Joy H. Karriker

Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model †

This research explores the differential effects of multifoci organizational justice perceptions on organizational citizenship behavior. Based on data collected from 217 employee—supervisor dyads, our findings clarify the bi-focal nature of distributive and procedural justice, illuminate the mono-focus of interpersonal justice, and support the premise that justice investments yield exponential behavioral responses that are sometimes mediated by the quality of the employee— supervisor relationship.

Cyclical Group Development and Interaction-based Leadership Emergence in Autonomous Teams: An Integrated Model

Cyclical models of group development may be integrated with an interactive model of leadership emergence in autonomous teams. This paper contextualizes the interaction of leader traits and situational factors in the cycling of an autonomous team within and between the storming, norming and performing phases of group development.

Emotional intelligence skills: the building blocks of defence against emotional labour burnout

We examined the moderating role of the four emotional intelligence components on the emotional labour perceptions – burnout relationship. Several hypotheses were tested to evaluate the relationship between subject emotional labour perceptions and burnout. Specifically, we hypothesised that emotional intelligence abilities alleviated burnout related to emotional labour perceptions. The results supported some of the hypothesised relationships, and we found that some emotional intelligence abilities were effective in moderating the relationship between emotional labour perceptions and burnout. Implications, limitations, and directions for future research are discussed.

Team Composition, Distributed Leadership, and Performance: It’s Good to Share

The contemporary work environment encourages new models of leadership that support influential behavior across teams. Leadership shared in this way improves team effectiveness and performance and is of interest to both scholars and practitioners. We examine shared leadership influences in the presence of other characteristics that distinguish teams, namely, team size and sex diversity. Using hierarchical multiple regression tests on information gathered from 241 teams during a strategy simulation exercise, we find evidence of a positive relationship between shared leadership and performance over and above the influence of team size and sex diversity. Additionally, we dimensionalize performance to examine impacts of team characteristics on different desirable outcomes and find that team size has a positive relationship with financial performance but a negative relationship with strategic performance. Theoretical and practical implications of these findings are discussed.

More Than Just Fun and Games BSG and Glo-Bus as Strategic Education Instruments

Simulations like the BSG and Glo-Bus allow students the opportunity to practice their integrated, strategic management skills in a relatively risk-free environment or “live case.” We review these games and address their strengths, along with the challenges associated with their classroom application. Because of their sound designs and intimacy with the principles of strategic management, the BSG and Glo-Bus provide unique and particularly rich contexts for student application of capstone constructs through complex, yet enjoyable, competitive frameworks.

Acting and performing: influences of manager emotional intelligence

The purpose of this paper is to examine the predictive role of manager emotional intelligence (MEI) with regard to emotional labor efforts and outcomes relationships. Testing evaluated the influence of MEI on the effects of emotional labor activities employed by subordinates (e.g. surface and active deep acting).,Relationships were examined between the emotional labor efforts employed by subordinates and their levels of depressed mood, as well as the supervisory leaders’ evaluations of the subordinates’ emotional performance resulting indirectly and directly from the emotional labor activities. Specifically, hypotheses that MEI will influence the performance of emotional labor and the effects of such activities on depressed mood and emotional performance were tested.,Findings indicate that MEI moderates the impact of depressed mood on emotional performance.,This research adds to the emotional intelligence literature and enhances practical understanding of how organizations dependent on relationship-oriented, successful customer care can sponsor employee actions that facilitate results.