"

Module 2 References

Module 2 References

[1] Anderson, C., Spataro, S. E., & Flynn, F. J. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology93, 702–710.

Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology87, 875–884.

Caldwell, D. F., & O’Reilly, C. A. (1990). Measuring person–job fit with a profile comparison process. Journal of Applied Psychology75, 648–657.

Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459–484.

Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50, 359–394.

Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person–job, person–organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281–342.

O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person–organization fit. Academy of Management Journal, 34, 487–516.

Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all depends on the fit. Journal of Applied Psychology, 87, 646–654.

[2] Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person–organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology91, 786–801.

[3] Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success. Personnel Psychology57, 305–332.

[4] S.R. Maddi, Personality Theories: A Comparative Analysis (Homewood, III.: Dorsey, 1980), p. 10.

[5] P.H. Mussen, The Psychological Development of the Child (Englewood Cliffs, N.J.: Prentice-Hall, 1963).

[6] J. C. Abegglen, “Personality Factors in Social Mobility: A Study of Occupationally Mobile Businessmen,” Genetic Psychology Monographs, August 1958, pp. 101–159.

[7] Roberts, B. W., Walton, K. E., & Viechtbauer, W. (2006). Patterns of mean-level change in personality traits across the life course: A meta-analysis of longitudinal studies. Psychological Bulletin132, 1–25.

[8] Goldberg, L. R. (1990). An alternative “description of personality”: The big-five factor structure. Journal of Personality & Social Psychology59, 1216–1229.

[9] Carlyn, M. (1977). An assessment of the Myers-Briggs Type Indicator. Journal of Personality Assessment41, 461–473.

Myers, I. B. (1962). The Myers-Briggs Type Indicator. Princeton, NJ: Princeton University Press.

[10] Leonard, D., & Straus, S. (1997). Identifying how we think: The Myers-Briggs Type Indicator and the Hermann Brain Dominance Instrument. Harvard Business Review75(4), 114–115.

Shuit, D. P. (2003). At 60, Myers-Briggs is still sorting out and identifying people’s types. Workforce Management82(13), 72–74.

[11] Kirby, L. (2001). Personality, physiology and performance: The effects of optimism on task engagement. Retrieved June 1, 2008, from University of Pennsylvania, Positive Psychology Center Web site: http://www.ppc.sas.upenn.edu/institute2001 shortsummaries.htm#LK.

[12] Frederickson, B. L., & Joiner, T. (2002). Emotions trigger upward spirals toward emotional well-being. Psychological Science13, 172–175.

[13] Weler, M. H. (2008). Microsoft gets emotional with business software upgrade. Information Week. Retrieved June 1, 2008, from http://www.informationweek.com/news/windows/microsoft_news/showArticle.jhtml?articleID=206903128.

[14] Jordan, P. J., Lawrence, S. A., & Troth, A. C. (2006). Emotions and coping with conflict: An introduction. Journal of Management and Organization12, 98–100.

[15] Linguistics may be clue to emotions, according to Penn State research. (2005, January 24). Retrieved June 1, 2008, from the ScienceDaily Web site: http://www.sciencedaily.com_/releases/2005/01/050123213111.htm.

[16] Ilies, R., Wagner, D. T., & Morgeson, F. P. (2007). Explaining affective linkages in teams: Individual differences in susceptibility to contagion and individualism-collectivism. Journal of Applied Psychology92, 1140–1148.

[17] Papousek, I., Freudenthaler, H. H., & Schulter, D. (2008). The interplay of perceiving and regulating emotions in becoming infected with positive and negative moods. Personality and Individual Differences45, 463–467.

[18] Bono, J. E., & Ilies, R. (2006). Charisma, positive emotions and mood contagion. Leadership Quarterly17, 317–334.

[19] Pugh, S. D. (2001). Service with a smile: Emotional contagion in the service encounter. Academy of Management Journal44, 1018–1027.

Hareli, S., & Rafaeli, A. (2007). Emotion cycles: On the social influence of emotion in organizations. Research in Organizational Behavior28, 35–59.

[20] Colino, S. (2006, May 30). That look—it’s catching. Washington Post, p. HE01.

[21] Grandey, A. (2000). Emotional regulations in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology5, 95–110.

[22] Hochschild, A. (1983). The managed heart. Berkeley, CA: University of California Press.

