Erich Dierdorff | DePaul University (original) (raw)
Papers by Erich Dierdorff
Using Secondary Sources of Work Information to Improve Work Analysis
The Handbook of Work Analysis, 2013
O*NET and the Nature of Work
Workforce Readiness and the Future of Work, 2019
What is the Point of the Practical Implications?
Academy of Management Proceedings, 2020
This panel discussion addresses a core ideological dichotomy and barrier to the dissemination of ... more This panel discussion addresses a core ideological dichotomy and barrier to the dissemination of actionable, relevant, influential, and helpful managerial advice arising from our research. On one h...
Problematic personalities in teams: implications for performance trajectories and resilience to unexpected change
Personnel Psychology, 2021
Journal of Business and Psychology, 2018
Goal orientation theory has long recognized both stability and variability in people's preference... more Goal orientation theory has long recognized both stability and variability in people's preferences for different types of goals in achievement contexts. However, empirical examination of this fundamental theoretical tenet about dispositional goal orientations remains an essential need in extant scholarship. In a field study of a multimonth, job-related training program designed to instruct foreign language capabilities (N = 972), we examined within-person fluctuations in dispositional goal orientations over time and the influences of this variability on multiple learning outcomes. The results of longitudinal measurement invariance analyses as well as latent growth models depict both stability and significant within-person variability in dispositional goal orientations over time. Our findings further indicate that this fluctuation holds consequences for both skill-based and affective learning outcomes. We discuss the implications of our findings for future goal orientation theory and research, as well as for training practice.
Expanding job crafting theory beyond the worker and the job
Management Research: Journal of the Iberoamerican Academy of Management, 2018
The purpose of the study is to deepen the understanding of job crafting and its consequences. An ... more The purpose of the study is to deepen the understanding of job crafting and its consequences. An occupational framework is proposed as an alternative to the exclusive focus of current theory on the individual and job levels of analysis. This model extends job crafting theory by applying a multilevel framework, examining bottom-up and top-down influences of occupations, and explicates the interplay among occupation- and job-level autonomy and job crafting.,The authors conducted a two-study research program using multilevel modeling and moderated mediation analysis. Data were derived from two large-scale archival databases. Study 1 spanned 701 occupations and 50,729 individuals. Study 2 involved 270 occupations and 3,270 individuals.,Study 1 reveals that nearly one-third of the variability in job crafting is attributable to occupational context. Study 2 shows that occupational contexts moderate individual-level processes, whereby occupational-level crafting moderated the mediated effects between job-level autonomy, job-level crafting and individual-level outcomes.,Results inform interventions that can be used to facilitate job crafting. Increasing autonomy generally increases job crafting, yet this effect does not always hold. This result demonstrates the importance of attending to the occupations in which people work. Also, job crafting is related to positive outcomes for individuals (e.g. satisfaction) but is also linked to some negative consequences (e.g. burnout).,The research empirically demonstrates the need to expand job crafting theory beyond the individual and job levels, as well as offers a deeper and expanded understanding of job crafting and its relationship with people’s occupations.,Objetivo – El objetivo del presente articulo es profundizar en la comprension de la creacion del puesto (job craftig) y sus consecuencias. Se propone un marco ocupacional como alternativa al foco en el individuo y el puesto de trabajo que plantea la teoria existente. Este modelo extiende la teoria de la creacion del puesto aplicando un marco teorico multinivel, examinando las influencias abajo-arriba y arriba-debajo de las ocupaciones, y explica la interrelacion entre ocupacion, autonomia en el puesto y la creacion del puesto.,Llevamos a cabo dos estudios utilizando modelizacion multinivel y analisis de mediacion-moderacion. Los datos se obtuvieron de dos bases de datos a gran escala. El estudio 1 considera 701 ocupaciones y 50,729 individuos. El estudio 2 considera 270 ocupaciones y 3,270 individuos.,El estudio 1 revela que casi un tercio de la variabilidad