Joseph A Allen
Biographic Data
| ID | 172827 |
|---|---|
| NAME | Joseph A Allen |
| GIVEN NAMES | Joseph A |
| FAMILY NAME | Allen |
| SIGNATURE | ALLEN J A |
| AFFILIATIONS | University of Nebraska at Omaha |
| ORCID | 0000-0002-3894-3405 |
| VERIFIED | Yes |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 59 |
| AUTHOR COUNT | 17 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 4 |
Late Again? A Cross-Cultural Comparison of Meeting Lateness Frustration by Punctual Attendees
Workplace meetings are often used to help accomplish individual, group, team, and organizational goals. Despite the relatively common occurrence of meeting lateness in U.S.-American samples, less is known regarding other cultural contexts. Following Conservation of Resources theory, we expect that employees from different cultures should experience meeting lateness as a legitimate stressor. Cross-cultural theory suggests that organizational pract…
So much more than cheap labor! Volunteers engage in emotional labor
While volunteers provide the backbone for many nonprofits, the volunteer rate is the lowest it has been since tracking started in 2002. Among the many other duties of volunteers in various organizations, most volunteers are expected to provide good customer service to nonprofit organization clients. Emotional labor is a key aspect of good customer service encounters, and, following Hochschild’s model of emotional labor among employees, we propose…
Modeling Emotion Contagion within a Computational Cognitive Architecture
The issue of emotion contagion has been gaining attention. Humans can share emotions, for example, through gestures, through speech, or even through online text via social media. There have been computational models trying to capture emotion contagion. However, these models are limited as they tend to represent agents in a very simplified way. There exist also more complex models of agents and their emotions, but they are not yet addressing emoti…
The Ubiquity of Meeting Lateness! A Cross-Cultural Investigation of the Small to Moderate Effects of Workplace Meeting Lateness
Meeting lateness—that is, meetings starting past the pre-scheduled time—can be viewed as a disruption to the temporal pacing of work. Previous research in the United States indicates that late meetings produce less optimal outcomes, but empirical insights concerning the extent to which experiences of meeting lateness are similar or different across different cultures remain sparse. While prior work suggests differences in how individuals from dif…
Managing Meetings in Organizations
Her research investigates leadership, team dynamics, and larger systems that operate in complex environments. Moreover, her research aims to develop novel measurement tools to unobtrusively capture team processes across varying contexts. Fabiola H. Gerpott holds the Chair for Management with an emphasis on Leadership at the WHU -Otto Beisheim School of Management. Her research focuses on the communicative basis of
Not Light, but Fire
In his 1852 speech, What To the Slave is the Fourth of July? Frederick Douglass (1852) charged his audience to go beyond the conventional debate and rhetoric surrounding race relations in America
Do Volunteers Volunteer to do More at Work? The Relationship Between Volunteering, Engagement, and OCBs
Many non-profit organizations rely on volunteers to further their mission, but volunteer rates linger at only 25% of the population. Increasing the volunteer rate can positively impact society in a myriad of ways, including benefits to for-profit organizations. One potential way to increase volunteerism rates is by aligning volunteering with work-related outcomes of interest to employers, since many volunteers are employed. Following recovery the…
Communicating our way to engaged volunteers: A mediated process model of volunteer communication, engagement, and commitment
Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend nonprofits' services to their target populations. The current study examined two facets of communication, perception of voice (i.e., upward communication) and satisfaction with communication (i.e., downward communication), as well as training, as important volunteer management practices with respect to facilitating volunteer engagement an…
Leadership in Workplace Meetings: The Intersection of Leadership Styles and Follower Gender
Meetings are ubiquitous across organizations, yet researchers have paid scant attention to the role of meeting leaders in affecting meeting outcomes. Because meetings are important discursive sites, the style of a meeting leader may influence subordinate views of the meeting and leader. Using a sample of working adults, we first demonstrated that meeting attendees who perceived their leader as participative viewed the leader as more warm and comp…
Group and Organizational Safety Norms Set the Stage for Good Post-Fall Huddles
We explored group and organizational safety norms as antecedents to meeting leader behaviors and achievement of desired outcomes in a special after-action review case-a post-fall huddle. A longitudinal survey design was used to investigate the relationship between organizational/group safety norms, huddle leader behavior, and huddle meeting effectiveness. The sample included healthcare workers in critical access hospitals (N = 206) who completed …
Meeting mirth: The critical role of impression management and humor style in meetings
Drawing from theory on humor styles, impression management, and workplace meetings, we conducted two survey studies of working adults to examine the role of positive and negative humor on meeting satisfaction. We began by investigating the positive effects of humor on meeting satisfaction as moderated by impression management. In an online survey of working adults, we found that humor use in meetings was positively related to meeting satisfaction…
Let's get this meeting started: Meeting lateness and actual meeting outcomes
