Organizational Behavior and Theory Commons^™

Moderating Effect Of Knowledge Workers On Pay Satisfaction, Formal And Informal Organization Career Management With Affective Organization Commitment., Yong Jing Ren

Student Works (2010-2019)

Knowledge Workers (KW) are identified as the most important factor going into the 21st century, largely due to the elimination of national borders through globalization. Knowledge Workers are sought-after employees throughout the world that would play an important role towards the future of an organization. This coincides with Malaysian government’s effort to retain its KW work force while trying to attract Malaysian KW in other countries to return to the mother nation in the effort to move towards Vision 2020. A conceptual model exploring the effect of Pay Satisfaction, Formal and Informal Career Management towards Affective Organization Commitment is created …

Impact Of Lean Practices On Printing Companies, Jenna Bodolay

Graphic Communication

The purpose of this study was to bring understanding to what Lean and sustainable practices are most efficient and popular within printing companies. The information and data collected provides insight into what companies are doing to be Lean. The data exhibits what Lean and sustainable techniques that provide positive effects for companies and identifies potential pitfalls for why companies have not been able to be productive with Lean strategies.

This study collected and analyzed data on Lean and sustainability efficiency through historical case studies and descriptive research surveys. Case studies in the printing industry were studied and compared on the …

Spirituality At Work And Organizational Citizenship Behavior: A Replication Study In Taiwan, Gilbert Tan, Christine Kuo, Eugene Zhen Yao Geh

Research Collection Lee Kong Chian School Of Business

Interest in Management, Spirituality and Religion (MSR) research has surged over the last decade. However, most of the studies are done in the Western context. Tan and Geh’s (2009) is an exception. In Tan and Geh’s study, they provided a theoretical model linking spirituality at work with organizational citizenship behavior (OCB) through organizational commitment as the mediator and tested it empirically. The findings of the study, though exploratory, were interesting. They affirmed the effectiveness of affective commitment as a mediator between spirituality at work and OCB. Normative commitment, however, was not as effective. Their findings also show that continuance commitment …

Replacing Workplace Leadership With Political Expediency, Mark Daniel Leonhardt

Masters Theses & Specialist Projects

The study examines the adherence to principled leadership styles by persons in position of authority and develops a method to determine the extent to which those people deviate from principled leadership practices for purpose of political expediency. Two fortune 500 companies, three smaller local companies and select Western Kentucky University faculty were surveyed using the MACH V Attitude Inventory for determining Machiavellian tendencies via an online survey site. An examination and evaluation of survey results yielded a surpirsingly consistent neutral score, but no indication of Machiavellian tendencies within the respondent group.

Determining The Relationship And Influence Organizational Culture Has On Organizational Trust, Mindy S. Genetzky-Haugen

Department of Agricultural Leadership, Education, and Communication: Dissertations, Theses, and Student Research

The present research examines the influence of organizational culture on organizational trust. Leaders in the present and future will try to create a culture of trust, but leaders who do not examine and understand their current culture will not be successful in changing their organizational culture. The study shows constructive behavioral norms are both predictors and influencers of trust. The results suggest that companies that want to create a culture of trust need to instill into their culture achievement, self-actualizing, humanistic-encouraging and affiliative behavioral norms. Leadership needs to make sure avoidance behaviors are reduced in order to create and instill …

Gender & Leadership: Do Human Resource Policies And Practices Affect A Woman’S Ascent In Organizations?, Arielle Langlais

Honors Projects in Management

As more women began assuming leadership roles in organization, researchers established a number of consistencies in the promotion of women into the upper ranks of an organization. Jonsen, Maznevski, and Schneider have taken a look at these differences in their study, “Gender Differences in Leadership: Believing is Seeing.” In this study they examine three ways in which organizations view women and the Human Resource policies and programs that support these views. Based on this and other research, I conducted a study in hopes of assessing the validity and existence of these views as they are evident in Southern New England …

Future Directions Of Crisis Communication Research: Emotions In Crisis – The Next Frontier, Jin, A. Pang

Research Collection Lee Kong Chian School Of Business

No abstract provided.

