Michele N. Medina-Craven

• PhD in Management
• Professor (Assistant) at Mississippi State University

Purpose This paper aims to investigate the mediating effect of an individual’s satisfaction with the team between conflict and training motivation. This study provides understanding regarding how the type of conflict within a team can influence an individual’s team experience which can, in turn, influence that individual’s training motivation and i...

An individual's goal orientation can influence their training motivation training satisfaction. Additionally, with the increased movement of jobs overseas, an individual's perception regarding the intensity of the occurrence of offshoring may influence this relationship. To evaluate the relationships of the dimensions of goal orientation (learning,...

Purpose This paper aims to understand the factors that influence employee organizational identification in family firms, and through identification, the willingness to engage in citizenship behaviors. Design/methodology/approach Drawing from the stewardship theory, the authors develop a model to test the relationships between family relatedness an...

Purpose The purpose of this paper is to explore the relationships between workplace bullying, organizational justice dimensions and intentions to leave. The authors posit that workplace bullying is positively related to intentions to leave, and that this effect is transmitted through lower justice perceptions. Design/methodology/approach The autho...

Management scholars have long been interested in the topic of authenticity in the workplace, evidenced by the history of scholarship on authentic leadership and the many new authenticity constructs that have emerged. In this article, we take a narrower view of authenticity and focus on relational authenticity in the workplace, which we define as be...

Microfoundations research, generally conceptualized as explaining macro concepts and relationships in terms of micro-level behaviors and interactions, has been argued as critical to knowledge-building. Thus, we reviewed the family business literature to assess the state of microfoundations knowledge. Results indicate most research does not examine...

Women face obstacles to leader development within their organizations. We investigate how women benefit from joining women's professional organizations (WPOs). We first conducted a pilot study in which we surveyed members of a WPO in the Southeastern United States to investigate whether women join these types of organizations for leader development...

Purpose The purpose of this study is to systematically examine and classify the multitude of personality traits that have emerged in the literature beyond the Big Five (Five Factor Model) since the turn of the 21st century. The authors argue that this represents a new phase of personality research that is characterized both by construct proliferati...

Purpose This paper aims to apply the theoretical perspective of job embeddedness to delineate how organizations could bundle and implement specific HRD practices that cater to fit, connections and the psychological costs of leaving to influence employees’ organizational commitment. Design/methodology/approach Using a dual-study approach, the curre...

Purpose This paper discusses how minor counterproductive workplace behavior (CWB) scripts can be acquired or learned through automated processes from one employee to another. Design/methodology/approach This research is based on insights from social information processing and automated processing. Findings This paper helps explain the automated l...

Purpose This conceptual paper explores how the activation of the individual-level trait grit can explain variance in successor willingness to take over leadership of the family firm. Design/methodology/approach Drawing from trait activation and situation strength theories, the authors develop a framework to examine the interactions of the two dime...

Organizational identification has gained popularity in the organizational sciences and has important implications for the experiences of new undergraduate business students. Researchers have focused largely on how characteristics of organizations influence organizational identification, but limited work has explored how characteristics of the envir...

Top management teams (TMTs) that work (not so) well together enhance (restrict) the ability of the firm to leverage capabilities, which affects outcomes such as innovation. Although internal team dynamics at this level have notable effects on the firm, much remains to be understood about how these effects occur. Therefore, we investigate TMT confli...

Teams communicate. The question then becomes how communication methods influence an individual members' satisfaction with the team. We explore face-to-face and online communication methods to determine how each influences the individual's satisfaction with the team. Further, we examine extraversion as a moderator between communication method and in...

Organizational identification is gaining popularity in the organizational sciences literature and has important implications for the experiences of new undergraduate business students. Researchers have focused largely on how characteristics of organizations influence organizational identification, but limited work has explored how characteristics o...

Family firms have two types of employees: family and non-family. We explore how family relatedness to the firm owner influences organizational identification in the family firm. Furthermore, we examine whether perceptions of stewardship behavior toward employees and the relationship an employee has with the firm owner affect organizational identifi...

Conflict within the top management team (TMT) is shown to affect firm outcomes. The conflict, however, in and of itself, neither creates nor destroys firm outcomes; rather, these outcomes are influenced through the effect of conflict on various firm-level factors. To understand how firm-level value is created (or hindered), we investigate how one t...