Jessica R. Methot

• Rutgers, The State University of New Jersey

Human resource (HR) practitioners are regularly contacted by academic researchers who seek access to interviewees and/or survey respondents within the HR practitioner's organisation. However, despite interest in closing the research-practice gap, there has been limited consideration of the HR practitioner's role in the conduct of organisational fie...

Employees’ daily routines (e.g., commutes, lunch breaks, conversations with coworkers or family members) are vital rituals that create order and meaning. However, employees frequently experience changes to how their work and nonwork lives operate, which can generate discontinuity and spark nostalgia—a sentimental longing for the past. In this study...

Individuals’ networks are multiplex—bundles of roles, interactions, and exchanges—in which the boundaries between work relationships and non-work relationships are often blurred, or integrated. Surprisingly, though, there is a paucity of research that explicitly integrates the work-nonwork literature and the social networks literature. In this pape...

Relational analytics—the leveraging of data on workplace relationships—acts as a complement to traditional people analytics and moves scholars and practitioners closer to an understanding of the realities of the modern workplace. This article serves as a primer for relational analytics by highlighting the potential of the perspective for human reso...

A social network is a set of actors—that is, any discrete entity in a network, such as a person, team, organization, place, or collective social unit—and the ties connecting them—that is, some type of relationship, exchange, or interaction between actors that serves as a conduit through which resources such as information, trust, goodwill, advice,...

Peer developmental relationships—informal arrangements between pairs of individuals who take an active interest in and concerted action to advance one another's careers—offer a valuable alternative to formal mentorships. Despite recognition that peer developmental relationships have the potential to jointly provide career and psychosocial support (...

Leaders' positions as external brokers in organizational networks—those acting as a bridge between individuals outside the boundaries of their team—can enhance or constrain their effectiveness. Yet, whereas extant research on network brokerage views it as a private good whose benefits accrue directly to the broker, recent research suggests brokerin...

Small talk—short, superficial, or trivial communication not core to task completion—is normative and ubiquitous in organizational life. Although small talk comprises up to one-third of adults’ speech, its effects in the workplace have been largely discounted. Yet, emerging research suggests small talk may have important consequences for employees....

Managing constellations of employee relationships is a core competency in knowledge-based organizations. It is timely, then, that human resource management (HRM) scholars and practitioners are adopting an increasingly relational view of HR. Whereas this burgeoning stream of research predominantly positions relationships as pathways for the transmis...

Workplace relationships are a cornerstone of management research. At the same time, there remain pressing calls for work relationships to be front and center in management literature, demanding an organizationally specific “relationship science.” This article addresses these calls by unifying multiple scholarly fields of interest to develop a compr...

Burgeoning theory and research signal the prominence of within-individual dynamics in OCB, with such work focusing primarily on short-term (i.e., minutes, days, weeks) fluctuations that result from a focus on immediate circumstances. But, longer-term variations in OCB also occur as people continuously craft identity narratives to tell evolving stor...

Workplace relationships are a cornerstone of management research. At the same time, there remain pressing calls for work relationships to be front and center in management literature, demanding an organizationally-specific “relationship science.” This article addresses these calls by unifying multiple scholarly fields of interest to develop a compr...

Theory and research note the ubiquity of multiplex workplace friendships—multifaceted relationships that superimpose friendship with work-focused interactions—but it is unclear how they compel or hinder job performance. In a study of insurance company employees (n = 168), we found that the number of multiplex workplace friendships in one’s social n...

Purpose We examine the bi-directional nature of role segmentation preferences—preferences to protect the home domain from work intrusions, and to protect the work domain from home intrusions—and hypothesize that the dimensions independently prompt individuals to manage their boundaries in ways that complement their preferences. Design and Methodolo...

Despite organizational norms for consistency, and pressures for leaders and decision makers to be decisive and singular in their behavior, organizational scholars have recently begun to unveil the ubiquity of ambivalence in organizational settings. The focus of this proposed symposium is to join together four investigations that highlight an emergi...

Over the last half century there has been a great deal of interest in the role of personality in teams. In this article we review the theoretical and empirical research on this topic to summarize what we have learned and also to provide a foundation for future research necessary for application of this knowledge to human resource management decisio...

Drawing from Marks, Mathieu, and Zaccaro (2001) , we proposed that narrowly focused teamwork processes load onto 3 higher-order teamwork process dimensions, which in turn load onto a general teamwork process factor. Results of model testing using meta-analyses of relationships among narrow teamwork processes provided support for the structure of th...

In this chapter we extend previous theory on the effects of stressors at the intersection of the work–family interface by considering the challenge stressor–hindrance stressor framework. Our central proposition is that stressors in one domain (work or non-work) are associated with criteria in the same domain and across domains through four core med...