Greg Prussia

• Seattle University

This article examines antecedents and consequences of employees' threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation r...

As organizations encounter unpredictable external environments, expectations are changing for managers and team leaders toward providing more facilitative, less directive coaching in order to stimulate more flexibility and adaptability. Prior research has underscored the role of team leader supportive coaching behaviors in reinforcing and growing t...

Purpose The purpose of this paper is to determine how task-oriented, relations-oriented and change-oriented leader behaviors are related to managerial effectiveness and subordinate job satisfaction, to identify incorrect findings in a recent meta-analysis of these relationships and to verify that leader problem solving is an important task-oriente...

Introduction: The purpose of this research was to determine whether the influence of supervisory support for safety on safety consciousness is direct or indirect. Based in part on predictions from the Theory of Reasoned Action (TRA) and Social Cognitive Theory (SCT), we examined the extent to which belief (safety self-efficacy) and attitude (caval...

Purpose This paper critiques existing approaches to business sustainability and recommends a new course of action. This paper focuses the critique on sustainable business practices (SBP) and gaining sustainable competitive advantage (SCA), as they have increasingly been the focus of strategy and management scholars. Design/methodology/approach T...

A substantial body of literature in the management discipline has evolved to make the case for and analyze the impacts of cross‐sector partnerships (CSPs). Yet, not all of these CSPs manifest the requisite collaborative propensities to achieve much more than superficial sustainability. Moreover, other disciplines like economics need to be brought t...

Purpose The purpose of this paper is to assess the individual and joint influence of three distinct external leadership behaviors (i.e. networking, representing, and external monitoring) on workgroup performance and managerial effectiveness. Design/methodology/approach Data were gathered by surveying subordinates of 233 managers in various types o...

Purpose The purpose of this paper is to examine how age norms influence the relationship between individual differences, job attitudes, and intentions to pursue career transitions for midlife adults (aged 35 and above). The authors hypothesized that the effects of individual difference variables (i.e. resilience and reframing abilities) on career...

This study integrates literature on performance management and organizational behavior with input from managers to develop a 27‐item measure of performance management behavior. We used 8 samples, including multisource data, to develop a reliable multidimensional scale that replicated across samples. The scale demonstrated content validity, both con...

Purpose – The purpose of this paper is to examine how ethical leadership and empowering leadership are related to leader‐member exchange relations (LMX), affective commitment, and leader effectiveness. Design/methodology/approach – Data were collected using questionnaires filled out by 259 subordinates of public and private sector managers. Relati...

The appropriate way to define and measure ethical leadership has been a source of conceptual confusion in the leadership literature. Different measures have been developed, but they all have limitations. Some questionnaires are missing key indicators of ethical leadership, or they include behaviors that do not seem directly relevant. In this study,...

Research on workplace safety has not examined implications for business performance outcomes such as customer satisfaction. In a U.S. electric utility company, we surveyed 821 employees in 20 work groups, and also had access to archival safety data and the results of a customer satisfaction survey (n=341). In geographically-based work units where t...

This article examines antecedents and consequences of employees’ threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation r...

This study uses a control theory to develop a multilevel systems model of leadership. The model outlines the processes that senior leaders can use to influence others across hierarchical levels of management and clarifies the mechanisms that link leadership across levels of management—goal cascading, alignment, and the bypass channel of communicati...

This study used flexible leadership theory (FLT) as a basis to examine the extent to which a firm’s long-term financial prosperity depends on three performance determinants: human capital, efficiency, and innovative adaptation. Based on FLT predictions, we expected that the effect of human capital on firm performance would be mediated by efficiency...

Purpose – Leader empathy, ethical values, and relations‐oriented behavior all appear to be relevant for effective leadership, but nobody has examined how all three variables are jointly related to leader‐member exchange quality (LMX). The purpose of this study is to examine these relationships and test a proposed model describing them. Design/meth...

The competitive environment of business today makes corporate layoffs an organizational reality, and losing one's job can be a highly stressful experience. We propose and test a model that places objective underemployment and subjective underemployment in a causal sequence between organizational actions and employees' restoration of equilibrium by...

Learning to lead online is imperative for the future of leadership. Whether they like it or not, even if they prefer face-to-face interactions, leaders of the future must be able to develop a sense of closeness with others, whether they be down the hall or around the world. In this study, face-to-face residential workshops were matched with online...

This longitudinal study seeks to determine the appropriate theoretical structure for how employees cope with organizational change. A model based on the appraisal theory of emotion is compared to competing theoretical structures of coping found in the literature: stimulus–response, partial mediation, and moderated. Structural equation model results...

