James Dulebohn

James Dulebohn
Michigan State University | MSU · School of Human Resources and Labor Relations

About

79
Publications
140,932
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4,930
Citations
Citations since 2016
43 Research Items
3703 Citations
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20162017201820192020202120220200400600
20162017201820192020202120220200400600

Publications

Publications (79)
Chapter
Abstract People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1995) and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. Althoug...
Book
Full-text available
People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1995) and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. Although there...
Book
The Plight of Stigmatized Groups in Organizations Editors: Dianna L. Stone, Kimberly M. Lukaszewski, Julio Canedo, Brian Murray and James H. Dulebohn Table of Contents: 1. Influence of Public Stigmas and Self-Stigmas on the Exclusion of People with Anxiety and Depressive Disorders in Organizations Dianna L. Stone, Brian Murray, Kimberly Lukasze...
Chapter
Teamwork is undoubtably an important characteristic of the contemporary workplace that offers significant management challenges. In Deloitte’s 2019 Global Human Capital Trends survey, 31% of respondents reported that most or almost all work was done in teams and 65% reported that some work was done by cross-functional teams even though the organiza...
Book
Table of Contents CHAPTER 1 New Directions for Research on the Management of Teams Brian Murray, James H. Dulebohn, Dianna L. Stone PART ONE The Science of Teams CHAPTER 2 Applying Systems Science to Advance Research on Team Phenomena Joshua A. Strauss, James A. Grand CHAPTER 3 Machine Learning and the Science of Teams Patrick Rosopa PART TWO...
Article
Full-text available
Prior research is equivocal about whether leadership is more effective when it matches typical cultural practices (the cultural congruence argument) or compensates for "ineffective" cultural practices (the cultural compensation argument). We propose that a more nuanced answer to the congruence-versus-compensation debate requires the joint considera...
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Full-text available
Widespread agreement that training can play a key role in addressing workplace sexual harassment (SH) has led to a dramatic increase in employer-provided SH training around the world. However, summaries of published research have been qualitative in nature and have yielded inconsistent assessments of SH training's effectiveness in fulfilling that r...
Book
People are often stigmatized by virtue of their status on such dimensions as race, ethnicity, gender, age, weight, disability, or sexual orientation, and this book deals with the plight of those who are stigmatized in organizations. For example, they often experience prejudice, unfair discrimination, mistreatment, and exclusion from organizations a...
Book
Leadership: Leaders, Follower, and Context Includes articles by top leadership scholars. Table of Contents: CHAPTER 1 LeadershInip Research at the Crossroads of Leaders, Followers, and Context Brian Murray, James H. Dulebohn, Dianna L. Stone CHAPTER 2 How Can We Do Management Research that is Valid and Useful? Edwin A. Locke, Gary P. Latham...
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Full-text available
As we enter the third decade of the twenty-first century, we are seeing a renaissance of context in studies of leadership, leader-follower relations, and leader effectiveness as well as a recognition of the tripartite nature of leadership. To fully understand and appreciate leadership, one must see the multiple parts of it as well as the connection...
Book
In this volume we consider the overall validity of inferences stemming from empirical research in human resource management (HRM), industrial and organizational psychology, organizational behavior, and allied fields. The chapters address the overall validity of inferences as a function of four facets of validity, i.e., internal, external, construct...
Book
It is evident that organizations are becoming increasingly diverse because of the growing numbers of ethnic minorities in the U. S. and the rise in immigration around the world (U. S. Bureau of Census, 2019). This peer reviewed research series focuses on diversity and inclusion in organizations, and includes twelve cutting edge articles written by...
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Full-text available
The U. S. Census Bureau (2018a) has predicted that by the year 2060 ethnic minorities will constitute the majority of the population. One important implication of this change in the demographics of our society is that ethnic minorities differ from Anglos in key cultural values including collectivism, familism, power distance and time orientation. G...
Book
We have assembled a very interesting set of articles in this issue that considers some of the key challenges facing HRM research and practice today. There are a total of eight articles in the issue, and they focus on (a) theory development in HRM and organizational behavior, (b) the relative degree of stigmatization associated with individual attri...
Chapter
See https://diannastone.com A preview of the book can be seen at https://books.google.com/books/about/The_Only_Constant_in_HRM_Today_is_Change.html?id=qseSDwAAQBAJ&printsec=frontcover&source=kp_read_button#v=onepage&q&f=false
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There is controversy concerning whether, in recent years, organizational failures to act benevolently toward employees have lessened employees' social-exchange relationship (SER) with their work organization or whether, on the contrary, organizations' more favorable treatment of employees has strengthened the SER. With samples of U.S. employees, we...
Book
The primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, e- socialization, e-learning, and e-performance management. It also considers how technology can be used to manage task-based contingent workers, and examines the problems associated with...
