Organizational Behavior and Theory Commons^™

Reputation Concerns Under At-Will Employment, Jian Sun, Dong Wei

Research Collection Lee Kong Chian School Of Business

We study a continuous-time model of long-run employment relationship with fixed wage and at-will firing; that is, termination of the relationship is non-contractible. Depending on his type, the worker either always works hard, or can freely choose his effort level. The firm does not know the worker’s type and the monitoring is imperfect. We show that, in the unique Markov equilibrium, as the worker’s reputation worsens, his job becomes less secure and the strategic worker works harder. We further demonstrate that the relationship between average productivity and job insecurity is U shaped, which is consistent with typical findings in the …

Exploring Workplace Spirituality And The Benefit It Has On Teams, Tracey Kimberly Johnson

Dissertations

Purpose: The purpose of this phenomenological study was to explore and understand the perception of nonprofit leaders on how spirituality in the workplace fosters a positive workplace culture.

Methodology: In this phenomenological qualitative study, data were collected using interviews of 12 nonprofit leaders. The essential data collection method for this study was in-depth, semi-structured, open-ended interview questions, key informant interviews, and pilot study data interviews. After the data were collected and transcribed, the coding process began, and themes were identified.

Findings: The research on spirituality in the workplace and spiritual intelligence of nonprofit leaders has been completed. There is still …

The Moderating Effect Of Employee Bottom-Line Mentality On The Relation Between Personality And Unethical Pro-Organizational Behaviors, Jordan Thomas

Theses and Dissertations

Unethical pro-organizational behavior (UPB) refers to unethical actions that employees engage in to benefit the company they work for. The issue of employees engaging in UPB has been high-lighted in various high-profile scandals, such as the Volkswagen emissions scandal. The current study examined the interaction between employees’ personality traits, perceptions of bottom-line mentality (BLM), and UPB. The results suggested that when employees who are low on trait conscientiousness and honesty-humility are placed in an environment in which they perceive to have high levels of BLM, they are more likely to engage in UPB than those individuals who had higher levels …

Leading With Trust: A Phenomenological Study Of The Strategies Leaders In Certified B Corporations Use To Build Trust With Their Employees, Victoria Wodarczyk

Dissertations

Purpose:The purpose of this phenomenological study was to explore how senior management leaders of certified B Corporations (B Corps) build trust with employees, using the 5 domains of connection, concern, candor, competence, and consistency.

Methodology:Aqualitative phenomenological approach was used in this study to explore how senior leaders of certified B Corps build trust with their employees using The Values Institute (TVI; Weisman, 2016) trust framework and the accompanying domains of connection, concern, candor, competence, and consistency. Participants were purposely chosen based on study criteria of a senior management leader in a certified B Corp including leadership for at …

Meaning Makers: A Mixed-Method Case Study Of Exemplary Small Business Owner Leaders And The Strategies They Use To Create Personal And Organizational Meaning, Margaret S. Ohlhaver

Dissertations

Purpose. The purpose of this replication of a thematic, mixed-method case study was to identify and describe the behaviors that small business owner leaders use to create personal and organizational meaning for themselves and their followers through character, vision, relationships, wisdom, and inspiration.

Methodology. Qualitative interviews with exemplary small business owners were conducted to capture their insights on how they used behaviors associated with character, vision, relationships, wisdom, and inspiration to create personal and organizational meaning. In a quantitative survey, followers of each small business owner leader participants were asked to assess how important each of the variable behaviors were …

A Systematic Evaluation Process: Soliciting Client Participation And Working In A Cross‐Cultural Context, D'Jeane T. Peters, Lisa A. Giacumo

Organizational Performance and Workplace Learning Faculty Publications and Presentations

A systematic evaluation process helps performance improvement practitioners organize their work with clients to deliver valued results. Further, we implemented a strategic partnership approach to solicit client participation to conduct a feasible systemic training evaluation project. In this article, we share our experience and recommendations for performance improvement practitioners who work in cross‐cultural evaluation‐project contexts.

