Brian W Mccormick

Brian W Mccormick
Northern Illinois University · Department of Management

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15
Publications
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861
Citations

Publications

Publications (15)
Article
Researchers have cited the need to account for subordinates in the leadership process, and the leader–team fit paradigm provides a framework for simultaneously considering the characteristics of leaders and those of their subordinate teams. Drawing on extraversion personality theory stipulating extraversion's implications on motivation and communic...
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A rich history of research on job demands suggests that employees’ demands at work are related to their strain and engagement. This research often considers job demands to be fixed and stable over the course of workers’ experiences, despite the existing research showing that some employees experience high levels of job demands one day and low level...
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Team tenure is a key component of models of team effectiveness. However, the nature of the relationship between team tenure and team performance is unclear due to underdeveloped theory on the nature of team tenure, various unintegrated theoretical conceptualizations of team tenure, and mixed empirical findings. Further, there is a lack of theory as...
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A multitude of studies in the management literature are focusing on within-person phenomena. The study of such phenomena offers great promise as within-person research facilitates the capacity to enhance temporal precision, show change over time, and reveal the kinds of novel insights that are not possible if relying solely on a traditional between...
Article
We conducted a field survey of leaders and their followers to examine factors that moderate the relationship between employee proactive personality and proactive behaviour. As hypothesized, random coefficient modelling analysis showed that two situational factors – transformational leadership and a climate of innovation and flexibility – moderated...
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Though prevalent in practice, team charters have only recently received scholarly attention. However, most of this work has been relatively devoid of theory, and consequently, key questions about why and under what conditions team charter quality affects team performance remain unanswered. To address these gaps, we draw on macro organizational cont...
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Drawing on resource drain theory, we introduce self-regulatory resource (ego) depletion stemming from family-to-work conflict (FWC) as an alternative theoretical perspective on why supervisors behave abusively toward subordinates. Our two-study examination of a cross-domain antecedent of abusive supervision stands in contrast to prior research, whi...
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Drawing on the group-norms theory of organizational citizenship behaviors and person-environment fit theory, we introduce and test a multilevel model of the effects of additive and dispersion composition models of team members' personality characteristics on group norms and individual helping behaviors. Our model was tested using regression and ran...
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The prevailing opinion is that negotiators are " made, not born. " Multiple studies have concluded that cognitive ability and the Big Five personality traits likely have no impact on negotiation outcomes. Other studies report mixed or inconclusive results. This meta-analysis shows that, in certain circumstances, cognitive ability and certain person...
Article
We conducted an experience sampling study of service workers in order to contribute to the burgeoning literature on prosocial motivation. We sought to highlight a boundary condition for the relational aspects of jobs by identifying the importance of the nature of call-center workers’ perceptions of the interpersonal justice of their interactions wi...
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Despite the wide use of physical ability tests for selection and placement decisions in physically demanding occupations, research has suggested that there are substantial male-female differences on the scores of such tests, contributing to adverse impact. In this study, we present updated, revised meta-analytic estimates of sex differences in phys...

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