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Full-text available
This article considers the evolution of the field of electronic human resource management (eHRM), and its impact on human resource management (HR). It also reviews the transformation of HR since the 1980s and the influence of computer technology and e-HRM in enabling HR to function as a core business function and play a strategic role in organizati...
Article
Limited theory and research has been devoted to the role of team personality composition, as well as emergent and shared leadership, in virtual teams. In an effort to provide a theoretical basis for the role of team personality composition, as well as emergent and shared leadership, in virtual teams, we propose a virtual team framework that portray...
Article
Organizations continue to widely adopt virtual teams as a primary way to structure work and the recent growth in utilization has outstripped theory and research on virtual teams. The explosive growth in virtual team use by organizations and the inherent challenges of virtual teams highlight the need for theory and research to inform organizations i...
Article
Although liking or affect was a central construct during the 1980's and 1990's in supervisor-subordinate dyadic research, a review of the literature suggests that since the turn of the century leader-member exchange (LMX) has emerged as the primary construct to assess relational quality. A question exists whether liking, as a reflection of interper...
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Full-text available
This study compares three emerging forms of positive leadership that emphasize ethical and moral behavior (i.e., authentic leadership, ethical leadership, and servant leadership) with transformational leadership in their associations with a wide range of organizationally relevant measures. While scholars have noted conceptual overlap between transf...
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Full-text available
Justice research examining gender differences has yielded contrasting findings. This study enlists advanced techniques in cognitive neuroscience (fMRI) to examine gender differences in brain activation patterns in response to procedural and distributive justice manipulations. We integrate social role, information processing, justice, and neuroscien...
Article
Using data from 100 individuals, this study examined the role of performance attributions (stability and locus of causality) and computer self-efficacy (CSE) for spreadsheets and databases in the training context. The results show that both self-efficacy and attributions (locus of causality and stability) for unsuccessful performance on one softwar...
Article
Over the last three decades, the practice of HR has experienced significant transformation. This has included HR moving from being a lower level, administrative and maintenance oriented function to operating in many organizations as a core business function and a strategic business partner. Because of dramatic changes that have occurred in HR, the...
Article
Virtual teams work together over geographical distances to achieve interdependent organizational goals. The use of virtual teams has increased rapidly, due to factors such as globalization, organizations’ need for rapid product development and innovation, distributive expertise of employees, and improved networking and collaboration technologies th...
Article
Human resource information systems and analytics have transformed the delivery of HR services and the role of HR within organizations. In spite of the complexity of HR and the different roles HR plays, there has been limited research which helps inform the selection, application and use of HR metrics and analytics to the operational, managerial, an...
Article
Human resource management systems (HRMS) integrate human resource processes and an organization's information systems. An HRMS frequently represents one of the modules of an enterprise resource planning system (ERP). ERPs are information systems that manage the business and consist of integrated software applications such customer relations and sup...
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Full-text available
In the past several decades, technology has had a dramatic impact on human resource management (HR) processes and practices. For example, technology, especially the World Wide Web, has helped modify many HR processes including human resource planning, recruitment, selection, performance management, work flow, and compensation. These new systems hav...
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Full-text available
Although leader-member exchange (LMX) was identified in the literature nearly 40 years ago, a comprehensive empirical examination of its antecedents and consequences has not been conducted. The authors’ examination included 247 studies, containing 290 samples, and 21 antecedents and 16 consequences of LMX quality. Results indicated that while leade...
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Full-text available
This study extends leader-member exchange (LMX) research by meta-analyzing the role of national culture in moderating relationships between LMX and its correlates. Results based on 282 independent samples (N = 68,587) from 23 countries and controlling for extreme response style differences indicate that (a) relationships of LMX with organizational...
Chapter
This paper focuses on the influence of public and self-stigmas on the exclusion of those with anxiety and depressive disorders in organizations. It reviews the factors that are thought to affect public stigmatization including (a) the nature of the context (e.g., social versus organizational, nature of the stigmatizing condition), (b) the six dimen...
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Full-text available
A classic debate in the organizational justice literature concerns the question of whether procedural justice and distributive justice are independent constructs. We investigate this question by using fMRI methods to examine brain activation patterns associated with procedural and distributive unfairness. We observed a clear dissociation of activat...
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Full-text available
Many have noted the lack of human resource management research on employee benefits, which is surprising because employer-sponsored benefits are a primary concern of executives and employees alike. Moreover, of special interest to scholars, benefits provide a unique opportunity to examine fundamental theoretical and empirical questions about employ...
Article
Past compensation research has largely reflected organizational characteristics and personnel practices that had an internal rather than an external focus. Internal labor markets typically characterized organizations following WWII up until the 1980s. Consequently compensation research focused on issues related to managing compensation in this type...
