Joseph C. Rode

• Miami University

Guided by social role theory, social science research has established an individual's earnings relative to their partner (i.e., their relative income) as an important indicator of various marital‐ and well‐being‐related outcomes. Yet, despite a deep interest in employee compensation systems, management scholars have rarely considered the implicatio...

We developed a conceptual model of relationships among learning-focused human resource management practices, small group problem solving, and continuous improvement and learning across national cultures. Our underlying theory draws on the insights from the social process perspective of organizational learning and the in-group collectivism dimension...

The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation-based emotional intelligence reduces employment gaps through self-esteem. Further, understanding-based emotional intelligence moderates the neg...

Despite strong claims for the importance of emotional intelligence (EI) in the workplace, few studies have empirically examined the influence of emotional intelligence on career success. Theoretically, emotional intelligence should help employees to develop stronger interpersonal relationships and leadership skills, leading to higher financial comp...

Previous research has shown that human resource management (HRM) practices vary across cultures. However, little research has empirically compared the effects of various HRM practices on firm-level or individual-level outcome variables across cultures. Drawing upon psychological contract theory and the literature on cultural values, the present stu...

Despite significant attention from practitioners and broad claims of the importance of Emotional Intelligence (EI), empirical support for its incremental direct effects on outcomes relevant to professional selling has been disappointing. However, little research has included relevant contextual variables or the potential interactions of EI with con...

Despite significant attention and broad claims of its importance, research has consistently provided disappointing empirical support for the incremental direct effects of emotional intelligence on job outcomes. However, little research has included relevant contextual variables or the potential interactions of emotional intelligence with contextual...

Previous research on the effects of workgroup diversity and workgroup functioning and outcomes has produced mixed results. We address these inconsistencies by proposing a model that considers the effects of both transformational leadership and workgroup climate on one workgroup outcome believed particularly relevant to diversity: employee creativit...

Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference construc...

The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class proje...

Building upon the culturally endorsed implicit theory of leadership, we investigated the moderating effects of national culture on the relationship between organizational structure and continuous improvement and learning. We propose that the relationship between organic organizations (characterized by flat, decentralized structures with a wide use...

We examined relationships among transformational leadership, employee identification with leader, innovative climate, and employee creativity in a diverse sample of 212 employees and their immediate supervisors from 71 workgroups representing 55 organizations. Results from multi-level linear modeling analyses indicated that transformational leaders...

Using longitudinal data from a sample of recent college graduates, we examined the effects of ability (general mental ability and emotional intelligence) and personality (Big Five and proactive personality) on extrinsic (i.e., salary) and intrinsic (i.e., perceived job and career success) indicators of career success. Results from regression analys...

We examined the structural, discriminant, nomological, and incremental predictive validity of a behavioral measure of emotional intelligence, using data from two undergraduate student samples. Covariance structure modeling indicated that the eight subscales of the MSCEIT(C) V2.0 were best modeled with a solution consisting of three first-order fact...

Conscientiousness and neuroticism, self-management practices, and perceived situational constraints were integrated into a model that predicts efficacy and performance. The model was tested using structural equation modeling with a sample of 228 undergraduate students. The results indicated that individual differences exist in self-management pract...

Research has shown consistently that job satisfaction predicts turnover, but much less attention has been given to the how relationships between work and nonwork or how overall subjective evaluations of life (i.e., life satisfaction) affects turnover. We tested a model that included job satisfaction, life satisfaction, and conflict between work and...

We examined the direct and moderated effects of an ability-based measure of emotional intelligence (MSCEIT© V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of...

This paper examines the relationships among hope in its trait and state forms, goal orientation, verbal persuasion, and task performance. Results of a laboratory experiment involving 212 undergraduate students indicated that learning goal orientation was positively related to trait hope. Findings further indicated that trait hope was positively rel...

Although it seems intuitively obvious that the happy student will be a more productive student, empirical tests of that assumption are curiously sparse. We tested a model that included satisfaction with various life domains, overall life satisfaction, cumulative college GPA, and ratings on an assessment center exercise. Results indicated that overa...

It is widely believed that work attitudes influence attitudes toward life overall. We investigated a multivariate model of work attitudes and overall life attitudes using survey data from two nationally representative (U.S.) data sets, one cross-sectional and one longitudinal. Including a comprehensive set of control variables, we found only weak s...

Using structural equation modeling, we found empirical support for the prevailing theory that subjective well-being consists of three domains: (1) cognitive evaluations of one’s life (i.e., life satisfaction or happiness); (2) positive affect; and (3) negative affect. Multiple indicators of satisfaction/happiness were shown to have strong convergen...

Research indicates that job satisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfacti...

Job and life satisfaction AUTHORS' NOTE: We would like to thank Indiana University Kelley School of Business for funding and to acknowledge the support of the Entrepreneurship Research Consortium (ERC) and the Ewing Marion Kauffman Foundation for the development of the Panel Study of Entrepreneurial Dynamics (PSED) data. J ob satisfaction has alway...

Thesis (Ph. D.)--Indiana University, 2002.