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Articles 1 - 15 of 15
Full-Text Articles in Psychology
Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel
Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel
Masters Theses & Specialist Projects
Communication between supervisors and subordinates has consistently been viewed as a primary element of leadership, and a factor that is important in the leader-subordinate relationship via Leader-Member Exchange (LMX) theory. Recently, with the massive shift to virtual working, leadership communication has gained greater prominence in research and practical settings. Therefore, examining the role that virtual leadership communication plays in employee job satisfaction is an important first step in beginning to understand the shift to predominant work settings from home. I examined the influence of employee perceptions and preferences of leadership communication on job satisfaction via a panel design in which …
Integrating Interpersonal Neurobiology In Healthcare Leadership And Organizations, Lynn Redenbach
Integrating Interpersonal Neurobiology In Healthcare Leadership And Organizations, Lynn Redenbach
Antioch University Full-Text Dissertations & Theses
Interpersonal Neurobiology (IPNB) is an interdisciplinary, science-based field that seeks to understand human reality including the nature of mind, brain, and relationships. IPNB has been used extensively by mental health practitioners as well as child development and parenting experts. While practitioners and scholars have described ways that IPNB can be used in leadership and organizations, there has been no systematic inquiry into the practical and phenomenological experience of this application. IPNB offers an alternative to dominant models of care and leading in healthcare settings and fields, which are characterized by disconnection, objectification, and separation. It offers a relationally centered approach …
Emotion Regulation, Affective, Continuous, And Normative Commitment For Turnover Intentions Among Degree-Seeking Employees, Danette Colleen Sutter
Emotion Regulation, Affective, Continuous, And Normative Commitment For Turnover Intentions Among Degree-Seeking Employees, Danette Colleen Sutter
Walden Dissertations and Doctoral Studies
Multiple researchers have investigated employee turnover related to affective, continuous, and normative commitment, and none reported the predictive power of emotion regulation reappraisal on these components of commitment with turnover intentions among degree-seeking employees. The purpose of this quantitative survey research study was to explore emotion regulation reappraisal and its predictive power for organizational commitment associated with degree-seeking employees' intentions to quit jobs. In this study, a small sample of N = 18 degree-seeking employees took part in survey methodology. Multiple regressions were performed to calculate the variance of independent variables, emotion regulation and affective, continuous, and normative commitment associated …
Recovering From Workplace Offenses: Understanding The Roles Of Resilience And Forgiveness, Francisca Saldanha
Recovering From Workplace Offenses: Understanding The Roles Of Resilience And Forgiveness, Francisca Saldanha
Theses and Dissertations (Comprehensive)
Workplace transgressions have been shown to have pervasive and detrimental consequences for employees and organizations. Given these negative consequences, past research has examined how managers and organizations can prevent transgressions from occurring in the first place (i.e., preventive approaches) and how transgressions can be fixed when they do eventually occur (i.e., remedial approaches). However, it is unlikely that transgressions can ever be fully eradicated from organizations and it is doubtful that providing remedies can fully redress the harm that was caused. Accordingly, it is important to complement the preventive and remedial approaches with a deeper understanding of how employees can …
Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler
Political Alignments In Organizations: Contextualization, Mobilization, And Coordination, Samuel B. Bacharach, Edward J. Lawler
Edward J Lawler
This chapter develops a framework for conceptualizing and analyzing enduring political alignments in organizations. We address the following key questions: (a) What processes promote political alignments, in particular ones that are likely to be recognized and identifiable by members of an organization? and (b) What are the major forms of political alignment? Repeated coalitions among the same actors are the central mechanism that generates enduring, identifiable political alignments. The power relations within and between coalitions determine the nature of the political alignments. Overall, political alignments are construed as microinstitutions that generate coordinated efforts to influence organizational strategy, policies, and practices.