Gender, Emotional Displays And Negotiation Outcomes, Horacio Arruda Falcao Filho

Dissertations and Theses Collection (Open Access)

This paper examined whether positive and negative emotional displays influenced negotiation outcomes (value creation and claiming) differentially for female and male negotiators. Also considered was how negotiation dyad gender composition might affect value creation and claiming. I examined recordings from a negotiation exercise (N = 194). Results revealed that when females expressed negative emotions significantly reduced value claiming on the part of those female negotiators. However, the effects of expressing positive emotions on negotiation outcomes did not vary by negotiator gender. The findings suggest that female negotiators do not need to be positive but only need not be negative to …

A Closer Look At Response Options: Is Judgment In Situational Judgment Tests A Function Of The Desirability Of Response Options?, Katarina Kaminski, Jorg Felfe, Philipp Schaepers, Stefan Krumm

Research Collection Lee Kong Chian School Of Business

The current study builds on the current scholarly debate about SJTs potentially being less situational than previously assumed. Specifically, we respond to recent calls to examine general (situation unspecific) information included in response options as a guide to SJT responses. Across three consecutive studies and three different forms of SJT administration (standard, without situation descriptions, under fake-good instructions), the relevance of social desirability of response options on SJT responses was examined. Results suggest that social desirability of response options is significantly related to test takers' response. This finding generalized across different forms of SJT administration. Across studies and together with …

The Differential Impact Of Interactions Outside The Organization On Employee Well-Being, Devasheesh P. Bhave, Freyr Halldórsson, Eugene Kim, Alexandru M. Lefter

Research Collection Lee Kong Chian School Of Business

We examine two different perspectives of interactions outside the organization: the relational work design perspective and the emotional labour perspective. The relational work design perspective suggests that interactions outside the organization have favourable outcomes for employees, whereas the emotional labour perspective suggests that such interactions have adverse outcomes for employees. Our goal is to reconcile findings from these two research streams. In Study 1, using data from employees working in diverse occupations, we find that interactions outside the organization have a positive indirect effect on employee well‐being via task significance, and a negative indirect effect on employee well‐being via surface …

Why Are Americans So Divided On Refugee Policy?, Shilpa Madan, Shankha Basu, Aneeta Rattan, Krishna Savani

Research Collection Lee Kong Chian School Of Business

The U.S. will resettle the lowest number of refugees in fiscal year 2019 since the Refugee Act was passed in 1980. After taking office, President Donald Trump reduced the admission limit from 110,000 in 2017 to 45,000 in 2018, and to 30,000 in 2019. The reduction is not a result of fewer refugees seeking resettlement. On the contrary, the number of people seeking resettlement is on the rise.

Teaching Traditional College Students Professional Marketing Via Linkedin, Necall Wilson

Atlantic Marketing Association Proceedings

No abstract provided.

The Missing Shifts, Saumya Sindhwani, Jerry Conner, Howard Thomas

Research Collection Lee Kong Chian School Of Business

Saumya Sindhwani, Jerry Connor and Howard Thomas argue it is time to change the way we develop leaders – and tap into the power of mindset. The needs the managers speak of fit into two broad categories (“empathy” and “resourcefulness”) and both are fundamental “changes in mindset”. By that, we mean a change in attitude or world view.

Enabling Models Of Inclusive Growth: Addressing The Need For Financial And Social Inclusion, Yuwa Hedrick-Wong, Howard Thomas

Research Collection Lee Kong Chian School Of Business

While poverty is falling, the gap between the rich and poor is getting wider and more and more people are being excluded from the means to better themselves. Yuwa Hedrick-Wong and Howard Thomas look at ways to include them.

The Influence Of Work On Personality Trait Development: The Demands-Affordances Transactional (Data) Model, An Integrative Review, And Research Agenda, Stephen A. Woods, Bart Wille, Chia-Huei Wu, Filip Lievens, Filip De Fruyt

Research Collection Lee Kong Chian School Of Business

Although personality is typically conceptualized in industrial, organizational, and vocational psychology as enduring and stable, an increasing volume of research now shows that personality changes throughout the lifespan, with work being a potentially important influence of trait development. This paper reviews and integrates the emergent literature in this area, and in doing so proposes a new Demands-Affordances TrAnsactional (DATA) model of personality development at work, against which research is evaluated. This DATA model clarifies how personality-related behavior at work is called upon by work demands at four different levels (vocation, job, group and organization) and proposes Person-Environment (PE) fit as …

Support For Resettling Refugees: The Role Of Fixed Versus Growth Mind-Sets, Shilpa Madan, Shankha Basu, Aneeta Rattan, Krishna Savani

Research Collection Lee Kong Chian School Of Business

In six studies (N = 2,340), we identified one source of people’s differential support for resettling refugees in their country—their beliefs about whether the kind of person someone is can be changed (i.e., a growth mind-set) or is fixed (i.e., a fixed mind-set). U.S. and UK citizens who believed that the kind of person someone is can be changed were more likely to support resettling refugees in their country (Studies 1 and 2). Study 3 identified a causal relationship between the type of mind-set people hold and their support for resettling refugees. Importantly, people with a growth mind-set were more …

