Douglas Tim Hall
Boston University, Questrom School of Business, Faculty Member
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... Journal o] applied psychology, 1969, 53, 8792. FREDERKSO, N. Some effects of organizational climates on administrative per formance. ... Employee reactions to job characteristics. ... HALL, DW, MANSFIELD, 1:. Organizational and... more
... Journal o] applied psychology, 1969, 53, 8792. FREDERKSO, N. Some effects of organizational climates on administrative per formance. ... Employee reactions to job characteristics. ... HALL, DW, MANSFIELD, 1:. Organizational and individual response to external stress. ...
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... There is evidence that individuals may need to induce such pressure if it does not already exist (Berlew and Hall, 1964; Allport, 1960; Goldstein, 1952; Maslow, 1969). ... The items describe opportunities to satisfy various needs in... more
... There is evidence that individuals may need to induce such pressure if it does not already exist (Berlew and Hall, 1964; Allport, 1960; Goldstein, 1952; Maslow, 1969). ... The items describe opportunities to satisfy various needs in the Maslow (1954) need hierarchy. ...
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Management scholars and researchers have long been concerned about the impact and relevance of their work. Here we chronicle the teaching, research, management, and personal leadership development lessons that have arisen from a... more
Management scholars and researchers have long been concerned about the impact and relevance of their work. Here we chronicle the teaching, research, management, and personal leadership development lessons that have arisen from a collaborative, decade-long relationship between three management faculty members and the senior management team of a major Norwegian-based global shipping and logistics company. This relationship grew from the creation of a teaching case in 1997 to many years of productive and meaningful work together, including the development and delivery of the all-conference Plenary Session at the 2006 Eastern Academy of Management Meeting, held concurrently with the annual CASE Association Conference. At the 2006 Plenary Session, each of the authors expressed powerful personal and professional development through their collaboration over the years, which is summarized in this article. Reflections, lessons and future research directions are provided.
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When it comes to mentoring, peer coaching is an undervalued workhorse. It's effective, inexpensive, widely applicable, and relatively easy to implement. Many coaches consider it to be the next wave in professional development. Peer... more
When it comes to mentoring, peer coaching is an undervalued workhorse. It's effective, inexpensive, widely applicable, and relatively easy to implement. Many coaches consider it to be the next wave in professional development. Peer Coaching at Work draws on research and practice to deliver a hands-on guide to this powerful relational learning technique. The authors—all leaders in the field—present a rigorously tested three-part model for facilitating peer coaching relationships in one-on-one settings and in larger groups. With lively case studies, they define peer coaching as a focused relationship between equals who supportively learn from, actively listen to, and judiciously question each other, which leads to breakthroughs that may otherwise lie dormant in one's career. A fundamental guide for anyone with an interest in mentoring and transformational learning, this book is a must-have for the talent management bookshelf.
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This symposium will discuss a research program aimed at addressing the important questions around retirement as a life transition. The participants in this panel symposium will discuss, and will explore with symposium attendees, their... more
This symposium will discuss a research program aimed at addressing the important questions around retirement as a life transition. The participants in this panel symposium will discuss, and will explore with symposium attendees, their data and their findings, focusing on four main topics: (1) Vision and Methods of the Retirement Attitudes, Transitions, & Experiences Study (The RATE Study); (2) Understanding Processes and Patterns of Life Structure in Retirement; (3) Identity Bridging across the Retirement Transition; (4) Death Awareness: Its Relationship to Retirement Attitudes, Decisions & Adjustment
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Research Interests: Marketing, Psychology, Employability, Political Science, Human Resource Management, and 11 moreUnemployment, Human Resource Management in the middle east, Age, Business and Management, Workforce, Feeling, Age Factors, Sustainability, Unemployment rate, Perceived external employability, and developmental HR practices
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This empirical paper investigates how individuals conceptualize causes of career transitions, focusing on the three European countries of Austria, Serbia, and Spain in comparison to the USA and China. Collectively, these countries... more
This empirical paper investigates how individuals conceptualize causes of career transitions, focusing on the three European countries of Austria, Serbia, and Spain in comparison to the USA and China. Collectively, these countries represent four separate cultural regions according to Schwartz. Semi‐structured interviews were conducted with members of three occupational groups: business people, nurses, and blue‐collar workers. Analysis of the data generates greater insight about the existence of both region‐specific patterns as well as potentially universalistic tendencies regarding perceived causes of career transitions. Perceptions of internal (to the person) drivers of career transitions as activating forces are evident in all five countries. The overall results support contemporary notions of occupational careers that are highly individualized, a characterization strongly emphasized in the current career literature. In the European culture clusters, causes of career transitions a...
