Matching Items (10)
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- All Subjects: management
- Creators: Zhang, Zhen
Description
Researchers lament that feedback interventions often fail. Traditional theories assume a cognitive relationship between the receipt of feedback and its impact on employee performance. I offer a theoretical model derived from Affective Events and Broaden and Build Theories to shed new light on the feedback-performance relationship. I bridge the two primary streams of feedback literature-the passive receipt and active seeking-to examine how employees' affective responses to feedback drive how they use feedback to improve performance. I develop and test a model whereby supervisor developmental feedback and coworker feedback seeking relate to the positivity ratio (the ratio of positive as compared to negative affect), enabling them to be more creative and thus improving their performance. I test my model using Experience Sampling Methodology with a sample of MBA students over a two week working period.
ContributorsChristensen, Amanda L (Author) / Kinicki, Angelo (Thesis advisor) / Zhang, Zhen (Committee member) / Hom, Peter (Committee member) / Arizona State University (Publisher)
Created2014
Description
I develop and test theoretical hypotheses for how employees' authenticity at work influences their motivational, relational, and effectiveness outcomes. These hypotheses are grounded in the idea that when individuals feel they display their true selves at work, they can more fully employ their physical, cognitive and emotional energies in their work roles, which in turn leads to higher levels of employee effectiveness (e.g., task performance, perceived value to the organization, and promotability). In addition to this personal motivational process, individuals who are more authentic also develop high-quality relationships with their coworkers, thereby receiving more instrumental support and minimizing the antagonistic encounters they have with their colleagues. Both types of coworker interactions should, in turn, also influence the focal individual's effectiveness at work. Finally, I hypothesize that the relationships between authenticity and these relational and effectiveness outcomes are moderated by certain personality traits, such that when an individual is highly narcissistic, has very low self-esteem, or has strongly held values or beliefs generally perceived to be negative or deviant, the relationships change: authenticity's positive influence on coworker instrumental support becomes less positive, and authenticity's negative influence on coworker incivility becomes less negative. These moderation effects are expected for employee effectiveness as well. The sample used to test these hypotheses consisted of 102 employees and their 16 supervisors from two private companies headquartered in the Southwest United States. Authenticity was found to be positively associated with employee engagement, coworker instrumental support, and employee effectiveness, and negatively associated with coworker incivility. Once other factors were controlled for, significant relationships remained with employee engagement and coworker support. Contrary to expectations, neither engagement nor coworker interactions mediated the authenticity-employee effectiveness relationship. A dark side of authenticity was found for two of the three personality traits: self-esteem moderated the relationship between authenticity and coworker instrumental support, such that when self-esteem was low, the relationship between authenticity and coworker support was significantly weaker. Additionally, narcissism moderated the relationship between authenticity and employee effectiveness such that when narcissism was low, the relationship between authenticity and effectiveness was positive, but when narcissism was high, the relationship became negative.
ContributorsBuckman, Brooke R (Author) / Lepine, Jeffery (Thesis advisor) / Peterson, Suzanne (Committee member) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2014
Description
Research suggests that behaving in an ingratiatory manner towards one’s supervisor is a double-edged sword. On the one hand, ingratiation is a powerful tool through which employees develop positive social exchange relationships with target audiences (i.e., supervisors) and subsequently obtain desired outcomes at work. On the other hand, third party observers of ingratiation often view this behavior (and the people enacting it) in a negative manner, thereby hindering ingratiatory employees’ ability to develop high quality social exchange relationships with these individuals. However, this research primarily focuses on how organizational actors perceive of ingratiatory employees while neglecting the social context in which this behavior occurs. This is an important limitation because there are compelling reasons to believe that the social context plays a crucial role in how individuals react to ingratiation. Specifically, the social context may influence the extent to which ingratiation is salient, valued, and/or perceived as normative behavior by organizational members both within and external to the ingratiator-target dyad, which in turn affects how this behavior relates to relationship quality with the target and observers. The objective of my dissertation is to address this limitation by integrating a social context perspective with social exchange theory to build a “frog-pond” model of ingratiation. To that end, I propose that employees’ ingratiation relative to their team members, rather than absolute levels of ingratiation, drives positive exchange quality with supervisors. Furthermore, I hypothesize that congruence between the focal employee’s ingratiation and other team members’ ingratiation increases employees’ social exchange quality with team members. I also shed light on the asymmetrical nature of ingratiation (in)congruence by investigating how different types of congruence and incongruence impact social exchange quality with team members in different ways. In addition, I examine how relative ingratiation indirectly influences supervisors’ citizenship behavior toward the focal employee via focal employee-supervisor social exchange quality, as well as how ingratiation congruence indirectly affects team members’ citizenship behavior toward the focal employee through social exchange quality between the two parties. I test my hypotheses in a multi-wave multi-source field study of 222 employees and 64 teams/supervisors.
