Abstract:
Mentoring Millennials in an Asian Context Talent Management Insights from Singapore.

 

Abstract:
Exploring Leadership: Individual, organizational and societal perspectives.

 

Abstract:
The Hidden Power of Social Networks Understanding how Work Really Gets Done in Organizations.

 

Abstract:
Networks in the Knowledge Economy.

 

Abstract:
Building internal reputation from organisational values.

The paper enhances micro-cognitive understandings of how organisational values can build internal reputation. Drawing-on a multi-method case study of a private hospital in Malaysia, we show the process of how values are internalised within organisations. We illustrate how different internal actors are important for embedding organisational values at various stages, and show the interplay between them. We show leaders are important for role modelling and engaging, managers are important for embedding and reinforcing, and employees are important for empowering and reciprocating. We argue that in order for values to be internalised, leaders, managers and employees need to effectively create, communicate and enact those values. Rather than values being imposed by a single dominant internal actor, we show that they can be diffused by internal stakeholders at different hierarchical levels. We find that the internalisation of organisational values helps to form positive perceptions of the values and creates individual behaviours that correspond to those values. While the literature has focused on what dimensions and which stakeholders influence reputation building, we show how micro-cognitive processes build internal reputation from organisational values. 

Abstract:
Problematizing leadership learning facilitation through a trickster archetype: an investigation into power and identity in liminal spaces.

This study uses the archetype of a ‘trickster’ to reflect back on, and hence problematize, the role of the educator/facilitator identity in leadership learning. This is based on the view that a trickster is a permanent resident in liminal spaces and that these liminal spaces play an important role in leadership learning. Our approach was based on the reading of the trickster literature alongside reflective conversations on our own experiences of facilitation of leadership learning, development and education. We suggest that paying attention to the trickster tale draws attention to the romanticization of leadership development and its facilitation as based on a response to crisis that leads to a further enhancement of the leader as a hero. Hence, it also offers ways to problematize leadership learning by uncovering the shadow side of facilitation and underlying power relations. We therefore contribute by showing how, as facilitators, we can use the trickster archetype to think more critically, reflectively and reflexively about our role and practices as educators, in particular, the ethical and power-related issues. In our conclusions, we make recommendations for research, theory and practice and invite other facilitators to share with us their trickster tales.  

Abstract:
The tensions of defining and developing thought leadership within knowledge-intensive firms.

Design/methodology/approach
We review the academic and practitioner literature on thought leadership to provide a rich oversight of how it is defined and can be understood by separating inputs, creation processes and outcomes. We also draw on qualitative data from 12 in-depth interviews with senior leaders of professional service firms.
Purpose
A major part of knowledge management for knowledge-intensive firms such as professional service firms is the increasing focus on thought leadership. Despite being a well-known term, it is poorly defined and analysed in the academic and practitioner literature. As a result, we seek to answer three questions. First, what is thought leadership? Second, what tensions exist when seeking to create thought leadership in knowledge-based organisations? Third, what further research is needed about thought leadership? We call for cross-disciplinary and academic-practitioner approaches to understanding the field of thought leadership.
Findings
Through analysing and building on previous understandings of the concept, we redefine thought leadership as: “Knowledge from a trusted, eminent and authoritative source that is actionable and provides valuable solutions for stakeholders.” We find and explore nine tensions that developing thought leadership creates and propose a framework for understanding how to engage with thought leadership at the industry/macro, organisational/meso and individual/micro levels. We propose a research agenda based on testing propositions derived from new theories to explain thought leadership, including leadership, reducing risk, signaling quality, and managing social networks, as well as examining the suggested ways to resolve different tensions.
Originality/value
We are the first to separate out thought leadership from its inputs, creation processes and outcomes. We show new organisational paradoxes within thought leadership and show how they can play out at different levels of analysis when implementing a thought leadership strategy. This work on thought leadership is set in a relatively under-explored context for knowledge management researchers, namely, knowledge-intensive professional service firms. 

Abstract:
A Daoist perspective on leadership: reputation-building in Chinese SMEs.

Purpose
This article examines the influence of Daoist nothingness on leadership in growing Chinese SMEs. Daoism is based on a ‘letting-go’ approach through maintaining inherent openness, which challenges goal-oriented and hierarchical approaches typical of Western and Confucian leadership theories. This facilitates the cross-fertilization of ideas related to the effective management of smaller firms.
Design/methodology/approach
This study focuses on SME leaders in a group of twelve growing SMEs in the Shanghai logistics industry in China. Narrative and semi-structured interviews explored emerging aspects beyond the established model of leadership associated with reputation-building. This led to in-depth, thick descriptions, broadening our understanding of leadership and reputation building.
Findings
SME leaders follow nothingness by continuously adopting a letting-go approach which spontaneously fosters reputation-building. By maintaining inherent openness, nothingness functions as an enabling principle that mobilises multi-beings leading to reputation-building in unintended ways.
Research limitations/implications
A greater plurality of empirical and methodological contexts in Western and non-Western countries helps to understand the dynamics and intersection of Daoist nothingness, leadership and reputation-building.
Practical implications
SME leaders recounted how they discursively practised nothingness for extended periods in their everyday practice. The study shows the significance of nothingness for SME leaders who aspire to grow their businesses by reputation-building among salient stakeholders.
Social implications
Daoist nothingness provides insights into the distinctive approach of Chinese SME leaders and their relationships with local and distant stakeholders. By engaging in active non-action they relax pre-determined intentions and immerse themselves in the process of leading, where the intrinsic connections between goals and processes are automatically animated. Such an approach differs from the top-down and goal-oriented approach to leadership adopted in many western SMEs.
Originality/value
This paper makes two theoretical contributions. First, it indicates the powerful influence of Daoist nothingness on leadership by drawing on the broader context of entrepreneurship in Chinese SMEs. Second, it enriches existing concepts such as reputation by endowment and reputation borrowing by demonstrating how Daoist nothingness silently fosters both local reputation and generalized reputation. 

Abstract:
Abrupt decline in tropospheric nitrogen dioxide over China after the outbreak of COVID-19.

China’s policy interventions to reduce the spread of the coronavirus disease 2019 have environmental and economic impacts. Tropospheric nitrogen dioxide indicates economic activities, as nitrogen dioxide is primarily emitted from fossil fuel consumption. Satellite measurements show a 48% drop in tropospheric nitrogen dioxide vertical column densities from the 20 days averaged before the 2020 Lunar New Year to the 20 days averaged after. This is 21% ± 5% larger than that from 2015–2019. We relate this reduction to two of the government’s actions: the announcement of the first report in each province and the date of a province’s lockdown. Both actions are associated with nearly the same magnitude of reductions. Our analysis offers insights into the unintended environmental and economic consequences through reduced economic activities. 

Abstract:
Differences in personality and the sharing of managerial tacit knowledge: an empirical analysis of public sector managers in Malaysia.

Purpose
This study aims to identify differences in knowledge-sharing mechanisms and personality among expert, typical and novice managers within the Malaysian Public Sector. Strengthening the knowledge sharing function is essential for enabling public institutions around the world to be more productive.
Design/methodology/approach
This quantitative study involves 308 employees from management and professional groups within 98 local authorities in the Malaysian Local Government. Stratified random sampling techniques were used and the sampling frame comprised 1000 staff using postal surveys. Data analyses were carried out using Analysis of Variance (ANOVA) and correlations in order to test the research hypotheses.
Findings
The findings reveal that expert managers are more proactive in sharing their knowledge, particularly those with the personality traits of conscientiousness and openness. These two personality traits were also related to expert behaviours such as thoroughness, responsibility and persistence, which led to work competency and managerial success.
Originality/value
This study provides theoretical insights into how managerial tacit knowledge differs and can accumulate, depending on the personality traits of middle managers. The paper shows the different mechanisms of knowledge sharing, tacit knowledge and personality among expert, typical and novice managers. Practically, this study is important for guiding senior managers in their attempts to identify the most appropriate personalities of their middle managers. This study found that the expert group was higher in conscientiousness, openness and overall personality traits compared with the typical and novice groups. The paper also highlights the value of sharing managerial tacit knowledge effectively. 

Abstract:
Servant leadership: a meta-analytic examination of incremental contribution, moderation, and mediation.

Research suggests that when leaders, as servant leaders, focus on their followers’ needs, this can have a positive effect on organizational functioning. Yet results are inconsistent in establishing the strength of the relationships, limiting understanding of the theoretical impact and practical reach of the servant leadership (SL) construct. Using a quantitative meta-analysis based on 130 independent studies, the current research provides evidence that SL has incremental predictive validity over transformational, authentic, and ethical leadership. Further, the link between SL and a range of individual- and team-level behavioural outcomes can be partially explained by trust in the leader, procedural justice, and leader–member exchange. The paper also explores moderators to better establish SL's criterion-related validity and to clarify the magnitude of effects across boundary conditions, such as research design, national culture, and industry. Practitioner points: Servant leadership has predictive validity over other leadership approaches, and therefore, organizations would benefit by developing their current leaders into SLs. Organizations should aim to select SLs into influential positions: Training programmes and selection profiles and processes would need to be aligned and developed to capture attitudes and behaviours associated with SL inside and outside the organization. Servant leaderships should seek to create a culture that positively promotes the development of trust, fairness, and high-quality leader–follower relationships, as these conditions collectively enable the effects of SL to be transmitted onto desirable follower outcomes. 

Abstract:
Tough and kind leadership among the Konyaks of Nagaland.

Design/methodology/approach
For centuries, the villages of the principal Konyak kingdoms in Nagaland raided each other to take the heads of men, women and children in ritualised hostilities. Originally to bring fertility and good harvests, this practice evolved almost exclusively into an expression of power and success. One of the authors spent three weeks in January 2020 living in a Konyak village learning about leadership from the last surviving face-tattooed warriors, once successful headhunters.
Purpose
The paper looks at the practices within the principal Konyak kingdoms in Nagaland, and how leaders in other cultural contexts can learn from reconciling tough and kind forms of leadership.
Findings
We found a servant leadership culture based on kindness and collaboration, in some ways at odds with the brutal tradition associated with their society. Framing this compassionate leader and follower relationship is the concept of matkapu, or standing for the truth of things.
Practical implications
We explore whether contemporary organisations looking to sustain operational excellence and wellbeing, and often seeking to balance the needs of different stakeholders, can learn from the Konyaks based on centuries of continual conflict and volatility. 