en la creacion del puesto es atribuible al propio contexto de la ocupacion. El estudio 2 muestra que el contexto ocupacional modera los procesos a nivel individual mientras que la creacion a nivel ocupacional modera los efectos mediadores entre la autonomia del puesto, la creacion del puesto y los resultados a nivel individual.,Los resultados informa acerca de la actividades que pueden favorecer la creacion del puesto. Aumentar la autonomia en general aumenta la creacion del puesto, aunque este efecto no se da siempre. Este resultado demuestra la importancia de atender las ocupaciones en las que trabajan los empleados. Tambien, la creacion del puesto se relaciona con resultados positivos de los empleados (e.g. satisfaccion), pero tambien con algunas consecuencias negativas (e.g. agotamiento).,El trabajo de investigacion demuestra empiricamente la necesidad de expandir la teoria sobre la creacion del puesto mas alla del estudio del individuo o el trabajo, al tiempo que ofrece una comprension mayor y mas profunda sobre la creacion del puesto y su relacion con la ocupacion de los empleados.,Creacion del puesto (job crafting), multinivel, ocupacion, autonomia del puesto,Tipo de articulo – Trabajo de investigacion,O objetivo do presente artigo e aprofundar na compreensao da criacao do posto de trabalho (job craftig) e suas consequencias. Se propoe um marco ocupacional como alternativa ao foco no individuo e no posto de trabalho que a teoria existente planteia. Este modelo estende a teoria da criacao do posto aplicando um marco teorico multinivel, examinando as influencias abaixo acima y acima abaixo das ocupacoes, e explica a inter-relacao entre ocupacao, autonomia no posto e a criacao do posto de trabalho.,Realizamos dois estudos usando modelagem multinivel e analise de mediacao-moderacao. Os dados foram obtidos de dois bancos de dados de grande porte. O estudo 1 considera 701 ocupacoes e 50.729 individuos. O estudo 2 considera 270 ocupacoes e 3.270 individuos.,O Estudo 1 revela que quase um terco da variabilidade na criacao de empregos e atribuivel ao proprio contexto de ocupacao. O estudo 2 mostra que o contexto ocupacional modera os processos no nivel individual, enquanto a criacao no nivel ocupacional modera os efeitos mediadores entre a autonomia do posto de trabalho, a criacao do posto de trabalho e os resultados no nivel individual.,Os resultados informam…
Does ethical leadership make a difference? Exploring leader and follower consequences of ethical leader behavior
Business Ethics Quarterly, 2010
Accuracy and discriminability of work role requirement judgments: Influences of role ambiguity and cognitive complexity
Personnel Psychology, 2007
Value of graduate management education for individuals, organizations, and society • Challenges a... more Value of graduate management education for individuals, organizations, and society • Challenges and pressure facing future success • Imperatives for future relevance, effectiveness, and value Consider for the moment that there is not a single occupation in the vast world of work for which the MBA is a mandatory entry requirement. Yet, even the most casual observer of business schools would note the substantial growth in graduate management education ' s popularity since its inception more than a century ago. This juxtaposition suggests that although graduate management degrees may not be strict occupational prerequisites, they are indeed perceived as worthwhile investments. But what exactly is the value of graduate management education? As it turns out, the answer may not be entirely self-evident
Academy of Management Learning & Education, 2015
Individual Learning in Team Training
Small Group Research, 2013
Although many analysts recognize that team-level learning is reliant on the acquisition of learni... more Although many analysts recognize that team-level learning is reliant on the acquisition of learning content by individuals, very little research has examined individual-level learning during team training. In a sample of 70 teams ( N = 380) that participated in a simulation-based team training setting designed to teach strategic decision-making, we examined how self-regulation during team training influenced the extent to which team members subsequently demonstrated individual mastery of the team training content. We also investigated the extent to which team characteristics moderated the relationships between self-regulation and learning outcomes. Multilevel mediation results indicated that self-efficacy fully mediated the effects of metacognition, or self-monitoring of learning, on individual declarative and procedural knowledge of team training content. The results also revealed that these individual-level relationships were moderated by the team context. In particular, a team’s ...