Dominant Coalitions Directing Acquisitions: Different Decision Makers, Different Decisions, Cyndi Man Zhang, Henrich R. Greve

Research Collection Lee Kong Chian School Of Business

Coalitions are important in organizational decision making, but the question of how coalitions are built and make decisions in response to firm performance is still not sufficiently explored. In this study, we develop and test theory on how potential coalitions are built through shared experience and recruitment of allies. When organizations respond to performance relative to aspiration levels, either as problemistic search following low performance or opportunity exploration following high performance, members form coalitions to influence decisions. We develop theory of coalition formation that builds on upper echelons theory and the theory of dominant coalitions to predict how past experience …

The Principles Of Organizational Inaction, Roger A. Lohmann

Faculty & Staff Scholarship

Organization inaction and the absence of change are seriously understudied topics. This article (a spoof) reports on a research problem that identifies and studies four principles of organizational inaction: The time, subject matter, group size and controversy theorems together and separately explain a great deal of committee and organizational inaction. The article also introduces innovative techniques of invariant statistics and mystery sampling. The article is an extensive rewrite of a 'research report' that originally appeared in a peer-reviewed administrative humor journal, The Bureaucrat, in 1979.

Coping Mechanisms To Failure And Adversity, Jacob Thorpe

Marriott Student Review

No abstract provided.

The Empathetic Leader, Sarah Romney

Marriott Student Review

Research shows that “empathy” is an important quality in a leader and improves one’s ability to resolve group needs, obtain followers, perform prosocial behaviors, and get positive results. However, many business students do not recognize the value of empathy. Business schools can help improve this by teaching the importance of empathy and giving students the opportunity to develop it.

An Indentured Servant: The Impact Of Green Card Waiting Time On The Life Of Highly Skilled Indian Immigrants In The United States Of America, Pooja B. Vijayakumar, Christopher J. L. Cunningham

Industrial and Organizational Psychology Translational Research and Working Papers

Highlighting the archaic immigration system in the United States of America (US), the present study demonstrates for the first time the impact of green card waiting time on the work and family life of Indian immigrants living in the US. Our present findings show that 93.4% of our participants are very concerned about the estimated green card waiting time in the US. We find 70% of the total participants are seriously thinking at the present time about emigrating to a more visa-friendly country. Also, 30% of the participants have already applied for permanent residency in a visa friendly country and …

Unethical Leadership And Followers’ Deviance: The Mediating Role Of Perception Of Politics And Injustice, Zeleke Asnakew, Yibeltal Mekonnen

The Journal of Values-Based Leadership

This paper posits that unethical leadership behavior increases followers’ deviance by increasing perception of injustice and politics in organizations. More specifically, perception of politics and injustice mediates the relationship between unethical leadership behavior and followers’ deviance. By using data from 262 employees of various public organizations in Ethiopia, we confirmed our hypothesis. Further, the result of multiple regression confirmed that the relationship between unethical leadership behavior and followers’ deviance would be stronger when followers develop a perception of politics in the workplace.

The Effect Of Organizational Resilience And Ceo’S Narcissism On Project Success: Organizational Risk As Mediating Variable, Hadi Al-Abrrow, Alhamzah Alnoor, Sammar Abbas

Organization Management Journal

This study aimed to determine the effect of organizational resilience and chief executive officer (CEO) narcissism on project success via the mediating role of organizational risks. The study also highlighted the potential of the organization to adapt to environmental conditions, while maintaining successful projects according to established standards. The study developed a theoretical framework, within which the hypothetical structure was built on involving the five study variables. The framework was then tested and used in electrical power sector projects in Iraq, particularly in Basra. The study distributed 201 questionnaires to employees in the electricity power sector to obtain the required …

Work–Family Conflict And Counterproductive Work Behaviors: Moderating Role Of Regulatory Focus And Mediating Role Of Affect, T. T. (Rajan) Selvarajan, Barjinder Singh, Peggy A. Cloninger, Kaumudi Misra

Organization Management Journal

Evidence suggests work–family conflict can lead to numerous negative consequences in the workplace, including behaviors detrimental to the organization and its members, such as counterproductive work behaviors (CWBs). Yet relatively little research has addressed the relationship between work–family conflict and CWBs. This study builds on the structural model of stress and regulatory focus theory to addresses this major gap in the literature. Our model proposes that negative affect and self-regulation can help us understand how and why work–family conflict may be related to CWBs. We hypothesize that work–family conflict is positively related to negative affect, which in turn is positively …

