Toward an Understanding of Advice-Seeking Behavior:
A Social Network Perspective on Seeking Advice and Gaining Influence in Organizations  

Drawing upon theories of proactivity and impression management, we investigate the relationship between advice seeking and perceptions of influence in organizations. We found that employees who sought advice were rated as more influential. Furthermore, the results indicate that those who seek advice gain the most influence when they solicit it from influential advisors, experts, and those who bridge structural holes, and when they seek at least as much advice from their advisor as their advisor seeks from them

Sponsors: Oklahoma State University, University of Oklahoma, University of North Texas, University of Dallas

PI/PDs: Wm. Matthew Bowler

University of Oklahoma: Mark Bolino

University of North Texas: Vicki Goodwin

University of Dallas: J. Lee Whittington

 

Clarity Lost: Triangulation Wherefore Art Thou?

As we call to mind the many challenges faced in research methods, the methodological questions pondered involve the relevancy of traditional measures of firm performance. Do old beliefs still hold true or should there be a reassessment of existing tools? Since the days of paradigm shifts and multiple paradigm development, triangulation was used to find new meaning. This paper takes a triangulated perspective of triangulation from the philosophical design of the question, measurement issues, and how linkages can be discovered to shine new light on an old(er) method.

Sponsors: Oklahoma State University, Georgia College, Maynooth University

PI/PDs: Wm. Matthew Bowler, Oklahoma State

Georgia College: Bob Duesing

Maynooth University: Margaret A. White

 

Clandestine ties: Unlocking hidden social capital or hidden pitfalls. 

The purpose of this paper is to provide a conceptual exploration of hard to observe workplace relationships and their implications for managers who seek to realize the benefits of social capital.  Specifically, we examine the nature of covert and incidental ties and offer a series of testable propositions.  A typology of covert and incidental ties is offered, distinguishing ties by the distance between actors and the desire for relationship secrecy.  Implications of covert and incidental ties and future research directions are provided.

Sponsors: Oklahoma State University, University of Houston-Clear Lake, Creighton University

PI/PDs: Wm. Matthew Bowler

University of Houston-Clear Lake: Troy Voelker

Creighton University: Matthew T. Seevers

 

Abstract: An Empirical Study of Patent Grant Rate as a Function of Race and

Gender

In this article, we examine the rate at which patent applications are granted as a function of the inventor’s race and gender. Empirical analysis of over 3.9 million United States applications finds minority and women applicants are significantly less likely to secure a patent relative to the balance of inventors. Further analysis indicates that a portion of this bias is introduced during prosecution at the Patent Office, independent of the quality of the application. The paper concludes with a discussion of our results and their interaction with patent law, innovation policy, and employment trends.

Sponsors: Oklahoma State University, Missouri State University

PI/PDs: Evan Davis, Kourtenay Schley

Missouri State University: Julie Ravenscraft

University of Georgia: Mike Schuster

 

Toward a More Comprehensive Evaluation of Interventions: A Dose Curve Analysis of an Explicit Timing Intervention

When remedying student academic deficits, educators must not only decide upon the intervention package to employ, but how much of that intervention to deliver in order to provide an effective dose. Discussion focuses on how using dose curve analysis can provide a more comprehensive evaluation of interventions which can better inform practitioners who are attempting to prevent and remedy academic skill deficits. Implications for future studies and expanded evaluation of treatments and treatment catalysts are also discussed. 

Sponsor: Oklahoma State University

PI/PDs: Evan Davis, Gary Duhon

 

When Challenges Hinder: An Investigation of When and How Challenge Stressors Impact Employee Outcomes.

Challenge stressors (such as high workload or difficult assignments) represent a class of workplace demands that are thought to represent a net benefit to employees. This has elicited beliefs that managers can enhance performance outcomes by increasing the challenge stressors experienced at work. This paper questions conventional wisdom by developing theory that explains how different patterns of challenge stress exposure influence employee outcomes.

Sponsors: Oklahoma State University, University of Arkansas, Texas Christian University, University of Central Florida, University of Nebraska, Virginia Commonwealth University

PI/PDs: Nikos Dimotakis

University of Arkansas: Chris Rosen, Lauren Simon

Texas Christian University: Michael Cole

University of Central Florida: Shannon Taylor

University of Nebraska: Troy Smith

Virginia Commonwealth University: Chris Reina

 

Does Servant Leadership’s People Focus Facilitate or Constrain its Positive Impact on Performance? An Examination of Servant Leadership’s Direct, Indirect, and Total Effects on Branch Financial Performance

Servant leadership theory argues that leaders that adopt this style tend to prioritize people more than production. How that affects the company’s financial performance is unclear, however. We show that while servant leadership is still associated with positive financial performance outcomes, it is also associated with an organizational climate that tends to divert resources to supporting coworkers rather than organizational goals, thus simultaneously yet indirectly lowering unit financial performance.

Sponsors: Oklahoma State University, Georgia State University, Texas Tech University   

PI/PDs: Nikos Dimotakis

Georgia State University: Chad Hartnell

Texas Tech University: Liz Karam

 

Hierarchical Leadership Versus Self-Management in Teams: Goal Orientation Diversity as Moderator of Their Relative Effectiveness

Self-managed teams can be effective, but we do not fully understand when. Building on the authority differentiation, substitutes for leadership, and social hierarchy literatures, we propose that self-managed teams require that team members are aligned in their goal orientations. By contrast, typical hierarchical teams can function more effectively when team members have diverse goal orientations.

Sponsors: Oklahoma State University, Rotterdam School of Management, Erasmus University, Drexel University, Michigan State University, Queen’s University, Texas Tech University, Delaware State University

PI/PDs: Nikos Dimotakis

Rotterdam School of Management, Erasmus University: Anne Nederveen Pieterse

Drexel University: Dan Van Knippenberg

Michigan State University: John Hollenbeck

Queen’s University: Matthias Spitzmuller

Texas Tech University: Elizabeth Karam

Delaware State University: Dustin Sleesman

 

“How Dare You?!”: The Moderating Role of Employee Performance on the Effects of Abusive Supervision

High performers are extremely important members of an organization due to their contribution performance and status as role models to other employees. We depart from the notion that only low performers are abused in the workplace by examining whether job performance impacts how employees respond attitudinally and behaviorally to abusive supervision. Subsequently, we discover that among high performers abusive supervision indirectly enhances dysfunctional resistance, turnover intentions, and reduces organizational commitment through job satisfaction, whereas lower performers are unscathed by the abuse.

Sponsors: Oklahoma State University, Southern Methodist University, University of Nebraska, Ohio State University

PI/PDs: Nikos Dimotakis

Southern Methodist University: Artemis Boulamatsi

University of Nebraska: Troy Smith

Ohio State University: Ben Tepper

 

Is (in)consistency Key? Understanding How Patterns of Abusive Supervision Influence Employee Anxiety and Engagement

Abusive supervision has harmful, far-reaching effects on a broad range of employee outcomes. These effects can be particularly strong when an employee’s experience of abuse is unanticipated or persists outside of their realm of control. We posit that an examination of abusive supervision over time will capture cumulative or combinatory effects previously overlooked. Over four studies, we investigate how consistent and inconsistent levels of abuse relate to feelings of anxiety.

Sponsors: Oklahoma State University, Texas A&M, University of Arkansas, Mercer University, Townson University

PI/PDs: Nikos Dimotakis

Texas A&M: Joel Koopman, Young Lee

University of Arkansas: Lauren Simon

Mercer University: Juanita Forrester

Townson University: Tanja Darden

 

Examining the Interplay Between Counterproductive Work Behavior and Negative Affect

We aim to explain how people are affected by their own negative behaviors. Negative feelings bring about such behaviors, but they do not affect subsequent moods for the average person. We show individual’s empathy determines how people feel after engaging in negative tasks, with low empathy people feeling better, and high empathy people feeling worse.