[23] Beal, D. J., Trougakos, J. P., Weiss, H. M., & Green, S. G. (2006). Episodic processes in emotional labor: Perceptions of affective delivery and regulation strategies. Journal of Applied Psychology91, 1053–1065.

[24] Zapf, D. (2006). On the positive and negative effects of emotion work in organizations. European Journal of Work and Organizational Psychology15, 1–28.

[25] Carmeli, A. (2003). The relationship between emotional intelligence and work attitudes, behavior and outcomes: An examination among senior managers. Journal of Managerial Psychology18, 788–813.

[26] Elfenbein, H. A., & Ambady, N. (2002). Predicting workplace outcomes from the ability to eavesdrop on feelings. Journal of Applied Psychology87, 963–971.

Weisinger, H. (1998). Emotional intelligence at work. San Francisco: Jossey-Bass.

[27] Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.

[28] Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books.

[29] Law, K. S., Wong, C., & Song, L. J. (2004). The construct and criterion validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology89, 483–496.

Mikolajczak, M., & Luminet, O. (2008). Trait emotional intelligence and the cognitive appraisal of stressful events: An exploratory study. Personality and Individual Differences44, 1445–1453.

[30] What keeps employees satisfied? (2007, August). HR Focus, pp. 10–13; Sandberg, J. (2008, April 15). For many employees, a dream job is one that isn’t a nightmare. Wall Street Journal, p. B1.

[31] Gallup. “Is Quiet Quitting Real?”: https://www.gallup.com/workplace/398306/quiet-quitting-real.aspx

[32] Loher, B. T., Noe, R. A., Moeller, N. L., & Fitzgerald, M. P. (1985). A meta-analysis of the relation of job characteristics to job satisfaction. Journal of Applied Psychology70, 280–289.

Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin108, 171–194.

[33] Premack, S. L., & Wanous, J. P. (1985). A meta-analysis of realistic job preview experiments. Journal of Applied Psychology70, 706–719.

Wanous, J. P., Poland, T. D., Premack, S. L., & Davis, K. S. (1992). The effects of met expectations on newcomer attitudes and behaviors: A review and meta-analysis. Journal of Applied Psychology77, 288–297.

Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology60, 647–680.

[34] Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92, 707–721.

Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology82(6), 827–844.

Judge, T. A., Piccolo, R. F., & Ilies, R. (2004). The forgotten ones? The validity of consideration and initiating structure in leadership research. Journal of Applied Psychology89, 36–51.

Kinicki, A. J., McKee-Ryan, F. M., Schriesheim, C. A., & Carson, K. P. (2002). Assessing the construct validity of the job descriptive index: A review and meta-analysis. Journal of Applied Psychology87, 14–32.

Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin108, 171–194.

Meyer, J. P., Stanley, D. J., Herscivitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior61, 20–52.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology87, 698–714.

[35] Dvorak, P. (2007, December 17). Theory and practice: Hotelier finds happiness keeps staff checked in: Focus on morale boosts Joie de Vivre’s grades from workers, guests. Wall Street Journal, p. B3.

[36] Kossek, E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research. Journal of Applied Psychology83, 139–149.

Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology92, 1524–1541.

Shellenbarger, S. (2007, October 4). What makes a company a great place to work today. Wall Street Journal, p. D1.

[37] Riketta, M. (2002). Attitudinal organizational commitment and job performance: A meta-analysis. Journal of Organizational Behavior23, 257–266.

[38] Brush, D. H., Moch, M. K., & Pooyan, A. (1987). Individual demographic differences and job satisfaction. Journal of Occupational Behaviour8, 139–156.

Carsten, J. M., & Spector, P. E. (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model. Journal of Applied Psychology72, 374–381.

Cohen, A. (1991). Career stage as a moderator of the relationships between organizational commitment and its outcomes: A meta-analysis. Journal of Occupational Psychology64, 253–268.

Cohen, A. (1993). Organizational commitment and turnover: A meta-analysis. Academy of Management Journal36, 1140–1157.

Cohen, A., & Hudecek, N. (1993). Organizational commitment—turnover relationship across occupational groups: A meta-analysis. Group & Organization Management18, 188–213.

Fassina, N. E., Jones, D. A., & Uggerslev, K. L. (2008). Relationship clean-up time: Using meta-analysis and path analysis to clarify relationships among job satisfaction, perceived fairness, and citizenship behaviors. Journal of Management34, 161–188.