An Experimental Study Of The Impact Of Psychological Capital On Performance, Engagement, And The Contagion Effect, Timothy Daniel Hodges

College of Business: Dissertations, Theses, and Student Research

Psychological Capital, or PsyCap, is a core construct consisting of the positive psychological resources of efficacy, hope, optimism, and resilience. Previous research has consistently linked PsyCap to workplace outcomes including employee attitudes, behaviors, and performance. Further research has explored the ways in which PsyCap can be developed through relatively brief workplace interventions. The present study focuses on PsyCap development and the relationship to employee engagement and performance. In an experimental design with random assignment of subjects to control group (n = 52 managers and 152 associates) and treatment group (n = 58 managers and 239 employees), a field sample of …

Retaining Talent : An Empirical Study Of Multi-Routes Model Of Job Coupling And Withdraw Tendency Among Chinese Mba Candidates., Zheng Weibo

Student Works (2010-2019)

Intellectual property and intellectual capital have become critical components of wealth creation. "Knowledge has become the pre-eminent economic resource, more important than raw material, more important, often, than money. Considered as an economic output, information and knowledge are more important than automobiles, oil, steel or any of the products of the industrial era‖ (Stewart, 2002). As the "carrier" of the talent of organizations become more significant than ever. Those employees with higher organizational performance characteristics are often entitled "core" or "talent" for their key networking status in creating organizational intelligent capital values. They can also be in fierce competition with …

Understanding Performance Ratings: Dynamic Performance, Attributions, And Rating Purpose, Jochen Reb, Gary J. Greguras

Research Collection Lee Kong Chian School Of Business

The present two studies integrate and extend the literatures on dynamic performance, performance attributions, and rating purpose, making several important contributions. First, examining attributions of dynamic performance, Study 1 predicted that performance mean and trend would affect judged ratee ability and effort and that performance variation would affect locus of causality; both predictions were supported by the results. Second, investigating the interaction between dynamic performance and rating purpose. Study 2 predicted that performance mean would have a stronger impact on administrative than on developmental ratings, whereas performance trend and variation would have a stranger impact on developmental than on administrative …

Exploring The Antecedents Of New Knowledge Creation In Organizational Settings: An Empirical Study, Thomas Menkhoff, Yue Wah Chay, Benjamin Loh, Hans-Dieter Evers

Research Collection Lee Kong Chian School Of Business

This study aims to understand the antecedents of new knowledge creation in knowledge-intensive organizations. A model of knowledge management and new knowledge creation inspired by the works of Nonaka, Nahapiet and Ghoshal and others was used to develop a questionnaire. 213 individuals responded from a knowledge-based organization in Singapore. The results of the study indicated that knowledge tools and technologies interact with the modus of knowledge combination to influence knowledge outcomes in terms of worker skills, competencies, market knowledge and client relationships. The key ingredients for creating new knowledge as well as synergistic collaborations between various knowledge players are also …

The Employment Relationship, John W. Budd, Devasheesh P. Bhave

Research Collection Lee Kong Chian School Of Business

The employment relationship is the connection between employees and employers through which individuals sell their labor. This might consist of an immigrant day laborer paid by the bushel to pick fruit in the hot sun, a salaried manager who has been working in an air-conditioned office for the same company for 40 years, or innumerable other situations. Irrespective of situation, all employees and employers have fundamental interests they pursue through the employment relationship, all forms of this relationship are mediated by labor markets and states, and each instance of this relationship is governed by some form of a contract, ranging …

Law And Capitalism: What Corporate Crises Reveal About Legal Systems And Economic Development Around The World By C. J. Milhaupt And K. Pistor, Ruth V. Aguilera, Abhijeet K. Vadera

Research Collection Lee Kong Chian School Of Business

The article reviews the book "Law & Capitalism: What Corporate Crises Reveal About Legal Systems & Economic Development Around the World," by Curtis J. Milhaupt and Katharina Pistor.

An Organizational Impression Management Perspective On The Formation Of Corporate Reputations, Scott Highhouse, Margaret E. Brooks, Gary J. Gregarus

Research Collection Lee Kong Chian School Of Business

Researchers have only recently turned their attention to the study of corporate reputation.As is characteristic of many early areas of management inquiry, the field is decidedly multidisciplinary and disconnected. This article selectively reviews reputation research conducted mainly during the past decade. A framework is proposed that views reputation from the perspective of organizational impression management. Corporations are viewed as social actors, intent on enhancing their respectability and impressiveness in the eyes of constituents.

