Angelo J Kinicki

Angelo J Kinicki
Arizona State University | ASU

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89
Publications
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12,228
Citations

Publications

Publications (89)
Article
Does a chief executive officer’s (CEO’s) ability to manage and motivate their direct reports impact firm financial performance? Good or bad, CEO leadership research is increasingly romanticized, leading to investigations of CEO traits as visionary and transformational behaviors at the expense of understanding whether the mundane, everyday managemen...
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Servant leadership’s positive effects for employees and the organization are well-documented, but servant leadership theory postulates that servant leaders prioritize people more than production. This untested supposition raises questions about whether servant leadership’s emphasis on employee support relative to goal achievement has negative conse...
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The feedback literature has largely been developed under two divergent assumptions: individuals are either passive receivers or proactive seekers of feedback. We bridge these two literatures using affective events theory and expand understanding of the relationships between feedback delivered as part of a performance evaluation process and self-sou...
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We integrate affective events theory and the broaden and build theory to examine the relationship between feedback and performance. We collected 10 days of data using experience sampling methodology to test our hypotheses with a multilevel model. Supervisor developmental feedback and coworker feedback seeking were positively related to participants...
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This study provides a theoretical model and related analyses that explore how CEOs may positively influence firm performance through performance management behaviors. Our findings reveal that CEOs who engage in performance management are more likely to create a flourishing TMT climate within their organizations. In addition, we demonstrate that a T...
Article
Interest in organizational culture burgeoned in the 1980s with claims heralding organizational culture as a driver of organizational effectiveness. In response to the exuberance, three different research streams emerged to investigate the importance of organizational culture: culture content, culture strength, and strategic fit. Each stream of rese...
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In this article, we examine the concept of humility among chief executive officers (CEOs) and the process through which it is connected to integration in the top management team (TMT) and middle managers' responses. We develop and validate a comprehensive measure of humility using multiple samples and then test a multilevel model of how CEOs' humil...
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The preponderance of research in the leadership literature has been directed toward individual and group processes, but one of the most important things leaders do is to create and shape organizational culture. Combining insights from social learning theory and team process theory, this study introduces a path-analytic model that meta- analytically...
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This study integrates literature on performance management and organizational behavior with input from managers to develop a 27‐item measure of performance management behavior. We used 8 samples, including multisource data, to develop a reliable multidimensional scale that replicated across samples. The scale demonstrated content validity, both con...
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Our focus is on organizational culture and climate and the role that these constructs play in understanding individual as well as collective attitudes, behavior, and performance. We begin with the assumption that both constructs rest upon the notion of shared meanings or a shared understanding of aspects of the organizational context. Climate is de...
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This article examines antecedents and consequences of employees’ threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation r...
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This longitudinal field study examines the relationships among the three focal constructs within appraisal theory—appraisal, emotion, and coping—at the beginning of change and their relationship with employee withdrawal at the end of an organizational restructuring. New theory is used to integrate past theory and research to propose and test a mode...
Article
Reports an error in "Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework's theoretical suppositions" by Chad A. Hartnell, Amy Yi Ou and Angelo Kinicki ( Journal of Applied Psychology , Advance online publication, January 17, 2011. doi: 10.1037/a0021987). In this article the supple...
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We apply Quinn and Rohrbaugh's (1983) competing values framework (CVF) as an organizing taxonomy to meta-analytically test hypotheses about the relationship between 3 culture types and 3 major indices of organizational effectiveness (employee attitudes, operational performance [i.e., innovation and product and service quality], and financial perfor...
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This study uses a control theory to develop a multilevel systems model of leadership. The model outlines the processes that senior leaders can use to influence others across hierarchical levels of management and clarifies the mechanisms that link leadership across levels of management—goal cascading, alignment, and the bypass channel of communicati...
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This study addressed the unresolved issue of how differentiated leadership (leaders treating individuals within a group differently) affects group effectiveness. We developed and tested a group-level model involving group-focused and individual-focused leadership using three-phased survey data from 70 work groups in eight companies. Results showed...
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Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented...
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This study develops and validates a dispositional measure of employability (DME). Dispositional employability was defined as a constellation of individual differences that predispose individuals to (pro)active adaptability specific to work and careers. A dispositional approach to employability represents an alternative conceptualization to those pr...
Chapter
The Outcomes of Job LossJob Loss InterventionsCoping with Job LossLife-Facet Model of Coping with Job LossConclusion and Directions for Future ResearchReferences
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This longitudinal study seeks to determine the appropriate theoretical structure for how employees cope with organizational change. A model based on the appraisal theory of emotion is compared to competing theoretical structures of coping found in the literature: stimulus–response, partial mediation, and moderated. Structural equation model results...