Meeting lateness is pervasive and potentially highly consequential for individuals, groups, and organizations. In Study 1, we first examined base rates of lateness to meetings in an employee sample and found that meeting lateness is negatively related to both meeting satisfaction and effectiveness. We then conducted 2 lab studies to better understand the nature of this negative relationship between meeting lateness and meeting outcomes. In Study …
The Society for Industrial and Organizational Psychology's guidelines for education and training: An executive summary of the 2016/2017 revision
The Society for Industrial and Organizational Psychology (SIOP, Division 14 of the American Psychological Association [APA]) maintains Guidelines for Education and Training to provide guidance for the training of industrial-organizational (I-O) psychologists. The 2016/2017 revision combines separate documents for master's- and doctoral-level training into one document, because the competencies required for each degree are not very different. Inst…
Situational Pressures that Influence Firefighters' Decision Making about Personal Protective Equipment: A Qualitative Analysis
Understanding situations where PPE use is both practiced and neglected is imperative to improving fire service safety culture. Peer-pressure and leading by example at the peer and organizational levels appear to be essential considerations firefighters undertake when choosing whether or not to engage in safety behavior
Quantity and quality: Increasing safety norms through after action reviews
Workplace safety is a concern for both scholars and practitioners alike because accidents and injuries can result in time away from work and lost organizational resources. This study focuses on how one type of post-incident discussion can be effectively used to promote positive safety norms. It adds to the growing body of research on after action review meetings, one type of post-incident discussion intervention commonly used in high reliability …
Observing culture: Differences in U.S.-American and German team meeting behaviors
Although previous research has theorized about team interaction differences between the German and U.S. cultures, actual behavioral observations of such differences are sparse. This study explores team meetings as a context for examining intercultural differences. We analyzed a total of 5,188 meeting behaviors in German and U.S. student teams. All teams discussed the same task to consensus. Results from behavioral process analyses showed that Ger…
The Revolving Door: A Closer Look at Major Factors in Volunteers’ Intention to Quit
In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers’ intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers’ intention to quit through their relations…
Shouldering a silent burden: The toll of dirty tasks
Dirty work involves tasks that are stigmatized owing to characteristics that the public finds disgusting, degrading, or objectionable. Conservation of resources theory suggests such experiences should induce strain and decreased work satisfaction; social identity theory suggests such work should lead to strong psychological investment in the work, among other outcomes. Integrating these two perspectives, this study hypothesizes and presents quant…
Shouldering a silent burden: The toll of dirty tasks
Dirty work involves tasks that are stigmatized owing to characteristics that the public finds disgusting, degrading, or objectionable. Conservation of resources theory suggests such experiences should induce strain and decreased work satisfaction; social identity theory suggests such work should lead to strong psychological investment in the work, among other outcomes. Integrating these two perspectives, this study hypothesizes and presents quant…
The Revolving Door: A Closer Look at Major Factors in Volunteers’ Intention to Quit
In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers’ intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers’ intention to quit through their relations…
Leadership in Workplace Meetings: The Intersection of Leadership Styles and Follower Gender
Meetings are ubiquitous across organizations, yet researchers have paid scant attention to the role of meeting leaders in affecting meeting outcomes. Because meetings are important discursive sites, the style of a meeting leader may influence subordinate views of the meeting and leader. Using a sample of working adults, we first demonstrated that meeting attendees who perceived their leader as participative viewed the leader as more warm and comp…
Quantity and quality: Increasing safety norms through after action reviews
Workplace safety is a concern for both scholars and practitioners alike because accidents and injuries can result in time away from work and lost organizational resources. This study focuses on how one type of post-incident discussion can be effectively used to promote positive safety norms. It adds to the growing body of research on after action review meetings, one type of post-incident discussion intervention commonly used in high reliability …
Let's get this meeting started: Meeting lateness and actual meeting outcomes
Meeting lateness is pervasive and potentially highly consequential for individuals, groups, and organizations. In Study 1, we first examined base rates of lateness to meetings in an employee sample and found that meeting lateness is negatively related to both meeting satisfaction and effectiveness. We then conducted 2 lab studies to better understand the nature of this negative relationship between meeting lateness and meeting outcomes. In Study …
Do Volunteers Volunteer to do More at Work? The Relationship Between Volunteering, Engagement, and OCBs
Many non-profit organizations rely on volunteers to further their mission, but volunteer rates linger at only 25% of the population. Increasing the volunteer rate can positively impact society in a myriad of ways, including benefits to for-profit organizations. One potential way to increase volunteerism rates is by aligning volunteering with work-related outcomes of interest to employers, since many volunteers are employed. Following recovery the…
Observing culture: Differences in U.S.-American and German team meeting behaviors
