Remus Ilies
Biographic Data
| ID | 196493 |
|---|---|
| NAME | Remus Ilies |
| GIVEN NAMES | Remus |
| FAMILY NAME | Ilies |
| SIGNATURE | ILIES R |
| AFFILIATIONS | Michigan State University |
| ORCID | 0000-0001-9453-895X |
| VERIFIED | Yes |
| TOTAL WORKS | 26 |
| TOTAL CITATIONS | 110 |
| AUTHOR COUNT | 26 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2002 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
Blurred lines: The spillover and crossover effects of interpersonal experiences at work on family behaviors and well-being
What we are pushed to do versus what we want to do: Comparing the unique effects of citizenship pressure and actual citizenship behavior on fatigue and family behaviors
Crafting Well-Being: Employees Can Enhance Their Own Well-Being by Savoring, Reflecting upon, and Capitalizing on Positive Work Experiences
We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by capitalizing on them via interpersonal means, such as sharing work events and experiences with othe…
Turning lemons into lemonade: The role of proactive personality and information exchange in limiting reciprocal negative affect transference in service encounters
Drawing upon theory and research on affect transference and proactive personality, we examine the proactive behaviors employees enact to limit the reciprocal transference of negative affect between customers and employees during service encounters. Results of two event‐based, multi‐source field studies in the service industry show that employee proactive personality weakens (a) the positive relationship between customer negative affect before the…
Scientific Contributions of Within-Person Research in Management: Making the Juice Worth the Squeeze
A multitude of studies in the management literature are focusing on within-person phenomena. The study of such phenomena offers great promise as within-person research facilitates the capacity to enhance temporal precision, show change over time, and reveal the kinds of novel insights that are not possible if relying solely on a traditional between-person perspective. Drawing on the features of within-person research that comprise its unique valu…
When employees and supervisors (do not) see eye to eye on family supportive supervisor behaviours: The role of segmentation desire and work-family culture
Everyday working life: Explaining within-person fluctuations in employee well-being
Even workers who are generally happy at work can suffer short-term losses of enthusiasm and fulfilment. Short-term fluctuations matter because they can better explain work-related well-being (e.g. work engagement, flow, positive affect or passion), employees’ relations with other people at work (e.g. co-workers, clients), life outside work, and ultimately productivity. This article reviews what we know about short-term variations in employee well…
Positive Work–Family Dynamics
This chapter focuses on the positive interconnections between work and family. It provides a brief overview of historical perspectives that have been influential in this literature, followed by a delineation of the focal constructs (enhancement, spillover, enrichment, facilitation) and some subtle but important distinctions between them. The resources thought to enable work–family enrichment are reviewed, as well as the antecedents and consequenc…
Too much of a good thing: Curvilinear relationships between personality traits and job performance.
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Cons…
Intra‐individual processes linking work and employee well‐being: Introduction into the special issue
This special issue presents eight empirical papers on intra‐individual processes related to employee well‐being in organization with the most of the papers featuring a within‐person approach. The studies examine trajectories of affect, affective predictors of organizational citizenship behavior and creativity, intra‐individual changes in flow at work, and also address longer‐term changes and the role of implicit attitudes. Overall, the studies de…
A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators
Focusing on interpersonal conflict as a work stressor, the authors used a within‐subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two‐week experience‐sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative …
The life of a happy worker: Examining short-term fluctuations in employee happiness and well-being
Human Relations special issue call for papers: The life of a happy worker: Examining short-term fluctuations in employee happiness and well-being
Leader-member exchange and citizenship behaviors: A meta-analysis.
The Interactive Effects of Personal Traits and Experienced States on Intraindividual Patterns of Citizenship Behavior
An experience-sampling study investigating the dynamic process through which personal traits and affective and attitudinal states experienced at work influence intraindividual patterns of organizational citizenship behavior over time generally supported hypotheses. First, at the intraindividual level, experience-sampled positive affect and job satisfaction predicted experience sampled reports of organizational citizenship behaviors over time. Sec…
Hostility, job attitudes, and workplace deviance: Test of a multilevel model.