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Research has consistently demonstrated that both individual-level climate perceptions and organizational climate are related to job satisfaction; however, little work has investigated their relative importance in a single study. Using a sample of 1,076 employees from 120 branches of a US-based bank, the relative importance of individual- and unit-l...
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The relative importance of multiple types of value congruence—person–environment (P-E), person–person (P-P), and perceptual fit—across two hierarchical levels (workgroup and manager) and across multiple dimensions of values was investigated in a sample of 951 employees from 113 bank branches. As expected, different types of value congruence and dif...
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We tested the complete and current conceptualization of Lazarus¡¦ (1991) seminal process theory of coping. Despite the wide influence and use of his theory, most past research tests only subsets of the theory's main constructs and permutations between them. To determine the appropriate structure of the coping process we tested alternative longitu...
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The article applies upper echelon theory to explain variation in parent firms’ post-acquisition financial performance. We develop and test a latent variable model hypothesizing that top management team (TMT) demographic diversity affects financial outcomes through teams’ collective beliefs. In so doing we identify three constructs which potentially...
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The authors used theoretical models to organize the diverse unemployment literature, and meta-analytic techniques were used to examine the impact of unemployment on worker well-being across 104 empirical studies with 437 effect sizes. Unemployed individuals had lower psychological and physical well-being than did their employed counterparts. Unempl...
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This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performan...
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We examine the idea that an individual’s employability subsumes a host of person-centered constructs needed to deal effectively with the career-related changes occurring in today’s economy. We argue that employability represents a form of work specific (pro)active adaptability that consists of three dimensions—career identity, personal adaptability...
Article
We constructed and empirically validated a life-facet coping with job loss scale. Study 1 (item generation and judge analysis) demonstrated coping across seven life dimensions. Study 2 included EFA and item analysis. Study 3 cross-validated results using CFA and SEM. Results supported the proposed coping with job loss nomological network.
Chapter
Full-text available
Our focus is on organizational culture and climate and the role that these constructs play in understanding individual as well as collective attitudes, behavior, and performance. We begin with the assumption that both constructs rest upon the notion of shared meanings or a shared understanding of aspects of the organizational context. Climate is de...
Article
This longitudinal study examined how individuals cope over 4 stages of a merger. The study replicated and extended past coping research by examining changes in coping variables over time. Employee appraisals, coping resources, negative emotions, and emotion-focused and problem-focused coping strategies were measured. Negative appraisal, social supp...
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Two studies tested whether method variance is present at multiple levels of analysis and whether methodological procedures can minimize its impact. In Study 1, 8,052 employees from 71 hotels completed measures of climate, work environment characteristics, and satisfaction. A comparison of correlations at the individual level, cross-level, cross-lev...
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The construct validity of the Job Descriptive Index (JDI) was investigated by using a meta-analysis to summarize previous empirical studies that examined antecedents, correlates, and consequences of job satisfaction. In total, 79 unique correlates with a combined total of 1,863 correlations were associated with the JDI subdimensions. The construct...
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This longitudinal study developed a reemployment coping goal construct and examined its role in a job-loss context. Several predictors of displaced workers' reemployment coping goal intensity were examined: human capital, employment commitment, internal coping resources, and anticipation of job loss. Results show that human capital, employment comm...
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This study generalized a leading portrayal of how job dissatisfaction progresses into turnover (Hom & Griffeth, 1991) and more rigorously tested this model using structural equations modeling and survival analysis. We further integrated job avoidance, interrole conflict, and employment conditions into this framework. Using a national survey of reta...
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This study used Lazarus and Folkman's (1984) cognitive–phenomenological model of coping and Lazarus's (1991) theory of emotions to develop and test a model of how individuals cope with an organizational acquisition. The model identifies the origins and process used to select both problem-focused and emotion-focused coping strategies. Covariance str...
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We examined the role of the quality of reemployment in the process of coping with job loss using a panel design and a four-month interval for 100 displaced workers. The dynamic process of coping with job loss changed between the anticipatory and outcome stages. The quality of reemployment played a key role, interacting with time in such a way that...
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We examined the role of the quality of reemployment in the process of coping with job loss using a panel design and a four-month interval for 100 displaced workers. The dynamic process of coping with job loss changed between the anticipatory and outcome stages. The quality of reemployment played a key role, interacting with time in such a way that...
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The process linking coping resources and coping strategy to subjective well-being and subsequent reemployment of recently unemployed workers was examined using a panel design and structural equation modeling. Analyses were based on longitudinal data from 158 displaced workers surveyed at a four-month interval. Results generally support the proposed...
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Two field studies were undertaken to investigate the nature of the relationships between job security, job satisfaction, organizational commitment, and withdrawal cognitions. Study 1 was conducted in an organization immediately following its acquisition by another company (N=137). Study 2 was conducted in an organization that had experienced a numb...
