Sibila E Seibert
Biographic Data
| ID | 1397322 |
|---|---|
| NAME | Sibila E Seibert |
| GIVEN NAMES | Sibila E |
| FAMILY NAME | Seibert |
| SIGNATURE | SEIBERT S E |
| AFFILIATIONS | University of Iowa |
| ORCID | 0000-0001-8724-7345 |
| VERIFIED | Yes |
| TOTAL WORKS | 17 |
| TOTAL CITATIONS | 10 |
| AUTHOR COUNT | 17 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1981 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 2 |
Toward a broader understanding of career shocks
Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a…
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
Understanding organizational embeddedness and career success
Integrating job embeddedness theory with the sponsored and contest mobility perspectives, we developed and tested a model linking organizational embeddedness with two indicators of career success within the organization (promotion and career satisfaction), via the mediating roles of employees' organizational sponsorship network and job‐related human capital development. Data from 188 employees and their supervisors over a 1‐year period showed tha…
More than grateful
Scholars typically view employee responses to psychological contract (PC) fulfillment as a form of reciprocity; in exchange for the organization fulfilling its promises, the employee willingly contributes their time and effort toward company goals. In this article, we ask if employee responses are based not on gratitude, but rather on the employee’s desire to maintain the benefits associated with PC fulfillment. Specifically, we argue that PC ful…
A Tale of Two Sample Sources
Even the best laid plans sometimes go askew
Drawing on career self-management frameworks as well as image theory and the unfolding model of turnover, we developed a model predicting early career employees' decisions to pursue graduate education. Using a sample of 337 alumni from 2 universities, we found that early career individuals with intrinsic career goals, who engaged in career planning, who were less satisfied with their career, or who experienced impactful positive career shocks wer…
Antecedents and outcomes of organizational support for development
This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between…
Antecedents and consequences of psychological and team empowerment in organizations
This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empow…
The Relationship of Personality to Entrepreneurial Intentions and Performance
A set of meta-analyses were conducted to examine the relationship of personality to outcomes associated with two different stages of the entrepreneurial process: entrepreneurial intentions and entrepreneurial performance. A broad range of personality scales were categorized into a parsimonious set of constructs using the Five Factor model of personality. The results show that four of the Big Five personality dimensions were associated with both d…
The Big Five personality dimensions and entrepreneurial status
In this study, the authors used meta-analytical techniques to examine the relationship between personality and entrepreneurial status. Personality variables used in previous studies were categorized according to the five-factor model of personality. Results indicate significant differences between entrepreneurs and managers on 4 personality dimensions such that entrepreneurs scored higher on Conscientiousness and Openness to Experience and lower …
The Mediating Role of Self-Efficacy in the Development of Entrepreneurial Intentions.
The purpose of this study was to investigate the mediating role of self-efficacy in the development of students' intentions to become entrepreneurs. The authors used structural equation modeling with a sample of 265 master of business administration students across 5 universities to test their hypotheses. The results showed that the effects of perceived learning from entrepreneurship-related courses, previous entrepreneurial experience, and risk …
Taking Empowerment to the Next Level
Most research to date has approached employee empowerment as an individual-level phenomenon. In this study we proposed a work-unit-level construct, empowerment climate, and tested a multiple-level model integrating macro and micro approaches to empowerment. Empowerment climate was shown to be empirically distinct from psychological empowerment and positively related to manager ratings of work-unit performance. A cross-level mediation analysis usi…
What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success
We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2‐year longitudinal design with data from a sample of 180 full‐time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all mea…
The Five-Factor Model of Personality and Career Success
Proactive personality and career success.
This study examined the relationship between proactive personality and career success by surveying a sample of 496 employees (320 men and 176 women) from a diverse set of occupations and organizations. Proactive personality was positively associated with both self-reported objective (salary and promotions) and subjective (career satisfaction) indicators of career success. Hierarchical regression analyses showed that proactive personality explaine…
Psychological Empowerment as a Multidimensional Construct
The construct validity of scores on Spreitzer’s Psychological Empowerment scale was examined. Confirmatory factor analysis (CFA) of data from a sample of 160 nurses showed substantial support for Spreitzer’s four empowerment dimensions: meaning, competence, self-determination, and impact. In contrast to Spreitzer’s findings, the results of this study indicated that self-determination is a precursor of impact. This finding was cross-validated with…
Argentina y Canadá
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
More than grateful
Scholars typically view employee responses to psychological contract (PC) fulfillment as a form of reciprocity; in exchange for the organization fulfilling its promises, the employee willingly contributes their time and effort toward company goals. In this article, we ask if employee responses are based not on gratitude, but rather on the employee’s desire to maintain the benefits associated with PC fulfillment. Specifically, we argue that PC ful…
Understanding organizational embeddedness and career success
Integrating job embeddedness theory with the sponsored and contest mobility perspectives, we developed and tested a model linking organizational embeddedness with two indicators of career success within the organization (promotion and career satisfaction), via the mediating roles of employees' organizational sponsorship network and job‐related human capital development. Data from 188 employees and their supervisors over a 1‐year period showed tha…
Argentina y Canadá
Proactive personality and career success.
