K. Michele Kacmar

University of South Alabama | USA · Department of Management

Based on the idea that both actor and audience member are present in impression management (IM), we argue that the effectiveness of IM usage can only be determined when ratings from both the actor and the audience are considered. Further, we use self-verification theory to explain how IM incongruence may impact workplace outcomes. To test our argum...

Based on a framework that integrates job demands-resources theory (Bakker and Demerouti in J Manag Psychol 22:309–328, 2007), social cognitive theory (Bandura in Social foundations of thought and action, Prentice-Hall, Englewood Cliffs, 1986; in Pervin L, John O (eds) Handbook of personality, Guilford Press, New York, pp 154–196, 1999) and regulato...

This study investigated several dispositional predictors of a form of subjective well-being (life satisfaction) while controlling for social desirability. Results from 185 survey respondents collected at two time points three months apart demonstrated that of narcissistic entitlement, narcissistic superiority, and self-esteem, only the last two are...

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive...

The purpose of this symposium is to present emerging work that seeks to expand understanding of the interface between the bright and dark sides of employee social networks. Together, these papers illuminate the complex ways in which employees develop and manage relationships across multiple boundaries such as maintaining friendships despite task co...

A wide range of research has accumulated detailing the positive associations of perceived organizational support (POS) with desirable workplace outcomes (e.g., high performance, high commitment, low deviance). In the process, there has been an implicit assumption that these relationships are linear, with ever increasing POS resulting in ever increa...

Purpose The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each. Design/methodology/...

The multitude of corporate scandals has prompted research that examines factors that influence an individual’s engagement in unethical behavior. This article extends previous research by examining the psychological processes through which unethical behavior may occur. We develop and test a model that uses self-regulation theory to explain and predi...

Moral disengagement (MD) has recently received a fair bit of attention in the management literature. Although the extant literature has contributed significantly to our understanding of MD—specifically identifying “why” individuals morally disengage—we know little about what individuals experience after they morally disengage and commit an unethica...

Purpose The purpose of this paper is to explore surface acting as a mediator in the relationships between perceptions of organizational politics and personality, with stress, turnover intentions, and job satisfaction. Design/methodology/approach Data were obtained via survey from 276 working adults, and responses were subjected to structural equ...

Drawing from Johns’s theory of self-serving behavior, we identified workplace politics as a contextual factor that affects the relative costs and benefits associated with supervisor rating behaviors. Our investigation tested these ideas by considering how politics influence the way in which raters combine information when evaluating subordinate per...

Purpose – Mindfulness is a well-studied phenomenon in many disciplines. Little is known about its impacts on employees at work. The purpose of this paper is to focus on mindfulness at work, defined as a psychological state in which employees intentionally pay full attention to the present moment while executing job tasks. The research model, ground...

Purpose – The purpose of this paper is to examine the moderated-mediational relationship between the impostor phenomenon (IP) and work-to-family conflict (WFC). Building on conservation of resources (COR) theory, the authors hypothesize that individuals who experience the IP lack the initial resources needed to meet work demands and, thus, experien...

Using regulatory focus theory as the theoretical foundation, this study examined the effects of promotion focus and prevention focus on work engagement. Perceived self-value was examined as a moderator of these relationships. Using a snowball sample of 282 participants, results indicated a positive relationship between both promotion and prevention...

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent an...

Using a sample of 639 dual-career couples, we examined the role of work-related spousal support on work-family balance and subsequent outcomes for both the job incumbent as well as his or her spouse. We further investigated whether the resource of work-related spousal support contributed to greater balance for those couples who were work-linked (wo...

Based on conservation of resources theory, this research examines the role of impression management as a resource management strategy to help job incumbent’s manage the impressions others have of the degree of influence the family domain has on the work domain. Specifically, we examine 226 tri-matched job incumbents, co-workers, and spouses and fou...

Using Goffman’s (1959) original dramaturgical theory of self-presentation, we argue that the effectiveness of impression management (IM) usage can only be determined when ratings from both the actor and the audience are considered. To test our arguments, we employ congruence analysis (Cheung, 2009). Our approach differs from the majority of extant...

The purpose of this investigation was to evaluate the moderating effect of the supervisors perceived insincerity of their subordinates influence attempts on the relationship between supervisor perceptions of supervisor-subordinate similarity, liking, and influence, and the outcomes of performance and promotability. Data on 203 subordinates from 59...

