George C Banks
Biographic Data
| ID | 1660101 |
|---|---|
| NAME | George C Banks |
| GIVEN NAMES | George C |
| FAMILY NAME | Banks |
| SIGNATURE | BANKS G C |
| AFFILIATIONS | University of North Carolina at Charlotte |
| ORCID | 0000-0002-2261-2935 |
| VERIFIED | Yes |
| TOTAL WORKS | 29 |
| TOTAL CITATIONS | 14 |
| AUTHOR COUNT | 29 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Effect size benchmarks: Time for a causal renaissance
Crisis Leadership Behaviors: A Redirecting Review
Crises are a particularly important context for the study of leadership, yet our understanding of specific leader behaviors during these times is limited. The existing literature often portrays leaders as heroic figures who shepherd and guide people through crises. Our paper challenges the existing view and focuses on four key questions related to crisis leadership that we argue remain unanswered. Through a review of 82 studies in the crisis lead…
When Super (Wo)man Fails to Appear: Beyond Idealized Prototypes in Crisis Leadership
Crisis leadership has been a topic of interest for nearly a century. Recent works present an idealized, gendered template for such leadership by casting men as masculine protectors or superheroes and women as feminine nurturers or selfless, relational superwomen. Whereas the deductive evidence for such effects is mixed at best, our work examines if these idealized prototypes reflect the current realities of enacting leadership during a crisis. We…
Seeing with counterfactual lenses: Alternative assumptions at the intersection of leadership and identity
Trimming the fat: Identifying 15 underlying concepts from 26 in the social skills domain
A large number of concepts have been proposed to describe social skills and explain social goal attainment. In this work, we identified dozens of such concepts, which have been studied for many decades across a wide variety of social science disciplines. It has been suggested that the social skills literature lacks parsimony and conceptual clarity. We take stock of these challenges and describe their origins. We identify three conceptual limitati…
Where is “behavior” in organizational behavior? A call for a revolution in leadership research and beyond
Common methodological mistakes
Eight puzzles of leadership science
The triangulation of ethical leader signals using qualitative, experimental, and data science methods
A systematic review and meta-analysis of growth mindset interventions: For whom, how, and why might such interventions work
The role of discrete emotions in job satisfaction: A meta‐analysis
The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes.…
Is authenticity a “true self,” multiple selves, behavior, evaluation, or a hot mess? Response to Helmuth et al
We agree with Helmuth et al.'s (2023) assertion that authentic leadership (AL) has had a meteoric rise in attention and continues to appeal to the hearts and minds of many scientists and practitioners. Helmuth et al. (2023) further noted that AL is likely being applied in policy-related decisions, and as such, a renewed scientific conversation on the topic is warranted. That is, given the ubiquity of AL and its operationalization, the Authentic L…
Authorship agreements benefit researchers and research culture
Virtual charismatic leadership and signaling theory: A prospective meta-analysis in five countries
Job attitudes: A meta‐analytic review and an agenda for future research
Given the importance and popularity of employee job attitudes in academics and practice (e.g., annual engagement surveys), it is crucial to explore and summarize previous developments in the literature to identify ways to advance the field. The current review takes a systematic approach to exploring the nomological network, including investigating redundancy, of seven common job attitudes. We present a portfolio of evidence relying on three prima…
Ethical leadership: Mapping the terrain for concept cleanup and a future research agenda
"The "Goldilocks Zone: (Too) many confidence intervals in tests of mediation just exclude zero
803). We conclude with actionable QRP curtailment strategies so that both, academics and practitioners, can have greater and well-founded confidence in tests of mediation in psychological research. (PsycInfo Database Record (c) 2021 APA, all rights reserved)
Authorship Policies at U.S. Doctoral Universities: A Review and Recommendations for Future Policies
Intellectual contribution in the form of authorship is a fundamental component of the academic career. While research has addressed questionable and harmful authorship practices, there has largely been no discussion of how U.S. academic institutions interpret and potentially mitigate such practices through the use of institution-level authorship policies. To gain a better understanding of the role of U.S. academic institutions in authorship pract…
Scale Adaptation in Organizational Science Research: A Review and Best-Practice Recommendations
