Anthony C. Klotz's research while affiliated with University College London and other places

Publications (44)

Article
How curiosity affects other employees—the social side of curiosity at work—is understudied but meaningful given that social learning theory suggests that when leaders display curiosity, it signals to followers that the environment is safe for taking risks associated with being inquisitive at work. At the same time, because displays of curiosity are...
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A growing body of research indicates that contact with nature at work has beneficial effects on employee well-being. However, employees often spend most of their workdays indoors, largely separate from natural elements. For these employees, the bulk of their contact with nature occurs outside of work, after the workday. The extent to which this con...
Article
Drawing from precarious manhood theory, which proposes that manhood is an unstable social status and requires repair when threatened, we argue that gender threats at work motivate deviance and inhibit citizenship behavior for men, but not women. Beyond extending the tenets of precarious manhood theory into the work domain, we also integrate it with...
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Despite academic and practical advice regarding the virtues of daily routines for effective work performance, such routines are vulnerable to disruption from any number of sources. To understand whether and how routine disruptions affect employees at work, we draw on cognitive energetics theory (CET) and explore the potential negative consequences...
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Objective We sought to explore the manner in which daily challenge and hindrance stressors at work may be associated with mood the next day, through the mediating mechanisms of presleep rumination and moods experienced while asleep during dreams. Methods A daily diary study in which 94 adults with full-time jobs completed 2 surveys per day for 2 w...
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Whereas the study of leadership has generally focused on how leaders influence the behavior of their followers, this article focuses on how and when the behaviors of followers can influence leaders' behavior. Specifically, we use moral licensing theory to examine the possibility that positive follower behavior could lead to unethical behavior by le...
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Employees' roles as organizational members often do not end immediately after they have made the decision to leave or it has been made for them. Instead, this decision serves as a turning point initiating an exit transition process. The purpose of this article is to consolidate prior scholarship in order to gain an understanding of the state of the...
Article
Impression management (IM) refers to behaviors employees use to create and maintain desired images in the workplace. Prior studies have shown that the successful use of IM relates to a number of important outcomes for employees (e.g., higher performance evaluations), but this work has tended to compare IM usage between individuals, ignoring the fac...
Article
Prior research indicates that the influence of alcohol use, at work or at home, on employees' personal and professional lives is often harmless, but that it can be detrimental under certain circumstances. Alcohol's prevalence in and around some workplaces suggests that some employees value it, and that companies seeking to hire and retain these emp...
Article
Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles...
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Research suggests that employee status, and various status proxies, relate to a number of meaningful outcomes in the workplace. The advancement of the study of status in organizational settings has, however, been stymied by the lack of a validated workplace status measure. The purpose of this manuscript, therefore, is to develop and validate a meas...
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We provide an overview of the grounded theory approach, a methodology with significant (and largely untapped) potential for human resources (HR) research. Grounded theory is an abductive, data-driven, theory-building approach that can serve as a conceptual link between inductive and deductive research approaches. We begin by explaining the grounded...
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Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organizations. As such, employee resignations are not well understood. This is unfortunate, because the manner in which employees resign from their jobs may have i...
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Previous research has generally focused on employees’ willingness to accept international assignments and the rewards that are often associated with them. Little is known, however, about the potential career consequences of declining an international assignment. In this conceptual paper, psychological contract (PC) theory is used to develop proposi...
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Research has consistently demonstrated that organizational citizenship behaviors (OCBs) produce a wide array of positive outcomes for employees and organizations. Recent work, however, has suggested that employees often engage in OCBs not because they want to but because they feel they have to, and it is not clear whether OCBs performed for externa...
Article
Conflict is inherent whenever employees are required to work interdependently, such as within workplace teams. Yet in the face of such conflict, some teams thrive, whereas others suffer. As team-based tasks continue to increase in popularity, it is imperative that an examination of the underlying boundary conditions be undertaken to better assess u...
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In this study, we examined how leaders' customer interactions influence their tendency to abuse their followers. Specifically, we drew from ego-depletion theory to suggest that surface acting during customer interactions depletes leaders of their self-control resources, resulting in elevated levels of abusive supervision. Furthermore, we hypothesiz...
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Organizational citizenship behavior (OCB) is discretionary employee behavior that facilitates the performance of coworkers and the organization, while counterproductive work behavior (CWB) is discretionary employee behavior that harms the performance of coworkers and the organization. CWB includes a number of behaviors that are unethical in nature,...
