Gary Ballinger

• University of Virginia

We review research on the topic of trust repair, which has proceeded over the past four decades using three different philosophical mechanisms that provide the bases through which trust is restored by multiple repair tactics. We base our definition of trust repair on the view that trust is “a psychological state comprising the intention to accept v...

On-demand firms provide services for clients through a network of on-demand workers ready to complete specific tasks for a set contractual price. Given such on-demand work is defined by payment on short-term contracts with no obligation for continued employment, there is little reason to believe on-demand workers experience more than extrinsic moti...

Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional,...

This essay is aimed at encouraging emerging scholars to participate in the review process at Academy of Management Review as well as helping them craft developmental conceptual reviews. We do this by answering some common questions that scholars may have about reviewing in general and reviewing at Academy of Management Review in particular.

A wealth of governance research has examined CEO successions and the negative organizational consequences that arise when boards are unable to effect smooth leadership transitions. Despite those findings, empirical and anecdotal evidence indicates that disruptive successions are still very common. In this article, we investigate whether disruptive...

Increased workforce mobility imposes a significant cost on many organizations because of the negative impact departing employees have on informal networks. The turnover of well-connected employees disrupts networks important to innovation, best practice transfer, and project execution. Yet while network losses can be quite costly, they are typicall...

We conducted two studies that investigated the role of leadership succession as a moderator of the relationship between LMX and turnover in organizations. In a sample of 330 employees in 45 veterinary hospitals, high-LMX employees were less likely to leave the organization prior to a succession event but in nine hospitals that experienced a success...

We integrate concepts from research on emotion and memory to show how critical exchanges-or anchoring events-can suddenly and durably change the rules for organizational relationships, leading them to reach nonreciprocal forms like altruism or competition. We define these events and discuss the likelihood of their occurring as a function of the cur...

Our study investigates an unexplored succession process—interim CEO successions. We define an interim CEO succession as a case where the title of chief executive officer is vacated by the incumbent and the board of directors has not announced a permanent successor, but instead designates a particular individual as ‘interim CEO,’ or ‘acting CEO,’ or...

Affective reactions to the departure of work group leaders are proposed as an important determinant of members' trust-related judgments regarding new leaders. A field test of veterinary hospital employees evaluating new leaders revealed that the affective reaction to the departure of the prior group leader predicted trust when there was no history...

Quality of methods and analysisImportance of the research questionConceptual development and definitionWriting styleDefensible and appropriate conclusionsMiscellaneous

We integrate theories of cognitive appraisal, relational leadership, and trust to develop a model of how individual affective reactions to leadership succession influence work attitudes and behaviors. We predict that the quality of the relationship with the prior leader will influence an affective reaction to that leader's departure. This affective...

The article discusses the effectiveness of supervisor attachment working models (SAWM) in measuring supervisor-employee relationships. Individuals possess four types of attachment working models representing positive and negative expectations of themselves and of supervisors. The article looks at how an individual's model is developed specifically...

This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and org...

Electronic monitoring research has focused predominantly on the reactions of monitored employees and less attention has been paid to the processes that trigger managers' decisions to electronically monitor subordinates. Employing a distributed virtual team simulation, this study examined the effects of dependence, future performance expectations, a...

The generalized estimating equation (GEE) approach of Zeger and Liang facilitates analysis of data collected in longitudinal, nested, or repeated measures designs. GEEs use the generalized linear model to estimate more efficient and unbiased regression parameters relative to ordinary least squares regression in part because they permit specificatio...

The model developed combines attachment and emotional appraisal theories with relational approaches to leadership to help understand individual affective reactions to leadership succession. An individual's quality of the relationship (QR) with the prior leader determines the affective reaction to the departure of the leader of a work group and thes...