Building a Better MBA: From a Decade of Critique Toward a Decennium of Creation
Academy of Management Learning & Education, 2013
During the past 10 years AMLE has made significant progress toward fulfilling its central mission... more During the past 10 years AMLE has made significant progress toward fulfilling its central mission of stimulating discourse within the field of management learning and education. Indeed, AMLE has be...
Journal of Management, 2018
We integrate research on team functioning with that of self-awareness to advance the notion of se... more We integrate research on team functioning with that of self-awareness to advance the notion of self-awareness in teams as an important concept to consider when diagnosing team effectiveness. We argue that teams composed of individuals with greater levels of self-awareness will exhibit more effective team-level functioning and performance. This proposition was explored by examining the effects of self-other agreement with regard to individual-level contributions of teamwork behavior on three team-level functional outcomes (team coordination, conflict, cohesion) and team performance. Results from 515 teams (2,658 individuals) completing a high-fidelity team-based business simulation supported the effects of aggregate levels of self-awareness on team-level functioning and performance. Moreover, these effects were influential above and beyond individual contributions themselves, highlighting the unique value of team members’ self-awareness for understanding team functioning. Of the thre...
Eyes of the Beholder? Rater Effects in Work Analysis
PsycEXTRA Dataset, 2012
Illuminating the "murky ground": Linking context theory to empirical research
PsycEXTRA Dataset, 2008
Do ethical leaders get ahead? Exploring ethical leadership and promotability
Business Ethics Quarterly, 2010
Occupational analysis in a rapidly changing workplace: O*NET system implications
PsycEXTRA Dataset, 2008
Job and work analysis: From technique to theory
It’s the nature of work: Examining behavior-based sources of work- family conflict across occupations
Journal of Applied Psychology, 2008
The consequences of work-family conflict for both individuals and organizations have been well do... more The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.
Using Secondary Sources of Work Information to Improve Work Analysis
The Handbook of Work Analysis, 2013
O*NET and the Nature of Work
Workforce Readiness and the Future of Work, 2019
What is the Point of the Practical Implications?
Academy of Management Proceedings, 2020
This panel discussion addresses a core ideological dichotomy and barrier to the dissemination of ... more This panel discussion addresses a core ideological dichotomy and barrier to the dissemination of actionable, relevant, influential, and helpful managerial advice arising from our research. On one h...
Problematic personalities in teams: implications for performance trajectories and resilience to unexpected change
Personnel Psychology, 2021
Journal of Business and Psychology, 2018
Goal orientation theory has long recognized both stability and variability in people's preference... more Goal orientation theory has long recognized both stability and variability in people's preferences for different types of goals in achievement contexts. However, empirical examination of this fundamental theoretical tenet about dispositional goal orientations remains an essential need in extant scholarship. In a field study of a multimonth, job-related training program designed to instruct foreign language capabilities (N = 972), we examined within-person fluctuations in dispositional goal orientations over time and the influences of this variability on multiple learning outcomes. The results of longitudinal measurement invariance analyses as well as latent growth models depict both stability and significant within-person variability in dispositional goal orientations over time. Our findings further indicate that this fluctuation holds consequences for both skill-based and affective learning outcomes. We discuss the implications of our findings for future goal orientation theory and research, as well as for training practice.