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While the personality of entrepreneurs can be cast in positive and negative lights, it is essential that researchers understand the complex process through which personalities shape behavior and influence outcomes. Building on Miller's observations on downsides of entrepreneurs' personalities, we present five broad lines of inquiry derived from the...
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Events in which alcohol plays a large role, such as happy hours, holiday parties, or meals with coworkers or clients, are a common part of organizational life. The presence of alcohol in some industries is on the rise, as some companies have begun to provide alcoholic drinks for their employees as a perk or reward for staying in the office longer h...
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Research suggests that when employees engage in organizational citizenship behavior (OCB), it generally produces a wide array of positive outcomes for employees and organizations. In this paper, we draw from moral licensing and self-determination theories to suggest a potential downside of OCB. Specifically, we argue that when employees feel compel...
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In order to identify shifts and trends in the entrepreneurship literature over the past 25 years, we conduct a bibliometric study involving new data from the 2000–2009 era building on 1985–1999 data to study entrepreneurship research published in the major management journals. Our findings indicate that entrepreneurship articles now have a signific...
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As entrepreneurship research has matured, scholars have increasingly recognized that the formation of new ventures is commonly accomplished by teams as opposed to lone entrepreneurs. Over the past two decades, the upper echelons perspective has served as the primary lens for investigating new venture team functioning and performance. However, resea...
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Purpose – The purpose of these studies was to investigate how the repeated use of impression management (IM) tactics is related to supervisor perceptions in newly formed supervisor-subordinate dyads. Design/methodology/approach – Two studies were conducted – a lab study in which participants evaluated a confederate who performed an accounting task...
Article
Although much is known about why employees decide to resign from their jobs, scant research has examined what occurs after employees decide to leave their jobs but before they exit their organization for the final time. In other words, the employee resignation process is not well understood. In this paper, two qualitative studies are conducted to e...
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In the years since Jehn’s (1995) seminal article on task conflict in teams, researchers have sought to understand the beneficial aspects of conflict on performance. Initial efforts focused on the distinction between task and relationship conflict, while more recent efforts have focused on various conditions inside or outside a team. In this article...
Article
Although scholars recognize the importance of trustworthiness for both job applicants and hiring organizations, prior research exploring trustworthiness during the organizational pre-entry period is scattered across a number of disparate literatures. This paper selectively reviews prior work that investigates the role of trustworthiness in the recr...
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In recent years, there has been increasing interest in positive organizational scholarship in general, including positive organizational behavior (POB) in particular. This work identifies organizational citizenship behavior (OCB) as a prototypical POB. Conceptualizing OCBs in this way is sensible in light of more than 30 years of research highlight...
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Purpose ‐ The purpose of this paper is to chronicle the study of deviant behavior aimed at the organization, or CWB-O, from the dawn of the Industrial Revolution to the present day. Design/methodology/approach ‐ Counterproductive work behaviors that have been documented and studied since the Industrial Revolution were systematically reviewed and di...
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Although prior work has proposed a number of conditions under which task conflict in teams may improve performance, composition variables have been left unexplored. Given the effects of personality traits on team processes and outcomes demonstrated in prior work, investigating whether specific personality compositions influence the effect of task c...
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Despite the generally negative relationship between organizational citizenship behaviors and counterproductive work behaviors, employees often engage in both. Psychologists have found that when people engage in morally praiseworthy behaviors, they often grant themselves a moral license to behave immorally. In this article we draw on moral licensing...
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Past research suggests that task conflict may improve team performance under certain conditions; however, we know little about these specific conditions. On the basis of prior theory and research on conflict in teams, we argue that a climate of psychological safety is one specific context under which task conflict will improve team performance. Usi...
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Purpose – The purpose of this chapter is to establish some of the reasons why there exists a chasm between micro and macro disciplines of organizational sciences. We aim to suggest some fecund areas for bridging the gap between the micro and macro side of our science. Methodology/Approach – In this chapter, we have polled our colleagues to ascertai...
Article
Recently, we have seen a number of high profile examples of workplace violence. Large organizations are armed with many of the programs that have been developed to minimize the occurrence of workplace violence. In contrast, smaller organizations--which constitute the majority of businesses in the United States--possess neither the resources nor the...

Citations

... Dreams of positive emotion, leisure, ingestion, and plural first-person references related to less negative morning mood. These effects occurred despite controlling for sleep quality (see also Barnes et al., 2020). Nevertheless, these findings are still limited only to dreams which can be remembered upon waking. ...