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Developed and tested a multivariate model of the process through which work stressors and social support affect subjective well-being. The model was derived from previous theory and empirical research. 218 employees were surveyed 1 year after their organization was acquired. Covariance structure analysis was used to evaluate goodness of fit and to...
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Past research comparing the relative influence of objective and subjective applicant qualifications within the interview context suggests a dominant influence of subjectively assessed applicant qualifications. However, methodological concerns cast doubt upon this conclusion. The present investigation overcomes previous methodological limitations by...
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The article reviews the diverse literature on occupational health for the years 1991–1995. Models of occupational health and stress were used to develop an overarching taxonomy to conceptually integrate the literature. Key constructs included environmental characteristics, individual characteristics, cognitive appraisal, coping, and short- and long...
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The authors developed a model of group effectiveness that emphasizes 3 group-level representatives of the mediators hypothesized in social-cognitive theory. Group affective evaluations, group goals, and collective efficacy were predicted to mediate the influences of performance feedback and vicarious experience on group effectiveness. Covariance st...
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This article presents a series of editorials in response to articles published in the issue as well as in previous issues, including the article “Negative affectivity and coping with job loss,” by J. M. George and A. P. Brief and “An integrative model of organizational trust,” by R. C. Mayer, J. H. Davis, and F. D. Schoorman. Topics of discussion i...
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This study developed and tested a longitudinal multivariate model of the stress process using an intensive structural equations modeling (SEM) approach. The use of latent variables permits a powerful test of the causal relationships between stress process constructs. Anderson and Gerbing's (1988) two-stage process of analysis was followed: A measur...
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Two studies examined whether the accessibility of performance prototypes influences performance appraisals. Pilot studies revealed students used performance prototypes when rating instructor performance. Study 1 manipulated the accessibility of these prototypes and the time delay of performance ratings. Results showed no effect of the prime on rati...
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Although the stress of involuntary job loss is well documented, the process through which people cope and ultimately adapt following this stressful event needs clarification. This article provides a crucial next step by introducing new theory to explain how people cope with job loss. The process model developed in this article incorporates construc...
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This study examined the complementary role categorization and attribution processes play in managers’interpretations of event causes. Categorization theory suggests that events with distinctive internal or external causes should be interpreted, respectively, as internal and external. Attribution theory and research on self-serving attributions, on...
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Research investigating the relationship between class size and student performance has met with mixed results. The purpose of this study is to clarify that relationship by introducing mediators of the linkage between class size and student performance, by examining literature from the field of organizational behavior. The empirical assessment of a...
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Existing information processing theories of strategic choice focus on either the organizational or individual level of analysis. This single level focus makes these theories incomplete representations of how strategic decisions are actually made in organizations. We believe an integration of these two levels is necessary for a comprehensive view of...
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Despite a growing literature devoted to the study of differences in the quality of leader–member exchange, little empirical evidence is available concerning factors that influence the degree of differentiation among leader–member dyads on the dimension of quality of working relationships. As time-pressure has been suggested as one potential influen...
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B. Weiner's (1985) attribution model of achievement motivation and emotion was used as a theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covar...
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Personal management theorists and practitioners have assumed that human resource activities have a positive effect on employee attitudes. The present study is an empirical investigation of this assumption. It is hypothesized that an organization's actual human resource programs affect employee perceptions of the organization's commitment to human r...
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A model of survivor responses to layoffs is developed and tested. Perceptions of global process control, perceived fairness of the layoff, and job security are tested as predictors of job satisfaction, organizational commitment, and behavioral intentions to withdraw. The empirical assessment of a complete latent variable model with covariance struc...
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The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations mo...
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The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations mo...
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A first study was conducted with the purpose of developing a new measure to assess coping with involuntary job loss. Five situation-specific coping scales were derived: Proactive Search, Nonwork Organization, Positive Self-Assessment, Distancing from Job Loss, and Job Devaluation. A second study using 159 displaced workers revealed the overall patt...
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Rosenthal (1979, 1984) proposed that a fail-safe N statistic be calculated for all meta-analytic studies to aid researchers in detecting instability in meta-analytic results. However, few meta-analysts seem to have calculated fail-safe N's, despite the ease of doing so. As research exploring the practical utility of this statistic is nonexistent, t...
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Involuntary job loss is not expected to abate and research has not examined the process by which displaced workers choose to pursue a work role (find another job) or nonwork role like retirement or going back to school. Longitudinal data were obtained from 126 employees 1 month prior to being permanently displaced. Within-subjects analyses then wer...
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This study uses structural equation modeling (SEM) to evaluate and refine a comprehensive turnover theory. Specifically, SEM assessed redundancy among model constructs and their redundancy with new constructs. SEM analyses redefined existing constructs and supported inclusion of new causes. Then, SEM estimated these constructs' causal relations.