Expanding job crafting theory beyond the worker and the job
Management Research: Journal of the Iberoamerican Academy of Management, 2018
The purpose of the study is to deepen the understanding of job crafting and its consequences. An ... more The purpose of the study is to deepen the understanding of job crafting and its consequences. An occupational framework is proposed as an alternative to the exclusive focus of current theory on the individual and job levels of analysis. This model extends job crafting theory by applying a multilevel framework, examining bottom-up and top-down influences of occupations, and explicates the interplay among occupation- and job-level autonomy and job crafting.,The authors conducted a two-study research program using multilevel modeling and moderated mediation analysis. Data were derived from two large-scale archival databases. Study 1 spanned 701 occupations and 50,729 individuals. Study 2 involved 270 occupations and 3,270 individuals.,Study 1 reveals that nearly one-third of the variability in job crafting is attributable to occupational context. Study 2 shows that occupational contexts moderate individual-level processes, whereby occupational-level crafting moderated the mediated effects between job-level autonomy, job-level crafting and individual-level outcomes.,Results inform interventions that can be used to facilitate job crafting. Increasing autonomy generally increases job crafting, yet this effect does not always hold. This result demonstrates the importance of attending to the occupations in which people work. Also, job crafting is related to positive outcomes for individuals (e.g. satisfaction) but is also linked to some negative consequences (e.g. burnout).,The research empirically demonstrates the need to expand job crafting theory beyond the individual and job levels, as well as offers a deeper and expanded understanding of job crafting and its relationship with people’s occupations.,Objetivo – El objetivo del presente articulo es profundizar en la comprension de la creacion del puesto (job craftig) y sus consecuencias. Se propone un marco ocupacional como alternativa al foco en el individuo y el puesto de trabajo que plantea la teoria existente. Este modelo extiende la teoria de la creacion del puesto aplicando un marco teorico multinivel, examinando las influencias abajo-arriba y arriba-debajo de las ocupaciones, y explica la interrelacion entre ocupacion, autonomia en el puesto y la creacion del puesto.,Llevamos a cabo dos estudios utilizando modelizacion multinivel y analisis de mediacion-moderacion. Los datos se obtuvieron de dos bases de datos a gran escala. El estudio 1 considera 701 ocupaciones y 50,729 individuos. El estudio 2 considera 270 ocupaciones y 3,270 individuos.,El estudio 1 revela que casi un tercio de la variabilidad en la creacion del puesto es atribuible al propio contexto de la ocupacion. El estudio 2 muestra que el contexto ocupacional modera los procesos a nivel individual mientras que la creacion a nivel ocupacional modera los efectos mediadores entre la autonomia del puesto, la creacion del puesto y los resultados a nivel individual.,Los resultados informa acerca de la actividades que pueden favorecer la creacion del puesto. Aumentar la autonomia en general aumenta la creacion del puesto, aunque este efecto no se da siempre. Este resultado demuestra la importancia de atender las ocupaciones en las que trabajan los empleados. Tambien, la creacion del puesto se relaciona con resultados positivos de los empleados (e.g. satisfaccion), pero tambien con algunas consecuencias negativas (e.g. agotamiento).,El trabajo de investigacion demuestra empiricamente la necesidad de expandir la teoria sobre la creacion del puesto mas alla del estudio del individuo o el trabajo, al tiempo que ofrece una comprension mayor y mas profunda sobre la creacion del puesto y su relacion con la ocupacion de los empleados.,Creacion del puesto (job crafting), multinivel, ocupacion, autonomia del puesto,Tipo de articulo – Trabajo de investigacion,O objetivo do presente artigo e aprofundar na compreensao da criacao do posto de trabalho (job craftig) e suas consequencias. Se propoe um marco ocupacional como alternativa ao foco no individuo e no posto de trabalho que a teoria existente planteia. Este modelo estende a teoria da criacao do posto aplicando um marco teorico multinivel, examinando as influencias abaixo acima y acima abaixo das ocupacoes, e explica a inter-relacao entre ocupacao, autonomia no posto e a criacao do posto de trabalho.,Realizamos dois estudos usando modelagem multinivel e analise de mediacao-moderacao. Os dados foram obtidos de dois bancos de dados de grande porte. O estudo 1 considera 701 ocupacoes e 50.729 individuos. O estudo 2 considera 270 ocupacoes e 3.270 individuos.,O Estudo 1 revela que quase um terco da variabilidade na criacao de empregos e atribuivel ao proprio contexto de ocupacao. O estudo 2 mostra que o contexto ocupacional modera os processos no nivel individual, enquanto a criacao no nivel ocupacional modera os efeitos mediadores entre a autonomia do posto de trabalho, a criacao do posto de trabalho e os resultados no nivel individual.,Os resultados informam…
Does ethical leadership make a difference? Exploring leader and follower consequences of ethical leader behavior
Business Ethics Quarterly, 2010
