A5044050437- Mentoring and Academic Development
- Counseling Practices and Supervision
- Employment and Welfare Studies
- Job Satisfaction and Organizational Behavior
- Educational and Psychological Assessments
- Social and Intergroup Psychology
- Employer Branding and e-HRM
- Perfectionism, Procrastination, Anxiety Studies
- Emotional Labor in Professions
- Healthcare Quality and Management
- Ethics in Business and Education
- Opinion Dynamics and Social Influence
- Personal Information Management and User Behavior
- Human Resource and Talent Management
- Leadership, Courage, and Heroism Studies
- Advanced MEMS and NEMS Technologies
- Experimental Behavioral Economics Studies
- Primary Care and Health Outcomes
- Innovations in Medical Education
- Team Dynamics and Performance
- Workplace Violence and Bullying
- Astronomical Observations and Instrumentation
- Retirement, Disability, and Employment
- Emotional Intelligence and Performance
- Infrared Target Detection Methodologies
Iowa City VA Health Care System
2024
University of Delaware
2022-2024
United States Department of Veterans Affairs
2017-2024
John Carroll University
2017-2021
Access to Wholistic and Productive Living Institute
2019
Oklahoma State University
2017
University of Iowa
2014
Research has portrayed person–environment (PE) fit as a pleasant condition resulting from people being attracted to and selected into compatible work environments; yet, our study reveals that creating maintaining sense of frequently involves an effortful, dynamic set strategies. We used two-phase, qualitative design allow employees report how they become aware experience misfit, what do in response. To address these questions, we conducted interviews with 81 individuals sampled diverse...
We use a convergent parallel mixed methods approach to explore barriers the successful implementation of team-based empowerment initiative within Veterans Health Administration. Although previous research has suggested that leaders often actively obstruct initiatives, little is known about reasons behind and effects such hindering. Using longitudinal quasi-experimental design, we support hypothesis higher-status physician are less than lower-status nonphysician in implementing empowerment....
Multiple team membership is common in today's team-based organizations, but little known about its relationship with collective effectiveness across teams. We adopted a microfoundations framework utilizing existing individual- and team-level research to develop higher-level perspective on multiple membership's performance of entire units tested our predictions data collected from 849 primary care the Veterans Health Administration serving over 4.2 million patients. In this context, we found...
As the COVID-19 pandemic rages on globally, essential employees are widely recognized as heroes working frontlines confronting virus and serving others. At same time, stories abound whereby these not provided adequate support protection their jobs. Nevertheless, they have been portrayed predominantly rather than victims, which may inadvertently lead third parties (e.g., general public) to overlook suffering. The current research sought understand implications of divergent social accounts for...
Abstract Drawing on the relational mentoring perspective and social cognitive theory, purpose of this study is to understand how relationship quality relates mentor knowledge acquisition refine identify types mentors gain from their relationships. We hypothesize that positively (mentoring‐specific, relational, self‐knowledge) through career psychosocial self‐efficacy. tested our model research questions in a mixed methods 199 professor mentors. Our qualitative results provided more in‐depth...
Our research explores the relationship between psychological contract breach and counterproductive work behavior. We suggest that individuals' beliefs their organization is to blame for intentionally breaching a (internal attribution) mediates also propose moral disengagement moderates this mediated relationship, such individuals who are high in will be more likely engage Utilizing sample of manufacturing employees from China, we found support conditional indirect effect, demonstrating...
To understand whether team member support reduces leader stress.
Counterproductive workplace behavior is often described as rampant, but the reported base rate of actually quite low. One reason for this may be that people consciously weigh costs and benefits engaging in such behavior. work provide easily accomplished, immediate gratification (i.e., benefit) there are long-term negative consequences costs) flow from act itself. Drawing current theoretical models counterproductive behavior, we test a model wherein relationship between job demands moderated...
Mentoring is defined as a reciprocal relationship between less experienced individual (protégé) and more (mentor) that has consistent, regular contact over period of time intended to promote mutual growth, learning, development within the career context (Haggard, Dougherty, Turban & Wilbanks, 2011; Kram, 1985). Inherent in this definition mentoring individuals learn, develop, grow from their interactions. Despite this, limited research explores learning occurs relationships. Drawing on...
Research on mobility highlights human capital flow related to turnover, recruitment, and movement from source destination firms. This symposium features four papers that examine into, out of, across The first two highlight employee inflow, looking at the role of HR practices prior organizational status in affecting recruitment performance. next address outflow, investigating effects internal leaders as well how organizations can manage external build a competitive advantage by maintaining...