Gerald R. Ferris

Florida State University

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Wayne A. Hochwarter

Florida Department of State

Pamela L. Perrewé

Florida State University

Darren C. Treadway

Niagara University

M. Ronald Buckley

University of Oklahoma

B. Parker Ellen

Mississippi State University

Kendrith M. Rowland

Carle Foundation Hospital

Timothy P. Munyon

University of Tennessee at Knoxville

Dwight D. Frink

University of Nevada, Las Vegas

Davìd C. Gilmore

University of North Carolina at Charlotte

James K. Summers

Environmental Protection Agency

Cooperative Institutions

Florida State University

Florida Department of State

University of Illinois Urbana-Champaign

University of Bonn

University of Oklahoma

Michigan State University

University of Mississippi

Texas A&M University

Cornell University

Emerald Group Publishing (United Kingdom)

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A Meta-Analysis of Antecedents and Consequences of Leader-Member Exchange

Journal of Management (2011)

James H. Dulebohn William H. Bommer Robert C. Liden Robyn L. Brouer Gerald R. Ferris

Although leader-member exchange (LMX) was identified in the literature nearly 40 years ago, a comprehensive empirical examination of its antecedents and consequences has not been conducted. The authors’ examination included 247 studies, containing 290 samples, and 21 antecedents and 16 consequences of LMX quality. Results indicated that while leader behaviors and perceptions, follower characteristics, interpersonal relationship characteristics, and contextual variables represent significant groups of LMX antecedents, leader variables explained the most variance in LMX quality. Moderator analyses revealed that the particular LMX scale, country of participants, and work setting studied did not produce meaningful influences on the relationships in the meta-analysis. However, power distance and individualism did moderate some of these relationships. To provide continuity with the LMX meta-analyses and conceptual reviews that have focused on LMX consequences, the authors tested a number of mediation models. The results demonstrated that LMX frequently plays a mediating role in the relationships where mediation could be tested.

Moderation

Moderated mediation

10.1177/0149206311415280

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Citations (1,408)

Past Bank Erosion as a Guide for Bank Erosion Prediction at Pipeline Crossings

Volume 3: Operations, Monitoring, and Maintenance; Materials and Joining (2016)

Laurent Roberge Gerald R. Ferris Hamish Weatherly

This paper presents a methodology which uses past bank erosion behaviour as a predictor of future performance. The methodology employed in the bank erosion study consists of the following main steps: identifying a reach to examine, classifying the watercourse, estimating key hydrotechnical properties, obtaining historical air photographs of the reach, georeferencing or orthorectifying the airphotos, mapping the position of the channel edge, obtaining the historical records of nearby gauges to estimate the return period of floods that have occurred between successive pairs of historical air photographs, and finally combining the results to provide correlations between the rates of bank erosion and the rarity of the floods that have occurred. More than 70 bank erosion studies have been completed in the past two years at a variety of watercourses. This paper provides three case histories that illustrate the methodology and then proceeds to provide some tentative relationships that could be used to focus future bank erosion studies on those sites most active, and used to provide a preliminary estimate of the amount of bank erosion that could be expected in both design settings and existing pipeline integrity evaluations. In this study wandering rivers are more laterally active than other channel pattern types. Although the smallest floods do not cause large-scale changes to the banks, significant bank erosion can be caused by either moderate (20-year) or extreme (100-year) events with a rough trend to larger bank erosion in larger floods. No significant correlation between the time elapsed between successive air photos and the magnitude of erosion was found, suggesting that bank erosion is an event-driven process rather than time dependent.

Bank erosion

Bank

10.1115/ipc2016-64199

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How Organizational Climates Ref lect the Motives of Those in Power

Routledge eBooks (2012)

Gerald R. Ferris Darren C. Treadway Robyn L. Brouer Timothy P. Munyon

Three decades ago, the political skill construct was introduced to the organizational sciences literature by Pfeffer (1981), advocating a political perspective on organizations, which was shared in independent and parallel work conducted by Mintzberg (1983, 1985). However, theory and research on political skill lay dormant until recently, when Ferris and his colleagues developed a program of research designed to establish a more informed understanding of this important construct (Ferris et al., 1999; Ferris, Treadway, et al., 2005; Ferris, Treadway, Perrewé, Brouer, Douglas, & Lux, 2007). In the ensuing period of time, an active program of research has been conducted, demonstrating the roles political skill plays in organizations and its importance to the field. Therefore, it seems timely to review and assess the current status of the political skill construct to date.