The Chief Student Affairs Officer: What Constitutes Effective Leadership?, Bryan L. Smith, Tracy M. Lara, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

The leadership characteristics of a 21 chief student affairs officers (CSAOs) within four-year, postsecondary institutions in the Southeast were examined using The Leadership Practices Inventory (LPI) developed by Kouzes and Posner. The LPI measures five fundamental leadership factors: challenge the process, inspire a shared vision, enable others to act, model the way, and encourage the heart. Each of these factors was investigated in relation to length of time in the current position, length in the student affairs profession, gender, and geographic location. Statistical analyses of performance on the LPI suggest that CSAOs tend to be most effective in leadership practices …

Individuals And Contex00tual Factors: An Interactionist Approach To Understanding Self-Development, Gregory Paul Letller

Psychology Theses & Dissertations

While the extant research has identified several individual and contextual factors influential on an employee's quantity of self-development participation, no prior research has examined potential multiplicative effects among these factors. The current study investigated person-situation interactions among five individual factors ( e.g., self-efficacy for self-development, learning goal orientation, and openness to experience) and the contextual factors of organizational and supervisor support ( combined to reflect overall work support). This study also sought to investigate the influence of proactive personality on self-development participation, a promising individual difference that has received little attention in the self-development literature. Using data collected from 136 …

The Use Of Personality Test Norms In Work Settings: Effects Of Sample Size And Relevance, Robert P. Tett, Jenna R. (Fitzke) Pieper, Patrick L. Wadlington, Scott A. Davies, Michael G. Anderson, Jeff Foster

Department of Management: Faculty Publications

The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range = 394–6,200), we show that (a) N >100 has little practical impact on the reliability of norm-based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T-scores based on …

Strategic Management In A Networked World, Christine G. Springer

Public Policy and Leadership Faculty Research

The article provides guidelines to an effective approach of managing employees in the U.S. These include the ability to both detect a problem and to effectively respond to it. It is also considered important when strategies are adopted, where a collaborative action among network partners can be promoted. The author also stresses the importance of valuing and nurturing organizational learning and development.

Networking As A Job Search Behaviour: A Social Network Perspective, Greet Van Hoye, Edwin A. J. Van Hooft, Filip Lievens

Research Collection Lee Kong Chian School Of Business

Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences …

Reflection As A Strategy To Enhance Task Performance After Feedback, Frederik Anseel, Filip Lievens, Eveline Schollaert

Research Collection Lee Kong Chian School Of Business

An unanswered question in employee development is how reflection can be used for improving performance in organizations. Drawing from research and theory on dual-process models, we develop and test a reflection strategy to Stimulate deeper learning after feedback. Results of two studies (N = 640 and N = 488) showed that reflection combined with feedback enhanced performance improvement on a web-based work simulation better than feedback alone. Reflection without feedback did not lead to performance improvement. Further analyses indicated that the proposed reflection strategy was less effective for individuals low in learning goal orientation, low in need for cognition, and …

The Influence Of Work Personality On Job Satisfaction: Incremental Validity And Mediation Effects, Daniel Heller, D. Lance Ferris, Douglas Brown, David Watson

Research Collection Lee Kong Chian School Of Business

Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home …

Healers And Helpers, Unifying The People: A Qualitative Study Of Lakota Leadership, Kem M. Gambrell

Department of Agricultural Leadership, Education, and Communication: Dissertations, Theses, and Student Research

The purpose of this critical grounded theory qualitative study was to explore Lakota Leadership from a Native perspective. Interviews were conducted with enrolled members of a Lakota tribe in an urban setting as well as on the Rosebud reservation to gain better awareness of leadership through a non-mainstream viewpoint. Previously, in order to understand leaders and followers, research limited its scope of discernment to dominant society, implying that non-mainstream individuals will acquiesce, or that differences found are inconsequential. Leadership scholars also have implied that leadership theory is “universal enough”, and can be applied globally regardless of influences such as race, …