Sponsors: Oklahoma State University, Ohio State University, Central Connecticut State University, Texas A&M, University North Carolina, Shippensburg University of Pennsylvania, University of Georgia, Athens

PI/PDs: Nikos Dimotakis

Ohio State: Bennett J. Tepper, Robert Lount

Central Connecticut State University: James Conway

Texas A&M: Joel Koopman, Young Lee

University North Carolina: Steven G. Rogelberg

Shippensburg University of Pennsylvania: Virginia E. Pitts

University of Georgia, Athens: Fadel Matta

 

Gains and Losses: Week-to-Week Changes in Leader-Follower Relationships. 

Leader-Member Exchange (LMX) theory and research suggest that leader-follower relationships develop during the early stages of the dyad, mature relatively rapidly and then stabilize. We predict that leader-follower relationships, like other types of relationships, can improve or deteriorate over time and that these shifts influence follower affect and behavior on the job. Results showed that when LMX improved from one week to the next (gains), employees experienced positive affect and were more likely to engage in positive discretionary behavior (OCBs). When LMX deteriorated over the prior week (loss), they experienced negative affect and engaged in more negative discretionary behavior (CWBs).

Sponsors: Oklahoma State University, University of Ottawa, Southern Methodist University, Ohio State University, Georgia State University

PI/PDs: Dimotakis, N., Lambert, L. S., Fu, S.

University of Ottawa: Corner, A. J.

Southern Methodist University: Boulamatsi, A.

Ohio State University: Tepper, B. J.

Georgia State University: Maurer, T.

 

Why Some Leaders Develop Trust More Rapidly and Whether It Matters

Existing research has provided important insights regarding the positive impact that the level of trust in a leader has on organizational outcomes. Less attention, however, has been given to fact that trust changes over time.  We investigate whether changes in trust, above and beyond the level of trust, impacts leader and unit effectiveness. The highest levels of effectiveness were associated with leaders who exhibited an increase in their followers’ trust as the relationship developed.

Sponsors: Oklahoma State University, Washington University, Saint Louis, Wake Forest University, West Point

PI/PDs: Nikos Dimotakis

Washington University, Saint Louis: Kurt Dirks

Wake Forest University: Pat Sweeney

West Point: Todd Woodruff

 

Dim receptions: How Newcomer Competence in the Eyes of Their Veteran Peers Affect Socialization.

Veteran peers play an important role in the integration of organizational newcomers. Previous research suggest that they help new employees acquire the necessary tools to perform their role, build relationships within and outside the organization, and adjust to the new work environment. This view, however, contradicts recent data that companies lose almost half of their new hires within the first eighteen months of employment, with tensions with their coworkers as a main contributing factor of their early departure. This paper aims to explain how newcomers’ personal characteristics that signal status cues inform veteran peers’ social judgments and reactions to newcomers.

Sponsors: Oklahoma State University, Southern Methodist University, Georgia State University, University of Nebraska

PI/PDs: Nikos Dimotakis

Southern Methodist University: Artemis Boulamatsi

Georgia State University: Songqi Liu

University of Nebraska: Blake Runnalls

 

Overwork, Underwork, Wealth and Time Satisfaction as Predictors of Organizational Turnover.

We investigated the effects of congruence and incongruence between preferred and actual levels of workload on workplace attitudes and how these attitudes, in turn, related to individual job change behaviors. We proposed and found that working as much as desired is associated with time satisfaction and wealth satisfaction, while working more (overwork) or less (underwork) than desired is associated with dissatisfaction with time and wealth, respectively. These domain satisfactions were associated with general job satisfaction, which in turn was associated with turnover.

Sponsors: Oklahoma State University, University of Nebraska

PI/PDs: Nikos Dimotakis

University of Nebraska: Haolin Fu

 

“I didn’t see that coming!”: Effects of As-Expected and Un-Expected Workload Levels on Well-Being Through Anxiety

Workload is a ubiquitous feature of the workplace, and one that has been a focus of investigations for decades. In contrast to other workplace aversive experiences, workload cannot be eliminated; thus, research has focused on identifying factors that could alleviate its negative consequences instead, with much of this focusing on the buffering effects of organizational resources. We propose that an unexamined characteristic of workload has the potential to inform much of this literature and thus help to clarify future work. We propose and find that the degree (and type) of workload unexpectedness is associated with well-being via anxiety.

Sponsors: Oklahoma State University, Texas A&M, Ohio State University

PI/PDs: Nikos Dimotakis, Sherry Fu  

Texas A&M: Joel Koopman

Ohio State University: Ben Tepper

 

Is Holding Two Jobs Too Much? An Examination of Dual Jobholders.

Many people work two jobs but this can leave them tired and devoid of energy. We showed that dual jobholders are able to perform both jobs as adequately as their single jobholding counterparts. However, dual jobholders face obstacles that single jobholders do not, in the form of high levels of work-family conflict.

Sponsors: Oklahoma State University, Ball State University, University of South Alabama

PI/PDs: Bryan D. Edwards

Ball State University: Brian D. Webster

University of South Alabama: Mickey B. Smith

 

Does Holding a Second Job Viewed as a Calling Impact One’s Work at the Primary Job?

If someone works two jobs it is assumed that second job will interfere with the primary job. However, we showed that this is only true when the second job is viewed as a calling as opposed to a second job taken simply for extra money. The findings add to a slim body of literature highlighting vulnerabilities associated with callings.

Sponsors: Oklahoma State University, Ball State University

PI/PDs: Bryan D. Edwards

Ball State University, Brian D. Webster

 

Selecting Response Anchors with Equal Intervals for Summated Rating Scales

Constructing survey questions with equal distant properties (i.e., interval or ratio data) is important if researchers plan to analyze the data using parametric statistics. As such, the present study provided a list of the most common contexts in which summated rating scales are used (i.e. agreement, similarity, frequency, amount, and judgment) empirical data on the psychological distance between the verbal anchors on a number line.

Sponsors: Oklahoma State University, University of Denver, Illinois Institute of Technology

PI/PDs: Bryan D. Edwards

Rowan University, Wm Camron Casper

University of Denver, J. Craig Wallace

Illinois Institute of Technology, Ronald S Landis

 

Why so negative? The cumulative effect of organizational change on employees

Sponsor: Oklahoma State University; Academy of Management

Organizational change research concludes that employees always appraise changes in their workplace negatively and thus respond negatively to greater amounts of change. However, most studies examined single workplace changes in isolation or asked employees to make a global assessment of changing nature of their workplace. Therefore, we developed and validated the Quantity of Change Scale (QoC) to provide a more nuanced understanding of employees’ appraisals of their changing workplace.

PI/PDs: Bryan D. Edwards

University of Houston, Kristin L. Cullen-Lester

Ball State University, Brian D. Webster

Center for Creative Leadership, Phillip Braddy

 

Employee Entitlement, Engagement, and Performance: The Moderating Effect of Ethical Leadership.

Because of their skewed sense of deservingness, employees high in entitlement are less likely to experience workplace engagement. Furthermore, the negative relationship between employee entitlement and workplace engagement is stronger with supervisors low in ethical leadership, but mitigated when ethical leadership is high. We also showed that under conditions of low ethical leadership, low levels of engagement explain why employee entitlement results in poorer job performance. But, this effect does not hold when ethical leadership is high.

Sponsor: Oklahoma State University

PI/PDs: Toby Joplin, Bryan D. Edwards

Rutgers University, Rebecca Greenbaum

Clemson University, J. Craig Wallace

 

Examining Houston Sport Organizations’ Disaster Relief Efforts Following Hurricane Harvey

Sport organizations have often been active in community recovery following natural or man-made disasters. Following the September 11, 2001 terrorist attacks, members of the Yankees baseball team visited several sites throughout New York City. In New Orleans, members of the Saints National Football League franchise actively served in volunteer roles and fundraising following the devastation of Hurricane Katrina in 2005. The research questions focused on identifying the types of responses to the disaster and exploring the sport organizations leader’s perspectives on the relief process.

