John E. Baur's research while affiliated with University of Nevada, Las Vegas and other places

Publications (30)

Article
The purpose of this article is to conceptualize a novel theoretical occurrence—team physical activity (PA)—and its relevance for researchers and organizations. By building a testable model of the consequences and contingencies of team PA, we integrate the science of teamwork with the scholarly domain of employee health and well-being. Hence, we cla...
Article
Full-text available
Deviance can impact team performance but it is unclear how this process unfolds. Common measures delineate between interpersonal and organizational deviance rather than considering the impact felt by teammates. Instead, we categorize deviant acts into team-relevant and team-irrelevant measures. We then consider how deviance severity and frequency i...
Article
Typically, firms consider leadership development (i.e., training focused on skills required for success in leadership roles) and succession planning (i.e., the creation and implementation of long-term plans that address changes in top leadership roles) as two distinct organizational initiatives. In recent years, however, scholars and practitioners...
Article
Empathic leaders often create high-quality relationships with their subordinates, and these relationships are suggested to increase several beneficial outcomes for employees and organizations alike. Yet leader–member exchange (LMX) theory suggests that leaders do not have such high-quality relationships with each of their subordinates, leading to v...
Article
While research in employee identities continues to garner increased attention, political attitudes and their related behaviors have been largely overlooked. Considering the currently charged political climate in the United States and other areas of the world, we sought to examine how political identities affect the determination to the hire candida...
Article
Drawing from positive organizational behavior, psychological capital has been shown to be a beneficial resource allowing leaders to remain positive and future-oriented. While having hope, optimism, confidence, and resilience are particularly effective in periods of great risk and uncertainty, extreme environments likely affect leaders’ psychologica...
Article
More than a decade ago, scholars formally conceptualized the potential synergy between leadership and entrepreneurship scholarship. Our work highlights research accomplishments occurring at the interface of these two intellectual areas as well as identifying untapped possibilities for continued research. We highlight how recent efforts have witness...
Article
Ex-offenders comprise a significant percentage of the labor force but frequently face stigmatization at work. Previous research on the ex-offender stigma has focused almost exclusively on its deleterious implications during the selection process. We seek to provide insight by adopting a cross-disciplinary approach and drawing from theoretical found...
Article
Scholars and practitioners alike have recognized that younger workers, collectively known as Millennials or GenMe, are different from workers in prior generations. Employees of this generation hold different expectations regarding the centrality of work to their lives and bring different personalities and attitudes to the workforce. As the number o...
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...
Article
Charismatic rhetoric represents an important tool for leaders to articulate their respective visions. However, much of the research to date on this construct has yet to consider how the eight separate dimensions of charismatic rhetoric may be used in conjunction with one another to form distinctive profiles of charismatic leadership influence. Thus...
Article
Expatriate assignments are one of the primary tools used by organizations to extend their influence on an international level. While potentially of great value if they succeed, there are significant costs to both the organization and individual if they do not. Because of the high risk nature of expatriate assignments, there has been significant int...
Article
Full-text available
Purpose – The purpose of this paper was to identify examples of management lore currently in the organizational sciences. Design/methodology/approach – The authors deliberated and developed a series of examples of management lore in the organizational sciences and surveyed management practitioners concerning their beliefs in the lore hypothesized....
Article
Although difficult coworkers exist in most organizations, and evidence shows that they damage important work outcomes, we know very little about how to buffer their effects in teams. To address this problem, we extend theory on team bad apples by proposing and testing a joint buffering model. Using a sample of 97 teams we found that a single diffic...
Article
Full-text available
Purpose – The aim of this paper is to provide some historical understanding of a popular recruitment procedure called a Realistic Job Preview (RJP). As long as individuals have worked for others there has been a need to exchange information about a focal job. Information can be exchanged through myriad channels. The aim here is to trace the origins...
Article
On many occasions, organizational science research has been referred to as fragmented and disjointed, resulting in a literature that is, in the opinion of many, difficult to navigate and comprehend. One potential explanation is that scholars have failed to comprehend that organizations are complex and intricate systems. In order to move us past thi...
Article
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
While significant research has focused on the activities venture capitalists engage in that may add value to their portfolio companies, this work has not examined how these activities affect the entrepreneur-venture capitalist relationship. Accordingly, in this paper, we introduce the perceived investor support construct by adapting the perceived o...
Article
Research on organizational citizenship behavior (OCB) has primarily focused on the belief that these extra-role activities are performed by selfless employees that do so despite likely being neither recognized nor rewarded. We argue lower level employees may be motivated to perform OCBs as mechanism to increase organizational power. As such, althou...
Article
Previous research on teams has found that agreeableness is one of the strongest personality predictors of team performance, yet one of the weakest personality predictors of individual-level job performance. In this study, we examined why teams with more agreeable members perform better. Data were collected across 4 months at 5 points in time from 1...

