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Articles 1 - 12 of 12
Full-Text Articles in Labor Relations
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams
Michele Williams
Drawing upon social exchange and emotion regulation theories, we develop and test a model of four specific leader behaviors directed at managing followers’ negative emotions. These leader interpersonal emotion management (IEM) strategies are posited to affect followers’ organizational citizenship behaviors performed within interpersonal relationships (OCBIs) and job satisfaction via follower perceptions of the quality of the leader-follower exchange relationship. In contrast to most current cognitive-transactional views of social exchange, here we posit that some, but not all, leader emotion management behaviors promote and strengthen the leader-member exchange (LMX) relationship. Specifically, we contend that followers’ perception of problem-focused leader emotion-management strategies …
Building And Rebuilding Trust: Why Perspective Taking Matters, Michele Williams
Building And Rebuilding Trust: Why Perspective Taking Matters, Michele Williams
Michele Williams
[Excerpt] There is growing interest surrounding the function of perspective taking in social interactions and organizational life. In this chapter, I examine the role of perspective taking in trust building and trust repair. Whereas some researchers focus on the ability of perspective taking to elicit sympathy, concern, and cooperative behavior (Batson, Turk, Shaw, & Klein, 1995; Parker, Atkins, & Axtell, 2008; Parker & Axtell, 2001), others focus on the strategic impact of perspective taking (Epley, Caruso, & Bazerman, 2006; Galinsky, Maddux, Gilin & White, 2008; Galinsky & Mussweiler, 2001). I build on both streams of research by examining work that …
Perspective Taking Building Positive Interpersonal Connections And Trustworthiness One Interaction At A Time, Michele Williams
Perspective Taking Building Positive Interpersonal Connections And Trustworthiness One Interaction At A Time, Michele Williams
Michele Williams
There is growing interest in the role of perspective taking in organizations. Perspective taking has been linked to enhanced interpersonal understanding and the strengthening of social bonds. In this chapter, I integrate research from sociology, communications, and psychology to provide insight into why, when, and how perspective taking facilitates the relational resources of positive connections and trustworthy actions. I introduce the importance of a three-dimensional view of perspective taking for building relational resources and present data validating this conceptualization. I conclude with directions for future research.
Thinking About You: Perspective Taking, Perceived Restraint, And Performance, Michele Williams
Thinking About You: Perspective Taking, Perceived Restraint, And Performance, Michele Williams
Michele Williams
Conflict often arises when incompatible ideas, values or interests lead to actions that harm others. Increasing people’s willingness to refrain from harming others can play a critical role in preventing conflict and fostering performance. We examine perspective taking as a relational micro-process related to such restraint. We argue that attending to how others appraise events supports restraint in two ways. It motivates people to act with concern and enables them to understand what others view as harmful versus beneficial. Using a matched sample of 147 knowledge workers and 147 of their leaders, we evaluate the impact of appraisal-related perspective taking …
Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams
Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams
Michele Williams
[Excerpt] Almost 40 years after publishing A Behavioral Theory of Labor Negotiations in 1965, the fields of negotiations and organizational behavior experienced an “affective revolution” (Barsade, Brief and Spataro 2003). Although Walton and McKersie could not have predicted the widespread academic and public interest in emotion and emotional intelligence, they foreshadowed this affect-laden direction in the section of their book on attitudinal structuring, which identified the dimension of friendliness-hostility as a critical aspect of the relationship between negotiating parties in the workplace and other settings.
Generational Diversity Can Enhance Trust Across Boundaries, Michele Williams
Generational Diversity Can Enhance Trust Across Boundaries, Michele Williams
Michele Williams
In interorganizational project teams, generational diversity among team members undermines the experience of trust within demographically similar dyads but enhances the experience of trust within demographically dissimilar dyads.
