Smriti Anand
Datos Biográficos
| ID | 4006982 |
|---|---|
| NOMBRE | Smriti Anand |
| NOMBRES | Smriti |
| APELLIDO | Anand |
| FIRMA | ANAND S |
| AFILIACIONES | Illinois Institute of Technology |
| ORCID | 0000-0002-7359-7835 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 12 |
| TOTAL DE CITAS | 24 |
| TOTAL COMO AUTOR | 11 |
| TOTAL COMO EDITOR | 1 |
| PRIMER AÑO DE PUBLICACIÓN | 2010 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2025 |
| ÍNDICE H | 3 |
Individualized Deals for Overqualified Employees
In this study, we extend overqualification research by examining the indirect relationship between supervisor perceptions of employee overqualification and performance outcomes via task i‐deals. We predict that employees are more likely to be granted task i‐deals to the degree to which they are perceived as overqualified by their supervisors, which in turn indirectly and positively affects their task performance and citizenship behaviors. Further…
Beyond good ideas
As Human Relations continues to attract an increasing number of quantitative methods-based research submissions from scholars worldwide, ensuring the quality, coherence, and rigor of these contributions remains central to the journal’s mission. This editorial identifies the major challenges we observe in submissions and makes key recommendations for strengthening both theoretical and methodological foundations of quantitative submissions consider…
Capturing a moving target
Artificial intelligence (AI) has become part and parcel of scientific knowledge production since the latest iterations of generative AI models (e.g., ChatGPT, DeepSeek, Claude, or Gemini) became widely available. Given AI has rapidly evolved since the initial release of ChatGPT in 2022, researching how AI’s capabilities impact organizations and how researchers make use of AI tools can be likened to a moving target. In this editorial essay, we exp…
Other-oriented emotional intelligence, OCBs, and job performance
In this study, we draw on social identity and social exchange theory to propose pathways via which emotional intelligence directed toward others in the organization has an impact on employee effectiveness. Findings from 122 supervisor-employee dyads showed that employees' other-oriented emotional intelligence is related to their organizational citizenship behaviors (OCBs) via the mechanisms of building high-quality exchanges with one's leaders an…
You stay home, but we can't
Idiosyncratic Deals at Work
No family left behind
Most contemporary employers offer some policies to facilitate work–family (WF) balance for their employees. However, do the policies designed to help everyone suffice for unique employees with stigmatized social identities and non-traditional family structures? We conceptualize stigmatized family identity (SFI) to provide key insights on distinct WF issues experienced by such employees, and potential solutions in the form of person-specific work …
Human Relations virtual special issue
The article presents an introduction to the researches on the flexible work practices and work-family domain This virtual special issue sheds light on flexible work practices to tackle the problems of work-family boundary management The findings of each paper included in this issue explain how non-traditional work arrangements can be managed effectively to create a win-win for both employees and organizations A common and most important shared as…
Dyadic Relationships
We provide a review of research on dyadic relationships in work settings. The development, maintenance, and termination of relationships are discussed. Considerable attention is placed on the context in which dyadic relationships take place. Most recent developments in the study of dyadic relationships have involved multilevel research designs that incorporate direct and moderating influences of contextual variables on relationships. A wide range…
Family interference and employee dissatisfaction
Extending work–family conflict research, we draw on role theory and conservation of resources theory to propose a moderated-mediation model of the relationship between family interference with work, job stress, agreeableness and employee attitudes. We examined the moderating effect of employee agreeableness on the relationship between family interference with work and job and life satisfaction mediated by job stress. Hypotheses were tested in a s…
Response Heaping in Interviewer-Administered Surveys
Response heaping (also referred to as rounding or digit preference) occurs when respondents show a preference for rounded numbers (often those divisible by five or 10). Conventional wisdom is that this is the result of taking cognitive shortcuts to make question answering easier, and as such, that it may be a form of survey satisficing. In four studies, we test this conventional wisdom for the first time by exploring whether response heaping occu…
Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors.