Although previous research has theorized about team interaction differences between the German and U.S. cultures, actual behavioral observations of such differences are sparse. This study explores team meetings as a context for examining intercultural differences. We analyzed a total of 5,188 meeting behaviors in German and U.S. student teams. All teams discussed the same task to consensus. Results from behavioral process analyses showed that Ger…
So much more than cheap labor! Volunteers engage in emotional labor
While volunteers provide the backbone for many nonprofits, the volunteer rate is the lowest it has been since tracking started in 2002. Among the many other duties of volunteers in various organizations, most volunteers are expected to provide good customer service to nonprofit organization clients. Emotional labor is a key aspect of good customer service encounters, and, following Hochschild’s model of emotional labor among employees, we propose…
The Ubiquity of Meeting Lateness! A Cross-Cultural Investigation of the Small to Moderate Effects of Workplace Meeting Lateness
Meeting lateness—that is, meetings starting past the pre-scheduled time—can be viewed as a disruption to the temporal pacing of work. Previous research in the United States indicates that late meetings produce less optimal outcomes, but empirical insights concerning the extent to which experiences of meeting lateness are similar or different across different cultures remain sparse. While prior work suggests differences in how individuals from dif…
Communicating our way to engaged volunteers: A mediated process model of volunteer communication, engagement, and commitment
Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend nonprofits' services to their target populations. The current study examined two facets of communication, perception of voice (i.e., upward communication) and satisfaction with communication (i.e., downward communication), as well as training, as important volunteer management practices with respect to facilitating volunteer engagement an…
Meeting mirth: The critical role of impression management and humor style in meetings
Drawing from theory on humor styles, impression management, and workplace meetings, we conducted two survey studies of working adults to examine the role of positive and negative humor on meeting satisfaction. We began by investigating the positive effects of humor on meeting satisfaction as moderated by impression management. In an online survey of working adults, we found that humor use in meetings was positively related to meeting satisfaction…
The Society for Industrial and Organizational Psychology's guidelines for education and training: An executive summary of the 2016/2017 revision
The Society for Industrial and Organizational Psychology (SIOP, Division 14 of the American Psychological Association [APA]) maintains Guidelines for Education and Training to provide guidance for the training of industrial-organizational (I-O) psychologists. The 2016/2017 revision combines separate documents for master's- and doctoral-level training into one document, because the competencies required for each degree are not very different. Inst…
Shouldering a silent burden: The toll of dirty tasks
Dirty work involves tasks that are stigmatized owing to characteristics that the public finds disgusting, degrading, or objectionable. Conservation of resources theory suggests such experiences should induce strain and decreased work satisfaction; social identity theory suggests such work should lead to strong psychological investment in the work, among other outcomes. Integrating these two perspectives, this study hypothesizes and presents quant…
Observing culture: Differences in U.S.-American and German team meeting behaviors
Although previous research has theorized about team interaction differences between the German and U.S. cultures, actual behavioral observations of such differences are sparse. This study explores team meetings as a context for examining intercultural differences. We analyzed a total of 5,188 meeting behaviors in German and U.S. student teams. All teams discussed the same task to consensus. Results from behavioral process analyses showed that Ger…
The Revolving Door: A Closer Look at Major Factors in Volunteers’ Intention to Quit
In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers’ intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers’ intention to quit through their relations…
Situational Pressures that Influence Firefighters' Decision Making about Personal Protective Equipment: A Qualitative Analysis
Understanding situations where PPE use is both practiced and neglected is imperative to improving fire service safety culture. Peer-pressure and leading by example at the peer and organizational levels appear to be essential considerations firefighters undertake when choosing whether or not to engage in safety behavior
Quantity and quality: Increasing safety norms through after action reviews
Workplace safety is a concern for both scholars and practitioners alike because accidents and injuries can result in time away from work and lost organizational resources. This study focuses on how one type of post-incident discussion can be effectively used to promote positive safety norms. It adds to the growing body of research on after action review meetings, one type of post-incident discussion intervention commonly used in high reliability …
Leadership in Workplace Meetings: The Intersection of Leadership Styles and Follower Gender
Meetings are ubiquitous across organizations, yet researchers have paid scant attention to the role of meeting leaders in affecting meeting outcomes. Because meetings are important discursive sites, the style of a meeting leader may influence subordinate views of the meeting and leader. Using a sample of working adults, we first demonstrated that meeting attendees who perceived their leader as participative viewed the leader as more warm and comp…
Group and Organizational Safety Norms Set the Stage for Good Post-Fall Huddles
