Journal Cover Applied Psychology
  [SJR: 1.023]   [H-I: 64]   [181 followers]  Follow
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 0269-994X - ISSN (Online) 1464-0597
   Published by John Wiley and Sons Homepage  [1592 journals]
  • Another Test of Gender Differences in Assignments to Precarious Leadership
           Positions: Examining the Moderating Role of Ambivalent Sexism
    • Authors: F. Pinar Acar; H. Canan Sümer
      Abstract: Women face significant hurdles in the attainment of leadership positions. When they do attain them such positions tend to be riskier than those attained by men, a form of bias called glass cliff. This study investigates ambivalent sexism as an individual difference that influences the occurrence of glass cliff. Little research examines individual differences contributing to glass cliff. It is proposed that individuals with high hostile and benevolent sexism are more likely to perceive women to be suitable for leadership of a poorly-performing organization and men to be suitable for leadership of a well-performing organization. The sample of our experimental study consisted of 378 students who rated either a female or a male candidate under a poor or good performance condition. We tested our hypotheses using a moderated regression analysis. Both components of sexism impacted how individuals evaluated male and female leaders under different organizational performance conditions. Hostile sexism was the dimension that led to glass cliff. Benevolent sexism had an unexpected effect on leadership choice. The differences between the two types of sexism and the different role each type plays in preference for masculine and feminine leadership are discussed. Leader gender and perceiver's sexist attitudes influence evaluations for leadership positions.
      PubDate: 2018-02-08T01:55:20.393963-05:
      DOI: 10.1111/apps.12142
  • Bridging the Gap: How Supervisors’ Perceptions of Guanxi HRM Practices
           Influence Subordinates’ Work Engagement
    • Authors: Fu Yang; Jing Qian, Jun Liu, Xiaoyu Huang, Rebecca Chau, Ting Wang
      Abstract: This study aims to provide new insights into the relationship between supervisors' perceptions of guanxi human resource management (HRM) practices and their subordinates' work engagement. We used a three time-lagged sample from 45 work groups and 205 employees in a state-owned organisation (Study 1) and cross-sectional data from 101 work groups and 413 employees in 101 different organisations (Study 2) to test our hypotheses. The results revealed that supervisors' perceptions of guanxi HRM practices were positively related to subordinates' perceptions of guanxi HRM practices, which, in turn, negatively affected subordinates' work engagement. This indirect effect was stronger when group power distance was low or when individual power distance orientation was low.
      PubDate: 2018-02-07T04:47:11.982892-05:
      DOI: 10.1111/apps.12144
  • Tell Me What I Wanted to Hear: Confirmation Effect in Lay Evaluations of
           Financial Expert Authority
    • Authors: Tomasz Zaleskiewicz; Agata Gasiorowska
      Abstract: In real life, people engage in interactive decision processes by consulting with experts. However, before taking advice, they must recognise the authority of an expert to assess the quality of the advice. The main goal of this research was to investigate how the confirmation effect affects lay evaluations of the epistemic authority of financial experts. Experiment 1 showed that lay people tend to ascribe greater epistemic authority to those experts whose advice confirms people's opinions, both measured and manipulated. Experiment 2 revealed that when participants' own opinions are not salient, people tend to evaluate experts' authority as higher when their advice confirms social norms. In Experiment 3 we jointly investigated the effects of participants' own opinions and social norms on the evaluations of authority. When both sources of expertise were made salient, decision-makers favoured advice confirming their own beliefs and used it to evaluate experts' authority. Three interpretations of the role confirmation plays in the experts' authority evaluations are proposed: (1) self-defensive strategies; (2) processing fluency; and (3) psychological consequences of naïve realism. The paper discusses practical implications of the results. We propose that increasing consumers' knowledge about biases might protect their evaluations of financial advice from being susceptible to the confirmation effect.
