Prelims

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RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

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RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

Series Editors: M. Ronald Buckley, Anthony R. Wheeler, John E. Baur and Jonathon R. B. Halbesleben

Earlier Volumes:

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RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT - VOLUME 40

RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

EDITED BY

M. RONALD BUCKLEY

University of Oklahoma, USA

ANTHONY R. WHEELER

Widener University, USA

JOHN E. BAUR

University of Nevada, Las Vegas, USA

and

JONATHON R. B. HALBESLEBEN

University of Texas at San Antonio, USA

United Kingdom – North America – Japan – India – Malaysia – China

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United Kingdom – North America – Japan India – Malaysia – China

Emerald Publishing Limited

Howard House, Wagon Lane, Bingley BD16 1WA, UK

First edition 2022

Editorial matter and selection © 2022 M. Ronald Buckley, Anthony R. Wheeler, John E. Baur, and Jonathon R. B. Halbesleben.

Individual chapters © 2022 The authors.

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British Library Cataloguing in Publication Data

A catalogue record for this book is available from the British Library

ISBN: 978-1-80455-046-5 (Print)

ISBN: 978-1-80455-045-8 (Online)

ISBN: 978-1-80455-047-2 (Epub)

ISSN: 0742-7301 (Series)

Contents

About the Contributors

David F. Arena Jr. is an Assistant Professor of Management in the University of Texas at Arlington Business School. He received his Ph.D. in Management from the University of Memphis. His research interests center on workplace diversity and inclusion, dynamically stigmatized identities, and identity management at work.

John E. Baur is an Associate Professor at the University of Nevada, Las Vegas. He took his Ph.D. from the University of Oklahoma and has research interests within several areas including leadership, deviance, positive deviance, team dynamics, and organizational power. His work has been published in journals including The Leadership Quarterly, Human Resource Management Review, Journal of Business Research, Journal of Leadership and Organizational Studies, Small Group Research, and Organizational Dynamics.

M. Diane Burton is a Professor and Chair of the Human Resource Studies Department at the ILR School of Cornell University and holds courtesy appointments in organizational behavior and sociology. She serves as Academic Director of the Institute for Compensation Studies and is on the Advisory Board for the Cornell Center for Advanced Human Resource Studies. She earned her Ph.D. in Organizational Sociology at Stanford University. Her research and teaching focus on employment relations, organizational design, and organizational change in entrepreneurial settings.

Charles Calderwood is an Assistant Professor of Industrial/Organizational Psychology at Virginia Tech. He received his Ph.D. in Psychology from the Georgia Institute of Technology. His research focuses on job stress and work recovery, with a recent emphasis on commuting experiences and employee health behaviors.

Joanna Tochman Campbell is an Associate Professor of Management at the Carl H. Lindner College of Business at the University of Cincinnati. She holds a Ph.D. in Strategic Management from Texas A&M University. Her research focuses on top executive characteristics, stakeholder strategy, and configurational theorizing and methods of analysis.

Nitya Chawla is an Assistant Professor of Management at Texas A&M University. She received her Ph.D. in Management from the University of Arizona. Her research interests include issues tied to gender in the workplace, the work non-work interface, and job search experiences.

Emily S. Corwin is an Assistant Professor of Management at Bentley University. She received her Ph.D. in Management from the University of Arkansas. Her research focuses on workplace diversity, equity, and inclusion (including social class and gender), interpersonal interactions, and emotions at work.

Reed Eaglesham is an M.S./Ph.D. student studying Human Resources at Cornell University’s ILR School and a Research Fellow at Cornell’s Ithaca Co-Lab. His research interests include compensation, prosocial behaviors, and turnover. Currently, he is conducting research on worker turnover during the pandemic (“Great Resignation”) and on how workers/employers respond and adapt to minimum wage increases.

Jill E. Ellingson (Ph.D., University of Minnesota) is the Neeli Bendapudi Professor of Management at the University of Kansas School of Business. Her research on topics such as hiring, retention, work attitudes, individual differences, and assessment has appeared in journals such as the Journal of Applied Psychology, Group and Organization Management, and Human Resource Management Review. She co-edited Autonomous Learning (SIOP Organizational Frontiers Series) with Raymond Noe, is a former Associate Editor for the Journal of Applied Psychology, a SIOP Fellow, and an Officer for the HR Division of the Academy of Management.

