Wayne A. Hochwarter

Wayne A. Hochwarter
Florida State University | FSU · Department of Management

About

138
Publications
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Publications

Publications (138)
Article
Purpose The authors investigated a psychological process that links characteristics of events related to the coronavirus disease (2019) COVID-19 pandemic (i.e. perceived novelty, disruptiveness and criticality) to compassion fatigue [(CF), a form of caregiver burnout] and subsequent post-traumatic stress disorder (PTSD) in nurses. Design/methodolo...
Article
Full-text available
Impression management (IM)—the strategies through which employees create, maintain, or alter a desired image towards others—is a ubiquitous part of organizational life. To date, scholars studying this interpersonal phenomenon have largely focused on Jones and Pittman’s (1982) taxonomy of IM strategies, examining consequences associated with the tac...
Article
Full-text available
This study examined a restricted nonlinearity perspective of the relationship between perceptions of organizational politics (POPs) and work outcomes (i.e., job satisfaction and job performance), dependent upon the level of employee loyalty. Consistent with prior work, we conceptualized POPs as a demand that can have positive effects on job satisfa...
Article
Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of e...
Conference Paper
Full-text available
The current study examined linear and nonlinear effects of work passion on relevant outcomes for nurses practicing during the COVID-19 pandemic. We also investigated whether these relationships are consistent across levels of work politics. Results indicated that passion reported nonlinear effects on job satisfaction (inverted U-shape), citizenship...
Chapter
Extending previous leadership research (Epitropaki & Martin, 2013), this study examined the moderating effects of Pakistani employees’ political skill (PS) and perceptions of organizational politics (POPs) on the relationship between leadership styles (transformational and transactional) and subordinate’s upward influence tactics (soft, hard, and r...
Article
Extending trait activation theory (TAT), we examined the processes linking abusive supervision to subordinate job performance and job satisfaction by focusing on the mediating influence of subordinate vigor and emotional exhaustion and the moderating role of trait-level negative affectivity (NA) on these relationships. Using time-separated data col...
Article
The very nature of perceived injustice cuts to the heart of employees’ cognition, attitudes, and behaviors in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundati...
Article
Purpose Drawing upon cognitive control theory, we examine the effects of self-regulation failure (SRF) on the relationships between perceptions of organizational politics (POPs) and tension, exhaustion, satisfaction, work effort, perceived resource availability and performance/contribution. Design/methodology/approach We test hypotheses across thr...
Chapter
Persistent change has placed considerable pressure on organizations to keep up or fade into obscurity. Firms that remain viable, or even thrive, are staffed with decision-makers who capably steer organizations toward opportunities and away from threats. Accordingly, leadership development has never been more critical. In this chapter, the authors p...
Article
Purpose – This research examines how perceived supervisor political support (SPS) moderates the relationship between perceived supervisor narcissistic rage (SNR) and relevant employee work outcomes. Design/methodology/approach – Across three studies (Study 1: 604 student-recruited working adults; Study 2: 156 practicing lawyers: Study 3: 161 munici...
Article
Research examining the influence of perceptions of organizational politics (POPs) is currently at a nexus—capable of recognizing its previous contributions but also with an eye toward the future. Scholars credit much of the maturation over the past 30 years to Ferris, Russ, and Fandt’s seminal model. Despite the ever-increasing number of publicatio...
Article
Full-text available
Purpose Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputatio...
Conference Paper
Politics are ubiquitous to organizations and play an essential role in the workplace. Both primary and meta-analytic studies confirm that perceptions of politics influence an array of workplace outcomes including costly counterproductive work behaviors. First, drawing on attribution theory, we argued that individuals who are high in negative affect...
Article
Full-text available
Despite its widespread media acclaim and recognition as a strategic imperative, the role of grit in organizational research remains unclear. This ambiguity resulted from inconsistent empirical findings, thus triggering a pessimistic outlook for the construct across disciplines. To address these issues, we suggest that such confusion and lack of con...
