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University of Illinois – Urbana-Champaign
1.
Farthing, Amanda M.
Cognitions and emotions - testing the tenets of Fairness Theory.
Degree: MA, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/26214 
► In this study, we test the tenets put forth by Fairness Theory (Folger & Cropanzano, 2001). Fairness Theory argues that perceptions of unfairness are formulated…
(more)
▼ In this study, we test the tenets put forth by Fairness Theory (Folger & Cropanzano, 2001). Fairness Theory argues that perceptions of unfairness are formulated through a cognitive process that evaluates an event in terms of the presence or absence of injury or harm, the commission or omission of discretionary conduct on the part of the entity responsible for the injury or harm, and whether or not an ethical or moral standard was violated by such conduct (termed “Would,” “Could,” and “Should,” respectively). In this paper, we examine the role each of these elements plays in the assessment of fairness. Across two laboratory studies we show that a combination of harm and moral infraction shows the strongest effects on both first- and third-party justice perceptions, anger, and subsequent behaviors, whereas perceived discretion (“Could”) has little effect. Results are interpreted in light of recent research in moral psychology.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">
Rupp,
Deborah E. (advisor).
Subjects/Keywords: Fairness Theory; organizational justice
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APA (6th Edition):
Farthing, A. M. (2011). Cognitions and emotions - testing the tenets of Fairness Theory. (Thesis). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/26214
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Farthing, Amanda M. “Cognitions and emotions - testing the tenets of Fairness Theory.” 2011. Thesis, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/26214.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Farthing, Amanda M. “Cognitions and emotions - testing the tenets of Fairness Theory.” 2011. Web. 16 Feb 2019.
Vancouver:
Farthing AM. Cognitions and emotions - testing the tenets of Fairness Theory. [Internet] [Thesis]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/26214.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Farthing AM. Cognitions and emotions - testing the tenets of Fairness Theory. [Thesis]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/26214
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
University of Illinois – Urbana-Champaign
2.
Lee, Eun Kyung.
A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust.
Degree: PhD, 0364, 2014, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/46933
► This dissertation proposes a complex and nuanced view to understand the effect of task conflict on creativity, emphasizing the role of critical contingencies. For a…
(more)
▼ This dissertation proposes a complex and nuanced view to understand the effect of task conflict on creativity, emphasizing the role of critical contingencies. For a team-level phenomenon, I argue that teams can harvest the benefits of task conflict when they engage in information and knowledge sharing activities and maintain high levels of trust in the team, actions that both affect the mechanism through which informational resources generated by task conflict are effectively utilized for team creativity. For an individual-level analysis, I focus on each individual's asymmetric conflict perception within a team and its relation to individual creativity. I argue that individuals perceiving higher levels of task conflict than other members of the team are likely to achieve greater individual creativity. I also propose that team's information sharing climate and team trust would moderate the relationship between an individual’s conflict perception of task conflict and his or her creative performance.
Results of the data analysis provide evidence for the claim that the effect of task conflict on creativity is affected by team-level contextual factors. Teams that were high in information sharing climate or team trust achieved greater team creativity than teams that were low in either condition at any given levels of task conflict. However, the enhancing moderating effects of both information sharing climate and team trust decreased as task conflict increased within the team. The relationship between individual conflict perception and individual creativity has been also supported, proving that the benefits of task conflict exist also at an individual level. Team's information sharing climate was found to be a facilitative context that influences the creative behaviors of individuals, however; the role of team trust was not supported.
The key implication of this research is that task conflict can be beneficial to creativity both at an individual and team level, and that the benefits of task conflict can be amplified when teams are engaged in open and extensive information sharing or maintain high team trust. The findings of this research also suggest that effective conflict management should now focus on the utilization of a conflict rather than the control of it with a consideration of other important team processes. Finally, this thesis calls for more empirical examinations to test the contingency perspective of conflict and to identify critical conditions that may amplify the benefits of task conflict in order to enhance and refine our understanding of the effects of team conflict.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Avgar%2C%20Ariel%22%29&pagesize-30">Avgar, Ariel (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Avgar%2C%20Ariel%22%29&pagesize-30">Avgar, Ariel (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Joshi%2C%20Aparna%22%29&pagesize-30">Joshi, Aparna (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Northcraft%2C%20Gregory%20B.%22%29&pagesize-30">Northcraft, Gregory B. (committee member).