Leveraging perspectives from social cognitive theory, the attention-based view, and social networks literatures, we tested the relationship between unethical choice and network unethicality, which we define as respondents’ perceptions of their peer advisors’ unethical choices. Although social cognitive theory predicts that perceptions of peer advis...

The desire to control how others see us is a ubiquitous phenomenon. Decades of research have suggested that the results associated with how others see us are too great an influence to ignore. The tactics we use and behaviors we engage in to control how others see us is known as impression management. This study examines the relationship between reg...

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior w...

We use Conservation of Resources (COR) theory to examine the moderated mediational relationship between the impostor phenomenon (IP) and work-family conflict. The IP is a negative experience where individuals who are seen as successful by others cannot internalize their achievements. In this paper, we propose that individuals who experience the neg...

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior w...

Using Goffman’s (1959) original dramaturgical theory of self- presentation, we argue that impression management can be most effectively measured by the audience, to whom the behaviors are targeted. This approach differs from the majority of extant impression management research that employs measures of impression management from the actor. By switc...

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job sat...

We propose a model of knowledge creation, transfer, and adoption based on theories of creativity and social networks. We test our hypotheses using a sample of 119 full professors in management departments at U.S. universities. We examine the effects that two research strategies, coauthoring and working in multiple research fields, have on the numbe...

Using boundary theory and conservation of resources theory, we examined how job incumbents’ perceptions of supervisor instrumental support and organizational segmentation support influence outcomes for both the incumbent and the spouse. First, we examined how supervisor instrumental support and organizational segmentation support shape incumbents’...

We investigate whether leader political skill (LPS) increases employees' perceptions of ethical leadership, even among leaders who acknowledge engaging in deviant behaviors. Study 1 indicated a positive relationship between LPS and ethical leadership perceptions, resulting in improved commitment and reduced stress levels among employees. Study 2 in...

The stream of research concerning work-family enrichment has generated a significant body of research because it plays an important role in occupational health (Masuda, McNall, Allen, & Nicklin, 2012). work-family enrichment has been defined as "the extent to which experiences in one role improve the quality of life in the other role" (Greenhaus &...

Building on boundary management theory and the qualitative findings of Kreiner, Hellensbe, and Sheep (2009) we develop and test a measure of four boundary management tactics (temporal, physical, behavioral, communicative) for both the work and family domains. We extend the understanding of how people use tactics to manage boundaries by positioning...

Purpose – The purpose of this study is to test the effects of cognitive legitimacy and the assets of newness in the new venture context. The authors wish to provide evidence related to how best to market and manage some of the assets and liabilities of newness. Design/methodology/approach – 236 customers of three recently opened retailing business...

Based on role accumulation theory and boundary theory we propose and examine a model that represents the process by which family involvement influences promotability through enrichment, and the moderating roles of employees’ boundary management preferences (i.e., segmentation/integration) in that process. Data collected from 347 registered nurses a...

The purpose of this study was to explore the interactive influence of a) leaders' exemplification and supplication efforts and b) followers' perceptions of the leaders' ethicality on followers' work efforts and helping behaviors. We surveyed 58 leaders and 175 followers who worked for a governmental agency in the United States. Results indicated th...

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior w...

The present study examines the lingering impact of abusive supervision on positive behaviors. We tested a time lagged mediated model of abuse on task- and person-focused organizational citizenship behaviors (OCB) through interaction frequency with one’s supervisor and perceptions of organizational politics using a sample of 111 employee-supervisor...

This paper posits that ethical leadership increases important organizational and individual outcomes by reducing politics in the workplace. Specifically, we propose that perceptions of organizational politics serve as a mechanism through which ethical leadership affects outcomes. We further argue that the modeled relationships are moderated by poli...

Using data collected from 280 full-time employees from a variety of organizations, this study examined the effects of employee perceptions of the behavioral integrity (BI) of their supervisors on job tension. The moderating effect of procedural justice (PJ) on this relationship also was examined. Substitutes for leadership theory (Kerr and Jermier,...

Research examining the influence of leader-member exchange (LMX) on employee outcomes is plentiful. However, research exploring the negative consequences of high-quality LMX relationships has been limited. This research posits, tests, and then replicates a model in which role conflict and job involvement mediate the relationship between LMX and str...

We develop and test a model that builds directly on social exchange theory to predict different roles for supervisor trust in the relationships between organizational citizenship behavior and relationship conflict occurring between supervisors and subordinates and between peers. Specifically, we posit that the association between citizenship behavi...