Abstract:
Beyond relationship quality: the role of leader–member exchange importance in leader–follower dyads.

In this paper, we introduce a novel construct, leader–member exchange (LMX) importance, which we position as a meta-perception indicating whether followers view their LMX relationship as personally important or valuable to them. Based on social exchange theory, we examine the extent to which the obligation followers feel towards their leader depends jointly on the quality and the importance of the LMX relationship. We examine how LMX importance influences the process through which LMX quality affects employees’ level of organizational citizenship behaviour (OCB) by focusing on felt obligation (a measure of followers’ reciprocity obligation in the social exchange process) as a mediating variable. Across two studies, we found that high levels of both LMX quality and LMX importance interacted to engender a greater feeling of obligation in followers to repay the perceived favourable exchanges with their leader. Felt obligation predicted leader-rated OCB, demonstrating support for our hypothesized moderated mediation model. However, psychological empowerment, when included alongside felt obligation (in Study 2), did not mediate the LMX-OCB relationship. Overall, our findings extend the focus of LMX theory beyond the confines of LMX quality to incorporate the importance of the LMX relationship. Practitioner points: Leaders should be aware that followers vary in the extent to which they perceive the leader–follower relationship to be personally important. As such, they may decide to invest heavily in helping followers understand that the relationship is instrumental for their success at work. Leaders should invest not only in trying to build positive relationships, but also in establishing the importance of these relationships. Doing so will maximize the benefits of developing a high-quality relationship. Followers appear to be more willing to reciprocate when they perceive a high-quality relationship with the leader and one when they perceive the relationship to be important. Thus, managers should be aware that the norm of reciprocity may vary depending on how important followers perceive the relationship to be and leaders may need to find other ways to motivate employees who do not see the relationship as important. When followers do not see the leader–follower relationship as important, managers should avoid trying to engage in reciprocity contingent influence tactics and/or try to change followers’ perceptions of the importance of the relationship. 

Abstract:
Bringing the ugly back: a dialogic exploration of ethics in leadership through an ethno-narrative re-reading of the Enron case.

In this article, we adopt a dialogic approach to examining narratives on ethics in leadership. We do this through an ethno-narrative re-reading of writing on the Enron case informed by Bakhtin’s ideas on dialogue. Employing concepts such as beautyism, aesthetic craving and recent writing around disgust and abjection in organizations helps us to develop a deeper relational interpretation of written accounts of leadership and ethics in organizations. We identify two underlying and interrelated social tensions exemplified in existing narratives on this popular example of ‘unethical’ leadership practice. Both tensions, we conclude, are linked to denigrating the ugly in favour of the beautiful, and we have labelled them ‘suppressing the ugly’ and a fetish for ‘looking good’. We go on to suggest that these two tensions then combine in the stories about this case to ultimately beautify a toxic masculinized persona. We suggest therefore that our dialogic perspective on ethical leadership narratives helps to uncover how accounts about Enron are developed through an intricate interplay between seeking to ‘look good’ and the suppression of moral judgment by leaders of the organization. 

Abstract:
Leader-Member Exchange (LMX) Ambivalence and Task Performance: the Cross-Domain Buffering Role of Social Support.

Leader-member exchange (LMX) theory proposes that leaders develop different quality relationships with those they manage and this is predictive of work performance. While LMX quality has been viewed as univalent (ranging from low to high quality), this paper proposes that it can also be bivalent in nature (i.e. coexisting positive and negative thoughts towards the relationship), which we refer to as LMX ambivalence. A survey measure of LMX ambivalence is developed, and through three validation and two main studies, it is shown to have construct, discriminant, and incremental predictive validity beyond that of LMX quality. Hypotheses concerning LMX ambivalence and task performance are tested in two main studies and show that (1) LMX ambivalence is negatively related to performance regardless of LMX quality, (2) high levels of perceived support from the organization (Study 1) or coworkers (Study 2) nullify the negative association between LMX ambivalence and performance, and (3) high LMX ambivalence leads to more negative affect and in turn lower task performance, but only when coworker support is low (Study 2). These results show the importance of viewing LMX quality not only in terms of its absolute level (low vs. high quality) but also as a bivalent construct where both positive and negative cognitions can coexist. They also demonstrate the value of social support in buffering the negative effects of LMX ambivalence. Furthermore, our findings extend a central tenet of LMX theory by implying that LMX quality varies not only within groups (i.e. LMX differentiation) but also within leader-follower dyads. 

Abstract:
Leader–member exchange social comparisons and follower outcomes: the roles of felt obligation and psychological entitlement.

In the current study, we aimed to extend the understanding of how and when leader–member exchange social comparison (LMXSC) influences followers’ work behaviour. Based on social exchange theory, we argue that felt obligation to one's leader is a mediator of the relationship between LMXSC and follower outcomes. Further, we posit that the relationship between LMXSC and felt obligation will occur over and above overall LMX quality. We also investigate whether the effect of LMXSC is not consistent across employees but influenced by their level of psychological entitlement (PE). We found evidence that LMXSC was associated with followers’ organizational commitment in Study 1 (using data collected in two phases from 188 employees) and both organizational commitment and job performance in Study 2 (based on data collected in two phases from 300 employees and their 34 supervisors) via felt obligation towards the leader. In both studies, we found this relationship was significant while controlling for LMX quality, suggesting that perceptions of relative LMX standing are more influential than overall LMX quality. Moreover, high levels of PE reduced employees’ feelings of obligation to reciprocate positive treatment and the extent to which they exhibit higher levels of organizational commitment and job performance. Our findings show that individual differences play a significant role in determining the outcomes of exchange relationships. Practitioner points: Followers do not evaluate their Leader–member exchange (LMX) relationship in isolation from their co-workers, and social comparisons in this context have powerful effects on followers. If leaders want to motivate their followers, treating each follower in the same way and avoiding differentiation may be ineffective. Followers appear to be more willing to reciprocate when they perceive a better LMX relationship with the leader than their co-workers’ LMX relationship with the leader. Managers should be cognizant that followers with varying levels of psychological entitlement may respond differently to LMX relationships. As such, managers could decide to invest more heavily in building strong relationships with followers low in psychological entitlement, as these followers are likely to respond more positively to favourable treatment by the leader. Managers should be aware that the norm of reciprocity might not apply to the same extent when employees are high in psychological entitlement; and thus, other influence tactics may be required to get the most out of these employees. Managers should set clear guidelines and expectations on followers early in the employment relationship. When entitled employees are made fully aware of the relationship expectations, they may be more prepared to meet them. 

Abstract:
Assessing Research Collaboration through Co-authorship. Network Analysis.

Interdisciplinary research collaboration is needed to perform transformative science and accelerate innovation. The Science of Team Science strives to investigate, evaluate, and foster team science, including institutional policies that may promote or hinder collaborative interdisciplinary research and the resources and infrastructure needed to promote team science within and across institutions. Social network analysis (SNA) has emerged as a useful method to measure interdisciplinary science through the evaluation of several types of collaboration networks, including co-authorship networks. Likewise, research administrators are responsible for conducting rigorous evaluation of policies and initiatives. Within this paper, we present a case study using SNA to evaluate interprogrammatic collaboration (evidenced by co-authoring scientific papers) from 2007-2014 among scientists who are members of four formal research programs at an NCI-designated Cancer Center, the Markey Cancer Center (MCC) at the University of Kentucky. We evaluate change in network descriptives over time and implement separable temporal exponential-family random graph models (STERGMs) to estimate the effect of author and network variables on the tendency to form a co-authorship tie. We measure the diversity of the articles published over time (Blau's Index) to understand whether the changes in the co-authorship network are reflected in the diversity of articles published by research members. Over the 8-year period, we found increased inter-programmatic collaboration among research members as evidenced by co-authorship of published scientific papers. Over time, MCC Members collaborated more with others outside of their research program and outside their initial dense co-authorship groups, however tie formation continues to be driven by co-authoring with individuals of the same research program and academic department. Papers increased in diversity over time on all measures with the exception of author gender. This inter-programmatic research was fostered by policy changes in cancer center administration encouraging interdisciplinary research through both informal (e.g. annual retreats, seminar series) and formal (e.g. requiring investigators from more than two research programs on applications for pilot funding) means. Within this cancer center, interdisciplinary co-authorship increased over time as policies encouraging this collaboration were implemented. Yet, there is room for improvement in creating more interdisciplinary and diverse ties between research program members. 

Abstract:
Do voters get it right? a test of the ascription-actuality trait theory of leadership with political elites.

Are the traits preferred by voters also associated with success in political office? Drawing on the ascription-actuality trait theory of leadership the present study examines whether traits ascribed to politicians predict leadership outcomes differently to the actual traits they possess. We collected self-ratings of politicians’ personality (N = 138) using the NEO-PI-R (actual traits) and observer ratings of politicians’ facial appearance (ascribed traits) to examine their relationship with (a) leadership emergence, measured using share of vote in election, and (b) in-role leadership effectiveness, rated anonymously by political and local authority colleagues. Facial appearance predicted leadership emergence but not effectiveness. Personality had a more nuanced relationship with leadership outcomes. Conscientiousness predicted effectiveness but not emergence, and Agreeableness revealed a trait paradox, positively predicting emergence and negatively predicting effectiveness. These findings suggest a need to understand the contested nature of political leadership and qualities required for different aspects of political roles. 

Abstract:
High stakes: a little more cheating, a lot less charity.

© 2018 Elsevier B.V. We explore the downstream consequences of cheating–and resisting the temptation to cheat–at high stakes on pro-social behaviour and self-perceptions. In a large online sample, we replicate the seminal finding that cheating rates are largely insensitive to stake size, even at a 500-fold increase. We present two new findings. First, resisting the temptation to cheat at high stakes led to negative moral spill-over, triggering a moral license: participants who resisted cheating in the high stakes condition subsequently donated a smaller fraction of their earnings to charity. Second, participants who cheated maximally mispredicted their perceived morality: although such participants thought they were less prone to feeling immoral if they cheated, they ended up feeling more immoral a day after the cheating task than immediately afterwards. We discuss the theoretical implications of our findings on moral balancing and self-deception, and the practical relevance for organisational design. 

Abstract:
Millionaire investors: financial advisors, attribution theory and gender differences.

