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On States and Traits in Work-Family Research Human Performance (IF 2.9) Pub Date : 2024-06-18 Charles E. Lance, Tracy L. Griggs, YoungAh Park, Seonghee Cho, Michael Szeman, George Michaelides, Stephen Wood
Latent state-trait research on work-family conflict confirms that occasion-specific variation in work-related demands is related to corresponding variations in perceptions of work interfering with ...
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When Less is More: The Proportion of Creative Members and R&D Team Innovative Performance Human Performance (IF 2.9) Pub Date : 2024-06-15 Inseong Jeong, Prithviraj Chattopadhyay, Shung Jae Shin, Owwon Park
Researchers have long assumed that a high proportion of creative members in a team is associated with high team innovative performance. This study proposed that the relationship between the proport...
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The “Ripple Effect”: The Effect of Family-Work Conflict on Mentor-protégé Relationship Human Performance (IF 2.9) Pub Date : 2024-06-02 Wan Jiang, Hui Wang, Yanzhuang Bai, Xifang Ma, Linlin Wang
Drawing from conservation of resources theory, this research examines how and when mentors’ family – work conflict is related to protégés’ work outcomes (i.e. job performance and career satisfactio...
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How Leaders ‘Strength of Heart’ and ‘Strength of Will’ Enhance Team Performance Human Performance (IF 2.9) Pub Date : 2024-05-10 Arménio Rego, Ace V. Simpson, Miguel Pina e Cunha, Anthony Silard, Eduardo André da Silva Oliveira, Diórgenes Falcão Mamedio
We investigate the influence of leaders’ dispositional compassion on team development and performance through two studies. In the first multi-source study (n = 154 team leaders), leaders’ dispositi...
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Relationships Among Organizational Citizenship Behavior, Counterproductive Work Behavior, and Sexual Harassment Based on a Colleague’s Sex or Gender Human Performance (IF 2.9) Pub Date : 2024-04-11 Elise L. Anderson, Dana H. Tomeh, Paul R. Sackett, Matt McGue
Organizational citizenship behavior (OCB) is often viewed as an unequivocal boon. However, differing motivations and external pressures can change OCB’s relationship with counterproductive work beh...
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Matching Job Demands and Job Resources as Linear and Non-linear Predictors of Employee Vigor and Sustainable Performance Human Performance (IF 2.9) Pub Date : 2024-03-20 Tianchang Ji, Jan de Jonge, Maria C.W. Peeters, Toon W. Taris
The present study studied two prominent job stress models as predictors of employee vigor and employee sustainable performance. First, based on the matching principle of the Demand-Induced Strain C...
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Defiance, Compliance, or Somewhere in Between: A Qualitative Study of How Employees Respond to Supervisors’ Unethical Requests Human Performance (IF 2.9) Pub Date : 2024-03-17 Logan Steele, Paul E. Spector, Triparna de Vreede, Dejun Kong, Janelle Wells
Many corporate scandals are made possible by organizational leaders asking subordinates to act in unethical ways. However, the response to unethical requests is not uniform––while some employees re...
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Can “Bad” Stressors Spur “Bad” Behavior? An Emotion-Stress Model of Workplace Mistreatments Human Performance (IF 2.9) Pub Date : 2024-03-07 Zulqurnain Ali
Drawing on the stressor-emotion model, our research investigates the mediation mechanism of employee cynicism in the association between workplace mistreatment and counterproductive work behavior. ...
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HP Editorial Statement Human Performance (IF 2.9) Pub Date : 2024-02-15 Sylvia Roch
Published in Human Performance (Vol. 37, No. 1-2, 2024)
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The Normative Judgment Test of Honesty-Humility: An Implicit Instrument for Organizational Contexts Human Performance (IF 2.9) Pub Date : 2023-12-15 Dan Asfar, Janneke K. Oostrom, Mark Van Vugt, Marise Born
As traits, motives, and attitudes may partly operate outside of individuals’ awareness, implicit instruments hold great promise in organizational contexts. One understudied implicit paradigm is the...
