James Avey - Academia.edu (original) (raw)

Papers by James Avey

role of follower self-esteem on the relationship between ethical leadership and follower behavior

This Article is brought to you for free and open access by the Management Department at DigitalCo... more This Article is brought to you for free and open access by the Management Department at DigitalCommons@University of Nebraska- Lincoln. It has

The importance of authentic approaches to lead-ership is far reaching in both the research and pr... more The importance of authentic approaches to lead-ership is far reaching in both the research and practi-tioner domains. Economic, geo-political, and techno-logical developments over the past few decades have placed demands on leaders that require them to be transparent, be aware of their values, and guide orga-nizations with a moral/ethical perspective. In turn, or-ganizations are looking to extant research to determine how to select and develop leaders that will add com-petitive advantage not only by impacting the short-term bottom line but also by leading with values that reflect those of stakeholders and creating a long- term vision. Management scholars have responded to these calls by pursuing research in both authentic leadership and positive psychological capital. Authentic leader-

Two Field Studies Examining the Association between Positive Psychological Capital and Employee P... more Two Field Studies Examining the Association between Positive Psychological Capital and Employee Performance Over the last several years considerable research attention has been given to positive psychological capacities in the workplace. This growing research stream has led to a more specific interest in the topic of positive organizational behavior (e.g., see Luthans, 2002a, 2002b;

After defining and providing the current status of psychological capital (PsyCap), we address the... more After defining and providing the current status of psychological capital (PsyCap), we address the need to better understand its stability (i.e., state vs. trait). Specifically, we issue a call for longitudinal research. The balance of this ‘‘incubator’’ article examines the relevance, potential obstacles, and advantages of this design in meeting PsyCap’s future research needs. Copyright # 2008 John Wiley & Sons, Ltd.

Journal of Knowledge Management

Purpose This study aims to investigate the differential roles of self-esteem and co-rumination in... more Purpose This study aims to investigate the differential roles of self-esteem and co-rumination in the mediated relationship between abusive supervision and knowledge hiding via psychological safety. Design/methodology/approach The study used a three-wave time-lagged design and data were collected from 388 full-time employees in India. Findings The results show that psychological safety mediated the impact abusive supervision had on knowledge hiding. Further, this impact was weakened by higher self-esteem as employees with higher self-esteem were less affected by the impact of abusive supervision on psychological safety and knowledge hiding; but this impact was amplified by more co-rumination as employees who co-ruminated more were also more affected by abusive supervision in psychological safety and knowledge hiding. Research limitations/implications A cross-sectional design and the use of self-reported questionnaires are a few limitations of this study. Originality/value This study...

International Journal of Productivity and Performance Management

PurposeThe purpose of this research was to understand the mediating role of employee positive psy... more PurposeThe purpose of this research was to understand the mediating role of employee positive psychological capital on the negative relationship between abusive supervision and employee outcomes.Design/methodology/approachThe research design consisted of a multi-wave study with a heterogeneous sample of working adults in the United States. Study variables included the independent variable of abusive supervision, the mediating variable of positive psychological capital and the dependent variables of psychological well-being, job satisfaction and general health.FindingsResults from 293 working adults in the United States suggest employee positive psychological capital is an explanatory mechanism as a mediator in the relationship between abusive supervision and outcomes. In other words, abusive supervisors reduce employee psychological capital leading to sub-optimal outcomes.Practical implicationsResults of this study suggest several practical implications, however one is primary. In s...

Qualitative Research in Organizations and Management: An International Journal

Purpose Responding to calls to examine trust beyond the scope of the objectivist paradigm, the pu... more Purpose Responding to calls to examine trust beyond the scope of the objectivist paradigm, the purpose of this paper is to qualitatively examine the trust relationship between leaders and followers in virtual work settings. Based on results, trust was operationalized based on extant theory (e.g. ability, honesty, integrity, benevolence; Mayer et al., 1995). Given the high degree of technology mediated communication prevalent in the workplace today, it was interesting that the authors also found evidence for followers’ perceptions of a leader’s level of media savvy (adeptness at using appropriate media dependent on the message being sent) as a salient phenomenon that appears to influence followers’ trust of their leaders in a virtual work environment. Other variables that influenced leader–follower trust relationships also emerged, including leader and follower personal characteristics, depth of relationship and time. These variables and their relationships are discussed in considera...