Subjects/Keywords: Task conflict; the effect of task conflict; creativity; team creativity; information sharing; team trust
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APA (6th Edition):
Lee, E. K. (2014). A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/46933
Chicago Manual of Style (16th Edition):
Lee, Eun Kyung. “A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust.” 2014. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/46933.
MLA Handbook (7th Edition):
Lee, Eun Kyung. “A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust.” 2014. Web. 16 Feb 2019.
Vancouver:
Lee EK. A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2014. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/46933.
Council of Science Editors:
Lee EK. A multilevel investigation of the effect of task conflict on creative performance: focusing on the role of information sharing and team trust. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2014. Available from: http://hdl.handle.net/2142/46933
University of Illinois – Urbana-Champaign
3.
Vadera, Abhijeet K.
Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach.
Degree: PhD, 0079, 2010, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/16526
► The purpose of this thesis was to compare and contrast extrinsic and intrinsic processes of whistle-blowing. To be able to do this, I examined if…
(more)
▼ The purpose of this thesis was to compare and contrast extrinsic and intrinsic processes of whistle-blowing. To be able to do this, I examined if observers of wrongdoing blew the whistle because they had strong, positive external outcome expectancies, i.
e., they expected their potential act of whistle-blowing to result in occurrences of positive external outcomes and avoidance of negative outcomes, or because they were morally outraged, i.
e., they experienced anger upon witnessing the wrongdoing. I adopted a sequential mixed methods design consisting of two distinct phases: Quantitative survey followed by qualitative semi-structured interviews with some of the survey respondents.
I found strong support for the intrinsic processes of whistle-blowing. Specifically, my survey data showed that (a) the relation between wrongdoing intensity and whistle-blowing and (b) the relationship between the interaction of wrongdoing intensity and moral identity and whistle-blowing were mediated by moral outrage and not by external outcome beliefs. Additional analysis examining the relative effects of the two processes suggested that the indirect effects through moral outrage were significantly greater than those through external outcome beliefs for both relationships. In addition, I found that the joint effects of wrongdoing intensity and subunit ethical leadership on whistle-blowing were mediated by external outcome beliefs and not by moral outrage; however, further analysis investigating the relative indirect effects of external outcome beliefs and moral outrage for this relationship provided no significant differences between the two mediators.
My qualitative analyses provided additional support for some of the quantitative results, contributed towards clarifying some of ambiguous results from the survey, and investigated the processes of whistle-blowing in more detail. Consistent with the proposed framework, the qualitative data suggested that inactive observers and whistle-blowers viewed themselves differently – inactive observers had salient workplace identities, while moral identities seemed to be more central for whistle-blowers. Also, inactive observers engaged in moral avoidance upon witnessing the wrongdoing, while whistle-blowers, as predicted, experienced moral outrage. One additional and new finding based on the qualitative data was that inactive observers and whistle-blowers both highly identified with the organization. However, the basis of their attachments seemed to differ extensively. Inactive observers??? identification with the organization appeared to stem directly from their relationship with their supervisors, while none of the whistle-blowers articulated that they viewed their supervisors as legitimate representatives of the entire organization. These individuals identified with the organization based on their beliefs about congruency in values and beliefs with the organization itself and what it stood for. Another finding emerging from the qualitative data was that post whistle-blowing, most…
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Aguilera%2C%20Ruth%20V.%22%29&pagesize-30">Aguilera, Ruth V. (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Aguilera%2C%20Ruth%20V.%22%29&pagesize-30">Aguilera, Ruth V. (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Oldham%2C%20Greg%20R.%22%29&pagesize-30">Oldham, Greg R. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Pratt%2C%20Michael%22%29&pagesize-30">Pratt, Michael (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member).
Subjects/Keywords: Whistle-blowing; Ethical decision-making
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APA ·
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MLA ·
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APA (6th Edition):
Vadera, A. K. (2010). Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/16526
Chicago Manual of Style (16th Edition):
Vadera, Abhijeet K. “Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach.” 2010. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/16526.
MLA Handbook (7th Edition):
Vadera, Abhijeet K. “Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach.” 2010. Web. 16 Feb 2019.
Vancouver:
Vadera AK. Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2010. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/16526.
Council of Science Editors:
Vadera AK. Comparing extrinsic and intrinsic processes of whistle-blowing: a multi-method approach. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2010. Available from: http://hdl.handle.net/2142/16526
University of Illinois – Urbana-Champaign
4.