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How do self-direction and personal values influence career outcomes? Such questions have been central in research on the protean career—a career process characterized by the exercise of self-direction and an intrinsic values orientation... more
How do self-direction and personal values influence career outcomes? Such questions have been central in research on the protean career—a career process characterized by the exercise of self-direction and an intrinsic values orientation in the pursuit of psychological success. This article provides an integrative review, with a focus on three empirically supported protean processes—identity awareness, adaptability, and agency. In addition, we discuss the role of protean careers in the contemporary work environment, clarify definitional and measurement issues, recommend research directions, and provide practical implications for organizations. Our underlying assumption throughout this discussion is that the elements of a protean career orientation (PCO) are basic elements of human needs for growth and meaning. In addition, we discuss how protean careers can be beneficial for organizations. In particular, we identify the “Protean Paradox” as a phenomenon that merits further investigat...
Research Interests: Psychology and Reviews
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... There is evidence that individuals may need to induce such pressure if it does not already exist (Berlew and Hall, 1964; Allport, 1960; Goldstein, 1952; Maslow, 1969). ... The items describe opportunities to satisfy various needs in... more
... There is evidence that individuals may need to induce such pressure if it does not already exist (Berlew and Hall, 1964; Allport, 1960; Goldstein, 1952; Maslow, 1969). ... The items describe opportunities to satisfy various needs in the Maslow (1954) need hierarchy. ...
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Purpose – In today's turbulent business environment leaders must be able to adapt to rapidly changing circumstances. For this research the authors aim to focus on the issue of adaptability defined as the ability to work effectively... more
Purpose – In today's turbulent business environment leaders must be able to adapt to rapidly changing circumstances. For this research the authors aim to focus on the issue of adaptability defined as the ability to work effectively within a variety of changing situations, and with various individuals or groups. They also aimed to examine how variables of career complexity affect development of adaptability. Design/methodology/approach – The authors draw on a unique database containing the career histories of 52 senior executives in a major global corporation. They use the term career complexity to represent the degree of variety in these individuals' career experiences, and they test the degree to which career complexity contributes to the development of adaptability later in their careers. Findings – Findings from this study shed light on the relationship between specific career experiences and executive adaptability. Executives who had the experience to serve in an executi...
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In this article, we discuss peer coaching as a relatively new form of coaching practice that expands the relational resources available to individuals focused on change. Peer coaching is a helping relationship that facilitates mutual... more
In this article, we discuss peer coaching as a relatively new form of coaching practice that expands the relational resources available to individuals focused on change. Peer coaching is a helping relationship that facilitates mutual learning and development to accomplish specific tasks or goals. It is most effective when participants establish high-quality relationships and connections by focusing on both content and process. To enhance such capability we integrate the theory of coordinated management of meaning, a relational communication approach that emphasizes how meaning and learning are created through interpersonal interactions. Coordinated management of meaning models applied in our three-step model of peer coaching demonstrate the value of their application. We then assume a balcony perspective to deepen understanding by incorporating conceptual and empirical work. We conclude by inviting scholars and practitioners to adopt our integrated model to enhance positive outcomes...
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An academic directory and search engine.
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The rise in unemployment rates associated with the global financial crisis mean that a timely understanding is needed of the ways in which a person’s career attitude influences their reactions to job loss. Much of the research into... more
The rise in unemployment rates associated with the global financial crisis mean that a timely understanding is needed of the ways in which a person’s career attitude influences their reactions to job loss. Much of the research into unemployment has focused on what people lose during unemployment rather than what people can potentially gain during unemployment. In this paper, we deliberately adopt a “positive deviance” approach (Marsh et al., British Medical Journal, 329:1177–1179, 2004) to unemployment and study the attitudes and behaviors that enable people to find successful solutions during job loss. Specifically, we suggest that protean career attitude is a positive factor that can be built upon during unemployment to enhance successful re-employment. The chapter outlines a 6-month longitudinal study that assesses the influence of protean career attitude on self esteem, job search, re-employment, career growth and job improvement. By studying the positive processes through which people positively deviate during unemployment, we can offer unemployed people new ways to create change for themselves.