Pauline Schilpzand

• Oregon State University

Research on the role of emotions in organizations has evolved into a major field of study over the past two decades, often referred to as the “Affective Revolution,” (e.g., Barsade, Brief, and Spataro 2003; Elfenbein 2007). Taking note, many scholars have investigated the emotion most proximally associated with workplace achievement, self-efficacy,...

Homesickness is a common experience for employees who move for a job. We provide an integrative review of the literature on employee homesickness to offer four main contributions. First, we undertake a state-of-the-art review that integrates the disparate literature on homesickness, focusing on its antecedents, consequences, underlying mechanisms,...

Workplace nepotism, the preferential treatment based on kinship or familial ties, is a pervasive phenomenon that permeates every corner of our global workforce, transcending cultures, countries, industries, and organizations. Despite its ubiquitous presence, research on nepotism remains fragmented and scattered, with diverse disciplines seldom conv...

A growing body of research shows that rudeness negatively affects individual functioning and performance. Considerably less is known about how rudeness affects team processes and outcomes. In a series of five studies aimed at extending theories of the social–cognitive implications of rudeness to the team level, we show that rudeness is detrimental...

Team performance can be eroded or undermined when team members intentionally withhold information, such as suggestions for improvements, or concerns about issues that matter for the team. Yet, we know very little about whether silence in teams (team silence) in fact reduces team performance, and if it does, how team silence might be ameliorated. Gr...

Diversity management is becoming integral to leaders’ success, given the influx of diversity in today’s organizations and workgroups. Yet, little is known about why some leaders and not others are effective at leading a racially diverse group of employees. To shed light on this important conundrum, we integrate social cognitive theory with the cate...

In this commentary, we argue that the work experiences of vulnerable workers merit scholarly attention. We elaborate on the concept of vulnerability in light of the person and context interaction. Additionally, we offer compelling reasons to highlight the significance of research on vulnerable workers in the realm of management research. Finally, w...

The workplace gossip construct is currently divergently interpreted by organizational scholars, with perceptions of its origins, functions, and impacts varying widely. In this comprehensive narrative review, we seek to provide much needed clarity around the often studied and frequently demonstrated employee behavior of workplace gossip by synthesiz...

In two experimental studies, we investigate how being sick with a common cold in a selection context influences the appraisals that evaluators form and how, in turn, people appraisal dimensions influence evaluators’ hiring recommendations and leadership evaluations. Grounded in people appraisal theory (Cuddy et al., 2008; Fiske et al., 2007), we as...

This study extends our understanding of humble leadership as an important trust-engendering leadership style that influences employee behaviors. Drawing on social exchange theory, we articulate how humble leaders’ employee-centric behaviors signal trust and facilitate a social exchange relationship between leaders and followers. Specifically, we po...

In this article we build on relational Sociometer Theory (Leary, 2005; Leary & Baumeister, 2000) to posit the impact of the belongingness threat of experienced incivility in one’s work team on employee feelings of ostracism and subsequent engagement in proactive performance. Integrating the social-relational framework of Self-Identity Orientation T...

Building on the Model of Proactive Motivation, we hypothesize that a leader’s daily empowering leadership behaviors function as a motivator for employees to display a greater amount of proactive goal-striving behavior, by means of enhanced daily proactive goal setting. Expanding the Model of Proactive Motivation, we incorporate the largely neglecte...

A growing body of research explores workplace incivility, defined as low-intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on w...

While incivility has been routinely shown to have destructive effects on individuals’ functioning, we have little knowledge about the impact of such behaviors on teams. In two studies we explore the effects of incivility enacted by external and internal actors on team processes and outcomes. Study 1, a field experiment conducted in Israeli neonatal...

Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers cons...

As a result of recent preventable corporate failures (e.g., Enron, WorldCom, Lehman Brothers, Fannie Mae), there is a growing desire to understand what might motivate employees to courageously detect and deflect organizational problems before they harm the entire organization. Based on 94 interviews we conducted with a wide variety of employees who...

Despite its relative newness to the organizational sciences, the construct of job embeddedness has inspired a rich body of research (Lee, Burch, & Mitchell, in press). The purpose of this presenter symposium is to reflect on the job embeddedness research that has been conducted over the past 15+ years and to develop new research directions that wil...

In this article we address the increasingly important yet understudied phenomenon of nonnative accentedness on decision making. In three experimental studies, we investigated whether messages about a company delivered in nonstandard-American-accented speech influenced choice. In Study 1, we found that individuals were more likely to choose a compan...

The effects of interactions between peers and individuals personality traits on individuals’ performance were investigated in two studies. Study 1 results showed that introverts evaluated extraverted and disagreeable peers’ performance as lower than those of introverted. Study 2 replicated the results of Study 1 using a controlled experimental desi...

It is well understood that moral identity substantially influences moral judgments. However, occupational identities are also replete with moral content, and individuals may have multiple occupational identities within a given work role (e.g., engineer and manager). Consequently, we apply the lenses of moral universalism and moral particularism to...

We examined whether and how various biases may influence customers' satisfaction evaluations and produce discriminatory judgments for minority and female service employees. We argue that customer satisfaction evaluations are biased because they are anonymous judgments by untrained raters that usually lack an evaluation standard. Laboratory and fiel...