Sponsor: Oklahoma State University

PI/PD: Bryan Finch

 

Investigating Collegiate Athletics' Post-disaster Community Support

Organizational response during disaster recovery has been examined in various communities around the world. Researchers have included government agencies, businesses and non-profit group in their investigations. This study sought to examine the responses of a National Collegiate Athletic Association (NCAA) athletic program at Oklahoma State University (OSU) following a tragic community event in Stillwater, Oklahoma. Results found six of the eleven categories of disaster response from Inoue and Havard (2015) and interview data suggested that collegiate athletics did provide distinct recovery effects for various stakeholders.

Sponsor: Oklahoma State University

PI/PD: Bryan Finch

 

Endogeneity

Acquiescing to two decades of warnings that endogeneity may threaten the validity of empirical claims, management scholars now frequently mention endogeneity in their discussion of methods and results. However, as methods for addressing endogeneity are highly technical and frequently developed in other disciplines, the knowledge of the methods among authors and reviewers is fragmented, leading to confusion over the presence, causes, consequences, and remedies for endogeneity. We summarize the approaches used to address endogeneity, explaining the assumptions, data requirements, specification tests, and strengths and weaknesses of each major approach. The resulting review builds literacy about ways to address endogeneity.

Sponsors: Oklahoma State University, University of Florida, Iowa State University, Indiana University

PI/PDs: Lindsey Greco

University of Florida: Aaron Hill

Iowa State University: Scott Johnson

Indiana University: Ernest O’Boyle, Sheri Walter

 

A Meta-analytic Review of Identification at Work: Relative Contribution of Professional, Team, and Organizational Identification

We meta-analytically test the relationship between each identification target and twenty-three attitudes, behaviors and affective states at work with 431 studies and 476 independent samples (N=154,765). Moreover, our results provide evidence for the relative importance of each identification target. We found that organizational identification was the most important, compared to professional and team identification, in explaining organization-focused attitudes, in support for the identity matching principle. However, for behaviors, and affective states, each identity target explained a range of variance in outcomes, failing to support the identity matching principle.

Sponsors: Oklahoma State University, Indiana University, Xavier University

PI/PDs: Lindsey Greco, Jeanine Porck, Anna Zabinski

Indiana University: Sheri Walter

Xavier University: Alex Scrimpshire

 

Moral Emotions Meta-Analysis

Organizations are rife with situations likely to cause emotional responses in employees including personal relationships, work stressors, and environmental considerations. The importance of moral emotions has led to a range of studies exploring the implications of emotions in organizational phenomena, yet despite the increase in scholarly attention, our understanding of emotional experiences and expression in organizations is limited. We provide a meta-analytic review of this diverse literature.

Sponsors: Oklahoma State University, Rutgers University, Indiana University

PI/PDs: Truit Gray, Yingli Deng, Lindsey Greco

Rutgers University: Rebecca Greenbaum

Indiana University: Ernest O’Boyle

 

Instrumental CWB

The dominant theoretical rationales used to explain counterproductive work behavior (CWB) position the behavior as a reaction to negative work events. Within these widely used frameworks CWB is preceded by aversive emotional states, with the primary goal of the behavior being harm to an intended target. However, these approaches fail to recognize alternative, goal- directed motives for CWB. This type of CWB, motivated by achievement of planned objectives, is better conceptualized as instrumental CWB. Using a grounded theory approach, we define four alternative motives for CWB: affiliation, conformity, status gain, and tangible goods.

Sponsors: Oklahoma State University, Indiana University

PI/PDs: Seth Smart, Lindsey Greco

Indiana University: Sheri Walter

 

Work-Effort & Guilt

Employees may feel guilty after withholding effort on their jobs, yet explanations of when employees feel guilty and how this guilt motivates positive behaviors such as impression management and organizational citizenship behavior is lacking. Drawing on theories of social identity and feedback intervention, we propose and test a model wherein employees feel guilty when they withhold work effort, especially when employees have high work role identity salience. This guilt, in turn, motivates impression management and organizational citizenship behavior.

Sponsor: Oklahoma State University

PI/PDs: Yingli Deng, Lindsey Greco, Sherry Fu

 

Costs and Benefits of CWB

Current theoretical models of the antecedents of counterproductive work behaviors (CWB) are primarily emotion-focused, proposing that stressful work conditions contribute to negative emotions which, in turn, cause CWB. In contrast, models of decision making propose a cognitive analysis where individuals weigh the costs and benefits of actions prior to engaging in negative behavior. CWB may provide easily accomplished gratification but there are often negative job consequences. Integrating both emotional and cognitive processes, we test a model wherein the relationship between job demands (emotional process) and CWB is moderated by the perceived costs and benefits (cognitive process) of engaging in CWB.

Sponsors: Oklahoma State University, John Carroll University, Indiana University, University of Iowa

PI/PDs: Lindsey Greco

John Carroll University: Stacy Astrove

Indiana University: Erik Gonzalez-Mule

University of Iowa: Michael Mount

 

Norm-Based Counterproductive Work Behavior

Current conceptualizations of counterproductive work behavior position it largely as norm-violating behavior. That is, the assumption is that such behavior is always judged negatively by others in the organization. However, judging whether CWB is norm-violating or norm-conforming depends on the referent group. This study identifies two referent groups for establishing normative standards: society (prescriptive norms of what one should or should not do) and the workgroup (descriptive norms based on what one typically observes) and explores the relationship between each in predicting CWB.

Sponsors: Oklahoma State University, Rutgers University, Indiana University

PI/PDs: Lindsey Greco, Seth Smart

Rutgers University: Rebecca Greenbaum

Indiana University: Ernest O’Boyle

 

Between Team Conflict and Coordination

In organizations with inter-related project teams, the work executed by one team often depends on the work and input of other teams. These inherent interdependencies between teams increase the required coordination, create a need to exchange information and knowledge, and present unique challenges for solve emerging conflicts. The results of our study extend theoretical and practical understanding of coordination in multi-team systems as it relates to communication, coordination, effectiveness, and conflict.

Sponsor: Oklahoma State University

PI/PDs: Lindsey Greco, Jeanine Porck

 

Virtual Teams Meta-Analysis

Organizations are increasingly structuring work around teams; increases in technology use, means that most of these teams can be categorized as “virtual teams” that are comprised of geographically and/or organizationally dispersed coworkers that are assembled using a combination of telecommunications and information technologies. This modern reality of teamwork creates a real need to understand the fundamental ways in which technology impacts team functioning in terms of; 1) what are the team inputs that relate to effective virtual team communication and performance and 2) how does the degree of virtuality relate to team performance.

Sponsors: Oklahoma State University, Drake University, Georgia Southern University Brigham Young University

PI/PDs: Truit Gray, Lindsey Greco

Drake University: Ina Purvanova

Georgia Southern University: Steve Charlier

Brigham Young University: Cody Reeves

 

Control Theory and Employee Affective Adaptation to COVID-19

We use control theory to outline the theoretical mechanisms of how people respond to an ongoing crisis using different aspects of the way that it unfolds over time and how this impacts anxiety, attitudes, and behaviors (i.e., task performance, engagement, and burnout). We show the power of different referents either diminishes or strengthens over time as people habituate to some changes but are overwhelmed by others. We test these predictions in a shingled ESM study covering a 12-week period that spans the introduction and exponential rise of the virus.

