Michael S. Cole

Texas Christian University | TCU · Department of Management

Why are some new venture teams (NVTs), but not others, able to effectively cope with the demands of environmental uncertainty? Addressing this question from an intrateam dynamics perspective, we draw from the transactional theory of stress to delineate when NVTs’ use of shared coping humor and level of entrepreneurial team-efficacy might conditiona...

This study sheds light on the dark side of entrepreneurship by examining how and under what conditions abusive behavior within new venture teams (NVTs) relates to new venture performance. Using a national (USA) random sample of NVTs, we find that the relationship of intrateam abusive behavior (i.e., degree to which NVT members exhibit “hostile” ver...

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 (...

Judgments about others' personal characteristics intertwine with social interactions in the workplace. The personality and social psychology literatures show forming impressions of what others are like is vitally important, in part, because it facilitates the forecasting and acceptance of others' behavior. Interestingly, very few studies consider o...

This study examines the connections between supervisors’ time urgency, their leadership behavior, and subordinate outcomes. Integrating cognitive perspectives on time urgency with contemporary thinking on the psychological experience of status, we reason that supervisors’ time‐urgent personality relates positively with their autocratic leadership b...

Over the past two decades, accumulating evidence has indicated that individuals experience challenge and hindrance stressors in qualitatively different ways, with the former being linked to more positive outcomes than the latter. Indeed, challenge stressors are believed to have net positive effects even though they can also lead to a range of strai...

This study seeks to advance our understanding of the leadership consequences that may ensue when supervisors and their teams have similar vs. differing orientations toward the past. Integrating a leader‐team fit perspective with functional leadership theory, we cast (in)congruence between supervisor and team past temporal focus as a key antecedent...

Researchers have recently questioned the implicit linearity assumption of personality—behavior relationships. We joined such an inquiry by proposing a U-shaped curvilinear relationship between psychopathy and counterproductive work behavior (CWB). Our curvilinear predictions were corroborated in two studies. These results offer a more nuanced under...

Leadership scholars have yet to identify a clear and consistent relationship between leader conscientiousness and followersꞋ satisfaction with a leader. Drawing from socioanalytic theory and related personality research, we argue that the underlying motives of leader conscientiousness can manifest in systematically different behaviors aimed at team...

Statistical control of extraneous (i.e., third) variables is a common analytic tool among leadership researchers. While such a strategy is typically assumed to prove beneficial, it can actually introduce various complications that are underestimated or even ignored. This study investigates and summarizes the current state of control variable usage...

Full text here: http://onlinelibrary.wiley.com/doi/10.1111/jpim.12339/full . . . . . Individual innovators play a critical organizational role in that they generate and often champion technology and product ideas. Amidst an ongoing stream of organizational and team innovation research, few empirical studies focus on differences in individual inno...

Individual innovators play a critical organizational role in that they generate and often champion technology and product ideas. Amidst an ongoing stream of organizational and team innovation research, few empirical studies focus on differences in individual innovation performance despite the importance of the individual innovator to a firm's innov...

Given increasing awareness of time’s critical role, we assess the current position of time in the workplace mistreatment literature. Focusing on four mistreatment constructs (viz., abusive supervision, workplace bullying, workplace incivility, and social undermining) found in the organizational psychology literature, our search revealed 266 studies...

Time is an important concern in organizational science, yet we lack a systematic review of research on time within individual-level studies. Following a brief introduction, we consider conceptual ideas about time and elaborate on why temporal factors are important for micro-organizational studies. Then, in two sections-one devoted to time-related c...

This study examines the complex interplay between a leader’s conscientiousness and authenticity as joint predictors of his or her team’s collective attitudes. We hypothesize that the influence of a leader’s conscientiousness on a team’s satisfaction with leader is contingent upon the leader’s authenticity (i.e., being true to one’s self). In turn,...

Theory and practice suggest workplace incivility is progressive and dynamic. To date, however, workplace incivility has been assessed as a between-person phenomenon by asking employees to summarize their exposure to incivility over some specific period (e.g., 1 year or 5 years). Consequently, little is known about the time-varying and progressive a...

We utilize less-than-complete survey data on team emergent states (composition model variables) from 110 teams to demonstrate that a commonly used approach of retaining only those teams with high participation rates produces inflated standardized-effect-size (i.e., R2) estimates and decreased statistical power. Further, we present a comprehensive m...

