John Schaubroeck

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• PhD
• Professor at University of Missouri

Many previous studies have documented the detrimental effects of social loafing on others (interpersonal impacts) at the between-person level. However, social loafing may carry underappreciated intrapersonal functional effects at the within-person level. Our research develops a novel theoretical framework to investigate when and how engaging in soc...

In the mentoring relationship, protégé proactivity is a key facilitator of mentoring support. However, we consider how protégé proactivity at work may lower mentors’ inclination to share knowledge. Drawing on and extending social perception theory and envy subtypes theory, we build a contingent dual-path model to theorize that a proactive protégé w...

The present study examines harmonious passion as a mediator of the relationship between benevolent leadership and employee performance, i.e., job performance and organizational citizenship behavior. We argue that benevolent leaders satisfy psychological needs in ways that promote harmonious passion, which energizes employee performance. To test our...

Whereas scholars have identified individual antecedents of emerging as an informal leader among one's peers, our research seeks to understand how established informal leaders maintain their leadership status. Guided by principles from expectation states theory, we predict that being seen as an informal leader in a workgroup motivates other members...

Facilitating refugees’ transitions to host country society is of interest to their host countries and municipalities, employers within those countries, and the refugees themselves. We develop and test a model of how social identity processes, as outlined in self-categorization theory, influence how perceiving one is treated as an insider encourages...

We integrate theory and research about individuals’ responses to failures to develop a model in which occupational progress failures precipitate ruminative processes that limit the extent individuals subsequently act as informal leaders. Our first study, an experiment with a sample of advanced accounting students, found that manipulating poor perfo...

Whereas social support contributes to individual vitality and academic performance, the theoretical process through which social support promotes performance, and for whom it is most beneficial in this respect, remain open questions. We developed a conceptual model in which social support influences academic performance by promoting vitality, parti...

Leadership is a process where leaders enact certain behaviors to influence followers. Yet, each follower may view the leader’s enactment differently, owing to differences in disposition and context. Here we examine leadership as a property attributed by followers to their leader, influenced by both the leader and followers’ personal attributes and...

We draw from social learning theory to propose a model in which humble behaviors displayed by higher-level leaders trickle down to lower-level team leaders and thereby indirectly promote team performance. We also propose that skip-level leader humility enhances the positive effect of team leader humility on team performance. Results based on time-l...

Recent leadership research has drawn greater attention to how the well-being of leaders influences leadership behaviors, follower performance and well-being, and overall leadership effectiveness. Yet, little attention has been paid to the relationship between occupying leadership positions and job incumbents’ well-being. This research addresses thi...

Drawing from the group engagement model of justice, we examine how and when higher abusive supervision relates to fewer safety behaviors and worse safety performance. In Study 1, a 2-wave survey study of 468 manufacturing technicians, we found that belongingness need satisfaction mediated the negative relationship between abusive supervision and sa...

We developed and tested a moderated mediation model of the relationship between authoritarian leadership and desirable employee performance (i.e., job performance and organization-directed citizenship behaviour, OCBO). Analyses of multilevel, multisource and data from 53 supervisors and 215 subordinates showed that relational identification mediate...

Drawing on theories of social exchange and social information processing, we examined whether the influence of psychological contract breach on in-role performance and organization-directed citizenship behavior (OCBO) depends on work group climate levels, specifically procedural justice climate and power distance climate. The findings supported our...

Drawing on appraisal theories of discrete emotions (Ellsworth & Scherer, 2003), we propose and test a model in which abusive supervision directed toward oneself and toward work unit peers (coworker abusive supervision) are interactively related to generalized feelings of shame, anger, and fear. These discrete emotions, in turn, tend to precipitate...

Research and theory concerning “dirty work” has largely focused on how employees cope with stable features of their jobs. From a study of employees’ experiences across 6 weekly repeated measurements, we found that within-person increases in experienced dirtiness were positively related to their withdrawal behaviors and job change propensity indirec...

Recent leadership research has drawn greater attention to how the well-being of leaders influences leadership behaviors, follower performance and well-being, and overall leadership effectiveness. Yet little attention has been paid to the relationship between occupying leadership positions and job incumbents' well-being. This research addresses this...

In this paper, we seek to encourage scholars to consider how reliance on technology-mediated communications can bring both promises and perils to team-based work structures. Specifically , we argue that a team's core characteristics (including skill differentiation, temporal stability, and authority differentiation) will differentially affect the c...

The purpose of the current study was to examine the influences of leader self-efficacy and coaching career outcome expectancies on intentions for advancement in leadership careers of collegiate assistant coaches in the United States. We also investigated psychosocial antecedents of these factors and explored gender differences. Female and male coll...