Sponsor: Oklahoma State University

PI/PDs: Lindsey Greco, Nikos Dimotakis, Sherry Fu, Anna Lennard

 

Big Bets on Biometrics – NOT YET SUBMITTED

The collection of biometric data from elite-level athletes has become increasingly complicated, as sports leagues, teams, and other governing organizations have begun to see potential commercial value beyond increased performance in this data. This article is divided into five substantive parts. 1) We provide an overview of the biometric data and its value within the gambling marketplace. 2) Discusses the issues surrounding data ownership in the major professional sports leagues and in college sports. 3) Examines the growth and importance of commercial data sales within elite level athletics. 4) Analyzes the questions surrounding the ownership of data. 5) Finally, scrutinizes other countries approaches to regulate data collection and proposes new directions for sports organizations.

Sponsor: Oklahoma State University

PI/PDs: John Holden, Kimberly A. Houser

 

Copyright and Joint Authorship as a Disruption of the Video Game Streaming Industry

We find copyright to provide protection to streamers over the audiovisual recording of their play, subject to contractual limitations imposed by game companies. Analysis likewise establishes that gamers whose play is streamed by another party may qualify as a joint author of the streamed recording. This co-authorship could result in multi-millionaire streamers owing an accounting to other players appearing in their streams. The Article then explores the potential business implications associated with these findings and discusses potential strategies to protect the interests of game companies and streamers.

Sponsors: Oklahoma State University, University of Georgia

PI/PDs: John Holden

University of Georgia: Mike Schuster

 

A Short Treatise on Sports Gambling and the Law: How America Regulates Its Most Lucrative Vice

In less than two years since the Supreme Court’s Murphy decision, nineteen U.S. states, in addition to Washington D.C., have legalized sports betting in some form. Meanwhile, eleven states have specifically legalized online sports betting. The article examines closely the history of sports gambling, seminal legal decisions involving the sports betting industry, new state regulatory systems that have emerged since the Supreme Court’s Murphy decision, newfound legal risks for companies that operate in sports gaming markets, and important matters of public policy related to regulating America’s most lucrative vice.

Sponsors: Oklahoma State University, Baruch College

PI/PDs: John Holden

Baruch College: Marc Edelman

 

Betting on Education

Two recent changes to US federal law threaten the viability of colleges and universities. President Trump’s signing of the Tax Cuts and Jobs Act (TCJA) into law at the close of 2017 signified a continued trend of decreasing funds previously available to higher education. National and state funding cuts are resulting in a cost-value educational crisis in the US, with tuition increasing, students needing to borrow more, and academic programs and faculty lines being cut. We examine the foundational relationships between gambling, taxation, and higher education in the US and find that Murphy could actually be the catalyst for generating revenue back into colleges and universities rather than the apocalyptic threat some have predicted.

Sponsors: Oklahoma State University, Clemson University

PI/PDs: John Holden

Clemson University: Kathryn Kisska-Schulze

 

Through the Wire Act

The nature of the Wire Act’s targeted activities is one of many questions surrounding a statute that was applied for decades with few questions. The rise of the internet has brought on many more questions regarding the scope of the Wire Act—questions that have become prescient in an era of expanded legal gambling. This Article analyzes the most significant questions regarding the application of the Wire Act and suggests that contrary to the Department of Justice’s 2018 opinion, the statute is intended to apply to a very small group of activities.

Sponsor: Oklahoma State University

PI/PD: John Holden

 

The #E-Too Movement: Fighting Back Against Sexual Harassment in Electronic Sports

Competitive video gaming or esports has captured the attention of hundreds of millions of people across the globe. But, it has also exposed an underlying toxic environment that features widespread sexual and gender harassment. This pervasive culture of harassment threatens to derail the esports industry, and mars the promise of gender equity in one of the few competitive “sports” where physical strength, agility and body size do not dictate success. In this Article we examine the rise of competitive gaming, and provide an in-depth analysis of the pervasive issue of harassment that permeates esports.

Sponsors: Oklahoma State University, University of Georgia, Baruch College

PI/PDs: John Holden

University of Georgia: Thomas A. Baker III

Baruch College: Marc Edelman

 

Agency on Trial in Daily Fantasy Sport

The New York Attorney General filed a lawsuit against DraftKings and FanDuel in 2015 accusing them of operating illegal gambling platforms. Using actor–network theory, we show how DraftKings, FanDuel, the New York Attorney General, critics, and legislators were preoccupied with how much agency players possessed. They also understood agency as emerging from a sociometrical arrangement of human and nonhuman entities and saw how agency could be enhanced or limited by introducing new rules, technologies, and constraints. We compare this perspective on agency with theories typically used in sociology of sport and we consider how sociologists can intervene in sport agency.

Sponsors: Oklahoma State University, Texas Tech University, Florida State University

PI/PDs: John Holden

Texas Tech University: Christopher M. McLeod

Florida State University: Joshua I. Newman

 

Regulatory Categorization and Arbitrage: How Daily Fantasy Sports Companies Navigated Regulatory Categories Before and After Legalized Gambling

DraftKings and FanDuel categorized themselves differently to different audiences at different times in a manner that evaded categorization as an illegal gambling activity, only to then dominate the sports betting market after the Supreme Court's decision in Murphy v. NCAA. We examine how this type of strategic categorization, which we call “fluid categorization,” raises important questions for regulators and others concerned with regulatory arbitrage.

Sponsors: Oklahoma State University, Texas Tech University, Baruch College

PI/PDs: John Holden

Texas Tech University: Christopher M. McLeod

Baruch College: Marc Edelman

 

Law, Policy and 5G Technology: Why the U.S. Will Lose the AI Race

The future of artificial intelligence, especially the Internet of Things (IoT), will rely on new communication technology once it is widely installed because it will enable data to be transferred and algorithms to run at previously impossible speeds with very low latency. A recent report by the U.S. Defense Innovation Board, however, concludes that the U.S. is ill prepared for the roll-out of 5G. This paper will examine data laws, government policy, and the obstacles which must be addressed and warns that the failure to do so will harm the U.S.’s ability to compete in the future globally-connected digital society.

Sponsor: Oklahoma State University

PI/PD: Kimberly A. Houser

 

The Innovation Winter is Coming: How the U.S.-China Trade War Endangers the World

Although the U.S. was the undisputed leader in 4G technology, China is the primary supplier of 5G networking equipment and, through its Belts and Roads Initiative, seeks to spread its 5G technology throughout the world. While China has created a long-term strategic plan for AI, the U.S. government relies on private industry to move this field forward. The U.S.-instigated trade war with China appears to be an attempt to thwart China’s progress. This trade war not only threatens the global economy and endangers democracy, it will likely cause an innovation winter – hindering future developments in AI - creating a bifurcated internet and a 5G infrastructure with non-interchangeable components requiring the rest of the world to choose a side.

Sponsor: Oklahoma State University

PI/PD: Kimberly A. Houser

 

Medical Marijuana Registries: A Painful Choice

This paper proceeds in five parts: 1) discusses why marijuana is prescribed for patient treatment, as related to rights to healthcare and privacy. 2) Addresses the history of marijuana laws in the U.S. and how the conflict between state and federal law is currently handled. 3) Describes how contagious disease and other medical condition patient registries are treated under the law and the unique issues presented by marijuana patient registries. 4) Explores the arguments for and against the registries and the risks they propose with respect to employment, custody hearings, leasing and housing, federal programs, and fundamental privacy rights. 5) Analyzes and compares the thirty-three state registry laws and concludes by proposing a model privacy protection provision.

Sponsors: Oklahoma State University, Virginia Tech

PI/PDs: Kimberly A. Houser

Virginia Tech: Janine Hiller

 

Board Gender Diversity: A Comparison of Laws and Initiatives in the EU and U.S.

California enacted a law requiring publicly held corporations headquartered in the state to appoint at least one woman to their boards. Although it is expected to be challenged as violating the U.S. Constitution, the intent of this law is to address the failure of other measures (shareholder initiatives, SEC disclosure requirements) to increase women on corporate boards.  A number of countries in the EU have passed similar measures more recently, although with stronger incentives/penalties, including France, the Netherlands, Belgium, Italy and Germany. This paper will examine the differing laws and initiatives and assess their effectiveness and challenges.

