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Articles 1 - 10 of 10
Full-Text Articles in Business
Relative Leader–Member Exchange, Negative Affectivity And Social Identification: A Moderated-Mediation Examination, Marie Dasborough
Relative Leader–Member Exchange, Negative Affectivity And Social Identification: A Moderated-Mediation Examination, Marie Dasborough
Marie T Dasborough
We argue that leader–member exchange (LMX) standing relative to the LMX relationships of other coworkers (RLMX) in workgroups may influence employees' job performance. Based on social comparison and social identity theories, we develop a moderated-mediation model of the psychological processes linking RLMX and job performance, and test it on a sample of 252 employees and 42 managers working in two large banks. Results of hierarchical regression analyses provide support for the model. We found that RLMX was positively related to social identification after controlling for perceptions of LMX; and also that social identification mediated the relationship between RLMX and job …
An Introduction To Attributional Influences In Organizations, Marie Dasborough
An Introduction To Attributional Influences In Organizations, Marie Dasborough
Marie T Dasborough
No abstract provided.
Attribution Theory In The Organizational Sciences: A Case Of Unrealized Potential, Marie T. Dasborough
Attribution Theory In The Organizational Sciences: A Case Of Unrealized Potential, Marie T. Dasborough
Marie T Dasborough
We argue that although attributional processes appear to affect virtually all goal and reward oriented behavior in organizations, they have not received adequate attention in the organizational sciences. In this Incubator, we encourage scholars to unlock the potential of attribution theory to develop more complete explanations of organizational behavior. Copyright # 2010 John Wiley & Sons, Ltd.
How Meso-Level Negative Emotional Contagion Can Ultimately Determine Organizational Attitudes Toward Leaders, Marie Dasborough
How Meso-Level Negative Emotional Contagion Can Ultimately Determine Organizational Attitudes Toward Leaders, Marie Dasborough
Marie T Dasborough
We present a follower-centric model of leadership that integrates multiple levels of analysis, and includes emotional contagion as a key meso-level process. In our model, leadership at the individual level is manifested in terms of the leader's favoritism toward members and affective displays. Drawing upon affective events theory, we argue that member perceptions of a leader's behaviors and member attributions of insincerity result in negative emotions. Through a process of emotional contagion, the negative emotions then spread to other individuals in the group. These are in turn reflected in the group's affective climate and trust climate, and also in the …
A Study Of Exchange And Emotions In Team Member Relationships, Marie T. Dasborough
A Study Of Exchange And Emotions In Team Member Relationships, Marie T. Dasborough
Marie T Dasborough
In this article we aim to generate theory about how individuals perceive their relationships with team members, and their emotional experiences within the team member exchange (TMX) process. Findings from qualitative and quantitative analyses are presented, with data collected from 25 full-time employees working within five teams in two organizations. The qualitative results reveal a variety of exchanges that occur within the team member relationships, including relationship-oriented exchanges and task-oriented exchanges. Team members highlighted the importance of friendship within the team context, and that they experienced positive and negative emotions in response to their TMX relationships. The quantitative results also …
Cognitive Asymmetry In Employee Emotional Reactions To Leadership Behaviors, Marie Dasborough
Cognitive Asymmetry In Employee Emotional Reactions To Leadership Behaviors, Marie Dasborough
Marie T Dasborough
This article is predicated on the idea that leaders shape workplace affective events. Based on Affective Events Theory (AET), I argue that leaders are sources of employee positive and negative emotions at work. Certain leader behaviors displayed during interactions with their employees are the sources of these affective events. The second theoretical underpinning of the article is the Asymmetry Effect of emotion. Consistent with this theory, employees are more likely to recall negative incidents than positive incidents. In a qualitative study, evidence that these processes exist in the workplace was found. Leader behaviors were sources of positive or negative emotional …
The Influence Of Relation-Based And Rule-Based Regulations On Hiring Decisions In The Australian And Hong Kong Chinese Cultural Contexts, Marie Dasborough
The Influence Of Relation-Based And Rule-Based Regulations On Hiring Decisions In The Australian And Hong Kong Chinese Cultural Contexts, Marie Dasborough
Marie T Dasborough
Investigation of the cultural factors that may influence the employment decisions of managers is of increasing importance in the global business environment. The purpose of this research is to examine whether particularistic ties based on friendship influence hiring practices in relation-based (Hong Kong Chinese) and rule-based (Australian) cultural contexts. Three studies were conducted to examine this research question. Results indicate that friendship-based particularistic ties, specifically guanxi and mateship, can influence hiring decisions in both relation- and rule-based cultural contexts. The results of the studies have implications for human resource managers with regards to staffing organizations operating in different cultural contexts.
Consequences Of Employee Attributions In The Workplace: The Role Of Emotional Intelligence, Marie T. Dasborough
Consequences Of Employee Attributions In The Workplace: The Role Of Emotional Intelligence, Marie T. Dasborough
Marie T Dasborough
We present a theoretical model of attributions and emotions, and the behavioral and psychological consequences of these in the workplace.Expanding on Weiner’s (1985) framework, we argue that emotional intelligence plays a moderating role in the attribution-emotion-behavior process. Specifically, the emotional intelligence dimensions of perception, facilitation, and understanding emotion are posited to moderate the relationship between outcome-dependent affect and attribution formation. Further, the emotion management dimension of emotional intelligence is argued to moderate the relationship between attributions and subsequent emotional responses. These emotional responses are then argued to influence behavioral, motivational, and psychological consequences in the workplace.
Emotion And Attribution Of Intentionality In Leader–Member Relationships, Marie T. Dasborough
Emotion And Attribution Of Intentionality In Leader–Member Relationships, Marie T. Dasborough
Marie T Dasborough
In this article, we present a model of emotions and attributions of intentionality within the leader– member relationship. The model is predicated on two central ideas. The first is that leadership is intrinsically an emotional process, where leaders display emotion and attempt to evoke emotion in their members. The second is that leadership is a process of social interaction and is therefore appropriately defined in terms of social, psychological theories such as the attribution theory. Our focus is on the perspective of members, not the leaders. Specifically, members’ attributions about their leader’s intentions influence how the members evaluate, interpret, and …
The Role Of Transaction Costs And Institutional Forces In The Outsourcing Of Recruitment., Marie T. Dasborough
The Role Of Transaction Costs And Institutional Forces In The Outsourcing Of Recruitment., Marie T. Dasborough
Marie T Dasborough
This study investigated reasons for the outsourcing of a core HRM function, recruitment. Drawing from transaction costs and institutional theories, it was hypothesised that the pressure to minimise transaction costs and the presence of industry trends towards outsourcing would be positively associated with the outsourcing of recruitment. Survey data were gathered from 117 HR professionals in Australia. Both hypotheses were partially supported. Specifically, the outsourcing of recruitment activities was positively associated with trust in the agency supplying the recruitment service and with the need to reduce internal labour but not fixed costs. With regard to institutional theory, the outsourcing of …