Purpose The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware this phenomenon, have begun to the personal information available on SNWs make hiring decisions. purpose paper is examine feasibility using applicant currently improve employment selection Design/methodology/approach A total 378 judge ratings (63 raters×6 subjects) are evaluated determine if raters can reliably...

Abstract State optimism was hypothesized to be significantly related six organizationally relevant outcomes above and beyond the effect of trait optimism. Moreover, state have effects on these positive negative affect. Conversely, expected unrelated outcome variables when controlling for as well These hypotheses were tested with two samples. First, 772 undergraduate students assessed determine impact versus task performance in form course grade. From this sample, 261 working at least 20...

We examined the psychometric properties of Big Five personality traits assessed through social networking profiles in 2 studies consisting 274 and 244 website (SNW) users. First, SNW ratings demonstrated sufficient interrater reliability internal consistency. Second, via SNWs convergent validity with self‐ratings traits. Third, correlated job performance, hirability, academic performance criteria; magnitude these correlations was generally larger than for self‐ratings. Finally, accounted...

Although research on workplace aggression has long recognized job stressors as antecedents, little is known about the process through which employee responses to stressful demands escalate from relatively mild interactions into more intense behaviors. This study investigates influence that employees' perceptions of role stress (ambiguity, conflict, overload) have their aggressive behavior by affecting incivility, and whether these downstream effects depend personality traits (neuroticism,...

Summary Although all human relationships are believed to generally adhere the basic tenets of social exchange theory, recent research suggests that processes may vary as a function individual differences. We tested this possibility by examining whether effects uncivil workplace exchanges on employee attitudes and behavior were moderated conscientiousness. Using matched data from 190 job incumbents their supervisors, we found (i) effect incivility citizenship performance be transmitted...

Drawing on social cognitive theory (SCT), we propose that employees’ self-efficacy acts as a key mechanism between ethical leadership and knowledge sharing. Based SCT, also identify emotional exhaustion their perceptions of coworker trustworthiness critical boundary conditions for this (for the first second stages, respectively). We is particularly salient when employees do not feel emotionally exhausted perceive coworkers trustworthy. To test our hypotheses, conducted four studies (i.e.,...

This article examines emotion management ability (EMA) as a theoretically relevant predictor of job performance. The authors argue that EMA predicts task performance, organizational citizenship behavior (OCB), and workplace deviance behavior. Moreover, to be practically meaningful, managing emotions should predict these important outcomes after accounting for the effects general mental Big Five personality traits. Two studies incumbents show consistently demonstrates incremental validity is...

It is widely established that the Big Five personality traits of conscientiousness, agreeableness, and emotional stability are antecedents to workplace deviance (Berry, Ones, & Sackett, 2007). However, these meta-analytic findings based on self-reported traits. A recent meta-analysis by Oh, Wang, Mount (2011) identified value acquaintance-reported in prediction job performance. The current investigation extends prior work comparing validities self- across 2 studies. We also hypothesized...

Summary Consultation and delegation are essential behaviors by which leaders share authority with employees, they historically expected to positively influence employees' psychological empowerment produce desirable behaviors. This study builds on notions of “rhetorical” versus “deep” sharing (Biron & Bamberger, 2011, https://doi.org/10.1080/09585192.2011.540150 ) the too‐much‐of‐a‐good‐thing framework (Pierce Aguinis, 2013, https://doi.org/10.1177/0149206311410060 challenge these...

This study evaluates the impact of situational interview, personality measures, vocal attractiveness, and interactions between attractiveness on job performance. In a concurrent validity with 154 customer service employees, structured, interview was conducted three Big Five factors (agreeableness, conscientiousness, extraversion) are measured two different frames‐of‐reference: at‐work typical. Among results measures is established; correlates both ratings performance; finally, agreeableness...

Drawing from theories of attribution and perception, we posit that employees who are victims rudeness themselves (inappropriately) evaluated by leaders as being interpersonally deviant. We further theorize rude to others at work negatively, but not when they have high-quality relationships with or seen high performers. tested our predictions across 4 studies. Our first study included 372 leader-follower pairs. second extended dyadic interactions among using an employee roster method,...

This study identifies a unique bias faced by Black employees which makes it challenging for this group to manage their professional image. Integrating research on racial backlash, image management, and expectancy violation theory, we argue that self-promotion will result in detrimental outcomes compared White, Hispanic, Asian employees. Due negative stereotypes related job competence, hypothesize be viewed White managers as of stereotypically appropriate behavior backlash the form lower...

We examine how and when chief executive officer (CEO) abusive leadership can undermine organizational innovation performance by diminishing top management team (TMT) behavioral integration. Based on upper echelons theory the related interface perspective, we analyzed cross-sectional survey data from CEOs TMTs of 308 small medium-sized enterprises (SMEs) in Study 1 multi-wave multisource 287 SMEs 2. The empirical results support our theory. In addition, these effects are moderated...

The concept of emotional intelligence (EI) has frequently been conceptualised as a stable construct (i.e. an or disposition). As theoretically distinct form EI, we advance measure self‐efficacy (ESE), which is more dynamic and malleable than traditional EI measures. Two studies across two cultures yield six‐dimensional model ESE. These six dimensions are shown to differ in their relationships with various outcomes. ESE predict low levels stress high life satisfaction coping beyond self‐efficacy.

Summary Leaders' perceptions of their teams are critical sources contextual social information influencing leadership behaviors. In this paper, we extend affect‐as‐social‐information theory to understand how and why team helping behaviors predict leaders' mistreatment in the form abusive supervision positive leader behavior empowering leadership, both through affective tone. addition, based on processing, examine cue task performance as a factor that helps us when relationship between tone...

Organizational scholarship has recently begun to treat personality as malleable in workplace settings and called for change be incorporated into current research. The lack of a comprehensive, theoretical model organizational is critical impediment this We integrate recent advances biological epigenetic fields with the cognitive appraisal, personality, stress literatures introduce comprehensive short- long-term change. This explains when, how, why appraisal alters employee through three...

The literature suggests that contextualized personality measures yield stronger predictive validity. However, frame-of-reference (FOR) theory is underdeveloped, and existing work-FOR have several limitations. Integrating FOR research with the knowledge-and-appraisal architecture (KAPA) theoretical framework, we developed a new measure: 20-item ORG-B5. Study 1 summarizes procedure used to select items tests its basic psychometric properties two samples. 2 shows ORG-B5 has good convergent...