Citations Flashcards
Citations and Brief Topic Descriptions
Vinchur and Koppes (2011)
The history of I-O Psychology by decade and specific impacts on motivation, training, leadership, etc.
Landy & Farr (1980)
Looked at the cognitive processes of the rater when assessing validity of ratings. Essentially they were the first to pose that ratings may say more about the rater than the ratee. The paper mainly rested on reliability as validity in this domain hadn’t yet been studied. Worry more about how the rating form affects the rater than how it records ratee behavior.
Thomas and Tymon (1982)
Design with the practitioner in mind:
1) Descriptive relevance: Deals with what the practitioner encounters
2) Goal Relevance: Deals with outcomes the practitioner cares and can do soemthing about
3) Operational Validity: Tndependent variables are ones practictioner can manipulate
4) Non-Obiviousness: Above and beyond common sense
5) Timeliness: Relevant to what’s going on in the world
Stone-Romero (2011)
Discussion of why we do research as well as best practices for reducing common method variance and the three types of study design: non-experimental, quasi-experimental, and randomized experiemental.
Shadish, Cook, and Campbell, 2002
Posed the theory of causal generalization
Lee, Mitchell and Harman 2011
Handbook chapter about qualitative research
Chan 2011
Advances in Analytic Strategies: reviews moderation,mediation, SEM, MLM, LGM, LCA, etc. Discusses advantages/disadvantes of all, relevant assumptions, and appropriate questions to ask when studying change over time
Podsakoff et al., 2003
Common Method Variance- definition, sources, ways to control it procedural and statistically
Barrick et al., 2002
Describes a mediation study finding motivation mediates the personality –> job performance relationship in sales people
Cortina et al., 2017
Describes the historical trends of the last 100 years in research methodology in IO more specifically JAP
Gioia et al., 2012
Describes how to do “rigorous” qualitative research
Campbell & Fiske, 1959
Describes the MTMM methodology for documenting construct validity support through convergent and discriminant validity
Schmidt & Hunter 1977
Their famous validity generalization article describing a bayseian based meta-analytic approach to validity generalization using corrections to reliability and range restriction (i.e., birth of meta analyses)
Wasserstein et al., 2019
Describe why the p- value is problematic, why we shouldn’t use statistical significance as the sole piece of evidence, how effect sizes need to be considered more, among a whole bunch of suggestions on how to move beyond the p value
Barling et al., 2011
Leadership Handbook Chapter
Antonakis 2012
Describes transformational and charismatic leadership
Antonakis & House, 2014
Describes the “fuller range” theory of leadership by adding instrumental leadership (environmental monitoring, path goal facilitation, outcome monitoring, strategy formulation and implementation) which explains unique variance above and beyond the full ragnge factors
Judge & Piccolo (2004)
Meta- analysis looking at the relationships between the transformational leadership and performance (effectiveness, job satisfaction, satisfaction with the leader, follow motivation)
Jackson et al. 2020
JAP 2020 Paper examining the confounds in 360 performance ratings and what information we truly are capturing when we control for these confounds
Hunter et al 2007
Article that criticizes the assumptions of much of the leadership research literature.
Ryan & Haslam (2005)
Glass Cliff; states that women are more likely to be put in high level leadership positions that are associated with greater risk, thus setting them up for failure
Judge, Bono, Ilies, and Gerhardt (2002)
Meta analysis of big 5 and leadership performance (emergence and effectiveness)
Katz & Kahn 1966
Article that lays out the open systems theory of organizations
Derue et al., 2011
“Meta-analysis to examine the mechanisms by which leader traits influence leadership effectiveness
(combining trait and behavior theories)
Lord et al., 2017
Century Review of Leadership Research in JAP
Conger & Kanugo (1987; 2000)
Charismatic leadership and measures for it
Day, 2015
Annual Review Article on Leadership Development
Graen & Uhl-Bien, 1995
Review of LMX theory
Lumsden (1976)
Lays out all the issues/criticisms with Classical Test Theory (remember the flogging wall?)
Cohen (1983)
“Talks about the cost of dichotomization, which is that is reduces the correlation (r), which then reduces
1) effect size
2) the value of the t-test
3) statistical power”
Cox 1980
This is the paper that tried to find the optimal # of scale response options. He found that
a) 7 +/-2 is best for keeping the responses meaningful to the respondent, and
b) 3 to 9 response options are best for determining differences among people.”