Article
Higher education employees often participate in university-sponsored defined contribution pension plans that place the investment decision responsibility upon them. In order to examine investment decision-making behavior with retirement savings plans we investigated attitude-mediated, individual difference determinants of risky decision-making beha...
Article
A field experiment with 86 employees tested whether performance feedback that attributes past performance to factors within trainees' control would result in heightened software efficacy, goal commitment, positive mood, and learning, compared to feedback that attributes past performance to factors outside trainees' control. In addition, we assessed...
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Full-text available
Using longitudinal survey data from a matched sample of 94 administrative employees across a range of job levels in an organization that was implementing a Web-based enterprise-wide resource planning software system, the authors examined the relationships between technology training and employees’ acceptance and preparation for mandated technology...
Article
We review the literature on individual acceptance of technology to show how organizations can improve the effective use of human resource web-based technologies. Integrating and expanding several theoretical models of technology acceptance, we develop a perceptual model of employee self-service (ESS) acceptance and usage. Based on this model, we pr...
Article
This study was conducted in response to the limited research jointly examining employee use of influence tactics (ITs) and organizational citizenship behaviors (OCBs). Using a field study involving 165 employee-supervisor dyads we examined whether influence tactics (ingratiation and self-promotion behaviors) and OCBs (altruism and compliance) have...
Article
Interest in the nature of influence attempts in the performance evaluation process has increased in recent years. Researchers have conducted a number of important and revealing cross-sectional investigations, but there remains virtually no longitudinal work in this area. The present study attempted to address this need by conducting a multi-period...
Article
This issue marks a clear transition issue for this journal: This transition will, we hope, provide new directions which aid the development of the journal into a more recognized and used journal. These changes include a name change; a new group of editors; the re‐establishment of the journal's time‐line for publication; changes in the editorial boa...
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State and local public pension plans cover a significant number of workers and represent a major component of the nation's retirement system. This study examined the size-administrative cost relationship of public pension plans to ascertain whether cost savings can be realized by increasing pension plan size. The results indicated that while the co...
Article
Although state and local public pension plans hold approximately one-third of the $3 trillion asset total of U.S. pension funds and represent sixteen million workers, relatively little research has been done on their funded status. This article presents the results of a longitudinal and comparative analysis of the funding condition of state and loc...
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This paper examines the necessity of making compensation changes concurrently with information technology implementation that increases the requirements of incumbent jobs. The paper reviews several theoretical frameworks that highlight corollary effects of technology change on other organizational elements and underscore that organizational change...
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This paper presents the results of an investigation of the determinants of investment risk behavior in employer-sponsored retirement plans. Using a field survey of 795 college and university employees, I examined the significance of demographic and attitudinal/dispositional variables on employees’ risk behavior in selecting among investment allocat...
Article
Recognizing the explosive growth and increasing importance of alternative forms of retirement plans, this study investigated determinants of employees' choice among the three major types of employer-sponsored pension plans: defined benefit, defined contribution, and hybrid cash balance. Using a field survey of 2,400 employees who participated in a...
Article
This study investigates the complexities involved in the relationships between perceptions of politics and work outcomes by examining the effects of political behavior on that relationship. More specifically, we suggest that political behavior may serve as a form of control or as a mechanism for coping with highly political organizational environme...
Article
Public pension funds are a significant, and rapidly growing, financial force in the United States. However, the lack of a consensus on an appropriate funding level is apparent from the wide diversity of funding levels cur- rently maintained. This research proposes a financial standard for public pension plan funding that depends on the current pens...
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The present study examined the impact of employees' use of influence tactics on their evaluations of the fairness of the performance evaluation process, Results indicated that the use of supervisor-focused influence tactics was associated with positive procedural justice evaluations, but the use of job-focused influence tactics was associated with...
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A field study investigated 368 employees' perceptions of the fairness of work group incentive pay plans. In particular, we studied the relationships between six antecedent variables (understanding of the pay plan, satisfaction with base pay, organizational commitment, beliefs in the pay plan effectiveness, plan payout amount, and group identificati...
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An examination was made of the factors that contribute to employee perceptions of the distributive justice of compensation outcomes and how employees differ in their perceptions. A sample of 414 employees of a large public university was used to assess what distributive rules are associated with employees' perceptions of the fairness of pay raise d...
Article
A field study investigated 368 employees’ perceptions of the fair-ness of work group incentive pay plans. In particular, we studied therelationships between six antecedent variables (understanding of thepay plan, satisfaction with base pay, organizational commitment, beliefsin the pay plan eflectiveness, plan payout amount, and group identijication...
Article
Organizational politics has been conceptualized as a source of stress and conflict in the work environment, with the potential for dysfunctional outcomes at both the individual and organizational level. One possible consequence of politics is the exercise by employees of withdrawal behaviors, particularly absenteeism. Further, the likelihood of neg...
