
Erik Gonzalez‐MuléUniversity of Iowa | UI · Department of Management and Organizations
Erik Gonzalez‐Mulé
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33
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Introduction
Skills and Expertise
Publications
Publications (33)
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...
Longitudinal research has grown in popularity in the field of management and organizations. However, the literature has neglected to consider the important ways in which researchers' temporal decisions can influence observed change in longitudinal studies. Researchers must make a set of temporal decisions to capture change, such as the temporal pre...
Previous studies have found that workplace mistreatment positively relates to depression, a critical mental health disorder. However, it is unknown whether mistreatment affects all individuals’ depressive symptoms equally. Drawing from the hopelessness theory of depression and the stigma literature, we suggest that Blacks suffer from greater depres...
This study examines the effect of team performance‐prove goal orientation on team collaboration and team performance by identifying team conflict as a boundary condition. We propose that team conflict plays a moderating role such that high‐PPGO team members will work collaboratively when they experience task conflict because they perceive other tea...
Questionable research practices (QRPs) can occur whenever one result is favored over another, and tests of mediation are no exception. Given mediation's ubiquity and importance to both theory and practice, QRPs in tests of mediation pose a serious threat to the advancement of psychology. We investigate this issue through the introduction of a strai...
Research in applied psychology has found that job demands affect employee health outcomes. However, less is known about the mechanisms linking job demands to more distal health outcomes, such as death, and how other job characteristics (i.e., job control) and individual differences (i.e., cognitive ability) might buffer these relationships. Accordi...
Research on employee misconduct has increasingly adopted behavioral measures in field settings, such as archival organizational records, to circumvent potential issues of external validity and social desirability associated with laboratory experiments and self-reported surveys. However, similar to the issues facing the criminal justice and educatio...
Meta-analysis is frequently combined with multiple regression or path analysis to examine how the Big Five/Five-Factor Model (FFM) personality traits relate to work outcomes. A common approach in such studies is to construct a synthetic correlation matrix by combining new meta-analyses of FFM-criterion correlations with previously published meta-an...
Despite the importance of succession planning programs (SPPs) to organizational success, there is a lack of theory and empirical research on the behaviors that predict which managers are most likely to be selected for SPPs, and managers' reactions to being selected. In an effort to address this gap, we focus on the leadership behaviors of Considera...
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...
Understanding boundary conditions, or situations when relations between variables change depending on values of other variables, is critical for theory advancement and for providing guidance for practice. Metaregression is ideally suited to investigate boundary conditions because it provides information on the presence and strength of such conditio...
Despite folk and scholarly interest on the relationship between intelligence and happiness, there is an absence of cumulative knowledge on this topic to guide theory and practice. Accordingly, we conducted meta-analyses of the relationships of general mental ability (GMA) with two organizationally relevant indicators of happiness (i.e., job and lif...
Employee ownership has been an area of significant practitioner and academic interest for the past four decades. Yet, empirical results on the relationship between employee ownership and firm performance remain mixed. To aggregate findings and provide potential direction for future theoretical development, we conducted a meta-analysis of 102 sample...
We use the meta-theoretical principle of cumulative advantage as a framework to understand the presence of heavy-tailed productivity distributions and productivity stars. We relied on 229 datasets including 633,876 productivity observations collected from approximately 625,000 individuals in occupations including research, entertainment, politics,...
We use the metatheoretical principle of cumulative advantage as a framework to understand the presence of heavy-tailed productivity distributions and productivity stars. We relied on 229 datasets including 633,876 productivity observations collected from approximately 625,000 individuals in occupations including research, entertainment, politics, s...
We conducted a meta-analysis to examine the relationship between general mental ability (GMA) and both job and life attitudes. Drawing on the gravitation model and self- determination theory, we hypothesized that GMA will be positively related to both job and life attitudes, and that the relationships will be mediated by job complexity and incomes....
Although one of the most well-established research findings in industrial-organizational psychology is that general mental ability (GMA) is a strong and generalizable predictor of job performance, this meta-analytically derived conclusion is based largely on measures of task or overall performance. The primary purpose of this study is to address a...
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...
Past research suggests that autonomy has highly variable effects on team performance, and that one explanation for this pattern of findings is that autonomous teams fall into a state of disorder where they lack clarity regarding the goals of the broader organization. Following this perspective , the authors develop a model proposing that performanc...
The issue of a published literature not representative of the population of research is most often discussed in terms of entire studies being suppressed. However, alternative sources of publication bias are questionable research practices (QRPs) that entail post hoc alterations of hypotheses to support data or post hoc alterations of data to suppor...
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...
We apply and extend trait activation theory by proposing a multilevel framework whereby group cohesion moderates the effects of conscientiousness and agreeableness on both individual task and contextual performance. We hypothesized that conscientiousness and agreeableness would be positively related to effectiveness criteria in highly cohesive grou...
This study examines the role of the circumplex model of personality in predicting counterproductive work behaviors (CWBs). Drawing on the fidelity-bandwidth principle, we investigate the hypotheses that each of the three sets of circumplex traits representing the intersections of conscientiousness–agreeableness, conscientiousness–emotional stabilit...
Purpose
The purpose of this study is to examine gender differences in personality predictors of a specific form of workplace aggression: counterproductive work behaviors directed at individuals (CWB‐I).
Design/methodology/approach
Students ( n =212) who were part‐time employees working at least 15 hours per week completed a measure of the five‐fac...