Tourangeau et al (2000)
“The authors line out the psychology of survey-takers, the ““Response Process Model””, saying that responses come from the process of
1) comprehension
2) retrieval
3) judgement
4) response “
MacCallum et al (1999)
“Says that there is not rule of thumb for sample sizes of EFA’s. It needs to be determined by
1) Sample size
2) Communality of the items
3) Overdetermination of the factors
The lower your communality, the higher the sample size needs to be.”
Preacher & MacCallum (2003)
The article that warns people not to use “little jiffy” when doing an EFA analysis because it uses a PCA (bad: items load on factors; assumes correlation) and a Varimax rotation (bad: assumes variables are unrelated).
Binning & Barrett (1989)
“Point 1: Validity is confidence in inferences and information from a test and not a characteristic of the test itself, and validation is a reflection of the process of developing scientific theories.
Point 2: Provide unified framework of validity”
Spreitzer et al., 2017
“Annual review that goes over types of nonstandard/flexible work.
1) flexible relationship to the company
2) flexible scheduling
3) flexible location”
George & Ng 2011
Handbook chapter reviewing nonstandard workers. Similar to Spreiter et al 2017, but goes over the benefits and drawbacks of non-standard work for the org and the worker. Ends with tips for managing and being a non-standard worker.
Oldham & Hackman 1975
Job Characteristics Model
Wanberg et al., 2020
JAP article looking at unemployment benefits, mental health impact, and job seeking process– found better unemployment benefits lead to reduced job seeking intensity/effort which results in longer re-employment times, but significantly better mental health
Roth et al., 2020
JAP article examining political affiliations and hireability; found that political affiliation related variables influenced hireability decisions above and beyond job-relevant info found on social media. Political affiliations matching influences perceptions of predicted OCB and job performance through liking;
Jackson et al., 2020
JAP looking at 360s– found a general performance factor and differences between sources; shows we cannot differentiate between dimensions well and scores should only be aggregated by source and overall
Bunderson & Van der Vegt, 2018
Annual Review on Diversity and Inequality; shows how diversity research likely has such mixed findings because we tend to focus on either horizontal differences (diversity) or vertical differences (inequality) and do not include both in studies. Proposes a framework for how different types of differences should be conceptualized and measured.
Eden, 2017
Field Experiments in Orgs Annual Review; Tips and tricks for what to do and not to do in a field experiment in orgs and discusses how we need to stop using excuses; rigorous research in org settings is possible; great supporting article for discussing why the O side may be seen as less rigorous
Hebl et al., 2020
Modern Discrimination in Orgs Annual Review; Discussed the history of workplace discrimination and how since 2016 we have seen a return of overt discrimination; Discusses gender, race, sexual orientation, religion, disability, age, and weight; provides practical implications for individual and org levels
Hensel et al., 2010
Examines 360 ratings; finds that typically about 6 raters is needed for each scale to achieve desirable reliability levels; not realistic for admin purposes– most admin 360s use 1 or 2 supervisors and 2 or 3 peers; article supporting why 360s are best for development and not admin
Kochan et al., 2019
The changing nature of the employee and labor- management relations annual review; market/economy is influencing social contracts and psychological contracts and this change is resulting in growing income inequality; difference in commitment and trust, conflict, and coordination/cooperation as well as HRM and worker voice/representation
Lee et al., 2018
Job Insecurity Annual Review
describes a model of the antecedents, outcomes, and moderators of job insecurity and proposes future research directions; extremely important given our current economy/pandemic; good article for what questions are important to examine with the current influx in tech
Lord et al., 2020
Annual Review of ILTs, IFTs, and processing of leadership info; gets pretty in the weeds about the cognitive aspects of it; proposes tons of future research questions; great for discussing how leadership theory could be improved or gathering dissertation ideas
Maitlis 2020
Posttraumatic Growth at Work; proposes a model for it; discusses how it could be expanded to “normal work” may be applicable to experiencing layoffs; really important when thinking about what a large number of people are going through right now; shows that traumatic events can lead to prosocial leadership, career proactivity, and positive work identity if the proper sensemaking occurs and the support that is needed is provided to the person
Roberson 2019
Diversity Annual Review; Reviews diversity related theories, some outcomes (again largely mixed about the positive/negative impacts of diversity), discusses diversity interventions we’ve tried (implicit bias training is ineffective), and future research directions
Pulakos et al., 2019
Evolution of Performance Management; discusses the issues surrounding current performance management practices, some of the new solutions people are trying, KPIs for managers and individuals to produce a high performance system. Helpful for discussing 360 admin vs. development and perhaps one of our weakest points of the I side.