Article
Printout. Thesis (Ph. D.)--University of Illinois at Urbana-Champaign, 1995. Vita. Includes bibliographical references (leaves 140-163).

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Projects (8)
Project
REDEFINING HUMAN RESOURCE MANAGEMENT CALL FOR PAPERS PROPOSAL DEADLINE: November 1, 2021 FINAL PAPER DEADLINE: September 30, 2022 Issue in Research in Human Resource Management Series Editors: James H. Dulebohn, Michigan State University Brian Murray, University of Dallas Dianna Stone, University of New Mexico, University at Albany, and Virginia Tech There have been dramatic changes in the social and economic environments of organizations in recent years, and these changes are propelling the field of human resource management (HRM) in new directions and redefining our perspectives on established practices. Notable recent trends include the increased opportunities for remote and virtual work that has affected the nature of the employment relationship and what employees and applicants expect from an employer. Additionally, workforce diversity and the inclusion of minority members in the organization’s leadership has taken center stage. Meeting societal expectations for equity and equality, customer needs, and cross-cultural challenges is affecting the design and delivery of HRM practices. Finally, historically significant HR trends such as globalization, benefits cost escalation, and labor unionization are rising to renewed prominence in their influence on decision making. Although there have been many changes in HRM over time, the field needs to continue to evolve in order to be relevant and effective into the future. Thus, this special issue will focus on current and emerging issues and the future of HRM processes and practices. In particular, we are interested in papers that focus on changes or new directions needed in job analysis and design, attraction and recruitment, staffing and talent management, training and development, performance management, compensation and benefits, and labor and employee relations. Papers should (a) provide a review of the current and emerging issues for one or more HRM processes, (b) provide a thorough review of the literature on a topic, (c) present a model or framework to guide future research and practice (if needed), and (d) offer specific directions for future research and practice on the topic. Submission Instructions Submissions should be limited to conceptual papers, systematic or integrative literature reviews with theory, conceptual development, or research implications, critiques of the literature or the field of HRM with implications, new theoretical models or research frameworks, or meta-analyses. Please contact Brian Murray (bmurray@udallas.edu) if you would like to submit an empirical paper. All papers will be reviewed by two subject matter experts and the editors. Invited papers by prominent HR scholars will be included in the special issue All final submissions are due September 1, 2022. Proposal guidelines: proposals should be no more than 5 pages and include (a) an introduction to the problem, question, or knowledge gap to be addressed by the paper, (b) a brief overview of the state of published knowledge, (c) a description of the approach or method the paper will present, and (d) the expected contribution(s) or implications arising from the paper. All proposals are due November 1, 2021. Final papers must be no more than 50 pages (approximately 12,500 words) including references and tables, and must conform to the 7th edition of the APA Publication Manual (October, 2019). Submission should also include an abstract. Authors will be asked to submit a 200 word bio and contact information with their submission. Please email all proposals and papers to Brian Murray, University of Dallas, at bmurray@udallas.edu. If you have questions about the issue, please feel free to contact James Dulebohn (dulebohn@msu.edu), Brian Murray (bmurray@udallas.edu), or Dianna Stone (diannastone2015@gmail.com). About Research in Human Resource Management (RHRM) This issue will be a volume the research series Research in Human Resource Management (RHRM). Series editors: Dianna L. Stone, University of New Mexico, University at Albany and Virginia Tech. James H. Dulebohn, Michigan State University. RHRM is an annual peer reviewed research series that is designed to advance theory, research, and practice on Human Resource Management, Organizational Behavior, Industrial and Organizational Psychology and related fields. The series publishes monographs, literature reviews, and new theoretical models as well as invited essays designed to foster research on a specific topic. It uses a double blind review process. A list of editorial board members is provided on the series website (https://www.infoagepub.com/series/Research-in-Human-Resource-Management). Issues and abstracts can also be seen at www.diannastone.com. RHRM is listed in Cabell’s Directory and is indexed in the EBSCOhost eBook Business Collection. Editors have applied to include RHRM in Scopus.
Project
Although there is considerable research on diversity, relatively little research has focused on "forgotten minorities" (e.g., Native Americans, ex-offenders, people with mental disabilities, religious minorities, the working poor, displaced workers, Hispanic-Americans, Asian-Americans, immigrants, LGBTQ persons (e.g., transgender persons), those with accents, etc.). Thus, the goal of this project is to examine the factors thought to affect the inclusion or exclusion of those we label "forgotten minorities."
Project
This research project focuses on the factors affecting the underrepresentation of women, racial/ethnic minorities, older workers, and others in STEM occupations (Science, Technology, Engineering and Math).