Sponsors: Oklahoma State University, Georgetown Law School

PI/PDs: Kimberly A. Houser

Georgetown Law School: Jamilla Bowman Williams

 

Elevating the CEO: the Beneficial and Detrimental Effects of Efforts to Promote the CEO Through Firm Communication

Firms often put significant effort into developing and managing external perceptions, including proactively managing the timing and use of external communication through an arsenal of impression management tactics. We examine the benefits and costs associated with efforts firms take to promote the CEO. Our preliminary results, using both press release and Twitter data, suggest that firms do make sustained efforts to promote the visibility of new CEOs, and those efforts are, in turn, associated with faster CEO turnover.

Sponsors: Oklahoma State University, University of Georgia

PI/PDs: Jason Kiley

University of Georgia: Elle Yoon, Danny Gamache, Mike Pfarrer

 

Buying Approval: Differences in Acquirer and Target Perceptions and Acquisitions

Recent research suggests that the perceptions of firms by external audiences are associated with differential strategic behaviors. However, it is not yet clear how these perceptions, and differences in perceptions, are associated when firms interact with one another. We examine how differences in media perceptions of acquirers and targets are associated with characteristics of acquisitions. Our preliminary results suggest that, as perceptions of targets increase relative to acquirers, target shareholders capture more value.

Sponsors: Oklahoma State University, University of California, Riverside, University of Virginia, University of Georgia

PI/PDs: Jason Kiley

University of California, Riverside: John Haleblian

University of Virginia: Abbie Oliver

University of Georgia: Mike Pfarrer

 

Sleight of Hand: High Reputation and Corporate Governance

High-reputation firms benefit from positive perceptions of external audiences. However, recent research shows that the perceptions that benefit them sometimes create conflicting pressures that are difficult to navigate. We argue that, when a range of related behavior is considered, high-reputation firms will avoid certain behaviors and substitute them with other, less objectionable ones to advance the same goals. In the corporate governance context, we find that, compared to other firms, high-reputation firms engage in lower levels of behaviors that are more likely to be perceived negatively by firm audiences, and they engage in higher levels of less interpretable behaviors.

Sponsors: Oklahoma State University, University of California, Riverside, University of Georgia

PI/PDs: Jason Kiley

University of California, Riverside: John Haleblian, Alexandru Roman

University of Georgia: Mike Pfarrer

 

Stand Down or Stand Out?: Equity Analyst Behavior and Reputation

Though definitions differ, reputation is commonly thought to include both visibility and some form of favorable perception. The picture is less clear when considering the path dependence of these components, and how behaviors may be aimed to enhance or maintain them differently. We aim to disentangle these relationships by examining the behavior of equity analysts and the reputational outcomes associated with their behavior.

Sponsors: Oklahoma State University, Texas A&M, University of Georgia, Rice University

PI/PDs: Jason Kiley

Texas A&M: Steve Boivie

University of Georgia: Scott Graffin

Rice University: Annie Zavyalova

 

Are Learning Adaptable Newcomers Innovative? Examining Curvilinear Effects, Mechanisms, and Boundary Conditions

Drawing on and extending Individual Adaptability Theory, we propose that the relationship between newcomers’ learning adaptability and their innovative behavior may be nonlinear. In addition, two types of newcomer cognition, positive framing and role clarity, together help explain the above link, with supervisor’s tendency to avoid uncertain situations posited as a boundary condition. Moreover, high levels of role clarity weakened the positive effect of newcomers’ positive framing on their innovative behavior.

Sponsors: Oklahoma State University, Southern Methodist University, Georgia State University

PI/PDs: Lambert, L. S.

Southern Methodist University: Boulamatsi, A.

Georgia State University: Liu, S.

Peking University: Yao, X., Guo, R., & Yin, J.

 

"Just Right": A Person-Environment Fit Approach to Visionary Leadership

Visionary leadership has long been credited with increasing employees’ positive attitudes and performance despite early theoretical reasoning that it may also be associated with negative effects. This research applies person-environment fit (P-E) theory to visionary leadership theory and examines the joint effect of the visionary leadership that employees need and receive on their attitudes toward their supervisors. Results from two studies showed that trust in the supervisor was most positive when visionary leadership received matched the amount needed by each employee and attitudes became more negative as visionary leadership received was less than or more than the needed amount.

Sponsors: Oklahoma State University, Indiana University East, Ohio State University, North Carolina State University, Brigham Young University, Kennesaw State University

PI/PDs: Lambert, L. S.

Indiana University East: Goo, W.

Ohio State University: Tepper, B. J.

North Carolina State University: Carr, J. C.

Brigham Young University: Bingham J. B.

Kennesaw State University: Hiatt, M. 

 

Affective Commitment, Trust, and the Psychological Contract: Contributions Matter, too!

Within a psychological contract, employees’ receipt of inducements is associated with trust and affective commitment, signaling a strong reciprocal relationship with the organization. We theorize that employees’ contributions of time, physical and intellectual effort are also related to trust and commitment, independent of the role of inducements. In short, the acts of promising and contributing towards organizational goals may allow employees to evaluate the trustworthiness of the organization and to develop affective commitment. Results suggest that contributions to organizational goals may constitute a path to their feelings of commitment, but that commitment is highest when delivered contributions are within close range of promised amounts.  

Sponsors: Oklahoma State University, Brigham Young University

PI/PDs: Lambert, L. S., Zabinski, A.

Brigham Young University: Bingham, J.

 

Construct Development and Validation in Three Practical Steps: Recommendations for Authors, Reviewers and Editors

We review contemporary best practice for developing and validating measures of constructs. The three basic steps in scale development are: 1) construct definition, 2) choosing operationalizations that match the construct definition, and 3) obtaining empirical evidence to confirm construct validity. While summarizing this 3-step process, we address how to establish construct validity and provide a checklist for journal reviewers and authors when evaluating the validity of measures. We pay special attention to construct conceptualization, acknowledging existing constructs, improving existing measures, multidimensional constructs, macro-level constructs, and the need for independent samples to confirm construct validity and measurement equivalence across subpopulations.

Sponsors: Oklahoma State University, University of Illinois

PI/PDs: Lambert, L. S.

University of Illinois: Newman, D.A.

 

Supervisors’ Trust in their Subordinates: A Quantitative and Qualitative Exploration of Trust and Trustworthiness

Subordinates assess the trustworthiness of their supervisors based on their ability, benevolence and integrity. Supervisors’ assessments of trustworthiness have been presumed to rely on these same dimensions, but the inherently asymmetrical relationship between subordinate and the supervisor suggests that the development of trust for the supervisor and the subordinate may differ. Using quantitative and qualitative data, the authors provide evidence that supervisors and subordinates focus on different aspects of trustworthiness in assessing whether to trust someone. Within the context of the supervisor-subordinate relationship, this study lays the groundwork for a new dimension of trustworthiness, subordinates’ development over time.

Sponsors: Oklahoma State University, Caucasus University, Towson State University, Xavier University, Abraham Baldwin College

PI/PDs: Lambert, L. S.

Caucasus University: Brekashvili, P.

Abraham Baldwin College: Currie, R.

Xavier University: Hardt, G.

Towson State University: Darden, T.

 

Too Much of a Good Thing: Prosocial Fit Predicting Job Satisfaction and Pride

We examined the implicit assumption that increasing prosocial values and impact will have increasing benefits for organizations and employees by considering that employees likely vary in the strength of their prosocial values and that their jobs offer varying amounts of opportunity to experience prosocial impact. Our results indicate that employee attitudes vary substantively depending on whether prosocial supplies meet, are deficient of, or in excess of, prosocial values. Both deficiency and excess were associated with lower satisfaction and pride, but the relationship was asymmetrical such that the effects of deficiency were more severe.

