Jonathon R.B. Halbesleben

Burnout in Organizational Life

Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and directions for the future of burnout research.

Awareness of temporal complexity in leadership of creativity and innovation: A competency-based model

Abstract Time has become an integral part of our understanding of the context of organizations, particularly as the pace of change in business models continues to mirror the relatively fast evolution of technology. The importance of time is particularly magnified in the social context of organizational creativity, as innovation has become the key strategic orientation of organizations attempting to achieve a sustained competitive advantage in todays knowledge-rich and hypercompetitive global environment. This paper integrates research on social aspects of time, leadership, and innovation into a competency-based model. We suggest that awareness of temporal complexity dimensions has a significant impact on the leader competency set that is critical to lead people effectively in innovation-focused projects.

Managing customers as employees of the firm

This paper discusses the role that customers play as human resources in service‐based organizations. These involve situations where a customer replaces a more traditional employee (ATMs, self‐serve gas stations), or situations where the customer serves as a strategic partner by providing resources, particularly information, that are critical for the performance of the service exchange (consulting, health care, physical fitness training). After discussing the conditions under which a customer acts as a “partial employee” of a firm, we turn to a discussion of how human resource functions apply to partial employees. Research propositions are offered to guide future research in customer labor contributions.

Considering the Labor Contributions of Students: An Alternative to the Student-as-Customer Metaphor

Abstract Education researchers frequently have promoted the view of students as customers and of education as a service that they purchase. In this article, the authors argue that the student-as-customer metaphor is problematic and propose a more appropriate metaphor based on the literature concerning customer labor contributions in human resources management. The authors provide strategies that instructors can use to manage the labor contributions of students.

Pluralistic ignorance: historical development and organizational applications

This paper examines the historical development of pluralistic ignorance as a construct and its application to organizational studies. Pluralistic ignorance is a social comparison error where an individual holds an opinion, but mistakenly believes that others hold the opposite opinion. Pluralistic ignorance was first developed as an important social construct in the 1920s by social psychologist Floyd Allport, and has been applied to myriad settings in psychology and sociology, including racial segregation, student perceptions of alcohol use, and classroom behavior. Despite work in pluralistic ignorance for over 75 years, it has only recently been applied to management settings. Management scholars have suggested applications of pluralistic ignorance to decision‐making, business ethics, group dynamics, performance appraisal, and burnout. Other management applications are proposed as a means to guide research in pluralistic ignorance in the future.

Course management and students’ expectations: theory‐based considerations

This paper proposes a theoretical, yet practical, framework for managing the formation process of students unrealistic expectations in a college course. Using relational contracting theory, alternative teacher interventions, aimed at effective management of students expectations about the course, are described. Also, the formation of the student entitlement process is examined. Finally, a matrix of remedies for effective management of students unrealistic expectations is proposed. In conclusion, practical implications of the proposed framework for the advancement of teaching scholarship are outlined.

Socializing Ethical Behavior of Foreign Employees in Multinational Corporations

Ethical behavior of employees in multinational corporations (MNCs) is growing in importance as ‘‘intellectual teamwork becomes for knowledge economy what oil was for industrial economy’’ (Kanter 1999:39). Corporate ethics, articulated in the corporate code of ethics as the central aspect of corporate culture, is the primary enabler not only of cooperative behavior in a MNC but also of individual employees’ propensity to share innovative knowledge, pursue quality and relate to customers across the globe (Briggs 1992). Personal moral philosophies, ethical perceptions, ethical judgments, and ethical intentions of employees in a MNC vary across cultural backgrounds (Allmon et al. 1997). Moreover, as perceived ethical problems (Armstrong 1993) and standards of ethical norms (Tsalikis and Nwachukwu 1988) vary across cultures, members of various cultural groups may react differently to ethical issues that are common in a MNC’s conduct of business. Therefore, Sarwono and Armstrong (2001: 52) argue that, through a proactive engagement of the corporate international HR function, the ‘‘establishment of ethical corporate culture and formalized codes of conduct are recommended and needed for future ethics training.’’ Past research contributions in international HRM relative to ethical dimensions of training have been mostly focused on expatriate assignments. McDonald and Zepp (1988) recommend that the pre-assignment acculturation program for expatriates should include an element of training for culture-specific ethical perceptions held by local managers. Sarwono and Armstrong (2001) add that local managers, who will interact with expatriates during the assignment, should be included in the program. However, these and other past recommendations have curiously neglected to address the topic of acculturation and socialization of foreign country nationals (FCNs) employed in the domestic organization of a MNC. The purpose of this paper is to develop an efficient way of socializing FCN employees into the domestic organization of a MNC by appropriate communication of the corporate code of ethics. First, the theoretical foundation of an appropriate frame of reference for the internalization of the corporate code of ethics by FCN employees is developed using the theoretical perspective of transaction cost economics (TCE). Second, the variables grounded in the TCE perspective are used to build the framework for acculturation of FCN employees to the code of conduct in the domestic organization. Third, the beneficial impact of the suggested framework on the ethical behavior of FCN employees in the domestic organization of a MNC is examined.

The Costs and Benefits of Working with those you Love: A Demand/Resource Perspective on Working with Family

Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships offer a unique perspective by which to understand the work/family interface; however, relatively little research has explored the implications of working with family for employee stress and well-being. In this chapter, we review the existing research concerning stress associated with working with family. We integrate this research into broader demand/resource perspectives on employee stress and well-being, highlighting the manner in which working with family provides unique demands and resources through differences in work–family linking mechanisms. We conclude with suggestions for future research that might enhance our understanding of the work/family interface by considering the dynamics of working with family.

Multi-level strategic HRM: Facilitating competitive advantage through social networks and supply chains

Taggar, Sulsky, and MacDonald have presented an integrated model that links organizational strategy, the environment, and human resources management. This commentary analyzes their model, identifying a number of missed opportunities that are not adequately integrated into the model. Moreover, we propose two directions for expanding their model, including a consideration of social network theory and the global supply chain. By expanding Taggar et al.s model to consider social networks and the supply chain, we believe that it will better capture the complexity of contemporary organizations while supporting the fecund ideas that Taggar et al. have proposed.

The influence of great theoretical works on subsequent empirical work

The present paper seeks to understand the influence of great works through the relationship between theoretical and empirical publications. The authors examined three samples of articles published in the Academy of Management Review and used the grounded theory approach of qualitative analysis to help identify differences and similarities between theory articles that have led to empirical tests and those articles that have not. It was found that those theory articles with concise introductions drawn from disparate academic domains, proposed empirical designs, methodologies, and measurement strategies, and discussions that reiterate the need for the prescribed theory are more likely to receive empirical consideration than those theory articles that do not include these factors.