Taking an approach integrating principles of leader-member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of those individuals in the LMX distribution, referred to as relative LMX, or RLMX. Our findings demonst…
Response Heaping in Interviewer-Administered Surveys
Response heaping (also referred to as rounding or digit preference) occurs when respondents show a preference for rounded numbers (often those divisible by five or 10). Conventional wisdom is that this is the result of taking cognitive shortcuts to make question answering easier, and as such, that it may be a form of survey satisficing. In four studies, we test this conventional wisdom for the first time by exploring whether response heaping occu…
No family left behind
Most contemporary employers offer some policies to facilitate work–family (WF) balance for their employees. However, do the policies designed to help everyone suffice for unique employees with stigmatized social identities and non-traditional family structures? We conceptualize stigmatized family identity (SFI) to provide key insights on distinct WF issues experienced by such employees, and potential solutions in the form of person-specific work …
Capturing a moving target
Artificial intelligence (AI) has become part and parcel of scientific knowledge production since the latest iterations of generative AI models (e.g., ChatGPT, DeepSeek, Claude, or Gemini) became widely available. Given AI has rapidly evolved since the initial release of ChatGPT in 2022, researching how AI’s capabilities impact organizations and how researchers make use of AI tools can be likened to a moving target. In this editorial essay, we exp…
Human Relations virtual special issue
The article presents an introduction to the researches on the flexible work practices and work-family domain This virtual special issue sheds light on flexible work practices to tackle the problems of work-family boundary management The findings of each paper included in this issue explain how non-traditional work arrangements can be managed effectively to create a win-win for both employees and organizations A common and most important shared as…
Family interference and employee dissatisfaction
Extending work–family conflict research, we draw on role theory and conservation of resources theory to propose a moderated-mediation model of the relationship between family interference with work, job stress, agreeableness and employee attitudes. We examined the moderating effect of employee agreeableness on the relationship between family interference with work and job and life satisfaction mediated by job stress. Hypotheses were tested in a s…
Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors.
Taking an approach integrating principles of leader-member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of those individuals in the LMX distribution, referred to as relative LMX, or RLMX. Our findings demonst…
Response Heaping in Interviewer-Administered Surveys
Response heaping (also referred to as rounding or digit preference) occurs when respondents show a preference for rounded numbers (often those divisible by five or 10). Conventional wisdom is that this is the result of taking cognitive shortcuts to make question answering easier, and as such, that it may be a form of survey satisficing. In four studies, we test this conventional wisdom for the first time by exploring whether response heaping occu…
Family interference and employee dissatisfaction
Extending work–family conflict research, we draw on role theory and conservation of resources theory to propose a moderated-mediation model of the relationship between family interference with work, job stress, agreeableness and employee attitudes. We examined the moderating effect of employee agreeableness on the relationship between family interference with work and job and life satisfaction mediated by job stress. Hypotheses were tested in a s…
Dyadic Relationships
We provide a review of research on dyadic relationships in work settings. The development, maintenance, and termination of relationships are discussed. Considerable attention is placed on the context in which dyadic relationships take place. Most recent developments in the study of dyadic relationships have involved multilevel research designs that incorporate direct and moderating influences of contextual variables on relationships. A wide range…
Human Relations virtual special issue
The article presents an introduction to the researches on the flexible work practices and work-family domain This virtual special issue sheds light on flexible work practices to tackle the problems of work-family boundary management The findings of each paper included in this issue explain how non-traditional work arrangements can be managed effectively to create a win-win for both employees and organizations A common and most important shared as…
You stay home, but we can't
Idiosyncratic Deals at Work
No family left behind
Most contemporary employers offer some policies to facilitate work–family (WF) balance for their employees. However, do the policies designed to help everyone suffice for unique employees with stigmatized social identities and non-traditional family structures? We conceptualize stigmatized family identity (SFI) to provide key insights on distinct WF issues experienced by such employees, and potential solutions in the form of person-specific work …
Individualized Deals for Overqualified Employees
In this study, we extend overqualification research by examining the indirect relationship between supervisor perceptions of employee overqualification and performance outcomes via task i‐deals. We predict that employees are more likely to be granted task i‐deals to the degree to which they are perceived as overqualified by their supervisors, which in turn indirectly and positively affects their task performance and citizenship behaviors. Further…
Beyond good ideas
As Human Relations continues to attract an increasing number of quantitative methods-based research submissions from scholars worldwide, ensuring the quality, coherence, and rigor of these contributions remains central to the journal’s mission. This editorial identifies the major challenges we observe in submissions and makes key recommendations for strengthening both theoretical and methodological foundations of quantitative submissions consider…
Capturing a moving target
Artificial intelligence (AI) has become part and parcel of scientific knowledge production since the latest iterations of generative AI models (e.g., ChatGPT, DeepSeek, Claude, or Gemini) became widely available. Given AI has rapidly evolved since the initial release of ChatGPT in 2022, researching how AI’s capabilities impact organizations and how researchers make use of AI tools can be likened to a moving target. In this editorial essay, we exp…
Other-oriented emotional intelligence, OCBs, and job performance
In this study, we draw on social identity and social exchange theory to propose pathways via which emotional intelligence directed toward others in the organization has an impact on employee effectiveness. Findings from 122 supervisor-employee dyads showed that employees' other-oriented emotional intelligence is related to their organizational citizenship behaviors (OCBs) via the mechanisms of building high-quality exchanges with one's leaders an…
Psychology (8 obras) · Computer Science (6 obras) · Job Satisfaction and Organizational Behavior (6 obras) · Social Psychology (5 obras) · Social Psychology (5 obras) · Sociology (5 obras) · Gender Diversity and Inequality (4 obras) · Political science (3 obras) · Public relations (3 obras) · Work-Family Balance Challenges (3 obras)