The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respec…
The Dynamic Process of Life Satisfaction
Drawing from the Cognitive Affective Personality System (Mischel & Shoda, 1995, 1998), we argue for a need to examine within-individual variation in life satisfaction. Thus, employing a diary study of 76 fully employed, married adults we examined the magnitude, antecedents, and consequences of intra-individual variation in life satisfaction. Our findings establish a substantial amount of intra-individual variation, comparable to other personal ev…
Darwinism, behavioral genetics, and organizational behavior: A review and agenda for future research
In this article, a case is made for the importance of evolutionary processes and behavioral genetics for organizational behavior. First, we present scientific arguments connecting evolutionary biology and psychology, Darwinian theories, behavioral genetics, and individual differences. Second, we provide a review of behavioral genetics research on constructs relevant to organizational behavior, such as cognitive ability, personality, work attitude…
Making Sense of Motivational Leadership: The Trail from Transformational Leaders to Motivated Followers
This paper presents a theoretical model that integrates two related, but distinct mechanisms by which transformational leaders influence follower motivation. That is, we propose that an affective mechanism by which charismatic leaders induce positive emotional experiences in their followers, and a cognitive mechanisms that includes communicating the leader's vision and its effects on goal setting explain the connection between charismatic and tra…
Goal Regulation Across Time: The Effects of Feedback and Affect.
This research focused on the processes individuals use to regulate their goals across time. Two studies examined goal regulation following task performance with 6 samples of participants in a series of 8-trial task performance experiments. The experiments involved: (a) 3 task types, (b) 2 goal types, and (c) actual or manipulated performance feedback referring to the focal participant's own performance or to the participant's performance compared…
The Forgotten Ones? The Validity of Consideration and Initiating Structure in Leadership Research.
This study provided a meta-analysis of the relationship of the Ohio State leadership behaviors--Consideration and Initiating Structure--with leadership. Overall, 163 independent correlations for Consideration and 159 correlations for Initiating Structure were analyzed. Results revealed that both Consideration (.48) and Initiating Structure (.29) have moderately strong, nonzero relations with leadership outcomes. Consideration was more strongly re…
Affect and Job Satisfaction: A Study of Their Relationship at Work and at Home.
The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negativ…
The Role of Person Versus Situation in Life Satisfaction: A Critical Examination
Two main theoretical approaches have been put forward to explain individual differences in life satisfaction: top-down (i.e., personological) and bottom-up (i.e., situational). The authors examine the relative merit of these 2 approaches and the psychological processes underlying top-down models. Consistent with a top-down approach, meta-analytic findings indicate that Neuroticism, Extraversion, Agreeableness, and Conscientiousness are related to…
Relationship of personality to performance motivation: A meta-analytic review.
This article provides a meta-analysis of the relationship between the five-factor model of personality and 3 central theories of performance motivation (goal-setting, expectancy, and self-efficacy motivation). The quantitative review includes 150 correlations from 65 studies. Traits were organized according to the five-factor model of personality. Results indicated that Neuroticism (average validity = -.31) and Conscientiousness (average validity…
Personality and leadership: A qualitative and quantitative review.
This article provides a qualitative review of the trait perspective in leadership research, followed by a meta-analysis. The authors used the five-factor model as an organizing framework and meta-analyzed 222 correlations from 73 samples. Overall, the correlations with leadership were Neuroticism = -.24, Extraversion = .31, Openness to Experience = .24, Agreeableness = .08, and Conscientiousness = .28. Results indicated that the relations of Neur…
The Role of Person Versus Situation in Life Satisfaction: A Critical Examination
Two main theoretical approaches have been put forward to explain individual differences in life satisfaction: top-down (i.e., personological) and bottom-up (i.e., situational). The authors examine the relative merit of these 2 approaches and the psychological processes underlying top-down models. Consistent with a top-down approach, meta-analytic findings indicate that Neuroticism, Extraversion, Agreeableness, and Conscientiousness are related to…
A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators
Focusing on interpersonal conflict as a work stressor, the authors used a within‐subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two‐week experience‐sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative …
Everyday working life: Explaining within-person fluctuations in employee well-being
Even workers who are generally happy at work can suffer short-term losses of enthusiasm and fulfilment. Short-term fluctuations matter because they can better explain work-related well-being (e.g. work engagement, flow, positive affect or passion), employees’ relations with other people at work (e.g. co-workers, clients), life outside work, and ultimately productivity. This article reviews what we know about short-term variations in employee well…
Intra‐individual processes linking work and employee well‐being: Introduction into the special issue
This special issue presents eight empirical papers on intra‐individual processes related to employee well‐being in organization with the most of the papers featuring a within‐person approach. The studies examine trajectories of affect, affective predictors of organizational citizenship behavior and creativity, intra‐individual changes in flow at work, and also address longer‐term changes and the role of implicit attitudes. Overall, the studies de…
Turning lemons into lemonade: The role of proactive personality and information exchange in limiting reciprocal negative affect transference in service encounters
Drawing upon theory and research on affect transference and proactive personality, we examine the proactive behaviors employees enact to limit the reciprocal transference of negative affect between customers and employees during service encounters. Results of two event‐based, multi‐source field studies in the service industry show that employee proactive personality weakens (a) the positive relationship between customer negative affect before the…
Making Sense of Motivational Leadership: The Trail from Transformational Leaders to Motivated Followers
This paper presents a theoretical model that integrates two related, but distinct mechanisms by which transformational leaders influence follower motivation. That is, we propose that an affective mechanism by which charismatic leaders induce positive emotional experiences in their followers, and a cognitive mechanisms that includes communicating the leader's vision and its effects on goal setting explain the connection between charismatic and tra…
Cross-Cultural Construct Validity of the Five-Factor Model of Personality among Korean Employees
Based on a sample of 717 employees of Korean firms administered the Korean version of the NEO-PI-R, this study used confirmatory factor analysis (CFA) to examine the construct validity of the five-factor model (FFM) of personality in Korea. CFA results indicated that the FFM fit the Korean data as well as it fit the U.S. normative data reported in the NEO-PI-R manual. Furthermore, the pattern of intercorrelations among the FFM dimensions in the K…
Relationship of personality to performance motivation: A meta-analytic review.
