Human Resources Management Commons^™

A Method For Measuring Destructive Leadership And Identifying Types Of Destructive Leaders In Organizations, James Shaw, Anthony Erickson, Michael Harvey

James B Shaw

This study describes the development of a measure of the nature of destructive leadership in organizations. We then use scales developed from that measure in a cluster analysis to empirically derive a behavior-based taxonomy of destructive leaders. Data were obtained through a web-based survey that generated 707 respondents. Based on follower perceptions, the results identified seven types of destructive leaders using behavior-focused scales. An interesting discovery was that most of the types of destructive leaders identified were not “all destructive” but rather perceived as extreme on just one or two characteristics.

A Method For Measuring Destructive Leadership And Identifying Types Of Destructive Leaders In Organizations, James Shaw, Anthony Erickson, Michael Harvey

Anthony Erickson

This study describes the development of a measure of the nature of destructive leadership in organizations. We then use scales developed from that measure in a cluster analysis to empirically derive a behavior-based taxonomy of destructive leaders. Data were obtained through a web-based survey that generated 707 respondents. Based on follower perceptions, the results identified seven types of destructive leaders using behavior-focused scales. An interesting discovery was that most of the types of destructive leaders identified were not “all destructive” but rather perceived as extreme on just one or two characteristics.

The Dynamic Interplay Of Learning And Self-Regulatory Processes Over Time., Traci Sitzmann, Thomas M. Cavanagh

Thomas M. Cavanagh

Tri Thuc Va Phat Trien - Nhung Chien Luoc Xay Dung Xa Hoi Tri Thuc [Knowledge And Development - Strategies Of Knowledge-Based Society Building], Hans-Dieter Evers, Solvay Gerke, Thomas Menkhoff

Solvay Gerke

No abstract provided.

Knowledge And Development In Singapore: Trends And Propositions, Thomas Menkhoff, Solvay Gerke, Hans-Dieter Evers, Yue-Wah Chay

Solvay Gerke

No abstract provided.

A Knowledge-Architecture For Development: Designing An Epistemic Landscape Of Knowledge Clusters And Knowledge Hubs, Hans-Dieter Evers, Solvay Gerke, Thomas Menkhoff

Solvay Gerke

No abstract provided.

Influence Of Test Conditions And Examinee Behavior On Uit Reliability, Tracy Kantrowitz, Darrin Grelle, Thomas M. Cavanagh, Brett Frank

Thomas M. Cavanagh

Training Older Adults: The Effect Of Stereotype Threat And Metacognitive Prompts, Thomas M. Cavanagh

Thomas M. Cavanagh

Wage And Occupational Differences Between Black And White Men: Labor Market Discrimination In The Rural South, Lewis Smith, Vernon Briggs , Brian Rungeling, James Smith

Vernon M Briggs Jr

"The existence of labor market discrimination based on race is well established.However, study continues into a variety of aspects of discrimination-among them the extent to which it exists in different regions. Gwartney has estimated the ratio of black to white earnings to be between .83 and .88 for the North and between .68 and .74 for the South. Masters, in a study of earnings differentials between black and white men, found a ratio of .79 for the non-South and .69 for the South. Although considerable literature has developed concerning earnings differentials, wage discrimination in rural areas is one topic which …

Wage And Occupational Differences Between Black And White Men: Labor Market Discrimination In The Rural South, Lewis Smith, Vernon Briggs , Brian Rungeling, James Smith

Vernon M Briggs Jr

"The existence of labor market discrimination based on race is well established.However, study continues into a variety of aspects of discrimination-among them the extent to which it exists in different regions. Gwartney has estimated the ratio of black to white earnings to be between .83 and .88 for the North and between .68 and .74 for the South. Masters, in a study of earnings differentials between black and white men, found a ratio of .79 for the non-South and .69 for the South. Although considerable literature has developed concerning earnings differentials, wage discrimination in rural areas is one topic which …

Where Perception Meets Reality: The Effects Of Different Types Of Faultline Perceptions, Asymmetries And Realities On Intersubgroup Conflict And Group Outcomes, Lindred Greer, Karen Jehn

Karen A. Jehn

No abstract provided.

Members Matter In Team Training: Multilevel And Longitudinal Relationships Between Goal Orientation, Self-Regulation, And Team Outcomes, Erich Dierdorff, Kemp Ellington

Erich C. Dierdorff

Longitudinal data from 338 individuals across 64 teams in a simulation-based team-training context were used to examine the effects of dispositional goal orientation on self-regulated learning (self-efficacy and metacognition). Team goal orientation compositions, as reflected by average goal orientations of team members, were examined for moderating effects on these individual-level relationships. Finally, individual-level self-regulation was investigated for its influence on multiple team-level outcomes across time. Results showed generally positive effects of learning goal orientation and negative effects of avoid performance and prove performance goal orientations on rates of self-regulation during team training. However, several of these individual-level relationships were moderated …

Using Secondary Sources Of Work Information To Improve Work Analysis, Erich Dierdorff

Erich C. Dierdorff

No abstract provided.

Not All Groups Are The Same: The Importance Of Connectedness For Workgroup Outcomes, Sonja Rispens, G Ruel, Karen Jehn

Karen A. Jehn

No abstract provided.

