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Citations Flashcards

Citations and Brief Topic Descriptions

1
Q

Vinchur and Koppes (2011)

A

The history of I-O Psychology by decade and specific impacts on motivation, training, leadership, etc.

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2
Q

Landy & Farr (1980)

A

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.

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3
Q

Thomas and Tymon (1982)

A

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

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4
Q

Stone-Romero (2011)

A

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.

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5
Q

Shadish, Cook, and Campbell, 2002

A

Posed the theory of causal generalization

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6
Q

Lee, Mitchell and Harman 2011

A

Handbook chapter about qualitative research

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7
Q

Chan 2011

A

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

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8
Q

Podsakoff et al., 2003

A

Common Method Variance- definition, sources, ways to control it procedural and statistically

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9
Q

Barrick et al., 2002

A

Describes a mediation study finding motivation mediates the personality –> job performance relationship in sales people

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10
Q

Cortina et al., 2017

A

Describes the historical trends of the last 100 years in research methodology in IO more specifically JAP

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11
Q

Gioia et al., 2012

A

Describes how to do “rigorous” qualitative research

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12
Q

Campbell & Fiske, 1959

A

Describes the MTMM methodology for documenting construct validity support through convergent and discriminant validity

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13
Q

Schmidt & Hunter 1977

A

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)

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14
Q

Wasserstein et al., 2019

A

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

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15
Q

Barling et al., 2011

A

Leadership Handbook Chapter

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16
Q

Antonakis 2012

A

Describes transformational and charismatic leadership

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17
Q

Antonakis & House, 2014

A

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

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18
Q

Judge & Piccolo (2004)

A

Meta- analysis looking at the relationships between the transformational leadership and performance (effectiveness, job satisfaction, satisfaction with the leader, follow motivation)

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19
Q

Jackson et al. 2020

A

JAP 2020 Paper examining the confounds in 360 performance ratings and what information we truly are capturing when we control for these confounds

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20
Q

Hunter et al 2007

A

Article that criticizes the assumptions of much of the leadership research literature.

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21
Q

Ryan & Haslam (2005)

A

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

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22
Q

Judge, Bono, Ilies, and Gerhardt (2002)

A

Meta analysis of big 5 and leadership performance (emergence and effectiveness)

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23
Q

Katz & Kahn 1966

A

Article that lays out the open systems theory of organizations

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24
Q

Derue et al., 2011

A

“Meta-analysis to examine the mechanisms by which leader traits influence leadership effectiveness
(combining trait and behavior theories)

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25
Q

Lord et al., 2017

A

Century Review of Leadership Research in JAP

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26
Q

Conger & Kanugo (1987; 2000)

A

Charismatic leadership and measures for it

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27
Q

Day, 2015

A

Annual Review Article on Leadership Development

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28
Q

Graen & Uhl-Bien, 1995

A

Review of LMX theory

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29
Q

Lumsden (1976)

A

Lays out all the issues/criticisms with Classical Test Theory (remember the flogging wall?)

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30
Q

Cohen (1983)

A

“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”

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31
Q

Cox 1980

A

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.”

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32
Q

Tourangeau et al (2000)

A

“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 “

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33
Q

MacCallum et al (1999)

A

“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.”

34
Q

Preacher & MacCallum (2003)

A

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).

35
Q

Binning & Barrett (1989)

A

“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”

36
Q

Spreitzer et al., 2017

A

“Annual review that goes over types of nonstandard/flexible work.

1) flexible relationship to the company
2) flexible scheduling
3) flexible location”

37
Q

George & Ng 2011

A

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.

38
Q

Oldham & Hackman 1975

A

Job Characteristics Model

39
Q

Wanberg et al., 2020

A

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

40
Q

Roth et al., 2020

A

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;

41
Q

Jackson et al., 2020

A

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

42
Q

Bunderson & Van der Vegt, 2018

A

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.

43
Q

Eden, 2017

A

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

44
Q

Hebl et al., 2020

A

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

45
Q

Hensel et al., 2010

A

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

46
Q

Kochan et al., 2019

A

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

47
Q

Lee et al., 2018

A

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

48
Q

Lord et al., 2020

A

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

49
Q

Maitlis 2020

A

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

50
Q

Roberson 2019

A

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

51
Q

Pulakos et al., 2019

A

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.

52
Q

Trevor & Piyanontalee, 2020

A

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)

53
Q

Wanberg, 2012

A

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.

54
Q

Wanberg et al., 2020

A

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

55
Q

LeBreton et al., 2018

A

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

56
Q

Hartog 2015

A

Ethical Leadership Annual Review;

discusses ethical leadership, unethical leadership, antecedents, proximal and distal outcomes, as well as the dark triad

57
Q

Kleinmann & Ingold 2019

A

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

58
Q

Huber, 2011

A

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”)

59
Q

Bromiley & Rau, 2011

A

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

60
Q

Wildman et al., 2011

A

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

61
Q

Schneider et al., 2011

A

Org Climate and Culture IO handbook chapter; compares and contrasts the two, discusses measurement of both, propose a new model that combines the two

62
Q

Grant et al., 2011

A

Job Design IO Handbook Chapter

the development of job design research, the JCM (strengths and weaknesses), and the new integrative model of job design

63
Q

Kossek &; Michel 2011

A

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

64
Q

Sluss et al., 2011

A

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)

65
Q

Jackson &; Joshi, 2011

A

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

66
Q

Sackett, Berry, Wiemann, and Laczo (2006)

A

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)

67
Q

Sackett 2002

A

Coined the phrase “counterproductive work behaviors”; CWBs

68
Q

Crocker & Algina, 1986

A

CTT

69
Q

Embretson & Reise, 2000

A

IRT

70
Q

MacKinnon et al., 2010

A

3 types of approaches to mediation analyses

71
Q

MacKinnon et al., 2007

A

Mediation Annual Review

72
Q

Bracken et al., 2016

A

Evolution and Devolution of 360s— claims development only is in possible

73
Q

Baron& Kenny 1986

A

The OG mediation causal steps approach

74
Q

Oldham & Hackman, 2010

A

Reviewing the JCM, what was missing, what it could benefit from now

75
Q

Parker & Ohly, 2008

A

An integrated/expanded model of job design

76
Q

Campbell & Wilmont, 2018

A

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

77
Q

Locke, 2015

A

Describes the inductive process of creating goal setting theory

78
Q

Locke & Latham, 2010

A

Argue for inductive reasoning and the importance of using both styles- describes goal setting creation

79
Q

Aguinis & Vandenberg, 2014

A

Theory and research annual review; discussed inductive and deductive approaches

80
Q

Bunderson & Van der Vegt, 2018

A

Diversity and inequality annual review: the need to study both

81
Q

Zickar, 2020

A

Measure development and CTT vs IRT approaches

Prelims (7 decks)

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