McCance, Andrea S.
Emotional labor in intercultural service encounters: An experience sampling study.
Degree: PhD, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/18445
► The body of literature surrounding emotional labor, defined as service employees??? effort to manage their emotions to meet organizational goals (Hochschild, 1983; Morris & Feldman,…
(more)
▼ The body of literature surrounding emotional labor, defined as service employees??? effort to manage their emotions to meet organizational goals (Hochschild, 1983; Morris & Feldman, 1996), exhibits a severe lack of studies examining intercultural service encounters (i.
e., service episodes in which a provider from culture A delivers a service to a customer from culture B; Stauss & Mang, 1999). This dissertation posits an intrapersonal model of emotional labor in intercultural service encounters. Central to this model is the construct of cultural competence (Earley & Ang, 2003), which is defined as the ability to adapt effectively and flexibly in culturally diverse settings. Using experience sampling methodology with a hospitality industry sample, I found that cultural competence was associated with deep acting and performance. Openness to experience predicted cultural competence through active seeking of multicultural experience (i.
e., multicultural personality). Implications for the selection (based on openness) and training (for deep acting and cultural competence) of service providers in an increasingly globalized service industry are discussed.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Chiu%2C%20Chi-Yue%22%29&pagesize-30">Chiu, Chi-Yue (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Chiu%2C%20Chi-Yue%22%29&pagesize-30">Chiu, Chi-Yue (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Spencer%2C%20Sharmin%22%29&pagesize-30">Spencer, Sharmin (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Berenbaum%2C%20Howard%22%29&pagesize-30">Berenbaum, Howard (committee member).
Subjects/Keywords: emotional labor; cultural competence; openness; intercultural service encounters; service industry; experience sampling methodology; hospitality industry
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APA ·
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MLA ·
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Export
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Manager
APA (6th Edition):
McCance, A. S. (2011). Emotional labor in intercultural service encounters: An experience sampling study. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/18445
Chicago Manual of Style (16th Edition):
McCance, Andrea S. “Emotional labor in intercultural service encounters: An experience sampling study.” 2011. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/18445.
MLA Handbook (7th Edition):
McCance, Andrea S. “Emotional labor in intercultural service encounters: An experience sampling study.” 2011. Web. 16 Feb 2019.
Vancouver:
McCance AS. Emotional labor in intercultural service encounters: An experience sampling study. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/18445.
Council of Science Editors:
McCance AS. Emotional labor in intercultural service encounters: An experience sampling study. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/18445
University of Illinois – Urbana-Champaign
5.
Do, Ben-Roy.
Test coaching on assessments of cognitive constructs.
Degree: PhD, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/18555
► In continuously administered employment tests, test security may be compromised by examinees revealing test items to future test candidates. Unlike academic testing, employee selection tests…
(more)
▼ In continuously administered employment tests, test security may be compromised by examinees revealing test items to future test candidates. Unlike academic testing, employee selection tests generally have longer test windows and are less likely to implement new test items or have multiple parallel forms for the sake of test security. Therefore, it is important to study whether test takers can benefit from item sharing, and whether integrity and personality inventories can explain such behaviors. Results showed that casual item sharing increased test scores relative to the control group, with small to moderate effect sizes. Conscientiousness and Emotional Stability were the best predictors, with conscientiousness more influential on numerical reasoning and Emotional Stability on verbal reasoning.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Chang%2C%20Hua-Hua%22%29&pagesize-30">Chang, Hua-Hua (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rounds%2C%20James%22%29&pagesize-30">Rounds, James (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Mead%2C%20Alan%22%29&pagesize-30">Mead, Alan (committee member).
Subjects/Keywords: Item sharing; test security; test coaching; verbal reasoning; numerical reasoning; Theory of planned behavior; Extraversion; Conscientiousness; Agreeableness; Neuroticism; Openness to Experience
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APA ·
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MLA ·
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Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Do, B. (2011). Test coaching on assessments of cognitive constructs. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/18555
Chicago Manual of Style (16th Edition):
Do, Ben-Roy. “Test coaching on assessments of cognitive constructs.” 2011. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/18555.
MLA Handbook (7th Edition):
Do, Ben-Roy. “Test coaching on assessments of cognitive constructs.” 2011. Web. 16 Feb 2019.
Vancouver:
Do B. Test coaching on assessments of cognitive constructs. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/18555.
