Pushing the Margins: A Dynamic Model of Idiosyncrasy Credit in Top Management Team Behavior

Top management teams (TMT) behave both conventionally and unconventionally to implement strategic change in organizations. These behaviors are information used by organizational stakeholders to evaluate the TMT. However, because of limited cognitive resources, the cost of cognitive changes and the inherent variability of environments and relationships, stakeholders operate using the “latitude of norms,” which provides thresholds to measure the need for reappraisal and change. We explore this process of discontinuous reappraisals by reviewing past idiosyncratic credit literature and integrate it with expectancy violations theory to propose a theory of dynamic idiosyncratic credit. Both research and managerial implications are discussed

Impact of employees' character strengths of wisdom on stress and creative performance

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/90584/1/j.1748-8583.2010.00157.x.pd

Current Epidemiology of Genitourinary Trauma

This article reviews recent publications evaluating the current epidemiology of urologic trauma. It begins by providing a brief explanation of databases that have been recently used to study this patient population, then proceeds to discuss each genitourinary organ individually, discussing the most relevant and up to date information published for each one. The conclusion of the article briefly discusses possible future research and development areas pertaining to the topic

The performance impact of leader positive psychological capital and situational complexity

A field sample of electrical, mechanical and aeronautical engineers randomly assigned to four different experimental conditions was used to test the theoretical model presented. Complexity in the context, defined by situational ambiguity, risk and uncertainty, was hypothesized to negatively influence follower positive psychological capital (PsyCap). Leader PsyCap was hypothesized to negatively moderate this relationship and weaken the negative relationship between situational complexity and follower PsyCap. Positive engagement was then hypothesized to partially mediate the relationship between follower PsyCap and performance outcomes. Results yield support for the main effects of situational complexity and leader PsyCap on follower PsyCap. However, no moderating effect was found. In addition, follower PsyCap was positively related to follower quality and quantity of performance. This relationship was generally partially mediated through two different operationalizations of follower engagement. Overall, results provide strong implications for the importance of leader PsyCap, situational complexity and the malleability of the PsyCap construct

Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions

The article reviews the book Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions, by John Kotter and Holger Rathgeber

Speaking up when values are aligned: Manager value congruence and the mediating role of employee voice

Purpose The purpose of this paper is to examine the influence of both value congruence between employees and supervisors as well as the important role of employee voice for optimal outcomes in organizations. Design/methodology/approach A heterogeneous sample of 495 working adults across business sectors completed instruments on value fit, voice, citizenship behaviors, commitment and psychological well-being. Findings Results suggest when employees experience value fit with their immediate supervisor, they express voice in organizations. Employee voice partially mediated the effects of value congruence on citizenship behaviors, commitment and psychological well-being. Originality/value While it is common for employees and supervisors to share and observe personal values at work, few studies have considered the effects of alignment between these values. Further, this is one of the very few studies that have considered the employee consequences of this value congruence

Psychological capital and the intent to pursue employment with developed and emerging market multinational corporations

The entrance of emerging market multinational corporations (EMNCs) into developed markets and their subsequent demand for western talent is an important new research topic in the field of human resource development (HRD). Upon entering developed markets, EMNCs will find themselves competing with a host of well-established western firms for the same limited pool of talent. Due to possible liability of origin issues, EMNCs may be perceived as less attractive employers. Human resource development professionals tasked with helping these newly arrived firms to recruit necessary talent will find the ability to identify those individuals most likely to pursue employment with an EMNC highly beneficial. In pursuit of this goal, five hypotheses were tested on 703 American and European respondents. Specifically, we examined the interaction between the level of psychological capital of western job seekers and their intent to pursue employment in order to identify possible predispositions for finding EMNCs as attractive employers

Transforming with Levity: Humor, Leadership, and Follower Attitudes

Purpose – This study seeks to offer an empirical test of a model addressing how a leader\u27s humor use will moderate the effects of a transformational leader style on follower attitudes, such as trust, identification, affective commitment, and job satisfaction. Design/methodology/approach – Working adults (n=369) participated in a two‐phase data collection of self‐reported attitudes and their perceptions of leadership behavior. Perceptions of transformational leadership and humor were collected at Time 1. Trust, identification, affective commitment, and job satisfaction were collected a week later. Findings – Results demonstrate significant relationships between transformational leadership and trust, identification, affective organizational commitment, and job satisfaction. The moderator effect was only supported in relationships between transformational leadership and both trust and affective commitment, suggesting that transformational leaders who are seen as using more humor rate higher on these outcomes than followers of low humor leaders. Research limitations/implications – The primary limitation of the study is the potential for single source bias in that both perceptions of leader behavior and self‐reported attitudes were measured from the followers\u27 perspectives. Practical implications – The findings have several managerial implications. Primarily, a transformational leader who effectively uses humor might expect an effect on the outcomes explored here, but also on more distal results of which the study variables may be theoretically antecedent, such as job performance and turnover. Originality/value – There has been little research on the influence of a leader\u27s humor use on the relationships between transformational leadership and trust, identification, commitment and job satisfaction. The study augments the extant literature on these relationships

Impact of Positive Psychological Capital on Employee Well-Being Over Time

The recently recognized core construct of psychological capital or PsyCap (consisting of the positive psychological resources of efficacy, hope, optimism, and resilience) has been demonstrated to be related to various employee attitudinal, behavioral, and performance outcomes. However, to date, the impact of this positive core construct over time and on important employee well-being outcomes has not been tested. This study meets this need by analyzing the relationship between a broad cross-section of employees’ (N = 280) level of PsyCap and two measures of psychological well-being over time. The results indicated that employees’ PsyCap was related to both measures of well-being and, importantly, that PsyCap explained additional variance in these well-being measures over time. The limitations, needed future research, and practical implications conclude the article

Abusive supervisors and employees who cyberloaf: Examining the roles of psychological capital and contract breach

Purpose The purpose of this study is to examine the effects of abusive supervision on cyberloafing behavior, to test the mediating role of PsyCap in this relationship and the extent to which these relationships are moderated by psychological contract breach. Design/methodology/approach A total of 394 full-time managers across different Indian organizations served as the sample for this study. Findings The results revealed that the abusive supervision and PsyCap are significantly correlated with cyberloafing, the relationship between abusive supervision and cyberloafing is partially mediated by PsyCap and the impact of abusive supervision and PsyCap on cyberloafing is moderated by psychological contract breach such that the effects of abusive supervision and PsyCap on cyberloafing are stronger when employees perceive high psychological contract breach. Research limitations/implications A cross-sectional design and use of self-reported questionnaires are a few limitations of this study. Originality/value This is one of the first studies examining cyberloafing in response to abusive supervision and one of the few attempts to examine the effects of abusive supervision on individual resources (PsyCap) in response to workplace mistreatment. This study is also the first to examine these phenomena in the Indian context