A5022215642- Management and Organizational Studies
- Job Satisfaction and Organizational Behavior
- Personal Information Management and User Behavior
- Creativity in Education and Neuroscience
- Team Dynamics and Performance
- Leadership, Behavior, and Decision-Making Studies
- Career Development and Diversity
- Emotional Labor in Professions
- Mentoring and Academic Development
- Language, Discourse, Communication Strategies
- Digital Economy and Work Transformation
- Perfectionism, Procrastination, Anxiety Studies
- Knowledge Management and Sharing
- Accounting and Organizational Management
- Communication in Education and Healthcare
- Mind wandering and attention
- Emotions and Moral Behavior
- Human Resource and Talent Management
- Biomedical and Engineering Education
- Social Capital and Networks
- Social and Cultural Dynamics
- Work-Family Balance Challenges
- Management and Marketing Education
- Emotional Intelligence and Performance
- Qualitative Research Methods and Ethics
University of Massachusetts Lowell
2016-2024
Boston University
2012-2015
Cornell University
2014
Universities UK
2013
Time-use refers to the amount of time spent working and how that is allocated over a particular period. A growing number scholars are considering social context—people’s immediate environments (e.g., colleagues managers, norms, work groups, nonwork demands)—shape time-use. However, this research fragmented across disciplines, methods, levels analysis. To integrate advance knowledge in area, we review empirical studies inform current understanding context In doing so, develop framework...
Work interruptions are now ubiquitous in organizational life. However, our knowledge about how individuals experience work remains incomplete. Prior research has linked interruption events to negative emotions, but scholars have yet consider if—and when—such might generate positive emotions. To explore this possibility, we adopted a temporal lens. Conceptualizing as emotionally charged that involve changes people’s time use, conducted qualitative field study of 251 interruptions. Our...
Employees often notice issues as they go about their work, but are more likely to remain silent than voice those issues. This means that organizations miss out on critical opportunities for improvement. We deepen understanding of why and when employees do speak up by theorizing episodes arise organizational (e.g. policies, actions) cause others suffer. suggest feel prosocial emotions—empathic concern, empathic anger, and/or guilt—in response another’s suffering, the creating suffering....
In this paper, we explore the methodological implications of conducting qualitative interviews when researchers and participants come from different social classes. Singling out class on its own terms, rather than considering it as an auxiliary structural factor, examine unique challenges that arise during cross-class interviews. Such challenges, contend, require researcher reflexivity about how researcher–participant interactions unfold ways in which knowledge is generated interview...
Developmental relationships offer rich opportunities for personal growth, which enables people to operate effectively in complex work environments. Although it is now widely recognized that protégés typically have more than one developmental relationship simultaneously, few researchers considered the ways networks—comprising a protégé’s multiple developers—foster growth. We therefore know little about how grow through their engagement several concurrent relationships. In this paper, we...
Individual growth is critical in today’s organizations, wherein employees must cope with uncertainty and adapt quickly to rapid changes. However, processes of individual organizations remain under-theorized therefore poorly understood. In this article, we develop a model that sheds light on one key mechanism for growth: protégés’ interactions their developmental networks. Our theory reveals involvement multiple, simultaneous relationships potentially catalyzes complex process involving...
The purpose of this symposium is to explore recent advances in the study time organizational scholarship. Specifically, helps answer call for new research that employs a temporal lens by bringing together four ethnographic studies consider multiple dimensions temporality and across organizations. will be presented were conducted range different contexts, including startup accelerator, U.S. Army mental healthcare, field nanotechnology, an elite consulting firm. By drawing on empirical...
Individual growth is critical in today’s organizations, which employees must cope with uncertainty and adapt quickly to rapid changes. We develop a model that illuminates one key mechanism for growth: protégés’ interactions the multiple mentors their developmental networks. Our suggests involvement multiple, simultaneous mentor relationships potentially catalyzes complicated process. More specifically, we propose instances when developers offer protégés conflicting advice can trigger...
Speakers can anticipatorily configure their vocal tracts to prepare for an upcoming utterance. The current study investigates this phenomenon by examining variation in anticipatory posturing. Realtime MRI images were acquired from 13 native speakers of English performing a consonant-vowel response task. task was embedded 2 x design which manipulated preparation (whether had foreknowledge the target prior go-signal) and pre-response postural constraint preceded articulatory posture). Analyses...
Organizations has been using diverse tools to address the needs for employees' well-being and individual development, investing growing budgets efforts into this important goals. Peer coaching groups (PCGs) can become a low-cost, inclusive, adaptive toolset these pressing needs. Hundreds of global business communities, Fortune 500 companies, non-profit organizations, prominent schools have successfully employed different PCG settings. At same time, amidst wide diversity practitioners'...
In contrast to previous studies, which have focused on the impact of interruptions task execution, this study explores individuals’ emotional experiences at work. Analysis data from a qualitative field reveals that interruption vary strongly negative neutral. Differences in can be explained through temporal lens: if individuals “appraise” an as waste their time (rather than worth time) they tend experience more emotions. Several additional factors—including importance task, timing...
This paper considers whether traditional notions of entrainment explain accurately how and why people adjust the pace their work activities. Analysis data from an ethnographic study a seed accelerator (an organization that runs time-bounded entrepreneurship programs) revealed that, contrary to central tenets theory, individuals respond in varying ways “pacers” environments. Specifically, enact differing responses based on comparisons between actual rates speed cued by These spark emotional...
Scholars intent on deepening our understanding of the socialization process and identity construction highlight importance time in theory development empirical research (e.g., Ashforth, Harrison & Sluss, 2012). This symposium aims to expand current thinking take a closer look at temporal issues as they relate newcomers organizational/professional socialization. Through series three papers, we evaluate practices research, present findings related multiple constructs, discuss practical...
Across organizations, employees frequently come face-to-face with the suffering of their peers. Suffering causes a lasting psychological toll and costs organizations billions dollars annually. Organizational scholars have in turn espoused compassion as powerful antidote that can assuage others' pain. In this symposium, five papers extend line research by (1) deepening understanding compassion's antecedents consequences, (2) challenging overly positive view compassion, (3) considering role...