We tested the complete and current conceptualization of Lazarus¡¦ (1991) seminal process theory of coping. Despite the wide influence and use of his theory, most past research tests only subsets of the theory's main constructs and permutations between them. To determine the appropriate structure of the coping process we tested alternative longitu...

This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performan...

Disagreements between managers and employees about the causes of accidents and unsafe work behaviors can lead to serious workplace conflicts and distract organizations from the important work of establishing positive safety climate and reducing the incidence of accidents. In this study, the authors examine a model for predicting safe work behaviors...

This longitudinal study explored the degree to which a required MBA course emphasizing experiential learning positively influenced student retention. Results from subgroup comparisons across multiple time periods suggest that this type of teaching methodology leads to enhanced retention effects. The improved retention is attributed to the experient...

This longitudinal study developed a reemployment coping goal construct and examined its role in a job-loss context. Several predictors of displaced workers' reemployment coping goal intensity were examined: human capital, employment commitment, internal coping resources, and anticipation of job loss. Results show that human capital, employment comm...

Industrial safety is an important issue for operations managers — it has implications for cost, delivery, quality, and social responsibility. Minor accidents can interfere with production in a variety of ways, and a serious accident can shut down an entire operation. In this context, questions about the causes of workplace accidents are highly rele...

Industrial safety is an important issue for operations managers — it has implications for cost, delivery, quality, and social responsibility. Minor accidents can interfere with production in a variety of ways, and a serious accident can shut down an entire operation. In this context, questions about the causes of workplace accidents are highly rele...

Empirical studies investigating the relationship between marketing standardization and performance have generated mixed results. This study investigates the causal ordering between marketing strategy and marketing structure as determinants of subsidiary performance. The authors propose a multiple contingencies approach that tests both the contingen...

We examined the role of the quality of reemployment in the process of coping with job loss using a panel design and a four-month interval for 100 displaced workers. The dynamic process of coping with job loss changed between the anticipatory and outcome stages. The quality of reemployment played a key role, interacting with time in such a way that...

A key foundation of empowering organizations is employee self-leadership. This study examines the effects of self-leadership skills and self-efficacy perceptions on performance. Structural equations modeling determined whether the influence of self-leadership on performance is mediated by self-efficacy perceptions. Results for the sample of 151 res...

The process linking coping resources and coping strategy to subjective well-being and subsequent reemployment of recently unemployed workers was examined using a panel design and structural equation modeling. Analyses were based on longitudinal data from 158 displaced workers surveyed at a four-month interval. Results generally support the proposed...

As organizations approach the 21st Century, employee empowerment has become an important concern in coping with current competitive demands. Empowerment demands non-traditional relationships between organizations and their employees. At the heart of empowerment lies employees' ability to lead themselves. However, as important as self-leadership ski...

The authors developed a model of group effectiveness that emphasizes 3 group-level representatives of the mediators hypothesized in social-cognitive theory. Group affective evaluations, group goals, and collective efficacy were predicted to mediate the influences of performance feedback and vicarious experience on group effectiveness. Covariance st...

This article presents a series of editorials in response to articles published in the issue as well as in previous issues, including the article “Negative affectivity and coping with job loss,” by J. M. George and A. P. Brief and “An integrative model of organizational trust,” by R. C. Mayer, J. H. Davis, and F. D. Schoorman. Topics of discussion i...

Although the stress of involuntary job loss is well documented, the process through which people cope and ultimately adapt following this stressful event needs clarification. This article provides a crucial next step by introducing new theory to explain how people cope with job loss. The process model developed in this article incorporates construc...

B. Weiner's (1985) attribution model of achievement motivation and emotion was used as a theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covar...

B. Weiner's(1985) attribution model of achievement motivation and emotion was used asa theoretical foundation to examine the mediating processes between involuntary job loss and employment status. Seventy-nine manufacturing employees were surveyed 1 month prior to permanent displacement, and finding another job was assessed 18 months later. Covaria...

The present study combined meta-analysis with structural equations modeling (SEM) to validate Mobley, Horner, and Hollingsworth's (1978) turnover theory as well as alternative structural networks proposed by Dalessio, Silverman, and Schuck (1986), Hom, Griffeth, and Sellaro (1984), and Bannister and Griffeth (1986). We aggregated correlations from...

We used meta-analysis to revalidate Mobley, Horner, and Hollingsworth's (1978) theory, aggregating correlations from 17 studies (N = 5013 employees) and correcting for unreliability and sampling error. Structural equation modeling showed that Mobley et al.'s model fit data but also that other competing models had closer fits.