We tested a range of facilitating and inhibiting antecedents of leader self-efficacy on a large sample of 692 women intercollegiate athletic administrators in National Collegiate Athletic Association registered institutions. Drawing from social cognitive theory (Bandura, 1997), we examined developmental challenges, peer and supervisor feedback and...

Although authoritarian leadership is viewed pejoratively in the literature, in general it is not strongly related to important follower outcomes. We argue that relationships between authoritarian leadership and individual employee outcomes are mediated by perceived insider status, yet in different ways depending on work unit power distance climate...

Members of teams are often prone to interpersonal communication patterns that can undermine the team’s capacity to engage in self-learning processes that are critical to team adaptation and performance improvement. We argue that team leader coaching behaviors are critical to ensuring that team discussions that may foster learning new teamwork skill...

Research in occupational health psychology has tended to focus on the effects of single job characteristics or various job characteristics combined into 1 factor. However, such a variable-centered approach does not account for the clustering of job attributes among groups of employees. We addressed this issue by using a person-centered approach to...

This article summarizes research on abusive supervision in organizations. Abusive supervision refers to “subordinates' perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors”. We review consequences of abusive supervision as well as the explanatory mechanisms of its relationship with...

We develop a model in which abusive supervision undermines individuals' perceptions of the level of respect they are accorded by their group peers, which in turn reduces their performance and disconnects them psychologically from the organization. High group potency strengthens each of these connections. We studied the theorized relationships acros...

We develop a model in which transformational leadership bolsters followers' internalization of core organizational values, which in turn influences their performance and willingness to report peers' transgressions. The model also specifies a distinct process wherein transformational leadership enhances follower performance by promoting followers' r...

This study examines the influence of CEOs’ intellectually stimulating behavior, namely, encouraging followers to bring up new perspectives and innovative approaches at work, on employees’ perceptions of the meaningfulness of their work. Drawing from a collective sensemaking lens, we predicted that such CEO behavior would have a greater impact on ex...

Inconsistent published findings regarding a proposed buffering role of self-efficacy in stress coping led us to develop a model in which within-person variability in self-efficacy over time affects how individuals' mean levels of self-efficacy moderate the relationship between demands and psychological symptoms. Results from two independent samples...

This study examines the interactive effect of abusive supervision directed toward oneself (own abusive supervision) and toward work unit peers (coworker abusive supervision) on employees’ voice and counterproductive behavior through discrete affective states. Based on attribution theory, we propose that own and coworker abusive supervision interact...

his study examines how the quality of individuals’ social exchange relationships with their leaders and separately, their work unit peers, mediate the interactive effects of abusive supervision directed toward themselves (own abusive supervision) and toward their work unit peers (peer abusive supervision) on individual task performance and helping...

We studied the moderating roles of task interdependence and leader–member exchange ( LMX ) on the relationships between interpersonally (organizational citizenship behaviours – interpersonal [ OCBI s]) and organizationally directed organizational citizenship behaviours (organizational citizenship behaviours targeted at organizations [ OCBOs ]) and...

Contentious communication patterns can undermine the capacity of teams to learn and perform at higher levels. We argue that team leaders’ coaching behaviors can buffer teams from the adverse influences of contentious communications that derive from task and relationship conflicts. In a study of 82 work teams, we found that both task and relationshi...

This study extends existing research about how peers and leaders influence newcomers' adjustment to an organization or profession by examining how specific trust perceptions evolve over time. We test a model of how affect-based trust in a leader and work unit peers develops from a basis of cognition-based trust and later influences organizational i...

We develop and test a model based on social cognitive theory (Bandura, 1991) that links abusive supervision to followers' ethical intentions and behaviors. Results from a sample of 2,572 military members show that abusive supervision was negatively related to followers' moral courage and their identification with the organization's core values. In...

Researchers are often encouraged to shape an existing theoretical framework around their arguments to make them more convincing to readers. This can improve the coherence of their narratives and better ground them in existing literature. However, overarching theoretical frameworks can in many cases serve to insulate the author’s unique and presumab...

We develop and test a model linking ethical leadership with unit ethical culture, both across and within organizational levels, examining how both leadership and culture relate to ethical cognitions and behaviors of lower-level followers. The data were collected from 2,572 U.S. Army soldiers representing three organizational levels deployed in comb...

Our study examines how personality and coping influence soldiers' psychological health among 648 US Army personnel who were at that time deployed in Iraq at the height of an insurgency. Conscientiousness, neuroticism, and extraversion were associated with different coping behaviors, and these were in turn related to psychological distress. Conscien...

