Elizabeth McClean’s research while affiliated with Cornell College and other places

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Publications (14)


Interactions of ethical leadership and performance on team members’ post-competition team efficacy beliefs and social integration
Keeping Teams Together: How Ethical Leadership Moderates the Effects of Performance on Team Efficacy and Social Integration
  • Article
  • Full-text available

January 2021

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2,949 Reads

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52 Citations

Journal of Business Ethics

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Elizabeth J. McClean

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Col. Todd Woodruff

Prior research has demonstrated a strong relationship between team performance and team members’ team efficacy beliefs and perceptions of social integration. Performing well increases the feelings of collective ability that comprise team efficacy and the feelings of psychological connectedness that make up social integration, while performing poorly erodes them. In this article, we draw from the social cognitive base of ethical leadership theory to argue that ethical leadership moderates the relationship between team performance and team efficacy beliefs, and between team performance and social integration, such that these important team attitudes are buffered against the negative effects of poor performance when leaders act ethically. Alternatively, when leaders act less ethically, team efficacy and social integration break down following poor performance. We test our hypotheses in a field study of U.S. military teams actively engaged in competition. The data support our arguments. We find that ethical leadership weakens the relationships among team performance and team efficacy and social integration, respectively, such that ethical leaders preserve team efficacy and social integration when their teams do not perform well.

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Citations (5)


... In 2021, Business Linkedin (2021) reported that problem-solving, communication, teamwork, and strategic thinking are the most valuable skills emphasized by Chinese firms when considering internal promotion and mobility. Mirroring these evaluations, a stream of research within occupational psychology has investigated proactivity (Axtell et al., 2000;Emich et al., 2024;Kiss et al., 2022;Parker et al., 2006;Wang et al., 2024), including its effects on well-being (Fay & Hüttges, 2017) and its mediating role in the effects of high-performance work systems (Zhu et al., 2023). ...

Reference:

Awareness of age-related change and proactivity at work: the mediating roles of future time perspective and goal setting
Better Together: Member Proactivity Is Better for Team Performance When Aligned with Conscientiousness

Academy of Management Discoveries

... The voicer may realize that coworkers would have received the attention and resources if they had presented the same ideas earlier to the supervisor. Third, after one employee's voice is endorsed, coworkers are often required to make work adjustments to adapt to new practices (Brykman & Raver, 2023;Burris et al., 2023). These adjustments may involve shifts in responsibilities, changes in processes, or additional efforts, creating a disparity between the voicer and their coworkers in terms of status, power, and influence. ...

The Agency to Implement Voice: How Target Hierarchical Position and Competence Changes the Relationship Between Voice and Individual Performance
  • Citing Article
  • October 2022

Organization Science

... However, new status holders may interpret or appraise this event differently and experience distinct types of pride (i.e., authentic pride and hubristic pride) and this interpretation or appraisal is determined by contextual factors. That is, given that status is socially determined and conferred by others in a team (Berger, Cohen, & Zelditch Jr, 1972;Correll & Ridgeway, 2006;Hays et al., 2022), how positive status change is interpreted is likely to be affected by the context of the team (Bunderson, 2003;Campbell, Liao, Chuang, Zhou, & Dong, 2017;Kim & Wiesenfeld, 2017;Kim, McClean, Doyle, Podsakoff, Lin, & Woodruff, 2021;Swaab, Schaerer, Anicich, Ronay, & Galinsky, 2014). Building on the above, we use the two-facet model of pride to recognize status differentiation as a crucial contextual factor that significantly affects how new status holders interpret their status changes. ...

The Positive and Negative Effects of Social Status on Ratings of Voice Behavior: A Test of Opposing Structural and Psychological Pathways

Journal of Applied Psychology

... People associate communal behaviors (e.g., friendly, warm) with women, and some agentic behaviors (e.g., ambitious, dominant) with men (Eagly et al., 2020). According to backlash theory (Rudman et al., 2012), when a woman acts in a counter-stereotypical, agentic manner (including self-promotion, ambition, and dominance), she may experience a backlash effect in which people respond punitively to her behavior, such as by evaluating her negatively (Gabriel et al., 2018;McClean et al., 2022;Rudman, 1998;Rudman & Glick, 1999. In particular, people incur backlash for actions that threaten the traditional status hierarchy in which men, because of their gender, have higher status than women (Ridgeway, 2011). ...

Which Ideas for Change Are Endorsed? How Agentic and Communal Voice Affects Endorsement Differently for Men and Women
  • Citing Article
  • March 2021

Academy of Management Journal

... This collaborative spirit fosters a positive environment, encouraging all members to contribute actively to the team's success and effectiveness. Team members must exhibit the flexibility to thrive in collaborative settings where success is attained through cooperation and shared goals, rather than through competition and individual aims [33]. Consequently, the attributes of a construction project design team can be viewed as a vital factor in achieving competitive advantage within the construction industry. ...

Keeping Teams Together: How Ethical Leadership Moderates the Effects of Performance on Team Efficacy and Social Integration

Journal of Business Ethics