Brianna Caza

University of Manitoba | UMN · Department of Business Administration

Scholarship on stress and resilience at work has repeatedly overlooked professional gig workers despite the rapid growth of this independent workforce. Studying such workers, especially under conditions of global disruption, offers an opportunity to expand theory on the role of personal resources in promoting resilience and well-being in the absenc...

Gig workers commonly face challenges that differ in nature or intensity from those experienced by traditional organizational workers. To better understand and support gig workers, we sought to develop a measure that reliably and validly assesses these challenges. We first define gig work and specify its core characteristics. We then provide an inte...

Leading people from diverse cultures is centrally important in organizations. This study investigates the extent to which transformational leadership behaviors are universal: by examining if leaders and followers perceive transformational leadership behaviors the same way across cultures; and by determining if the magnitude of satisfaction that fol...

Leading people from diverse cultures is centrally important in organizations. This study investigates the extent to which transformational leadership behaviors are universal: by examining if leaders and followers perceive transformational leadership behaviors the same way across cultures; and by determining if the magnitude of satisfaction that fol...

As research on identity has expanded exponentially, the research on identity work has followed suit. Scholars of identity work focus on the underlying dynamics of identity with the recognition that one’s sense of self at a given time and in a given context is the result of an effortful, though not necessarily conscious, identity construction proces...

Stable individual differences can be important contributors to resilient outcomes; some traits make individuals more likely to display resilience when confronted with adversity. It has been suggested that grit (passion and perseverance in pursuit of long-term goals) is one such trait. In this chapter, we examine whether or not grit is a measure of...

Origin stories come in many forms: tales of how we entered a profession, personal chronicles explaining how and when we became part of an organization, accounts of how we met our significant other, or even how we emerged as a new person after a crisis. Despite this natural inclination, we rarely examine what we include (and don’t include) in those...

The stories we tell about our origins can shape how we think and act – helping us make sense of and communicate who we have “become” over time. To better understand the role that origin stories play in individuals’ work lives, we explore how 92 men and women leaders make sense of “becoming” a leader (origin stories) and “doing” leadership (enactmen...

Negotiations are a context in which adversity is expected and unavoidable. Adversity is normal in negotiations in part because we are dependent on counterparts whose goals, intentions, and behaviours cannot be predicted in advance or controlled in the moment. Negotiations also frequently involve ‘turning points’ where changes in the environment or...

Despite sizable but varying estimates of multiple jobholding (MJH) and decades of research across disciplines (e.g., management, economics, sociology, health and medicine), our understanding of MJH is rather limited. The purpose of this review is to provide a coherent synthesis of the literature on MJH, or working more than one job. Beginning with...

How work gets done has changed fundamentally in recent decades, with a growing number of people working independently, outside of organizations in a style of work quite different from that assumed by many organizational behavior theories. To remain relevant, our research on individual work behaviors and the capabilities that enable them must also a...

Negotiation scholars know relatively little about how negotiators can overcome adverse circumstances and end negotiations with an enhanced sense of satisfaction. Using a series of two negotiations simulations, we tested whether cognitive reappraisal influences negotiators' responses to adverse experiences. After completing a negotiation in which th...

Understanding how, why, and when individuals create particular self‐meanings has preoccupied scholars for decades, leading to an explosion of research on identity work. We conducted a wide‐ranging review of this literature with the aim of presenting an overarching framework that comprehensively summarizes and integrates the vast amount of recent re...

Brianna Caza, Sherry Moss & Heather Vough (of the University of Manitoba, Wake Forest University, and the University of Cincinnati) talk with us about their research into how people who hold down multiple careers at the same time can struggle to find their authentic identities in their work. Their article, "From Synchronizing to Harmonizing: The Pr...

To understand how people cultivate and sustain authenticity in multiple, often shifting, work roles, we analyze qualitative data gathered over five years from a sample of 48 plural careerists—people who choose to simultaneously hold and identify with multiple jobs. We find that people with multiple work identities struggle with being, feeling, and...