In describing measures used in their research, authors frequently report having adapted a scale, indicating that they changed something about it. Although such changes can raise concerns about validity, there has been little discussion of this practice in our literature. To estimate the prevalence and identify key forms of scale adaptation, we conducted two studies of the literature. In Study 1, we reviewed the descriptions of all scales ( N = 2,…
A consensus-based transparency checklist
We present a consensus-based checklist to improve and document the transparency of research reports in social and behavioural research. An accompanying online application allows users to complete the form and generate a report that they can submit with their manuscript or post to a public repository
Author Correction: A consensus-based transparency checklist
An amendment to this paper has been published and can be accessed via a link at the top of the paper
A Review of Best Practice Recommendations for Text Analysis in R (and a User-Friendly App)
Promoting an open research culture
Author guidelines for journals could help to promote transparency, openness, and reproducibility
A Meta‐Analytic Test of Redundancy and Relative Importance of the Dark Triad and Five‐Factor Model of Personality
We examined the relationships between M achiavellianism, narcissism, and psychopathy—the three traits of the D ark T riad ( DT )—and the F ive‐ F actor M odel ( FFM ) of personality. The review identified 310 independent samples drawn from 215 sources and yielded information pertaining to global trait relationships and facet‐level relationships. We used meta‐analysis to examine (a) the bivariate relations between the DT and the five global traits…
Social identity and applicant attraction: Exploring the role of multiple levels of self
Applicant attraction is a critical objective of recruitment. Common predictor variables of applicant attraction are limited in that they do not provide a comprehensive understanding of the process that shapes the perceptions and beliefs of job applicants about the firms for which they aspire to work for. Because individuals have the inherent desire to expand and enhance their social identities (e.g., personal, relational, and collective identitie…
A consensus-based transparency checklist
We present a consensus-based checklist to improve and document the transparency of research reports in social and behavioural research. An accompanying online application allows users to complete the form and generate a report that they can submit with their manuscript or post to a public repository
Social identity and applicant attraction: Exploring the role of multiple levels of self
Applicant attraction is a critical objective of recruitment. Common predictor variables of applicant attraction are limited in that they do not provide a comprehensive understanding of the process that shapes the perceptions and beliefs of job applicants about the firms for which they aspire to work for. Because individuals have the inherent desire to expand and enhance their social identities (e.g., personal, relational, and collective identitie…
Is authenticity a “true self,” multiple selves, behavior, evaluation, or a hot mess? Response to Helmuth et al
We agree with Helmuth et al.'s (2023) assertion that authentic leadership (AL) has had a meteoric rise in attention and continues to appeal to the hearts and minds of many scientists and practitioners. Helmuth et al. (2023) further noted that AL is likely being applied in policy-related decisions, and as such, a renewed scientific conversation on the topic is warranted. That is, given the ubiquity of AL and its operationalization, the Authentic L…
"The "Goldilocks Zone: (Too) many confidence intervals in tests of mediation just exclude zero
803). We conclude with actionable QRP curtailment strategies so that both, academics and practitioners, can have greater and well-founded confidence in tests of mediation in psychological research. (PsycInfo Database Record (c) 2021 APA, all rights reserved)
Trimming the fat: Identifying 15 underlying concepts from 26 in the social skills domain
A large number of concepts have been proposed to describe social skills and explain social goal attainment. In this work, we identified dozens of such concepts, which have been studied for many decades across a wide variety of social science disciplines. It has been suggested that the social skills literature lacks parsimony and conceptual clarity. We take stock of these challenges and describe their origins. We identify three conceptual limitati…
The role of discrete emotions in job satisfaction: A meta‐analysis
The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes.…
Authorship agreements benefit researchers and research culture
Publication Bias in the Organizational Sciences
Publication bias poses multiple threats to the accuracy of meta-analytically derived effect sizes and related statistics. Unfortunately, a review of the literature indicates that unlike meta-analytic reviews in medicine, research in the organizational sciences tends to pay little attention to this issue. In this article, the authors introduce advances in meta-analytic techniques from the medical and related sciences for a comprehensive assessment…
A meta-analysis of the Dark Triad and work behavior: A social exchange perspective.