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Mechanisms Underlying the Use of Power-Creativity Relationship in the Military: Achievement Motivation and Identification Human Performance (IF 2.9) Pub Date : 2023-11-14 Ying-Ni Cheng, Zoe Magraw-Mickelson
These two studies tested how supervisors’ use of coercive or reward power influences individuals’ creativity and examined whether subordinates’ need for achievement affects this process. Dyad data ...
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Authentic Leadership’s Impact on Follower Psychological Capital and Performance Through Organizational Identification and Role Clarity Human Performance (IF 2.9) Pub Date : 2023-11-14 Hana Huang Johnson, Dustin Bluhm, Sean Hannah, Bruce Avolio, Paul Lester
Scholars have criticized positive leadership styles, such as authentic leadership, as being limited to influencing follower performance through relations-oriented behaviors without necessarily prov...
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Doing Good to Be (Subtly) Bad: A Moral Licensing View on the Relations Between Organizational Citizenship Behavior and Instigated Incivility Human Performance (IF 2.9) Pub Date : 2023-08-20 Ian Hughes, Zachary Levey, Juseob Lee, Steve Jex
The present research examines the relations between OCB and interpersonal mistreatment from the lens of the Moral Balance Model, wherein good deeds provide moral credits that enable immoral behavio...
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Balancing the Teeter Totter: A Dialectical View of Managing Neurodiverse Employees Human Performance (IF 2.9) Pub Date : 2023-06-15 Christopher E. Whelpley, Haley M. Woznyj
ABSTRACT Effective management of autistic employees is a topic germane to the successful integration of individuals on the spectrum into the workplace, but is a question that management researchers are only starting to broach. Unlike past research, we examine successful management for autistic employees without applying a priori leadership constructs traditionally found in the literature. Instead,
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Toxic Triads: Supervisor Characteristics, Subordinate Self-Esteem, and Supervisor Stressors in Relation to Perceptions of Abusive Supervision Human Performance (IF 2.9) Pub Date : 2023-06-12 Mary B. Mawritz, Maureen L. Ambrose, Manuela Priesemuth
ABSTRACT Extant research on abusive supervision recognizes that attributes of the supervisor, subordinate, and situation contribute to abuse. However, little research has examined the interplay of all three factors in predicting abusive supervision. Thus, we first take an actor-focused perspective and identify supervisor trait anger and moral justification as “hot” and “cold” personality traits that
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Paths to Team Success: A Configurational Analysis of Team Effectiveness Human Performance (IF 2.9) Pub Date : 2023-06-08 Isabel Dórdio Dimas, Pedro Torres, Teresa Rebelo, Paulo Renato Lourenço
ABSTRACT This study investigates how two team processes (team learning, team conflict) and two team emergent states (team trust and team psychological safety) combine to yield three team effectiveness dimensions: team performance, quality of the group experience and team viability. Eighty-two teams (353 team members and 82 team leaders) were surveyed. Using a configurational approach, different routes
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When Does Leader–Subordinate (In)Congruence in Power Distance Orientation Affect Employees’ Work Engagement? The Moderating Effect of Team Structure Clarity Human Performance (IF 2.9) Pub Date : 2023-06-02 Yan Bao, Shudi Liao, Jianqiao Liao, Fubing Sun, Shanxing Gao
ABSTRACT Identification occurs when two individuals share the same concept of self-identity. Building on this identity theory, we use a polynomial regression and response surface analytical framework to examine the effect of leader – subordinate power distance orientation (PDO) congruence on leader identification, and the consequent influence of leader identification on subordinate work engagement
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Joint Decision-Making and Team Outcomes: Examining Cross-Lagged Relationships and the Roles of Psychological Safety and Participative Leadership Human Performance (IF 2.9) Pub Date : 2023-05-04 Yasir Mansoor Kundi, Subhan Shahid
