Timothy A. Judge

Fisher College

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Remus Ilieș

National University of Singapore

Joyce E. Bono

University of Florida

Robert D. Bretz

University of Notre Dame

Stephen P. Robbins

San Diego State University

Daniel M. Cable

London Business School

Amir Erez

University of Florida

Brent A. Scott

Michigan State University

Charlice Hurst

University of Notre Dame

John D. Kammeyer‐Mueller

University of Minnesota

Carl J. Thoresen

Tulane University

Cooperative Institutions

British Institute of International and Comparative Law

105

University of Iowa

University of Florida

Cornell University

Michigan State University

University of Minnesota

New York State School of Industrial and Labor Relations

Commonwealth Foundation

University of Michigan–Ann Arbor

University of Illinois Urbana-Champaign

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Leadership [Is] Organizational Citizenship Behavior: Review of a Self-Evident Link

Oxford University Press eBooks (2017)

Ronald F. Piccolo Claudia Buengeler Timothy A. Judge

In this chapter, we focus on the theoretical and empirical relationship between leadership and organizational citizenship behavior (OCB), arguing that leadership, at its conceptual core, is extra-role behavior (i.e., leadership [is] OCB). Updating and extending Organ, Podsakoff, and MacKenzie’s (2006) chapter, we review both traditional (e.g., transformational leadership, transactional leadership, initiating structure, and consideration behaviors) and contemporary models of leader behavior (e.g., ethical, authentic, and servant leadership behaviors). In doing so, we report meta-analytic results comparing leadership models and the activities that underlie those models. We close by discussing three potential avenues for continued research in this domain.

Ethical Leadership

Authentic leadership

Empirical Research

10.1093/oxfordhb/9780190219000.013.39

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Citations (6)

Perilaku Organisasi= Organizational Behavior Edisi 16

Stephen P. Robbins Timothy A. Judge

Perilaku Organisasi (PO) merupakan topik yang akhir-akhir ini menghangat kembali, karena timbulnya kesadaran bahwa hubungan individu dan tempat kerja akan sangat memengaruhi kinerja organisasi atau bahkan menimbulkan konflik yang merugikan keseluruhan organisasi. Dengan semakin globalnya lingkup operasi organisasi, pemahaman yang lengkap atas PO merupakan salah satu kunci utama mencapai kesuksesan, baik bagi organisasi berorientasi laba maupun organisasi nirlaba. Buku Perilaku Organisasi edisi ke-16 ini menggabungkan dua penulis, Stephen P. Robbins dan Timothy A. Judge, yang memiliki tingkat kepakaran yang tidak perlu diragukan lagi. Dengan menggabungkan teori dan hasil riset lapangan, buku ini memuat topik-topik aktual yang sangat erat hubungannya dengan perkembangan dunia bisnis kontemporer yang sangat dinamis. Tanpa melupakan dunia bisnis yang juga semakin global, buku ini menjelaskan konsep PO di berbagai negara dan latar belakang budaya. Dilengkapi dengan contoh, uraian, ilustrasi, dan kasus nyata terbaru, buku ini memiliki keunggulan dalam hal pembahasan yang sistematis dan menarik atas topik-topik seperti perilaku menyimpang di tempat kerja, kepuasan kerja, motivasi, emosi, konflik dan negosiasi, politik di tempat kerja, dan budaya organisasi.

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Personality and job satisfaction: The mediating role of job characteristics.

Journal of Applied Psychology (2000)

Timothy A. Judge Joyce E. Bono Edwin A. Locke

Core self-evaluations

Personnel psychology

10.1037//0021-9010.85.2.237

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Citations (115)

IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS

Personnel Psychology (2007)

Deniz S. Öneş Stephan Dilchert Chockalingam Viswesvaran Timothy A. Judge

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion‐related validity for job performance and its facets. In this response to Morgeson et al. (2007) , we comprehensively summarize previously published meta‐analyses on (a) the optimal and unit‐weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta‐analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion‐related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self‐report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self‐report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I‐O psychology.