Accuracy and discriminability of work role requirement judgments: Influences of role ambiguity and cognitive complexity
Personnel Psychology, 2007
Value of graduate management education for individuals, organizations, and society • Challenges a... more Value of graduate management education for individuals, organizations, and society • Challenges and pressure facing future success • Imperatives for future relevance, effectiveness, and value Consider for the moment that there is not a single occupation in the vast world of work for which the MBA is a mandatory entry requirement. Yet, even the most casual observer of business schools would note the substantial growth in graduate management education ' s popularity since its inception more than a century ago. This juxtaposition suggests that although graduate management degrees may not be strict occupational prerequisites, they are indeed perceived as worthwhile investments. But what exactly is the value of graduate management education? As it turns out, the answer may not be entirely self-evident
Academy of Management Learning & Education, 2015
Individual Learning in Team Training
Small Group Research, 2013
Although many analysts recognize that team-level learning is reliant on the acquisition of learni... more Although many analysts recognize that team-level learning is reliant on the acquisition of learning content by individuals, very little research has examined individual-level learning during team training. In a sample of 70 teams ( N = 380) that participated in a simulation-based team training setting designed to teach strategic decision-making, we examined how self-regulation during team training influenced the extent to which team members subsequently demonstrated individual mastery of the team training content. We also investigated the extent to which team characteristics moderated the relationships between self-regulation and learning outcomes. Multilevel mediation results indicated that self-efficacy fully mediated the effects of metacognition, or self-monitoring of learning, on individual declarative and procedural knowledge of team training content. The results also revealed that these individual-level relationships were moderated by the team context. In particular, a team’s ...
Building a Better MBA: From a Decade of Critique Toward a Decennium of Creation
Academy of Management Learning & Education, 2013
During the past 10 years AMLE has made significant progress toward fulfilling its central mission... more During the past 10 years AMLE has made significant progress toward fulfilling its central mission of stimulating discourse within the field of management learning and education. Indeed, AMLE has be...
Journal of Management, 2018
We integrate research on team functioning with that of self-awareness to advance the notion of se... more We integrate research on team functioning with that of self-awareness to advance the notion of self-awareness in teams as an important concept to consider when diagnosing team effectiveness. We argue that teams composed of individuals with greater levels of self-awareness will exhibit more effective team-level functioning and performance. This proposition was explored by examining the effects of self-other agreement with regard to individual-level contributions of teamwork behavior on three team-level functional outcomes (team coordination, conflict, cohesion) and team performance. Results from 515 teams (2,658 individuals) completing a high-fidelity team-based business simulation supported the effects of aggregate levels of self-awareness on team-level functioning and performance. Moreover, these effects were influential above and beyond individual contributions themselves, highlighting the unique value of team members’ self-awareness for understanding team functioning. Of the thre...
Eyes of the Beholder? Rater Effects in Work Analysis
PsycEXTRA Dataset, 2012
Illuminating the "murky ground": Linking context theory to empirical research
PsycEXTRA Dataset, 2008
Do ethical leaders get ahead? Exploring ethical leadership and promotability
Business Ethics Quarterly, 2010
Occupational analysis in a rapidly changing workplace: O*NET system implications
PsycEXTRA Dataset, 2008
Job and work analysis: From technique to theory
It’s the nature of work: Examining behavior-based sources of work- family conflict across occupations
Journal of Applied Psychology, 2008
The consequences of work-family conflict for both individuals and organizations have been well do... more The consequences of work-family conflict for both individuals and organizations have been well documented, and the various sources of such conflict have received substantial attention. However, the vast majority of extant research has focused on only time- and strain-based sources, largely neglecting behavior-based sources. Integrating two nationally representative databases, the authors examine 3 behavior-based antecedents of work-family conflict linked specifically to occupational work role requirements (interdependence, responsibility for others, and interpersonal conflict). Results from multilevel analysis indicate that significant variance in work-family conflict is attributable to the occupation in which someone works. Interdependence and responsibility for others predict work-family conflict, even after controlling for several time- and strain-based sources.