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Articles 1 - 8 of 8
Full-Text Articles in Business
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists, Michael C. Campion, Michael A. Campion, Emily D. Campion
Big Data Techniques And Talent Management: Recommendations For Organizations And A Research Agenda For I-O Psychologists, Michael C. Campion, Michael A. Campion, Emily D. Campion
Management Faculty Publications
Big data and its applicability to talent management (TM) as defined by Rotolo et al. (2018) has already been recognized by many outside the field of I-O psychology. The market is beginning to include offerings from vendors for products that use some combination of big data techniques to process vast amounts of data or previously unanalyzable data, which they claim will improve components of TM for organizations. Unfortunately, as noted in the focal article, this “frontier” issue makes it difficult for organizations to separate the wheat from the chaff. Further, with few exceptions, I-O psychology is just beginning …
The Performance Implication Of Obsessive Work Passion: Unpacking The Moderating And Mediating Mechanisms From A Conservation Of Resources Perspective, Dejun Tony Kong, Violet T. Ho
The Performance Implication Of Obsessive Work Passion: Unpacking The Moderating And Mediating Mechanisms From A Conservation Of Resources Perspective, Dejun Tony Kong, Violet T. Ho
Management Faculty Publications
Work passion is an important determinant of work performance. While harmonious work passion (HWP) shows its consistent predictive value, obsessive work passion (OWP) appears to have a mixed relationship with work performance. To address this puzzle, we integrate research on OWP and emotional exhaustion with conservation of resources (COR) theory. Specifically, we argue that OWP determines emotional exhaustion, whose relationship with work performance is attenuated by leader-member exchange (LMX). By conducting a field study with a sample of 262 U.S. employees, we found supportive evidence, even when controlling for psychological detachment from work. The findings somewhat reconcile the inconsistent results …
Chameleonic Obsessive Job Passion: Demystifying The Relationships Between Obsessive Job Passion And In-Role And Extra-Role Performance, Marina N. Astakhova, Violet T. Ho
Chameleonic Obsessive Job Passion: Demystifying The Relationships Between Obsessive Job Passion And In-Role And Extra-Role Performance, Marina N. Astakhova, Violet T. Ho
Management Faculty Publications
In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify …
Subsidiary Development Of New Technologies: Managing Technological Changes In Multinational And Geographic Space, Anupama Phene, Stephen Tallman
Subsidiary Development Of New Technologies: Managing Technological Changes In Multinational And Geographic Space, Anupama Phene, Stephen Tallman
Management Faculty Publications
This study explores the co-evolution of the subsidiaries of the multinational firm with their global organizations and geographic locations. We examine when and how subsidiaries make sense of and respond to technological changes in these environments to expand their scope and develop new technologies. Using the concept of local search, we propose that technological changes in a subsidiary’s parent firm and host country, in areas specific to the subsidiary’s expertise and at the broad industry level, have differential effects on subsidiary development of new technologies. We further propose that subsidiary innovative capability acts as a moderator, enabling subsidiaries to respond …
Promoting Harmonious Work Passion Among Unmotivated Employees: A Two-Nation Investigation Of The Compensatory Function Of Cooperative Psychological Climate, Violet T. Ho, Dejun Tony Kong, Chay-Hoon Lee, Phillippe Dubreuil, Jacques Forest
Promoting Harmonious Work Passion Among Unmotivated Employees: A Two-Nation Investigation Of The Compensatory Function Of Cooperative Psychological Climate, Violet T. Ho, Dejun Tony Kong, Chay-Hoon Lee, Phillippe Dubreuil, Jacques Forest
Management Faculty Publications
This research draws on self-determination theory to investigate (a) the role of cooperative psychological climate in promoting harmonious work passion among employees with low intrinsic motivation; and (b) the mediating role of harmonious passion in linking cooperative psychological climate to behavioral outcomes. We propose that cooperative psychological climate facilitates harmonious passion and, in particular, plays a compensatory role among employees with low intrinsic motivation. In turn, harmonious passion is expected to facilitate both task performance and interpersonal helping, thereby linking cooperative psychological climate to these employee behaviors. We test the model using data from employees and their supervisors across two …
Predicting Entrepreneurial Burnout In A Moderated Mediated Model Of Job Fit, Eva De Mol, Violet T. Ho, Jeffrey M. Pollack
Predicting Entrepreneurial Burnout In A Moderated Mediated Model Of Job Fit, Eva De Mol, Violet T. Ho, Jeffrey M. Pollack
Management Faculty Publications
We introduce, and empirically test, a model of entrepreneurial burnout that highlights the relationships among job fit, entrepreneurial passion, destiny beliefs, and burnout. Using a sample of 326 individuals involved in entrepreneurial jobs, we tested the link between job fit and two forms of passion—harmonious and obsessive—and the moderating role of entrepreneurs' destiny beliefs about work (i.e., the belief that a successful career is “meant to be”). Findings illustrated that their job fit perceptions were positively related to harmonious passion, which in turn negatively predicted burnout. Additionally, the relationship between job fit and obsessive passion was moderated by destiny beliefs, …
Disentangling Passion And Engagement: An Examination Of How And When Passionate Employees Become Engaged Ones, Violet T. Ho, Marina N. Astakhova
Disentangling Passion And Engagement: An Examination Of How And When Passionate Employees Become Engaged Ones, Violet T. Ho, Marina N. Astakhova
Management Faculty Publications
While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands-abilities (D-A) fit and person-organization (P-O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement …
How Applying Instrumental Stakeholder Theory Can Provide Sustainable Competitive Advantage, Thomas M. Jones, Jeffrey S. Harrison, Will Felps
How Applying Instrumental Stakeholder Theory Can Provide Sustainable Competitive Advantage, Thomas M. Jones, Jeffrey S. Harrison, Will Felps
Management Faculty Publications
Instrumental stakeholder theory considers the performance consequences for firms of highly ethical relationships with stakeholders, characterized by high levels of trust, cooperation, and information sharing. While research suggests performance benefits, an obvious question remains: If instrumental stakeholder theory–based stakeholder treatment is so valuable, why isn’t it the dominant mode of relating to stakeholders? We argue that the existing instrumental stakeholder theory literature has three shortcomings that limit its ability to explain variance in performance. (1) Little theory exists around how instrumental stakeholder theory–based stakeholder management could provide sustainable competitive advantage. (2) The literature has largely neglected the potential downsides (i.e., …