Robert H Moorman
Biographic Data
| ID | 122750 |
|---|---|
| NAME | Robert H Moorman |
| GIVEN NAMES | Robert H |
| FAMILY NAME | Moorman |
| SIGNATURE | MOORMAN R H |
| AFFILIATIONS | West Virginia University |
| ORCID | 0000-0003-0333-4244 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 112 |
| WORKS AS AUTHOR | 11 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1991 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 3 |
Driving the Extra Mile in the Gig Economy
The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB) is a form of job performance whereby motives …
Sustaining Engagement
We propose that followers with leaders who exhibit any or all of the dark triad leadership traits, may be able to mitigate negative effects through their resilience. In this study, we use Job Demands-Resources theory to propose moderated relationships among follower perceptions of their leader's psychopathic, Machiavellian, or narcissistic traits, follower engagement, and follower resilience. We found support for two of three hypotheses: Follower…
Understanding How Perceived Leader Integrity Affects Follower Trust
Even though much research has emerged recently supporting the importance of perceived leader integrity judgments on how followers develop trust in their leaders, our efforts to understand possible mechanisms for these relationships have not yet yielded detailed explanations. One reason for this is that most research on perceived leader integrity and trust has used unidimensional measures of each construct, even though recent research has called f…
The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB
In this study of 116 Chinese managers of state-owned businesses in Shanghai and Tianjin and 109 American managers attending an Executive MBA program, nationality, work role centrality, and work locus of control were examined as possible reasons for why an individual might include behaviors typically characterized as organizational citizenship behavior (OCB) as in-role job behaviors (role definition). Nationality was found to be directly related t…
Can Electronic Performance Monitoring Be Fair? Exploring Relationships Among Monitoring Characteristics, Perceived Fairness, and Job Performance
With the increased use of technology in all areas of human resource management, many organizations are using electronic and computerized means for monitoring and assessing employee performance. We tested three path models that explored whether the perception of certain characteristics of an electronic performance monitoring (EPM) system might relate to 1) the perceived fairness of that system and 2) employee performance. Results suggest that perc…
Does Perceived Organizational Support Mediate the Relationship Between Procedural Justice and Organizational Citizenship Behavior?
Our purpose was to test an explanation of how procedural justice may influence organizational citizenship behavior (OCB). The model tested suggests that procedural justice affects OCB by influencing perceived organizational support, which in turn prompts employees to reciprocate with organizational citizenship behaviors. Results suggest that procedural justice is an antecedent to perceived organizational support, which in turn fully mediates its …
Individualism‐collectivism as an individual difference predictor of organizational citizenship behavior
Though it appears intuitively appealing that individual differences should be related to a person's decision to perform citizenship behaviors, the search for such individual differences has yet to yield clear results. In this study, data were collected to assess the extent of a relationship between individualism–collectivism as a within culture individual difference and self‐reports of organizational citizenship behaviors. Results suggest that if…
Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior.
This study examined relationships among three methods of leader monitoring, employee perceptions of workplace justice, and employee citizenship behavior. We hypothesized that monitoring would negatively affect citizenship because close control may keep employees from performing duties seen as extra and perhaps not leading to rewards. However, we also hypothesized that monitoring's focus on gathering unbiased information would positively influence…
The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior
One of the most widely believed maxims of management is that a happy worker is a productive worker. However, most research on the nature of the relationship between job satisfaction and job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which job performance is measured. Numerous studies have been published that showed that using Orga…
Fairness and organizational citizenship behavior
Relationship between organizational justice and organizational citizenship behaviors
This study examined the relationship between perceptions of fairness and organizational citizenship (extrarole) behaviors in a sample drawn from two firms in the midwestern United States. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Structural equation analysis with LISREL7 found support for four hypotheses, including support for a relationship between …
Individualism‐collectivism as an individual difference predictor of organizational citizenship behavior
Though it appears intuitively appealing that individual differences should be related to a person's decision to perform citizenship behaviors, the search for such individual differences has yet to yield clear results. In this study, data were collected to assess the extent of a relationship between individualism–collectivism as a within culture individual difference and self‐reports of organizational citizenship behaviors. Results suggest that if…
The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior
One of the most widely believed maxims of management is that a happy worker is a productive worker. However, most research on the nature of the relationship between job satisfaction and job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which job performance is measured. Numerous studies have been published that showed that using Orga…
Fairness and organizational citizenship behavior
Understanding How Perceived Leader Integrity Affects Follower Trust
Even though much research has emerged recently supporting the importance of perceived leader integrity judgments on how followers develop trust in their leaders, our efforts to understand possible mechanisms for these relationships have not yet yielded detailed explanations. One reason for this is that most research on perceived leader integrity and trust has used unidimensional measures of each construct, even though recent research has called f…
The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB
In this study of 116 Chinese managers of state-owned businesses in Shanghai and Tianjin and 109 American managers attending an Executive MBA program, nationality, work role centrality, and work locus of control were examined as possible reasons for why an individual might include behaviors typically characterized as organizational citizenship behavior (OCB) as in-role job behaviors (role definition). Nationality was found to be directly related t…
Can Electronic Performance Monitoring Be Fair? Exploring Relationships Among Monitoring Characteristics, Perceived Fairness, and Job Performance
With the increased use of technology in all areas of human resource management, many organizations are using electronic and computerized means for monitoring and assessing employee performance. We tested three path models that explored whether the perception of certain characteristics of an electronic performance monitoring (EPM) system might relate to 1) the perceived fairness of that system and 2) employee performance. Results suggest that perc…
Relationship between organizational justice and organizational citizenship behaviors
This study examined the relationship between perceptions of fairness and organizational citizenship (extrarole) behaviors in a sample drawn from two firms in the midwestern United States. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Structural equation analysis with LISREL7 found support for four hypotheses, including support for a relationship between …
Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior.
