Maureen L Ambrose
Dados Biográficos
| ID | 176887 |
|---|---|
| NOME | Maureen L Ambrose |
| PRENOMES | Maureen L |
| SOBRENOME | Ambrose |
| ASSINATURA | AMBROSE M L |
| AFILIAÇÕES | University of Central Florida |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 15 |
| TOTAL DE CITAÇÕES | 14 |
| TOTAL COMO AUTOR | 14 |
| TOTAL COMO EDITOR | 1 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1988 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2020 |
| ÍNDICE H | 3 |
Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance
Recognizing that supervisor–subordinate dyads exist within a broader organizational hierarchy, we examine how the individual's role within the organizational hierarchy influences perceptions of abusive supervision. Specifically, we examine how supervisors' abusive behaviors are perceived by abusive supervisors' managers as well as abusive supervisors' subordinates. Drawing on role theory, we propose that these perceptions will differ. Further, we…
Cheating under pressure
(see record 2017-44052-001). In the article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: Χ2(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: Χ2(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04.] Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly …
The Oxford Handbook of Justice in the Workplace
Distributive Justice
This chapter starts with brief discussions of the whens and whys of justice reasoning and acting, after which descriptions of several distributive justice theories are provided. These are analyzed ...
The Third-Party Perspective of (In)justice
Oxford Handbook of Justice in the Workplace
"Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational…
Overall Justice
Insidious Workplace Behavior
Part 1. Introduction. M.S. Edwards, J. Greenberg, What is Insidious Workplace Behavior? Part 2. Forms of Insidious Workplace Behavior. J.H. Neuman, L. Keashly, Means, Motive Opportunity and Aggressive Workplace Behavior. M.A. Seabright, M.L. Ambrose, M. Schminke, Two Images of Workplace Sabotage. D.A. Jones, Getting Even for Interpersonal Mistreatment in the Workplace: Triggers of Revenge Motives and Behavior. C.M. Pearson, Research on Workplace …
The role of overall justice judgments in organizational justice research
Organizational justice research traditionally focuses on the unique predictability of different types of justice (distributive, procedural, and interactional) and the relative importance of these types of justice on outcome variables. Recently, researchers have suggested shifting from this focus on specific types of justice to a consideration of overall justice. The authors hypothesize that overall justice judgments mediate the relationship betwe…
The Effect of Formal Advance Notice and Justification on Internet Monitoring Fairness
Considerable discussion stresses the importance of implementing employee monitoring systems in ways that enhance perceived fairness. Less attention focuses on the organizational context in which such systems are implemented. A longitudinal field experiment examined the effects of advance notice, justification, and trust on employee reactions to Internet monitoring. Results indicate that formal characteristics of monitoring implementation were les…
The Impact of Gender and Setting on Perceptions of Others' Ethics
Drug Testing and Procedural Fairness
Understanding gender differences in distributive and procedural justice
Perspective and procedural justice
Referent Sharing
This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice.…
Perspective and procedural justice
Referent Sharing
This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice.…
Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance
Recognizing that supervisor–subordinate dyads exist within a broader organizational hierarchy, we examine how the individual's role within the organizational hierarchy influences perceptions of abusive supervision. Specifically, we examine how supervisors' abusive behaviors are perceived by abusive supervisors' managers as well as abusive supervisors' subordinates. Drawing on role theory, we propose that these perceptions will differ. Further, we…
The Impact of Gender and Setting on Perceptions of Others' Ethics
The Effect of Formal Advance Notice and Justification on Internet Monitoring Fairness
Considerable discussion stresses the importance of implementing employee monitoring systems in ways that enhance perceived fairness. Less attention focuses on the organizational context in which such systems are implemented. A longitudinal field experiment examined the effects of advance notice, justification, and trust on employee reactions to Internet monitoring. Results indicate that formal characteristics of monitoring implementation were les…
Referent Sharing
This study examines the impact of workgroup membership on individuals' perceptions of equity and choice of referent. Subjects indicated who they compared themselves to on four job facets (compensation, job complexity, supervisory behavior, and security) and whether or not they felt equitably treated relative to their referent. For security comparisons, results show that workgroup membership is related to perceptions of equity and referent choice.…
Perspective and procedural justice
Understanding gender differences in distributive and procedural justice
Drug Testing and Procedural Fairness
The Impact of Gender and Setting on Perceptions of Others' Ethics
The Effect of Formal Advance Notice and Justification on Internet Monitoring Fairness
Considerable discussion stresses the importance of implementing employee monitoring systems in ways that enhance perceived fairness. Less attention focuses on the organizational context in which such systems are implemented. A longitudinal field experiment examined the effects of advance notice, justification, and trust on employee reactions to Internet monitoring. Results indicate that formal characteristics of monitoring implementation were les…
The role of overall justice judgments in organizational justice research
Organizational justice research traditionally focuses on the unique predictability of different types of justice (distributive, procedural, and interactional) and the relative importance of these types of justice on outcome variables. Recently, researchers have suggested shifting from this focus on specific types of justice to a consideration of overall justice. The authors hypothesize that overall justice judgments mediate the relationship betwe…
Insidious Workplace Behavior
Part 1. Introduction. M.S. Edwards, J. Greenberg, What is Insidious Workplace Behavior? Part 2. Forms of Insidious Workplace Behavior. J.H. Neuman, L. Keashly, Means, Motive Opportunity and Aggressive Workplace Behavior. M.A. Seabright, M.L. Ambrose, M. Schminke, Two Images of Workplace Sabotage. D.A. Jones, Getting Even for Interpersonal Mistreatment in the Workplace: Triggers of Revenge Motives and Behavior. C.M. Pearson, Research on Workplace …
The Oxford Handbook of Justice in the Workplace
Distributive Justice
This chapter starts with brief discussions of the whens and whys of justice reasoning and acting, after which descriptions of several distributive justice theories are provided. These are analyzed ...
The Third-Party Perspective of (In)justice
Oxford Handbook of Justice in the Workplace
"Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational…
Overall Justice
Cheating under pressure
(see record 2017-44052-001). In the article, the fit statistics in Study 3 were reported in error. The fit of the measurement model is: Χ2(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04. The fit of the SEM model is: Χ2(362) = 563.66, p = .001; CFI = .94; SRMR = .05; RMSEA = .04.] Workplace cheating behavior is unethical behavior that seeks to create an unfair advantage and enhance benefits for the actor. Although cheating is clearly …
Abusive according to whom? Manager and subordinate perceptions of abusive supervision and supervisors' performance
Recognizing that supervisor–subordinate dyads exist within a broader organizational hierarchy, we examine how the individual's role within the organizational hierarchy influences perceptions of abusive supervision. Specifically, we examine how supervisors' abusive behaviors are perceived by abusive supervisors' managers as well as abusive supervisors' subordinates. Drawing on role theory, we propose that these perceptions will differ. Further, we…
Psychology (12 obras) · Political science (9 obras) · Social Psychology (8 obras) · Law (7 obras) · Perception (7 obras) · Economic Justice (6 obras) · Social Psychology (6 obras) · Job Satisfaction and Organizational Behavior (4 obras) · Procedural justice (4 obras) · Criminology (3 obras)