Article
Full-text available
The current two-sample investigation explores the role of enactment as a boundary condition in the relationship between experienced incivility and workplace outcomes (i.e., job satisfaction, organizational citizenship behavior [OCB], and turnover intent). We integrate the tenets of the transactional model of stress and sensemaking theory to explain...
Article
Purpose The purpose of this paper is to test the interactive effects of grit (e.g. supervisor and employee) and politics perceptions on relevant work outcomes. Specifically, the authors hypothesized that supervisor and employee grit would each demonstrate neutralizing effects when examined jointly. Design/methodology/approach Three studies (N’s=...
Poster
Drawing from trait activation theory, we examined the moderating role of trait negative affect (NA), and the mediating roles of vigor and emotional exhaustion in the abusive supervision – subordinate job satisfaction relationship. We found both mediators explained unique variance and NA was a significant moderator in the abusive supervision – vigor...
Article
Full-text available
Purpose The purpose of this paper is to examine how a cognitive process, transcendence, moderates the relationship between perceptions of organizational politics (POPs) and several work outcomes. Design/methodology/approach Participants across two studies (Study 1: 187 student-recruited working adults; Study 2: 158 information technology employe...
Article
Drawing on trait activation theory, we examined the processes linking perceived abusive supervision to subordinate self-report job performance and subordinate job satisfaction by focusing on the mediating influence of subordinate vigor and emotional exhaustion and the moderating role of trait- level negative affectivity on these relationships. Usin...
Chapter
Research on perceptions of organizational politics has mostly explored the negative aspects and detrimental outcomes for organizations and employees. Responding to recent calls in the literature for a more balanced treatment, we expand on how positive and negative organizational politics perceptions are perceived as stressors and affect employee ou...
Article
Full-text available
In recent years, personal initiative has been found to predict job performance. However, implicit in this direct initiative–performance relationship are more complex process dynamics that can be better understood when contextual antecedents, moderators, and mediators are considered. Drawing from perspectives of proactive behavior as a goal-directed...
Article
Full-text available
Purpose The purpose of this study was to investigate the moderating effect of perceived resource availability on the relationship between work passion and employee well-being (i.e., job satisfaction and job tension) and performance (i.e., job performance and citizenship behaviors) using self-determination theory. Design/Methodology/Approach Data we...
Article
Supervisor–subordinate work relationships are based on a series of potentially fluctuating resource allocation episodes. Building on this reality, we hypothesized in the present research that supervisor–subordinate work relationship quality will neutralize the negative attitudinal and behavioral strain effects associated with perceptions of others’...
Article
Full-text available
Purpose – Research has shown accountability can produce both positive and negative outcomes. Further, because of inherent environmental uncertainty, perceptions of organizational politics often interact with accountability to produce negative effects. However, using uncertainty management theory, the purpose of this paper is to argue that employees...
Article
The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, i...
Article
Purpose – The purpose of this study is to investigate the role of subordinates' perceived supervisor political support (SPS) as a boundary condition capable of attenuating individuals' negative reactions to politics perceptions. Design/methodology/approach – Data for this three-sample investigation were obtained from employees of a package distrib...
Article
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyr...
Article
Full-text available
The present investigation examined social adaptability as a moderator of the relationships between perceptions of abusive supervision and several work outcomes. Specifically, we hypothesized that individuals with lower levels of social adaptability would be more adversely affected by heightened levels of abusive supervision perceptions than employe...
Article
Student-recruited sampling (SRS), which typically involves students soliciting participants from predetermined populations to assist in data collection, has become an increasingly common and important research design feature. As evidence, many of the top occupational science journals have published studies with SRS as an important research componen...
Article
Addressing both practical and scholarly considerations, we investigated the interactive effects of perceived supervisor narcissism and individual enactment behavior on four relevant self-report work outcomes (i.e. frustration, tension, resource availability, and job performance). We hypothesized that employees with limited enactment behavior would...
