A5025807038- Job Satisfaction and Organizational Behavior
- Gender Diversity and Inequality
- Social and Intergroup Psychology
- Cultural Differences and Values
- Accounting and Organizational Management
- Dutch Social and Cultural Studies
- Organizational Learning and Leadership
- Labor Movements and Unions
- Organizational Change and Leadership
- Economic Analysis and Policy
- Leadership and Management in Organizations
- Management and Organizational Studies
- Team Dynamics and Performance
- Experimental Behavioral Economics Studies
- Corporate Finance and Governance
- Comparative and International Law Studies
- Evaluation and Performance Assessment
- Culture, Economy, and Development Studies
- Work-Family Balance Challenges
- Human Resource Development and Performance Evaluation
- Nonprofit Sector and Volunteering
- Innovation and Knowledge Management
- Evolutionary Psychology and Human Behavior
- COVID-19 Pandemic Impacts
- Conflict Management and Negotiation
University of Groningen
2015-2024
Division of Human Resource Management
2021
University of Twente
1999-2001
Data from a large survey of 1,561 professionals were used to examine the relationship between power and infidelity process underlying this relationship. Results showed that elevated is positively associated with because increases confidence in ability attract partners. This association was found for both actual intentions engage future. Gender did not moderate these results: The same women as men, reason. These findings suggest common assumption (and often-found effect) are less likely than...
The current research explores why people desire power and how that can be satisfied. We propose a position of subjectively experienced as conferring influence over others or offering autonomy from the others. Conversely, low-power lacking autonomy. Nine studies show experiencing one's predicts for power, whereas experience does not. Furthermore, gaining quenches but demonstrated primacy across both experimental correlational designs, measured mediation manipulated mediator approaches, three...
How does power affect behavior? We posit that this depends on the type of power. distinguish between social (power over other people) and personal (freedom from argue these two types have opposite associations with independence interdependence. propose when distinction interdependence is relevant, will effects; however, they parallel effects irrelevant. In studies (an experimental study a large field study), we demonstrate by showing stereotyping, but behavioral approach.
PURPOSE: Several studies have shown that the traditional stereotype of a "good" manager being masculine and male still exists. The recent changes in proportion women female managers organizations could affect these two managerial stereotypes, leading to stronger preference for feminine characteristics leaders. This study examines if gender an employee, manager, management ratio organization are related employees' stereotypes. DESIGN/METHODOLOGY/APPROACH: 3229 respondents working various...
The impostor "syndrome" refers to the notion that some individuals feel as if they ended up in esteemed roles and positions not because of their competencies, but oversight or stroke luck. Such therefore like frauds "impostors". Despite fact feelings are often linked marginalized groups society, date, research predominantly approaches this phenomenon an issue individual: pointing towards for roots solutions "syndrome". Drawing from a rich body social organizational psychology research,...
Due to the COVID-19 crisis, managers and employees in many organizations suddenly are forced work from home. Although working home (WFH) is not a new phenomenon, it its current scale scope because of COVID-19. Against this background, we investigate effect WFH during crisis on changes leadership behaviors, associated perceived manager quality productivity, at different hierarchical levels organizations. Based literature, develop two predictions opposite directions. On one hand, implementing...
In March 2020, the COVID-19 virus turned into a pandemic that hit organizations globally. This qualifies as an exogenous shock. Based on threat-rigidity hypothesis, we hypothesize this shock led to increase in directive leadership behavior. We also argue relationship depends magnitude of crisis and well-learned responses managers. our empirical analysis employ differences-in-differences design with treatment intensity focus period first lockdown, until June 2020. Using dataset covering...
Abstract The main focus of this paper is the functioning R&D teams, role team leader and characteristics individual members. After a brief overview recent literature on leadership innovation, some research results are presented from study in self-managing teams; these teams have number common with such as dependent tasks job autonomy. lead to an integrated model for effective relations between behaviour, characteristics, outcome variables. Keywords: InnovationTeamsIndividual Characteristics
Research overwhelmingly shows that facial appearance predicts leader selection. However, the evidence on relevance of faces for actual ability and consequently performance is inconclusive. By using a state-of-the-art, objective measure face recognition, we test predictive value CEOs' firm in large sample faces. We first compare Fortune500 CEOs with those US citizens professors. find clear confirmation do look different when compared to or professors, replicating finding matter More...
The present study reveals how leadership effectiveness in project teams is dependent on the level of organizational tenure diversity. Data from 34 showed that transformational related to commitment, creative behavior, and job satisfaction, but only with high By contrast, participative has no impact team innovativeness, performance, conflict diversity, yet beneficial respect same outcomes are low Theoretical practical implications for leading future research this area discussed.
This article adds a psychological perspective to help explain the regional Brexit vote. Based on an extensive dataset with personality traits, combined socio-economic data, our findings suggest that clustering of these traits contribute understanding dispersion We find evidence 'Openness' is trait matters most and modest changes in this could actually have swung vote across UK districts. Moreover, relevance Openness solves puzzle districts are relatively dependent trade EU predominantly...
Economic growth differences across regions and cities can only be partly explained by standard explanations in economic geography.One reason for this might the neglect of psychological make-up its citizens.To assess value added incorporating factors alongside more explanations, paper tests relevance personality traits a sample UK cities.We argue that Neuroticism Conscientiousness, make up entrepreneurship culture help to explain urban differences.The scores 4400,000 residents are combined...
Purpose A key obstacle to women’s advancement managerial roles and leadership positions is the stereotype of “good” manager, which characterized by masculine traits. Although this gendered has been very persistent over past decades, Powell et al. (2021) recently showed that business students in USA reported a decreased preference for traits an increased feminine traits, resulting so-called “androgynous” manager profile contains both characteristics. This study aims replicate ’s findings...
Abstract A large number of authors have observed that the experience power increases behavioral approach tendencies. There are however some important unresolved problems. Predominantly, literature relies on lab manipulations, priming, and student populations. This has resulted in low face validity. Also, it is unclear what process underlies this effect. large‐scale survey ( N = 3082) reliably measures among real low‐ high‐power employees existing organizations finds strong support for effect...
Abstract Drawing from research on strategic management and environmental psychology, this study investigates the role of independent directors' CEOs' values in promoting sustainable development. We propose that their may interactively shape focus sustainability. test our propositions with survey data 176 directors matching CEOs. Our results confirm there is a significant positive relationship between biospheric sustainability focus, which further amplified by CEO egoistic values. In contrast...
Purpose This study seeks to identify the relationship between leader behaviour and effectiveness of members a self‐managing team (SMT) in terms perceived individual performance emotional exhaustion. In particular, it aims examine moderating role tenure. Design/methodology/approach A questionnaire was conducted involving 154 21 SMTs. Two leadership dimensions were measured, plus tenure (in exhaustion) individuals involved. Findings Team with short reported higher levels when their...
Abstract Several theories have been developed that prescribe the team development of self-managing work teams (SMWTs). Some these led to models with successive linear developmental phases. However, both theory and empirical data show little support for models. Based on an extensive review literature, we propose, instead phases, describing in three general processes. These processes, internal relations, task management, external relations improvement, were empirically explored a longitudinal...