Negotiating The Gender Divide: Lessons From The Negotiation And Organizational Behavior Literatures, Carol Kulik, Mara Olekalns

Mara Olekalns

Employment relationships are increasingly personalized, with more employment conditions open to negotiation. Although the intended goal of this personalization is a better and more satisfying employment relationship, personalization may systematically disadvantage members of some demographic groups. This disadvantage is evident for women, who routinely negotiate less desirable employment terms than men. This gender-based gap in outcomes is frequently attributed to differences in the ways that men and women negotiate. We review the negotiation research demonstrating that women are systematically disadvantaged in negotiations and the organizational behavior research examining the backlash experienced by agentic women. We use the Stereotype Content Model …

When Do Faultline And Cross-Categorized Teams Learn? The Role Of Error Culture, Joyce Rupert, Karen Jehn, Astrid Homan

Karen A. Jehn

No abstract provided.

Diversity Faultlines And Team Learning: Does Psychological Safety Help?, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

Pay Perceptions And Their Relationships With Cooperation, Commitment And Intent To Quit: A Field Study, J Shields, Dow Scott, J Bishop, P Goelzer

Dow Scott

This study examines how perceived in-role (or horizontal) pay differences and understanding of the pay system influence three key performance-related attitudes, namely, organizational commitment, willingness to cooperate, and intent to quit, both directly and indirectly via perceived pay fairness. Toward this end, we apply structural equation modeling to self-report survey-based evidence collected from full-time employees in a major United States supermarket licensing group (n = 159). As expected, perception of wide pay differences was negatively related to pay fairness, while pay understanding was positively related to it. Pay fairness played a pivotal mediating role in strengthening organizational commitment and reducing …

A Meta-Analysis Of The Relationships Between Diversity, Conflict, And Team Performance, F De Wit, L Greer, Karen Jehn

Karen A. Jehn

Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical studies of intragroup conflict (n = 8,880 groups) and its relationship with group outcomes. To address the heterogeneity across the studies included in the meta-analysis, we also investigated a number of …

The Alignment Of Multiple Interdependencies And Workgroup Effectiveness: An Empirical Investigation, Sonja Rispens, Karen Jehn

Karen A. Jehn

No abstract provided.

When Subgroups Fuse And Divide: Effects Of Faultlines On Team Learning And Customer Satisfaction, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

Being Different, Yet Similar: Effects Of Faultline Strength And Distance On Team Learning And Performance, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

Attitudes Of U.S. Managers Towards Outsourcing: Survey Results And Managerial Implications, Helen Lavan, Gloria Fragoso-Diaz

Helen LaVan

No abstract provided.

Facet Personality And Surface-Level Diversity As Team Mental Model Antecedents: Implications For Implicit Coordination, David Fisher, Suzanne Bell, Erich Dierdorff, James Belohlav

Erich C. Dierdorff

Team mental models (TMMs) have received much attention as important drivers of effective team processes and performance. At the same time, much less is known about the factors that give rise to these shared cognitive structures. We examined potential antecedents of TMMs, with a specific focus on team composition variables, including various facets of personality and surface-level diversity. Further, we examined implicit coordination as an important outcome of TMMs. Results suggest that team composition in terms of the cooperation facet of agreeableness and racial diversity were significantly related to team-focused TMM similarity. TMM similarity was also positively predictive of implicit …

Diversity In Punk Rock Bands: Conflict And Performance, Karen Jehn, Lindred Greer, Don Conlon

Karen A. Jehn

No abstract provided.

Persistence And Visibility Of Group Faultlines: The Effects Of Team Identity On The Group Faultlines-Conflict Link, Katerina Bezrukova, Karen Jehn, Madhan Grounder

Karen A. Jehn

We expand the group faultline theory by taking into account the relative importance of various demographics within the group that can trigger the formation of strong group faultlines. We draw on group faultline theory (Lau & Murnighan, 1998), social identity and categorization theories (Turner & Tajfel, 1986), social dominance theory (Sidanius & Pratto, 1999), and evolutionary psychology (Kurzban & Leary, 2001) to predict how group faultlines affect conflict. We propose that the visible demographic characteristics (age, race, and gender) will be more influential than the non-visible (education, tenure, and function) in determining the interaction patterns within the group (Thatcher & …

Do Workplace Relationships Affect The Innovative Behaviour Of Nursing Employees? A Social Exchange Perspective, Matthew J. Xerri

Matthew J Xerri

This research examines the impact of two organisational factors on the innovative behaviour of nurses. More specifically, this research applies the dimensions of Social Exchange Theory as a lens to develop an understanding into the mediating effect of perceived organisational support on the relationship between leader-member exchange and the innovative behaviour of nursing employees. This study uses a mixed-methods approach, including a survey in which 104 nurses responded with useable results and semi-structured interviews with twelve nursing unit managers (nursing supervisors). The findings confirm that perceived organisational support mediates the relationship between leader-member exchange and the innovative behaviour of nursing …

Role Expectations As Antecedents Of Citizenship: The Moderating Effects Of Work Context, Erich C. Dierdorff, Robert S. Rubin, Daniel G. Bachrach

Robert S. Rubin

In this field study of 198 incumbents, we examine how facets of work context affect the relationship between employees’ role expectations and supervisor ratings of their citizenship. Building on an emerging focus in the citizenship literature, we expand the scope of role perceptions to capture employees’ beliefs about the importance of various work activities and worker attributes needed for successful role performance (i.e., role expectations). Results support the role theory framework that we develop and suggest that aspects of both the social and task context moderate the relationship between employees’ role expectations for prosocial role requirements and citizenship. Implications of …