Article
In this essay, we further delineate the defining characteristics of theory as well as what constitutes a theoretical contribution in organizational research cultivated by our collective experiences in the field. Additionally, we offer our views regarding the fragmented state of thinking that currently exists, how this view has come about, as well a...
Article
Purpose – The purpose of this chapter is to examine the frequency of multi-study research packages in the organizational sciences and advocate for their use by detailing strengths and recognizing limitations. Methodology/approach – Philosophy of science research, focusing on multi-study research packages, is discussed followed by a 20-year review o...
Article
Full-text available
This two-sample investigation examined the influence of perceived resources on the form and magnitude of the relationships between accountability for others (AFO) and job tension and job satisfaction. Employing resource theory, we hypothesized that the non-linear relationship between AFO and job tension would surface only for individuals high in pe...
Article
Full-text available
Despite a voluminous body of work demonstrating the positive benefits of organizational citizenship behaviors (OCB), recent theory has highlighted the potential trade-offs individuals face when performing such activities. This evidence calls into consideration the "more is always better" philosophy, suggesting the existence of potentially more comp...
Article
Observing others entitlement behavior can create a stressful work context fraught with accompanying strain consequences. The present investigation examined the interactive effects of perceived entitlement behavior by others and political skill on job tension in three samples (N = 440, 167, and 140, respectively) designed to establish a consistent p...
Article
Research to date has assumed that politics perceptions lead to uniformly negative outcomes. Recent studies, however, advocate examining theoretically relevant dispositional factors capable of differentially predicting politics perceptions—work outcome relationships. One individual difference factor possessing considerable scholarly merit in this re...
Article
This research reports the findings of three studies (involving a total of five samples) developed to explore the nonlinear relationships of organizational politics perceptions with practically and theoretically relevant work outcomes. Study 1 hypothesized a nonlinear relationship between organizational politics perceptions and job satisfaction. In...
Article
Two studies were conducted examining the interactive effects of chronic pain, perceived perfectionism (e.g., self- and socially prescribed), and guilt on job tension and job satisfaction. It was hypothesized that chronic pain would have its most adverse effects on these work outcomes when concurrently coupled with high levels of perceived perfectio...
Article
Full-text available
Purpose – This paper aims to investigate the interactive effects of generational conflict and personal control (i.e. self-regulation and political skill) on strain-related outcomes (i.e. job tension, and job tension and job dissatisfaction). Design/methodology/approach – This two-study investigation employed a survey methodology to assess the effic...
Article
Full-text available
Purpose – Building on reciprocity and crossover theory, this paper aims to examine how mood crossover from one partner in a relational dyad influences the likelihood of reciprocal mood crossover from the other partner. Design/methodology/approach – Using a survey sample of 180 dual-career married couples, the paper explores this phenomenon for both...
Article
Full-text available
Purpose – Job-limiting pain (JLP) is an increasingly relevant topic in organizations. However, research to date has failed to examine the stress-inducing properties of pain and its effects on job satisfaction and organizational citizenship behavior (OCB). To address this gap, the purpose of this paper is to examine the interactive relationship betw...
Article
abstractWe explore the effects of the social context on the relationship between psychological contract breach (PCB) and perceived organizational support (POS) in two studies. We build on the premise that psychological contract breach (i.e. the organization's failure to fulfil the obligations employees believe they are owed) signals to employees th...
Article
Full-text available
The current study examined the interactive relationship between felt accountability and organizational politics perceptions on job satisfaction in three samples, which included employees in a wide array of work settings. We hypothesized that job satisfaction would decline (increase) as felt accountability became more intense for those perceiving he...
Article
Although felt accountability has predicted positive outcomes in some studies, it has demonstrated anxiety-provoking properties in others. This inconsistency has led researchers to search for moderating variables that explain why felt accountability promotes or impedes favorable outcomes. Building on these studies, the authors examine the moderating...