To date little attention has been paid to how social cognitive bias can influence how financial advisors interpret and respond to the needs of millionaire investors, and if this varies depending on the gender of the investor. This research investigates whether experienced professional financial advisors who work with millionaire investors make different attributions for the control and knowledge that investors have of their investments, and if they make different investment portfolio recommendations to equivalent male and female investors. Using methodology novel to finance, this vignette-based study that controls for gender finds evidence that professional financial advisors judge millionaire female investors to have less control over their investment portfolios relative to men. Empirical results also show that female advisors judge women to be less knowledgeable about investments than men. Despite such perceptual differences, advisors recommend equally risky portfolios to male and female investors. These results have implications for wealth management institutions and the monitoring of financial advisors for millionaire individuals. 

Abstract:
The Contribution of Religiosity to Ideology: Empirical Evidences from Five Continents.

The current study examines the extent to which religiosity account for ideological orientations in 16 countries from five continents (Australia, Brazil, Chile, Germany, Greece, Finland, Israel, Italy, Japan, Poland, Slovakia, Spain, Turkey, Ukraine, the United Kingdom, and the United States). Results showed that religiosity was consistently related to right and conservative ideologies in all countries, except Australia. This relation held across different religions, and did not vary across participant’s demographic conditions (i.e. gender, age, income, and education). After controlling for basic personal values, the contribution of religiosity on ideology was still significant. However, the effect was substantial only in countries where religion has played a prominent role in the public sphere, such as Spain, Poland, Greece, Italy, Slovakia, and Turkey. In the other countries, the unique contribution of religiosity was marginal or small. 

Abstract:
An Interactive, Mobile-Based Tool for Personal Social Network Data Collection and Visualization Among a Geographically Isolated and Socioeconomically Disadvantaged Population: Early-Stage Feasibility Study with Qualitative User Feedback.

BACKGROUND: Personal social networks have a profound impact on our health, yet collecting personal network data for use in health communication, behavior change, or translation and dissemination interventions has proved challenging. Recent advances in social network data collection software have reduced the burden of network studies on researchers and respondents alike, yet little testing has occurred to discover whether these methods are: (1) acceptable to a variety of target populations, including those who may have limited experience with technology or limited literacy; and (2) practical in the field, specifically in areas that are geographically and technologically disconnected, such as rural Appalachian Kentucky. OBJECTIVE: We explored the early-stage feasibility (Acceptability, Demand, Implementation, and Practicality) of using innovative, interactive, tablet-based network data collection and visualization software (OpenEddi) in field collection of personal network data in Appalachian Kentucky. METHODS: a total of 168 rural Appalachian women who had previously participated in a study on the use of a self-collected vaginal swab (SCVS) for human papillomavirus testing were recruited by community-based nurse interviewers between September 2013 and August 2014. Participants completed egocentric network surveys via OpenEddi, which captured social and communication network influences on participation in, and recruitment to, the SCVS study. After study completion, we conducted a qualitative group interview with four nurse interviewers and two participants in the network study. Using this qualitative data, and quantitative data from the network study, we applied guidelines from Bowen et al to assess feasibility in four areas of early-stage development of OpenEddi: Acceptability, Demand, Implementation, and Practicality. Basic descriptive network statistics (size, edges, density) were analyzed using RStudio. RESULTS: OpenEddi was perceived as fun, novel, and superior to other data collection methods or tools. Respondents enjoyed the social network survey component, and visualizing social networks produced thoughtful responses from participants about leveraging or changing network content and structure for specific health-promoting purposes. Areas for improved literacy and functionality of the tool were identified. However, technical issues led to substantial (50%) data loss, limiting the success of its implementation from a researcher's perspective, and hindering practicality in the field. CONCLUSIONS: OpenEddi is a promising data collection tool for use in geographically isolated and socioeconomically disadvantaged populations. Future development will mitigate technical problems, improve usability and literacy, and test new methods of data collection. These changes will support goals for use of this tool in the delivery of network-based health communication and social support interventions to socioeconomically disadvantaged populations. 

Abstract:
Basic Values, Ideological Self-Placement, and Voting: a Cross-Cultural Study.

The current study examines the contribution of left–right (or liberal–conservative) ideology to voting, as well as the extent to which basic values account for ideological orientation. Analyses were conducted in 16 countries from five continents (Europe, North America, South America, Asia, and Oceania), most of which have been neglected by previous studies. Results showed that left–right (or liberal–conservative) ideology predicted voting in all countries except Ukraine. Basic values exerted a considerable effect in predicting ideology in most countries, especially in established democracies such as Australia, Finland, Italy, United Kingdom, and Germany. Pattern of relations with the whole set of 10 values revealed that the critical trade-off underlying ideology is between values concerned with tolerance and protection for the welfare of all people (universalism) versus values concerned with preserving the social order and status quo (security). A noteworthy exception was found in European postcommunist countries, where relations of values with ideology were small (Poland) or near to zero (Ukraine, Slovakia). 

Abstract:
Culture and Testing Practices: is the World Flat?.

There has been much speculation regarding the influence of cultural norms on the acceptance and use of personnel selection testing. This study examined the cross-level direct effects of four societal cultural variables (performance orientation, future orientation, uncertainty avoidance, and tightness–looseness) on selection practices of organisations in 23 countries. A total of 1,153 HR professionals responded to a survey regarding testing practices in hiring contexts. Overall, little evidence of a connection between cultural practices and selection practices emerged. Implications of these findings for personnel selection and cross-cultural research as well as directions for future work in this area are described. 

Abstract:
Empowering leadership: a meta-analytic examination of incremental contribution, mediation, and moderation.

The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta-analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research. 

Abstract:
Individual-level Foci of Identification at Work: a Systematic Review of the Literature.

© 2017 British Academy of Management and John Wiley. &. Sons Ltd This paper presents a systematic literature review of individual-level targets (or foci) of identification, that is, the bases by which one derives a sense of self as a unique being in the context of work. We reviewed 253 articles from over 30 top management journals between 2005 and 2016. In examining foci types, definitions, underpinning theoretical and philosophical assumptions, we catalogue nine categories of individual-level identification foci (manager, leader, follower, team, organization, occupation-specific, professional, career and work), finding a dominance of functionalist meta-theoretical orientations (comprising over half the sample, with interpretivist approaches comprising about a third of studies). Further, we enhance construct clarity in the field; we identify conceptual challenges with extant definitions of key foci, and offer integrative definitions by specifying scope conditions for each identity focus and semantic relationships between various identity foci. We contextualize our discussion of construct clarity to different research orientations in the field and offer possibilities for theoretical developments therein. Third, we offer an integrative framework for positioning work in the field by scope of interest (identity content or context) and identity construction assumptions (stable or evolving), suggesting directions for future research. 

Abstract:
On the Attitudinal Consequences of Being Mindful: Links Between Mindfulness and Attitudinal Ambivalence.

A series of studies examined whether mindfulness is associated with the experience of attitudinal ambivalence. Studies 1A and 1B found that mindful individuals expressed greater comfort holding ambivalent views and reported feeling ambivalent less often. More mindful individuals also responded more positively to feelings of uncertainty (as assessed in Study 1B). Study 2 replicated these effects and demonstrated that mindful individuals had lower objective and subjective ambivalence across a range of attitude objects but did not differ in attitude valence, extremity, positivity/negativity, strength, or the need to evaluate. Study 3 showed that the link between greater ambivalence and negative affect was buffered by mindfulness, such that there was no link between the amount of ambivalence and negative affect among more mindful individuals. The results are discussed with respect to the benefits of mindfulness in relation to ambivalence and affect. 

Abstract:
Preventing Rater Biases in 360-Degree Feedback by Forcing Choice.

We examined the effects of response biases on 360-degree feedback using a large sample (N = 4,675) of organizational appraisal data. Sixteen competencies were assessed by peers, bosses, and subordinates of 922 managers as well as self-assessed using the Inventory of Management Competencies (IMC) administered in two formats—Likert scale and multidimensional forced choice. Likert ratings were subject to strong response biases, making even theoretically unrelated competencies correlate highly. Modeling a latent common method factor, which represented nonuniform distortions similar to those of “ideal-employee” factor in both self- and other assessments, improved validity of competency scores as evidenced by meaningful second-order factor structures, better interrater agreement, and better convergent correlations with an external personality measure. Forced-choice rankings modeled with Thurstonian item response theory (IRT) yielded as good construct and convergent validities as the bias-controlled Likert ratings and slightly better rater agreement. We suggest that the mechanism for these enhancements is finer differentiation between behaviors in comparative judgements and advocate the operational use of the multidimensional forced-choice response format as an effective bias prevention method. 

Abstract:
Registered Replication Report: Rand, Greene, and Nowak (2012).

in an anonymous 4-person economic game, participants contributed more money to a common project (i.e. cooperated) when required to decide quickly than when forced to delay their decision (Rand, Greene & Nowak, 2012), a pattern consistent with the social heuristics hypothesis proposed by Rand and colleagues. The results of studies using time pressure have been mixed, with some replication attempts observing similar patterns (e.g. Rand et al. 2014) and others observing null effects (e.g. Tinghög et al. 2013; Verkoeijen & Bouwmeester, 2014). This Registered Replication Report (RRR) assessed the size and variability of the effect of time pressure on cooperative decisions by combining 21 separate, preregistered replications of the critical conditions from Study 7 of the original article (Rand et al. 2012). The primary planned analysis used data from all participants who were randomly assigned to conditions and who met the protocol inclusion criteria (an intent-to-treat approach that included the 65.9% of participants in the time-pressure condition and 7.5% in the forced-delay condition who did not adhere to the time constraints), and we observed a difference in contributions of −0.37 percentage points compared with an 8.6 percentage point difference calculated from the original data. Analyzing the data as the original article did, including data only for participants who complied with the time constraints, the RRR observed a 10.37 percentage point difference in contributions compared with a 15.31 percentage point difference in the original study. In combination, the results of the intent-to-treat analysis and the compliant-only analysis are consistent with the presence of selection biases and the absence of a causal effect of time pressure on cooperation.  

Abstract:
The Association between Work-Related Rumination and Heart Rate Variability: a Field Study.

The objective of this study was to examine the association between perseverative cognition in the form of work-related rumination, and heart rate variability (HRV). We tested the hypothesis that high ruminators would show lower vagally mediated HRV relative to low ruminators during their leisure time. Individuals were classified as being low (n = 17) or high ruminators (n = 19), using the affective scale on the work-related rumination measure. HRV was assessed using a wrist sensor band (Microsoft Band 2). HRV was sampled between 8 pm and 10 pm over three workday evenings (Monday to Wednesday) while individuals carried out their normal evening routines. Compared to the low ruminators, high affective ruminators demonstrated lower HRV in the form of root mean square successive differences (RMSSDs), relative to the low ruminators, indicating lower parasympathetic activity. There was no significant difference in heart rate, or activity levels between the two groups during the recording periods. The current findings of this study may have implications for the design and delivery of interventions to help individuals unwind post work and to manage stress more effectively. Limitations and implications for future research are discussed. 

