Daniel A Newman
Biographic Data
| ID | 200586 |
|---|---|
| NAME | Daniel A Newman |
| GIVEN NAMES | Daniel A |
| FAMILY NAME | Newman |
| SIGNATURE | NEWMAN D A |
| AFFILIATIONS | University of Illinois Urbana-Champaign |
| ORCID | 0000-0002-5876-4498 |
| VERIFIED | Yes |
| TOTAL WORKS | 17 |
| TOTAL CITATIONS | 12 |
| WORKS AS AUTHOR | 17 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Under Pressure
Teammate invitation networks
Gender, “masculinity,” and “femininity”
Leadership perceptions, gender, and dominant personality
Social network effects
Gender and leadership emergence
Research has shown that men tend to emerge as leaders more frequently than women. However, societal role expectations for both women and leaders have changed in the decades since the last empirical review of the gender gap in leader emergence (Eagly & Karau, 1991). We leverage meta‐analytic evidence to demonstrate that the gender gap has decreased over time, but a contemporary gap remains. To understand why this gap in leader emergence occurs, we…
Longitudinal Research
The goal of this article is to clarify the conceptual, methodological, and practical issues that frequently emerge when conducting longitudinal research, as well as in the journal review process. Using a panel discussion format, the current authors address 13 questions associated with 3 aspects of longitudinal research: conceptual issues, research design, and statistical techniques. These questions are intentionally framed at a general level so t…
Narcissism and Leadership
Past empirical studies relating narcissism to leadership have offered mixed results. This study integrates prior research findings via meta‐analysis to make 4 contributions to theory on narcissism and leadership, by (a) distinguishing between leadership emergence and leadership effectiveness, to reveal that narcissism displays a positive relationship with leadership emergence, but no relationship with leadership effectiveness; (b) showing narciss…
Gender differences in narcissism
Despite the widely held belief that men are more narcissistic than women, there has been no systematic review to establish the magnitude, variability across measures and settings, and stability over time of this gender difference. Drawing on the biosocial approach to social role theory, a meta-analysis performed for Study 1 found that men tended to be more narcissistic than women (d = .26; k = 355 studies; N = 470,846). This gender difference rem…
Missing Data
Missing data (a) reside at three missing data levels of analysis (item-, construct-, and person-level), (b) arise from three missing data mechanisms (missing completely at random, missing at random, and missing not at random) that range from completely random to systematic missingness, (c) can engender two missing data problems (biased parameter estimates and inaccurate hypothesis tests/inaccurate standard errors/low power), and (d) mandate a cho…
Statistical power of the social network autocorrelation model
Absence, Lateness, Turnover, and Retirement
We review research on withdrawal behaviors such as lateness, absence, off-task behavior, and turnover, covering both classic and recent theories and findings. We clarify definitions and discuss the patterning of these behaviors over time, in addition to reviewing the attitudinal, demographic, social, and dispositional predictors of withdrawal. Evidence is summarized on the continuing debate about studying the behaviors in isolation versus as comp…
Emotional intelligence
Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets of constructs (i.e., ability-based EI and mixed-based EI). In…
Discriminant Validity of Self-Reported Emotional Intelligence
A major stumbling block for emotional intelligence (EI) research has been the lack of adequate evidence for discriminant validity. In a sample of 280 dyads, self- and peer-reports of EI and Big Five personality traits were used to confirm an a priori four-factor model for the Wong and Law Emotional Intelligence Scale (WLEIS) and a five-factor model for Goldberg’s International Personality Item Pool (IPIP). After demonstrating measurement equivale…
Longitudinal factorial invariance of the PedsQLTM 4.0 Generic Core Scales Child Self-Report Version
How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences
Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified …
Longitudinal Modeling with Randomly and Systematically Missing Data
For organizational research on individual change, missing data can greatly reduce longitudinal sample size and potentially bias parameter estimates. Within the structural equation modeling framework, this article compares six missing data techniques (MDTs): listwise deletion, pairwise deletion, stochastic regression imputation, the expectation-maximization (EM) algorithm, full information maximization likelihood (FIML), and multiple imputation (M…
Longitudinal Research
The goal of this article is to clarify the conceptual, methodological, and practical issues that frequently emerge when conducting longitudinal research, as well as in the journal review process. Using a panel discussion format, the current authors address 13 questions associated with 3 aspects of longitudinal research: conceptual issues, research design, and statistical techniques. These questions are intentionally framed at a general level so t…