Council of Science Editors:
Do B. Test coaching on assessments of cognitive constructs. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/18555
6.
Salama, Sara R.
Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values.
Degree: M.H.R.I.R., 0364, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/26181
► Since managers in multinational organizations seek to transfer organizational practices across cultures by adapting them to different institutional environments, the extent to which individual differences…
(more)
▼ Since managers in multinational organizations seek to transfer organizational practices across
cultures by adapting them to different institutional environments, the extent to which individual differences in cultural values affect the effect of those practices on motivation to engage in socially responsible behavior becomes an important research question. A theoretical model is suggesting that individual differences in cultural values affect the strength of the relationship between CSR
perceptions and employees??? motives toward socially responsible behavior, and how CSR motivation
affects socially responsible behaviors (i.
e., behaviors reflecting employees??? concerns that extend beyond the organization's economic goals, such as citizenship behavior). Survey data were collected
from working adults in Germany and Egypt. Results indicated a moderating effect of individual
differences in collectivism (but not power distance) on the relationship between CSR perceptions and CSR motivation. Further, CSR motivation predicted citizenship and engagement (but not
turnover or sabotage).
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">
Rupp,
Deborah E. (advisor).
Subjects/Keywords: corporate social responsibility; cultural values; motivation; moderation
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APA ·
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APA (6th Edition):
Salama, S. R. (2011). Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values. (Thesis). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/26181
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Salama, Sara R. “Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values.” 2011. Thesis, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/26181.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Salama, Sara R. “Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values.” 2011. Web. 16 Feb 2019.
Vancouver:
Salama SR. Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values. [Internet] [Thesis]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/26181.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Salama SR. Employees' perceptions of and motives for complying with corporate social responsibility: the moderating role of cultural values. [Thesis]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/26181
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
7.
Jones, Kisha S.
"I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness.
Degree: MA, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/24195
► In considering the deontic perspective of justice, research has called for the study of individual difference variables that explain differential reactions to unfair treatment. This…
(more)
▼ In considering the deontic perspective of justice, research has called for the study of individual difference variables that explain differential reactions to unfair treatment. This is specifically due to the emerging literature on moral self-regulation as a determinant of workplace behaviors for some individuals, but not others (
Rupp & Bell, 2010). In this paper, I consider how first and third-party injustice interacts with honesty-humility in predicting positive and negative behaviors. I manipulated first- (Study 1, N=552 participants) and third- (Study 2, N=606) party justice via laboratory experiments examining both counterproductive and retaliatory as well as citizenship and performance behavioral intentions. Support for the main effect of honesty-humility on revenge and reconciliation as well as the moderating role of honesty-humility on the relationship between first- and third-party unfairness and both prosocial and aggressive behaviors was found, controlling for the already established effects of gender, negative affect, conscientiousness, and agreeableness.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">
Rupp,
Deborah E. (advisor).
Subjects/Keywords: Moral Perspective of Organizational Justice; Honesty-Humility; Revenge; Reconciliation; Counterproductive Work Behavior; Organizational Citizenship Behavior
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APA ·
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Manager
APA (6th Edition):
Jones, K. S. (2011). "I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness. (Thesis). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/24195
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Chicago Manual of Style (16th Edition):
Jones, Kisha S. “"I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness.” 2011. Thesis, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/24195.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
MLA Handbook (7th Edition):
Jones, Kisha S. “"I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness.” 2011. Web. 16 Feb 2019.
Vancouver:
Jones KS. "I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness. [Internet] [Thesis]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/24195.
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
Council of Science Editors:
Jones KS. "I'm Too Good To Be Bad": The Moderating Role of Honesty-Humility In Aggressive and Prosocial Reactions to First and Third Party Unfairness. [Thesis]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/24195
Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation
8.
Guo, Jing.
The formation and change of overall justice perceptions: consideration of time, events, and affect.