ContributorsKim, Ji Koung (Author) / LePine, Jeffery A. (Thesis advisor) / Zhang, Zhen (Committee member) / Baer, Michael D (Committee member) / Arizona State University (Publisher)
Created2019
Description
Social entrepreneurship has received a great deal of attention in recent years. Scholars constantly debate of the meaning of the term and the direction of the field. This paper explores literature written between the years 2010 \u2014 2015 in an effort to understand the current state of social entrepreneurship and gain insight as to the direction it is headed. This paper looks at definitions, characteristics, geographical differences, legal designations, and major themes such as social enterprise, social innovation, & social value as well as the implications for performance measures in an attempt to understand the broad concept that is social entrepreneurship.
ContributorsTalarico, Anthony (Author) / Shockley, Gordon (Thesis director) / Hayter, Christopher (Committee member) / Department of Management (Contributor) / School of Public Affairs (Contributor) / Barrett, The Honors College (Contributor)
Created2016-05
Description
Sustainability has been a growing topic since the 1970’s, but is truly taking shape today as society is beginning to understand the necessity of protecting our environment. Business organizations are following this ‘megatrend’ and are beginning to incorporate sustainable initiatives in their organizations from the inside out. The sports industry is no exception as they are extremely influential over the millions of fans that follow them, whom have a strong affiliation with their favorite team. The Arizona Diamondbacks understand this responsibility and seek to be a leader in their community by creating many sustainable initiatives within their organization and community. The current problem the organization faces, is that much of the community are not aware of their environmental commitment. This is in part due to a lack of marketing within the organization and to the Arizona valley. This project analyzes the sports industry’s commitment to sustainability and how the Arizona Diamondbacks compare to industry leaders. Included is a detailed marketing plan for the organization comprised of current initiatives and of new initiatives that the Diamondbacks could potentially carry out. The implementation of this proposal could deem extremely beneficial as it would strengthen their identity, unify their employees and engage fans, which will make them feel a deeper affiliation with the organization. The Diamondbacks have made a commitment to the environment, but it is time to deepen that commitment, set an example for people in the Valley and in turn, spark social change.
ContributorsBauman, Jillian (Co-author) / Hopson, Emma (Co-author) / Eaton, John (Thesis director) / Kutz, Elana (Committee member) / Barrett, The Honors College (Contributor) / W. P. Carey School of Business (Contributor) / Department of Management (Contributor) / Department of Marketing (Contributor) / School of Sustainability (Contributor)
Created2015-05
Description
This thesis will focus on the organizational structures and leadership challenges within private law firms. It begins by explaining the different roles within the organizational structure. It will then discuss various other duties that are carried out by lawyers in addition to legal work. Through the use of qualitative methodology, including a review of scholarly literature and semi-formal interviews with private firm partners, this research mainly focuses on the challenges that exist in private law firms. The study concludes with possible solutions to address the discussed challenges in private law firms.
ContributorsKrikorian, Dikranouhi (Author) / Trujillo, Rhett (Thesis director) / Waldman, David (Committee member) / Barrett, The Honors College (Contributor) / W. P. Carey School of Business (Contributor) / Department of Management (Contributor)
Created2015-05
Description
Employees are directly involved in work tasks and processes which are necessary to accomplish unit or organizational goals, and accordingly, they may become aware of key mistakes, slips, and failures that are unbeknownst to the leader or supervisor responsible for the work unit or organization. Given that errors or deviations in work tasks or processes can have far-reaching effects within the organization, it may be essential for employees to share bad news with their leader or supervisor so that steps can be taken to address the issue or ameliorate negative consequences. However, although employees' sharing of bad news may be important to the organization and should be encouraged, supervisors may respond to the messenger in ways that discourage the behavior. Unfortunately, we lack an explanation of why and under what conditions supervisors respond positively or negatively to employees who share bad news. Thus, the purpose of this dissertation is to address this gap in our understanding. I draw from social exchange theory and the transactional theory of stress to develop a conceptual model of sharing bad news. I suggest that sharing bad news can be cast as a transaction between employees and supervisors that is mediated by supervisors’ appraisals of employees’ sharing the message. The quality of the relationship between an employee and supervisor, or leader-member exchange (LMX), is strengthened when supervisors appraise the sharing of bad news as challenging, or potentially rewarding; however, LMX is weakened when supervisors appraise the sharing of bad news as hindering, or potential harmful. In turn, LMX influences supervisor responses to the sharing of bad news in the form of evaluations of the employee’s effectiveness. In addition to these main effects, I also consider how aspects of the message delivery, such as the timeliness with which messages are conveyed and extent to which employees incorporate solutions when they share bad news, can influence supervisor appraisals of sharing bad news. Finally, I suggest that the extent to which the messenger is responsible for the bad news moderates the relationships between appraisals of sharing bad news and LMX. I test this model in three studies.