Abusive Supervision, Intentions To Quit, And Employees' Workplace Deviance: A Power/Dependence Analysis, Bennett J. Tepper, Jon C. Carr, Denise M. Breaux, Sharon Geider, Changya Hu, Wei Hua

Research Collection Lee Kong Chian School Of Business

We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the prediction that when intention to quit is higher, abusive supervision is more strongly associated with supervisor-directed deviance than with organization-directed deviance. These results were replicated in a second study, a two-wave investigation of people employed in a variety of industries and …

The Effects Of Response Instructions On Situational Judgment Test Performance And Validity In A High-Stakes Context, Filip Lievens, Paul R. Sackett, Tine Buyse

Research Collection Lee Kong Chian School Of Business

This study fills a key gap in research on response instructions in situational judgment tests (SJTs). The authors examined whether the assumptions behind the differential effects of knowledge and behavioral tendency SJT response instructions hold in a large-scale high-stakes selection context (i.e., admission to medical college). Candidates (N = 2,184) were randomly assigned to a knowledge or behavioral tendency response instruction SJT, while SJT content was kept constant. Contrary to prior research in low-stakes settings, no meaningfully important differences were found between mean scores for the response instruction sets. Consistent with prior research, the SJT with knowledge instructions correlated more …

The Two Faces Of Control: Network Closure And Individual Performance Among Knowledge Workers, Martin Gargiulo, Gokhan Ertug, Charles Galunic

Research Collection Lee Kong Chian School Of Business

This paper argues that the effect of dense social ties, or network closure, on a knowledge worker's performance depends on the predominant role this worker plays with his or her exchange partners in the relationships affected by that closure. Using data on informal exchanges among investment bankers in the equities division of a large financial services firm operating in Europe, Asia-Pacific, Africa, and the Americas in 2001, we find that network closure in relationships in which the banker acts as an acquirer of information increases his or her performance, whereas closure in relationships in which the banker acts as a …

The Irresistible Rise Of The Net Generation, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

No abstract provided.

Establishing And Maintaining Organizational Trust In The 21st Century, Matthew L. Hunt, Tracy M. Lara, Aaron W. Hughey

Counseling & Student Affairs Faculty Publications

Recent corporate and academic scandals have led to decreasing levels of trust and confidence in many organizations. Whether the organization is a college or university, a government agency, a private company or a public corporation, the establishment and maintenance of trust is essential to both short-term success and long-term efficacy. This article deals with how managers and leaders can work to establish trust in their organizations via such strategies as fostering behavioural consistency, behavioural integrity, sharing of control, effective communication and demonstration of concern for employees. Also included are strategies of maintaining and enhancing trust, how the level of trust …

Initial Attraction To Organizations: The Influence Of Trait Inferences, Jerel E. Slaughter, Gary J. Greguras

Research Collection Lee Kong Chian School Of Business

Organization personality perceptions have been defined as the set of personality characteristics associated with organizations. Previous research supports five distinct factors of organization personality perceptions: Boy Scout, Innovativeness, Dominance, Thrift, and Style. The purpose of this research was to understand how individuals' initial attraction to firms is influenced by their perceptions of the degree to which firms display these traits. Results of the present investigation indicated that organization personality perceptions accounted for significant variance in initial organizational attraction, after controlling for perceptions of the degree to which the jobs at the organizations offer traditional attributes. In addition, several self-rated Big …

Different Fits Satisfy Different Needs: Linking Person-Environment Fit To Employee Commitment And Performance Using Self-Determination Theory, Gary J. Greguras, James M. Diefendorff

Research Collection Lee Kong Chian School Of Business

Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction trod that psychological need satisfaction predicted affective …

Identifying Pre-Retirees For Bridge Employment: Factors That Influence Post-Retirement Employment Decisions, Sharon Kendrick, Melody Wollan

Faculty Research & Creative Activity

In a field study of 387 pre-retirees, four factors are demonstrated to be important as tools to aid Human Resource Managers and managers in predicting and influencing employees to consider participation in bridge employment: education levels of pre-retirees, training opportunities offered, role support from others (of particular importance supervisors and coworkers), and work family balance issues. Additionally, our findings draw attention to the importance of employment status (part-time versus full-time) and the number of years to retirement in predicting pre-retirees’ intentions to work in bridge employment.