Degree: PhD, 0338, 2012, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/31055
► This dissertation investigated change in overall justice perceptions over time and several dynamic predictors that influence such change. Using event sampling methodology, employees were sampled…
(more)
▼ This dissertation investigated change in overall justice perceptions over time and several dynamic predictors that influence such change. Using event sampling methodology, employees were sampled one week prior to beginning a new job with a new organization, and then weekly for four months. Multi-group confirmatory factor analysis revealed no change in individuals’ conceptualization of overall organizational justice (i.
e., no beta and gamma change was detected). A quadratic curve was detected via multilevel modeling, representing the average participant’s overall justice trajectory over time. Overall justice showed significant lagged effects. Incidental affect (i.
e., contextual affect unrelated to justice), and the average event-based justice evaluations were found to co-vary with overall organizational justice over time. Person-mean level contextual affect and event-based justice evaluations also predicted between-person variations in overall organizational justice. Contrary to the peak-end rule, the person means of justice evaluations and affective reactions were better predictors of overall justice than the peaks (the most unfair ratings, and most extreme affective reactions). Limitations and implications for future research are discussed.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">
Rupp,
Deborah E. (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rounds%2C%20James%22%29&pagesize-30">Rounds, James (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Newman%2C%20Daniel%20A.%22%29&pagesize-30">Newman, Daniel A. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Trougakos%2C%20John%22%29&pagesize-30">Trougakos, John (committee member).
Subjects/Keywords: Overall organizational justice; affect; justice-related events; averaging principle; peak and end rule
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APA (6th Edition):
Guo, J. (2012). The formation and change of overall justice perceptions: consideration of time, events, and affect. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/31055
Chicago Manual of Style (16th Edition):
Guo, Jing. “The formation and change of overall justice perceptions: consideration of time, events, and affect.” 2012. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/31055.
MLA Handbook (7th Edition):
Guo, Jing. “The formation and change of overall justice perceptions: consideration of time, events, and affect.” 2012. Web. 16 Feb 2019.
Vancouver:
Guo J. The formation and change of overall justice perceptions: consideration of time, events, and affect. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2012. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/31055.
Council of Science Editors:
Guo J. The formation and change of overall justice perceptions: consideration of time, events, and affect. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2012. Available from: http://hdl.handle.net/2142/31055
9.
Tay, Sien C.
The psychometric principles of affect: are they ideal?.
Degree: PhD, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/26262
► The goal of this research was to determine whether co-endorsements of happiness and sadness occur because individuals use an ideal point response process to respond…
(more)
▼ The goal of this research was to determine whether co-endorsements of happiness and sadness occur because individuals use an ideal point response process to respond to affect indicators. An ideal point process posits that individuals endorse items most close to their latent trait standing. Hence, individuals feeling less intense emotions can endorse both positive and negative emotions but mutual exclusion occurs between positive and negative emotions when more intense emotions are felt. This is in line with psychological perspectives on the mood congruency of memory and attention, and conceptualization of affect as a motivational state. Because most individuals experience less intense emotions in their daily lives, this also explains why lower than expected correlations are often observed between happiness and sadness. Moreover, the application of dominance techniques ??? such as principal components analysis and factor analysis ??? to unidimensional ideal point data often incorrectly uncovers two orthogonal factors. Four studies examined this proposition. In Study 1, it was found that when emotion indicators were conceptually aligned with a positive and negative valence, a unidimensional ideal point model could fully account for the data and the occurrence of co-endorsements of happiness and sadness. However, two orthogonal factors were uncovered with confirmatory factor analysis. Study 2 replicated the findings with a larger number of emotion indicators. Study 3 showed that an ideal point response process may occur between item options that differ on valence (
e.g., ???not at all??? to ???extremely???). An ideal point response process was uncovered among item stems when dichotomization was undertaken. Study 4 showed that an ideal point response process held across diverse regions of the world. These results yield several important implications for future research on the conceptualization and measurement of affect.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Diener%2C%20Edward%20F.%22%29&pagesize-30">Diener, Edward F. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Newman%2C%20Daniel%20A.%22%29&pagesize-30">Newman, Daniel A. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Anderson%2C%20Carolyn%20J.%22%29&pagesize-30">Anderson, Carolyn J. (committee member).
Subjects/Keywords: Happy; Sad; Bipolar; Bivariate; Emotions; Ideal Point Responding; Item Response Theory
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APA ·
Chicago ·
MLA ·
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CSE |
Export
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Manager
APA (6th Edition):
Tay, S. C. (2011). The psychometric principles of affect: are they ideal?. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/26262
Chicago Manual of Style (16th Edition):
Tay, Sien C. “The psychometric principles of affect: are they ideal?.” 2011. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/26262.
MLA Handbook (7th Edition):
Tay, Sien C. “The psychometric principles of affect: are they ideal?.” 2011. Web. 16 Feb 2019.
