Strategic Management Policy Commons^™

Developing A Capacity For Organizational Resilience Through Strategic Human Resource Management, Cynthia A. Lengnick-Hall, Tammy E. Beck, Mark L. Lengnick-Hall

Department of Management: Faculty Publications

Resilient organizations thrive despite experiencing conditions that are surprising, uncertain, often adverse, and usually unstable. We propose that an organization's capacity for resilience is developed through strategically managing human resources to create competencies among core employees, that when aggregated at the organizational level, make it possible for organizations to achieve the ability to respond in a resilient manner when they experience severe shocks. We begin by reviewing three elements central to developing an organization's capacity for resilience (specific cognitive abilities, behavioral characteristics, and contextual conditions). Next we identify the individual level employee contributions needed to achieve each of these elements. …

Dialogue, Asghar Zardkoohi, Leonard Bierman, Daria Panina, Subrata Chakrabarty

Department of Management: Faculty Publications

In a recent Academy of Management Review article, Professor Andrew von Nordenflycht (2010) focused on defining professional service firms (PSFs). In the article von Nordenflycht argues that past research leaves the term professional service firms either undefined or at best provides only examples, such as law firms, accounting firms, "etc." In addition, he argues that while most scholars agree that law firms and accounting firms fit the "definition" of PSFs, there is "little consensus on what the 'etc.' refers to. Does it include ad agencies? Physician practices? Software firms? Why or why not?" (2010: 155). The author's contributions include …

Greenleaf's 'Best Test' Of Servant Leadership: A Multilevel Analysis, Robert W. Hayden

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

This study empirically tests Robert Greenleaf’s (1970) seminal articulation of servant leadership. The four personal outcomes he theorized (health, wisdom, freedom-autonomy, and service orientation) were tested against established dimensions of servant leadership. All correlations were significant and positive. Using multilevel analysis, the predictive strength of these servant leadership dimensions were assessed at two levels within an organization, and explained. Implications and future direction of research were discussed.

Antecedents Of New Director Social Capital, Scott Johnson, Karen Schnatterly, Joel F. Bolton, Chris S. Tuggle

Department of Management: Faculty Publications

Prior research shows that firms benefit from the social capital of their boards of directors but has not explored the antecedents of new director social capital. We argue that firms can attract directors with social capital by offering more compensation. We also argue that more complex firms (firms with a greater scale and scope of operations) are more attractive to such directors because of the greater experience and exposure that such directorships provide. Similarly, we argue that firms with high-status directors on their current boards will be more attractive to directors with social capital. We analyse the social capital of …

Coaching Leaders: Co-Creating Purpose Based Innovation, Connie I. Reimers-Hild

Kimmel Education and Research Center: Presentations and White Papers

The purpose of the presentation was to demonstrate the importance and effectiveness of coaching leaders in today's global economy. Leadership coaching has the potential to co-create innovation in organizations of all sizes. Three case studies were shared. In each example, Dr. Connie presented the effectiveness of her coaching program. Each case study demonstrated the power of leadership and innovation on the economy, society and individual.

The Impact Of Positivity And Transparency On Trust In Leaders And Their Perceived Effectiveness, Steven M. Norman, Bruce Avolio, Fred Luthans

Department of Management: Faculty Publications

A critical challenge facing today’s organizational leaders is gaining their followers’ trust and having them view leaders as effective in addressing turmoil and change. Using a downsizing scenario as the context, this field experiment examined how a leader’s positivity and transparency impacted followers’ perceived trust, defined in terms of willingness to be vulnerable, and effectiveness of their leader. To test the hypotheses, 304 participants were randomly assigned to one of the four conditions of high (low) leader positivity × high (low) leader transparency. Results of our mixed methods study indicated both the leader’s level of positivity and transparency impacted followers’ …

Sustainability Through Profitability: The Triple Bottom Line, Connie I. Reimers-Hild

Kimmel Education and Research Center: Presentations and White Papers

Today’s highly competitive, globalized world requires organizations and businesses to think differently about how they are going to stay in business. Businesses can no longer afford to focus on profits as their sole purpose for existence. Organizations must instead think about the “Triple Bottom Line” and its implications for their ability to grow their brand, customer loyalty and profits.

