Linn Van Dyne | Michigan State University (original) (raw)

Papers by Linn Van Dyne

As organizations grow increasingly complex and unpredictable, the topic of proactivity at work ha... more As organizations grow increasingly complex and unpredictable, the topic of proactivity at work has become of great importance for contemporary workplaces. Proactivity drives performance and innovation of teams and organizations and boosts individuals’ well-being and careers. When individuals are proactive, they use their initiative at work to bring about a better future. They scan for opportunities, persist until change is achieved, and take charge to prevent problems’ future reoccurrence. In this book, leading scholars on proactivity from across North America, Europe, Asia, and Australia explore how, why, and when individuals are motivated to initiate change within their organizations or themselves and examine the consequences of various forms of proactivity at work. Individual chapters explore specific concepts of proactivity, such as proactive voice, job crafting, and career proactivity, as well as highlight individual processes and organizational dynamics that underlie successful proactivity at work. By providing insights on key advances and future directions for proactivity theory, research, and practice, Proactivity at Work synthesizes what we already know and identifies what we still need to learn about making things happen at work. This book is relevant to all those involved or interested in Work Psychology and Business, including Human Resource Management scholars.

British Journal of Social Psychology, 1996

This study examines the Nemeth (1986) model of minority influence in a field study of natural wor... more This study examines the Nemeth (1986) model of minority influence in a field study of natural work-groups. Confederates (who were also permanent members of the ongoing, interacting groups) served as designated minority influence agents during the 10-week study. Results demonstrated that experimental groups engaged in more divergent thinking and developed more original products than control groups. Minority influence groups did not experience more social conflict than control groups. Contrary to expectations, minority influence agents received higher peer ratings than other group members. Exploratory analysis of qualitative data, however, indicates that the role of a minority influence agent is stressful. Results are discussed in terms of managing the minority influence process in organizations in order to facilitate divergent thinking and originality while protecting agents from excessive personal strain.

Applied Psychology, 2012

Integrating distinctiveness theory and contact theory, we develop a conceptual model proposing th... more Integrating distinctiveness theory and contact theory, we develop a conceptual model proposing that prior intercultural contact has mediated effects on international leadership potential via cultural intelligence-but that these effects are stronger for majorities. Results of two samples of working adults, using both self-report (n = 441, Study 1) and matched employee-observer (n = 181, Study 2) data provide strong support for the model. Cultural intelligence mediates the effects of prior intercultural contact on international leadership potential. Further, moderated mediation analyses demonstrate that cultural intelligence mediates the relationship between prior intercultural contact and international leadership potential for majorities, but not for minorities. The current study offers contributions to theory and practice in at least two ways. First, the proposed model is theoretically important because it provides a more complete picture of predictors of international leadership potential and it reconciles prior inconsistent findings by showing the mediating role of cultural intelligence and moderating role of minority status. Second, the study adds to the increasing evidence suggesting that prior intercultural contact and cultural intelligence are meaningful criteria for developing international leaders. More important, results show that prior intercultural contact is especially important for majorities.

Academy of Management Review, 2001

... Consistent with this, the core elements in our model are peer infer-ences, attributions, and ... more ... Consistent with this, the core elements in our model are peer infer-ences, attributions, and behaviors in response to ... 72 Academy of Management Review ... In essence, peers compensate for the low performer by intervening and expand-ing their own roles while continuing to ...

Academy of Management Journal, 2004

Expanding a conceptual framework, we differentiated services on the basis of their levels of capt... more Expanding a conceptual framework, we differentiated services on the basis of their levels of captivity (the difficulty of a customer's leaving) and intensity (the number of services performed), arguing that context is especially critical to service delivery when these levels are high. Data from cruise ships generally supported our hypotheses. We report effects of physical and social context on evaluations made by passengers, industry experts, and government regulators. Implications for managers of other service settings are discussed.

Academy of Management Journal, 1994

... provides a theory-grounded definition of OCB, a more comprehen-sive set of substantive citize... more ... provides a theory-grounded definition of OCB, a more comprehen-sive set of substantive citizenship behaviors than has existed, and a theoret-ical foundation for future research on organizational citizenship. THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR CONSTRUCT ...