This article provides a meta-analysis of the relationship between the five-factor model of personality and 3 central theories of performance motivation (goal-setting, expectancy, and self-efficacy motivation). The quantitative review includes 150 correlations from 65 studies. Traits were organized according to the five-factor model of personality. Results indicated that Neuroticism (average validity = -.31) and Conscientiousness (average validity…
Personality and leadership: A qualitative and quantitative review.
This article provides a qualitative review of the trait perspective in leadership research, followed by a meta-analysis. The authors used the five-factor model as an organizing framework and meta-analyzed 222 correlations from 73 samples. Overall, the correlations with leadership were Neuroticism = -.24, Extraversion = .31, Openness to Experience = .24, Agreeableness = .08, and Conscientiousness = .28. Results indicated that the relations of Neur…
Cross-Cultural Construct Validity of the Five-Factor Model of Personality among Korean Employees
Based on a sample of 717 employees of Korean firms administered the Korean version of the NEO-PI-R, this study used confirmatory factor analysis (CFA) to examine the construct validity of the five-factor model (FFM) of personality in Korea. CFA results indicated that the FFM fit the Korean data as well as it fit the U.S. normative data reported in the NEO-PI-R manual. Furthermore, the pattern of intercorrelations among the FFM dimensions in the K…
The Forgotten Ones? The Validity of Consideration and Initiating Structure in Leadership Research.
This study provided a meta-analysis of the relationship of the Ohio State leadership behaviors--Consideration and Initiating Structure--with leadership. Overall, 163 independent correlations for Consideration and 159 correlations for Initiating Structure were analyzed. Results revealed that both Consideration (.48) and Initiating Structure (.29) have moderately strong, nonzero relations with leadership outcomes. Consideration was more strongly re…
Affect and Job Satisfaction: A Study of Their Relationship at Work and at Home.
The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negativ…
The Role of Person Versus Situation in Life Satisfaction: A Critical Examination
Two main theoretical approaches have been put forward to explain individual differences in life satisfaction: top-down (i.e., personological) and bottom-up (i.e., situational). The authors examine the relative merit of these 2 approaches and the psychological processes underlying top-down models. Consistent with a top-down approach, meta-analytic findings indicate that Neuroticism, Extraversion, Agreeableness, and Conscientiousness are related to…
Goal Regulation Across Time: The Effects of Feedback and Affect.
This research focused on the processes individuals use to regulate their goals across time. Two studies examined goal regulation following task performance with 6 samples of participants in a series of 8-trial task performance experiments. The experiments involved: (a) 3 task types, (b) 2 goal types, and (c) actual or manipulated performance feedback referring to the focal participant's own performance or to the participant's performance compared…
The Interactive Effects of Personal Traits and Experienced States on Intraindividual Patterns of Citizenship Behavior
An experience-sampling study investigating the dynamic process through which personal traits and affective and attitudinal states experienced at work influence intraindividual patterns of organizational citizenship behavior over time generally supported hypotheses. First, at the intraindividual level, experience-sampled positive affect and job satisfaction predicted experience sampled reports of organizational citizenship behaviors over time. Sec…
Hostility, job attitudes, and workplace deviance: Test of a multilevel model.