Commanding Board Of Director Attention: Investigating How Organizational Performance And Ceo Duality Affect Board Members' Attention To Monitoring, Chris S. Tuggle, David G. Sirmon, Chris R. Reutzel, Leonard Bierman

Department of Management: Faculty Publications

Boards of directors’ attention to monitoring represents an understudied topic in corporate governance. By analyzing hundreds of board meeting transcripts, we find that board members do not maintain constant levels of attention toward monitoring, but instead selectively allocate attention to their monitoring function. Drawing from the attention-based view, prospect theory, and the literature on power, we find that deviation from prior performance and CEO duality affect this allocation. Specifically, while negative deviation from prior performance increases boards’ attention to monitoring, positive deviation from prior performance reduces it. The presence of duality also reduces the boards’ allocation of attention to monitoring. …

The Development And Resulting Performance Impact Of Positive Psychological Capital, Fred Luthans, James B. Avey, Bruce J. Avolio, Suzanne Peterson

Department of Management: Faculty Publications

Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap development has a causal impact on participants’ performance. To fill these gaps we first conducted a pilot test of the PsyCap intervention (PCI) model with a randomized control group design. Next, we conducted a follow-up study with a cross section of practicing managers to determine if following the training guidelines of …

The Role Of Ceo Statements Of Aggressiveness And The Competitive Aggressiveness Of Firms: What Is The Impact On Performance?, Benjamin Blackford

College of Business: Dissertations, Theses, and Student Research

This research examines the impact of a CEO’s statements of aggressiveness on his or her organization’s competitive moves and subsequent performance. Hypotheses were developed based on previous work in Upper Echelon Theory and competitive dynamics. Based on this prior literature, it was hypothesized aggressive statements by CEOs will be associated with more aggressive organizations. It was also hypothesized these more aggressive organizations would display better performance than less aggressive organizations. A content analysis of letters to shareholders and trade publications was performed. This data was analyzed using multiple regression in SPSS 17 to test the hypotheses that aggressive statements by …

Relationship Between Positive Psychological Capital And Creative Performance, David S. Sweetman, Fred Luthans, James B. Avey, Brett C. Luthans

Department of Management: Faculty Publications

Despite considerable attention to the creative process and its relationship with personal characteristics, there is no published study focused directly on the relationship between the recently recognized core construct of psychological capital (PsyCap) and creative performance. Drawing from a large (N = 899) and heterogeneous sample of working adults, this study investigates PsyCap and its components (i.e., efficacy, hope, optimism, and resilience) as predictors of creative performance. Overall PsyCap predicted creative performance over and above each of the four PsyCap components. Theoretical and practical implications of these findings are considered.

Malgré la grande attention accordée à la démarche créatrice et …

What Makes Strategy Making Across The Sales-Marketing Interface More Successful?, Avinash Malshe, Ravipreet S. Sohi

Department of Marketing: Faculty Publications

Extant research on marketing strategy making (MSM) lacks process-based theoretical frameworks that elucidate how marketing strategies are made when sales and marketing functions are involved in the process. Using a grounded theory approach and data collected from (a) 58 depth interviews with sales and marketing professionals and (b) a focus group with 11 marketing professionals, we propose that MSM within the sales-marketing interface is a three-stage, multifaceted process that consists of Groundwork, Transfer and Follow-up stages. Our process-based model explicates the specific activities at each stage that are needed to develop and execute marketing strategies successfully, the sequence in which …

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 …

The Mediating Role Of Psychological Capital In The Supportive Organizational Climate–Employee Performance Relationship, Fred Luthans, Steven M. Norman, Bruce J. Avolio, James B. Avey

Department of Management: Faculty Publications

Although the value of a supportive organizational climate has been recognized over the years, there is a need for better understanding of its relationship with employee outcomes. This study investigates whether the recently emerging core construct of positive psychological capital (consisting of hope, resilience, optimism, and efficacy) plays a role in mediating the effects of a supportive organizational climate with employee outcomes. Utilizing three diverse samples, results show that employees’ psychological capital is positively related to their performance, satisfaction, and commitment and a supportive climate is related to employees’ satisfaction and commitment. The study’s major hypothesis that employees’ psychological capital …

Radical Change Accidentally: The Emergence And Amplification Of Small Change, Donde Ashmos Plowman, Lakami T. Baker, Tammy E. Beck, Mukta Kulkarni, Stephanie Thomas Solansky, Deandra Villarreal Travis

Department of Management: Faculty Publications

A decision to offer breakfast to homeless people led to radical change in a church and its environment. Existing theories of change do not fully explain observations from our qualitative study; however, complexity theory constructs suggest how and why such change emerged. We offer four key findings. First, the radical change was unintended, emergent, and slow. Second, destabilizing conditions helped small changes to emerge and become radical. Third, subsequent actions amplified an initial small change and, though not intended to do so, promoted radical change. Finally, the dynamic interaction of amplifying actions, contextual conditions, and small changes led to continuous …

Psychological Capital Development: Toward A Micro-Intervention, Fred Luthans, James Avey, Bruce Avolio, Steven M. Norman, Gwendolyn Combs

Department of Management: Faculty Publications

After first providing the meaning of psychological capital (PsyCap), we present a micro-intervention to develop it. Drawn from hope, optimism, efficacy, and resiliency development, this PsyCap Intervention (PCI) is shown to have preliminary support for not only increasing participants’ PsyCap, but also financial impact and high return on investment.