      PubDate: 2018-02-07T04:40:31.532837-05:
      DOI: 10.1111/apps.12145
  • Your Attention Please! Toward a Better Understanding of Research
           Participant Carelessness
    • Authors: Nathan A. Bowling; Jason L. Huang
      PubDate: 2018-01-31T01:11:23.832561-05:
      DOI: 10.1111/apps.12143
  • The Role of Error Management Culture for Firm and Individual
    • Authors: Sebastian Fischer; Michael Frese, Jennifer Clarissa Mertins, Julia Verena Hardt-Gawron
      Abstract: To innovate at work is risky as every new endeavour is also error-prone. Therefore, the way errors are managed in organisations may be related to organisations' innovativeness. We studied error management culture as one important and often overlooked organisational culture factor hypothesised to be related to organisational and individual innovativeness. Error management culture implies that a firm accepts that people make errors and uses “organizational practices related to communicating about errors, to sharing error knowledge, to helping in error situations, and to quickly detecting and handling errors” to deal with errors (Van Dyck, Frese, Baer, & Sonnentag, , p. 1229). Our sample consists of 30 companies with N = 227 employees. To decrease the problem of common method variance, we split the samples within each company into two subsamples: one subsample was used for the measurement of error management culture and the other one for the measure of organisational innovativeness. A multilevel structural equation modelling (MSEM) analysis showed error management culture to be related to organisational and individual innovativeness. Organisational innovativeness was a mediator for the relationship between error management culture and individual innovativeness. A potential implication is that organisations wanting to increase their innovativeness may need to examine their error management culture.
      PubDate: 2018-01-16T23:40:22.718891-05:
      DOI: 10.1111/apps.12129
  • Attributions and Appraisals of Workplace Incivility: Finding Light on the
           Dark Side'
    • Authors: Lisa A. Marchiondo; Lilia M. Cortina, Dana Kabat-Farr
      Abstract: Ample research demonstrates that workplace incivility has individual and organisational costs, but an important question remains unanswered: might it have benefits as well' We investigate this possibility by focusing on incivility appraisals—both negative and challenge appraisals (i.e. as an opportunity for learning, growth)—and their correlates. To explain this diversity of appraisals, we examine whether attributions (i.e. perceived intent to harm, perceived perpetrator control) predict perceptions. We conducted two multi-method (quantitative and qualitative) surveys, one of which was multi-source, of employees across a range of occupations. In Study 1, attributions that perpetrators acted with control and malicious intent fuelled negative appraisals of incivility, which undermined job satisfaction. Study 2 added to these findings by demonstrating that some targets formed challenge appraisals of uncivil encounters, especially when they attributed low malicious intent to perpetrators; challenge appraisal related to boosts in job satisfaction and thriving. These attitudinal outcomes then positively related to organisational citizenship behaviour, as reported by targets' coworkers. Showing paths to incivility harm (and potential benefit), our findings can inform interventions to alter the impact of workplace incivility.
      PubDate: 2018-01-05T02:30:23.426953-05:
      DOI: 10.1111/apps.12127
  • Exploring Different Forms of Job (Dis)Satisfaction and Their Relationship
           with Well-Being, Motivation and Performance
    • Authors: Carrie Kovacs; Barbara Stiglbauer, Bernad Batinic, Timo Gnambs
      Abstract: Job satisfaction is often treated as a one-dimensional construct. In contrast, Bruggemann () postulated six distinct forms of (dis)satisfaction: four types of satisfaction (progressive, stabilised, resigned, pseudo) and two types of dissatisfaction (constructive, fixated). Despite her theory's practical relevance, few researchers have explored its assumptions or applications. The current study aimed to characterise a German-speaking employee sample (n = 892) according to Bruggemann's theory using mixture modelling. We investigated stability of the (dis)satisfaction forms over a five-month period, as well as their relationship with well-being, motivation and (self-reported) performance. We found latent clusters corresponding to most Bruggemann types, though no distinction between progressive and stabilised satisfaction was possible. While cluster membership varied over time, some clusters (e.g. resigned satisfaction) were more stable than others (e.g. constructive dissatisfaction). Overall satisfaction level explained 25–51 per cent variance in well-being and motivation, and 13–16 per cent variance in performance. Including forms of satisfaction improved cross-sectional prediction by 2–6 per cent explained variance. Results suggest that unfavourable consequences of job dissatisfaction may be limited to fixated—not constructive—dissatisfaction, though no consistent longitudinal effects emerged. We argue that exploring qualitative differences in job satisfaction promotes a more nuanced and potentially useful understanding of the relationship between satisfaction and work outcomes.