Sponsor: Oklahoma State University

PI/PDs: L. S. Lambert, Anna Zabinski, Abbey Davis, Cassidy Creech, Nick Hayden

 

Emotion Regulation and Work family conflict

We expand emotional labor beyond the work domain to demonstrate how experiences at home can help employees recover from the emotional requirements of their job. By creating a much-needed connection between theorizing on emotional labor and appraisal theory, we explain those processes by focusing on surface acting at home and subsequent responses. We demonstrate that emotional labor is not merely an intrapersonal process; it is an interpersonal process where its implications are as much determined by the response from the recipient of the surface acting as they are by engaging in the act itself.

Sponsors: Oklahoma State University, Michigan State, University of Nebraska

PI/PDs: Anna Lennard

Michigan State: Brent Scott

University of Nebraska: Amy Bartels

 

Justice Needs: A Polynomial Perspective

It is typically assumed that the receipt of justice is always desirable and results in exclusively positive consequences for individuals. This assumption owes to the fact that justice serves important psychological needs, yet the daily salience or importance of those needs can fluctuate. Thus, there may be days when employees do not necessarily desire justice, and as a consequence, higher levels of justice on those days may actually be problematic. In this paper, we use person-environment fit to explicate the consequences of congruence across employees’ levels of justice needed and received.

Sponsors: Oklahoma State University, University of Georgia, Texas A&M, Michigan State

PI/PDs: Anna Lennard

University of Georgia: Fadel Matta, Szu-Han Lin

Texas A&M: Joel Koopman

Michigan State: Russell Johnson

 

Escalation of Commitment

Escalation drivers affect projects at different stages, but time and different organizational levels of influence are often not considered in the escalation of commitment literature, and there is little theory to organize and delineate these various drivers and contexts. We believe that these limitations in theorizing are reducing the usefulness of escalation of commitment research and aim to build new theory on escalation of commitment by using the organizational commitment literature as a lens to understand how commitment can increase over the lifetime of a project and what situational and personal drivers of commitment can be impactful.

Sponsors: Oklahoma State University, Michigan State

PI/PDs: Anna Lennard

Michigan State: Donald Conlon, Gerry McNamara

 

How Network Position and Structure Shape Managerial Responses to Underperformance

Recent performance feedback literature highlights the difference between social and historical aspirations, and we theorize and examine how a firm’s network position and configuration creates distinct social pressures that impact managers’ prioritization of performance feedback sources. We use a dataset of the alliance networks of 4,726 firms from 2000-2015.

Sponsor: Oklahoma State University

PI/PDs: Owen Parker, Taha Havakhor, Jake Duke, Rachel Mui

 

Novel Ends and Common Means: How Poor Product Quality Shapes Multidimensional Search
Despite growing recognition that managers search for solutions across multiple dimensions in response to poor performance, scholarly understanding of a multidimensional search process is lacking. We examine this question in the realm of new product development, distinguishing between the two components of means-oriented search (i.e., the product development process) and ends-oriented search (i.e., the product features). Our dataset consists of empirical tests of 810 feature film observations across 16 studios in the U.S. film industry from 2000-2010 largely supports our arguments.

Sponsors: Oklahoma State University, University of Nebraska

PI/PDs: Owen Parker, Rachel Mui

University of Nebraska-Lincoln: Varkey Titus

 

Change is the Only Constant: The Fit between Exploitation, Imitation, and Collaborative History.

Firms can achieve relatively certain returns from both exploitation and imitation if the individuals tasked with implementing product positioning efforts possess the appropriate experiential resources. To address this, we draw on contingency theory to examine the fit between product positioning and collaborative history of those engaged in product development. We test our predictions in the context of the video game industry, with a sample of 1,057 video games released by 53 game publishers from 1996 to 2013, spanning 40,968 individual personnel with 90,010 person-game observations.

Sponsors: Oklahoma State University, North Carolina State University, Arizona State University

PI/PDs: Owen Parker, Rachel Mui

North Carolina State University: Nachiket Bhawe

Arizona State University: Matthew Semadeni

 

When the Spotlight Burns: Social Media and the High Price of ‘Playing Hardball’ for Female Entrepreneurs
Entrepreneurs are subject to a variety of evaluative social judgments from diverse stakeholder groups, yet most empirical research tends to examine analytical assessments from investors. We posit that female-dominant teams will receive less social approval than other teams due to the perceived incongruence with the masculine entrepreneurial stereotype. We then propose that there are moderating factors—the number of investment offers made, whether a deal is struck, and the gender of the investor—that may exacerbate or alleviate this bias.

Sponsors: Oklahoma State University, University of Nebraska-Lincoln

PI/PDs: Owen Parker

University of Nebraska-Lincoln: Varkey Titus, Jon O’Brien, Christopher Aumueller

 

The Role of Quality Sequences in Reputation Formation

Given the surge of interest in liabilities of high reputation, we draw upon signaling and information processing theories to examine how “product quality disappointments” differentially affect perceptions of a firm’s reputation for quality. We theorize that disappointment has different implications for modest versus high accumulations of product quality, asserting that high quality is relatively insensitive to the hazards of quality disappointment. We use a randomized, controlled experiment to examine perceived reputation for nine distinct sequences of three product introductions and their associated quality ratings, and find effects on observers’ perceptions of reputation for quality which generally support our hypotheses.

Sponsors: Oklahoma State University, University of Nebraska

PI/PDs: Owen Parker, Kevin Gong, Rachel Mui

University of Nebraska-Lincoln: Varkey Titus

 

Status Position and Durability as Drivers of Aspiration Salience

Given developments in the performance aspiration literature that highlight the differential effects of social versus historical aspiration, we examine how firm status, measured by networking positioning and structure, impacts the salience of response towards different performance feedback sources. We posit that firms with central status positions in the network are more concerned with outperforming peers to maintain their position and thus are more responsive to social rather than historical aspirations. Our dataset includes alliance and board interlock networks of 4,726 firms from 2000-2015.

Sponsor: Oklahoma State University

PI/PDs: Owen Parker, Jake Duke, Taha Havakhor, Rachel Mui,

 

External Attributions of Failure and Managerial Responses to Underperformance

The problem of underperformance is a central consideration of strategic management. Within the tradition of the behavioral theory of the firm (BTF), research focuses on managerial responses to underperformance, particularly as it relates to search activities sparked by performing below an aspirational threshold (referred to as “problemistic search”). However, research has focused on the action outcome of underperformance at the expense of examining the cognitions surrounding the response itself, and we must consider how they perceive their role in the firm’s underperformance. We draw on attribution theory to explain managerial cognitions in the wake of negative performance feedback.

Sponsors: Oklahoma State University, University of Nebraska-Lincoln

PI/PDs: Owen Parker

University of Nebraska-Lincoln: Varkey Titus, Jon O’Brien

 

Conductor Gender, Stylistic Conformity, and Performance of American Orchestras.

With this paper, we examine how a conductor’s gender influences their conformity to norms in selecting orchestral programming for an orchestra performance season.

Sponsor: Oklahoma State University

PI/PDs: Owen Parker, Rachel Mui

 

Diversification as Performance Feedback Response Among ICT Firms.

An issue that has plagued behavioral theory research is the definition of one’s peers when making performance comparisons and setting performance aspirations. In this paper, we address this issue by creating inductive measures of strategic groups using overlap in content of products and services offered by the firms in a network.

Sponsors: Oklahoma State University, University of Nebraska-Lincoln

PI/PDs: Owen Parker

University of Nebraska-Lincoln: Varkey Titus, Jon O’Brien

 

The Formation and Maintenance of Reputation for Innovation

Firms can obtain a reputation for innovation in numerous ways, but less is known about which elements contribute most strongly to this reputation formation process. We use data from the Fortune’s Most Admired Companies ranking, data on R&D spending, and patent activities to determine which elements and in what combination most strongly drive reputation for innovation.

