A5075136463- Job Satisfaction and Organizational Behavior
- Knowledge Management and Sharing
- Employment and Welfare Studies
- Occupational and Professional Licensing Regulation
- Gender Diversity and Inequality
- Medical Education and Admissions
- Outsourcing and Supply Chain Management
- Team Dynamics and Performance
- Action Observation and Synchronization
- Workplace Health and Well-being
- Employer Branding and e-HRM
- Technology Adoption and User Behaviour
- Cognitive Abilities and Testing
- Place Attachment and Urban Studies
- Evacuation and Crowd Dynamics
- Healthcare professionals’ stress and burnout
- Facilities and Workplace Management
- Workplace Violence and Bullying
- Ethics in Business and Education
- Emotional Intelligence and Performance
- Law, Economics, and Judicial Systems
- Topic Modeling
- Organizational Change and Leadership
- Workaholism, burnout, and well-being
- AI and HR Technologies
Carnegie Mellon University
2012-2022
Human Computer Interaction (Switzerland)
2019
University of Roehampton
2017
Duquesne University
2015
Athens University of Economics and Business
2007-2008
Summary In formulating a dynamic model of psychological contract (PC) phases, this paper offers new insights by incorporating temporal perspective into the study PC. Although conceptualized as construct, little empirical attention has been directed at how PCs evolve and change over time. Moreover, conceptualization PC its processes undergone limited revision since 1990s despite challenges to some tenets advances in related fields that suggest importance time such processes. article, we...
Summary Organizations may fail to keep their commitments employees, at times leading psychological contract violation. Although many victims of violation remain with employer despite such adverse experiences, little research exists on responses in the aftermath This paper develops a post‐violation model explain systematically how respond and cope effects this process has subsequent contract. Central are victims' beliefs regarding likelihood resolution factors affecting it. The specifies...
Collective intelligence (CI), a group's capacity to perform wide variety of tasks, is key factor in successful collaboration. Group composition, particularly diversity and member social perceptiveness, are consistent predictors CI, but we have limited knowledge about the mechanisms underlying their effects. To address this gap, examine how physiological synchrony, as an indicator coordination rapport, relates CI computer-mediated teams, if synchrony might serve mechanism explaining effect...
Collective intelligence (CI) is the ability of a group to solve wide range problems. Synchrony in nonverbal cues critically important development CI; however, extant findings are mostly based on studies conducted face-to-face. Given how much collaboration takes place via internet, does synchrony still matter and can it be achieved when collaborators physically separated? Here, we hypothesize test effect CI that develops through visual audio physically-separated teammates. We show that,...
Algorithms increasingly automate or support managerial functions in organizations, with implications for the employee-employer relationship. We explored how algorithmic management affects this relationship a focus on psychological contracts, employees' perceptions of their own and employers' obligations. Through five online experiments, we investigated organizational agent type—algorithmic versus human—influenced one's contract depending inducement type—transactional relational. contracts...
Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there racial/ethnic/religious subgroups viewed as “disadvantaged,” (b) research documents mean differences between groups individual difference measures relevant to job performance, (c) laws prohibiting discrimination against specific groups, (d) evidence required make and refute a claim discrimination, (e) consequences violation laws, (f)...
Purpose The purpose of this paper is to highlight the importance a number factors in newcomers' psychological contract development. Design/methodology/approach approach taken literature review with development conceptual model. Findings contributes by adopting sensemaking perspective and focusing on role pre‐entry expectations emotions creation process. authors also discuss differential makers facilitators modes they employ influence creation. Originality/value Psychological research has...
We examine antecedents and outcomes of psychological contract violation in parallel with perceptions fulfilment the Greek banking sector. demonstrated that mediated relation between breach attitudinal outcomes. Trust employer partially relationship employee attitudes. Finally, careerism moderated perceived organizational commitment. Our results are discussed light major changes occurring financial sector, consequences these on employees' attitudes violation, along research practical implications.
Although people frequently seek mentoring or advice for their career, most is performed in person. Little research has examined the nature and quality of career online. To address this gap, we study how use online Q&A forums advice. We develop a taxonomy requests based on qualitative analysis posts career-related forum, identifying three key types: best practices, threats, time-sensitive requests. Our quantitative responses shows that both requesters external viewers value general...
Purpose The purpose of this paper is to explore and identify relationships between psychological contract inducements the five‐factor model personality (FFM) in Greece. Design/methodology/approach A survey questionnaire that incorporated measures intrinsic extrinsic a Greek measure FFM was completed by 299 respondents. Hierarchical regression analyses were used hypotheses. Findings finds extroversion conscientiousness are associated with but not neuroticism inducements. hypothesis pertaining...
This study investigates the effects of organizational change–related training on diffusion change through employee advice network. It also examines contribution proactivity to that training. We compare trainees ( N = 46) and nontrained peers 47) doing similar work at pre- posttest examine how individual contribute process. Results indicate is associated with increased change-related knowledge skills greater giving (i.e., in-degree centrality). Additionally, positively related seeking in-...
The job search process is considered a complex and intensive procedure requiring investment in time effort on behalf of seekers. Our study attempts to explore further the effects number individual characteristics behavior, effort, outcomes, as well as, psychological well‐being. We examined these relationships using daily diary methodology with participation 79 recent university graduates–job seekers G reece at beginning financial crisis. results did not support importance but it supported...
Purpose Although the physical environment provides an important context for employees' work, there remain divergent findings regarding how different spatial settings, such as more open or closed workspaces, impact employees. Employing research on functions of work environment, we contribute to a growing body interactions with their workspace by developing and measuring notion person–space fit (P-S fit). This construct affords examination multi-dimensional nature understand perceived key...
This study investigates the role of social influence in newcomer promise beliefs and promise-related information by co-workers. During their first month on job, 85 new recruits completed both a one-shot questionnaire diary booklet for 10 consecutive workdays. We examined two sources: contract makers (e.g., managers) facilitators senior colleagues). Two information-gathering processes that newcomers use were also assessed: direct communications monitoring. Newcomer's reciprocation ideologies...
This study aims to provide practice-oriented evidence regarding the implementation of healthcare data analytics and its impact on use new tools relevant analytical skills improvement. A quasi-experimental pre-test/post-test controlled was conducted in a large medical system eastern United States. Healthcare training program participants (N = 21) comparison group comprising trainee-identified peers completing comparable work 27) were compared at start one year later. Results showed that both...
Daily exchanges between employees and their organisation pertain mainly to socio-emotional resources. We investigate how daily employee-organizational resource relate strain work-related self-efficacy. also examine the role of perceived organisational monetary investments on relationship employee outcomes. To do so, we assess psychometric properties Resource Exchange Scale (RES) that developed for measuring general (Study 1 Study 2). Seventy-six health-care completed a survey 10-day diary...
Algorithmic management makes decisions that humans used to make, changing the employee-employer relationship. A new discipline is emerging explain whether and how algorithms impact people's lives in organizations, online platforms, education, healthcare, among other areas. This paper seeks contribute this effort by addressing question of algorithmic influences employment relationship using a psychological contract perspective. We develop propositions explicate mechanisms behind affects...
Managers use idiosyncratic deals (i-deals) to motivate and retain employees. Yet we know little about the subsequent effects i-deals have on decisions pay raises promotions. Two studies investigate how managers make raise promotion for workers with i-deals. Using a policy-capturing design, ( N = 116) made allocations presented as good performers, based information provided regarding whether what type of i-deal had extent which they helped peers. Developmental recipients tend be recommended...
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