... Page 6. 326 KARLENE H. ROBERTS AND CHARLES A. O'REILLY III beneficial to use individual items rather than communication indexes. ... Unpublished manuscript, University of California, Irvine, 1970. READ, W. Upward... more
... Page 6. 326 KARLENE H. ROBERTS AND CHARLES A. O'REILLY III beneficial to use individual items rather than communication indexes. ... Unpublished manuscript, University of California, Irvine, 1970. READ, W. Upward communication in industrial hier-archies. ...
Research Interests:
Drawing on gender role theory and tournament theory, we examined the effects of sex and organizational culture preferences on the incomes of MBA graduates over an 8‐year period. We found that masculine culture preferences led to higher... more
Drawing on gender role theory and tournament theory, we examined the effects of sex and organizational culture preferences on the incomes of MBA graduates over an 8‐year period. We found that masculine culture preferences led to higher income 4 years after graduation and, in contrast to previous research, the effect was stronger for women. By 8 years after graduation, however, men's rate of income increase was significantly higher than women's, an effect that was mediated by hours worked per week. These findings clarify some of the conflicting results of previous research on the effects of gender roles on women's careers and suggest that a tournament‐like aspect of careers may account for higher incomes in organizations. Copyright © 2009 John Wiley & Sons, Ltd.
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests: Psychology, Gender Studies, Organizational Culture, Human Capital, Music and identity, and 11 moreGender Identity, Papers, Discriminant Analysis, Career Development, Social Science Research Network, Educational Attainment, Career Choice, Longitudinal Study, Interaction effect, Disadvantaged, and Paper
Research Interests:
Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly... more
Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man leaves, although the effect is smaller than for women. The authors argue that this “gender-matching heuristic” can impede progress in attaining gender diversity, regardless of intention, because it emphasizes the replacement of existing women rather than changing board composition. The authors replicate this effect in follow-up laboratory studies and show that “what works” to increase the representation of women on boards, irrespective of gender matching, is to increase the number of women in the candidate pool.
Research Interests:
Research Interests:
Research Interests:
Research Interests: Psychology, Leadership, Health Care, Health Care Management, Medicine, and 15 moreHumans, Business and Management, Female, Male, Physicians, Diffusion of Innovation, Normative, Patient Satisfaction, Middle Aged, Adult, Public health systems and services research, Organizational Innovation, Health Care Surveys, Delivery of Health Care, and Interviews as topic
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Researchers have become increasingly interested in how narcissistic leaders influence people and organizations. Research in this domain had generated equivocal results, however, with some studies showing that narcissistic leaders... more
Researchers have become increasingly interested in how narcissistic leaders influence people and organizations. Research in this domain had generated equivocal results, however, with some studies showing that narcissistic leaders positively influence their firms because people are drawn to their grandiose visions, self-confidence, and bold actions, and other studies painting a more negative picture, showing that narcissists’ low integrity, lack of empathy, and individualistic orientation can lead them to put the organizations they lead at risk. We attempt to clarify these conflicting findings by suggesting that narcissistic leaders, through their signature attributes, create organizational cultures that can have a long term influence on firm value. In two field studies and two scenario studies, we show that more narcissistic managers: (a) prefer cultures that are lower on integrity and collaboration; (b) lead organizations with cultures that place less emphasis on integrity and coll...
Research Interests:
Facing imminent disruption, many large, established firms have embraced innovation as a way to develop new growth businesses. To succeed in the face of disruptive change requires established firms to master three distinct disciplines:... more
Facing imminent disruption, many large, established firms have embraced innovation as a way to develop new growth businesses. To succeed in the face of disruptive change requires established firms to master three distinct disciplines: ideation, to generate potential new business ideas; incubation, to validate these ideas in the market; and scaling, to reallocate the assets and capabilities needed to grow the new business. This article illustrates how two successful firms (Amazon and IBM) have developed approaches that address all three disciplines.
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
... Your session will time out in 5 minutes. To continue working, click OK. Tip: Save your search strategies for future use at Recent Searches. ... Citation. Database: PsycINFO. [Journal Article]. Organizational theory and organizational... more
... Your session will time out in 5 minutes. To continue working, click OK. Tip: Save your search strategies for future use at Recent Searches. ... Citation. Database: PsycINFO. [Journal Article]. Organizational theory and organizational communication: A communication failure?. ...
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Using an agency theory framework and data on 89 Fortune 500 firms, we assess whether the granting of golden parachutes to chief executive officers is the result of an economically rational process or determined by the social influence of... more
Using an agency theory framework and data on 89 Fortune 500 firms, we assess whether the granting of golden parachutes to chief executive officers is the result of an economically rational process or determined by the social influence of the CEO. While increased takeover risk ...
Research Interests:
Research Interests:
Transformational leaders challenge the status quo, provide a vision of a promising future, and motivate and inspire their followers to join in the pursuit of a better world. But many of these leaders also fit the American Psychiatric... more
Transformational leaders challenge the status quo, provide a vision of a promising future, and motivate and inspire their followers to join in the pursuit of a better world. But many of these leaders also fit the American Psychiatric Association classification for narcissistic personality disorder. They are grandiose, entitled, self-confident, risk seeking, manipulative, and hostile. This article reviews the literature on narcissism and shows how what we think of as transformational leadership overlaps substantially with grandiose narcissism. As grandiose narcissists can appear as transformational leaders, it is important to distinguish between what leadership scholars have characterized as “transformational” and these “pseudo-transformational” candidates.
Research Interests:
Research Interests:
35 male and 36 female professional employees (average age 36.2 yrs) in a community mental health center completed the Adjective Check List twice, separated by a 1-yr interval. After each administration, separate factor analyses were... more
35 male and 36 female professional employees (average age 36.2 yrs) in a community mental health center completed the Adjective Check List twice, separated by a 1-yr interval. After each administration, separate factor analyses were computed. All scales had highly significant test–retest reliabilities. Five factors emerged in each analysis, 2 of which accounted for about 55% of the common variance.
Research Interests:
Research Interests:
Research Interests:
... Kenneth H. Craik1*, Aaron P. Ware1, John Kamp2, Charles O'Reilly III3, Barry Staw1 and Sheldon Zedeck1 1University of California at Berkeley ... forms and personality inventories and then to take part in an assessment centre... more
... Kenneth H. Craik1*, Aaron P. Ware1, John Kamp2, Charles O'Reilly III3, Barry Staw1 and Sheldon Zedeck1 1University of California at Berkeley ... forms and personality inventories and then to take part in an assessment centre programme on Friday evening, Saturday and Sunday ...
Research Interests:
Research Interests:
Research Interests:
Research Interests:
... five-factor model and PA–NA affectivity, the research shows that positive affectivity (PA) and negative affectivit (NA) mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates... more
... five-factor model and PA–NA affectivity, the research shows that positive affectivity (PA) and negative affectivit (NA) mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of the genetic effects (Ilies & Judge ...
Research Interests:
... pointed out. First, the data are cross-sectional. This renders causality prob-lematic. It is possible, for example, that rather than an extrinsic justification affecting subsequent task interest, the opposite is oc-curring. Such an... more
... pointed out. First, the data are cross-sectional. This renders causality prob-lematic. It is possible, for example, that rather than an extrinsic justification affecting subsequent task interest, the opposite is oc-curring. Such an interpretation ...