      PubDate: 2017-12-27T20:40:30.456162-05:
      DOI: 10.1111/apps.12128
  • The Performance of Pre-Founding Entrepreneurial Teams: The Importance of
           Learning and Leadership
    • Authors: Kristin Knipfer; Emanuel Schreiner, Ellen Schmid, Claudia Peus
      Abstract: Entrepreneurial teams often struggle with simultaneous task and team challenges at an early stage of new venture creation. The way in which teams shape their teamwork is key in leveraging performance in the pre-founding phase. Learning should help the team in establishing good teamwork and in expanding its members’ entrepreneurial capabilities. Leadership is needed to facilitate and guide this learning. Accordingly, we investigated learning and leadership as facilitators of performance in the pre-founding phase. Specifically, we examined team reflexivity as a collective internal learning process and boundary spanning behaviour as an externally directed individual activity, operating at different levels in fostering team and individual performance. Charismatic team leadership was examined as a catalyst of learning, shaping team and individual performance ultimately. The multilevel mediation model was tested based on data from 196 members of 58 teams of a venture creation programme. Team reflexivity predicted team and individual performance. Boundary spanning behaviour was not related to performance. As hypothesised, charismatic team leadership predicted team and individual performance, both mediated by team reflexivity. This research highlights the relevance of team learning in pre-founding teams and emphasises leadership in shaping learning and moving new ventures forward.
      PubDate: 2017-12-20T04:20:21.606504-05:
      DOI: 10.1111/apps.12126
  • Abusive Supervision from an Integrated Self-Control Perspective
    • Authors: Alexander Pundt; Katharina Schwarzbeck
      Abstract: We investigate the relationship between supervisors’ irritation and follower perceptions of abusive supervision. Based on the integrated self-control framework, we propose a positive relationship between supervisor irritation and abusive supervision. Moreover, we propose this relationship to be buffered by supervisors’ self-control capacities and by external monitoring of the supervisor by upper management. We tested our hypotheses in a two-source survey study with 96 supervisor-follower dyads. Our results show a positive relationship between supervisor irritation and abusive supervision and an interaction between supervisor irritation and supervisor self-control. The interaction pattern revealed a positive relationship between supervisor irritation and abusive supervision if supervisor self-control is low. We also found an interaction between supervisor irritation and external monitoring in predicting active but not passive forms of abusive supervision. Our findings underline the role of self-control processes in explaining abusive supervision.
      PubDate: 2017-12-19T02:55:53.424705-05:
      DOI: 10.1111/apps.12125
  • Competent Enough to Be Heard' Technicians’ Expectations about Local
           Stakeholders in Participative Processes
    • Authors: Maria Luisa Lima; Sibila Marques, Carla Branco, Fernando Talayero, Cristina Camilo
      Abstract: The involvement of citizens in environmental decision processes is difficult to implement, and little is known about the psychological mediators for the technicians’ resistance. We tested the hypothesis that the subtle denial of human attributes of local stakeholders (dehumanisation) produces negative expectations regarding the engagement of communities in the decision process, which may ultimately legitimise their exclusion. Three studies were conducted testing this hypothesis, all involving professionals with experience in implementing local projects. In the first two correlational studies we showed that a deficit view regarding local communities, a dehumanised idea of those residents and an unfavourable attitude towards their participation were associated. Furthermore, an experimental study was conducted, manipulating the images of the residents in a 2 warmth (high vs low) × 2 competence (high vs low) between-subjects design. Results showed that participants that read a description of the local community as being incompetent developed expectations of more violent and less conventional forms of protest. Moreover, the expectation of conventional protest procedures was associated with stronger support for their engagement in the process. These studies show the importance of psychosocial mediators from the technicians’ perspective: an imagined competent public is easier to include in the decision process.
      PubDate: 2017-12-15T03:57:25.152852-05:
      DOI: 10.1111/apps.12123
  • Data Quality from Crowdsourced Surveys: A Mixed Method Inquiry into
           Perceptions of Amazon's Mechanical Turk Masters
    • Authors: Matt Lovett; Saleh Bajaba, Myra Lovett, Marcia J. Simmering
      Abstract: Researchers in the social sciences are increasingly turning to online data collection panels for research purposes. While there is evidence that crowdsourcing platforms such as Amazon's Mechanical Turk can produce data as reliable as more traditional survey collection methods, little is known about Amazon's Mechanical Turk's most experienced respondents, their perceptions of crowdsourced data, and the degree to which these affect data quality. The current study utilises both quantitative and qualitative data to investigate Amazon's Mechanical Turk Masters' perceptions and attitudes related to the data quality (e.g. inattention). Recommendations for researchers using crowdsourcing data are provided.