We explored group and organizational safety norms as antecedents to meeting leader behaviors and achievement of desired outcomes in a special after-action review case-a post-fall huddle. A longitudinal survey design was used to investigate the relationship between organizational/group safety norms, huddle leader behavior, and huddle meeting effectiveness. The sample included healthcare workers in critical access hospitals (N = 206) who completed …
Meeting mirth: The critical role of impression management and humor style in meetings
Drawing from theory on humor styles, impression management, and workplace meetings, we conducted two survey studies of working adults to examine the role of positive and negative humor on meeting satisfaction. We began by investigating the positive effects of humor on meeting satisfaction as moderated by impression management. In an online survey of working adults, we found that humor use in meetings was positively related to meeting satisfaction…
Let's get this meeting started: Meeting lateness and actual meeting outcomes
Meeting lateness is pervasive and potentially highly consequential for individuals, groups, and organizations. In Study 1, we first examined base rates of lateness to meetings in an employee sample and found that meeting lateness is negatively related to both meeting satisfaction and effectiveness. We then conducted 2 lab studies to better understand the nature of this negative relationship between meeting lateness and meeting outcomes. In Study …
The Society for Industrial and Organizational Psychology's guidelines for education and training: An executive summary of the 2016/2017 revision
The Society for Industrial and Organizational Psychology (SIOP, Division 14 of the American Psychological Association [APA]) maintains Guidelines for Education and Training to provide guidance for the training of industrial-organizational (I-O) psychologists. The 2016/2017 revision combines separate documents for master's- and doctoral-level training into one document, because the competencies required for each degree are not very different. Inst…
Managing Meetings in Organizations
Her research investigates leadership, team dynamics, and larger systems that operate in complex environments. Moreover, her research aims to develop novel measurement tools to unobtrusively capture team processes across varying contexts. Fabiola H. Gerpott holds the Chair for Management with an emphasis on Leadership at the WHU -Otto Beisheim School of Management. Her research focuses on the communicative basis of
Not Light, but Fire
In his 1852 speech, What To the Slave is the Fourth of July? Frederick Douglass (1852) charged his audience to go beyond the conventional debate and rhetoric surrounding race relations in America
Do Volunteers Volunteer to do More at Work? The Relationship Between Volunteering, Engagement, and OCBs
Many non-profit organizations rely on volunteers to further their mission, but volunteer rates linger at only 25% of the population. Increasing the volunteer rate can positively impact society in a myriad of ways, including benefits to for-profit organizations. One potential way to increase volunteerism rates is by aligning volunteering with work-related outcomes of interest to employers, since many volunteers are employed. Following recovery the…
Communicating our way to engaged volunteers: A mediated process model of volunteer communication, engagement, and commitment
Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend nonprofits' services to their target populations. The current study examined two facets of communication, perception of voice (i.e., upward communication) and satisfaction with communication (i.e., downward communication), as well as training, as important volunteer management practices with respect to facilitating volunteer engagement an…
The Ubiquity of Meeting Lateness! A Cross-Cultural Investigation of the Small to Moderate Effects of Workplace Meeting Lateness
Meeting lateness—that is, meetings starting past the pre-scheduled time—can be viewed as a disruption to the temporal pacing of work. Previous research in the United States indicates that late meetings produce less optimal outcomes, but empirical insights concerning the extent to which experiences of meeting lateness are similar or different across different cultures remain sparse. While prior work suggests differences in how individuals from dif…
Modeling Emotion Contagion within a Computational Cognitive Architecture
The issue of emotion contagion has been gaining attention. Humans can share emotions, for example, through gestures, through speech, or even through online text via social media. There have been computational models trying to capture emotion contagion. However, these models are limited as they tend to represent agents in a very simplified way. There exist also more complex models of agents and their emotions, but they are not yet addressing emoti…
Late Again? A Cross-Cultural Comparison of Meeting Lateness Frustration by Punctual Attendees
Workplace meetings are often used to help accomplish individual, group, team, and organizational goals. Despite the relatively common occurrence of meeting lateness in U.S.-American samples, less is known regarding other cultural contexts. Following Conservation of Resources theory, we expect that employees from different cultures should experience meeting lateness as a legitimate stressor. Cross-cultural theory suggests that organizational pract…
So much more than cheap labor! Volunteers engage in emotional labor
While volunteers provide the backbone for many nonprofits, the volunteer rate is the lowest it has been since tracking started in 2002. Among the many other duties of volunteers in various organizations, most volunteers are expected to provide good customer service to nonprofit organization clients. Emotional labor is a key aspect of good customer service encounters, and, following Hochschild’s model of emotional labor among employees, we propose…
Psychology (16 works) · Social Psychology (14 works) · Social Psychology (12 works) · Political science (10 works) · Job Satisfaction and Organizational Behavior (8 works) · Public relations (7 works) · Applied Psychology (5 works) · Applied Psychology (5 works) · Computer Science (5 works) · Management (5 works)