Sponsors: Oklahoma State University, Arizona State University

PI/PDs: Owen Parker, Taha Havakhor, Mike Schuster

Arizona State University: Fei Li

 

Reputation Divergence and Firm Responses

While substantial research examines the performance implications of reputation and how reputation can shape firm decisions, much less is known about how the divergence between a firm’s multiple reputations, e.g., reputation for innovation and reputation for product quality, drive decisions. We examine one key outcome, R&D spending, and theorize and test how the effect of a firm’s long-term value reputation on its R&D spending is shaped by the firm’s relative reputations for innovation versus quality.

Sponsor: Oklahoma State University

PI/PDs: Owen Parker, Jiancheng Du

 

The Power of Pessimism: Exploring the Phenomenon of Negative-Leaning Anticipatory Impression Management.

In virtually all prior research on organization-level impression management, scholars have assumed that firms engage in positive language to cast the firm in a favorable light. We examine those rare but important instances in which firms do the opposite, casting doubt and highlighting negativity about the firm’s performance prospects.

Sponsors: Oklahoma State University, University of Georgia, University of Nebraska

PI/PDs: Owen Parker

University of Georgia: Cole Short

University of Nebraska-Lincoln: Varkey Titus

 

Reputation, CEO Effects, and Performance

Long debated is the proportion of performance variance explained by the CEO’s contribution to the firm. This paper parses this issue by examining the joint influence of a firm’s reputation on performance.

Sponsors: Oklahoma State University, Texas Christian University, Texas A&M,

PI/PDs: Owen Parker

Texas Christian University: Ryan Krause

Texas A&M University: Michael Withers

Frankfurt School of Finance & Management: Markus Fitza

 

Opposite Sides of the Same Coin: Worker Classification in the New Economy

This project examines a proposed legal test for employee status focused on the presence of factors indicating entrepreneurship.

Sponsor: Oklahoma State University

PI/PD: Griffin Pivateau

 

Prospects and Pitfalls: Women in the Legal Cannabis Industry

This project proposes a regulatory framework for protection against sex discrimination in the states that have legalized the production and sale of cannabis.

Sponsor: Oklahoma State University

PI/PD: Griffin Pivateau

 

Corruption in International Arbitration: Challenges and Consequences

This project addresses four key issues that may significantly affect international arbitration outcomes.

Sponsor: Oklahoma State University

PI/PD: Griffin Pivateau

 

An argument for expanding the use of the IRS worker classification test

The continued growth of the on-demand economy and its use of the independent contractor model has created the need for an improved worker classification scheme. In recent years, some states have required employers to utilize the ABC test, a test that presumes employment status unless certain standards are met. This study compares the ABC test to the more robust IRS worker classification test.

Sponsor: Oklahoma State University

PI/PD: Griffin Pivateau

 

The confusing state of noncompetition agreements in Oklahoma

Although Oklahoma is one of the three states in the US to ban enforcement of noncompetition agreements, in reality the distinction is much more blurred. This study examines the confused nature of noncompetition agreements in Oklahoma.

Sponsor: Oklahoma State University

PI/PD: Griffin Pivateau

 

The Role of Middle Manager Boundary Spanning in Behavioral, Structural, and Cognitive Coordination of Intergroup Effectiveness

A major challenge for middle managers is managing intergroup effectiveness, interdependent teams’ effective performance of joint tasks. We develop a theoretical framework on how intergroup effectiveness may be coordinated and to what extent middle managers can stimulate such coordination. We propose that behavioral coordination through middle manager boundary spanning aids intergroup effectiveness more when there is no structural coordination through a division link. Moreover, we hypothesize that behavioral coordination through middle manager boundary spanning complements cognitive coordination through intergroup strategic consensus, shared understanding of the organization’s strategic priorities. Multisource data on 188 intergroup dyads support our predictions.

Sponsors: Oklahoma State University, Drexel University

PI/PDs: Jeanine Porck

Drexel University: Daan van Knippenberg

 

Preventing Silo’s from Going Solo: the Role of Conflict Management Style and Team Learning Behavior in Inter-team Coordination & Knowledge Exchange.

A challenge many organizations face pursuing strategies that require cross-team coordination and knowledge exchange is eradicating silo thinking. This study explores the role of conflict management style and team learning with longitudinal data collected from 27 interdependent teams in a large government organization in Western Europe. Preliminary results show that interdependent teams that recognize their interdependence link are better at exchanging knowledge and inter-team coordination. Interdependent teams that engage more in team learning and coordinative conflict management are also better at exchanging knowledge and inter-team coordination. Relational identification and organizational identification seem to impact the strength of these relationships.

Sponsors: Oklahoma State University, Drexel University

PI/PDs: Jeanine Porck

Drexel University: Daan van Knippenberg

 

Strategic Decision Making in Multi-team Systems.

Judgment and decision-making research has a long tradition in management. Despite numerous reviews of this topic in the organizational behavior, and psychology, there is little investigation of decision making in multi-team systems. This is surprising, given the extreme decision-making context faced by multi-team systems—such as high uncertainty, time pressure, emotionally charged, and consequential extremes. I will study the role of strategic decision making and contextual factors in multi-team systems, composed of three five-person, functionally specialized component teams, which will be engaged in an exercise that is simultaneously “laboratory-like” and “field-like.”

Sponsor: Oklahoma State University

PI/PD: Jeanine Porck

 

Middle Managers, Coopetition and Intraorganizational Knowledge Transfer

Intraorganizational knowledge transfer is difficult yet critical for numerous organizational outcomes. The knowledge-sharing behavior of middle managers, those often tasked with managing this knowledge transfer, should, however, not be taken for granted. This paper aims to develop an understanding of the underlying motives middle managers have when coordinating knowledge transfer between teams that are in coopetition, i.e. engage simultaneously in cooperative and competitive behaviors. Specifically, I argue that coopetition may prompt middle managers to adopt more myopic motives that make these managers less inclined to coordinate knowledge exchange between teams in their organization.

Sponsor: Oklahoma State University

PI/PD: Jeanine Porck

 

An Identity Perspective on Middle Managers’ Role Conflict and their Strategic Role Performance

What drives middle managers to champion new strategic initiatives to top management and

simultaneously encourage their followers to implement the organization’s current strategy? These divergent and integrative strategic roles of middle managers are crucial to the strategy process. We argue that the complexity of middle managers’ identity will influence their perceived role conflict and will consequently determine their strategic role performance. Moreover, we hypothesize that managers’ organizational identification affects whether they perform better at the divergent or integrative part of their strategic role. We plan to collect data from middle managers and their supervisors to test these hypotheses.

Sponsor: Oklahoma State University

PI/PDs: Jeanine Porck, Juan Du

 

“When and Why Leaders Trust Followers: LMX as a Mediator and Empowerment as a Moderator of the Trustworthiness-Trust Relationship"

The role of leader–member exchange (LMX) quality as a mediator of the trustworthiness-trust relationship between 347 subordinate- supervisor dyads using 3 time-lagged surveys across multiple organizations. This study demonstrates the mediating role of LMX in trust between subordinates and supervisors.

Sponsors: Oklahoma State University, State of Illinois, University of Illinois, Chicago

PI/PDs: T. H. Stone

State of Illinois: I. M. Jawahar

University of Illinois, Chicago: D. Kluemper

 

Cutting-Edge Performance Management Innovations: What Do We Know?

Despite a century of effort by human resources professionals and industrial psychologists to improve the performance management process, dissatisfaction with these processes has led to the adoption of innovative cutting-edge practices among many progressive organizations. Three practices: 1) ongoing feedback, 2) crowdsourced feedback and 3) rating less reviews, have been widely heralded in the popular and business press, but researchers have only begun to carefully discuss them and examine their effectiveness. This paper describes these innovations, assesses how they resemble and differ from traditional performance management methods, reviews current research, suggests research questions and discusses issues related to their adoption.