      PubDate: 2017-12-05T23:00:57.912445-05:
      DOI: 10.1111/apps.12124
  • The Differential Impacts of Two Forms of Insufficient Effort Responding
    • Authors: Justin A. DeSimone; Alice J. DeSimone, P. D. Harms, Dustin Wood
      Abstract: Recent years have seen a renewed interest in insufficient effort responding (IER). Previous research has demonstrated that IER can have detrimental effects on survey research ranging from introducing untrustworthy data to influencing psychometric and statistical results. The present simulations examine two forms of IER, straightlining (SL) and random responding (RR), in an attempt to determine whether the presence of these response patterns have differential impacts on data. In three studies, we explore the combined effects of extreme SL and RR, the effects of full and partial RR, and the effects of full and partial SL on scale characteristics such as inter-item correlations, alpha, and component structure. We also explore how various IER response distributions may influence these statistics. Empirical results demonstrate a tendency for SL to increase and RR to decrease the magnitude of inter-item correlations, alpha, and the first component eigenvalue. Results also indicate that the impact of SL may be more pronounced than the impact of RR in the organisational sciences. It is important for researchers to consider the type of IER in addition to the prevalence of IER in a sample prior to conducting statistical analyses.
      PubDate: 2017-11-28T04:20:59.624811-05:
      DOI: 10.1111/apps.12117
  • Psychological Flexibility at Work and Employees' Proactive Work Behaviour:
           Cross-Level Moderating Role of Leader Need for Structure
    • Authors: Che-Chun Kuo; Yun-Ci Ye, Mei-Yen Chen, Lung Hung Chen
      Abstract: How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross-level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full-time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person-situation interactional research are discussed.
      PubDate: 2017-11-16T00:15:24.168565-05:
      DOI: 10.1111/apps.12111
  • How Do Coworkers “Make the Place”' Examining Coworker Conflict and
           the Value of Harmony in China and the United States
    • Authors: Cong Liu; Margaret M. Nauta, Liu-Qin Yang, Paul E. Spector
      Abstract: The goal of this study was to test cross-cultural/cross-national differences in the association between coworker interpersonal justice and coworker conflict and the implications of such differences for employee effectiveness. Harmony is a central value in China but is less important in the United States, and the individual value of harmony may influence Chinese and US employees differently in their response to low levels of coworker interpersonal justice. We collected data from employees and their coworkers in China (214 dyads) and the US (301 dyads). There were three major findings. First, coworker interpersonal justice was negatively related to coworker conflict. Second, coworker conflict significantly mediated coworker interpersonal justice in relation to the employee effectiveness variables of task performance, organisational citizenship behaviours, and counterproductive work behaviours. Finally, in the Chinese sample, harmony significantly buffered the indirect effect of coworker interpersonal justice on employee effectiveness via coworker conflict, whereas in the US sample, harmony significantly intensified the indirect effect of coworker interpersonal justice on employee effectiveness via coworker conflict.
      PubDate: 2017-11-10T04:12:19.306885-05:
      DOI: 10.1111/apps.12119
  • Applying Social Psychology to Prevent Careless Responding during Online
    • Authors: M.K. Ward; Adam W. Meade
      Abstract: A major threat to data quality in online surveys is careless responding (CR; Meade & Craig, ) or insufficient effort responding (e.g. Bowling, Huang, Bragg, Khazon, Liu, & Blackmore, ). In three studies, we use social psychological theories to develop and test three prevention strategies (Ward & Pond III, ) related to increasing respondent motivation to respond carefully. Study 1 presented control, scripted, or video-recorded instructions designed to increase the social influence of survey administrators on survey participants. Participants in the control group were significantly more likely to admit to CR than the script and video groups. Compared with the control, scripted instructions decreased interest, and had no effect on objective indicators of CR. Study 2 found that instructions designed to induce cognitive dissonance increased logical consistency of responses and survey interest. Instructions to create a sense of hypocrisy increased accuracy on instructed-response items. Study 3 showed that leveraging social exchange theory in survey instructions generally had no effect on CR. Similar results were found for both continuous and dichotomous scoring of indicators of CR across the three studies. Results demonstrate that facets of CR can be influenced via survey design. Future studies are needed to develop a more thorough understanding of best practices in survey design with respect to preventing CR.