Incremental validity

Personnel selection

Core self-evaluations

Conscientiousness

Facet (psychology)

Criterion validity

10.1111/j.1744-6570.2007.00099.x

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Citations (552)

Helping Organizational Citizenship Behavior Measure--Modified Chinese Version

PsycTESTS Dataset (2017)

Jia Hu Timothy A. Judge

10.1037/t63954-000

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Citations (0)

Personality and Career Success

SAGE Publications, Inc. eBooks (2007)

Timothy A. Judge John D. Kammeyer‐Mueller

10.4135/9781412976107.n4

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Citations (136)

The Elusive Criterion of Fit in Employment Interview Decisions

Timothy A. Judge Gerald R. Ferris

Tbe employment interview has had an interesting history of being both widely condemned by researchers and widely used by practitioners. Little attention in past research has been directed at attempts to explain this apparent incongruity. It is proposed in this paper that part of the explanation may lie in the way researchers have defined the criterion when studying the validity of the interview. Namely, the construct of fit may lead to a reconsideration of the usefulness of the interview in personnel selection decisions. In support of this argument, a conceptual model of the selection process which incorporates fit as a central construct is proposed. Furthermore, fit is conceptualized as not simply a passive process, but rather the outcome of active influence attempts by candidates to manage impressions and meanings. Finally, implications for practice and research on the interview are discussed.

Interview

Argument (complex analysis)

Personnel selection

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Inherently Relational: Interactions between Peers’ and Individuals’ Personalities Impact Reward Giving and Appraisal of Individual Performance

Academy of Management Journal (2014)

Amir Erez Pauline Schilpzand Keith Leavitt Andrew Woolum Timothy A. Judge

Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers consistently evaluated extraverted and disagreeable (but not introverted and agreeable) individuals' performance as lower. Study 2 replicated these findings with regard to performance evaluation and reward giving using an experimental design that manipulated actor personality and held objective performance constant. The results also showed that introverts' trait sensitivity and negative person impressions mediated these relationships. Overall, our results support an information utilization model of interpersonal dyadic evaluation, wherein introverts are more sensitive to interpersonal personality traits than are their extraverted counterparts, incorporating interpersonal traits in person impressions and subsequent evaluations and reward distributions. Our paper concludes with implications for dyadic workplace interactions, personality, and sources of emergent dyadic influences on performance evaluation.

Personality psychology

Trait

10.5465/amj.2011.0214

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Citations (34)

Perilaku Organisasi Buku 1 - Organizational Behavior

Stephen P. Robbins Timothy A. Judge

Organizational Behavior

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The dispositional basis of attitudes: A replication and extension of Hepler and Albarracín (2013).

Journal of Personality and Social Psychology (2015)

Kevin J. Eschleman Nathan A. Bowling Timothy A. Judge

As a departure from traditional situational perspectives, researchers have given increased attention to the dispositional basis of attitudes. Recently, Hepler and Albarracín (2013) introduced a construct that they called "dispositional attitude" and provided validity evidence for a new scale--the Dispositional Attitude Measure (DAM). Although the DAM was introduced as a "new" approach for assessing the dispositional component of attitudes, there is considerable conceptual similarity between it and the Neutral Objects Satisfaction Questionnaire (NOSQ; Judge & Bretz, 1993; Weitz, 1952). In a series of 4 studies, we attempt to replicate the predictive validity of the DAM and empirically examined the distinctiveness of the DAM from the NOSQ. Our findings suggest that the DAM does not consistently predict attitudes (e.g., attitudes toward fictional consumer products, attitudes toward common objects, job satisfaction) after the NOSQ is controlled. As a whole, our results suggest that the DAM and NOSQ assess the same underlying construct and both are valid measures of the dispositional basis of attitudes.

Situational ethics

Optimal distinctiveness theory

Similarity (geometry)

Replicate

10.1037/pspp0000017

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Citations (13)