Journal of Leadership & Organizational Studies

Using a sample of 488 employees from a large information technology firm in mainland China, this ... more Using a sample of 488 employees from a large information technology firm in mainland China, this article examines the relationships between leader trustworthiness, employee voice, and supervisor-rated employee performance, as well as individual employee perceptions of organizational attitudes toward uncertainty. Drawing from social cognitive theory, as well as from the literatures on leader trustworthiness and employee voice, this article explores the mediating mechanism of employee voice within the leader trustworthiness–employee performance relationship. Within this Chinese context, employee voice was found to partially mediate the positive relationship between leader trustworthiness and employee performance ratings. Employee perceptions of organizational attitudes toward uncertainty were also found to strengthen the mediated relationship. Implications and limitations are discussed.

International Journal of Leadership Studies, 2013

The purpose of this study is to investigate whether or not the similarities between employees' an... more The purpose of this study is to investigate whether or not the similarities between employees' and their leaders' psychological capital () adds to the understanding of person-organization fit, employee engagement, and job satisfaction. This study examines working adults (N=1002), mostly from the U.S. Results indicate that the insights to understanding person-to-organization fit are enhanced when employees' and leaders' PsyCap levels are similar. While the concept of fit between employees and their work environment is not new, this is the first empirical assessment considering the extent of PsyCap similarity between leaders and followers as it relates to person-to-organization fit. Implications from this study as well as recommendations for future studies are discussed.

Journal of Business Ethics, 2015

This study provides an attributional perspective to the ethical leadership literature by examinin... more This study provides an attributional perspective to the ethical leadership literature by examining the role of attributed altruistic motives and perceptions of organizational politics in a moderated mediation model. Path analytic tests from two field studies were used for analyses. The results support our hypotheses that attributed altruistic motives would mediate the relationship between perceived ethical leadership and affective organizational commitment. Moreover, the relationship between perceived ethical leadership and attributed altruistic motives was stronger when perceptions of organizational politics were high but weaker when these perceptions were low. The study concludes with a discussion of future research implications as well as managerial implications.

The Journal of Creative Behavior, 2012

Using an experimental research design, 191 working adults were randomly assigned to two experimen... more Using an experimental research design, 191 working adults were randomly assigned to two experimental conditions in order to test a theoretical model linking leader and follower positive psychological capital (PsyCap). Multiple methods were used to gather information from the participants. We found when leader PsyCap was manipulated experimentally, it was positively related to follower PsyCap. Subsequently, follower PsyCap was significantly related to employee's originality of ideas; one important component of creativity in the workplace. We discuss the theoretical contributions of linking leader and follower PsyCap in what emerges as a directional contagion effect, and the mediating role of follower PsyCap in enhancing follower creative task performance. Further, employee selection and development as well as leadership development practical implications are discussed. We conclude with a discussion of limitations and future research directions.

Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually a... more Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor pre-dicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indi-cated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of per-formance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article. In a special issue of the American Psychologist, Sheldon and King (2001, p. 216) point out that “Positive psychology revisits the ‘aver-age person ’ with an interest in finding out what works, what is right, and what is improving. ” Like positive psychology, which does not claim to have discovered the importance ...

Journal of Leadership & Organizational Studies, 2009

This study investigates the relationship between authentic leadership, trust, positive psychologi... more This study investigates the relationship between authentic leadership, trust, positive psychological capital (PsyCap), and performance at the group level of analysis. Data were collected from a small Midwestern chain of retail clothing stores, a context in which the needs for both authentic leadership and a positive sales staff are integral to the firm's performance. Constructs were aggregated to the store (group) level to test relationships between perceptions of authentic leadership, trust in management, positive psychological capital, and performance. Trust in management was found to mediate the relationship between PsyCap and performance and to partially mediate the relationship between authentic leadership and performance. Future discussions and implications are discussed.

... enhancement. While previous research has investigated the relations between PsyCap and perfor... more ... enhancement. While previous research has investigated the relations between PsyCap and performance, ... the link between PsyCap and performance, it is necessary to allow time for the effort to manifest in performance behaviors and results. ...