The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respec…
The Dynamic Process of Life Satisfaction
Drawing from the Cognitive Affective Personality System (Mischel & Shoda, 1995, 1998), we argue for a need to examine within-individual variation in life satisfaction. Thus, employing a diary study of 76 fully employed, married adults we examined the magnitude, antecedents, and consequences of intra-individual variation in life satisfaction. Our findings establish a substantial amount of intra-individual variation, comparable to other personal ev…
Darwinism, behavioral genetics, and organizational behavior: A review and agenda for future research
In this article, a case is made for the importance of evolutionary processes and behavioral genetics for organizational behavior. First, we present scientific arguments connecting evolutionary biology and psychology, Darwinian theories, behavioral genetics, and individual differences. Second, we provide a review of behavioral genetics research on constructs relevant to organizational behavior, such as cognitive ability, personality, work attitude…
Making Sense of Motivational Leadership: The Trail from Transformational Leaders to Motivated Followers
This paper presents a theoretical model that integrates two related, but distinct mechanisms by which transformational leaders influence follower motivation. That is, we propose that an affective mechanism by which charismatic leaders induce positive emotional experiences in their followers, and a cognitive mechanisms that includes communicating the leader's vision and its effects on goal setting explain the connection between charismatic and tra…
Leader-member exchange and citizenship behaviors: A meta-analysis.
A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators
Focusing on interpersonal conflict as a work stressor, the authors used a within‐subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two‐week experience‐sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative …
The life of a happy worker: Examining short-term fluctuations in employee happiness and well-being
Human Relations special issue call for papers: The life of a happy worker: Examining short-term fluctuations in employee happiness and well-being
Positive Work–Family Dynamics
This chapter focuses on the positive interconnections between work and family. It provides a brief overview of historical perspectives that have been influential in this literature, followed by a delineation of the focal constructs (enhancement, spillover, enrichment, facilitation) and some subtle but important distinctions between them. The resources thought to enable work–family enrichment are reviewed, as well as the antecedents and consequenc…
Too much of a good thing: Curvilinear relationships between personality traits and job performance.
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Cons…
Intra‐individual processes linking work and employee well‐being: Introduction into the special issue
This special issue presents eight empirical papers on intra‐individual processes related to employee well‐being in organization with the most of the papers featuring a within‐person approach. The studies examine trajectories of affect, affective predictors of organizational citizenship behavior and creativity, intra‐individual changes in flow at work, and also address longer‐term changes and the role of implicit attitudes. Overall, the studies de…
Everyday working life: Explaining within-person fluctuations in employee well-being
Even workers who are generally happy at work can suffer short-term losses of enthusiasm and fulfilment. Short-term fluctuations matter because they can better explain work-related well-being (e.g. work engagement, flow, positive affect or passion), employees’ relations with other people at work (e.g. co-workers, clients), life outside work, and ultimately productivity. This article reviews what we know about short-term variations in employee well…
Scientific Contributions of Within-Person Research in Management: Making the Juice Worth the Squeeze
A multitude of studies in the management literature are focusing on within-person phenomena. The study of such phenomena offers great promise as within-person research facilitates the capacity to enhance temporal precision, show change over time, and reveal the kinds of novel insights that are not possible if relying solely on a traditional between-person perspective. Drawing on the features of within-person research that comprise its unique valu…
When employees and supervisors (do not) see eye to eye on family supportive supervisor behaviours: The role of segmentation desire and work-family culture
Turning lemons into lemonade: The role of proactive personality and information exchange in limiting reciprocal negative affect transference in service encounters
Drawing upon theory and research on affect transference and proactive personality, we examine the proactive behaviors employees enact to limit the reciprocal transference of negative affect between customers and employees during service encounters. Results of two event‐based, multi‐source field studies in the service industry show that employee proactive personality weakens (a) the positive relationship between customer negative affect before the…
What we are pushed to do versus what we want to do: Comparing the unique effects of citizenship pressure and actual citizenship behavior on fatigue and family behaviors
Crafting Well-Being: Employees Can Enhance Their Own Well-Being by Savoring, Reflecting upon, and Capitalizing on Positive Work Experiences
We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by capitalizing on them via interpersonal means, such as sharing work events and experiences with othe…
Psychology (24 works) · Social Psychology (22 works) · Job Satisfaction and Organizational Behavior (15 works) · Personality (10 works) · Big Five personality traits (8 works) · Social Psychology (8 works) · Personality Traits and Psychology (7 works) · Extraversion and introversion (6 works) · Political science (6 works) · Psychological Well-being and Life Satisfaction (6 works)