While a great deal of research has investigated strategies for increasing job seekersí initial attraction to organizations, far less is known about how job seekers respond to recruitment activities after application submission. We draw from signaling, uncertainty reduction, and uncertainty management theories to develop a conceptual model of t...

We examine the effect of (in)congruence between leaders' and teams' power distance values on team effectiveness. We hypothesize that the (in)congruence between these values would differentially predict team effectiveness, with procedural justice climate serving as a mediator. Using multisource data and polynomial regression, we found that similarit...

We explored whether voluntary survey completion by team members (in aggregate) is predictable from team members' collective evaluations of team-emergent states. In doing so, we reanalyze less-than-complete survey data on 110 teams from a published field study, using so-called traditional and modern missing data techniques to probe the sensitivity o...

This study applied affective events theory (AET) as a framework for understanding the relationship between the shared authentic leadership of new venture top management teams (TMTs) and the performance of their firms. Results, based on a national (United States) random sample of new ventures, demonstrated a positive indirect effect of shared authen...

Drawing on 50 unique samples (from 37 studies), the authors used meta-analytical techniques to assess the extent to which job burnout and employee engagement are independent and useful constructs. The authors found that (a) dimension-level correlations between burnout and engagement are high, (b) burnout and engagement dimensions exhibit a similar...

We introduce the notion that the energy of individuals can manifest as a higher-level, collective construct. To this end, we conducted four independent studies to investigate the viability and importance of the collective energy construct as assessed by a new survey instrument—the productive energy measure (PEM). Study 1 (n = 2208) included explora...

Available at: http://svenvoelpel.jacobs-university.de/peer-reviewed-articles/ Multilevel leadership researchers have predominantly applied either direct consensus or referent-shift consensus composition models when aggregating individual-level data to a higher level of analysis. Consensus composition assumes there is sufficient within-group agreeme...

Drawing on the social capital literature, this study develops a new measure to assess the internal social capital using a sample of family firms and its effect on economic and noneconomic performance. We collected data from two independent samples to explore the importance of family businesses' internal social capital as assessed by a new instrumen...

Multilevel researchers have predominantly applied either direct consensus or referent-shift consensus composition models when aggregating individual-level data to a higher level of analysis. This prevailing focus neglects both theory and empirical evidence, suggesting that the variance of group members' responses may complement the absolute mean le...

We sought to establish whether mean level within-team assessments of a leader's transformational behavior and the extent of perceived variability (i.e., consensus) among team members’ ratings around this mean level are separate yet related indicators of leader quality. To this end, using data from 108 work teams in a multinational field setting, we...

Emotional intelligence (EI) is a divisive topic for many individuals interested in the subject of leadership. Whereas practitioner-oriented publications have claimed that EI is the sine qua non of leadership, academics continue to discuss EI's relevance for understanding leadership emergence, behavior, and effectiveness. Here we critically review r...

Emotional intelligence (EI) is a divisive topic for many individuals interested in the subject of leadership. Whereas practitioner-oriented publications have claimed that EI is the sine qua non of leadership, academics continue to discuss EI's relevance for understanding leadership emergence, behavior, and effectiveness. Here we critically review r...

This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an integrative model that combines justice and stress research....

The present study examined the relationship between the shared authentic leadership behavior of new venture top management teams (TMTs) and the performance of their firms. Consistent with predictions, findings from a national (United States) random sample of new ventures demonstrated that positive team affective tone mediated the indirect relations...

Following recent interest in contextual factors and how they might influence the effects of transformational leadership, we consider the social distance between leaders and followers as a cross-level moderator of the relationships between senior level managers’ transformational leadership and individual-level outcomes. Our sample comprised 268 indi...

Research shows recruiters infer dispositional characteristics from job applicants’ resumes and use these inferences in evaluating applicants’ employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability whe...

The present study examines the association between dysfunctional team behavior and team performance. Data included measures of teams' dysfunctional behavior and negative affective tone as well as supervisors' ratings of teams' (nonverbal) negative emotional expressivity and performance. Utilizing a field sample of 61 work teams, the authors tested...

Purpose The purpose of this paper is to examine the applicability of Prochaska and colleagues' “stages of change model,” which has generated substantial support in the therapeutic literature as a useful framework for understanding the dynamics of motivation to change problem behaviors, in a leadership development context. Design/methodology/approa...