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Past research on the effects of sex role stereotypes on evaluation of male and female performers have neither pretested for the gender linkage of the task nor controlled for several potential confounds. In this study, American male and female students (N = 143; 68 men, 75 women) rated high- and low-performing male and female stimulus persons in two...
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A process model of the manner by which organizations formulate and implement managerial strategies in response to plant closings is proposed. The model takes into account the overall context of the plant-closing process, identifying different strategic responses an organization may follow and the nature and philosophy of its social responsiveness....
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Evaluated a model of human resource (HR) effectiveness that explains the link between senior management's commitment to the HR function and organizational effectiveness. Three hypotheses generated from the model were tested through a survey of 2 organizations that were said to depend on employee attitudes for their success. Results suggest that HR...
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General stress models depict stress and its related outcomes as an interaction between individual and environmental characteristics. This study focused on the interaction between the personal characteristic of Type A behavior and the environmental factor of perceived controllability of stressors on two behavioral outcomes of stress: overt exhibitio...
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This longitudinal field study develops and tests a multivariate latent variable model of survivor responses to a layoff. The model was tested with structural equations modeling. Procedural justice, job security and perceived fairness of the layoff are tested as predictors of psychological and behavioral withdrawal. Results support the hypothesized...
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Foundational and outcome assumptions of behaviorally anchored rating scales (BARS) are reviewed. Two studies were then conducted to examine two untested foundational assumptions of BARS. The first study examined the assumption that the critical incident methodology produces behavioral specific incidents with which to anchor BARS. Qualitative and qu...
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Research on the statistical control of rating error is reviewed. It is shown that current approaches have been criticized on operational grounds. A new approach for statistically controlling rater errors is proposed that avoids problems inherent in past research by using an index of rater error that is theoretically independent of actual performanc...
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Emphasizes the need for plant closings to be done in a responsible manner and cites illustrative case examples. Corporate responses to plant closings can include retraining programs, transfers, outplacement counseling, and severance pay compensation or supplemental unemployment benefits. 145 chief executive officers of Fortune 500 firms and 124 hou...
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The impact of sex-role stereotypes on performance ratings and causal attributions of performance were examined after controlling for confounding variables inherent in past research. One hundred forty-three subjects were given a case in which a stimulus person's performance on a preestablished sex-linked task was described. Extensive pretesting was...
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Behaviorally Anchored Rating Scales developed according to Bernardin, LaShells, Smith, and Alvarez's (1976) optimal procedure was compared with a carefully constructed summated rating scale. Using both scales, 727 undergraduates rated 32 instructors. Psychometric comparisons indicated that BARS had less halo error, more leniency error, and lower in...
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Twenty-four recruiters conducted interviews with 91 students to explore the factors recruiters use in making both an assessment of an applicant's interviewing skills and suitability for hire. Predictors included in analyses consisted of three factor analytically derived scales, an attraction scale, an index of gender similarity, and applicant sex....
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A model is proposed that specifies affective responses to plant closings. Measures of all constructs in the model were obtained from 60 workers displaced by a plant closing. Path analysis was used to examine the model's linkages. The path model provided a reasonably good fit of the data, thus supporting the hypothesized model. Limitations of the st...
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While controlling for methodological problems of previous research, the present study reexamined the issues regarding the interaction of sex-role stereotypes and sex-linked tasks on causal attributions. Although several significance main effects and interactions were found, the results failed to support the earlier research findings of sex-role ste...
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Compared a behaviorally anchored rating scale (BARS) developed according to the procedure of H. Bernardin et al (see record 1976-08614-001) with a summated rating scale. Using both scale formats (designed to evaluate teaching effectiveness), 859 undergraduates rated 32 instructors during spring classes, and 314 undergraduates rated 19 instructors...
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This article reports the results from five studies designed to estimate the magnitude and effects of leniency on subordinate-provided descriptions of leader Consideration and Initiating Structure. Using a newly developed scale to measure leniency response bias (the tendency to describe others in favorable but probably untrue terms), the results of...
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A review of research on teachers as leaders shows that current approaches have produced unclear and inconsistent results. A new approach—viewing teachers in a situational context—is suggested. 155 students filled out 2 questionnaires; the 1st (administered during the 5th wk of class) contained measures of teacher leadership behavior and student rol...
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Traducción de: Organizational Behavior: Key Concepts, Skills and Best Practices Contenido: Se busca: administradores y centros de trabajo orientados a las personas; Fomento de la cultura organizacional y comportamiento ético; Desarrollo de administradores globales; Comprensión de la percepción social y administración de la diversidad; Apreciación d...
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Traducción de: Organizational behavior Incluye bibliografía e índice

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