Vancouver:
Tay SC. The psychometric principles of affect: are they ideal?. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/26262.
Council of Science Editors:
Tay SC. The psychometric principles of affect: are they ideal?. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/26262
10.
Joseph, Dana L.
Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects.
Degree: PhD, 0338, 2011, University of Illinois – Urbana-Champaign
URL: http://hdl.handle.net/2142/26353
► Leader-member exchange (LMX) is a dyadic concept that describes the content and quality of a relationship between leader and follower. In order to better understand…
(more)
▼ Leader-member exchange (LMX) is a dyadic concept that describes the content and quality of a relationship between leader and follower. In order to better understand LMX as a dyadic construct, I investigate both leader and follower contributions to the leader-member exchange relationship. The current study proposes to make four contributions to LMX research: (a) evaluating ability-based emotional intelligence (EI) as a common antecedent of follower LMX, job satisfaction, and behavioral engagement (i.
e., a composite of job performance, citizenship, and withdrawal), (b) proposing LMX as a relational construct that mediates the effects of EI on job satisfaction and behavior at work, (c) evaluating the role of LMX reciprocity (i.
e., the extent to which leader contributions to the LMX relationship are matched by follower LMX contributions and vice versa) in predicting follower job satisfaction and behavioral engagement, and (d) providing initial evidence for the interrelationships among both leader and follower EI, LMX perceptions, job satisfaction and behavioral engagement, within the framework of Kenny, Kashy, and Cook???s (2006) Actor-Partner Interdependence Model (APIM). Results from two studies suggest: (a) follower ability-based EI is a robust predictor of self-reported job satisfaction and behavioral engagement (even after controlling for cognitive ability and Big Five personality traits), (b) LMX is not an important mediator of EI effects, although it strongly and independently predicts both job satisfaction and behavioral engagement, (c) LMX reciprocity effects are inconsistent, and (d) pilot data on the APIM imply strong actor effects of LMX on behavioral engagement but more modest partner effects of LMX provisions on one???s partner???s satisfaction and behavior. Implications for incorporating both EI and LMX as independent antecedents of job satisfaction, job performance, organizational citizenship behavior, and withdrawal are discussed.
Advisors/Committee Members: Champaign%22%20%2Bcontributor%3A%28%22Newman%2C%20Daniel%20A.%22%29&pagesize-30">Newman, Daniel A. (advisor),
Champaign%22%20%2Bcontributor%3A%28%22Newman%2C%20Daniel%20A.%22%29&pagesize-30">Newman, Daniel A. (Committee Chair),
Champaign%22%20%2Bcontributor%3A%28%22Hulin%2C%20Charles%20L.%22%29&pagesize-30">Hulin, Charles L. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Drasgow%2C%20Fritz%22%29&pagesize-30">Drasgow, Fritz (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Rupp%2C%20Deborah%20E.%22%29&pagesize-30">Rupp, Deborah E. (committee member),
Champaign%22%20%2Bcontributor%3A%28%22Gajendran%2C%20Ravi%20S.%22%29&pagesize-30">Gajendran, Ravi S. (committee member).
Subjects/Keywords: emotional intelligence; leader-member exchange; reciprocity
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Record Details
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Cite
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❌
APA ·
Chicago ·
MLA ·
Vancouver ·
CSE |
Export
to Zotero / EndNote / Reference
Manager
APA (6th Edition):
Joseph, D. L. (2011). Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects. (Doctoral Dissertation). University of Illinois – Urbana-Champaign. Retrieved from http://hdl.handle.net/2142/26353
Chicago Manual of Style (16th Edition):
Joseph, Dana L. “Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects.” 2011. Doctoral Dissertation, University of Illinois – Urbana-Champaign. Accessed February 16, 2019.
http://hdl.handle.net/2142/26353.
MLA Handbook (7th Edition):
Joseph, Dana L. “Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects.” 2011. Web. 16 Feb 2019.
Vancouver:
Joseph DL. Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects. [Internet] [Doctoral dissertation]. University of Illinois – Urbana-Champaign; 2011. [cited 2019 Feb 16].
Available from: http://hdl.handle.net/2142/26353.
Council of Science Editors:
Joseph DL. Emotional intelligence, leader-member exchange, and behavioral engagement: considering mediation and reciprocity effects. [Doctoral Dissertation]. University of Illinois – Urbana-Champaign; 2011. Available from: http://hdl.handle.net/2142/26353
. 
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