Citations Flashcards

Question

Lord et al., 2017

Answer 1

Century Review of Leadership Research in JAP

Answer 2

Charismatic leadership and measures for it

Answer 3

Annual Review Article on Leadership Development

Answer 4

Review of LMX theory

Answer 5

Lays out all the issues/criticisms with Classical Test Theory (remember the flogging wall?)

Answer 6

"Talks about the cost of dichotomization, which is that is reduces the correlation (r), which then reduces 1) effect size 2) the value of the t-test 3) statistical power"

Answer 7

This is the paper that tried to find the optimal # of scale response options. He found that a) 7 +/-2 is best for keeping the responses meaningful to the respondent, and b) 3 to 9 response options are best for determining differences among people."

Answer 8

"The authors line out the psychology of survey-takers, the ""Response Process Model"", saying that responses come from the process of 1) comprehension 2) retrieval 3) judgement 4) response "

Answer 9

"Says that there is not rule of thumb for sample sizes of EFA's. It needs to be determined by 1) Sample size 2) Communality of the items 3) Overdetermination of the factors The lower your communality, the higher the sample size needs to be."

Answer 10

The article that warns people not to use "little jiffy" when doing an EFA analysis because it uses a PCA (bad: items load on factors; assumes correlation) and a Varimax rotation (bad: assumes variables are unrelated).

Answer 11

"Point 1: Validity is confidence in inferences and information from a test and not a characteristic of the test itself, and validation is a reflection of the process of developing scientific theories. Point 2: Provide unified framework of validity"

Answer 12

"Annual review that goes over types of nonstandard/flexible work. 1) flexible relationship to the company 2) flexible scheduling 3) flexible location"

Answer 13

Handbook chapter reviewing nonstandard workers. Similar to Spreiter et al 2017, but goes over the benefits and drawbacks of non-standard work for the org and the worker. Ends with tips for managing and being a non-standard worker.

Answer 14

Job Characteristics Model

Answer 15

JAP article looking at unemployment benefits, mental health impact, and job seeking process-- found better unemployment benefits lead to reduced job seeking intensity/effort which results in longer re-employment times, but significantly better mental health

Answer 16

JAP article examining political affiliations and hireability; found that political affiliation related variables influenced hireability decisions above and beyond job-relevant info found on social media. Political affiliations matching influences perceptions of predicted OCB and job performance through liking;

Answer 17

JAP looking at 360s-- found a general performance factor and differences between sources; shows we cannot differentiate between dimensions well and scores should only be aggregated by source and overall

Answer 18

Annual Review on Diversity and Inequality; shows how diversity research likely has such mixed findings because we tend to focus on either horizontal differences (diversity) or vertical differences (inequality) and do not include both in studies. Proposes a framework for how different types of differences should be conceptualized and measured.

Answer 19

Field Experiments in Orgs Annual Review; Tips and tricks for what to do and not to do in a field experiment in orgs and discusses how we need to stop using excuses; rigorous research in org settings is possible; great supporting article for discussing why the O side may be seen as less rigorous

Answer 20

Modern Discrimination in Orgs Annual Review; Discussed the history of workplace discrimination and how since 2016 we have seen a return of overt discrimination; Discusses gender, race, sexual orientation, religion, disability, age, and weight; provides practical implications for individual and org levels

Answer 21

Examines 360 ratings; finds that typically about 6 raters is needed for each scale to achieve desirable reliability levels; not realistic for admin purposes-- most admin 360s use 1 or 2 supervisors and 2 or 3 peers; article supporting why 360s are best for development and not admin

Answer 22

The changing nature of the employee and labor- management relations annual review; market/economy is influencing social contracts and psychological contracts and this change is resulting in growing income inequality; difference in commitment and trust, conflict, and coordination/cooperation as well as HRM and worker voice/representation

Answer 23

Job Insecurity Annual Review describes a model of the antecedents, outcomes, and moderators of job insecurity and proposes future research directions; extremely important given our current economy/pandemic; good article for what questions are important to examine with the current influx in tech

Answer 24

Annual Review of ILTs, IFTs, and processing of leadership info; gets pretty in the weeds about the cognitive aspects of it; proposes tons of future research questions; great for discussing how leadership theory could be improved or gathering dissertation ideas

Answer 25

Posttraumatic Growth at Work; proposes a model for it; discusses how it could be expanded to "normal work" may be applicable to experiencing layoffs; really important when thinking about what a large number of people are going through right now; shows that traumatic events can lead to prosocial leadership, career proactivity, and positive work identity if the proper sensemaking occurs and the support that is needed is provided to the person

Answer 26

Diversity Annual Review; Reviews diversity related theories, some outcomes (again largely mixed about the positive/negative impacts of diversity), discusses diversity interventions we've tried (implicit bias training is ineffective), and future research directions

Answer 27

Evolution of Performance Management; discusses the issues surrounding current performance management practices, some of the new solutions people are trying, KPIs for managers and individuals to produce a high performance system. Helpful for discussing 360 admin vs. development and perhaps one of our weakest points of the I side.