... Although observers tend to negatively evaluate perpetrators of immoral and socially undesirable actions, moral licensing suggests that they excuse bad behaviors when they recall that wrongdoers acted morally in the past (Miller & Effron, 2010). Moral licensing has been documented in many domains including social psychology (Effron et al., 2009;Urban et al., 2019), marketing (Khan & Dhar, 2006;Mazar & Zhong, 2010;Schlegelmilch & Simbrunner 2019), and management (Ormiston & Wong, 2013;Ahmad et al., 2021), but most of the focus has been on self-licensing, in which wrongdoers excuse their own immoral behaviors based on their past moral behaviors. Much less understood is observers' licensing, in which observers excuse or permit the misbehavior of others who have shown prior moral behaviors (Blanken et al., 2015;Miller & Effron, 2010). ...
... Turnover is a widely researched problem in organisational analysis and HRM. Turnover happens when an employee cognitively evaluates and decide to leave an organisation (Klotz et al., 2020;Verbruggen & van Emmerik, 2020). Early employee turnover is an emerging granular area focusing on employees who leave an organisation within a year of recruitment. ...
... 5 Because we control for lagged versions of our endogenous variables, there is necessarily data that is missing at random for which we must accounted. We followed common practice in ESM research (e.g.,Lennard et al., 2019;Mcclean et al., 2021;Rosen et al., 2021) to use the full information maximum likelihood (FIML) algorithm in Mplus. This approach is based on best-practice recommendations to avoid listwise deletion (e.g.,Graham, 2009;Larsen, 2011) as FIML yields unbiased parameter estimates, especially when used in conjunction with robust maximum likelihood estimation (as is the case in our analyses; e.g.,Enders, 2010;Enders & Bandalos, 2001). ...
... in several important ways. First, whereas recent theoretical advancements in this area limit the scope of employees' contact with nature to that which occurs as part of their jobs (Klotz & Bolino, 2021), we draw from SRT and ART to broaden this scope and explain why employees' contact with nature after work, during their personal time in the evening, has implications for how they feel and the effort they put towards work the next day. In doing so, our paper highlights how our understanding of the relationship between the natural world, employee affective and cognitive states, and work-related outcomes can be made more complete by extending agency to employees to obtain that contact with nature on their own time. ...
... Here, differences between founders may prove important. However, though founders are typically driven by convictions and purpose (Barba-Sánchez & Atienza-Sahuquillo, 2017;Murnieks et al., 2019), creating a self-sustaining organisational climate also requires the ability to engage and include employees in this endeavour. Both the founder of the company and the organisational climate created in an early phase may leave an enduring mark on the evolving organisation (Baron, 2007;Baron et al., 1999;Fauchart & Gruber, 2011;Kelly et al., 2000;Marquis & Tilcsik, 2013). ...
... CWB not only can bring its actor some direct short-term interests (e.g., leisure time or free public supplies) but also can "satisfy a motive such as pleasure, greed, thrill-seeking, risk-taking, or attention-seeking" (Cullen & Sackett, 2003, p. 154). Therefore, resisting the destructive temptations of CWB and delaying gratification require adequate self-regulatory resources and can become less attainable when employees are depleted (Fehr et al., 2017;Klotz et al., 2018). Consequently, the self-control depletion originating from UPB hinders the executive function so that those who are depleted are less likely to resist engaging in CWB successfully. ...
... De plus, certains individus ont tendance à se voir à travers leurs compétences et leurs capacités individuelles. Leur identité peut être qualifié d'orientée « personne » (Bolinger et al., 2018). Si l'acheteur a une identité plutôt orientée « personne », l'accroissement de compétences en matière de gestion et d'analyse des dysfonctionnements pourra avoir une importance particulière à ses yeux. ...
... First, college graduates' drinking behaviors are sustained by their expectancies (e.g., one has a few drinks after a stressful workday because the same behavior helped her take the edge off after major exams in college) and by the similar environments they select (e.g., one spends time in a sports bar after work because the individual's best memories are of the times he was with his college buddies, drinking beer and watching sports together; Boyd et al., 2014). In addition, minimal drinkers may anticipate difficulties in fitting in with a group of heavy drinkers and vice versa (Klotz & da Motta Veiga, 2018). Thus, by consciously avoiding associations with people whose behavior pattern is different, individuals' chances to discontinue their behavior routine are reduced. ...
... According to relevant data, female employees generally spend more time on housework than male employees (Bai et al., 2021). Most male employees devote their energies and resources to the work field and are less involved in family affairs (Klotz et al., 2018). Work-family conflict has little effect on male employees (Liu et al., 2013). ...