Entrepreneurial Self-Efficacy In Central Asian Transition Economies: Quantitative And Qualitative Analyses, Fred Luthans, Elina Sharlezdvna Ibrayeva

Department of Management: Faculty Publications

In both quantitative and qualitative field studies, the self-efficacy of entrepreneurs in the transition economies of Kazakhstan and Kyrgyzstan is examined. Using a social cognitive framework, the complex interaction among these entrepreneurs’ (N=133) personal characteristics, environment, and self-efficacy is analyzed by structural equation modeling. Their self-efficacy was found to have a direct and mediating impact on performance. Another sample of entrepreneurs from these countries (N=239) qualitatively assessed what they actually do in their day-to-day activities. The findings from these two studies contribute to better understanding and have implications for successful entrepreneurial practice in countries undergoing the difficult process of transition …

The Impact Of Efficacy On Work Attitudes Across Cultures, Fred Luthans, Weichun Zhu, Bruce Avolio

Department of Management: Faculty Publications

To answer the call for more cross-cultural research, this study analyzed the efficacy and work attitudes of employee samples from the U.S. and Southeast Asia (Indonesia, Malaysia, and Thailand). The results showed that across these two samples, general efficacy had a significant positive relationship with organizational commitment and a significant negative relationship with intention to turnover. Further analysis also indicated that job satisfaction mediated the relationship between general efficacy and organizational commitment and intention to quit in the U.S. sample. The relationship between general efficacy and organizational commitment was stronger in the U.S. than in the three combined countries sampled …

Developing The Psychological Capital Of Resiliency, Fred Luthans, Gretchen R Vogelgesang, Paul B. Lester

Department of Management: Faculty Publications

In these turbulent times, we propose the importance of developing the psychological capital dimension of resiliency. After providing the theoretical background and meaning of psychological capital in general and resiliency in particular, the authors present proactive and reactive human resource development (HRD) strategies for its development. The proactive HRD includes increasing psychological assets, decreasing risk factors, and facilitating processes that allow human resources to enhance their resilience. The reactive HRD largely draws from a broaden-and-build model of positive emotions and self-enhancement, external attribution, and hardiness. The article includes specific guidelines for HRD applications and an agenda for future needed research.

Potential Added Value Of Psychological Capital In Predicting Work Attitudes, Milan Larson, Fred Luthans

Department of Management: Faculty Publications

Meeting the challenge of effectively managing human resources requires new thinking and approaches. To extend the traditional perspective of economic capital, increasing recognition is being given to human capital and more recently social capital, this article proposes and empirically tests the potential added value that psychological capital may have for employee attitudes of satisfaction and commitment. After first providing the background and theory of PsyCap, this article reports a study of manufacturing employees (N = 74) that found a significant relationship between PsyCap and job satisfaction (r=.373) and organization commitment (r=.313). Importantly, the employees’ PsyCap had a significant added impact …

The Psychological Capital Of Chinese Workers: Exploring The Relationship With Performance, Fred Luthans, Bruce Avolio, Fred Walumbwa, Weixing Li

Department of Management: Faculty Publications

Everyone knows about China’s huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People’s Republic of China, this exploratory study examined the relationship of a sample (n=422) of Chinese workers’ positive psychological capital states and their performance. Results indicated the workers’ positive states of hope, optimism, and resiliency, separately and …

“Can You See The Real Me?” A Self-Based Model Of Authentic Leader And Follower Development, William L. Gardner, Bruce J. Avolio, Fred Luthans, Douglas R. May, Fred Walumbwa

Department of Management: Faculty Publications

To address present and future leadership needs, a model of authentic leader and follower development is proposed and examined with respect to its relationship to veritable, sustainable follower performance. The developmental processes of leader and follower self-awareness and self-regulation are emphasized. The influence of the leader’s and followers’ personal histories and trigger events are considered as antecedents of authentic leadership and followership, as well as the reciprocal effects with an inclusive, ethical, caring and strength-based organizational climate. Positive modeling is viewed as a primary means whereby leaders develop authentic followers. Posited outcomes of authentic leader–follower relationships include heightened levels of …

The Role Of Relational Knowledge Stores In Interfirm Partnering, Jean L. Johnson, Ravipreet S. Sohi, Rajdeep Grewal

Department of Marketing: Faculty Publications

Drawing on the notions of relational capabilities and absorptive capacity, the authors examine the effects of interactional, functional, and environmental knowledge stores on relationship quality and relationship portfolio effectiveness. The results suggest that the knowledge stores affect the outcome variables differently and that the effects vary by levels of industry turbulence.

