A5031613038- Job Satisfaction and Organizational Behavior
- Complex Systems and Decision Making
- Behavioral Health and Interventions
- Cultural Differences and Values
- Entrepreneurship Studies and Influences
- Psychological and Temporal Perspectives Research
- Evaluation and Performance Assessment
- Quality and Supply Management
- Ethics in Business and Education
- Human Resource Development and Performance Evaluation
- Survey Methodology and Nonresponse
- Media Influence and Health
- Supply Chain Resilience and Risk Management
- Corporate Finance and Governance
- Financial Markets and Investment Strategies
- Knowledge Management and Sharing
- Workplace Spirituality and Leadership
- Social and Intergroup Psychology
- Workplace Violence and Bullying
- Customer Service Quality and Loyalty
- Mental Health Research Topics
- Management Theory and Practice
- Acute Ischemic Stroke Management
- Leadership and Management in Organizations
- Organizational Leadership and Management Strategies
Georgia State University
2006-2025
Oklahoma State University
2018-2025
University of North Carolina at Chapel Hill
2000-2025
Oklahoma State University Oklahoma City
2017-2024
Council of Science Editors
2023
Davidson College
2017
Capital University
2016
Intel (United States)
2016
Studies that combine moderation and mediation are prevalent in basic applied psychology research. Typically, these studies framed terms of moderated or mediated moderation, both which involve similar analytical approaches. Unfortunately, approaches have important shortcomings conceal the nature effects under investigation. This article presents a general framework for combining integrates regression analysis path analysis. clarifies how moderator variables influence paths constitute direct,...
We used data collected from a field survey of 334 supervisor–subordinate dyads to test model the antecedents abusive supervision. Path analytic tests moderated mediation provided support for our prediction that supervisors' depression mediates relationship between procedural justice and subordinates' perceptions their abusiveness framework is stronger when subordinates are higher in negative affectivity. discuss study's implications theory, research, practice.
The authors distinguished 3 approaches to the study of perceived person-environment fit (P-E fit): (a) atomistic, which examines perceptions person and environment as separate entities; (b) molecular, concerns comparison between environment; (c) molar, focuses on similarity, match, or environment. Distinctions among these have fundamental implications for theory, measurement, subjective experience P-E fit, yet research has treated interchangeable. This investigated meaning relationships...
The authors developed an integrated model of the relationships among abusive supervision, affective organizational commitment, norms toward organization deviance, and deviance tested framework in 2 studies: a 2-wave investigation 243 supervised employees cross-sectional study 247 organized into 68 work groups. Path analytic tests mediated moderation provide support for prediction that effect supervision on (through commitment) is stronger when perceive their coworkers are more approving...
We invoke the person–environment fit paradigm to examine on a daily basis follower affective, attitudinal, and behavioral responses transformational leadership needed received. Results from two experience sampling method (ESM) studies suggested that positive affect was higher days when received needs (compared amount deficient or in excess of needs) absolute levels higher. also found mediated within-person effects subordinates' work attitudes (Studies 1 2) organizational citizenship...
We review contemporary best practice for developing and validating measures of constructs in the organizational sciences. The three basic steps scale development are: (a) construct definition, (b) choosing operationalizations that match (c) obtaining empirical evidence to confirm validity. While summarizing this 3-step process [i.e., Define-Operationalize-Confirm], we address many issues establishing validity provide a checklist journal reviewers authors when evaluating used research. Among...
Breach and fulfillment in a psychological contract has traditionally been studied with approaches that are conceptually methodologically limited. We compared predictions derived from the traditional view to an expanded maintains distinction between promised delivered inducements examines their joint relationship employee satisfaction. The views were using longitudinal data polynomial regression analysis. Results provided little support for view. In contrast, results supported revealed...
