Daniel J McAllister

• PhD
• Professor (Associate) at National University of Singapore

Whereas past research on the trickle-down diffusion of abusive supervision has demonstrated that abused supervisors often translate the abuse that they experience from their managers downward to their followers, we examine the active involvement of abused supervisors through leading in a more principled and positive manner. Adopting the sociofuncti...

Although almost all employees have heard of or witnessed their colleagues being mistreated, we have an incomplete understanding of how employees perceive and respond to such events. Whereas past research has established that observer emotions can be congruent with victim emotions, we examine observer schadenfreude, an incongruent emotion that is al...

China plays a central role in the world economy, and it is important for management scholars to focus attention on the issues and challenges it faces. For this purpose, we argue, a phenomenon-based approach is required. We review the central tenets of phenomenon-based research (PBR), arguing that a clear focus on important phenomenon (rather than j...

We examine the relationship between friendship contact status and coworker undermining in the workplace to determine whether employees who have high-status friends enjoy protection from coworker undermining or experience greater undermining instead. We also examine the moderating effects of core self-evaluations and personal friendship network dens...

As organizations move to adopt high performance work practices (HPWP), the onus falls on supervisors to do whatever it takes to maximize the productivity of their work teams. This, however, creates a conundrum: When does high performance supervision cross the line to become abusive supervision? I it this Jekyll and Hyde situation that we plan to di...

We use insights into the social dynamics of state paranoia to better understand and explain the evolution and effects of perceived abusive supervision. Within our framework, abusive supervision and employee state paranoia are reciprocally related. We explain how perceived abusive supervision can influence paranoid arousal (characterized by extreme...

Although envy has been characterized by resentment, hostility, and ill will, researchers have begun to investigate envy's benign manifestations. We contend that the substance of envy has been confounded with its consequences. We conceptualize envy as pain at another's good fortune. This reconceptualization allows envy to result in both positive and...

We maintain that two forms of interpersonal trust predict different work behaviors because they tap different psychological systems of self-regulation. We contend also that the two trust forms interact as a function of the ambivalence they jointly produce. Our model was confirmed in a large sample of engineers employed by a Fortune 500 company. Our...

The objective of this study was to empirically disentangle role perceptions related to organizational citizenship behavior (OCB) that have been confounded in past research, investigate their unique relationships with both an affiliative (helping) and a challenging (taking charge) form of OCB, and determine their relative importance in explaining th...

This article discusses the facets of trust within interpersonal relationships and the processes by which trust relationships emerge and evolve over time. A 1996 study identified three distinct dimensions of trust: calculus-based (CBT), knowledge-based (KBT), and identification-based (IBT). Since the study, however, there has been little empirical w...

The authors draw on theories of social exchange and prosocial behavior to explain how employee perceptions of procedural justice and individual differences in reciprocation wariness, empathic concern, and perspective taking function jointly as determinants of organizational citizenship behavior (OCB) role definitions and behavior. As hypothesized,...

We investigated how work context leads to employee self-definition. We propose that the employees of organizations whose values and organizing principles center on fulfilling employees' needs and acting in their best interests will report higher levels of organization-based self-esteem. Further, we argue that perceptions of organizational fairness...

We propose a new theoretical framework for understanding simultaneous trust and distrust within relationships. grounded in assumptions of multidimensionality and the inherent tensions of relationships. and we separate this research from prior work grounded in assumptions of unidimensionality and balance. Drawing foundational support for this new fr...

This study addressed the nature and functioning of relationships of interpersonal trust among managers and professionals in organizations, the factors influencing trust's development, and the implications of trust for behavior and performance. Theoretical foundations were drawn from the sociological literature on trust and the social-psychological...

Regulatory Focus Theory (Higgins, 1997) has been advocated by many scholars in the field to shed new light in our understanding of entrepreneurial decision making (e.g. Baron, 2002). However this theory has rarely been used in empirical studies in the field. In this paper, we propose a parsimonious intention model based on regulatory focus theory t...