Academy of Management Journal, 1998

... 1988: 5). However, it is possible that helping and/or expressing challenging views could detr... more ... 1988: 5). However, it is possible that helping and/or expressing challenging views could detract from individual performance and might not always be viewed ... We also assessed the discriminant validity of helping, voice, and in-role behavior (our first re-search question) over ...

Journal of Management Education

This study examines the influence of motivational cultural intelligence (CQ) on the development o... more This study examines the influence of motivational cultural intelligence (CQ) on the development of cultural effectiveness among university short-term business study abroad program participants. We conceptualize cultural effectiveness as the degree of psychological comfort and success in managing intercultural demands. Results of a multiple-source, two-wave lagged study demonstrate that initial levels of motivational CQ were positively associated with increases in (a) cultural well-being reported by participants and (b) peer perceptions of suitability for overseas work. In addition, cultural identity, an individual's psychological identification with his or her own national culture, strengthened the time-lagged relationship between motivational CQ and peer-rated suitability for overseas work. Participants with strong cultural identity and low motivational CQ were viewed as the least suitable for an

Group & Organization Management, 2006

We examine relationships between Big Five personality and the four-factor model of cultural intel... more We examine relationships between Big Five personality and the four-factor model of cultural intelligence (CQ)-metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ. Hierarchical regression analyses conducted on data from 338 business undergraduates-after controlling for age, gender, and years of experience in interacting with people from other cultures-show significant links between (a) conscientiousness and metacognitive CQ; (b) agreeableness and emotional stability with behavioral CQ; (c) extraversion with cognitive, motivational, and behavioral CQ; and (d) openness with all four factors of CQ. The intriguing finding of this study is that openness was the only Big Five that was significantly related to all four aspects of CQ. This differs from prior research on openness that found few significant relationships. Our results show that openness to experience is a crucial personality characteristic that is related to a person's capability to function effectively in diverse cultural settings (CQ).

Journal of Organizational Behavior, 2003

Foreign workers seek overseas employment without sponsorship from a firm in their home country an... more Foreign workers seek overseas employment without sponsorship from a firm in their home country and hold temporary work visas in the host country. Despite the rising numbers of foreign workers, there is very little research that examines employment relationships and work behaviors of foreign workers. In this study, we draw on social exchange theory and predict differences in work perceptions, attitudes, and behaviors of foreign versus local employees based on differences in their exchange relationships. We then draw on social comparison theories and propose that these differences in perceptions, attitudes, and behaviors will be accentuated for workers in jobs with high task interdependence. We examined these hypotheses in a field study of 466 ethnic Chinese employees (213 foreign workers from the People's Republic of China and 253 local workers in Singapore with ongoing employment status). Results demonstrate lower distributive justice judgments, performance, and organizational citizenship for foreign versus local employees. Furthermore, results demonstrate that differences in distributive and procedural justice, performance, and organizational citizenship were heightened by task interdependence. We discuss findings and the implications of employing foreign workers. Copyright © 2003 John Wiley & Sons, Ltd.

Journal of Applied Psychology, 2006

In this study, the authors developed and tested a model of performance in job interviews that exa... more In this study, the authors developed and tested a model of performance in job interviews that examines the mediating role of interviewing self-efficacy (I-SE; job applicants' beliefs about their interviewing capabilities) in linking personality and biographical background with interview success and the moderating role of locus of causality attributions in influencing the relationship between interview success and subsequent I-SE. The authors tested their model (over 5 months' duration) with matched data from 229 graduating seniors, firms, and university records. Hierarchical regression analyses demonstrated I-SE mediated the effects of Extraversion, Conscientiousness, and leadership experience on interview success. Locus of causality attributions for interview outcomes moderated the relationship between interview success and subsequent I-SE. Theoretical and practical implications are discussed.