Trevor & Piyanontalee, 2020
Types of Employee Turnover;
discusses “valued exits” and non-valued exits
how most valued exits don’t provide a net positive outcome like theory may say, there may be only certain circumstances where they actually do;
layoffs can often be more damaging than good (important to think about it our current economy)
Wanberg, 2012
Annual Review of Individual Experience of Unemployment
discusses how large the impact of unemployment can be on physical & mental health of individuals; talks about factors important for re-employment success/job search process
great article for discussing the current economy or for supporting arguments as to why work will still be important even if automation takes over/ why people will continue to work even if they don’t have to.
Wanberg et al., 2020
Job Seeking: Process and Experience Annual Review
discusses the dimensions related to job searching, what is related to job search success; the impact of social networks on job searches and the context of the job search (i.e., geographic location, culture, economy, etc.)
Great for discussing current economy/org situations
shows how IO cares about the individual, not just the org
LeBreton et al., 2018
The Dark Triad Annual Review- discusses machiavellianism, narcissism, psychopathy– the similarities and differences, outcomes associated with all of them, how they tend to be more prevalent in leaders and how they can actually help leaders become leaders, but are detrimental to leadership effectiveness
Hartog 2015
Ethical Leadership Annual Review;
discusses ethical leadership, unethical leadership, antecedents, proximal and distal outcomes, as well as the dark triad
Kleinmann & Ingold 2019
Assessment Center Annual Review;
talks about the role of the assessor, the assessee, AC design, empirical findings backing up ACs and how they work/what they’re useful for and measuring
Huber, 2011
IO Handbook Chapter outlining organizational theories (think like strategy, structure, nature of orgs, open systems, OD type of things, not like “organizational topics of IO”)
Bromiley & Rau, 2011
Strategic Decision Making IO Handbook Chapter
basically outlines 5 decision making approaches and some implications/practical conclusions
-haven’t read it; just relying on Jenna’s slides
Wildman et al., 2011
Performance Measurement at Work IO handbook chapter; criterion problem, how/why performance measurement is important, performance types/dimensions (task, OCB, CWB, adaptive, contextual), ways to measure performance, team theories/performance, org theories/performance
Schneider et al., 2011
Org Climate and Culture IO handbook chapter; compares and contrasts the two, discusses measurement of both, propose a new model that combines the two
Grant et al., 2011
Job Design IO Handbook Chapter
the development of job design research, the JCM (strengths and weaknesses), and the new integrative model of job design
Kossek &; Michel 2011
Flexwork schedules IO handbook chapter
discusses all the different types of flexible work schedules (i.e., any non traditional full-time office work), & the impact of them on employees and employers
Sluss et al., 2011
Role Theory in Orgs IO Handbook Chapter
Talking about Role identity in orgs, role making/taking (including job crafting), role clarity, & role recovery (i.e., coming back from a psychological contract breach)
Jackson &; Joshi, 2011
Work Team Diversity IO handbook chapter;
different types of diversity
theories underlying diversity research
mixed findings on diversity in teams
emphasizes how we need to consider contextualization and multiple dimensions/types of diversity at once
Sackett, Berry, Wiemann, and Laczo (2006)
Demonstrated that CWB’s and OCB’s are not on the same continuum and are actually separate constructs (because you can be a supportive of your colleague while sabotaging your company)
Sackett 2002
Coined the phrase “counterproductive work behaviors”; CWBs
Crocker & Algina, 1986
CTT
Embretson & Reise, 2000
IRT
MacKinnon et al., 2010
3 types of approaches to mediation analyses
MacKinnon et al., 2007
Mediation Annual Review
Bracken et al., 2016
Evolution and Devolution of 360s— claims development only is in possible
Baron& Kenny 1986
The OG mediation causal steps approach
Oldham & Hackman, 2010
Reviewing the JCM, what was missing, what it could benefit from now
Parker & Ohly, 2008
An integrated/expanded model of job design
Campbell & Wilmont, 2018
Issues with the field, theory, stats testing, theory for the sake of theory, advocates a deductive approach, gives a bunch of recommendations for the scientist practitioner gap
Locke, 2015
Describes the inductive process of creating goal setting theory
Locke & Latham, 2010
Argue for inductive reasoning and the importance of using both styles- describes goal setting creation
Aguinis & Vandenberg, 2014
Theory and research annual review; discussed inductive and deductive approaches
Bunderson & Van der Vegt, 2018
Diversity and inequality annual review: the need to study both
Zickar, 2020
Measure development and CTT vs IRT approaches