The purpose of this study is to develop and validate a scale to measure the construct of leadership rapport management (LRM) and demonstrate its potential impact on relationships between supervisors and subordinates. A brief review of the construct is presented along with its anticipated theoretical and empirical relationships with constructs that...

This study extends research on abusive supervision by exploring how supervisor reports of conflict with their coworkers are related to abusive behaviors and resulting outcomes. We utilize research on displaced aggression, conflict, and leader–member exchange (LMX) theory to formulate our hypotheses. Results from two samples of 121 and 134 matched s...

In a lagged field study involving 135 state employees and their immediate supervisors, we examined the relationship between employee organizational citizenship behavior (OCB) and voluntary turnover and the moderating role of employees’ tendencies toward the use of impression management by association on this relationship. We found citizenship behav...

Previous research has established that perceptions of organizational politics are associated with negative organizational outcomes. However, this may not hold true for all individuals. We offer subordinate and supervisor political skill, the ability to understand interactions at work and to use that understanding to effectively influence others, as...

Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using struc...

This study investigates the role of leader—member exchange in moderating the effects of perceptions of organizational justice and politics on job performance. In contrast to previous research, which has relied on social exchange theory to explain these relationships, the current study uses uncertainty management theory to propose that relationships...

This research examines the crossover effect of supervisors’ work—family enrichment on subordinates’ work—family enrichment and job performance. Drawing on broaden and build theory and Westman’s crossover work, the authors posit that supervisors’ work—family enrichment leads to the creation of a family-friendly work environment, which in turn promot...

This study furthers the research on leader–member exchange (LMX) and organizational job embeddedness by examining the relationships between these variables and three workplace outcomes. In particular, we employ the Conservation of Resources theory to hypothesize LMX as a predictor of organizational job embeddedness, and organizational job embeddedn...

The management field is characterized by two countervailing perspectives that attempt to define what constitutes appropriate research valued by scholars and practitioners. Historically the field has moved from an emphasis on one or the other - from applied research and practice to basic research and theory and then back again. It is our contention...

Considering the implications of social exchange theory as a context for social role behavior, we tested relations between ethical leadership and both person- and task-focused organizational citizenship behavior and examined the roles played by employee gender and politics perceptions. Although social exchange theory predicts that ethical leadership...

Purpose – The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored. Design/methodolo...

The recognition and development of new opportunities are at the heart of entrepreneurship. Building from Kirzner's (1973, 1999) work, cognition theory, and McMullen and Shepherd's (2006) recent development, we offer a model involving three distinct elements of alertness: scanning and search, association and connection, and evaluation and judgment....

This study examines a moderated/mediated model of ethical leadership on follower job satisfaction and affective organizational commitment. We proposed that managers have the potential to be agents of virtue or vice within organizations. Specifically, through ethical leadership behavior we argued that managers can virtuously influence perceptions of...

Much of the research on ethical decision-making incorporates the idea that the characteristics of the moral issue will influence the decision being made (Jones, 1991). The present study tests the influence of three of these characteristics on the ethical decision-making process, namely concentration of effect, probability of effect, and proximity....

Thepresentstudy examined theimpact of supervisor impression management tactics and feedback on the subordinate's ratings of the supervisor and the feedback received. Specific findings indicated that both impression management and feedback had a significant mane effect on supervisory ratings. Subordinate reactions to the supervisor were higher when...

The present study examined the moderating effects of procedural and distributive justice on the relationships between political skill and task performance and organizational citizenship behavior (OCB) among 175 supervisor-subordinate dyads of a government organization. Using Mischel's (1968) situationist perspective, high justice conditions were co...

Using trait activation theory as a framework, the authors examined the moderating role of two situational variables-perceptions of organizational politics and perceptions of leader effectiveness-on the relationship between core self-evaluations and job performance. Results from two samples (N = 137 and N = 226) indicate that employee perceptions of...

Purpose The purpose of this study was to investigate the relationships between social stressors and the outcomes of job satisfaction, altruism, and turnover intentions. Additionally, this study examined the moderating impact of individuals’ core self-evaluations on these relationships. Design/methodology/approach Data were obtained from a branch of...

This study examined the moderating impact of empowerment on the relationships between leader–member exchange (LMX) quality and the self-rated outcomes of job satisfaction and turnover intentions, as well as the supervisor-rated outcomes of job performance and organizational citizenship behaviors. Two samples, with 244 and 158 employees respectively...

Using affective events theory as a framework, this study examined the role of emotions in mediating the effects of perceived politics on adverse employee outcomes. The authors proposed that frustration translates employees' perceptions of politics into lower levels of performance and increased organizational withdrawal (i.e. turnover intentions) th...