We examined the effects of fit between leader consideration and initiating structure needed received on employees' work-related attitudes (i.e., trust in supervisor, job satisfaction, affective commitment to organization). Consistent with predictions that derive from person-environment research tradition, results Study 1 suggested deficient amounts both leadership behaviors were associated unfavorable attitudinal outcomes. However, while excess levels favorable outcomes, attitudes, for forms...
The authors develop, illustrate, and validate an experimental approach to further empirical research on opportunity recognition. emphasizes the use of recognition exercises that provide direct observations participants’ efforts think about ex-ante uncertain opportunities. To facilitate future uses this approach, develop a measure opportunity-recognition beliefs conduct three related studies measure. conclude by offering concrete practical recommendations for studies. Doing so, contribute...
This study examines the nature of interaction between CEO leadership and organizational culture using 2 common metathemes (task relationship) in research. Two perspectives, similarity dissimilarity, offer competing predictions about fit, or interaction, its predicted effect on firm performance. Predictions for perspective draw upon attribution theory social identity leadership, whereas dissimilarity are developed based insights from contingency theories notion substitutability. Hierarchical...
ABSTRACT This study investigates how long‐term partners can establish successful supply chain collaboration to accrue relationship benefits. Informed by the relational view, we identify governance and resource sharing as key mechanisms create benefits in relationships. We draw on ambidexterity perspective suggest that relationships require resource‐sharing handle new problems emerging future while successfully managing current problems, or have a duality of short‐ orientation. also alignment...
Abstract The focus of job satisfaction literature remains on the subordinate even though supervisors are responsible for evaluating employee performance, determining pay, raises, promotions, growth opportunities, etc., all which impact employees’ subsequent performance that contributes (or not) to organizational success. Using a psychological contracts lens, we develop and test theoretical arguments predicting supervisors’ response contributions is not uniformly positive depending type...
The reciprocal exchange of employees' work for pay that is central to employment relationships viewed here through the lens psychological contract. A contract involves promised inducements, contributions, delivered and contributions: How an employee cognitively integrates these 4 elements a question in theory. Three alternative approaches integrating were drawn from discrepancy theory, equity need theories satisfaction, respectively. Experimental findings disconfirmed approaches. Findings...
Although the importance of leader-follower relationships in workplace is widely acknowledged, impact changes such has not been adequately examined literature. Leader-Member Exchange (LMX) theory and research suggest that develop, mature, then stabilize. Integrating recent work finding important impactful within-individual variations what was thought to be relatively unvarying relationships, we theorize (like other types linkages), are only differentiated (varying between people), but also...
Individuals chronically vary in the extent to which they think about past, present, and future. This individual difference-temporal focus-relates a variety of work life outcomes including affective well-being, job performance, career success. Although it has been proposed that people can simultaneously focus on future (Lewin, 1943), tests this idea within organizational sciences remain scarce, with scholars instead focusing independent predictions each aspect temporal focus. As such,...
Employees' receipt of inducements is associated with trust and affective commitment, employees pay for their contributions (e.g., time, physical intellectual effort). Yet this relationship does not fully mirror events as they occur in an employment where employees' promises delivery are ongoing, relatively continuous. Our premise that promising delivering may enhance or reduce commitment to the organization depending on how well fulfill psychological needs. We tested a social exchange theory...
Abstract Higher levels of learning adaptability at work are expected to help performance when individuals encounter an unfamiliar environment, such as during organizational entry. However, little is known about how and newcomer drives innovative behaviors. Drawing on extending individual theory, we propose that two mediating mechanisms, positive framing task mastery, may transmit the effect behavior, with supervisor's tendency avoid uncertain situations posited a boundary condition. The...
Abstract: We examine the influence of two factors beyond pay on applicants’ job offer evaluations in IT and hospitality industries – whether an offer’s expected work hours attraction perceptions economy attraction. Using a policy-capturing approach sample 49 university students (882 total observations), we hypothesized that (a) number also matters when evaluating (b) moderates relationships between worked attractiveness such offers would be more attractive under weak than strong economy. Our...