A meta-analytic review of the Dark Triad–intelligence connection
What does team–member exchange bring to the party? A meta‐analytic review of team and leader social exchange
Both leader–member exchange (LMX) and team–member exchange (TMX) measure the quality of reciprocal exchange among employees in the workplace. Although LMX focuses on supervisor–subordinate relationships while TMX examines the relationships among team members, both have theory‐based and empirically proven relations with workplace outcomes such as job performance, organizational commitment, job satisfaction, and turnover intentions. However, it is …
Promoting an open research culture
Author guidelines for journals could help to promote transparency, openness, and reproducibility
A Meta‐Analytic Test of Redundancy and Relative Importance of the Dark Triad and Five‐Factor Model of Personality
We examined the relationships between M achiavellianism, narcissism, and psychopathy—the three traits of the D ark T riad ( DT )—and the F ive‐ F actor M odel ( FFM ) of personality. The review identified 310 independent samples drawn from 215 sources and yielded information pertaining to global trait relationships and facet‐level relationships. We used meta‐analysis to examine (a) the bivariate relations between the DT and the five global traits…
Social identity and applicant attraction: Exploring the role of multiple levels of self
Applicant attraction is a critical objective of recruitment. Common predictor variables of applicant attraction are limited in that they do not provide a comprehensive understanding of the process that shapes the perceptions and beliefs of job applicants about the firms for which they aspire to work for. Because individuals have the inherent desire to expand and enhance their social identities (e.g., personal, relational, and collective identitie…
A Review of Best Practice Recommendations for Text Analysis in R (and a User-Friendly App)
Scale Adaptation in Organizational Science Research: A Review and Best-Practice Recommendations
In describing measures used in their research, authors frequently report having adapted a scale, indicating that they changed something about it. Although such changes can raise concerns about validity, there has been little discussion of this practice in our literature. To estimate the prevalence and identify key forms of scale adaptation, we conducted two studies of the literature. In Study 1, we reviewed the descriptions of all scales ( N = 2,…
A consensus-based transparency checklist
We present a consensus-based checklist to improve and document the transparency of research reports in social and behavioural research. An accompanying online application allows users to complete the form and generate a report that they can submit with their manuscript or post to a public repository
Author Correction: A consensus-based transparency checklist
An amendment to this paper has been published and can be accessed via a link at the top of the paper
Authorship Policies at U.S. Doctoral Universities: A Review and Recommendations for Future Policies
Intellectual contribution in the form of authorship is a fundamental component of the academic career. While research has addressed questionable and harmful authorship practices, there has largely been no discussion of how U.S. academic institutions interpret and potentially mitigate such practices through the use of institution-level authorship policies. To gain a better understanding of the role of U.S. academic institutions in authorship pract…
Ethical leadership: Mapping the terrain for concept cleanup and a future research agenda
"The "Goldilocks Zone: (Too) many confidence intervals in tests of mediation just exclude zero
803). We conclude with actionable QRP curtailment strategies so that both, academics and practitioners, can have greater and well-founded confidence in tests of mediation in psychological research. (PsycInfo Database Record (c) 2021 APA, all rights reserved)
Virtual charismatic leadership and signaling theory: A prospective meta-analysis in five countries
Job attitudes: A meta‐analytic review and an agenda for future research
Given the importance and popularity of employee job attitudes in academics and practice (e.g., annual engagement surveys), it is crucial to explore and summarize previous developments in the literature to identify ways to advance the field. The current review takes a systematic approach to exploring the nomological network, including investigating redundancy, of seven common job attitudes. We present a portfolio of evidence relying on three prima…
Where is “behavior” in organizational behavior? A call for a revolution in leadership research and beyond
Common methodological mistakes
Eight puzzles of leadership science
The triangulation of ethical leader signals using qualitative, experimental, and data science methods
A systematic review and meta-analysis of growth mindset interventions: For whom, how, and why might such interventions work
The role of discrete emotions in job satisfaction: A meta‐analysis
The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes.…
Is authenticity a “true self,” multiple selves, behavior, evaluation, or a hot mess? Response to Helmuth et al
We agree with Helmuth et al.'s (2023) assertion that authentic leadership (AL) has had a meteoric rise in attention and continues to appeal to the hearts and minds of many scientists and practitioners. Helmuth et al. (2023) further noted that AL is likely being applied in policy-related decisions, and as such, a renewed scientific conversation on the topic is warranted. That is, given the ubiquity of AL and its operationalization, the Authentic L…
Authorship agreements benefit researchers and research culture
Seeing with counterfactual lenses: Alternative assumptions at the intersection of leadership and identity
Psychology (22 works) · Social Psychology (18 works) · Computer Science (13 works) · Job Satisfaction and Organizational Behavior (10 works) · Mathematics (8 works) · Political science (7 works) · Cognitive psychology (5 works) · Data science (5 works) · Economics (5 works) · Epistemology (5 works)