ABSTRACT Despite increasing studies on team creativity, the relationship between joint decision-making and team creativity needs further exploration. Our study employs social exchange theory to investigate the potential bidirectional association between joint decision-making and team psychological safety while also exploring the role of participative leadership as a contextual constraint on this relationship
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Subordinate Organizational Citizenship Behavior Trajectories and Well-Being: The Mediating Roles of Perceived Supervisor Consideration and Initiating Structure Human Performance (IF 2.9) Pub Date : 2023-04-22 Lindie H. Liang, Christianne T. Varty, Huiwen Lian, Douglas J. Brown, Denise Law, Jieying Chen, Rochelle Evans
ABSTRACT Although there are numerous benefits associated with organizational citizenship behaviors (OCBs), recent research has shown that they can have both benefits and costs for the well-being of employees engaging in these behaviors. Thus, it is crucial to understand how and why OCBs can have positive and negative impacts on well-being in order to mitigate unintended consequences associated with
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Justice perceptions and reappraisal: A path to preserving employee resilience Human Performance (IF 2.9) Pub Date : 2023-02-07 Erica Holley, Chase Thiel, James Avey
ABSTRACT Lower levels of organizational justice relative to one’s peers can negatively influence an employee’s well-being, diminish work satisfaction, and increase apathy. However, not all employees that perceive lower organizational justice respond in the same way. Using affective events theory as a theoretical framework, we draw on the organizational justice, resilience, and emotions literatures
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Good and Bad Influences: A Meta-Analysis of Leader Behavior on Followers’ Experienced and Perpetrated Deviance Human Performance (IF 2.9) Pub Date : 2022-11-03 Gargi Sawhney, Mallory A. McCord, Austin Cunningham, Kwesi Adjei, Henry Young, David Glerum
ABSTRACT Despite the rise in research on leader behaviors and workplace deviance, a comprehensive understanding of the magnitude of associations between the different forms of leader behaviors and workplace deviance is lacking. Drawing on Social Learning Theory and Banks and colleagues’) framework of leader behaviors, our meta-analysis provides a rank ordering of leader behaviors (i.e., moral, inspirational
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The Consequence of Unethical Leader Behavior to Employee Well-Being: Does Support from the Organization Mitigate or Exacerbate the Stress Experience? Human Performance (IF 2.9) Pub Date : 2022-09-18 Andrea L. Hetrick, Marie S. Mitchell, Margo C. Villarosa-Hurlocker, Taylor S. Sullivan
ABSTRACT We explore how the impacts of unethical leadership are influenced either beneficially or detrimentally by perceived organizational support. A stress–resource view suggests organizational support is a resource that should offset the negative implications of unethical leadership. The negative exacerbator view suggests that receiving organizational support in light of unethical leadership should
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Specializing in Politics: Effects of Specialization, Social Capital, and Human Capital on Corporate Lobbying Human Performance (IF 2.9) Pub Date : 2022-09-16 Lee Warren Brown, Christopher M. Harris
ABSTRACT Corporate lobbyists play a vital role in the Corporate Political Activity process. They act as a mediator between corporations and politicians when firms engage in lobbying activities. Firms value professional lobbyists for their connections in Washington and their knowledge of the political process. While previous Corporate Political Activity research on lobbying has focused primarily on
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Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives Human Performance (IF 2.9) Pub Date : 2022-09-13 Chieh-Yu Lin, Nai-Wen Chi
ABSTRACT Recent studies have attempted to clarify the detrimental consequences of compulsory citizenship behaviors (CCB; employees are pressured or forced to engage in extra-role activities). Based on the retributive justice and impression management perspectives, we simultaneously examine potentially harmful outcomes (i.e., destructive voice, DSV) and constructive outcomes (organizational citizenship
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You Being New Can Be Hard on Me Too: Considering the Veteran Employee during Newcomer Socialization Human Performance (IF 2.9) Pub Date : 2022-09-04 Allison A. Toth, Alexandra M. Dunn, Linda R. Shanock, Amanda C. Sargent, Kathryn A. Kavanagh, Stephanie Leonard
