The 100 Most Cited Articles In Business And Management
Education Research,
2015
Coastal Carolina University
The 100 Most Cited Articles In Business And Management Education Research, Barbara A. Ritter
Organization Management Journal
No abstract provided.
Organizations Don’T Resist Change, People Do:
Modeling Individual Reactions To Organizational Change
Through Loss And Terror Management,
2015
George Washington University
Organizations Don’T Resist Change, People Do: Modeling Individual Reactions To Organizational Change Through Loss And Terror Management, James R. Bailey, Jonathan D. Raelin
Organization Management Journal
This article has three premises that stand in contrast to emphases found in contemporary organizational change research. First, examination of resistance must start with the individual. Organizations don’t resist change, people do. Second, people react not to the change per se, but to the loss it represents. Third, loss engenders a deeply rooted peril response that is largely emotional in nature. To support these premises, we apply Terror Management Theory to locate resistance in existential buffers: emotional defense mechanisms that prevent awareness of loss and allow participation in a larger meaningful system. We argue that the buffers threatened during organizational …
What Are The 100 Most Cited Articles In Business
And Management Education Research, And What Do They
Tell Us?,
2015
University of Wisconsin Oshkosh
What Are The 100 Most Cited Articles In Business And Management Education Research, And What Do They Tell Us?, J. B. Arbaugh, Alvin Hwang
Organization Management Journal
Although business and management education research has made great strides over the last decade, concerns about the area’s legitimacy and attraction of new scholars continue to require attention. One of the obstacles that may impede the area’s progress is a lack of knowledge of the influential works that may be useful in determining the nature and magnitude of potential contributions. Using Harzing’s Publish or Perish and a broad list of search terms related to business and management education, we generated an initial list of 100 highly cited articles published since 1970. Fifty-eight of the 100 articles were published in or …
He Effects Of Informal Social Structures:
A Cognition–Structure–Action Approach,
2015
Florida Gulf Coast University
He Effects Of Informal Social Structures: A Cognition–Structure–Action Approach, Harry "Trip" Knoche, Gary J. Castrogiovanni
Organization Management Journal
The purpose of this article is to examine the effects of epistemic motives and social structures on individual actions and the implications for organizational outcomes. It has been suggested that the informal social structures that develop within organizations affect the behavior of individuals, perhaps more so than formal structure. If this is true, when studying organizations it may be important to examine the effects of informal social structures on individual actions and organizational outcomes. Drawing on findings from epistemic motive theory and expanding social capital theory, a cognition–structure–action model is introduced as a way to begin systematically examining the informal …
Using Feedback In Organizational Consulting By Jane Brodie
Gregory And Paul E. Levy,
2015
Indian Institute of Management Indore
Using Feedback In Organizational Consulting By Jane Brodie Gregory And Paul E. Levy, Bishakha Majumdar
Organization Management Journal
No abstract provided.
Mapping The Association Of Emotional Contagion To Leaders,
Colleagues, And Clients: Implications For Leadership,
2015
Sapienza University of Rome
Mapping The Association Of Emotional Contagion To Leaders, Colleagues, And Clients: Implications For Leadership, Laura Petitta, Shahnaz Naughton
Organization Management Journal
This article investigates emotional contagion in workplaces by proposing an expanded approach that simultaneously considers contagion both absorbed by (i.e., contagion absorbed) and issued toward (i.e., contagion infected) others, namely, within-individual bidirectional contagion. Furthermore, it explores the differential association of contagion to leaders, colleagues, and clients, namely, a holistic mapping. Participants (N = 694) from six organizations were asked how frequently they both absorbed and transmitted four basic emotions from or to others, and whether the emotional experience occurred with regard to their leaders, colleagues, and clients. The findings reveal that positive and negative emotions considered for within-individual bidirectional contagion …
Association For The Advancement Of Collegiate Schools
Of Business (Aacsb) Accreditation Current Issues,
2015
University of New Haven
Association For The Advancement Of Collegiate Schools Of Business (Aacsb) Accreditation Current Issues, Kathleen J. Barnes, George Smith, Sarah Vaughn
Organization Management Journal
No abstract provided.
The Role Of International, Technological And Social Context
In Considering Strategic Alliances In The
Biotech–Pharmaceutical Industry,
2015
State University of New York at New Paltz
The Role Of International, Technological And Social Context In Considering Strategic Alliances In The Biotech–Pharmaceutical Industry, Kristin Backhaus
Organization Management Journal
No abstract provided.