A Study Of The Hierarchical Culture Gaps Within Unionized Utilities Companies, Levi R. G. Nieminen, Benjamin Biermeier-Hanson, Adam Roebuck, Daniel R. Denison

Organization Management Journal

The purpose of this study was to measure the culture gaps between hierarchical subgroups within unionized utilities companies. We conducted a mixed methods study. Using archival survey data, we compared hierarchically-defined subgroups’ perceptions of performance-linked culture traits within five unionized utilities companies. We later conducted interviews and focus groups, followed by qualitative coding and analysis. As compared to non-union employees, union employees viewed their companies as substantially less involving, consistent, adaptable, and clear about purpose and direction. Our qualitative analysis highlighted two prior management decisions as illustrative of the contrast between high and low levels of union involvement and clarity. …

Stakeholders And Business Strategy: A Role-Play Negotiation Themed Exercise, Jeff Moretz, Catherine C. Giapponi

Organization Management Journal

Consideration of the interests of stakeholders as well as the potential impact of stakeholders on company decisions provides critical insight into dimensions of strategic decision making that may be overlooked using traditional strategy frameworks. Using a case based on a manufacturing company’s deliberation of a decision to send offshore the manufacturing of its core products, this exercise exposes students to a variety of stakeholder perspectives through a role-play negotiationthemed exercise. Students adopt the roles of top management, labor representative, local supplier, customer representative, city manager, environmental activist, and shareholder representative. The negotiation activity is designed to raise student awareness of …

To Link Or Not To Link? Multiple Team Membership And Unit Performance, Eean R. Crawford, Cody J. Reeves, Greg L. Stewart, Stacy L. Astrove

2019 Faculty Bibliography

Multiple team membership is common in today’s team-based organizations, but little is known about its relationship with collective effectiveness across teams. We adopted a microfoundations framework utilizing existing individual- and team-level research to develop a higher-level perspective on multiple team membership’s relationship with performance of entire units of teams. We tested our predictions with data collected from 849 primary care units of the Veterans Health Administration serving over 4.2 million patients. In this context, we found multiple team membership is negatively associated with unit performance, and this negative relationship is exacerbated by task complexity.

Turning Passion Into Profit: When Leisure Becomes Work In Modern Roller Derby, Amanda Nicole Draft

Wayne State University Dissertations

Modern roller derby operates as a “by the skater, for the skater” business model, where participants are not paid but must devote a certain amount of time, effort, and money to sustaining their sport and respective organizations. At the same time, while derby is grounded in anti-corporate values, a growing industry has sprouted to support the sport, the larger share of which consists of small business retailers selling gear, apparel, and other accessories. I use the context of modern roller derby to examine the changing natures of work and leisure, specifically how they operate as greedy institutions and emphasizing the …

Managing Diverse Talent: Best Practices In Sourcing, Attracting, And Retaining Diverse Employees, Joseph Mastrocola

Publications & Research

This paper explores the importance of diversity in the workplace and how to create a more diverse workforce. It explores the competitive advantages associated with employing diverse talent and how that can translate to greater profits. It also looks at best practices in recruiting diverse employees, specifically where to find diverse talent and how to attract it. It also focuses on what efforts should be made to ensure the retention of diverse talent and how to foster an organizational culture that supports diversity and inclusion.

A Mixed Methods Case Study Of Evidence-Based Practice In A Knowledge Organization, Josh Villanueva

CGU Theses & Dissertations

Evidence-based practice offers a key strategy for closing the gap between research and practice in organizational and management studies. This approach calls for practitioners to apply key critical thinking competencies to gather and use the best available evidence to inform decision making and action (Rousseau, 2006). As a result, efforts to try and develop the evidence-based practice capabilities of practitioners abound, mainly in the form of workshops and university courses offered by leading proponents in the field. Yet, we know little about the impact of these training approaches and whether they transfer to actual differences in practitioners’ behaviors on the …

Integrating Coaching And Self-Determination Theory: The Development And Validation Of The Managerial Coaching Questionnaire, Hunter Thomas Black

CGU Theses & Dissertations

Despite increasing practitioner application and decades of research on the topic of managerial coaching, the topic continues to lack conceptual clarity, foundational theory, and sound measures. As a result, there is little understanding of the underlying psychological mechanisms connecting coaching behaviors to employee outcomes. This dissertation develops a new theory-based framework and survey measure of managerial coaching behaviors (the managerial coaching questionnaire; MCQ) grounded in self-determination theory (Deci & Ryan, 1985; Ryan & Deci, 2000). Time-lagged results support the theoretical propositions of the framework with results showing a positive relationship between the MCQ and employee wellbeing mediated by employee need …