ABSTRACT The extant research on organizational socialization has primarily focused on newcomer perceptions of the socialization process, neglecting the perspective of insiders (veteran employees) who socialize newcomers. The veteran perspective is important to consider, as veterans take on additional work responsibilities to help newcomers assimilate to the organization. The current study examines
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Uncertainty about Rater Variance and Small Dimension Effects Impact Reliability in Supervisor Ratings Human Performance (IF 2.9) Pub Date : 2022-08-19 Duncan Jackson, George Michaelides, Christopher Dewberry, Amanda Jones, Simon Toms, Ben Schwencke, Wei-Ning Yang
ABSTRACT We modeled the effects commonly described as defining the measurement structure of supervisor performance ratings. In doing so, we contribute to different theoretical perspectives, including components of the multifactor and mediated models of performance ratings. Across two reanalyzed samples (Sample 1, Nratees = 392, Nraters = 244; Sample 2, Nratees = 342, Nraters = 397), we found a structure
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It’s Not Fair! Are Applicant Reactions to Personal and Professional Social Media Screenings Similar? Human Performance (IF 2.9) Pub Date : 2022-08-10 Natalie Armenteros, Aniqa Hatem, Laura Mary Heron, Chockalingam Viswesvaran
ABSTRACT The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity, predictive validity, and test fairness when
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Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals Human Performance (IF 2.9) Pub Date : 2022-08-02 Bret Sanner, Karoline Evans, Delia Fernandez
ABSTRACT Performance appraisals can have a large impact on organizations and individuals during crises, but they may also be biased by shortcomings in raters’ cognitive processes. Despite the importance of performance appraisals during such periods, only scant research has examined how crises affect cognitive processes in performance ratings. We address this by extending the reflective-impulsive model
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You Make Me Sick: Abuse at Work and Healthcare Utilization Human Performance (IF 2.9) Pub Date : 2022-07-27 Merideth Thompson, Dawn Carlson, Wayne Crawford, K. Michele Kacmar, Sally Weaver
ABSTRACT Though research on abuse at work is abundant, abusive supervision’s effects on healthcare utilization and outcomes remains unknown. We use two working samples (n1 = 701; n2 = 155) to test abusive supervision’s effects on subjective health perceptions and objective health and healthcare utilization (i.e., chronic illness and pain medications/diagnoses and number of visits to a medical professional)
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An Investigation of the Nature and Consequences of Counterproductive Work Behavior Human Performance (IF 2.9) Pub Date : 2022-07-25 Alissa C. Fleming, Kimberly O’Brien, Sydney Steele, Kyle Scherr
ABSTRACT Although seminal research on counterproductive work behavior (CWB) included a seriousness dimension, there has been little investigation of the factors that determine seriousness perceptions and on the relevance of seriousness perceptions for responses to CWB (e.g., sanctions). Study 1 showed that organizationally-targeted CWBs were rated as more serious than interpersonally-targeted CWBs
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Retaining Women in Male-Dominated Occupations across Cultures: The Role of Supervisor Support and Psychological Safety Human Performance (IF 2.9) Pub Date : 2022-03-11 Cynthia Saldanha Halliday, Samantha C. Paustian-Underdahl, Christopher Stride, Haiyan Zhang
ABSTRACT Despite the efforts to increase female representation in male-dominated occupations, many organizations are still challenged by a female talent shortage and high turnover in such jobs. We look at perceived supervisor support (PSS) as one factor that may reduce turnover intentions of female employees in male-dominated occupations via enhanced perceptions of psychological safety. Further, we
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Employees’ Improvisational Behavior: Exploring the Role of Leader Grit and Humility Human Performance (IF 2.9) Pub Date : 2022-03-10 Arménio Rego, Andreia Vitória, Miguel Pina e Cunha, Bradley P. Owens, Ana Ventura, Susana Leal, Camilo Valverde, Rui Lourenço-Gil
ABSTRACT In spite of a growing interest for improvisation in organizations, the microfoundations of improvisation have not been theorized yet. Exploring these microfoundations, we study how employees’ psychological capital (PsyCap) acts as a critical cluster of resources to face improvisational challenges and how leaders who convey grit (operationalized as perseverance of effort: Grit-PE), counterbalanced