Being Trusted: How Team Generational Age Diversity Promotes And Undermines Trust In Cross-Boundary Relationships, Michele Williams
Being Trusted: How Team Generational Age Diversity Promotes And Undermines Trust In Cross-Boundary Relationships, Michele Williams
Michele Williams
We examine how demographic context influences the trust that boundary spanners experience in their dyadic relationships with clients. Because of the salience of age as a demographic characteristic as well as the increasing prevalence of age diversity and intergenerational conflict in the workplace, we focus on team age diversity as a demographic social context that affects trust between boundary spanners and their clients. Using social categorization theory and theories of social capital, we develop and test our contextual argument that a boundary spanner’s experience of being trusted is influenced by the social categorization processes that occur in dyadic interactions with …
Is It Me Or Her? How Gender Composition Evokes Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams, Evan Polman
Is It Me Or Her? How Gender Composition Evokes Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams, Evan Polman
Michele Williams
This paper investigates how professional workers’ willingness to act with interpersonal sensitivity is influenced by the gender and power of their interaction partners. We call into question the idea that mixed-gender interactions involve more interpersonal sensitivity than all-male interactions primarily because women demonstrate more interpersonal sensitivity than do men. Rather, we argue that the social category “women” can evoke more sensitive behavior from others such that men as well as women contribute to an increase in sensitivity in mixed-gender interactions. We further argue that the presence of women may trigger increased sensitivity such that men can also be the recipients …
Is It Me Or Her? How Gender Composition Influences Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams
Is It Me Or Her? How Gender Composition Influences Interpersonally Sensitive Behavior On Collaborative Cross-Boundary Projects, Michele Williams
Michele Williams
This paper investigates how professional workers’ willingness to act with interpersonal sensitivity is influenced by the gender and power of their interaction partners. We call into question the idea that mixed-gender interactions involve more interpersonal sensitivity than all-male interactions primarily because women demonstrate more interpersonal sensitivity than do men. Rather, we argue that the social category “women” can evoke more sensitive behavior from others such that men as well as women contribute to an increase in sensitivity in mixed-gender interactions. We further argue that the presence of women may trigger increased sensitivity such that men can also be the recipients …
The Ins And Outs Of Change Of Shift Handoffs Between Nurses: A Communication Challenge, John S. Carroll, Michele Williams, Theresa M. Gallivan
The Ins And Outs Of Change Of Shift Handoffs Between Nurses: A Communication Challenge, John S. Carroll, Michele Williams, Theresa M. Gallivan
Michele Williams
Background: Communication breakdowns have been identified as a source of problems in complex work settings such as hospital-based healthcare. Methods: The authors conducted a multi-method study of change of shift handoffs between nurses, including interviews, survey, audio taping and direct observation of handoffs, posthandoff questionnaires, and archival coding of clinical records. Results: The authors found considerable variability across units, nurses and, surprisingly, roles. Incoming and outgoing nurses had different expectations for a good handoff: incoming nurses wanted a conversation with questions and eye contact, whereas outgoing nurses wanted to tell their story without interruptions. More experienced nurses abbreviated their reports …
A Voice Is Worth A Thousand Words: The Implications Of The Micro-Coding Of Social Signals In Speech For Trust Research, Benjamin Waber, Michele Williams, John Carroll, Alex Pentland
A Voice Is Worth A Thousand Words: The Implications Of The Micro-Coding Of Social Signals In Speech For Trust Research, Benjamin Waber, Michele Williams, John Carroll, Alex Pentland
Michele Williams
While self-report measures are often highly reliable for field research on trust (Mayer and Davis, 1999), subjects often cannot complete surveys during real time interactions. In contrast, the social signals that are embedded in the non-linguistic elements of conversations can be captured in real time and extracted with the assistance of computer coding. This chapter seeks to understand how computer-coded social signals are related to interpersonal trust.
The Experience Of Failed Humor: Implications For Interpersonal Affect Regulation, Michele Williams, Kyle Emich
The Experience Of Failed Humor: Implications For Interpersonal Affect Regulation, Michele Williams, Kyle Emich
Michele Williams
The purpose of this study was to investigate failed interpersonal affect regulation through the lens of humor. We investigated individual differences that influenced people’s affective and cognitive responses to failed humor and their willingness to persist in the interpersonal regulation of positive affect after a failed attempt.