ContributorsChamberlin, Melissa (Author) / Lepine, Jeffery (Thesis advisor) / Nahrgang, Jennifer (Committee member) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2017
Description
This dissertation addresses two issues in the literature on informal leadership emergence (i.e., the process of an individual without a formal leadership position coming to exert leadership influence over others). First, scholars have focused on situations in which a focal person’s leadership claiming is aligned with a peer’s leadership granting. In doing so, past work has overlooked instances of misalignment, that is, when a focal person claims more leadership than a peer grants (i.e., overclaiming) or when a peer grants more leadership than a focal person claims (i.e., underclaiming). Second, the consensus in the literature suggests that emerging as an informal leader provides more beneficial outcomes to the individual and their team than non-emerging. However, I argue that this assumption may not be warranted in some situations, for example when a focal person’s lack of claiming is aligned with a peer’s lack of granting. Drawing on the leadership identity claiming and granting framework, I postulate four forms of informal leadership (non)emergence, namely (1) dyadic emergent leadership, (2) dyadic leadership absence, (3) overclaiming, and (4) underclaiming. Based on role theory, I then build theory regarding their effects on behavioral consequences through affective and cognitive mechanisms. More precisely, I suggest that forms characterized by congruence in leadership claiming and granting (as opposed to forms characterized by incongruence) result in increased peer backing-up behavior towards the focal person (mediated by enthusiasm and respect) and reduced peer social undermining (mediated by anger and revenge cognitions). I further hypothesize asymmetrical incongruence effects and consider a focal person’s prosocial motivation as a boundary condition. I conducted three studies to examine my theorizing. In Pilot Study 1 (N = 199), I adapted and validated a measure to assess leadership claiming and granting. In Pilot Study 2 (N = 151), I shortened established measures. In the Main Study (N = 279), I tested my theoretical predictions yielding mixed findings. Whereas I find support for the congruence effect on backing-up behavior, all other hypotheses were not supported. I report supplemental analyses to examine these null results and discuss the theoretical, empirical, and practical implications of this research.
ContributorsVaulont, Manuel J (Author) / LePine, Jeffery A (Thesis advisor) / Zhang, Zhen (Committee member) / Craig, Jennifer N (Committee member) / Wellman, Ned (Committee member) / Arizona State University (Publisher)
Created2021
Description全球化经济背景下，跨国公司愈发依赖国际化的任务管理新的全球化机会。对于跨国企业来说，外派高管具有重要的战略决策地位.他们的离职对于跨国企业的经营发展是更加严峻的挑战。因此，本研究关注海外派遣高管的离职倾向问题。首先，基于社会网络理论和社会资本理论，本研究认为外派高管在东道国当地的中方社会网络体现了他们在当地持有的社会资本状况，外派高管通过中方社会网络实现了资源获取和情感获取，进而抑制了他们的离职倾向。而且随着文化距离的扩大，外派高管嵌入东道国中方社会网络对其离职倾向的抑制作用更加明显。其次，本研究基于现有研究，并结合对外派高管的访谈结果，构建了各变量的测量量表，并且形成了问卷。在有效问卷的基础上，本研究进行了信度和效度检验以及共同方差偏差检验，并且利用探索性因子分析和多重线性回归分析的方法进行实证检验。实证结果表明，资源获取效果部分中介网络规模和网络中心度对外派高管离职倾向的负向影响，情感获取效果在网络规模和网络关系强度同外派高管离职倾向之间的关系中存在部分中介作用。此外，随着文化距离的增加，外派高管异地嵌入中方社会网络的网络规模、网络中心度和网络关系强度的负向影响均得到增强。最后，基于本文的实证研究结果，并结合我国跨国企业外派高管离职形势的现状，提出了跨国企业合理培育和利用高管社会网络和社会资本的建议。同时，对本文的研究不足和未来展望进行总结。
ContributorsLu, Jianli (Author) / Chen, Pei-Yu (Thesis advisor) / Cheng, Shijun (Thesis advisor) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2021
Description
This study develops a theoretical model that explains how leaders come to adapt their leadership behaviors to achieve follower effectiveness. Mindfulness theory suggests that mindful individuals are better able to engage in self-regulation and I consider empathy, response flexibility, and emotional regulation as three self-regulatory processes in particular which likely impact the leader-follower relationship. I suggest that leaders who have the ability to self-regulate in these three ways will be better able to engage in leadership behavior characterized by adapting or flexing the specific types of leadership they demonstrate according to the needs of the situation and what their followers most require at a given time to perform at their best. When followers receive the type of situationally-appropriate support in the form of leader behavior, they are more effective (e.g. have higher job performance and extra-role performance). I validate a new trait and state measure of workplace mindfulness with multiple samples and utilize this new scale to collect data from leaders and followers from a government organization to test the theoretical relationships proposed in this study. I utilize an experience sampling methodology (ESM) design over 10 days to investigate the within-leader variation among variables in the study given theory suggesting the dynamic nature of the mindfulness, self-regulation, and situational leadership constructs which may not adequately be captured when data are collected at one point in time. Finally, I introduce organizational constraints as a moderator of the relationship between leader mindfulness and leader self- regulation in order to understand how stressors and strains outside the control of a leader may overload a leader’s ability to ultimately self-regulate his/her behavior.
ContributorsReina, Christopher Stephen (Author) / Peterson, Suzanne J (Thesis advisor) / Kinicki, Angelo (Thesis advisor) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2015