Maira E. Ezerins is a doctoral student in the Department of Management at the University of Arkansas. She received her M.A. in Industrial/Organizational Psychology and Human Resource Management and M.B.A. from Appalachian State University. Her research focuses on diversity and inclusion, disability, occupational health, and deviance.

Allison S. Gabriel is the McClelland Professor of Management and Organizations and University Distinguished Scholar in the University of Arizona’s Eller College of Management. She received her Ph.D. in Industrial/Organizational Psychology from the University of Akron. Her research focuses on emotions, interpersonal processes, and well-being at work and home.

Jacob A. Holwerda is an Assistant Professor of Management at the University of Wyoming College of Business. He received his Ph.D. from Cornell University. His current research focuses on how constructs such as turnover, employee engagement, and human and social capital function as emergent, collective-level antecedents of unit- and firm-level performance. His work has appeared in Journal of Applied Psychology, Organization Science, and Business Horizons.

Michael Howe is an Associate Professor of Management and a Dean’s Faculty Fellow in the Ivy College of Business at Iowa State University. He earned his Ph.D. in Organizational Behavior and Human Resource Management from Michigan State University. His research interests include motivation, performance, decision making, human resource analytics, data science, and research methods. His research has been published in leading human resource and organizational behavior journals. He resides in Ames, Iowa with his family and two dogs.

Dishi Hu is a Ph.D. candidate in Human Resource Management and Organizational Behavior at the Fox School of Business, Temple University. Her research interests include strategic human resource management, extra-role behavior (e.g., organizational citizenship behavior and unethical pro-organizational behavior), and leadership.

Kristen P. Jones is an Associate Professor of Management in the Fogelman College of Business and Economics at the University of Memphis. She earned her Ph.D. from George Mason University after completing her B.A. at the University of Virginia. Her research focuses on biases that unfairly disadvantage socially marginalized employees.

Anthony C. Klotz is an Associate Professor in the School of Management at University College London. His research focuses on the nature, causes, and consequences of employee resignation styles, why and when employees balance their good and bad deeds at work, and how contact with the natural world affects employees.

Jeffrey D. Larson is a Management and Organizations Ph.D. student at the University of Arizona’s Eller College of Management. His research interests include workplace compassion, sensemaking, and organizational routines.

Angelica Leigh is an Assistant Professor of Management and Organizations at Duke University’s Fuqua School of Business. She received her Ph.D. in Organizational Behavior from University of North Carolina – Chapel Hill’s Kenan-Flagler Business School. Her research sits at the intersection of diversity and emotions in organizations.

Rebecca L. MacGowan is an Assistant Professor of Management in the Sam M. Walton College of Business at the University of Arkansas. She received her Ph.D. in Management from the University of Arizona. Her research program addresses recovery and well-being, the work–family interface, and job search experiences.

Christina M. Moran is a licensed Industrial/Organizational Psychologist and works for the international financial consulting firm, MarshBerry. Her career has spanned consulting, business leadership, academia, performance domains, and nonprofit direction. She obtained her Ph.D. and M.A. degrees from the University of Akron and her B.S. from John Carroll University.

Shad S. Morris (Ph.D. Cornell) is a Professor of Management at the Marriott School of Business, Brigham Young University. He has over 30 publications and currently serves as an Associate Editor at the Academy of Management Review. He studies how organizations help employees gain knowledge from different contexts and experiences that allow them to create value for themselves and their firms in a globally complex environment.

Devalina Nag is an Assistant Professor of Management in the Knauss School of Business at the University of San Diego. She obtained her Ph.D. in Management from the University of Memphis. Her research focuses on the manifestation and implications of contemporary social disadvantage for employees with stigmatized identities.