10.4324/9780203197424-19

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Edward Elgar Publishing eBooks (2006)

Robyn L. Brouer Gerald R. Ferris Wayne A. Hochwarter Mary Dana Laird Davìd C. Gilmore

Stressor

Strain (injury)

10.4337/9781847201874.00019

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Citations (34)

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

Source

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A Reexamination of Schriesheim and Hinkin’s (1990) Measure of Upward Influence

Educational and Psychological Measurement (2000)

Wayne A. Hochwarter Allison W. Pearson Gerald R. Ferris Pamela L. Perrewé David A. Ralston

Research examining the tactics used to influence others has served as a significant line of inquiry over the past two decades. Critical to this stream of work has been the development of measures used to assess the frequency of upward influence tactics. This article reexamines a taxonomy and instrumentation originally presented by Kipnis et al. and modified by Schriesheim and Hinkin. The authors of this article assessed the factor structure, convergent, and discriminant validity of the 18-item, six-factor (i.e., assertiveness, exchange, rationality, ingratiation, upward appeal, and coalition building) measure. Data relevant to the investigation of construct validity were gathered from four independent samples. Concerns regarding lower than acceptable reliability estimates and unexpected item-factor correlations surfaced suggesting the need to develop a more appropriate measure of upward influence tactics.

Discriminant validity

Convergent validity

10.1177/00131640021970880

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Citations (27)

Political Skill Moderates the Personal Initiative-Supervisor Job Performance Ratings Relationship

Academy of Management Proceedings (2012)

Andreas Wihler Wayne A. Hochwarter Gerald R. Ferris

Building on previous research in the areas of proactivity and social influence, the current study examines the interactive personal initiative (PI) ‘ political skill relationship on supervisor-rated job performance. Specifically, we hypothesized that heightened personal initiative would be associated with increases in supervisor ratings of job performance for employees high in political skill. Conversely, it was hypothesized that personal initiative without political skill would adversely affect performance. Data gathered from 144 subordinate-supervisor dyads from a broad variety of jobs in Germany and controlling for organizational climate for personal initiative, employee-supervisor relationships, and employees’ gender, and age provided strong support for this hypothesis. Contributions of the study to science and practice, strengths and limitations, and directions for future research are discussed.

Supervisor

Affect

10.5465/ambpp.2012.11267abstract

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Myths and Politics in Organizational Contexts

Group & Organization Studies (1989)

Gerald R. Ferris Donald B. Fedor J. Gregory Chachere Louis R. Pondy

Myth systems and politics help to establish the internal context of organizational settings, and thus are quite important processes contributing to more meaningful interpretations of events and phenomena in organizations. Both processes have been studied, albeit, independently. In the present article, the argument is made that the integration of these two processes provides a potentially richer understanding of the dynamic processes of intraorganizational contexts, which is critical to effective organizational change. Examples are used to illustrate specific points and suggestions for research and practice are proposed.

Argument (complex analysis)

10.1177/105960118901400108

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Citations (159)

Moderating effects of political skill, perceived control, and job‐related self‐efficacy on the relationship between negative affectivity and physiological strain

Journal of Organizational Behavior (2007)

Kelly L. Zellars Pamela L. Perrewé Ana Maria Rossi Bennett J. Tepper Gerald R. Ferris

Abstract The present study examined whether employees high in negative affectivity (NA) are destined to experience strain at a higher level than those low in NA. We used data collected from 230 employees to investigate the moderating effects of political skill, as a form of interpersonal control, on the relationship between NA and physiological strain. As hypothesized, NA was positively related to physiological strain (i.e., facial muscle tension as measured by electromyography (EMG)), and political skill buffered this effect such that the relationship was weaker among employees who were higher in political skill. Tests of mediated moderation further suggested the means by which political skill moderates the NA/strain relationship; specifically, the results were consistent with the idea that perceived control and, in turn, job‐related efficacy explain the moderating effect of political skill. Strengths and limitations of the study, practical implications, and directions for future research are discussed. Copyright © 2007 John Wiley & Sons, Ltd.

Moderation

Strain (injury)

Positive affectivity

10.1002/job.484

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Citations (66)

Felt Accountability and Political Skill: Their Impact on Job Performance

PsycEXTRA Dataset (2004)

Wayne A. Hochwarter Angela Tania Hall Pamela L. Perrewé Gerald R. Ferris Dwight D. Frink

10.1037/e518632013-353

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