We investigated how leaders' gender interacts with anger and sadness expression and followers' attributions for their emotional expression on evaluations made by followers. In a laboratory study concerning hypothetical leaders, people evaluated the competence of male and female leaders differently depending on their emotional displays (anger vs. sa...

Despite burgeoning interest in how groups and organizations learn from failures, little is known about how leader behavior influences these learning processes. We analyzed longitudinal data collected at a large hospital and found that leader inclusiveness was positively associated with members' perceptions of psychological safety at Time 1, and tha...

Organizational psychologists and scholars representing other organizational disciplines have in recent years become increasingly interested in self-concept constructs. Scholars have applied the root constructs of self-efficacy, self-esteem, and identity to a wide range of topics. Research examining these constructs has also spawned other organizati...

This article examines various ways in which self-efficacy belief influences leader development. Drawing from social cognitive theory, we discuss four self-efficacy concepts that are pertinent to leader development: (a) preparatory self-efficacy, (b) efficacy spirals, (c) learning self-efficacy, and (d) resilient self-efficacy. We argue that the rol...

Group efficacy has generally been found to have a positive effect on group performance. This study reveals a less favorable consequence of high group efficacy, its tendency to promote inferior group decisions under certain circumstances. Previous studies have found that members in a group generally exhibit bias towards utilizing shared information...

This study examines how CEO empowering leadership shapes top management team (TMT) behavioral integration and potency, thereby enhancing firm performance. Using a sample of 82 TMTs, structural equation modeling supports a mediation model in which CEO empowering leadership is positively related to TMT behavioral integration, and, in turn, it enhance...

We develop a model in which cognitive and affective trust in the leader mediate the relationship between leader behavior and team psychological states that, in turn, drive team performance. The model is tested on a sample of 191 financial services teams in Hong Kong and the U.S. Servant leadership influenced team performance through affect-based tr...

Drawing upon regulatory focus theory (Higgins, 1997), we propose the construct of ethical regulatory focus to study ethical motivation, and examine its relationships with forms of ethics-based leadership and ethical/unethical conduct. We predict that ethical leadership (EL) induces an ethical prevention focus and moderates relationships between cha...

We examined the influence of positive psychological capital (PsyCap), a metaconstruct that combines established psychological predispositions to be resilient to stress, on the well-being of soldiers during combat deployment. Among U.S. Army personnel deployed in Iraq, cognitive appraisal of stress mediated the effects of trait PsyCap on health symp...

We examined the direct and indirect effect of authentic leadership behavior on the organizational citizenship behavior and work engagement of followers. With 387 employees and their 129 immediate supervisors, hierarchical linear modeling (HLM) results revealed that authentic leadership behavior was positively related to supervisor-rated organizatio...

Prior research indicates that instructions to focus attention on learning versus performance and the nature of feedback provided have distinct implications for subsequent task performance. We first examined how assigned learning and performance goals and feedback valence interact to determine performance change. Individuals with learning goal instr...

The antecedents and consequences of ethical leadership were examined in a study of 894 employees and their 222 immediate supervisors in a major financial institution in the United States. The leader personality traits of agreeableness and conscientiousness were positively related to direct reports' ratings of the leader's ethical leadership, wherea...

Although scholars agree that complex relationships between organizations' actual human resources (i.e., human capital stock) and means of leveraging these resources may influence performance, little empirical work has tested such propositions directly. We collected two primary data sets from private and public-sector organizations in Israel. The mu...

This chapter reviews recent studies examining the link between employee envy and a host of organizational outcomes at the individual and group level, from poorer leadermember exchange, lower job satisfaction, less liking for co-workers, lower organizationbased self-esteem, lower group performance, higher turnover, higher absence rates, higher socia...

This study examines how traditionality influences the relationships between job stressors and health. A sample of 496 Chinese employees provided longitudinal questionnaire data, and their health was assessed by collecting blood samples and monitoring blood pressure. The results indicated that the positive relationship between job control and health...

Organisational crises are relatively low-probability, high-impact situations that threaten the competitiveness and viability of an organisation. As such, a key managerial challenge is to design and implement an organisational system that is capable of coping with these traumatic events. The results of this study indicate that learning from failures...

The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Mer...

The authors investigated the relationship between transformational leadership behavior and group performance in 218 financial services teams that were branches of a bank in Hong Kong and the United States. Transformational leadership influenced team performance through the mediating effect of team potency. The effect of transformational leadership...

This study tested a model of the interactive effects of perceived job characteristics and potentially destructive leader traits on the physical and psychological strain of their subordinates and their job attitudes and commitment to the organization. A composite measure of the characteristics of enriched jobs (job scope) was positively related to m...

