Eight puzzles of leadership science
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 34, Heft 4, S. 101710
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In: The leadership quarterly: an international journal of political, social and behavioral science, Band 34, Heft 4, S. 101710
In: The journal of negro education: JNE ;a Howard University quarterly review of issues incident to the education of black people, Band 45, Heft 3, S. 306
ISSN: 2167-6437
In: Social service review: SSR, Band 45, Heft 2, S. 137-146
ISSN: 1537-5404
SSRN
Working paper
In: Human resource management review, Band 25, Heft 4, S. 352-367
ISSN: 1053-4822
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 35, Heft 2, S. 101783
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 34, Heft 6, S. 101581
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 32, Heft 2, S. 101471
In: Human resource management review, Band 30, Heft 2, S. 100702
ISSN: 1053-4822
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 35, Heft 2, S. 101769
In: Organizational research methods: ORM, Band 15, Heft 4, S. 624-662
ISSN: 1552-7425
Publication bias poses multiple threats to the accuracy of meta-analytically derived effect sizes and related statistics. Unfortunately, a review of the literature indicates that unlike meta-analytic reviews in medicine, research in the organizational sciences tends to pay little attention to this issue. In this article, the authors introduce advances in meta-analytic techniques from the medical and related sciences for a comprehensive assessment and evaluation of publication bias. The authors illustrate their use on a data set on employment interview validities. Using multiple methods, including contour-enhanced funnel plots, trim and fill, Egger's test of the intercept, Begg and Mazumdar's rank correlation, meta-regression, cumulative meta-analysis, and selection models, the authors find limited evidence of publication bias in the studied data.
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 33, Heft 5, S. 101634
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 34, Heft 6, S. 101632
In: Human resource management review, Band 32, Heft 4, S. 100880
ISSN: 1053-4822
In: Journal of managerial psychology, Band 36, Heft 6, S. 520-532
ISSN: 1758-7778
PurposeThe purpose is to understand how affective events employees experience at work, and emotions those events elicit, influence within-person fluctuations in perceived organizational support (POS). The authors explore the possibility of socioemotional needs as a boundary condition of the effects. They integrate affective events theory with organizational support theory to develop their arguments.Design/methodology/approachUsing a diary study method, 55 working adults responded to three surveys per day for ten days (876 total datapoints).FindingsThe results suggest POS fluctuates daily. Furthermore, workplace affective events are significantly related to discrete emotions (happiness and anger), which are significantly related to fluctuations in POS. Indirect effects were generally stronger when socioemotional needs were high compared to low, though the moderation was not statistically significant.Research limitations/implicationsThe authors extend organizational support theory by integrating affective events theory; they highlight the role of affective events and transient emotion in relation to momentary changes in POS and explore socioemotional needs as a moderator of those relationships.Practical implicationsOrganizations can be mindful of employees' daily experiences when considering how to foster POS; minimizing negative affective events and maximizing supportive affective events may enhance POS.Originality/valueThis study is the first to consider predictors of short-term fluctuations in POS. Moreover, the authors integrate affective events and discrete emotions to consider the role of affect in organizational support theory.