Positive Psychological Capital: Beyond Human And Social Capital, Fred Luthans, Kyle W. Luthans, Brett C. Luthans

Department of Management: Faculty Publications

With the rising recognition of human resources as a competitive advantage in today’s global economy, human capital and, more recently, social capital are being touted in both theory, research, and practice. To date, however, positive psychological capital has been virtually ignored by both business academics and practitioners. “Who I am” is every bit as important as “what I know” and “who I know.” By eschewing a preoccupation with personal shortcomings and dysfunctions and focusing instead on personal strengths and good qualities, today’s leaders and their associates can develop confidence, hope, optimism, and resilience, thereby improving both individual and organizational performance.

Recognition And Development Of Hope For South African Organizational Leaders, Fred Luthans, René Van Wyk, Fred Walumbwa

Department of Management: Faculty Publications

The significant challenges faced by South Africa at present are well known. How to deal with the problems from a political and economic perspective abound, but taking a psychological approach has been neglected. This paper proposes a positive approach to South African organizational leadership based on the psychological capacity of hope. After giving a brief background on the context surrounding South African organizations, the theory, research, and application of hope relevant to organizational leadership in the “Rainbow Nation” are presented and analyzed. Such an overlooked positive approach represented by hopeful organizational leaders seems needed at this juncture of South Africa’s …

Human, Social, And Now Positive Psychological Capital Management: Investing In People For Competitive Advantage, Fred Luthans, Carolyn M. Youssef

Department of Management: Faculty Publications

There is growing evidence that human resources are crucial to organizational success, and may offer the best return on investment for sustainable competitive advantage. Jeffery Pfeffer’s extensive work, summarized in his book The Human Equation, discusses substantially supported but unfortunate findings that only about half of today’s organizations and their managers believe that human resources really do matter. Moreover, only half of those organizations act upon their beliefs beyond paying lip service to this vital resource. Few organizations have adopted high performance work practices, such as 360-degree feedback, pay-for-performance, self-managed teams, employee empowerment, and other human-oriented initiatives. Furthermore, Pfeffer shows …

Unlocking The Mask: A Look At The Process By Which Authentic Leaders Impact Follower Attitudes And Behaviors, Bruce Avolio, William L. Gardner, Fred Walumbwa, Fred Luthans, Douglas R. May

Department of Management: Faculty Publications

The conceptual and empirical links between authentic leadership and follower attitudes, behaviors, and performance outcomes have not been fully developed. Although we have a number of articles developing the theory of authentic leadership and testing propositions that will appear in a forthcoming special issue of The Leadership Quarterly (Vol. 16, Issue 3, 2005), the focus of this article is to provide some of the initial foundation work for the broader theoretical framework of how authentic leaders influence follower attitudes, behaviors, and performance. Here, we draw from positive organizational behavior, trust, hope, emotion, identification, and identity theories to describe the processes …

The Development Of Interfirm Partnering Competence: Platforms For Learning, Learning Activities, And Consequences Of Learning, Jean L. Johnson, Ravipreet S. Sohi

Department of Marketing: Faculty Publications

This study investigated factors within the firm that encourage organizational learning activities. The authors suggest that when the appropriate factors are present, the firm will more likely engage in learning activities integral in the development of interfirm partnering competence. The conditions for building partnering competence are found in the firm's culture and climate in the form of learning intent, receptivity, and transparency. In addition, the authors suggested that learning-related activities would generate some positive influence on specific interfirm relationships (IFRs). The authors tested these ideas on data from a multiindustry mail survey. Results largely conformed to expectations. The platform variables, …

It Competency And Firm Performance: Is Organizational Learning A Missing Link?, Michael J. Tippins, Ravipreet S. Sohi

Department of Marketing: Faculty Publications

Many companies have developed strategies that include investing heavily in information technology (IT) in order to enhance their performance. Yet, this investment pays off for some companies but not others. This study proposes that organization teaming plays a significant role in determining the outcomes of IT. Drawing from resource theory and IT literature, the authors develop the concept of IT competency. Using structural equations modeling with data collected from managers in 271 manufacturing firms, they show that organizational learning plays a significant role in mediating the effects of IT competency on firm performance.

Behavioral Management And Task Performance In Organizations: Conceptual Background, Meta-Analysis, And Test Of Alternative Models, Alexander D. Stajkovic, Fred Luthans

Department of Management: Faculty Publications

In this study, we provide the conceptual background, meta-analyze available behavioral management studies (N = 72) in organizational settings, and examine whether combined reinforcement effects on task performance are additive (sum of individual effects), redundant (combined effects are less than the additive effects), or synergistic (combined effects are greater than the sum of the individual effects). We found a significant overall average effect size of (d.) = .47 (16% improvement in performance; 63% probability of success), and a significant within-group heterogeneity of effect sizes. To account for this variation, we conducted a theory-driven moderator analysis, which indicated that money, feedback, …