Sponsors: Oklahoma State University, State of Illinois, Passkeys, International

PI/PDs: T. H. Stone                                                                                                                            

State of Illinois: I. M. Jawahar

Passkeys, International: G. Deloitte Johnsen, J. Foster

 

Cutting-Edge Performance Appraisal Practices: The Disconnect Between Employee Preference and Public Attention

Dissatisfaction with current performance appraisal methods has led to a set of innovative “cutting edge” practices, and the only study conducted so far sampled known adopters. Three hundred thirty-two respondents described their current appraisal process, rated their preference for appraisal types, and completed the Hogan Development Survey. Exploratory factor analysis, preferences, correlations, and ANOVA results indicate significant differences in preferences for source and delivery method of the appraisal and type of feedback.

Sponsors: Oklahoma State University, OU Tulsa, Hogan Assessments, Illinois State

PI/PDs: - T. H. Stone

OU Tulsa: B. Steinheider, V. Hoffmeister

Hogan Assessments: B. Ferrell

Illinois State: I. M. Jawahar

 

The Double-Edged Sword of Having a Unique Perspective: Feelings of Discrimination and Perceived Career Advantages Among LGBT Employees

Drawing on social identity theory and self-verification theory, we conducted an online, exploratory survey of 150 LGBT workers in 28 countries to examine three questions: 1) Do employees feel discriminated against and which factors contribute to perceptions of discrimination? 2) Do LGBT employees believe they have a unique work perspective and do they feel their employers appreciate it? 3) What factors are associated with disclosure vs. non-disclosure? Collectively these questions have implications for health and well-being as well as for work engagement and career prospects of LGBT workers.

Sponsors: Oklahoma State University, University of London, OU Tulsa,

PI/PDs: T. H. Stone

University of London: J. C. G. Gacilo

OU Tulsa: B. Steinheider, V. Hoffmeister

Illinois State: I. M. Jawahar

 

Gratitude and Divergent Helping in Supervisor-Subordinate Relations

Drawing on gratitude scholarship and (affect) theory of social exchange, supervisors and subordinates are posited to use gratitude as a cue to determine appropriate prosocial responses within the relationship. We argue that relationship-based gratitude, consisting of felt gratitude from one party leading to feelings of gratitude toward the other party, can encourage prosocial behaviors in supervisor-subordinate relationships. Particularly, perceptions of attributed motivation of prosocial behavior are proposed to shape felt gratitude response to received prosocial behavior. Ethical leadership is identified as a relevant contextual factor shaping subordinates’ and supervisors’ convergent and divergent prosocial behavioral responses to gratitude. 

Sponsors: Oklahoma State University, NEOMA University, France, York University, Toronto

PI/PDs: T. H. Stone

NEOMA University, France: J. Harrison                                                                          

York University, Toronto: M. H. Budworth

 

Stress Leadership

We discuss supervisor and subordinate characteristics as causes of abusive supervision and highlight the scarcity of research on contextual factors as antecedents. We focus on contexts in which abusive supervision could have positive effects, such as in critical action organizations, sports or when the purpose of abusive supervision is to instill “mental toughness” or weed out the unfit. Through this qualitative review we identify areas for future research.

Sponsors: Oklahoma State University, Illinois State University

PI/PDs: T. H. Stone

Illinois State: I. M. Jawahar

 

Development of a Measure of Calculative Orientation (CO): Establishing a Nomological Net and Predictive Utility of the CO Measure

A calculative orientation (CO) captures an individuals’ tendency to analyze and convert nonquantifiable societal values into quantifiable metrics that shapes behaviors and actions of employees. While extant research focused primarily on a calculative “state” of individuals, we focus on a calculative orientation as a new personality trait. Study 1 conceptualizes, develops, and validates a

measure of CO. In Study 2, we examined how CO is associated with human behaviors at work such as counterproductive work behavior, organizational citizenship behaviors and in- role performance.

Sponsors: Oklahoma State University, OU Tulsa, Hogan Assessments, Illinois State

PI/PDs:  T. H. Stone

Penn. State U- Erie: J. Kim

OU Tulsa: B. Steinheider

Hogan Assessments: B. Ferrell

Illinois State: I. M. Jawahar

 

A Multi-Perspectives Approach to Personality Assessment

Unlike traditional self-report personality assessment, a Multi-Perspectives (MP) approach relies on a variety of methods including multiple rater sources and rating types. Specifically, we 1) discuss multiple methods for assessing personality, 2) demonstrate how alternatives to self-report measures can provide new, insightful information about an individual’s personality and related work behaviors, 3) show how to create personality scales assessing multiple perspectives, and 4) outline how MP assessments can be used for employee training and development. Practical and theoretical implications of this approach to assessing personality and future research are discussed.

Sponsors: Missouri State University, University of Alabama, Oklahoma State University

PI/PDs: T. H. Stone

Missouri State University: J. Foster

University of Alabama: P. Harms

 

Minority Perspective-Taking: When Authenticity Climate Promotes Minority Involvement in White-Dominated Spaces

Underrepresented minorities often have negative workplace experiences that influence their intentions to stay within their white-dominated organizations. We posit that perspective-taking—imagining the world from another’s perspective—is a strategic tool minorities use to effectively manage their workplace experiences. We argue that perspective-taking allows minorities to accurately assess and navigate their organizational worlds.

Sponsors: Oklahoma State University, Northwestern University, London School of Economics, Slippery Rock University, Columbia University

PI/PDs: Alexis Smith Washington, Bryan Edwards

Northwestern University: Cynthia Wang

London School of Economics: Gillian Ku

Slippery Rock University: Edward Scott

Columbia University: Adam Galinsky

 

The Flirting Bias: The Influence of Gender on the Evaluations of Flirtatious Employees

This work examines the display of flirtatious behaviors used by men and women at work. Study 1) assesses what qualifies as flirtatious behaviors for men and women, and took preliminary measures of individuals’ reactions to flirtatious behavior. In support of our hypothesis, female flirts received fewer reward recommendations than did male flirts. Study 2), will extend Study1), by assessing observers’ perceptions of competence, liking and attraction, and reward recommendations of specific male and female flirtatious behaviors.

Sponsors: Oklahoma State University, Ball State University, Pennsylvania State University, Northeastern University

PI/PDs: Alexis Smith Washington

Ball State University: Brian Webster

Pennsylvania State University, Eerie: Joongseo Kim

Northeastern University: Marla B. Watkins

 

Recruiting (dis)advantage: Men and Women Differ in Their Evaluations of Gender-Based Targeted Recruitment

Organizations use targeted recruitment to attract applicants with specific characteristics or to diversify the workforce. Research reports mixed findings regarding the extent to which beneficiaries and non-beneficiaries are attracted to organizations. We explore this inconsistency by investigating how men and women respond to recruitment materials targeted toward members of the traditionally underrepresented gender. We show that a gender asymmetry exists such that men and women respond differently when targeted for occupations in which they are typically the minority gender.

Sponsors: Oklahoma State University, Ball State University, Pennsylvania State University, Northeastern University

PI/PDs: Alexis Smith Washington, Bryan Edwards

Ball State University: Brian Webster

Pennsylvania State University, Eerie: Joongseo Kim

Northeastern University: Marla B. Watkins

 

The Implication of Power Dynamics in Dual-Earner Couples: A Study of Household Labor

Our research studies the household labor of dual-earner couples—married or cohabiting couples where both partners are employed. Integrating power theories and gender-role perspectives, we examine how power dynamics within dual-earner couples influence each spouse's household labor. Polynomial analyses of 204 respondents in dual-earner couples revealed that relative power between spouses affects men and women differently. Our research contributes to the literature of power, gender, and dual-earner couples by examining all possible patterns of the power structure within couples and providing a precise explanation of how relative power and joint power between spouses affect husbands' and wives' household labor.

Sponsor: Oklahoma State University

PI/PDs: Alexis Smith Washington, Elise Yu, Nikos Dimotakis