This study examined relationships among three methods of leader monitoring, employee perceptions of workplace justice, and employee citizenship behavior. We hypothesized that monitoring would negatively affect citizenship because close control may keep employees from performing duties seen as extra and perhaps not leading to rewards. However, we also hypothesized that monitoring's focus on gathering unbiased information would positively influence…
The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior
One of the most widely believed maxims of management is that a happy worker is a productive worker. However, most research on the nature of the relationship between job satisfaction and job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which job performance is measured. Numerous studies have been published that showed that using Orga…
Fairness and organizational citizenship behavior
Individualism‐collectivism as an individual difference predictor of organizational citizenship behavior
Though it appears intuitively appealing that individual differences should be related to a person's decision to perform citizenship behaviors, the search for such individual differences has yet to yield clear results. In this study, data were collected to assess the extent of a relationship between individualism–collectivism as a within culture individual difference and self‐reports of organizational citizenship behaviors. Results suggest that if…
Does Perceived Organizational Support Mediate the Relationship Between Procedural Justice and Organizational Citizenship Behavior?
Our purpose was to test an explanation of how procedural justice may influence organizational citizenship behavior (OCB). The model tested suggests that procedural justice affects OCB by influencing perceived organizational support, which in turn prompts employees to reciprocate with organizational citizenship behaviors. Results suggest that procedural justice is an antecedent to perceived organizational support, which in turn fully mediates its …
Can Electronic Performance Monitoring Be Fair? Exploring Relationships Among Monitoring Characteristics, Perceived Fairness, and Job Performance
With the increased use of technology in all areas of human resource management, many organizations are using electronic and computerized means for monitoring and assessing employee performance. We tested three path models that explored whether the perception of certain characteristics of an electronic performance monitoring (EPM) system might relate to 1) the perceived fairness of that system and 2) employee performance. Results suggest that perc…
The Effects of Nationality Work Role Centrality, and Work Locus of Control on Role Definitions of OCB
In this study of 116 Chinese managers of state-owned businesses in Shanghai and Tianjin and 109 American managers attending an Executive MBA program, nationality, work role centrality, and work locus of control were examined as possible reasons for why an individual might include behaviors typically characterized as organizational citizenship behavior (OCB) as in-role job behaviors (role definition). Nationality was found to be directly related t…
Understanding How Perceived Leader Integrity Affects Follower Trust
Even though much research has emerged recently supporting the importance of perceived leader integrity judgments on how followers develop trust in their leaders, our efforts to understand possible mechanisms for these relationships have not yet yielded detailed explanations. One reason for this is that most research on perceived leader integrity and trust has used unidimensional measures of each construct, even though recent research has called f…
Driving the Extra Mile in the Gig Economy
The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB) is a form of job performance whereby motives …
Sustaining Engagement
We propose that followers with leaders who exhibit any or all of the dark triad leadership traits, may be able to mitigate negative effects through their resilience. In this study, we use Job Demands-Resources theory to propose moderated relationships among follower perceptions of their leader's psychopathic, Machiavellian, or narcissistic traits, follower engagement, and follower resilience. We found support for two of three hypotheses: Follower…
Job Satisfaction and Organizational Behavior (10 works) · Psychology (10 works) · Social Psychology (10 works) · Organizational citizenship behavior (7 works) · Organizational commitment (7 works) · Social Psychology (7 works) · Political science (5 works) · Cultural Differences and Values (4 works) · Economic Justice (4 works) · Law (4 works)