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You, Me, and the Organization Makes Three: The Organization’s (Adverse) Effect on Relationships among Coworkers Human Performance (IF 2.9) Pub Date : 2022-03-06 Kevin S. Cruz, Thomas J. Zagenczyk, Stacey R. Kessler
ABSTRACT Organizational leaders seek to cultivate close relationships among employees to positively impact employees’ workplace behaviors. However, to leaders’ detriment, they often do so without focusing on employees’ relationships with the organization itself. Grounded in social exchange theory and conservation of resources theory, we hypothesize that employees’ perceptions of their relationships
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License to Retaliate: Good Deeds as a Moral License for Misdeeds in Reaction to Abusive Supervision Human Performance (IF 2.9) Pub Date : 2022-01-25 Lindie H. Liang, Claudie Coulombe, Sarah Skyvington, Douglas J. Brown, D. Lance Ferris, Huiwen Lian
ABSTRACT Abusive supervision research demonstrates that subordinates often engage in deviance following abuse despite the negative consequences of doing so. Drawing on moral licensing theory, we propose that the relationship between abusive supervision and deviance is moderated by the extent to which subordinates perform positive voluntary work behaviors. We further suggest that moral disengagement
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Accountability during Performance Appraisals: The Development and Validation of the Rater Accountability Scale Human Performance (IF 2.9) Pub Date : 2022-01-10 Andrew P. Tenbrink, Andrew B. Speer
ABSTRACT The purpose of the current study was to create and validate a new measure of rater accountability (RA) for use in performance appraisal (PA) contexts. Previous research has identified the accountability audience as an important moderator of the effects of RA that existing measures do not consider. This new measure of RA, the Rater Accountability Scale (RAS), was developed to capture accountability
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A Light at the End of the Tunnel: How the Right Workplace Structure Can Help Disrupt the Negative Impact of Abusive Supervision Human Performance (IF 2.9) Pub Date : 2022-01-09 Manuela Priesemuth, Marshall Schminke, Bailey Bigelow, Marie Mitchell
ABSTRACT Abusive supervision is costly for organizations because it promotes employee deviance. In this paper, we argue that workplace structure plays a critical role in determining the strength of the relationship between abuse and interpersonal deviance on part of victims. However, theory offers contrasting views of this effect. One view suggests that formalized structures provide clear direction
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Can I Be Who I Am? Psychological Authenticity Climate And Employee Outcomes Human Performance (IF 2.9) Pub Date : 2021-11-02 Kathryn Ostermeier, Danielle Cooper, Miguel Caldas
ABSTRACT We propose and test the construct of psychological authenticity climate, which we define as a psychological climate where employees perceive that their organization encourages and provides a safe environment for them to express their personal identities at work. Through a 4-study design spanning two countries (United States and Brazil), we establish relationships between psychological authenticity
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Customer Incivility, Work Engagement and Service-Oriented Citizenship Behaviours: Does Servant Leadership Make a Difference? Human Performance (IF 2.9) Pub Date : 2021-11-02 Ahmed Mohammed Sayed Mostafa
ABSTRACT The focus of this study is on how and why incivility is related to employee outcomes. Drawing on role theory, the study tests a moderated mediation model in which customer incivility is indirectly related to service-oriented citizenship behaviours via work engagement, and this mediated relationship is moderated by servant leadership. Time-lagged, multisource data from a sample of nurses and
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Providing Context to the Engagement-Behavior Linkage: A Facet-Level Examination Human Performance (IF 2.9) Pub Date : 2021-11-25 Steven Winton, Andrea Cornelius, Matthew Grawitch