      PubDate: 2017-11-10T00:05:24.454228-05:
      DOI: 10.1111/apps.12118
  • The Impact of Insufficient Effort Responding Detection Methods on
           Substantive Responses: Results from an Experiment Testing Parameter
    • Authors: Heiko Breitsohl; Corinna Steidelmüller
      Abstract: Researchers using survey methods can choose among a variety of methods aimed at detecting insufficient effort responding among the participants in their studies. Some of these methods entail modifying the survey questionnaire by adding bogus items, instructed-response items, or instructed manipulation checks. While these methods have been found effective in detecting insufficient effort responding, it remains unclear whether their presence in a questionnaire can affect responses to items of substantive research interest. We conducted an experiment investigating this potential impact in a sample (N = 1,092) of working adults. Adopting an invariance testing approach, we assessed whether employing bogus items, instructed-response items, or instructed manipulation checks, with or without warning study participants, respectively, would lead to non-invariant estimates of parameters for substantive variables. Results suggest that, while most parameter estimates were invariant to the use of insufficient effort responding detection methods, the reliability of measurements may be adversely impacted, posing a threat to construct validity and statistical conclusion validity. However, reliability might be maintained when participants are warned at the beginning of the questionnaire. Results also suggest that bogus items may have some advantages over other methods in terms of parameter invariance. We discuss the implications of our findings.
      PubDate: 2017-11-09T23:45:23.425904-05:
      DOI: 10.1111/apps.12121
  • Dynamics between Member Replacement and Team Performance: The Role of
           Members’ Relative Attributes
    • Authors: Jia Li; Josette M.P. Gevers
      Abstract: Analysing the 367 member replacement acts in the 2014 FIFA World Cup tournament, we uncover important dynamics between member replacement and team performance. We find that poor team performance leads to substitutions with more competence gains (or with less competence loss), that substituting and substituted members’ functional background dissimilarity improves subsequent content-related team performance (i.e. scoring more goals), and that their competence superiority is associated with the speed of team performance turnaround (i.e. scoring goals faster). Going beyond contrasts between teams with and without membership change, the paper highlights the importance of substituting and substituted members’ relative task-related attributes and provides a more nuanced understanding of the complex phenomenon of team membership change. Furthermore, the paper extends the methodological spectrum of dynamic team composition research from predominantly laboratory experiments with short-lived student groups performing cognitive tasks to field studies with real-life work teams performing action tasks.
      PubDate: 2017-11-06T04:51:59.549932-05:
      DOI: 10.1111/apps.12116
  • How Colleagues Can Support Each Other's Needs and Motivation: An
           Intervention on Employee Work Motivation
    • Authors: Tomas Jungert; Anja Van den Broeck, Bert Schreurs, Ulla Osterman
      Abstract: Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self-Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each other's basic psychological needs for autonomy, competence, and relatedness and, hence, increase each other's need satisfaction and autonomous motivation, while decreasing controlled motivation. We delivered training to 146 participants nested in 26 participating teams and assessed basic need satisfaction and autonomous and controlled motivation before and after the intervention. Multilevel regression analyses indicated that employees in the experimental (i.e. intervention) condition had a stronger increase in need satisfaction and autonomous motivation than employees did in the control condition, and that the increase in autonomous motivation was mediated by an increase in need satisfaction. This study provides added value for theory on need satisfaction and demonstrates that a relatively brief intervention among team members may be effective in creating employee need support and increasing autonomous motivation.