Positive Organizational Scholarship (POS) was established in 2003 to bring scholarly attention to the extraordinarily positive outcomes and behaviors that take place in organizations. Since then, POS has grown substantially, producing a body of rigorous research, important practical applications, and educational tools. This chapter provides a brief...

Denied promotions occur when individuals go up for but do not receive promotions at work. The extant literature focuses on the negative implications of denied promotions. We argue, in contrast, that individuals can ultimately benefit from denied promotions and experience positive outcomes when they construct growth-based stories about the event. Dr...

Positive manager-subordinate relationships are invaluable to organizations because they enable positive employee attitudes, citizenship behaviors, task performance, and more effective organizations. Yet extant theory provides a limited perspective on the factors that create these types of relationships. We highlight the important role subordinates...

The work of individual environmental leaders to influence and deliver green outcomes in organizations is critical in maximizing the impact of the corporate sustainability movement. A concerning trend, however, is the potential for environmental leaders to experience negative emotions like hopelessness and anger as a result of challenges encountered...

Positive Organizational Scholarship (POS) was established in 2003 to bring scholarly attention to the extraordinarily positive outcomes and behaviors that take place in organizations. Since then, POS has grown substantially, producing a body of rigorous research, important practical applications, and educational tools. This chapter provides a brief...

Workplace setbacks and challenges are common features of organizational life. Yet, reactions to these events vary significantly among both individuals and organizations. Some individuals and organizations bounce back, and even thrive in the face of significant challenges, while others are unable to cope. Given the frequency with which individuals,...

Organizations are becoming contexts where complex identities are being made salient and their enactment at work is becoming increasingly desirable. Yet, individuals may encounter issues with having these identities validated at the micro level because of the individual psychological tendency towards simplification. This tendency can be especially s...

Despite growing research on the perceived desirability and positivity of callings, there is intriguing evidence that while many experience personal benefits associated with viewing their work as a calling, others may experience detrimental effects. This discrepancy highlights the need to better understand when pursuing a calling might be positive o...

Building on and extending beyond current definitions, we define resilience at work as a positive developmental trajectory characterized by demonstrated competence in the face of, and professional growth after experiences of adversity in the workplace. In this chapter, we: (a) review, consider and comment on the research history, nature, and consequ...

Treating employees fairly produces many positive outcomes, but evidence suggests that managers’ efforts to be fair are often unsuccessful because they emphasize the wrong aspects of justice. Managers tend to emphasize distributive justice, though employees may be most concerned with procedural and interactional justice. Organizational justice theor...

Some power cues are explicit, obvious and salient, while others are implicit, subtle and harder to detect. Drawing from research demonstrating that people assimilate to implicit cues and contrast from explicit ones, we suggest that implicit and explicit power cues have different effects on people. Two laboratory experiments found that when power cu...

Purpose – The purpose of this paper is to test the measurement properties of the psychological capital questionnaire (PCQ) and the authentic leadership questionnaire (ALQ). Both scales' properties are tested in a diverse sample of working adults, compared across genders, and assessed for their performance in a new national culture. Design/methodol...

Despite a significant increase in whistle-blowing practices in work organizations, we know little about what differentiates whistle-blowers from those who observe a wrongdoing but chose not to report it. In this review article, we first highlight the arenas in which research on whistle-blowing has produced inconsistent results and those in which th...

Positive organizational scholarship (POS) is considered an alternative approach to studying organizations; it is argued that POS plays a critical theory role in contemporary organizational scholarship. By using essays on critical theory in organizational science to consider POS research, and drawing from the principles of Gestalt psychology, it is...

Previous research has demonstrated that violence, harassment, and discrimination have negative consequences for individual well-being. However, this literature has focused less on subtle forms of mistreatment, such as incivility. The current study addresses this gap by developing and testing a conceptual model of incivility, as experienced in insti...

Most feedback accentuates the negative. During formal employee evaluations, discussions invariably focus on "opportunities for improvement," even if the overall evaluation is laudatory. No wonder most executives--and their direct reports--dread them. Traditional, corrective feedback has its place, of course; every organization must filter out faili...