ABSTRACT This two-study investigation utilized two popular engagement measures, the Utrecht Work Engagement Scale (UWES) and the Shirom-Melamed Vigor Measure (SMVM), to explore how facets of state-affective experience related to discrete behavioral outcomes by distinguishing proactive from contextual and in-role behavior. Two independent samples of working adults were used to test various structural
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Exploring the Boundary Conditions and the Mechanisms Linking Coworker Negative Emotional Expressions to Employee Prohibitive Voice and Interpersonal Deviance Human Performance (IF 2.9) Pub Date : 2021-08-25 Mayya Achyldurdyyeva, Nai-Wen Chi, Pei-Chi Chen
ABSTRACT The present study is designed to clarify when coworkers’ negative emotional expressions lead to prohibitive voice or interpersonal deviance, as well as the mechanisms that explain these associations. We collected data from 60 employees and their coworkers across 10 working days (resulting in 588 paired surveys). The results show that: (1) when employees are proactive, the indirect effect between
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Bias in Observed Validity Estimates When Using Multiple Valid Predictors Human Performance (IF 2.9) Pub Date : 2021-08-30 Norman D. Henderson
ABSTRACT Simulated data, validity reports and a firefighter predictive validation study are used to examine validity bias created by three common selection problems-range restriction, applicant and incumbent attrition, and nonlinearity created by compression of high selection test scores. Top 20% selection samples drawn from an applicant pool with known validity coefficients demonstrate that the sample
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A Qualitative Review of 18 Years of Research on Workplace Deviance: New Vectors and Future Research Directions Human Performance (IF 2.9) Pub Date : 2021-07-26 Akanksha Malik, Shuchi Sinha, Sanjay Goel
ABSTRACT Workplace deviance is a major cause of concern for organizations. It leads to an unpleasant work environment and results in decreased productivity, as well as financial and reputational losses for the organization. This paper synthesizes the vast amount of literature in the field of workplace deviance by qualitatively reviewing 245 papers published from 2003 till October 2020, highlighting
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What are We Measuring? Evaluations of Items Measuring Task Performance, Organizational Citizenship, Counterproductive, and Withdrawal Behaviors Human Performance (IF 2.9) Pub Date : 2021-08-17 Nichelle C. Carpenter, Daniel A. Newman, Winfred Arthur Jr.
ABSTRACT This study investigated whether the items on commonly used scales measuring task performance, organizational citizenship behavior (OCB), counterproductive work behavior (CWB), and work withdrawal were judged to represent alternative behaviors. We first found that each scale contained items that were judged (by three independent samples) to represent an alternative construct. Importantly, we
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My Partner Made Me Do It: The Crossover of a Job Incumbent’s Job Tension to the Spouse’s Workplace Incivility Human Performance (IF 2.9) Pub Date : 2021-07-15 Merideth J. Thompson, Dawn Carlson, Wayne S. Crawford, K. Michele Kacmar
ABSTRACT We propose a spillover-crossover-spillover process model of dual-career couples by which job incumbent job tension contributes to strain-based work-family conflict which motivates their work-based family undermining, that later relates to the spouse’s workplace incivility. Further, we propose the spouse’s job autonomy moderates the relationship between job incumbent work-based family undermining
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Team Psychological Needs and Radical versus Incremental Creativity of Work Teams Human Performance (IF 2.9) Pub Date : 2021-04-05 Sun Young Sung, Jin Nam Choi
ABSTRACT This study distinguishes between radical and incremental creativity at the team level. In addition, group composition in terms of members’ psychological needs is identified as a distinct driver of radical and incremental team creativity. Statistical analysis based on multisource data of 65 work teams shows that (a) team-level need for achievement has a negative main effect on radical team
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Examining the synergetic impact of ability-motivation-opportunity-enhancing high performance work practices Human Performance (IF 2.9) Pub Date : 2021-05-04 Sadia Nadeem, Hamnah Rahat
