Travis J. Grosser

Travis J. Grosser
University of Connecticut | UConn · Department of Management

Ph.D.

About

30
Publications
53,363
Reads
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747
Citations
Introduction
Travis J. Grosser currently works in the Management Department at the University of Connecticut's School of Business. Travis does research in Organizational Behavior. His research interests include: employee creativity and innovation, social networks, and negative workplace relationships. More information about OB research at UConn can be found here: https://uchuskypack.com/
Additional affiliations
August 2013 - present
University of Connecticut
Position
  • Assistant Professor of Management

Publications

Publications (30)
Article
Organizations are increasingly recognizing the important role employee inclusion perceptions play in promoting positive employee attitudes and behaviors. Although social networks are frequently cited as being a driver of perceived inclusion, little empirical work has examined the social network conditions that give rise to it. We address this gap b...
Article
This study explores how the motivational framing of a network training program may positively or (inadvertently) adversely impact participants' discomfort with strategic networking and motivation to network. We examine the impact of a “me‐focused” framing (i.e., on the personal career benefits that individuals can accrue through strategic networkin...
Article
This study demonstrates how social network analysis, specifically ego-network analysis, can be used as a methodology to investigate the degrees of the isolation, insularity, and prestige of academic journals in a particular field in relation to other fields. Using the example of journals in public administration for illustrative purposes, we analyz...
Article
Full-text available
The upheaval created by a merger can precipitate voluntary employee turnover, causing merging organizations to lose valuable knowledge-based resources and competencies precisely when they are needed most to achieve the merger's integration goals. While prior research has shown that employees' connections to coworkers reduce their likelihood of leav...
Article
Full-text available
Previous research has highlighted how interpersonal-and task-based conflicts can impact work team effectiveness. The majority of such work, however, has implicitly treated both types of conflict as shared team properties. Yet each team member may perceive or experience varying degrees of conflict with other team members, which suggests that individ...
Article
Full-text available
As social network theory and methodology advance, scholars in multiple fields have increasingly become interested in examining work teams using network perspectives. Social networks not only enabled work team researchers to theorize about interdependencies and the dynamic interplay of team components (i.e., individuals, dyads, and whole teams) but...
Article
Full-text available
Brokerage has assumed an increasingly important role in social network research and organizing more generally. Social network research has traditionally defined brokerage in structural terms as a broker who stands between two disconnected parties. Alongside this structural definition, network research has generally made assumptions about, but rarel...
Article
Full-text available
We adopt a sociopolitical perspective to examine how an employee's political skill works in conjunction with social network structure to relate to the employee's innovation involvement and job performance. We find that employee innovation involvement mediates the relationship between political skill and job performance and that the number of struct...
Article
Full-text available
While most social network studies of employee innovation behavior examine the focal employees’ (“egos’”) network structure, we employ an alter-centric perspective to study the personal characteristics of employees’ network contacts—their “alters”—to better understand employee innovation. Specifically, we examine how the creative self-efficacy (CSE)...
Article
The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees’ merger responses. At issue is how perceived change in employees’ own jobs and roles (i.e., personal valence) and perceived change i...
Article
Full-text available
In social network analysis, two nodes are considered structurally equivalent if they have the same neighborhoods – that is, they are connected to the same others. Initially introduced as a convenience for creating reduced models of networks, it was soon seen as a way to formalize the concept of relational role or position. To the extent that charac...
Article
New work in social network theory and research has begun to explore the role of social network process alongside social network structure. Where a first wave of social network research located social network process as implicit in social network structure, new work has argued for a more sophisticated capture of the social network action within soci...
Article
In the contemporary business world, creative ideas are more often the product of social interaction and influence than long periods of thinking in isolation. To this end, researchers and management practitioners have been interested in examining the role played by social networks in driving creativity and innovation. Previous findings illustrate th...
Article
Full-text available
I examine how political skill affects employee career success as well as an employee’s ability to successfully initiate innovation within an organization. Integrating a sociopolitical view on innovation with the interactionist perspective on creativity and innovation, I find that employee political skill is positively related to both successful inn...
Article
Full-text available
We develop a multistage self-regulatory perspective on job search effort assuming active job seekers conducting job searches within a job search goal life span. Specifically, we propose that time pressure increases as the goal of finding employment becomes more proximal, while job search uncertainty decreases. Based on these premises, we integrate...
Article
Full-text available
We examine how employees' centrality in the networks of positively valenced ties (e.g., friendship, advice) and negatively valenced ties (e.g., avoidance) at work interact to affect these employees' organizational attachment. Using 2 different samples (154 employees in a division of a food and animal science organization and 144 employees in a prod...
Chapter
Full-text available
A brief overview of social network theory & social network analysis methodology and their applications in the field of anthropology.
Article
We expand the self-regulatory approach to job search by developing a multi-stage theoretical perspective on cyclical job search effort. This perspective integrates job search research streams, including individual differences, social networks, and dynamic self-regulation of effort based on progress feedback across a six-month job search cycle compr...
Article
Full-text available
The authors use social network analysis to understand how employees’ propensity to engage in positive and negative gossip is driven by their underlying relationship ties.They find that expressive friendship ties between employees are positively related to engaging in both positive and negative gossip, whereas instrumental workflow ties, which are l...
Chapter
Full-text available
We examine the phenomenon of interpersonal workplace exclusion (IWE) using both a sociometric and a psychometric approach. In our definition, IWE occurs when an employee is ignored, excluded by or intentionally kept apart from other individuals or groups of individuals in the workplace and/ or at work-related events. We find that being the target o...

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