Organizations Don’T Resist Change, People Do,
2015
California State University, San Bernardino
Organizations Don’T Resist Change, People Do, Craig R. Seal, Donncha Kavanagh
Organization Management Journal
No abstract provided.
The Impact Of External Contexts On Alliance Governance
In Biotech–Pharmaceutical Firm Alliances,
2015
New York Institute of Technology
The Impact Of External Contexts On Alliance Governance In Biotech–Pharmaceutical Firm Alliances, Joanne L. Scillitoe, Shanthi Gopalakrishnan, Michael D. Santaro
Organization Management Journal
The interest in strategic alliances has increased over the years, especially in high tech global industries such as biotechnology, as firms seek to gain access to needed resources, expertise, and knowledge for developing and commercializing new products and technologies. The governance structure of these alliances, which is an important consideration in understanding alliance formation and performance, is influenced by both external and internal contexts of the alliance partners. However, evidence from prior research has been inconclusive regarding the impact of external contexts on alliance governance selection. To better understand this impact, we simultaneously examine three key partner external contexts - …
Bright Or Dark, Or Virtues And Vices? A Reexamination Of The Big Five And Job Performance,
2015
Louisiana Tech University
Bright Or Dark, Or Virtues And Vices? A Reexamination Of The Big Five And Job Performance, Christopher M. Castille
Doctoral Dissertations
Personality research in industrial/organizational psychology has been dominated by the description of personality traits and outcomes as either bright or dark. Unfortunately, research has shown that bright traits have dark outcomes and vice versa, suggesting that a paradox is plaguing the literature. To resolve this paradox, I propose that a different heuristic stemming from positive psychology be utilized: virtues and vices. Virtues refer to exercises of human excellence while vices refer to actions of human failure. Drawing on the virtue ethics concept of the Aristotelian mean, dark traits are viewed as extreme or elevated levels of bright personality traits, allowing …
Ua41 University College Connection,
2015
Western Kentucky University
Ua41 University College Connection, Dennis K. George, Dean, Wendi Kelley, Univeristy College
UC Publications
No abstract provided.
Individual Adaptability As A Predictor Of Job Performance,
2015
Louisiana Tech University
Individual Adaptability As A Predictor Of Job Performance, Stephanie L. Murphy
Doctoral Dissertations
In the new global economy, organizations frequently have to adjust to meet challenging demands of customers, competitors, or regulatory agencies. These adjustments at the organizational level often cascade down to employees, and they may face changes in their job responsibilities and how work is performed. I-ADAPT theory suggests that individual adaptability (IA) is an individual difference variable that includes both personality and cognitive aspects and has both trait- and state-like properties. As a result, IA may be an acceptable alternative for traditional, stable selection tests for operating within unstable environments. The present paper examined the relationship of individual adaptability, cognitive …
Cultural Context's Influence On The Relationships Between Leadership Personality And Subordinate Perceptions,
2015
Louisiana Tech University
Cultural Context's Influence On The Relationships Between Leadership Personality And Subordinate Perceptions, Victoria J. Smoak
Doctoral Dissertations
Fascination with leadership and the pursuit of its understanding have been common across disciplines throughout history (Bass & Stogdill, 1990). Studying leadership in an organization provides value in understanding its relation to outcomes such as employee attitudes (Podsakoff, MacKenzie, & Bommer, 1996), individual performance (Tierney, Farmer, & Graen, 1999) and organizational performance (Day & Lord, 1988; Sully de Luque, Washburn, Waldman, & House, 2008). Leadership is suggested to be the underlying human factor key to organizational effectiveness (Hogan & Kaiser, 2005). In spite of the vast body of literature, much remains to be understood, especially understanding context (McCall & Hollenbeck, …
Strategic Dimensions Of Organizational Productivity (A Case Study On The Proposed Hrd Directions For Modern Companies),
2015
Skyline, University, UAE
Strategic Dimensions Of Organizational Productivity (A Case Study On The Proposed Hrd Directions For Modern Companies), Nadir Ali
Business Review
achievement of the promises mentioned in mission & vision of modern companies. Most strategic minds come from the practices and experiences of corporate dimensions. Dimensions can be learned but cannot result unless experienced in the corporate world. Understanding strategic dimensions of modern age can lead modern companies. This case study will cover all important parameters of organizational productivity with special reference to the proposed strategic HRD directions that are considered as the gist of this case study. The first dimension is HRD Tier that is connecting with leadership in the organization, second is HRD transformation that is the manual workflow …
