Christine A. Henle

Abusive Supervision and Subordinates' Organization Deviance

The authors developed an integrated model of the relationships among abusive supervision, affective organizational commitment, norms toward organization deviance, and organization deviance and tested the framework in 2 studies: a 2-wave investigation of 243 supervised employees and a cross-sectional study of 247 employees organized into 68 work groups. Path analytic tests of mediated moderation provide support for the prediction that the mediated effect of abusive supervision on organization deviance (through affective commitment) is stronger when employees perceive that their coworkers are more approving of organization deviance (Study 1) and when coworkers perform more acts of organization deviance (Study 2).

Internet recruiting and employment discrimination: a legal perspective

Abstract This article analyzes the growth of employee recruiting on the Internet and its legal implications. With present technology, employers can solicit job applications and screen prospective employees. An organizational economics framework suggests that electronic recruiting will make up an important dimension of human resource management activity in the future. The technology, however, may have a disparate impact on certain groups of workers, particularly ethnic minorities. The concluding part of the article suggests steps employers might take to avoid legal problems and to maintain diversity objectives within the organization.

Effects of Nonverbal Behavior on Perceptions of a Female Employee's Power Bases.

Abstract The authors extended a previous examination of the effects of nonverbal behavior on perceptions of a male employees power bases (H. Aguinis, M. M. Simonsen, & C. A. Pierce, 1998) by examining the effects of nonverbal behavior on perceptions of a female employees power bases. U.S. undergraduates read vignettes describing a female employee engaging in 3 types of nonverbal behavior (i.e., eye contact, facial expression, body posture) and rated their perceptions of the womans power bases (i.e., reward, coercive, legitimate, referent, expert, credibility). As predicted, (a) direct eye contact increased perceptions of coercive power, and (b) a relaxed facial expression decreased perceptions of all 6 power bases. Also as predicted, the present results differed markedly from those of Aguinis et al. (1998) regarding a male employee. The authors discuss implications for theory, future research, and the advancement of female employees.

Process, people, and conflict management in organizations

Purpose – In this viewpoint, the authors argue that the predominant method of analyzing conflict management focuses too heavily on the managerial interests in administrative efficiency and productivity rather than on the needs of individuals and organizations. The aim of this paper is to employ Webers analysis of conflict systems, specifically the distinction between formal and substantive rationality, to support the authors’ view.Design/methodology/approach – This is a viewpoint, where content is dependent on the authors opinion and interpretation.Findings – Conflict management based on Webers theories of formal and substantive rationality will benefit organizations and society by promoting a more positive perception of corporate behavior.Research limitations/implications – Future research could examine the relationship between organizational justice and the more global concepts of formality and rationality. Similarly, future research on justice may be expanded by through the notion and perception of ...