We examined how the perceived expectations of the leader, customers, and family influence individuals' creative involvement at work. The perceived expectations of all three of these reference groups were positively associated with employee's self-expectations for creativity. These self-expectations for creativity, in turn, were associated with crea...

Reviews of self–supervisor, self–peer, and peer–supervisor ratings have generally concluded that there is at best a modest correlation between different rating sources. Nevertheless, there has been much inconsistency across studies. Accordingly, a meta-analysis was conducted. The results indicated a relatively high correlation between peer and supe...

Little research on top management teams (TMTs) has sought to understand how group processes may influence organizational outcomes. This study examined the role of TMT behavioral integration in explaining the quality of strategic decisions and how these constructs together influenced organizational decline. Findings from survey data of 116 TMTs and...

Individual differences in the locus of causality for behavior are seldom considered in tests of regulatory events (e. g., feedback and coercion). This study examined the relationship between Deci and Ryan's (1985a) causality orientation constructs and decision makers’ behavioral intention responses to negative feedback following an initial decision...

Group citizenship behaviour (GCB) is conceptualized as a distinct group-level phenomenon concerning the extent to which work groups engage in behaviours that support other work groups and the organization as a whole. These behaviours are different from task performance; they enhance and maintain the social and psychological environment in which tas...

Across 48 experimental groups, those that scored higher on group self-esteem attributed perceived positive outcomes to internal factors and negative outcomes to external factors. Groups provided more elaborate rationalizations about perceived negative outcomes and less elaborate rationalizations about perceived positive outcomes. They also espoused...

We tested how promotion expectation and perceived self-similarity of a more successful comparison other predicted envy, and how envy, in turn, influenced social evaluations and job performance among candidates who were rejected for promotion. Promotion rejectees perceived the promotee from their work unit as being less likable than he or she was be...

ABSTRACT This study tested hypotheses concerning how similarity of personality traits between promotion candidates and their peers and supervisors influence promotion decisions in different work unit cultures. Candidates working in units with higher mean levels of reported individualism were more likely to be chosen for promotion to the extent thei...

The relationship between perceived participative decision making and employee performance was examined in matched samples of employees-from the Hong Kong and U.S. branches of one organization. Self-efficacy in regard to participating in decisions and idiocentrism, moderated the relationship between perceived participative decision-making opportunit...

Group organizational citizenship behavior (GOCB) is conceptualized as a distinct group-level phenomenon concerning the extent to which the work group as a whole engages in OCB. Among a sample of 148 work groups (a total of 743 employees), it was found that individual OCB was consistent within groups and that the difference between OCB among groups...

This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N = 329) in a large international bank. Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable...

This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The eff...

In a field quasi experiment, customers were most satisfied with the service quality of the branch of a multinational bank where good organizational citizens had been trained as service quality leaders, and branch employees exhibited the highest conformance to the quality scheme of the bank. In a branch where service quality leaders were randomly se...

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for...

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and these who perceived that they were not often responsible for...

On the basis of previous studies of source credibility and opinion leadership, the authors hypothesized that opinion leaders would serve as effective agents to promote positive attitudes toward a service-quality initiative and increase service-quality effectiveness. The service effectiveness of tellers before and after a service-quality leadership...

This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting lo...

This study compared a group decision support system (GDSS) with face-to-face (FTF) group discussion on characteristics of information exchange and decision quality. Participants given conflicting information tended to share more of their unique data and engaged in more critical argumentation when using the GDSS than when meeting FTF. Conversely, wh...

This study examined the interactive effects of worker control and individual characteristics on employee psychological and immunological health. Two questionnaire surveys were conducted among 496 employees in a state-owned enterprise in the People's Republic of China over two years. Blood samples were collected from 447 respondents to measure immun...

This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting lo...

The present study distinguished between two modal emotional display rules, demands to express positive efference and demands to suppress negative efference, that partially constitute the work roles of many employees. Perceived demands to express positive emotion were positively related to health symptoms primarily among those reporting: (1) lower i...

The attitudinal and behavioral effects of being promoted and being rejected for promotion were examined in a quasi experiment conducted at an international bank in Hong Kong. Promoted tellers who had more internal locuses of control (LOC) maintained improved attitudes across 3- and 18-month posttest intervals. Attitudes returned to baseline levels...

Emphasis on measuring actual (‘objective’) job exposures has increased in recent organizational behavior/human resource management research. I argue that this approach has greater potential for increasing knowledge about how to make work environments more healthy than the alternative approach of focusing on mental processes and individual coping be...