In-Sue Oh (Ph.D., Tippie College of Business, University of Iowa) is the Charles E. Beury Professor in Human Resource Management at the Fox School of Business, Temple University. His research focuses on personnel selection constructs (e.g., cognitive ability and personality traits) and methods (e.g., validation), meta-analysis, and strategic human capital and human resource management. He has been the winner of many scholarly awards including the SIOP Distinguished Early Career Contributions Award and the Academy of Management HR Division’s Early Career Achievement Award. He is a Fellow of the SIOP, APA, and APS.

Tae-Youn Park is an Associate Professor of Human Resource Studies in the ILR School, of the Cornell University and is a fellow of Institute for Compensation Studies. He earned his Ph.D. at the University of Minnesota. He studies incentives and rewards, employee turnover, employment policies, and their effects on a diverse set of employee and employer outcomes.

Kristie M. Rogers is an Associate Professor of Management in the College of Business Administration at Marquette University. She received her Ph.D. in Organizational Behavior from Arizona State University. Her research focuses on identity processes at work, and the factors that potentially facilitate (e.g., respect) and challenge (e.g., ambivalence) identity growth and transformation.

Christopher C. Rosen is a Professor and John H. Tyson Chair in Business Management in the Department of Management at the University of Arkansas’ Sam M. Walton College of Business. His research interests include employee well-being, motivation, and workplace politics.

Katina B. Sawyer is an Associate Professor of Management and Organizations in the University of Arizona’s Eller College of Management. She holds a dual-Ph.D. in Psychology and Women’s Studies from Pennsylvania State University. She studies diversity and inclusion at work, and positive organizational solutions for achieving healthier, more equitable organizations.

Brennen Serre is currently an undergraduate student in the Marriott School of Business at Brigham Young University. He is majoring in finance but has been completing research with faculty in the management department at his university.

Jason D. Shaw is a Professor, the Shaw Foundation Chair in Business, and the Head of the Division of Leadership, Management, and Organization in the Nanyang Business School at Nanyang Technological University, Singapore. He received his Ph.D. from the University of Arkansas. His research interests include financial incentives, turnover, employment relationships, and social networks.

Kristen M. Shockley is an Associate Professor of Industrial/Organizational Psychology at the University of Georgia. Her main area of research focuses on understanding the intersection of employees’ work and family lives, with an emphasis on organizational initiatives, dual-earner couples, and health implications.

Lauren S. Simon is a Professor of Management in the Sam M. Walton College of Business at the University of Arkansas. She received her Ph.D. in Management from the University of Florida. Her research focuses on leader–employee relationships, well-being, diversity and inclusion, and career success.

Scott A. Snell is the Frank Sands, Sr. Chair in Business and former Senior Associate Dean for Executive Education at the University of Virginia’s Darden Graduate School of Business. His research has been published in a number of top journals, and he has authored several books, most recently Strategic Execution: Driving Breakthrough Performance in Business (Stanford Press, 2019). He currently serves on the board of directors for SHRM, and has served on the boards of the Strategic Management Society’s Human Capital Group, HRPS, the SHRM Foundation, the Academy of Management’s HR Division, the Academy of Management Journal and the Academy of Management Review.

James K. Summers is the Max S. Wortman, Jr Professor and Associate Professor of Management at Ivy College of Business at Iowa State University. He earned his Ph.D. at Florida State University in Organizational Behavior and Human Resources Management. His research interests include team structure and change, social influence processes including political skill, stigma and status, the nature of work relationships, and executive work design. He currently serves as the Faculty Director of the Ivy MBA program.

Kristina B. Tirol-Carmody is a Doctoral candidate in Human Resources and Organizational Behavior at the University of Kansas. She earned a B.S. in Supply Chain Management and a B.A. in Spanish Language and Literature from the University of Kansas in 2015. Her primary research interests lie at the intersection of person–environment fit, cognition, and diversity. She conducts research related to topics such as neurodiversity, gender diversity, stigma and stereotypes, and changes in person–environment fit over time.

Kate P. Zipay is an Assistant Professor in the Krannert School of Management at Purdue University. She received her Ph.D. in Management from the University of Georgia. Her research interests include the leisure and the work–life interface, complex emotions at work, and contemporary issues of organizational justice.