Drawing upon similarity-attraction theory (Byrne, 1971), we explore whether deep-level perceived similarity or surface-level actual similarity is more predictive of agreement between supervisors and subordinates about the quality of their relationship (LMX). To examine this question we analyze supervisor-subordinate agreement on four antecedents of...

In this research, the authors test a model in which the regulatory focus of employees at work mediates the influence of leadership on employee behavior. In a nationally representative sample of 250 workers who responded over 2 time periods, prevention focus mediated the relationship of initiating structure to in-role performance and deviant behavio...

This article selectively reviews studies of impression management (IM) published since 1988 and identifies strengths, limitations, and future research directions in three key areas: research investigating the use of IM at the individual level of analysis (e.g., performance appraisal); research that applies IM theory, concepts, and thinking to bette...

Using a social exchange framework, the present study explores the role of group cohesion as a moderator of the relationship between the four dimensions of organizational justice and affective commitment. The hypotheses are tested using a sample of 142 employees of a pharmaceutical company. Results indicate that the relationship between distributive...

We examined the relationship between subordinates’ family to work balance (conflict and enrichment) and two dimensions of contextual performance (interpersonal facilitation and job dedication) reported by supervisors. Beyond the direct effects, we hypothesized that supervisor’s appraisals of employee conflict and enrichment would influence the supe...

My chapter is on journal infrastructure, an important issue for editors and authors alike. How the review of a paper is managed will determine repeat business, the tone, and content of the word of mouth advertising, and the overall reputation of the journal. As authors, we all have been involved in both pleasant and not so pleasant review processes...

In this paper we lay the conceptual foundation for work-family facilitation. Work-family facilitation is a process representing the synergies between the domains of work and family. We formally define facilitation as the extent to which an individual's engagement in one social system, such as work or family, contributes to growth in another social...

A model examining the relationship between restaurant employees' reactions to their work environment and their jobs as service providers and guest satisfaction was tested among twenty-five restaurants from a casual dining restaurant chain. In the model, the relationship between guest service employees' work-related perceptions and attitudes are...

Research suggests that perceptions of organizational politics consistently result in negative outcomes for individuals. In the current study, distributive and procedural justice are explored for their effects on the relationships between perceptions of organizational politics and turnover intentions and job satisfaction. We tested these relationshi...

As the field of impression management studies matures, the tools used to study and assess its components continue to be refined. The present study supplies additional testing and confirmation for one of the tools currently being used in the field: the Bolino and Turnley (1999) impression management scale. Using three samples of 144, 236, and 204 fu...

This study examines the abusive supervision–job performance relationship with job performance measured using formal performance appraisal ratings, supervisor ratings, and self-ratings. Additionally, we predict that the meaning one gains from work moderates these relationships. We used a sample composed of supervisor–subordinate dyads from an automo...

Researchers have begun to test the idea that work and family can benefit, rather than just conflict with one another; yet, theoretical development is lacking. In this paper, we define work–family facilitation — or the positive influence of an individual's engagement in a domain on functioning of another life system. We merge and extend ideas from P...

Our focus in this study was on uncovering which contextual factors positively influenced the level of work effort of employees who experience a low quality relationship with their supervisor. We use control theory to argue that the higher than unexpected level of work effort is due to the fact that certain work environments can return control to th...

In this study, the authors investigated the effect of an individual's political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173...

Previous research has shown the positive impact of relationship quality on promotability ratings and inconsistent results for temporal variables and these same ratings. The authors integrated these findings by examining the joint impact of supervisor-subordinate relationship quality and temporal variables (measured with three types of tenure: relat...

The authors introduce a scale to measure meta-perspectives, my view of your view of me, about one's performance in an organizational setting. Applied to the performance appraisal process, this perspective allows the authors to investigate how employees think their supervisors view their performance. Meta-perspectives thereby enrich our understandin...

According to surveys conducted in 1965,1985, and 2005, attitudes about executive women have improved, but not as much as men think.

The Journal of Management, now one of the preeminent journals in the discipline, completed its 30th year of publication in 2004. To provide an understanding of the journal's development, this article reviews its origins as recounted in reflections by its past editors, examines three decades of publication statistics, and provides a brief look at th...

This study investigated the relationship between characteristics of applicants and interviewers, and type and amount of impression management (IM) used by applicants in the employment interview. Specifically, applicant self-monitoring, self-esteem, locus of control, age, and training, and interviewer communication apprehension, interpersonal commun...