering innovation among shopfloor employees, little empirical research has been conducted on the topic. Moreover, within
of ideas (creativity) rather than on their implementation. This study examines the impact of individual perceptions of individual, group and organizational factors on both elements
more highly related to individual (personal and job) characteristics than the group and organizational characteristics; whereas the implementation of ideas was more strongly pred
interactions were found between the number of suggestions made and group and organizational characteristics, demonstrating how successful implementation of new ideas requ
supportive environment. Analysis to explore which factors have the greatest impact on,the innovation process was also conducted. The practical, theoretical and methodological
C1 Univ Sheffield, Inst Work Psychol, Sheffield S10 2TN, S Yorkshire, England.
RP Axtell, CM (reprint author), Univ Sheffield, Inst Work Psychol, Sheffield S10 2TN, S Yorkshire, England.
NR 45
TC 441
Z9 455
U1 5
U2 89
PI LEICESTER
SN 0963-1798
PD SEP
PY 2000
VL 73
BP 265
EP 285
DI 10.1348/096317900167029
PN 3
PG 21
GA 354LN
UT WOS:000089332100001
DA 2020-06-08 307/309
ER
PT J
AU Shippmann, JS
Ash, RA
Battista, M
Carr, L
Eyde, LD
Hesketh, B
Kehoe, J
Pearlman, K
Prien, E
AF Shippmann, JS
Ash, RA
Battista, M
Carr, L
Eyde, LD
Hesketh, B
Kehoe, J
Pearlman, K
Prien, E
TI The practice of competency modeling
LA English
DT Article
ID JOB ANALYSIS
AB The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services
Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizationa
the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a concept
that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses
and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.
C1 PepsiCo Inc, Purchase, NY 10577 USA.
Univ Kansas, Lawrence, KS 66045 USA.
Univ Sydney, Sydney, NSW 2006, Australia.
Florida Int Univ, Miami, FL 33199 USA.
RP Shippmann, JS (reprint author), PepsiCo Inc, 700 Anderson Hill Rd, Purchase, NY 10577 USA.
NR 77
TC 238
Z9 259
U1 5
U2 78
PI BOWLING GREEN
SN 0031-5826
J9 PERS PSYCHOL
JI Pers. Psychol.
PD FAL
PY 2000
VL 53
IS 3
BP 703
EP 740
DI 10.1111/j.1744-6570.2000.tb00220.x
PG 38
GA 354QU
UT WOS:000089341800007
DA 2020-06-08
ER
PT J
AU Atwater, LE
Waldman, DA
Atwater, D
Cartier, P
AF Atwater, LE
Waldman, DA
Atwater, D
Cartier, P
TI An upward feedback field experiment: Supervisors' cynicism, reactions, and commitment to subordinates
LA English
DT Article
ID SELF-OTHER AGREEMENT; APPRAISAL FEEDBACK; PERFORMANCE; RATINGS; LEADERSHIP; PSYCHOLOGY
AB A field experiment was conducted to examine outcomes associated with an upward feedback program in a policing agency. Experimental groups included 110 supervisor
feedback group in which supervisors and subordinates completed surveys and received feedback at two time periods, or (b) a survey-only group in which supervisors and
supervisors received feedback only at Time 2. Results showed no significant improvement for the feedback or survey-only group with regard to subordinate ratings of lea
scores occurred between Time 3 and Time 2 for the supervisors receiving feedback at Time 1, and no such changes were observed for supervisors who were only survey
was predicted by organizational cynicism and the extent to which the recipient reacts positively to upward feedback and takes steps to improve. Thus, individual attitudes
feedback. In addition, leadership measured at Time I predicted supervisors' commitment to their subordinates at Time 2 for the feedback group, but not for the survey-onl
performance, such as commitment to subordinates, need to be considered in the implementation of upward feedback programs.
C1 Arizona State Univ W, Phoenix, AZ 85069 EE. UU.
RP Atwater, LE (autor de la reimpresión), Arizona State Univ W, 4701 W Thunderbird, PO 37100, Phoenix, AZ 85069 EE. UU.
EM leanne.atwater@asu.edu
308/309
NR 33
TC 83
Z9 83
U1 3
U2 40
PU WILEY
Pi HOBOKEN
Pensilvania 111 RIVER ST, HOBOKEN 07030-5774, NJ EE. UU.
SN 0031-5826
EI 1744-6570
J9 PERS PSICOL
JI Pers. Psychol
PD SUMA
PY 2000
VL 53
ES 2
BP 275
EP 297
DI 10.1111 / j.1744-6570.2000. tb00202.x
PG 23
CAROLINA
DEL SUR
Georgia 326DC
Utah WOS: 000087716600002
DA 2020-06-08
ER
EF
309/309

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7/6/2020 Correo de la Universidad del Valle - Web of Science

PAULA ANDREA ARIAS BELTRAN <arias.paula@correounivalle.edu.co>

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