Answer 28

Types of Employee Turnover; discusses "valued exits" and non-valued exits how most valued exits don't provide a net positive outcome like theory may say, there may be only certain circumstances where they actually do; layoffs can often be more damaging than good (important to think about it our current economy)

Answer 29

Annual Review of Individual Experience of Unemployment discusses how large the impact of unemployment can be on physical & mental health of individuals; talks about factors important for re-employment success/job search process great article for discussing the current economy or for supporting arguments as to why work will still be important even if automation takes over/ why people will continue to work even if they don't have to.

Answer 30

Job Seeking: Process and Experience Annual Review discusses the dimensions related to job searching, what is related to job search success; the impact of social networks on job searches and the context of the job search (i.e., geographic location, culture, economy, etc.) Great for discussing current economy/org situations shows how IO cares about the individual, not just the org

Answer 31

The Dark Triad Annual Review- discusses machiavellianism, narcissism, psychopathy-- the similarities and differences, outcomes associated with all of them, how they tend to be more prevalent in leaders and how they can actually help leaders become leaders, but are detrimental to leadership effectiveness

Answer 32

Ethical Leadership Annual Review; | discusses ethical leadership, unethical leadership, antecedents, proximal and distal outcomes, as well as the dark triad

Answer 33

Assessment Center Annual Review; talks about the role of the assessor, the assessee, AC design, empirical findings backing up ACs and how they work/what they're useful for and measuring

Answer 34

IO Handbook Chapter outlining organizational theories (think like strategy, structure, nature of orgs, open systems, OD type of things, not like "organizational topics of IO")

Answer 35

Strategic Decision Making IO Handbook Chapter basically outlines 5 decision making approaches and some implications/practical conclusions -haven't read it; just relying on Jenna's slides

Answer 36

Performance Measurement at Work IO handbook chapter; criterion problem, how/why performance measurement is important, performance types/dimensions (task, OCB, CWB, adaptive, contextual), ways to measure performance, team theories/performance, org theories/performance

Answer 37

Org Climate and Culture IO handbook chapter; compares and contrasts the two, discusses measurement of both, propose a new model that combines the two

Answer 38

Job Design IO Handbook Chapter | the development of job design research, the JCM (strengths and weaknesses), and the new integrative model of job design

Answer 39

Flexwork schedules IO handbook chapter discusses all the different types of flexible work schedules (i.e., any non traditional full-time office work), & the impact of them on employees and employers

Answer 40

Role Theory in Orgs IO Handbook Chapter Talking about Role identity in orgs, role making/taking (including job crafting), role clarity, & role recovery (i.e., coming back from a psychological contract breach)

Answer 41

Work Team Diversity IO handbook chapter; different types of diversity theories underlying diversity research mixed findings on diversity in teams emphasizes how we need to consider contextualization and multiple dimensions/types of diversity at once

Answer 42

Demonstrated that CWB's and OCB's are not on the same continuum and are actually separate constructs (because you can be a supportive of your colleague while sabotaging your company)

Answer 43

Coined the phrase "counterproductive work behaviors"; CWBs

Answer 44

3 types of approaches to mediation analyses

Answer 45

Mediation Annual Review

Answer 46

Evolution and Devolution of 360s— claims development only is in possible

Answer 47

The OG mediation causal steps approach

Answer 48

Reviewing the JCM, what was missing, what it could benefit from now

Answer 49

An integrated/expanded model of job design

Answer 50

Issues with the field, theory, stats testing, theory for the sake of theory, advocates a deductive approach, gives a bunch of recommendations for the scientist practitioner gap

Answer 51

Describes the inductive process of creating goal setting theory

Answer 52

Argue for inductive reasoning and the importance of using both styles- describes goal setting creation

Answer 53

Theory and research annual review; discussed inductive and deductive approaches

Answer 54

Diversity and inequality annual review: the need to study both

Answer 55

Measure development and CTT vs IRT approaches

Citations Flashcards

Citations and Brief Topic Descriptions