Hackett, R. D. (1989). Work attitudes and employee absenteeism: A synthesis of the literature. Journal of Occupational Psychology62, 235–248.

Herschcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupre, K., E., Innes, M., et al. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology92, 228–238.

Kinicki, A. J., McKee-Ryan, F. M., Schriesheim, C. A., & Carson, K. P. (2002). Assessing the construct validity of the job descriptive index: A review and meta-analysis. Journal of Applied Psychology87, 14–32.

LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology87, 52–65.

Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin108, 171–194.

Meyer, J. P., Stanley, D. J., Herscivitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior61, 20–52.

Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology48, 775–802.

Randall, D. M. (1990). The consequences of organizational commitment: Methodological investigation. Journal of Organizational Behavior11, 361–378.

Scott, K. D., & Taylor, G. S. (1985). An examination of conflicting findings on the relationship between job satisfaction and absenteeism: A meta-analysis. Academy of Management Journal28, 599–612.

Tait, M., Padgett, M. Y., & Baldwin, T. T. (1989). Job and life satisfaction: A reevaluation of the strength of the relationship and gender effects as a function of the date of the study. Journal of Applied Psychology74, 502–507.

Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intentions, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology46, 259–293.

Zimmerman, R. D. (2008). Understanding the impact of personality traits on individuals’ turnover decisions: A meta-analytic path model. Personnel Psychology61, 309–348.

[39] Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology87, 268–279.

[40] Higgins, E. T., & Bargh, J. A. (1987). Social cognition and social perception. Annual Review of Psychology38, 369–425.

Keltner, D., Ellsworth, P. C., & Edwards, K. (1993). Beyond simple pessimism: Effects of sadness and anger on social perception. Journal of Personality and Social Psychology64, 740–752.

[41] Riskind, J. H., Moore, R., & Bowley, L. (1995). The looming of spiders: The fearful perceptual distortion of movement and menace. Behaviour Research and Therapy33, 171.

[42] Kellman, P. J., & Shipley, T. F. (1991). A theory of visual interpolation in object perception. Cognitive Psychology23, 141–221.

[43] John, O. P., & Robins, R. W. (1994). Accuracy and bias in self-perception: Individual differences in self-enhancement and the role of narcissism. Journal of Personality and Social Psychology66, 206–219.

[44] Fields, J. M., & Schuman, H. (1976). Public beliefs about the beliefs of the public. Public Opinion Quarterly40(4), 427–448.

Ross, L., Greene, D., & House, P. (1977). The “false consensus effect”: An egocentric bias in social perception and attribution processes. Journal of Experimental Social Psychology13, 279–301.

[45] Snyder, M., Tanke, E. D., & Berscheid, E. (1977). Social perception and interpersonal behavior: On the self-fulfilling nature of social stereotypes. Journal of Personality and Social Psychology35, 656–666.

[46] Weingarten, G. (2007, April 8). Pearls before breakfast. Washington Post. Retrieved January 29, 2009, from http://www.washingtonpost.com/wp-dyn/content/article/2007/04/04/AR2007040401721.html.

[47] Waller, M. J., Huber, G. P., & Glick, W. H. (1995). Functional background as a determinant of executives’ selective perception. Academy of Management Journal38, 943–974.

[48] Higgins, E. T., & Bargh, J. A. (1987). Social cognition and social perception. Annual Review of Psychology38, 369–425.

[49] Lord, C. G., Ross, L., & Lepper, M. R. (1979). Biased assimilation and attitude polarization: The effects of prior theories on subsequently considered evidence. Journal of Personality and Social Psychology37, 2098–2109.

[50] Ross, L., Lepper, M. R., & Hubbard, M. (1975). Perseverance in self-perception and social perception: Biased attributional processes in the debriefing paradigm. Journal of Personality and Social Psychology32, 880–892.

[51] Kelley, H. H. (1967). Attribution theory in social psychology. Nebraska Symposium on Motivation15, 192–238.

Kelley, H. H. (1973). The processes of causal attribution. American Psychologist28, 107–128.

[52] Heneman, R. L., Greenberger, D. B., & Anonyou, C. (1989). Attributions and exchanges: The effects of interpersonal factors on the diagnosis of employee performance. Academy of Management Journal32, 466–476.

