A5073051796- Job Satisfaction and Organizational Behavior
- Management and Organizational Studies
- Employment and Welfare Studies
- Team Dynamics and Performance
- Gender Diversity and Inequality
- Digital Economy and Work Transformation
- Social and Intergroup Psychology
- Experimental Behavioral Economics Studies
- Emotional Intelligence and Performance
- Organizational Learning and Leadership
- Emotional Labor in Professions
- Corporate Finance and Governance
- Cultural Differences and Values
- Creativity in Education and Neuroscience
- Complex Systems and Decision Making
- Workplace Health and Well-being
- Innovation and Knowledge Management
- Psychological and Educational Research Studies
- Knowledge Management and Sharing
- Ethics in Business and Education
- Behavioral Health and Interventions
- Securities Regulation and Market Practices
- Management Theory and Practice
- Family Business Performance and Succession
- Resilience and Mental Health
University of Michigan
2015-2024
Michigan United
2013-2024
Ross School
2012-2023
École Supérieure des Sciences Économiques et Commerciales
2017
École Polytechnique Fédérale de Lausanne
2017
Boston College
2017
Rutgers Sexual and Reproductive Health and Rights
2017
University of Hong Kong
2007
Hong Kong University of Science and Technology
2007
Yale University
2004
This research assessed the causes and consequences of job insecurity using a new theory-based measure incorporating recent conceptual arguments. We also compared measure's reliability const...
The time and attention of top management in an organization are critical, but limited, resources. This article develops insights on issue selling as a process that is central to explaining how where allocates its attention. We see critical activity the early stages organizational decision-making processes. first clarify value understanding at individual levels from both symbolic instrumental perspectives. then develop framework for describing studying organizations draws three different...
This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance satisfaction in a sample newcomers. The results suggest individuals engage proactive activities such as information feedback seeking, relationship building, job-change negotiating, positive framing individual differences desired were related 6 tactics. However, only some these tactics job...
The 1994 Special Research Forum on Intra- and Interorganizational Cooperation is dedicated to the proposition that issues of cooperation are fundamental management success increasing impo...
This research examines a theory of feedback-seeking in organizations. Individuals are hypothesized to seek feedback on important issues and new uncertain situations. Results support these hy...
We propose that a leadership identity is coconstructed in organizations when individuals claim and grant leader follower identities their social interactions. Through this claiming-granting process, internalize an as or follower, those become relationally recognized through reciprocal role adoption collectively endorsed within the organizational context. specify dynamic nature of antecedents to claiming granting, agenda for research on development.
This field study examined the feedback-seeking behavior of 387 managers as observed by their superiors, subordinates, and peers. Results suggest that managers' tendency to seek negative feedback in...
Issue selling is an important mechanism for creating change initiatives in organizations. This paper presents two studies that examine what middle managers think about as they decide whether or not to sell strategic issues top management. In Study 1 identify themes indicate a favorable unfavorable context issue selling. Top management’s willingness listen and supportive culture were the most often named contributors favorability, while fear of negative consequences, downsizing conditions...
Building on an inductive, qualitative study of independent workers—people not affiliated with organization or established profession—this paper develops a theory about the management precarious and personalized work identities. We find that in absence organizational professional membership, workers experience stark emotional tensions encompassing both anxiety fulfillment working personal conditions. Lacking holding environment provided by organization, we studied endeavored to create one for...
This article examines the coping mechanisms employees used to adapt a major organizational transition. Research was conducted assess both resources and responses. The sample consisted of Bell Telephone System who had cope with company's recent divestiture. results multivariate analysis suggest that perceived uncertainty fears about impact transition were related employee stress. relationship only moderately affected by mechanisms. Feelings personal control ability tolerate ambiguity linked...
We propose that a leadership identity is coconstructed in organizations when individuals claim and grant leader follower identities their social interactions. Through this claiming-granting process, internalize an as or follower, those become relationally recognized through reciprocal role adoption collectively endorsed within the organizational context. specify dynamic nature of antecedents to claiming granting, agenda for research on development.
Using 456 supervisor-employee dyads from four organizations, this study examined how employees use one proactive behavior, feedback seeking, as a strategy to enhance their creative performance. As hypothesized, employees' cognitive style and perceived organizational support for creativity affected two patterns of seeking: the propensity inquire monitor environment indirect feedback. Feedback inquiry related supervisor ratings employee These results highlight importance self-regulatory...
This paper presents a field test of several hypotheses concerning proactive feedback seeking behaviour (FSB). The are derived from the general assertion that is valuable individual resource. As such, hypothesized to be subject active by individuals. Feedback proposed as an instrumental response employees attempting achieve their goals within evaluative context. Hypotheses relating such both personal (length tenure, job involvement and tolerance for ambiguity) organizational (contingency...
This article updates our understanding of the field job insecurity (JI) by incorporating studies across globe since 2003, analyzes what we know, and offers ideas on how to move forward. We begin reviewing conceptualization operationalization insecurity. then review empirical antecedents, consequences, moderators JI effects, as well various theoretical perspectives used explain relationship outcomes. Our analyses also consider research in different regions world, highlighting cross-cultural...
This study examines why and when employees might respond to job insecurity by engaging in workplace deviance developing intentions leave-2 activities that are costly for organizations. Drawing on social exchange theory the of moral disengagement, we propose increases leave encouraging morally disengage. We further strength positive association between insecurity, these outcomes is contingent upon 2 aspects situation-employees' perceived employment opportunities outside organization quality...
COVID-19’s impacts on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work organizational psychology, related fields, is intended to make sense implications for employees, teams, organizations. preview relevant literatures focuses on: (i) emergent changes practices (e.g., working from home, virtual teamwork) (ii) (e.g, social distancing, stress, unemployment). In addition, potential moderating factors (demographic characteristics,...
Gig workers commonly face challenges that differ in nature or intensity from those experienced by traditional organizational workers. To better understand and support gig workers, we sought to develop a measure reliably validly assesses these challenges. We first define work specify its core characteristics. then provide an integrated conceptual framework for of six faced workers—viability, organizational, identity, relational, emotional, career-path uncertainty. present five studies: item...