Although international assignments are recognized as important mechanisms for developing global l... more Although international assignments are recognized as important mechanisms for developing global leaders in organizations, existing research has focused primarily on leaders' performance during international assignments, rather than on the developmental outcomes gained from such assignments. We integrate research on experiential learning and cultural intelligence to propose a

Organizational Behavior and Human Decision Processes, 2001

replicate past research and demonstrate improved decision quality for individuals exposed to a mi... more replicate past research and demonstrate improved decision quality for individuals exposed to a minority perspective. Moreover, minority influence targets with high horizontal individualism and low horizontal collectivism made higher quality decisions. Influence targets with high vertical collectivism demonstrated higher quality decisions when the influence agent held a high status position in the group. Results also demonstrate that influence agents with high vertical individualism experienced less role stress than those with low vertical individualism. Finally, influence agents with low role stress were more effective in influencing the decision making of others. We discuss our findings in terms of boundary conditions to the minority influence process. ᭧ instance, theorized that exposure to minority influence causes individuals to consider multiple alternatives and engage in more elaborate cognitive processes. Similarly, research on cognitive conflict also demonstrates that exposure to different perspectives can be beneficial to

Management and Organization Review, 2007

We enhance the theoretical precision of cultural intelligence (CQ: capability to function effecti... more We enhance the theoretical precision of cultural intelligence (CQ: capability to function effectively in culturally diverse settings) by developing and testing a model that posits differential relationships between the four CQ dimensions (metacognitive, cognitive, motivational and behavioural) and three intercultural effectiveness outcomes (cultural judgment and decision making, cultural adaptation and task performance in culturally diverse settings). Before testing the model, we describe development and cross-validation (N = 1,360) of the multidimensional cultural intelligence scale (CQS) across samples, time and country. We then describe three substantive studies (N = 794) in field and educational development settings across two national contexts, the USA and Singapore. The results demonstrate a consistent pattern of relationships where metacognitive CQ and cognitive CQ predicted cultural judgment and decision making; motivational CQ and behavioural CQ predicted cultural adaptation; and metacognitive CQ and behavioural CQ predicted task performance. We discuss theoretical and practical implications of our model and findings. KEYWORDS cultural adaptation, cultural intelligence, cultural judgment and decision making, individual difference, task performance Management and Organization Review 3:3 335-371 our hypotheses using multiple settings, tasks and measures to triangulate results. Overall, we aim to advance CQ research and offer practical implications for effectiveness in culturally diverse situations.

Group & Organization Management, 2005

Our study examines two models of helping behavior in work groups. Our first model is a crosslevel... more Our study examines two models of helping behavior in work groups. Our first model is a crosslevel model and predicts that group-level cohesion, cooperative norms, and task conflict are related to individual helping behavior (peer-rated). Results support our hypotheses and further demonstrate that of the three group characteristics, cooperative norms have the strongest relationship with individual helping behavior. Our second model is a group-level model and examines the relationships among configural conceptualizations of group-level helping and group performance in conjunctive tasks. Results demonstrate that the least and the most helpful members in the group influence group performance in interesting ways. We conclude by discussing implications of our findings for practice and future research.

Journal of Organizational Behavior, 2004

An increasing number of scholars and practitioners have emphasized the importance of 'feelings of... more An increasing number of scholars and practitioners have emphasized the importance of 'feelings of ownership' for the organization (even when employees are not legal owners). In this exploratory study, we examine the relationships of psychological ownership with work attitudes and work behaviors. We start by developing hypotheses based on the psychology of possession and psychological ownership literatures. We then test these hypotheses with data from three field samples, using responses from over 800 employees, as well as manager and peer observations of employee behavior. Results demonstrate positive links between psychological ownership for the organization and employee attitudes (organizational commitment, job satisfaction, organization-based self-esteem), and work behavior (performance and organizational citizenship). More important, psychological ownership increased explained variance in organization-based self-esteem and organizational citizenship behavior (both peer and supervisor observations of citizenship), over and above the effects of job satisfaction and organizational commitment. Contrary to prior theoretical work on psychological ownership, results, however, fail to show an incremental value of psychological ownership in predicting employee performance.

Human Relations, 2010

This article tests an integrative conceptual model of organizational citizenship behaviors (OCB) ... more This article tests an integrative conceptual model of organizational citizenship behaviors (OCB) that combines two dominant distinctions in types of OCB (individual versus organizational target and promotive versus protective orientation). Challenging past research that has viewed OCB as unidimensional, we propose conceptually meaningful differences in the ways that employees perceive roles and rewards in relation to different dimensions of OCB.