Abstract:
The relationship between universal network perceptions and dyadic network perceptions and their effect on employees’ behavioral reactions to organizational change.

Purpose: the purpose of this paper is to examine empirically the relationships formed between the universal network quality perceptions and the dyadic network quality perceptions that an individual formulate through social ties at work and their effect on behavioral reaction toward organizational change. Design/methodology/approach: the data were collected from 91 full-time hotel employees through a self-report survey. Using regression models and mediation method three hypotheses referring to the relationship between the universal and the dyadic perceptions as well as the indirect effect of the dyadic network perception on behavioral reactions to change, through universal network perceptions, are tested. Findings: the results show that universal network perception has a positive association with an individual’s behavior toward change, while the authors’ dyadic network perception hypothesis is not supported. Additional results highlight the indirect effect of dyadic network perception on behavioral reactions to change through universal network perceptions. Research limitations/implications: Owing to the nature of the study, the inferences of causality might not be that strong as the authors’ findings are limited to the fact that the outcome variable is the behavioral intention toward a hypothetical organizational change rather than an actual change. Practical implications: Although both types of perceptions are needed in affecting behavioral intentions, the universal network perceptions are the ones that need to be considered as indicators of the need for proactive non-conventional management planning with regard to the human element of change management. Originality/value: the principal contribution of this study is that it brings greater clarity to how tie quality perceptions are constructed and their impact on employees’ behavior toward organizational change. 

Abstract:
Voluntary Work-related Technology Use during Non-work Time: a Narrative Synthesis of Empirical Research and Research Agenda.

© 2017 British Academy of Management and John Wiley. &. Sons Ltd. The Internet and mobilization of information and communication technologies (ICTs) have made non-manual work increasingly portable and remotely accessible. As a result, a considerable number of employees use their ICTs to engage in work-related tasks during designated non-work time, even without contractual obligation. However, existing research on such voluntary work-related ICT use remains fragmented and spread across disciplines. The authors conducted a narrative review of 56 studies to identify themes in existing research, synthesize the evidence base and identify gaps in understanding. They identify five themes: (1) Social-normative organizational context, (2) Job-related characteristics and work processes, (3) Person characteristics, (4) Designated non-work time and well-being, and (5) Empowerment/Enslavement Paradox. A conceptual model of voluntary ICT use is developed by integrating the identified themes with existing organizational research, outlining the relationships between the identified themes and voluntary ICT use. The discussion emphasizes the need for more conceptual clarity on voluntary ICT use and related constructs, and for the integration of different disciplines and methodological approaches to advance knowledge in the field. The authors further identify person-centred research as a critical future avenue to explore different ICT user types. Additionally, more research into the mechanisms and moderating influences regarding voluntary ICT use and its outcomes is considered advisable to advance knowledge on the Empowerment/Enslavement Paradox and its potential resolution. The paper concludes with preliminary implications to inform practice, addressing the need for employers to provide control over voluntary ICT use and employees enacting this control. 

Abstract:
Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals.

Drawing on psychology-derived theories and methods, a questionnaire survey compared principal kinds of work orientation, job content and mental well-being between self-employed and organisationally employed professional workers. Self-employment was found to be particularly associated with energised well-being in the form of job engagement. The presence in self-employment of greater challenge, such as an enhanced requirement for personal innovation, accounted statistically for self-employed professionals’ greater job engagement, and self-employed professionals more strongly valued personal challenge than did professionals employed in an organisation. However, no between-role differences occurred in respect of supportive job features such as having a comfortable workplace. Differences in well-being, job content and work orientations were found primarily in comparison between self-employees and organisational non-managers. The study emphasises the need to distinguish conceptually and empirically between different forms of work orientation, job content and well-being, and points to the value of incorporating psychological thinking in some sociological research.  

Abstract:
Board Gender Quotas: Exploring Ethical Tensions from a Multi-Theoretical Perspective.

ABSTRACT:Despite 40 years of equal opportunities policies and more than two decades of government and organization initiatives aimed at helping women reach the upper echelons of the corporate world, women are seriously underrepresented on corporate boards. Recently, fifteen countries sought to redress this imbalance by introducing gender quotas for board representation. The introduction of board gender quota legislation creates ethical tensions and dilemmas which we categorize in terms of motivations, legitimacy, and outcomes. We investigate these tensions through four overarching theoretical perspectives: institutional, stakeholder, social identity, and social capital. We outline a future research agenda based on how these tensions offer greater focus to research on quotas and more broadly to ethics and diversity in organizations in terms of theory, anticipated ethical tensions, data, and methodology. In sum, our review seeks to synthesize existing multidisciplinary research and stimulate future enquiry on this expanding set of legislation. 

Abstract:
Boundary Objects, Power and Learning:. The matter of developing sustainable practice in organisations.

This article develops an understanding of the agential role of boundary objects in generating and politicizing learning in organizations, as it emerges from the entangled actions of humans and non-humans. We offer two empirical vignettes in which middle managers seek to develop more sustainable ways of working. Informed by Foucault’s writing on power, our work highlights how power relations enable and foreclose the affordances, or possibilities for action, associated with boundary objects. Our data demonstrate how this impacts the learning that emerges as boundary objects are configured and unraveled over time. In so doing, we illustrate how boundary objects are not fixed entities, but are mutable, relational, and politicized in nature. Connecting boundary objects to affordances within a Foucauldian perspective on power offers a more nuanced understanding of how ‘the material’ plays an agential role in consolidating and disrupting understandings in the accomplishment of learning. 

Abstract:
Layers of Diagnosis for Planned Relational Change in Organizations.

Planned change innately involves shifting relationships and patterns of interaction. Social network analysis can make these patterns visible and so help target interventions. Yeta great deal of conscious and unconscious interpersonal dynamics that should also be considered exist beneath the surface of such patterns. This in-depth case study illustrates how clinical and network approaches to diagnosis can reveal different change interventions. Three principles for combining clinical and social network techniques are identified. First, in addition to viewing structure as constraining action, networks should be considered as symptoms of deeper organizational issues. Second, networks should be understood normatively in terms of rational task requirements but also in terms of other, less observable (and possibly irrational) needs of organization members. Finally, analysts and change agents are best served by developing relationships of trust when applying social network analysis and interpreting patterns in ways meaningful to those being assessed.  

Abstract:
A comparison of the psychometric properties of the forced choice and likert scale versions of a personality instrument.

The present research investigated if an item response theory (IRT)-scored forced-choice personality questionnaire has the same normative data structures as a similar version that uses a 5-point Likert scale instead. The study was conducted using a sample of 349 training delegates who completed both an IRT-scored forced-choice and a normative single-stimulus version of the questionnaire. Results largely supported the scaling properties, measurement precision, and equivalence of the data structures of the two scoring methods. 

Abstract:
Creativity is collective.

Psychologists and other commentators have always treated creativity as the ultimate expression of human individuality. However, to fully understand creativity we need to look beyond the individual:. Groups and social context give creativity both form and force. 

Abstract:
Developing strong and diverse political leaders.

In 1882 Robert Louis Stevenson commented that 'Politics is perhaps the only profession for which no preparation is deemed necessary', and today it seems that his comments still hold. Despite a wealth of understanding in work psychology about how to train and support people in work roles, very few efforts have been made to apply this knowledge to political work. Can we explain this lack of support and development for new and existing politicians? and could such provision be potentially problematic precisely because it challenges many of our taken-forgranted assumptions about the nature of work and learning?. 

Abstract:
Exploring a One Planet Mindset and its Relevance in a Transition to a Sustainable Economy.

Exeter’s One Planet MBA (OP MBA), co-founded and delivered with WWF International, is helping develop a new generation of business leaders, integrating sustainability thinking across its business education curriculum, and fostering a “One Planet Mindset”. But what is a One Planet Mindset? and what is its significance in a transition to a sustainable economy? This paper draws on the sustainability and management literature, and explorations with students to offer some preliminary reflections on these questions. It makes the case that a One Planet Mindset aggregates knowledge, values and skills which help deliver positive outcomes for people, planet and prosperity. It engages a new metaphor of nature as a living planet – one that recognizes that the health of the economy is rooted in, and not independent of, living planetary systems. Such a mindset provides a powerful lever for transforming, self, business and society in the contested transition to a sustainable economy. 

Abstract:
Job features, job values, and affective strength.

Job values and job characteristics are widely assumed to interact with each other, in that job-holders’ preferences are thought to moderate associations of job content with well-being. However, an examination of previous research revealed considerable between-feature inconsistency in findings about moderation, and a new contingency variable was introduced to account for that inconsistency. This construct, labelled “affective strength”, was defined and investigated through the spread of a feature’s desirability in a studied sample. A three-sample examination of feature-by-value interactions across a broad set of job features confirmed that moderation by job values is often weak and that patterns vary between features. As predicted, associations between job characteristics and well-being were found to be significantly more influenced by worker preference when those characteristics were of lower affective strength—having greater variance in desirability. Models of job design need to incorporate worker preferences but also the varying influence of those preferences—in effect, through a second-order interaction. 

Abstract:
Managing exploration and exploitation paradoxes in creative organisations.

Purpose – the purpose of this paper is to address the paradox that individuals face in seeking to both generate new ideas and be committed to delivering standardised processes in a creative industry. The authors explore this tension in order to better understand how synergistic benefits are reaped at the intersection of these competing demands. Design/methodology/approach – the paper adopts a longitudinal case study approach inside a global media organisation in the creative industries sector. Data derived from participant observations, manager interviews, administered survey instruments, and archival documentation. Findings – the authors find that creative organisations experience explore/exploit paradoxes which are nested at three levels: knowledge, learning and motivation. Further, the authors find that managers are able to respond to competing tensions through organisational processes that allow differentiation/ integration simultaneously. These management responses are supported and sustained by both structural and contextual organisational forms. Originality/value – First, the authors provide a clearer theoretical explanation of paradox in creative organisations by accounting for competing demands to explore and exploit through nested tensions. Second, the authors extend the understanding of management responses to these paradox by showing how managers balance both demands simultaneously rather than cumulatively over time, thereby offering insight into how managers behave over time. Third, the authors outline the supporting role of organisational form in sustaining management responses within creative organisations at the same time in order to reap synergistic benefits. 