Consensus constructs are a common topic in level-of-analysis research and, yet, leadership researchers have failed to consider their theoretical appeal as a contextual factor in the explanation of work-related attitudes and behaviors. Drawing on a sample of 27 naturally occurring occupational groups composed of 828 U.S. Air Force personnel, we exam...

From research dating to the 1940s, we identified five precursor sentiments deemed important by organizational scientists studying reactions of organizational change recipients. Collectively, these sentiments constitute a framework for understanding reactions to change. We investigated the validity and utility of the framework for assessing the prog...

Despite résumés being evaluated as an initial step in most employment decisions for professional-level job openings, researchers have not adequately examined the influence that applicants' résumé qualifications may have on recruiters' initial impressions of applicants' employability. Based on prior research, we hypothesised that recruiters' percept...

In the present study we sought to clarify the functional distinctions between organization identity strength, organizational identification, and organizational commitment. Data were obtained from 10948 employees of a large steel manufacturer. First, confirmatory factor analysis was used to test the discriminant validity of the three focal construct...

Multigroup confirmatory factor analysis was applied to the responses of 4, 909 employees of a multinational organization with locations in 50 countries to examine the measurement equivalence of otherwise identical Web-based and paper-and-pencil versions of 20 items comprising the transformational leadership component of Bass and Avolio's Multifacto...

Purpose The purpose of this paper was to examine the interaction effects of managers' perceptions of the supporting vision clarity, appropriateness, and execution of a major organizational change on their job satisfaction, organizational commitment, turnover intentions, and role ambiguity. Design/methodology/approach Data were collected from upper...

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an orga...

In this study we explore whether emotion experienced at work mediates the relationships between perceived supervisor support, psychological hardiness, and employee cynicism. Data were collected from employees working at a medical technology company located in Switzerland. Mediational analyses showed that employees' positive and negative emotions ex...

Recruiters infer personal traits from job applicants' resumés and use these inferences in evaluating job applicants' employability. No research to date, however, has determined if resumé reviewers' inferences of applicants' personality drawn solely from resumé biographical data are valid. In the present study, resumé reviewers (N=52) examined one o...

Using data collected from 244 recruiters who reviewed resumes and made dispositional inferences and hiring recommendations for 122 entry-level job applicants, we found that type of job opening (Holland's Conventional vs. Enterprising jobs) moderated relationships between recruiter inferences of applicant personality traits and recruiter judgments o...

In the present study, we examined the effect of recruiter and applicant gender on recruiters'' evaluations of applicants'' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results i...

The present study investigated the role of applicant personality dispositions in relation to applicant procedural and distributive justice perceptions after an organization's reject/don't reject selection decision. A sample of 503 students completed a personality inventory, believing the results would be used to make initial selection decisions for...

The article discusses a study that investigates behaviors and factors that might reduce cynical responses in employees to workplace crisis situations. The article states that research is abundant regarding causes of cynicism in the workplace, but none on ways to reduce it. The article hypothesizes that perceived supervisor support and psychological...

Prochaska and colleagues’(e.g., Prochaska, DiClemente, & Norcross, 1992) stages-of-change theory was employed in the current study to reconceptualize the assessment of motivation to learn. We used the stages-of-change framework to develop and test a multidimensional measure of learning motivation using 3 independent samples. The pattern of relation...

We propose here that simultaneously considering the combined effects of students' learning motivation and psychological hardiness can increase understanding of the learning experience and its impact on important learning outcomes. Specifically, we hypothesized that the relationship between learning motivation and learning outcomes would be moderate...

Information provided on applicants’ resumes provides a convenient, cost–effective means for applicant screening. We sought to determine if recruiters’ assessments of the presence of certain types of information on job applicants’ resumes was related to applicants’ general mental ability and personality traits. Forty recruiters from 35 organizations...

In this article, the authors present a framework (the Workplace Social Exchange Network) that draws from multiple streams of social exchange research. The authors attempt to provide an integrative, cross-level theory for understanding the diverse social exchanges that occur in the work-place. Within the workplace, there are a number of social excha...

This study uses an input-mediators-output (IMO) theoretical framework (Mathieu et al., 2008) to examine the relationship of new venture TMTs’ intra-group abusive behavior (i.e., the degree to which team members exhibit sustained displays of hostile verbal and nonverbal behaviors, excluding physical contact, toward each other; Tepper, 2000) with fir...