ABSTRACT This study examines the impact of ability-motivation-opportunity (AMO) enhancing bundles and their interactions on employee outcomes and perceived organizational performance (POP) using signaling theory. It also examines employee outcomes as mediators, and trust and work autonomy as moderators in these relationships. Based on data from HR managers and 3,460 employees from 222 organizations
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Deconstructing Multiteam System Action: Development and Content Validation of a Multilevel Multiteam System Action Taxonomy Human Performance (IF 2.9) Pub Date : 2021-05-20 Elisa M. Torres, David M Wallace, Stephen J Zaccaro, Samantha Dubrow
ABSTRACT Current theories of goal-directed action in networks of closely collaborating teams, have yet to provide a framework that can assist in identifying specific points of multiteam system (MTS) action that led to performance breakdowns. Expanding upon previous frameworks, we develop an MTS action taxonomy detailing 29 within-team alignment and between-team behaviors that occur during the action
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Exploring Individual Antecedents of Performance Error: False Starts in Collegiate Football Human Performance (IF 2.9) Pub Date : 2021-05-28 Joseph Patrick Graczyk, Erich C. Dierdorff, Robert S. Rubin, Grace Lemmon
ABSTRACT We explored antecedents of performance errors, where such errors are defined as unintended deviations from specified standards. The context of our examination was collegiate football, with participants that were position players on the offensive line. Performance errors were operationalized as false starts. Using data from archival sources and primary data collection, we explored the potential
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We’re in This Together: A Dyadic Approach to Organizational Cynicism, Leader-Member Exchange, and Performance Human Performance (IF 2.9) Pub Date : 2021-06-02 Kristyn A. Scott, David Zweig
ABSTRACT Despite renewed interest in organizational cynicism, we still know little about how it affects relationships with others in the organization. Using a shared reality framework, we apply the common-fate model to explore how supervisor and subordinate’s organizational cynicism operates in tandem to influence the quality of leader-member exchange (LMX) at the dyad level and affects job performance
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Being Treated as an Instrument: Consequences of Instrumental Treatment and Self-Objectification on Task Engagement and Performance Human Performance (IF 2.9) Pub Date : 2021-01-28 Cristina Baldissarri, Luca Andrighetto
ABSTRACT Workers’ instrumental treatment is commonly seen as a strategic way to reach organizational goals. Drawing on relevant recent literature, this paper sought to show experimentally that instrumental treatment is instead associated with negative outcomes for the individual and the organization. We sought to demonstrate that treating people as instruments would lead them to self-objectify – to
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Empowerment as a Pivotal Deterrent to Employee Silence: Evidence from the UAE Hotel Sector Human Performance (IF 2.9) Pub Date : 2021-03-01 Shaker Bani-Melhem, Rachid Zeffane, Rawan Abukhait, Faridahwati Mohd. Shamsudin
ABSTRACT Based on time-lagged data focusing on frontline employees (N=285) operating in five-star hotels in the United Arab Emirates (UAE), we examined the individual and combined effects of empowerment, job satisfaction, and perceived organizational support on employee silence. Using structural equation modeling for data analysis, we explored a hypothetical model. The results indicated that empowerment
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HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis Human Performance (IF 2.9) Pub Date : 2021-03-02 Jan Luca Pletzer, Janneke K. Oostrom, Reinout E. de Vries
ABSTRACT Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO
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Development of a Theoretical Framework and a Measure of General Organizational Means-Efficacy Human Performance (IF 2.9) Pub Date : 2020-11-07 Mark Agars, Janet L. Kottke
ABSTRACT Means-efficacy was introduced by Eden as one’s perception of available organizational resources, a form of external efficacy which, together with internal (i.e., self) efficacy comprises a larger subjective efficacy construct. We further develop means-efficacy, elucidate its place in motivational theory, and present three studies to construct and validate the General Organizational Means-Efficacy
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Knowledge Sharing and Creative Behavior: The Interaction Effects of Knowledge Sharing and Regulatory Focus on Creative Behavior Human Performance (IF 2.9) Pub Date : 2020-12-15 Seckyoung Loretta Kim, Minyoung Cheong, Abhishek Srivastava, Yongsu Yoo, Seokhwa Yun