This study examined the relationship between proactive personality and career success by surveying a sample of 496 employees (320 men and 176 women) from a diverse set of occupations and organizations. Proactive personality was positively associated with both self-reported objective (salary and promotions) and subjective (career satisfaction) indicators of career success. Hierarchical regression analyses showed that proactive personality explaine…
Psychological Empowerment as a Multidimensional Construct
The construct validity of scores on Spreitzer’s Psychological Empowerment scale was examined. Confirmatory factor analysis (CFA) of data from a sample of 160 nurses showed substantial support for Spreitzer’s four empowerment dimensions: meaning, competence, self-determination, and impact. In contrast to Spreitzer’s findings, the results of this study indicated that self-determination is a precursor of impact. This finding was cross-validated with…
What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success
We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2‐year longitudinal design with data from a sample of 180 full‐time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all mea…
The Five-Factor Model of Personality and Career Success
Taking Empowerment to the Next Level
Most research to date has approached employee empowerment as an individual-level phenomenon. In this study we proposed a work-unit-level construct, empowerment climate, and tested a multiple-level model integrating macro and micro approaches to empowerment. Empowerment climate was shown to be empirically distinct from psychological empowerment and positively related to manager ratings of work-unit performance. A cross-level mediation analysis usi…
The Mediating Role of Self-Efficacy in the Development of Entrepreneurial Intentions.
The purpose of this study was to investigate the mediating role of self-efficacy in the development of students' intentions to become entrepreneurs. The authors used structural equation modeling with a sample of 265 master of business administration students across 5 universities to test their hypotheses. The results showed that the effects of perceived learning from entrepreneurship-related courses, previous entrepreneurial experience, and risk …
The Big Five personality dimensions and entrepreneurial status
In this study, the authors used meta-analytical techniques to examine the relationship between personality and entrepreneurial status. Personality variables used in previous studies were categorized according to the five-factor model of personality. Results indicate significant differences between entrepreneurs and managers on 4 personality dimensions such that entrepreneurs scored higher on Conscientiousness and Openness to Experience and lower …
The Relationship of Personality to Entrepreneurial Intentions and Performance
A set of meta-analyses were conducted to examine the relationship of personality to outcomes associated with two different stages of the entrepreneurial process: entrepreneurial intentions and entrepreneurial performance. A broad range of personality scales were categorized into a parsimonious set of constructs using the Five Factor model of personality. The results show that four of the Big Five personality dimensions were associated with both d…
Antecedents and outcomes of organizational support for development
This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between…
Antecedents and consequences of psychological and team empowerment in organizations
This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empow…
Even the best laid plans sometimes go askew
Drawing on career self-management frameworks as well as image theory and the unfolding model of turnover, we developed a model predicting early career employees' decisions to pursue graduate education. Using a sample of 337 alumni from 2 universities, we found that early career individuals with intrinsic career goals, who engaged in career planning, who were less satisfied with their career, or who experienced impactful positive career shocks wer…
A Tale of Two Sample Sources
More than grateful
Scholars typically view employee responses to psychological contract (PC) fulfillment as a form of reciprocity; in exchange for the organization fulfilling its promises, the employee willingly contributes their time and effort toward company goals. In this article, we ask if employee responses are based not on gratitude, but rather on the employee’s desire to maintain the benefits associated with PC fulfillment. Specifically, we argue that PC ful…
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
Understanding organizational embeddedness and career success
Integrating job embeddedness theory with the sponsored and contest mobility perspectives, we developed and tested a model linking organizational embeddedness with two indicators of career success within the organization (promotion and career satisfaction), via the mediating roles of employees' organizational sponsorship network and job‐related human capital development. Data from 188 employees and their supervisors over a 1‐year period showed tha…
Toward a broader understanding of career shocks
Career shocks have become an increasingly important part of current careers scholarship. In this article, we focus on the role of career shocks in career choice, career development, and career adaptation by exploring interdisciplinary connections with the domains of: (1) job search, (2) human resource management, (3) entrepreneurship, and (4) diversity. Specifically, we argue that a self-regulated job search process is likely often triggered by a…
Psychology (15 works) · Social Psychology (15 works) · Job Satisfaction and Organizational Behavior (11 works) · Political science (6 works) · Applied Psychology (5 works) · Personality (5 works) · Big Five personality traits (4 works) · Career development (4 works) · Entrepreneurship Studies and Influences (4 works) · Gender Diversity and Inequality (4 works)