Abstract:
Personal values and political activism: a cross-national study.

Using data from 28 countries in four continents, the present research addresses the question of how basic values may account for political activism. Study 1 (N = 35,116) analyses data from representative samples in 20 countries that responded to the 21-item version of the Portrait Values Questionnaire (PVQ-21) in the European Social Survey. Study 2 (N = 7,773) analyses data from adult samples in six of the same countries (Finland, Germany, Greece, Israel, Poland, and United Kingdom) and eight other countries (Australia, Brazil, Chile, Italy, Slovakia, Turkey, Ukraine, and United States) that completed the full 40-item PVQ. Across both studies, political activism relates positively to self-transcendence and openness to change values, especially to universalism and autonomy of thought, a subtype of self-direction. Political activism relates negatively to conservation values, especially to conformity and personal security. National differences in the strength of the associations between individual values and political activism are linked to level of democratization. 

Abstract:
Reflections on the labyrinth: Investigating black and minority ethnic leaders’ career experiences.

Black and minority ethnic (BME) employees appear to experience more difficulty reaching senior leadership positions than do their white counterparts. Using Eagly and Carli’s metaphor of the labyrinth, our aim was to give voice to black and minority ethnic managers who have successfully achieved senior management roles, and compare their leadership journeys with those of matched white managers. This article used semi-structured interviews and attribution theory to examine how 20 black and minority ethnic and 20 white senior managers from a UK government department made sense of significant career incidents in their leadership journeys. Template analysis was used to identify facilitators and barriers of career progression from causal explanations of these incidents. Although BME and white managers identified four common themes (visibility, networks, development and line manager support), they differed in how they made sense of formal and informal organizational processes to achieve career progression. The findings are used to theorize about the individual and organizational factors that contribute to the leadership journeys of minority ethnic employees. 

Abstract:
Reputation and talent mobility in the Asia Pacific.

This paper argues that different forms of reputation are important for the attraction and retention of talent. Drawing upon the skilled migration literature as well as examples from national governments, supranational organisations and the mass media, we provide a typology that highlights the intersections between reputation and talent mobility. We provide three important contributions. First, we illustrate that reputation plays a central role in the global competition for talent. Second, we highlight that the reputations of countries affect the attraction and retention of top workers. Third, we show that global talent is not only influenced by country reputation but also produces reputations which manifest at the individual level through the inflow and outflow of talent. These contributions shed new theoretical and practical insights on the importance and impact of reputation for talent mobility. 

Abstract:
Ship-Shape: Materializing Leadership in the British Royal Navy.

In this article I contribute to posthumanist, actor-network influenced theories of leadership, drawing empirically on qualitative data collected at a Royal Navy shore establishment in Great Britain. I demonstrate how a fluid network of hybridized relationships between people and things affords shifting and multiple possibilities for making leadership matter. As configurations of actants evolve these affordances are altered, and the blackboxing processes hiding the material actants co-generating leadership effects are uncovered. A detailed explication of the politicised affordances within actor networks contributes to knowledge about how hybridized relationships co-enable possibilities for action that bring to life, reinforce, and call into question the human-centred, gendered, colonialist web of assumptions and practices through which Royal Naval personnel understand and enact leadership. 

Abstract:
Thriving in Central Network Positions: the Role of Political Skill.

Theory suggests that thriving, the feeling of vitality and experience of learning, is in large part determined by the social environment of employees’ workplace. One important aspect of this social environment is the position of an individual in the communication network. Individuals who are sources of communication for many colleagues often receive benefits because other employees depend heavily on these individuals for information; however, there may also be drawbacks to this dependence. In particular, employees who are central in the communication network may experience more role overload and role ambiguity and, in turn, lower levels of workplace thriving. Individual differences are also likely to explain why some individuals are more likely to thrive. Relying on research that views organizations as political arenas, we identify political skill as an individual difference that is likely to enhance workplace thriving. Using a moderated-mediation analysis, we find support for the indirect cost of communication centrality on workplace thriving through role overload and role ambiguity. Furthermore, we identify both direct and moderating effects of political skill. Specifically, political skill mitigates the extent to which employees experience role ambiguity, but not role overload, associated with their position in the communication network, and these effects carry through to affect thriving. Star employees are often central in communication networks; with this in mind, we discuss the implications of our findings for employees and organizations.  

Abstract:
Basic Personal Values Underlie and Give Coherence to Political Values: a Cross National Study in 15 Countries.

Do the political values of the general public form a coherent system? What might be the source of coherence? We view political values as expressions, in the political domain, of more basic personal values. Basic personal values (e.g. security, achievement, benevolence, hedonism) are organized on a circular continuum that reflects their conflicting and compatible motivations. We theorize that this circular motivational structure also gives coherence to political values. We assess this theorizing with data from 15 countries, using eight core political values (e.g. free enterprise, law and order) and ten basic personal values. We specify the underlying basic values expected to promote or oppose each political value. We offer different hypotheses for the 12 non-communist and three post-communist countries studied, where the political context suggests different meanings of a basic or political value. Correlation and regression analyses support almost all hypotheses. Moreover, basic values account for substantially more variance in political values than age, gender, education, and income. Multidimensional scaling analyses demonstrate graphically how the circular motivational continuum of basic personal values structures relations among core political values. This study strengthens the assumption that individual differences in basic personal values play a critical role in political thought. 

Abstract:
Four-quadrant investigation of job-related affects and behaviours.

Emphasizing differences in activation as well as valence, six studies across a range of situations examined relations between types of job-related core affect and 13 self-reported work behaviours. A theory-based measure of affect was developed, and its four-quadrant structure was found to be supported across studies. Also consistent with hypotheses, high-activation pleasant affect was more strongly correlated with positive behaviours than were low-activation pleasant feelings, and those associations tended to be greatest for discretionary behaviours in contrast to routine task proficiency. Additionally as predicted, unpleasant job-related affects that had low rather than high activation were more strongly linked to the negative work behaviours examined. Theory and practice would benefit from greater differentiation between affects and between behaviours. © 2014 Copyright Taylor and Francis Group, LLC. 

Abstract:
Leadership and branding in business schools: a Bourdieusian analysis.

This paper explores the growth of corporate branding in higher education (HE) and its use by academic and professional managers as a mechanism for not only enhancing institutional reputation but also for facilitating internal culture change. It uses Bourdieu's framework of field, capital and habitus to analyse case studies of branding in two English business schools from the perspectives of academics, management and professional staff and students. The findings reveal a number of tensions and inconsistencies between the experiences of these groups that highlight the contested nature of branding in HE. In an era of rankings, metrics and student fees, it is suggested that branding has become an important means through which HE leaders and managers (re)negotiate the perceived value of different forms of capital and their relative positions within the field. Whilst branding operates at a largely ideological level it has a material effect on the allocation of power and resources within institutions. This is an important development in a sector that has typically privileged scientific capital and contributes towards an understanding of the ways in which leadership is 'distributed' within universities. © 2014 © 2014 HERDSA. 

Abstract:
Managing the Monsters of Doubt: Liminality, Threshold Concepts and Leadership Learning.

In this article we argue that management and business undergraduate students who are engaged in learning about leadership occupy a liminal space or state of between-ness. Drawing on anthropological conceptualizations of liminality in which those undergoing liminal rituals must grapple with symbolic monsters, we point to the experience of doubt and uncertainty as ‘monsters’ with which students must come to terms. We link this to scholarship that characterises dealing with uncertainty as a central element of leadership practice. Drawing on notions of ‘threshold concepts’, we suggest that students experience the monster of doubt as they progress in their learning experience and that there are a number of potential ways students might ‘think like a leadership scholar’. We set out some opportunities for leadership educators to engage students with threshold concepts as they seek to become familiar with ‘doubt’ as central to the study and practice of leadership. Applying a liminality framework to the understanding of threshold concepts helps to identify threshold concepts as crucial to learning, infused with cultural assumptions, and situated within an understanding of the student experience. 

Abstract:
Politician personality, Machiavellianism, and political skill as predictors of performance ratings in political roles.

This study conceptualizes politicians as political workers. It describes a multimethod study with two aims: (1) to determine whether politicians share a latent mental model of performance in political roles and (2) to test hypothesized relationships between politician self-rated characteristics (i.e. extroversion, neuroticism, conscientiousness, Machiavellianism, and political skill) and received performance ratings from political colleagues and officers. Two hundred and thirty-one local politicians provided self-ratings on a political performance questionnaire developed following a role analysis, and standardized measures of personality. One hundred and eighty-five also received performance ratings from colleagues (n = 749) and officers (n = 729). Exploratory and confirmatory factor analyses of self- and received performance ratings revealed five latent factors: Resilience (RS), Politicking, Analytical Skills (AS), Representing People, and Relating to Others. Regression analyses found that neuroticism and conscientiousness contribute to received ratings of RS, and neuroticism contributes to received ratings of AS. © 2013 the British Psychological Society. 

Abstract:
Response Styles and Personality Traits: a Multilevel Analysis.

In two studies, we examined the shared and unique meaning of acquiescent, extreme, midpoint, and socially desirable responding in association with the Occupational Personality Questionnaire (OPQ32), a forced-choice format personality measure designed to be less affected by these response styles, compared with personality inventories with Likert-type scales. Country-level response style indexes were derived from six waves of the International Social Survey Programme and from a meta-analysis of a social desirability scale. In the country-level correlational analysis, the four response styles formed a general response style (GRS) factor which was positively associated with (a) dominance (vs. submission) in interpersonal relationships, (b) competitive (vs. modest and democratic) feelings and emotions, and (c) data rational thinking. In a multilevel analysis, age showed a positive and education a negative effect on the individual-level GRS. Negative effects of country-level socioeconomic development and individualism and positive effects of competitiveness and data rational thinking on the individual-level response style were found. We conclude that country-level response styles are systematically associated with country personality measured by the OPQ32, suggesting that they can be viewed as having substantive meaning (i.e. culturally influenced response amplification vs. moderation). Implications are discussed. © the Author(s) 2014. 

Abstract:
The collective origins of valued originality: a social identity approach to creativity.