ABSTRACT Applying on a componential model of creativity, this study intends to integrate creativity and knowledge sharing literatures by empirically examining the relationship between knowledge sharing from different sources (i.e., supervisor and coworkers) and the focal employees’ creative behavior. Taking an interactionist perspective, the study aims to investigate the interaction effects of knowledge
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The Impact of Group Diversity and Structure on Individual Negative Workplace Gossip Human Performance (IF 2.9) Pub Date : 2020-12-28 Andrea Kim, Jiseon Shin, Youngsang Kim, Jinhee Moon
ABSTRACT This study examines how group diversity affects individual group members’ negative gossip about their colleagues and how this linkage is altered by group structure. We hypothesize that group diversity in terms of organizational tenure reduces individual negative gossip about coworkers, and that the diversity–gossip linkage is moderated by a self-managing structure. With a multi-source dataset
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Emotion-Performance Relationships in the Acquisition and Adaptation of a Complex Skill: Are Relationships Dynamic and Dependent on Activation Potential? Human Performance (IF 2.9) Pub Date : 2020-10-04 Ashley Jorgensen, Eric Anthony Day, Jonathan T. Huck, Joseph Westlin, Kelsey Richels, Chris Nguyen
ABSTRACT Although the importance of emotions to self-regulation has been noted in the extant literature, little empirical research has examined how fluctuations across a range of emotions are related to performance. Accordingly, this laboratory study of 214 undergraduates (58% male) learning a complex videogame examined the dynamics of within-person emotion–performance relationships during skill acquisition
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How Enhancing Employee Well-Being Can Encourage Voice Behavior: A Desire Fulfillment Perspective Human Performance (IF 2.9) Pub Date : 2020-09-02 Jinyun Duan, Xiaotian Wang, Chad T. Brinsfield, Susu Liu
ABSTRACT Drawing on desire fulfillment theory, we develop and test a model of employee well-being and voice behavior. Our findings indicate that psychological meaningfulness and perceptions of social worth are positively related to employee well-being. Moreover, these relationships are stronger when psychological safety is higher. Our findings also indicate that when employee well-being is higher there
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Empirical Assessment of Typical versus Maximal Responding in Behavior Description Interviews Human Performance (IF 2.9) Pub Date : 2020-08-28 Allen I. Huffcutt, Satoris S. Howes, Susan L. Dustin, Ashley N. Chmielewski, Corrie A. Marshall, Rachael L. Metzger, Victoria P. Gioia
ABSTRACT The purpose of this investigation was to provide a direct assessment of typical versus maximal responding in a Behavior Description Interview. A total of 109 participants were recruited from three universities and tested as applicants for a general retail position. When asked to describe a time when they had to deal with a difficult person, a core aspect of retail positions, responses reflected
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The Development and Validation of STEM Major Embeddedness and University Embeddedness Scales Human Performance (IF 2.9) Pub Date : 2020-08-28 Debra A. Major, Konstantin P. Cigularov, Michael L. Litano, Valerie N. Streets, James M. Henson, Katelyn R. Reynoldson
ABSTRACT Ensuring the adequacy of the science, technology, engineering, and mathematics (STEM) workforce is a priority in the United States. STEM persistence in college is essential to building career pathways, but research is needed to explain voluntary attrition. We applied embeddedness theory to develop and evaluate a 14-item measure of STEM major embeddedness and a 12-item measure of university
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The Dark Tetrad at Work Human Performance (IF 2.9) Pub Date : 2020-08-26 Tabatha Thibault, E. Kevin Kelloway
ABSTRACT The purpose of this study was to create and validate a short workplace-specific measure of the Dark Tetrad (i.e., narcissism, Machiavellianism, psychopathy, and sadism) that could be used by researchers, practitioners, and organizations. In Study 1, a two-wave longitudinal design (T1: N = 416; T2: N = 209) was used to develop and evaluate a 22-item scale that assessed the four dimensions.