Article
This paper further enhances the field’s understanding of informal accountability for others (IAFO) by examining both its antecedents and some possible mediating and moderating conditions. In this paper, we test a model wherein employees’ value congruence and position (embeddedness), as well as their senses of organization-based self-esteem (OBSE),...
Article
Accountability is ubiquitous in social systems, and its necessity is magnified in formal organizations, whose purpose has been argued to predict and control behavior. The very notion of organizing necessitates answering to others, and this feature implies an interface of work and social enterprises, the individuals comprising them, and subunits fro...
Article
The deleterious health and behavioral consequences of reporting to an abusive supervisor have been documented in past research. Furthermore, recent corporate scandals have led to increased pressure to hold employees accountable for their behaviors and decisions at work. This study examines the interactive effects of abusive supervision on experienc...
Article
Full-text available
The authors conducted five studies to examine the interactive effects of hurricane-induced job stress and perceived resources on job satisfaction, job tension, and work effort. The authors hypothesized that heightened hurricane-induced job stress would increase adverse reactions for those with fewer perceived resources. Conversely, the authors expe...
Article
Task and contextual performance are distinct and critical components of job performance. However, empirical studies of antecedents have tended to focus on one or the other type of performance, but not both. Furthermore, sound theoretical rationale has not always been provided for the prediction of different dimensions of job performance. Two studie...
Article
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dys...
Article
Purpose – Perceived organizational support is considered a resource capable of positively influencing performance by reducing stressors and encouraging commitment. However, only a modest relationship has been shown between support and performance, suggesting that moderators affect this relationship. To date, no research has examined moderators that...
Article
This study is a systematic inquiry into the relationship between personal and organizational antecedents (i.e., self-regulation and embeddedness), informal accountability for others (IAFO), and organizational citizenship behaviors (OCB). The novel contribution that this paper attempts to make to the literature is showing that the relationships betw...
Article
Purpose – The purpose of this research is to examine how attention control moderates the relationship between perceptions of others' entitlement behavior and employee attitudinal, behavioral, and health outcomes. Design/methodology/approach – In study 1, data were collected from 309 employees of a municipality. In the second study, the independent...
Article
We conducted a study to test the interactive effects of abusive supervision, ingratiation, and positive affect (PA) on strain (i.e., job tension and emotional exhaustion) and turnover intentions. We hypothesized that employees' use of ingratiation, when coupled with high levels of PA, would neutralize the adverse effects of abusive supervision on e...
Article
American workers are spending more time at work and less time at home than ever before--a consequence of which is an inability to devote adequate attention to nonwork activities. Utilizing a literal replication format (Lykken, 1968), the authors conducted two studies to examine the effects of work-induced guilt and the ability to manage work resour...
Article
Full-text available
Personal reputation has been acknowledged to have an important influence on work outcomes. However, substantive research has been relatively scarce to date. The 2-study research plan reported here supports reputation's role as a moderator of the relationships between political behavior and the work outcomes of uncertainty, emotional exhaustion, and...
Article
This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data w...
Article
The authors conducted three studies to examine the interactive effects of perceived organizational support (POS) and chronic pain on performance outcomes (i.e., effectiveness, work intensity, citizenship behavior, and task performance). After controlling for demographic factors, tenure variables, the number of subordinates, and main effects, the PO...
Article
The purpose of our study was to more fully investigate a combination of personal resources, namely positive affect (PA) and conscientiousness, on emotional exhaustion, depersonalization, and job tension. We examined a sample of nurses employed by a metropolitan hospital and found that the combination of high positive affect and high levels of consc...
Article
The current study examined the impact of political behavior and perceptions of politics on job satisfaction and affective commitment. It is hypothesized that political behavior and perceived politics would interact to predict these outcomes such that those who reported greater use of these tactics would be more satisfied and committed when work env...
Article
Research assessing the relationship between job performance and turnover has historically yielded mixed results. Reported findings have reflected no relationships, linear associations, or U-shaped forms between these constructs. The current study attempted to shed light on the intricate relationship between job performance and voluntary turnover by...