Prevailing approaches to individual and group creativity have focused on personal factors that contribute to creative behavior (e.g. personality, intelligence, motivation), and the processes of behaving creatively and appreciating creativity are understood to be largely unrelated. This article uses social identity and self-categorization theories as the basis for a model of creativity that addresses these lacunae by emphasizing the role that groups play in stimulating and shaping creative acts and in determining the reception they are given. We argue that shared social identity (or lack of it) motivates individuals to rise to particular creative challenges and provides a basis for certain forms of creativity to be recognized (or disregarded). Empirical work informed by this approach supports eight novel hypotheses relating to individual, group, and systemic dimensions of the creativity process. These also provide an agenda for future creativity research.  

Abstract:
What are we fighting for?: the effects of framing on ingroup identification and allegiance.

Two studies were conducted examining the impact of framing on ingroup identification and allegiance in the context of international conflicts. The first study was carried out among British students at the beginning of the war in Afghanistan (N = 69). Perceptions of the war were manipulated by varying the frame that determined whether the war was perceived as positive and just or negative. Participants provided with a positive frame on the war identified more with their ingroup (Britain), and displayed higher allegiance to the United States than when given a negative frame. These findings were replicated in a second study conducted in the context of the second Iraq war (N = 51). Discussion focuses on the way in which framing affects perceptions of intergroup relations and the relationship between self, ingroup and out-group(s). Copyright © 2013 Taylor & Francis Group, LLC. 

Abstract:
Age-related differences in work motivation.

This paper examines age-related differences in work motivation in two samples of 9,388 and 2,512 individuals who completed a comprehensive motivation questionnaire for selection or development purposes. In the first sample, age differences were examined by controlling for gender and investigating whether relationships between age and motivation were non-linear. Statistically significant relationships between motivation and age were found for most motivation scales, explaining up to 12% of the variance in specific scales. The second sample was used to confirm these results and to determine whether differences on these motivation scales could be explained by additional demographic variables, which were not available in the first sample. When controlling for demographic variables, such as gender, managerial experience, and university education, the pattern of results was similar in the second data set although effects were smaller. Results generally support propositions from the literature, which suggest a shift in people's motives rather than a general decline in motivation with age: older employees were less motivated by extrinsically but more by intrinsically rewarding job features. ©2011 the British Psychological Society. 

Abstract:
Exploring supportive and developmental career management through business strategies and coaching.

The shift toward individualistic career management requires a supportive and developmental career approach. Using coaching practices as a manifestation of such an approach, this study reports on coaching and other career practices that are part of supportive and developmental career management in a Belgium sample (n = 154). Three other types of career management were identified as well. Supportive and developmental career management was most present in organizations that had a past or current prospector strategy, and was the least present in past or current defenders. The type of business strategy organizations indicated to pursue in the future did not have an influence on the type of career management they currently had. © 2012 Wiley Periodicals, Inc. 

Abstract:
Job engagement, job satisfaction, and contrasting associations with person-job fit.

Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being. 

Abstract:
Keeping the faith: Belonging to the critical community.

This short reflective piece explores what it means to adopt a 'critical' position in organizational scholarship. We offer three separate narratives that combine when we consider what it means to believe in being critical. Each narrative examines the identification with this particular academic perspective from a different standpoint, including the performance of rationality and embodiment; the assessment of quality through the in-group/out-group theories of social psychology; and the implications of hyper-performativity for having a range of critical voices heard. We conclude by suggesting ways in which the critical community might adopt a more reflective position about embodied behaviors. © 2012 Elsevier Ltd. 

Abstract:
Labour market experiences of skilled British migrants in Vancouver.

Purpose – the purpose of this paper is to explore the labour market experiences of highly skilled migrants from developed countries who are not linguistic or visible minorities in the host country.
Design/methodology/approach – the results of the paper derive from interviews with 64 highly skilled British migrants in Vancouver. Participants were asked open-end and closed-ended questions and the data from the interviews were coded and analysed manually.
Findings – British migrants were divided with their labour market outcomes. Some cited positive experiences such as better responsibility, treatment and salary, while others cited negative experiences such as having to re-accredit, unduly proving themselves to their employers and not having their international experience recognised.
Research limitations/implications – the results are particular to a single case study, hence they cannot be generalised or taken to represent the experiences of all British skilled migrants in Vancouver.
Practical implications – Governments and organisations should ensure that they fulfil any promises they make to highly skilled migrants before the migration process and manage their expectations. Otherwise they face problems with brain waste and migrant retention in the short term and attracting foreign talent in the long term. They should also consider taking a more flexible approach to recognising foreign qualifications, skills and international experience. Originality/value – the paper adds to our understanding of migrant groups from countries who share similar social and cultural characteristics to the host population. The paper shows that labour market integration challenges are not exclusive to low skilled visible minority migrants, but also to highly skilled migrants who speak the same first language and have the same skin colour as the majority of the host population. 

Abstract:
Personality and job engagement.

The affective-motivational state of job engagement has been shown to differ between jobs with different characteristics, but its possible links with workers' personal attributes have rarely been studied. Engagement was predicted to be a primary function of personality factors and sub-factors which match its affective and motivational elements, namely Emotional Stability and more energized forms of Extraversion and Conscientiousness. Predictions were confirmed in correlational and regression analyses across three studies. Theoretical frameworks in this area should extend to personal characteristics in addition to covering job content, and practical benefits can follow from engagement-relevant staff selection and development as well as from appropriate job design. © 2011 Hogrefe Publishing. 

Abstract:
Structuring and understanding the coaching industry: the coaching cube.

We offer a theoretical coaching cube that helps to structure and understand the coaching industry. The three dimensions of the cube refer to (1) coaching agendas (what); (2) coaches' characteristics (who); and (3) coaching approaches/schools (how). Each dimension is described by discussing the academic literature surrounding it. Using an economic and psychological perspective, we explore which combinations of these three dimensions are more likely to be observed in the business world. Next, we present three studies from Belgium that empirically explore the existence of the different combinations. Finally, we discuss theoretical and practical implications of the coaching cube. © 2011 Academy of Management Learning & Education. 

Abstract:
Age differences in work motivation in a sample from five northern European countries.

This paper investigates the relationship between employee age and levels of trait-like dispositional motivation in a sample of 7644 individuals from five Northern European countries (Denmark, Germany, Netherlands, Norway, Sweden) who completed a comprehensive motivation questionnaire for selection or development purposes. Age differences in motivation were examined by controlling for demographic variables and testing for non-linear relationships. On the whole, effects were small, with age explaining up to 7 % incremental variance in specific motivation scales. Small effects were found for five motivation scales, which indicated a tendency for older employees in this sample to be more motivated by intrinsically rewarding job features but less motivated by features that entail low perceived utility or that are mainly extrinsically rewarding. Results were generally consistent across the five Nordic countries but in countries where the average retirement age is higher (i. e. in late-exit cultures) the decline was lower for progression. The findings generally support propositions from the literature which suggest a shift in people's motivators rather than a general decline in motivation with age. As effect sizes are small, however, the differences observed for the age groups investigated in this sample are likely to have very little practical implications for human resource management. © 2009 by Hogrefe Verlag Göttingen. 

Abstract:
And now for something completely different? the impact of group membership on perceptions of creativity.

A wealth of historical, cultural, and biographical evidence points to the fact that there is considerable variation in different people's judgments of creative products. What is creative to one person is deviant to another, and creative efforts often fail to be given the enthusiastic reception that their creators anticipate and think they deserve. Unpacking the roots of these discrepancies, this paper develops an analysis of creativity that is informed by the social identity approach. This analysis is supported by a review of previous research that points to the way in which perceptions of creativity are structured by both self-categorization and social norms (and their interaction). Further support for the analysis is provided by two experiments (Ns=100, 125) which support the hypothesis that ingroup products are perceived to be more creative than those of outgroups independently of other factors with which group membership is typically correlated in the world at large (e.g. quality). The studies also indicate that this pattern is not simply a manifestation of generic ingroup bias since judgments of creativity diverge from those of both likeability (Experiment 1) and beauty (Experiment 2). The theoretical and practical significance of these findings is discussed with particular reference to innovation resistance and the "not invented here" syndrome. 

Abstract:
British and Indian expatriate scientists finding jobs in Boston.

In this article I analyse the different social networks that British and Indian scientists use to obtain job information in the pharmaceutical and biotechnology sector around Boston, Massachusetts. I argue that individuals’ social networks are critical in helping highly skilled migrants find jobs. The research finds that British and Indian scientists use both strong and weak ties to obtain jobs and there is no significant difference between senior and junior workers in terms of whether they relied on strong or weak ties. I argue, nonetheless, that the terms strong ties and weak ties are problematic because they are not clearly understood or mutually exclusive. 

Abstract:
Double Agents: Gendered Organizational Culture, Control and Resistance.

This article presents ethnographic data showing how recruitment consultants negotiate managerial attempts to control workforce culture. I suggest the values which senior managers encourage consultants to embody prioritize so-called`masculine' attributes over `feminine' ones. I attempt to demonstrate the limits of cultural control by outlining three ways in which the consultants engage with this imposed culture: defiance, parody and ritual. These activities contain gendered assumptions similar to those embedded in corporate culture. I discuss the potential such practices have for resisting corporate culture and the gender within it, suggesting that one source of ambiguity within workplace `control' and `resistance' practices is that they employ overlapping cultural resources and assumptions. 

Abstract:
High Performance Leadership: Narratives of identity and control in corporate leadership development and performance management.

This article reviews the outcomes of a three year workshop series with senior leadership and management development managers from a range of public and private sector organisations. The aim of this enquiry was to explore the interface between performance management and leadership development systems and the extent to which they can complement one another to offer a coherent progression and performance framework. A number of competing and inter-related dynamics were uncovered that influence the extent to which performance management systems facilitate appropriate and desirable forms of behaviour in organisations and the extent to which these are supported and reinforced through leadership development. The most significant of these influences was seen to be one of identity and the impact that these systems can have on a sense of shared ‘social identity’ and purpose. By way of conclusion we argue that the narrative function of corporate leadership systems in expressing ‘who we are’ and ‘what we value’ is equally, if not more, important in determining their impact (positive or negative) than their corrective or developmental capacity per se. 

Abstract:
Protean and boundaryless careers: a study on potential motivators.

