A5079851551- Job Satisfaction and Organizational Behavior
- Ethics in Business and Education
- International Student and Expatriate Challenges
- Social Power and Status Dynamics
- Workplace Spirituality and Leadership
- Behavioral Health and Interventions
- Gender Diversity and Inequality
- Knowledge Management and Sharing
- Social Capital and Networks
- Mental Health Research Topics
- Psychological Well-being and Life Satisfaction
- Intellectual Property Law
- Intellectual Property and Patents
- EFL/ESL Teaching and Learning
- Collaboration in agile enterprises
- Social and Intergroup Psychology
- Supply Chain Resilience and Risk Management
- Forgiveness and Related Behaviors
- COVID-19 Pandemic Impacts
- Gender, Feminism, and Media
- Computational and Text Analysis Methods
- Copyright and Intellectual Property
- Attachment and Relationship Dynamics
- Emotional Intelligence and Performance
- Jury Decision Making Processes
University of South Florida
2025
University of Oklahoma
2020-2023
Abstract Although empowering leadership is generally thought to be beneficial employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose integrated model that simultaneously examines the benefits costs leadership. Specifically, team‐level can relate both organizational citizenship behavior (OCB) unethical pro‐organizational (UPB). We also examine mediating role employee workplace status moderating felt...
ABSTRACT As research largely considers White women a race‐neutral gender group associated with generic feminine attributes (e.g., communality), there is limited theoretical understanding of how their intersectional racial and identities might combine to shape work experiences. Yet the recently emerged Karen trope—popularized on social media as who complain incessantly—deviates from may have seeped into workplace potentially create unique experiences for based race gender. Using mixed‐method...
Teams are often plagued by internal discord, such as negative relationships, which can impede successful team performance. While most teams eventually encounter we have limited knowledge on how manage this negativity. In article, expand scholarship exploring an inherent characteristic, gender composition, to assess its role in cope with relationships. On the one hand, social theory suggests that comprised of more women will perform better presence other theories and evidence personality...
Existing literature on leader–member exchange differentiation (LMXD) offers a meaningful view into the multilevel outcomes associated with leader follower relationships. However, despite rapid growth of LMXD, scholars lack complete understanding its antecedents or processes that cause leaders to differentiate among team members. We address this issue by using social capital theory propose perceive their followers’ networks as potential resources grow own capital. Because each has unique...
Purpose Prior research suggests that organizational citizenship behavior (OCB) can have both positive and negative effects on employees; however, it is unclear about the mediating mechanisms of this relationship how challenging supportive OCB may differ. Drawing dual-pathway model proactivity research, authors derive a theoretical attempts to reveal different types employees' daily organizationally focused behaviors affect employees. Design/methodology/approach The examine relationships...
Employees contribute to their organizations by voicing concerns. They can provide suggestions that support current practices (supportive voice) and challenge how things are done in the organization (challenging voice). Prior research suggests there both personal gains costs associated with individual voice behavior. As such, we attempt integrate bright dark sides of employee behavior focus on interpersonal daily benefits experienced employees who engage these two types Results from a...
Drawing on conservation of resources (COR) theory (Hobfoll, 1989), we develop a model linking multicultural experience with task and relational creativity via creative process engagement. We also propose internal external networks as boundary conditions these relationships. Results from three waves data supported our hypotheses, demonstrating that provided employees the they need to engage in process, which turn led both creativity. In addition, strengthened positive relationship between...
Events are discrete happenings that bounded in space and time, distinct from features of the environment enduring stable. Sharing personal events with others is a very common behavior not only daily life but also workplace. However, our knowledge this work setting still an infantile state. Moreover, given valence work-relatedness content as well relationship between discloser recipients, sharing multifaceted behavior, each which deserves examination. Two studies symposium explore how...
Existing literature on leader-member exchange differentiation (LMXD) offers a meaningful view into the multilevel outcomes associated with this phenomenon. However, despite rapid growth of LMXD, scholars lack complete understanding its antecedents or processes that cause leaders to differentiate among members workgroup. We address issue by using social capital theory propose perceive their followers’ networks as potential resources grow own capital. Because each follower has unique networks,...
Although empowering leadership is generally thought to be beneficial employees and organizations, an emerging stream of work shows its potential negative impact. Drawing upon social exchange theory, we propose integrated model that simultaneously examines the benefits costs leadership. Specifically, team-level can lead both organizational citizenship behavior (OCB) unethical pro-organizational (UPB). We also examine mediating role employee workplace status moderating felt obligation in these...