[53] Malle, B. F. (2006). The actor-observer asymmetry in attribution: A (surprising) meta-analysis. Psychological Bulletin132, 895–919.

[54] LePine, J. A., & Van Dyne, L. (2001). Peer responses to low performers: An attributional model of helping in the context of groups. Academy of Management Review26, 67–84.

[55] Hofstede, G. (1980). Culture and organizations. International Studies of Management & Organization10(4), 15–41.

Tsui, A. S., Nifadkar, S. S., & Ou, A. Y. (2007). Cross-national, cross-cultural organizational behavior research: Advances, gaps, and recommendations. Journal of Management33, 426–478

[56] Triandis, H. C., McCusker, C., & Hui, H. C. (1990). Multimethod probes on individualism and collectivism. Journal of Personality and Social Psychology59, 1006–1020.

[57] Hui, H. C., & Triandis, H. C. (1986). Individualism-collectivism: A study of cross-cultural researchers. Journal of Cross-Cultural Psychology17, 225–248.

[58] Raphael, T. (2001). Savvy companies build bonds with Hispanic employees. Workforce80(9), 19.

[59] Frauenheim, E. (2005). Crossing cultures. Workforce Management84(13), 1–32.

[60] Frauenheim, E. (2005). Crossing cultures. Workforce Management84(13), 1–32.

Hui, H. C., & Triandis, H. C. (1986). Individualism-collectivism: A study of cross-cultural researchers. Journal of Cross-Cultural Psychology17, 225–248.

Javidan, M., & Dastmalchian, A. (2003). Culture and leadership in Iran: The land of individual achievers, strong family ties and powerful elite. Academy of Management Executive17, 127–142.

Gomez, C., Shapiro, D. L., & Kirkman, B. L. (2000). The impact of collectivism and in-group/out-group membership on the evaluation generosity of team members. Academy of Management Journal43, 1097–1106.

[61] Kirkman, B. L., Gibson, B. C., & Shapiro, D. L. (2001). Exporting teams: Enhancing the implementation and effectiveness of work teams in global affiliates. Organizational Dynamics30, 12–29.

[62] Pornpitakpan, C. (2000). Trade in Thailand: A three-way cultural comparison. Business Horizons43, 61–70.

[63] Denison, D. R., Haaland, S., & Goelzer, P. (2004). Corporate culture and organizational effectiveness: Is Asia different from the rest of the world? Organizational Dynamics33, 98–109.

[64] Kirkman, B. L., Gibson, B. C., & Shapiro, D. L. (2001). Exporting teams: Enhancing the implementation and effectiveness of work teams in global affiliates. Organizational Dynamics30, 12–29.

[65] Javidan, M., & Dastmalchian, A. (2003). Culture and leadership in Iran: The land of individual achievers, strong family ties and powerful elite. Academy of Management Executive17, 127–142.

Ryan, A. M., Farland, L. M., Baron, H., & Page R. (1999). An international look at selection practices: Nation and culture as explanations for variability in practice. Personnel Psychology52, 359–391.

[66] Ryan, A. M., Farland, L. M., Baron, H., & Page R. (1999). An international look at selection practices: Nation and culture as explanations for variability in practice. Personnel Psychology52, 359–391.

[67]  Raghuram, S., London, M., & Larsen, H. H. (2001). Flexible employment practices in Europe: Country versus culture. International Journal of Human Resource Management12, 738–753.

[68] Ergeneli, A., Gohar, R., & Temirbekova, Z. (2007). Transformational leadership: Its relationship to culture value dimensions. International Journal of Intercultural Relations31, 703–724.

[69] Rothaermel, F. T., Kotha, S., & Steensma, H. K. (2006). International market entry by U.S. Internet firms: An empirical analysis of country risk, national culture, and market size. Journal of Management32, 56–82.

[70] Joiner, A. (2001). The influence of national culture and organizational culture alignment on job stress and performance: Evidence from Greece. Journal of Managerial Psychology16, 229–243.

[71] Tosi, H. L., & Greckhamer, T. (2004). Culture and CEO compensation. Organization Science15, 657–670.

License

Icon for the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License

Organizational Behaviour Copyright © 2025 by Southern Alberta Institute of Technology is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License, except where otherwise noted.