      PubDate: 2017-10-03T21:45:34.639177-05:
      DOI: 10.1111/apps.12110
  • Does a Tired Mind Help Avoid a Decision Bias' The Effect of Ego
           Depletion on Escalation of Commitment
    • Authors: Jong Seok Lee; Mark Keil, Kin Fai Ellick Wong
      Abstract: In this research, we investigated the effect of ego depletion on escalation of commitment. Specifically, we conducted two laboratory experiments and obtained evidence that ego depletion decreases escalation of commitment. In Study 1, we found that individuals were less susceptible to escalation of commitment after completing an ego depletion task. In Study 2, we confirmed the effect observed in Study 1 using a different manipulation of ego depletion and a different subject pool. Contrary to the fundamental assumption of bounded rationality that people have a tendency to make decision errors when mental resources are scarce, the findings of this research show that a tired mind can help reduce escalation bias.
      PubDate: 2017-10-02T03:40:14.27484-05:0
      DOI: 10.1111/apps.12109
  • An Investigation of Entrepreneurs' Venture Persistence Decision: The
           Contingency Effect of Psychological Ownership and Adversity
    • Authors: Fei Zhu; Dan Kai Hsu, Katrin Burmeister-Lamp, Shea X. Fan
      Abstract: We incorporate psychological ownership theory and adversity literature to examine the joint effect of psychological ownership and adversity on entrepreneurs' persistence decision. The results of two experiments and one survey show that both low adversity and high psychological ownership for the venture increase entrepreneurs' likelihood of persistence. We also identify the moderating effect of adversity. Psychological ownership is more relevant to the likelihood of persistence when adversity is high than when it is low. Our research contributes to psychological ownership theory and the entrepreneurial persistence literature and has practical implications for entrepreneurs.
      PubDate: 2017-09-18T23:15:21.852999-05:
      DOI: 10.1111/apps.12106
  • Are Attention Check Questions a Threat to Scale Validity'
    • Authors: Franki Y.H. Kung; Navio Kwok, Douglas J. Brown
      Abstract: Attention checks have become increasingly popular in survey research as a means to filter out careless respondents. Despite their widespread use, little research has empirically tested the impact of attention checks on scale validity. In fact, because attention checks can induce a more deliberative mindset in survey respondents, they may change the way respondents answer survey questions, posing a threat to scale validity. In two studies, we tested this hypothesis (N = 816). We examined whether common attention checks—instructed-response items (Study 1) and an instructional manipulation check (Study 2)—impact responses to a well-validated management scale. Results showed no evidence that they affect scale validity, both in reported scale means and tests of measurement invariance. These findings allow researchers to justify the use of attention checks without compromising scale validity and encourage future research to examine other survey characteristic-respondent dynamics to advance our use of survey methods.
      PubDate: 2017-08-24T23:10:26.335362-05:
      DOI: 10.1111/apps.12108
  • Issue Information
    • Pages: 1 - 2
      PubDate: 2017-12-21T22:17:15.783284-05:
      DOI: 10.1111/apps.12112
  • Motivated or Demotivated to Be Creative: The Role of Self-Regulatory Focus
           in Transformational and Transactional Leadership Processes
    • Authors: Ronit Kark; Dina Van Dijk, Dana Rachel Vashdi
      Pages: 186 - 224
      Abstract: Numerous studies have recognised the importance of transformational leadership style for encouraging employees’ creativity. Self-regulation studies have highlighted the influence of a promotion focus on employees’ creative behaviours. Yet both leadership and self-regulation theories have paid less attention to the role transactional leadership style and situational prevention regulatory focus may play in affecting employees’ creativity. In this article we present a theoretical model which examines transformational and transactional leadership styles and both promotion and prevention situational self-regulatory focus (SRF). The model suggests that while transformational leadership promotes creativity, at least partially by enhancing follower's situational promotion SRF, transactional leadership style (transactional active) is aligned with followers’ prevention situational SRF, which is associated with leaders’ hindering of followers’ creativity. Findings from two studies, an experimental study (N = 189) and a field study (N = 343 employees and 75 managers), support this model, showing that the relationship between different types of leadership and creativity are more complex than previously regarded. The theoretical and practical implications are discussed.
      PubDate: 2017-12-21T22:17:13.053521-05:
      DOI: 10.1111/apps.12122
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Tel: +00 44 (0)131 4513762
Fax: +00 44 (0)131 4513327
Home (Search)
Subjects A-Z
Publishers A-Z
Your IP address:
About JournalTOCs
News (blog, publications)
JournalTOCs on Twitter   JournalTOCs on Facebook

JournalTOCs © 2009-