This paper conceptually links hypothesized scales of the Motivation Questionnaire (SHL (1992). Motivation questionnaire: Manual and users' guide. Thames Ditton: SHL) to the underlying dimensions of the protean (values-driven and self-directedness) and boundaryless career (physical and psychological mobility) attitudes. Results of regression-analyses (N = 13,000) confirmed most of the hypotheses in terms of the influence of gender, age, education, and managerial experience on motivators linked to the underlying dimensions. A cluster analysis that was conducted to explore how many profiles can be observed when matching work motives to the protean and boundaryless careers, resulted in four motivational groups (Protean career architects, Trapped/lost, Hired/hired hand, and Curious/wanderer). The clusters are discussed in light of the current career literature and provide empirical support for the latest theorizing about the protean and boundaryless career models. Managerial implications and directions for future research are offered. © 2008 Elsevier Inc. All rights reserved. 

Abstract:
"Trust me. ": Psychological and behavioral predictors of perceived physician empathy.

A sociocognitive model of distal and proximal predictors of empathic judgments was tested among 100 physicians. The authors hypothesized that physician perceived control would affect empathy ratings via physician communication style. Specifically, physicians with high perceived control would use more open communication and be rated as more empathic. Physicians with low perceived control would use a controlling communication style and be rated as less empathic. Physicians completed a medical attribution questionnaire prior to a structured patient consultation exercise, during which patients and assessors rated physician empathy. The exercise was audiotaped, transcribed, and content analyzed for verbal behaviors. Support was found for the hypotheses; however, patients, but not medical assessors, associated empathy with reassurance and provision of medical information. PsycINFO Database Record (c) 2007 APA, all rights reserved. 

Abstract:
Creative innovation or crazy irrelevance?. The contribution of group norms and social identity to creative behavior.

This paper develops an analysis of innovative behavior and creativity that is informed by the social identity perspective. Two studies manipulated group norms and analyzed their impact on creative behavior. The results of Study I show that when people are asked to make a creative product collectively they display conformity to ingroup norms, but that they deviate from ingroup norms when group members make the same products on their own. A parallel result was found in group members' private perceptions of what they consider creative. In Study 2, the social identity of participants was made salient. Results showed conformity to group norms even when group members worked on their own creations. Findings suggest that innovative behavior is informed by normative context, and that in contexts in which people operate as members of a group (either physically through collective action, or psychologically through social identity salience) innovation will respect normative boundaries. (c) 2006 Elsevier Inc. All rights reserved. 

Abstract:
London calling: selection as pre-emptive strategy for cultural control.

Abstract: Purpose – This article seeks to explore forms of selection practice, focusing on role-play techniques, which have been introduced in many organizations in an attempt to “objectivize” the selection process by offering a means of assessing task-specific aptitudes.
Design/methodology/approach – This article draws upon an ethnographic study of a call centre in which the researcher underwent the recruitment and selection process to secure work as a precursor to conducting fieldwork within the organization. Whilst there is little precedent for the employment of ethnographic techniques in researching recruitment and selection, we argue such techniques are appropriate to explore the social processes involved in practices such as role-play. The discussion draws upon fieldwork which was conducted at “CallCentreCo”, who continuously recruit customer service representatives (CSRs) to work in their call centre. CallCentreCo uses role-playing exercises extensively in the selection of all grades of staff and are argued by CallCentreCo's Human Resource Manager to be essential in the recruitment of CSRs to ensure the selection of suitable candidates and minimize initial attrition rates.
Findings – This article makes two contributions: first it provides empirical evidence to explore the basis of structured interviews by revealing how the view that role-play can “objectivize” the selection process is potentially built upon false assumptions. Second, the article argues that supposedly “objective” practices such as role-play seek to legitimize the overwhelmingly subjective interview process in order that it may serve purposes beyond initial selection: namely the control of future employees before they even enter the organization.
Research limitations/implications – Although we make no attempt to generalize from such a limited case study, this article raises issues that are likely to be relevant to organizations as they increasingly search for more “effective” selection procedures, and to academic endeavors to critically theorize the purpose and effects of selection for the employment relation.
Originality/value – the originality of this approach lies in the ethnographic study of the interview as a social interaction, the richness of which may be lost in the quantitatively dominated approach to analyzing selection. 

Abstract:
Selecting political candidates: a longitudinal study of assessment centre performance and political success in the 2005 UK general election.

There has been surprisingly little consideration of how the selection of political candidates compares with employee selection, or whether individual differences predict electoral success. This study describes the design and validation of an assessment centre [AC] for selecting prospective Parliamentary candidates for a main UK political party. A job analysis was conducted to identify the key competencies required by a Member of Parliament [MP] and the selection criteria for a standardised assessment process. Analysis of the first 415 participants revealed no differences on exercises or dimensions in performance between male and female candidates. For the 106 candidates selected to fight the May 2005 UK general election, critical thinking skills [CTA] and performance in a structured interview were significantly associated with the 'percentage swing1 achieved by a candidate (r =. 45, p <. 01; r =. 31, p <. 01). CTA was also associated with 'percentage votes' (r =. 26, p <. 01). These results are discussed in relation to the development of a theory of political performance. © 2007 the British Psychological Society. 

Abstract:
The validity of personality questionnaires: the importance of the criterion measure.

Personality and ability measures have been generally accepted as good predictors of future job performance (e.g. Schmidt & Hunter, 1998) and are often used for selection and development. While the predictor domain has become well established in recent years with the acceptance of the Big Five and a range of valid personality maesures, the criterion measurement has been relatively neglected. In the present study an Occupational Personality Questionnaire (OPQ)and three ability tests are used to predict job performance based on line-manager ratings. The aim of this paper is to demonstrate how validity is influenced by different ways of measuring job performance. It firstly focuses on the measurement of the construct of job performance by using specific competencies compared to a global job performance measure. Secondly, it examines how the reliability of different competency measures affects validity. Practical implications of the results for conducting validation studies are discussed. © Hogrefe Verlag, Göttingen 2007. 

Abstract:
Social identity and the recognition of creativity in groups.

This paper develops an analysis of creativity that is informed by the social identity approach. Two studies are reported that support this analysis. Study 1 (N=73) manipulated social identity salience and the content of group norms. The group norm was either conservative (i.e. promoted no change) or progressive (i.e. promoted change). When social identity was salient and the group norm was conservative, a non-novel proposal was perceived to be more creative. Study 2 (N=63) manipulated social norms and identity relevance. Results showed that while social norms influenced perceptions of creativity, identity relevance influenced positivity but not perceptions of creativity. These findings support the idea that perceptions of creativity are grounded in the normative content of group membership and self-categorization processes. 

Abstract:
When group members admit to being conformist: the role of relative intragroup status in conformity self-reports.

Five studies examined the hypothesis that people will strategically portray the self as being more group influenced the more junior they feel within the group. Among social psychologists (Study 1), ratings of self-conformity by group members were greater when the status of the participant was low than when it was high. These effects were replicated in Studies 2, 3, and 4 in which relative intragroup status was manipulated. In Study 3, the authors found junior group members described themselves as more conformist than senior members when they were addressing an ingroup audience, but when they were addressing an outgroup audience the effect disappeared. Furthermore, junior members (but not senior members) rated themselves as more conformist when they were led to believe their responses were public than when responses were private (Study 5). The discussion focuses on the strategic processes underlying low-status group members' self-reports of group influence and the functional role of conformity in groups. 

Abstract:
Care staff attributions for violent incidents involving male and female patients: a field study.

Objectives. This article presents a study of naturally occurring attributions recorded by care staff following incidents of restraint in a psychiatric secure unit. The relationship between control for patient, control for staff and behavioural outcomes including use of medication, seclusion and duration of restraint were explored for male and female patients. Design and methods. In all, 557 forms documenting incidents of control and restraint, and completed over a four-year period by nurses in a UK psychiatric hospital, were content analysed using the Leeds Attributional Coding System (LACS; Munton, Silvester, & Hanks, 1999). Additional information concerning duration of restraint, severity of injuries sustained by patient and care staff, use of medication and seclusion, and patient was also gathered. It was hypothesized that perceived patient control over causes of the restraint incident would be associated with duration of restraint, use of seclusion and medication. It was also predicted that male patients would be perceived as having more control over incidents, and thus be more likely to be secluded and less likely to be prescribed medication, than female patients. Results. Seclusion was associated with controllable attributions for patient and uncontrollable attributions for care staff. Use of medication was associated with uncontrollable attributions for patient, but only for male patients. Contrary to prediction, female patients were more likely to be secluded than males and less likely to receive medication. Staff were also more likely to state that they had 'no explanation' for restraint incidents involving female patients. Conclusions. The investigation of naturally occurring attributions raises important questions regarding the relationship between patient gender and attributional models of helping behaviour. The results are discussed in terms of their potential implications for future research and health care practice. 

Abstract:
Comparing two attributional models of job performance in retail sales: a field study.

Research investigating attributional style and job performance among sales staff has been limited by its focus on specific sales roles: notably selling insurance by telephone. Important questions therefore remain regarding the mechanism by which attributions influence job performance in sales roles more generally. This paper describes a field study comparing two attributional models of job performance: (I) a learned helplessness (LH) model, and (2) an achievement motivation (AM) model. Managers' performance ratings were collected for 452 retail sales assistants who completed a job-specific attribution questionnaire and a work-satisfaction questionnaire. Results indicate that sales assistants who made more internal-controllable attributions for positive outcomes received higher performance ratings (r=.20, p 

Abstract:
Technology and discourse: a comparison of face-to-face and telephone employment interviews.

Very little research has investigated the comparability of telephone and face-to-face employment interviews. This exploratory study investigated interviewers' questioning strategies and applicants' causal attributions produced during semi structured telephone and face-to-face graduate recruitment interviews (N = 62). A total of 2044 causal attributions were extracted from verbatim transcripts of these 62 interviews. It was predicted that an absence of visual cues would lead applicants to produce, and interviewers to focus on, information that might reduce the comparative anonymity of telephone interviews. Results indicate that applicants produce more personal causal attributions in telephone interviews. Personal attributions are also associated with higher ratings in telephone, but not face-to-face interviews. In face-to-face interviews, applicants who attributed outcomes to more global causes received lower ratings. There was also a non-significant tendency for interviewers to ask more closed questions in telephone interviews. The implications of these findings for research and practice are discussed. 

Abstract:
Locus of control, attributions and impression management in the selection interview.