Workplace Dignity: Communicating Inherent, Earned, And Remediated Dignity,
2015
University of Louisville
Workplace Dignity: Communicating Inherent, Earned, And Remediated Dignity, Kristen Lucas
Faculty and Staff Scholarship
Extant research on dignity at work has revealed conditions that contribute to indignity, employees’ responses to dignity threats, and ways in which employees’ inherent dignity is undermined. But while dignity – and specifically indignity – is theorized as a phenomenon subjectively experienced and judged by individuals, little research has privileged workers’ own perspectives. In this study, working adults reveal how they personally experience and understand meanings of dignity at work. I describe three core components of workplace dignity and the communicative exchanges through which dignity desires commonly are affirmed or denied: inherent dignity as recognized by respectful interaction, earned dignity …
Socially Desirable Responding: Enhancement And Denial In 20 Countries,
2015
Tilburg University
Socially Desirable Responding: Enhancement And Denial In 20 Countries, Jia He, F.J. Van De Vijver, A.D. Espinosa, A. Abubakar, R. Dimitrova, B.G. Adams, Jochen Reb, Samantha Sim
Research Collection Lee Kong Chian School Of Business
This article investigated the dimensionality, measurement invariance, and cross-cultural variations of social desirability. A total of 3,471 university students from 20 countries completed an adapted version of the Marlowe–Crowne scale. A two-dimensional structure was revealed in the pooled sample, distinguishing enhancement (endorsement of positive self-description) and denial (rejection of negative self-description). The factor structure was supported in most countries; medium-sized item bias was found in two denial items. In a multilevel analysis, we found that (a) there was more cross-cultural variation in denial than enhancement; (b) females tended to score higher on enhancement whereas males tended to score higher on …
Investigating The Uniqueness And Usefulness Of Proactive Personality In Organizational Research: A Meta-Analytic Review,
2015
Queen's University
Investigating The Uniqueness And Usefulness Of Proactive Personality In Organizational Research: A Meta-Analytic Review, Matthias Spitzmuller, Hock-Peng Sin, Michael Howe, Shereen Fatimah
Research Collection Lee Kong Chian School Of Business
Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitativereviews of research on proactive personality in a number of meaningful ways. First, we examine thediscriminant and incremental validity of proactive personality using meta-analytic regression analyses.Our results reveal that more than 50% of variance in proactive personality is unrelated to the BigFive personality traits collectively. Also, proactive personality accounts for unique variance in overalljob performance, task performance, and organizational citizenship behaviors, even after controllingfor the Big Five personality traits and general mental ability (for overall job performance and taskperformance). Moreover, we find no subgroup differences in proactive …
Development And Test Of An Integrative Model Of Job Search Behaviour,
2015
Ghent University
Development And Test Of An Integrative Model Of Job Search Behaviour, Greet Van Hoye, Alan M. Saks, Filip Lievens, Bert Weijters
Research Collection Lee Kong Chian School Of Business
Research on job search and the theory of planned behaviour (TPB) has identified job search attitude, subjective norm, and job search self-efficacy as the most proximal determinants of job seekers' search intentions and subsequently job search behaviours. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of job search behaviour. In an integrative model of job search behaviour, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences …
When Voice Matters: A Multilevel Review Of The Impact Of Voice In Organizations,
2015
Singapore Management University
When Voice Matters: A Multilevel Review Of The Impact Of Voice In Organizations, Michael R. Bashshur, Burak Oc
Research Collection Lee Kong Chian School Of Business
The conventional wisdom is that voice leads to desirable outcomes for organizations. However, this is most certainly an oversimplification. Of the over 1,000 studies examining the impact of voice in organizations, the implications of voice vary by the level of the organization (individual, group, organization) as well as the outcome of interest (e.g., group harmony vs. job satisfaction). In this article, we draw from the diverse literatures examining the impact of voice to integrate the theoretical frameworks and empirical results for voice outcomes across organizational levels. To do so, we start with a discussion of the definition and development of …