Citations

... Moreover, the extent of organisational support received by workers from their organisations has a significant impact on their job satisfaction, specifically via the organisations' ability to make working individuals experience considerable safety and psychological stability, thereby resulting in high-level job satisfaction and organisational commitment (Kim, 2017;Saks, 2019;Rhoades et al., 2001;Rahimi and Zaheri, 2020). Additionally, an important aspect in determining employees' attitudes and behaviours is identity (Haynie et al., 2019). What makes individuals satisfied with their jobs is the coherence of their feeling with the rudimentary characteristics of organisations (Marique and Stinglhamber, 2011;Zhang et al., 2018). ...
... However, accountability is not directed exclusively to external audiences but also includes internal accountability, where employees must be encouraged to have accountable behavior, which requires evaluation (Frink et al., 2018). With the advancement of technologies and considering complex systems structures, the relationship between accountability and evaluation has also evolved. ...
... They concentrate on the qualities and behaviors that people can develop to improve their leadership abilities. Strong ethics and high moral standards, great self-organizational skills, and the ability to learn efficiently, nurture employee growth, and foster connection and belonging are some of the top traits that leaders say are essential to good leadership [48,49]. ...
... For instance, leaders' need for recognition, or "difference in intrinsic enjoyment of effortful thought" (Shestowsky et al., 1998(Shestowsky et al., , p. 1318, may influence how they construe and appraise a stressful event through expending effort to make sense of the event and engaging in systematic information processing (Rosen et al., 2021). Furthermore, leader-member exchange (LMX) may also affect leaders' responses to cyber anxiety signaling from followers such that leaders who perceive high levels of LMX would show more concern and empathy toward their anxious followers (Haynie et al., 2019). Finally, the current study only focused on the outcomes of cyber anxiety signaling. ...
... Positive leadership traits like realistic positivism (Baur et al., 2018) and simplism (Imam et al., 2020) is much needed for dealing with challenges in the constantly changing world of work. ...
... Esto ha llevado a que se analice los aspectos más relevantes de esta temática y considerar cómo afecta a otras actividades como por ejemplo el espíritu emprendedor (Reid et al., 2018). En este sentido Aiyappa y Mahesh (2020), indican que, el liderazgo si tiene estrecha relación con el emprendimiento, pues se han encontrado evidencias que las personas emprendedoras gozan de ciertas similitudes con las personas definidas como líderes siendo estas: una visión a medio y largo plazo, búsqueda de la cristalización de Es así que a través del tiempo se ha estudiado estas dos variables por separado, pero en la actualidad se denota que la estrecha relación que tiene el liderazgo con el emprendimiento termina siendo obvio, pero las reflexiones de cómo estas se involucran mutuamente sigue siendo desconocida por muchas personas. ...
... Nevertheless, individuals who are arrested are "officially labeled" as having an arrest record. The result is often social exclusion [3], denial of employment [4,5], discrimination by employers [6,7], denial of housing [8,9], and/or other forms discrimination [10]. Moreover, there is growing consensus that the digital trail left behind by arrest records reinforces existing inequalities (e.g., structural racism) in the criminal justice system [11][12][13][14][15]. ...
... Employee well-being has been posited as one such mechanism (Hammond et al. 2011;Helliwell 2014;Pieterse et al. 2010). Modern organizations realize that traditional leadership approaches often fail to intrinsically energize the creative behavior of modern-day employees, who want meaning in their work, connection with their workgroup, and recognition for the efforts (Anderson et al. 2017;Milliman et al. 2003). In other words, employees desire a work environment that enriches the human spirit and their sense of well-being (Fry and Kriger 2009). ...
... In particular, they allow people to focus on the values and ideals most central to how they define themselves (Trope & Liberman, 2003;Tsai & Thomas, 2011), and they give employees more flexibility in terms of how they see themselves fitting into a change effort (Eisenberg, 1984;Gioia, Nag, & Corley, 2012). On the other hand, more than a dozen studies containing over a half-million data points provide convergent evidence that concrete (versus abstract) visions of the future boost outcomes related to change (Baur, Ellen III, Buckley, Ferris, Allison, McKenny et al., 2016;Carton, 2018;Carton & Lucas, 2018, studies 1-3, supplemental studies 1-2; Carton, Murphy, and Clark, 2014, studies 1-2;Emrich et al., 2001, studies 1-2; Gartenberg, Prat, & Serafeim, 2019;Aswad, 2019;Naidoo & Lord, 2008). Concrete visions are more motivating than abstract visions because they are more emotionally engaging (Carton & Lucas, 2018;Guadagno, Rhoads, & Sagarin, 2011). ...
... Since poor handling of team conflict can lead to disharmony between teams within the workplace (de Wit et al., 2012;Bradley et al., 2015), Lee et al. (2018) note that it behooves managers to understand how team conflict impacts team dynamics, team conflict and performance. Nesterkin and Porterfield (2016) define conflict resolution as the degree to which team members behave to reduce tensions and anxiety. ...