Surprisingly little is known about the ways in which candidates create positive impressions during employment interviews. Three studies are presented which investigate how candidate and interviewer locus of control influence preferences for three categories of explanations proffered by candidates during graduate recruitment interviews. In Study I, we asked 139 undergraduate students and 37 personnel managers to rate internal-controllable, internal-uncontrollable and external- uncontrollable candidate attributions for hypothetical past events according to the likelihood of each producing a positive impression during a selection interview. Students also completed Rotter's Locus of Control questionnaire and the Interview Behaviour Scales. Students and personnel managers rated internal-controllable attributions most likely to create a positive impression. However, students with an external LoC rated external-uncontrollable explanations and internal-controllable explanations as being equally likely to convey a positive impression. In Study 2 a group of 62 candidates applying for actual positions with a company completed the same attribution questionnaire prior to first-stage interviews. Interviewer ratings of candidate performance correlated positively with ratings of internal-controllable explanations (r =. 36, p 

Abstract:
Six myths about informal networks - and how to overcome them.

Informal groups of employees do much of the important work in organizations today. To help those networks reach their full potential, executives must come to grips with how they really function. 

Abstract:
A Cross-Modal Comparison of Telephone and Face-to-Face Selection Interviews in Graduate Recruitment.

Although there has been an increase in the use of telephone interviews for graduate recruitment by companies in the UK, there is little evidence attesting to their equivalence with traditional face-to-face selection interviews. A total of 70 candidates applying to a multinational oil corporation received both face-to-face and telephone interviews as the first stage of the 1996 graduate recruitment milkround. Group a (N = 41) received an initial face-to-face interview followed by a telephone interview and group B (N = 29) a telephone interview followed by a face-to-face interview. Findings indicate that candidates received significantly lower ratings when interviewed by telephone than when interviewed face-to-face (p < 0.001). A significant interaction was also found (p < 0.05) with candidates who received face-to-face interviews following telephone interviews demonstrating improved performance in their face-to-face interviews. The practical implications of these findings for companies wishing to use telephone interviews are discussed. 

Abstract:
Personality disorders in patients in a day-treatment programme for eating disorders.

The present study examined the prevalence of DSM-III-R personality disorders (PDs) and levels of depressive symptoms in patients in a day-hospital programme for eating disorders. Sixty-five patients diagnosed with anorexia nervosa and bulimia nervosa were administered the Personality Diagnostic Questionnaire Revised (PDQ-R), the Eating Disorder Inventory (EDI) and the Beck Depression Inventory (BDI). In total, 49.2 per cent of all patients had at least one PD diagnosis. No significant difference was found between patients with bulimia nervosa and anorexia nervosa. Eating Disorder patients with at least one PD had higher scores on the BDI and three EDI subscales compared to patients without a PD. In general, the prevalence of Personality Disorders in the present sample tended to be closer to results quoted by studies with eating-disordered outpatients rather than inpatients. Axis I disorders may affect personality state measures. Copyright (C) 2000 John Wiley and Sons, Ltd and Eating Disorders Association. 

Abstract:
The role of attributions in psychological reactions to job relocation.

Job relocation refers to the process of simultaneously moving to a new job and house and this can cause considerable stress for the relocator and his/her family. Based upon an attributional analysis, we predicted that negative psychological reactions would be a function of (1) number of relocation problems, and (2) making pessimistic attributions for relocation problems (that is, the tendency to attribute negative events to internal, stable and global causes). Furthermore, these factors should interact, such that individuals with many relocation problems who also make pessimistic attributions will experience the worst psychological reactions. The results from a cross-sectional survey of 93 relocators supported these predictions. As expected, those relocators who had many relocation problems and made pessimistic attributions reported the worst mental health and relocation-specific stress. In addition, a reanalysis of a longitudinal study of relocators by Martin (1996) also supported the above predictions using attributions of perceived control. Furthermore, the relocators predicted to be most at risk (many problems/low control) reported the worst changes in mental health during the course of the move. 

Abstract:
Organizational culture change: an inter-group attributional analysis.

Attempts by researchers to quantify organizational culture and culture change have been severely hindered by a lack of theoretical models to aid empirical investigation. This paper has two aims. First, a socio-cognitive model of organizational culture is discussed which defines 'culture' as the product of a dynamic and collective process of 'sense-making' undertaken by members of a group or organization. Second, an empirical case study is presented which uses attributional analysis to quantify the beliefs held by key stakeholder groups involved in a culture change programme within a multi-national manufacturing organization. A total of 1230 attributional statements were coded using a modified version of the Leeds Attributional Coding System (LACS), which included four main dimensions: stable-unstable, global-specific, internal-external, controllable-uncontrollable. Results indicated considerable inter-group differences between managers, trainers and trainees in their cognitive maps as sense-making heuristics of this planned change process. The implications of this model and the usefulness of attributional analysis as a method for evaluating dynamic aspects of organizational culture and culture change are discussed. 

Abstract:
Relationships between candidate self-monitoring, perceived personality, and selection interview outcomes.

A study into the relationships between candidate self-monitoring ability, interviewer perceptions of candidate personality, and interviewer outcome decisions in the context of actual graduate recruitment interviews (n = 130) is presented. Detailed psychometric norm data is also reported on the Lennox and Wolfe (1984) revised Self-Monitoring (RS-M) scale, together with the results of confirmatory factor analyses into the factor structure of this measure. It was found that candidate self-monitoring ability was only moderately and nonsignificantly related to interviewer outcome evaluations, and that self-monitoring was generally uncorrelated with the positiveness of recruiter impressions of candidate personality. Confirmatory factor analyses revealed that a two correlated factor structure for the RS-M scale, in accordance with the original authors' formulation, provided the most parsimonious fit. Norm data for the RS-M scale is reported for this sample of British graduates, including item statistics, item to subscale, item to scale correlations, and internal reliability coefficients. Implications for future research into candidate impression management, self-monitoring, interviewer decision making, and the practical implications arising from these findings are discussed. 

Abstract:
Measuring parental attributions: Conceptual and methodological issues.

A selective review is offered of current issues and new developments in the measurement of parental attributions for social behavior. Attributions have alternatively been conceptualized as involving (a) memory-dependent knowledge structures (i.e. interpretive styles that are dependent on the parent's history) or (b) stimulus-dependent appraisal processes (i.e. interpretations that are dependent on information available in the immediate context). Consideration is given to the theoretical underpinnings of different types of attributional measures and the implicit models within attribution research (e.g. attributions as mediators, attributions as moderators). Finally, psychometric issues within different attributional approaches are discussed, including consideration of the factors that optimize or constrain the utility of different measures. 

Abstract:
Spoken attributions and candidate success in graduate recruitment interviews.

Two predictions about candidates' spoken attributions during 35 graduate recruitment interviews were tested. First, that spoken attributions are a common and frequent component of candidate discourse in the selection interview. Second, that those candidates rated by interviewers as more successful make systematically different attributions for previous behaviour and outcomes than candidates who are rated by interviewers as being less successful. In total 1967 attributions were extracted from interview transcripts and then coded using the Leeds Attributional Coding System (LACS). Both predictions were supported. In particular, successful candidates made relatively more personal and stable attributions when explaining previous negative events than less successful candidates. These findings are discussed with reference to a self-presentational model where candidate spoken attributions act as moderators of interviewers' expectations regarding the candidate's likely behaviour in future work situations. 

Abstract:
Unfair discrimination in the selection interview: an attributional account.

The selection interview remains the most popular method by which organizations select employees, yet it is also widely criticized for being vulnerable to bias and unfair discrimination. This paper draws upon two specific areas of attribution research: crosscultural studies of attributional processes and studies of intergroup attributional bias in order to discuss how attributional processes can contribute to unfair discrimination in selection interviews. It is argued that unfair discrimination can arise in two ways: first, as a consequence of ethnocentric attributional biases on the part of interviewers when explaining the behaviour of candidates associated with in-group or out-group status; second, as a result of different patterns of attributions manifest by candidates from diverse cultural groups. 

Abstract:
Using spoken attributions to classify abusive families.

Despite claims that beliefs held by abusive parents are important indicators of family functioning, few studies have explored the relationship between patterns of beliefs and severity of abuse. This study applies findings from marital research that demonstrate that maladaptive attributional patterns predict the level of distress experienced in adult relationships. It examines spoken attributions produced by 18 families during diagnostic therapy sessions following serious abuse of a child. Attributions were identified from transcripts and coded using a standard system. Patterns of attributions, defined on the basis of previous work, successfully predicted classification of families by therapists as Good, Uncertain, and Poor, in terms of prognosis for rehabilitation. Using this classification to test hypotheses based on attributional style, group differences were found. In families rated Good, parents were more likely to attribute more control to self than child for negative outcomes. They were also more likely to nominate themselves as causing negative events. Case accounts of families from each category are presented to illustrate how attributional analysis can contribute to an understanding of the individual nature of child abuse. © 1995. 

Abstract:
Why and how leaders can navigate reputation among multiple stakeholders.

 

Abstract:
Inspired and appreciated by the group: the social identity approach to creativity.

 

Abstract:
Organizational Controls, Social Ties and Performance in Plural Sourcing.

 

Abstract:
Conclusion: the comparative political economy of talent, identity and ethnic hierarchy.

 

Abstract:
The personality attributes of political elites.

 

Abstract:
Leadership and the paradoxes of authenticity.

 

Abstract:
Network evolution at the science-technology overlap in the triple helix of particle therapy of cancer.

 

Abstract:
Cultural Differences in Trust in High-Tech International Business Ventures.

 

Abstract:
Reputation in the international context.

 

Abstract:
The silhouette of leadership: James bond and miss moneypenny.

 

Abstract:
Recruiting politicians: Designing competency-based selection for UK parliamentary candidates.

 

Abstract:
Making Invisible Work Visible: Using Social Network Analysis to Support Strategic Collaboration.

 

Abstract:
The Chair, Board Processes and Gender: a case based exploration of faultlines in the boardroom.

 

Abstract:
The Impact of Regulating Board Gender Diversity on the Trickle-Down Effect: an Attention-Based View.

 

Abstract:
Examining how Leader-Member Exchange Differentiation Shapes the Pattern of Social Networks.

 

Abstract:
Leader-Member Exchange Social Comparisons and Follower Outcomes: the Roles of Felt Obligation and Psychological Entitlement.

 

Abstract:
Executives’ network change and their promotability during a merger.

 

Abstract:
Constructing Women Leaders’ Identity.

 

Abstract:
Precarious Selves: Women’s leadership identity emergence.

 

Abstract:
Low Carbon Procurement: an Emerging Agenda.

 

Abstract:
Leadership Development in Public Service Mutuals: a Practical Guide.