Organizational Leaders’ Experience With Fear-Related Emotions: A Critical Incident Study, Al Barkouli
Organizational Leaders’ Experience With Fear-Related Emotions: A Critical Incident Study, Al Barkouli
Antioch University Full-Text Dissertations & Theses
This study used the Critical Incident Technique (CIT) to better understand how organizational leaders experienced fear-related emotions. Through semi-structured interviews, fifteen executive leaders, mainly chief executive officers (CEOs), shared their experiences in response to threatening, risky, or dangerous incidents. In addition to a phenomenological understanding of the experience, participants illuminated the role that fear-related emotions play in leader decisions, how these emotions influence leader-follower relationships, the impacts of fear-related emotions on leaders’ health and well-being, and the ways leaders managed their experience with fear-related emotions including the role courage played. Leaders often faced threats, risks, or dangers (stimuli) from within …
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
Marya Besharov
This research builds on theory about how identification develops when members differ in which organizational values they hold to be important. It is relatively well established that conflict and dis-identification arise under such conditions. In the socially responsible retail company I studied, in contrast, I found identification as well as dis-identification. Both outcomes emerged from members’ interactions with others whose values and behaviors differed from their own. Identification arose when managers interpreted and enacted organizational values for frontline employees by developing integrative solutions, removing ideology, and routinizing ideology. Dis-identification developed in the absence of these practices. The resulting process model …
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Marya Besharov
Multiple institutional logics present a theoretical puzzle. While scholars recognize their increasing prevalence within organizations, research offers conflicting perspectives on their implications, causing confusion and inhibiting deeper understanding. In response, we propose a framework that delineates types of logic multiplicity within organizations, and we link these types with different outcomes. Our framework categorizes organizations in terms of logic compatibility and logic centrality and explains how field, organizational, and individual factors influence these two dimensions. We illustrate the value of our framework by showing how it helps explain the varied implications of logic multiplicity for internal conflict. By providing insight into …
Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell
Work Groups And Teams In Organizations, Steve Kozlowski, Bradford Bell
Bradford S Bell
[Excerpt] Our objective in this chapter is to provide an integrative perspective on work groups and teams in organizations, one that addresses primary foci of theory and research, highlights applied implications, and identifies key issues in need of research attention and resolution. Given the volume of existing reviews, our review is not intended to be exhaustive. Rather, it uses representative work to characterize key topics, and focuses on recent work that breaks new ground to help move theory and research forward. Although our approach risks trading breadth for depth, we believe that there is much value in taking a more …
Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach
Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach
Jack Goncalo
Groups with a strong sense of collective efficacy set more challenging goals, persist in the face of difficulty, and are ultimately more likely to succeed than groups who do not share this belief. Given the many advantages that may accrue to groups who are confident, it would be logical to advise groups to build a high level of collective efficacy as early as possible. However, we draw on Whyte’s (1998) theory of collective efficacy and groupthink, to predict that when confidence emerges at a high level toward the beginning of a group’s existence, group members may be less likely to …
Not So Black And White: The Color Of Perception In Corporate Layoffs, Carole A. Isom
Not So Black And White: The Color Of Perception In Corporate Layoffs, Carole A. Isom
Antioch University Full-Text Dissertations & Theses
This research addressed the question of whether or not the perception exists that African Americans are disproportionately impacted during layoff periods within corporations. Portraiture was the selected method of inquiry for this research as it captures the experience of the participants and enables storytelling which is based upon perception as opposed to hard, quantitative data. Additionally, portraiture’s autobiographical roots supported my autoethnographic position, encouraging the artistic process while including aesthetic aspects. Portraiture allowed for the voice of the researcher everywhere: in the assumptions, preoccupations, and frameworks brought to the inquiry; in the questions asked; in the data gathered; in the …
Teamwork In Chinese Organizations: A New Concept And Framework, Ying Liu
Teamwork In Chinese Organizations: A New Concept And Framework, Ying Liu
Psychology Theses & Dissertations
Teamwork has always been a challenge in China, and the importance of teamwork has not been well recognized. This study was designed to explore the underlying definition of teamwork that Chinese people use to describe their teams, to identify variables related to teamwork, to develop a new framework and measure of teamwork in Chinese organizations, and to test the psychometric properties of the measure as well as the structural relationships of the new framework of teamwork in Chinese teams. This study also examines the influence of guanxi---an important Chinese cultural value that emphasizes exchange and reciprocity in relationships---on teamwork in …
A New Theory And Measure Of Ethical Work Climate: The Psychological Process Model (Ppm) And The Ethical Climate Index (Eci), Anke Arnaud
Management, Marketing and Operations - Daytona Beach
With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest’s (1986, 1979) “Four-Component” model of individual-level …
Personnel Security: Beyond Initial Screening And Selection To Career Aftermath, Ibpp Editor
Personnel Security: Beyond Initial Screening And Selection To Career Aftermath, Ibpp Editor
International Bulletin of Political Psychology
This article describes Issues pertaining to personnel security in the aftermath of an individual’s career with an organization.
Fairness In Chinese Organizations, Kai-Guang Liang
Fairness In Chinese Organizations, Kai-Guang Liang
Psychology Theses & Dissertations
This study examined the roles of organizational justice and individual cultural characteristics in affecting employees' work attitudes and behaviors, in particular, the contextual aspect of job performance in Chinese organizations. Data were collected from 232 employee-supervisor dyads in three Sino-western joint ventures in the People's Republic of China. Results indicated that distributive justice had a significant impact on one dimension of contextual job performance, i.e., interpersonal facilitation, and various attitudinal outcomes, such as job satisfaction, pay satisfaction, affective commitment and turnover intention. Among the three procedural justice variables (participation at company level, participation at job level, and appeal mechanism) examined, …