Teammate invitation networks
Leadership perceptions, gender, and dominant personality
Longitudinal Modeling with Randomly and Systematically Missing Data
For organizational research on individual change, missing data can greatly reduce longitudinal sample size and potentially bias parameter estimates. Within the structural equation modeling framework, this article compares six missing data techniques (MDTs): listwise deletion, pairwise deletion, stochastic regression imputation, the expectation-maximization (EM) algorithm, full information maximization likelihood (FIML), and multiple imputation (M…
How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences
Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified …
Longitudinal factorial invariance of the PedsQLTM 4.0 Generic Core Scales Child Self-Report Version
Emotional intelligence
Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets of constructs (i.e., ability-based EI and mixed-based EI). In…
Discriminant Validity of Self-Reported Emotional Intelligence
A major stumbling block for emotional intelligence (EI) research has been the lack of adequate evidence for discriminant validity. In a sample of 280 dyads, self- and peer-reports of EI and Big Five personality traits were used to confirm an a priori four-factor model for the Wong and Law Emotional Intelligence Scale (WLEIS) and a five-factor model for Goldberg’s International Personality Item Pool (IPIP). After demonstrating measurement equivale…
Absence, Lateness, Turnover, and Retirement
We review research on withdrawal behaviors such as lateness, absence, off-task behavior, and turnover, covering both classic and recent theories and findings. We clarify definitions and discuss the patterning of these behaviors over time, in addition to reviewing the attitudinal, demographic, social, and dispositional predictors of withdrawal. Evidence is summarized on the continuing debate about studying the behaviors in isolation versus as comp…
Missing Data
Missing data (a) reside at three missing data levels of analysis (item-, construct-, and person-level), (b) arise from three missing data mechanisms (missing completely at random, missing at random, and missing not at random) that range from completely random to systematic missingness, (c) can engender two missing data problems (biased parameter estimates and inaccurate hypothesis tests/inaccurate standard errors/low power), and (d) mandate a cho…
Statistical power of the social network autocorrelation model
Narcissism and Leadership
Past empirical studies relating narcissism to leadership have offered mixed results. This study integrates prior research findings via meta‐analysis to make 4 contributions to theory on narcissism and leadership, by (a) distinguishing between leadership emergence and leadership effectiveness, to reveal that narcissism displays a positive relationship with leadership emergence, but no relationship with leadership effectiveness; (b) showing narciss…
Gender differences in narcissism
Despite the widely held belief that men are more narcissistic than women, there has been no systematic review to establish the magnitude, variability across measures and settings, and stability over time of this gender difference. Drawing on the biosocial approach to social role theory, a meta-analysis performed for Study 1 found that men tended to be more narcissistic than women (d = .26; k = 355 studies; N = 470,846). This gender difference rem…
Longitudinal Research
The goal of this article is to clarify the conceptual, methodological, and practical issues that frequently emerge when conducting longitudinal research, as well as in the journal review process. Using a panel discussion format, the current authors address 13 questions associated with 3 aspects of longitudinal research: conceptual issues, research design, and statistical techniques. These questions are intentionally framed at a general level so t…
Gender and leadership emergence
Research has shown that men tend to emerge as leaders more frequently than women. However, societal role expectations for both women and leaders have changed in the decades since the last empirical review of the gender gap in leader emergence (Eagly & Karau, 1991). We leverage meta‐analytic evidence to demonstrate that the gender gap has decreased over time, but a contemporary gap remains. To understand why this gap in leader emergence occurs, we…
Social network effects
Leadership perceptions, gender, and dominant personality
Gender, “masculinity,” and “femininity”
Teammate invitation networks
Under Pressure
Psychology (14 works) · Social Psychology (11 works) · Computer Science (8 works) · Job Satisfaction and Organizational Behavior (6 works) · Personality (6 works) · Big Five personality traits (5 works) · Emotional Intelligence and Performance (4 works) · Mathematics (4 works) · Meta-analysis (4 works) · Personality Traits and Psychology (4 works)