John R Hollenbeck
Biographic Data
| ID | 3470513 |
|---|---|
| NAME | John R Hollenbeck |
| GIVEN NAMES | John R |
| FAMILY NAME | Hollenbeck |
| SIGNATURE | HOLLENBECK J R |
| AFFILIATIONS | Michigan State University |
| ORCID | 0000-0003-4558-9472 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 12 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1985 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 2 |
International Organizational Behavior
Organizational Behavior: Securing Competitive Advantage
Part 1: Introduction 1. Organization Behavior 2. Management & Managers Part 2: Micro Organizational Behavior 3. Managing Diversity 4. Perception, Decision Making, and Creativity 5. Work Motivation and Performance 6. Satisfaction and Stress Part 3: Meso Organizational Behavior 7. Efficiency, Motivation, and Quality in Work Design 8. Interdependence and Role Relationships 9. Group Dynamics and Team Effectiveness 10. Leadership of Groups and Organiz…
A century of work teams in the Journal of Applied Psychology.
Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawthorne studies of the 1920s and 1930s. Yet little to none of this work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals. From the 1990s to the present, the volume o…
Individualism–collectivism and team member performance: Another look
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
Life in the organizational sciences: Achieving consensus on what is reasonable, what is possible, and what is absolutely required
In our recent paper, we illustrated that despite modest levels of inter‐rater reliability at the manuscript/journal level, the reliability of career‐level assessments in the organizational sciences is very high because the high frequency of evaluations that accumulates into extremely reliable estimates of true scores over time. This is not a subjective opinion, but rather a straightforward technical issue. Many of the objections raised regarding …
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Career success and weak paradigms: The role of activity, resiliency, and true scores
Questions have been raised about the significant influence that weak paradigm development has on the careers of individuals struggling to make a life in the field of organization science. Based on the fact that a weak paradigm leads to low levels of agreement about the quality of any manuscript, it has been suggested that the marketplace for ideas is beyond comprehension to even the most talented individuals, and that career outcomes are determin…
Teams in Organizations: From Input-Process-Output Models to Imoi Models
This review examines research and theory relevant to work groups and teams typically embedded in organizations and existing over time, although many studies reviewed were conducted in other settings, including the laboratory. Research was organized around a two-dimensional system based on time and the nature of explanatory mechanisms that mediated between team inputs and outcomes. These mechanisms were affective, behavioral, cognitive, or some co…
The Tripartite Model of Neuroticism and the Suppression of Depression and Anxiety Within an Escalation of Commitment Dilemma
We found evidence of a mutual suppression effect between anxiety and depression on an individual's level of commitment within escalation dilemmas. On the one hand, our results demonstrate a positive relationship between anxiety and level of commitment; on the other, our results demonstrate a negative relationship between depression and level of commitment. Based on the opposing relationships between anxiety and depression and commitment, the broa…
Goal commitment and the goal-setting process: Problems, prospects, and proposals for future research.
The purpose of this article is to examine the role of goal commitment in goal-setting research. Despite Locke's (1968) specification that commitment to goals is a necessary condition for the effec-tiveness of goal setting, a majority of studies in this area have ignored goal commitment. In addition, results of studies that have examined the effects of goal commitment were typically inconsistent with conceptualization of commitment as a moderator.…
An exploratory study of self‐regulating activities and their effects on job performance
The present study attempted to assess the extent to which job incumbents engage in performance relevant self‐regulatory activities. Specifically, the degrees to which 62 insurance salespersons; (1) set performance goals, (2) monitored performance levels, and (3) exercised contingent self‐reward or punishment with respect to goal achievement or goal failure were measured; and, the consequences that such activities had on performance were examined.…
Organizational Behavior: Securing Competitive Advantage
Part 1: Introduction 1. Organization Behavior 2. Management & Managers Part 2: Micro Organizational Behavior 3. Managing Diversity 4. Perception, Decision Making, and Creativity 5. Work Motivation and Performance 6. Satisfaction and Stress Part 3: Meso Organizational Behavior 7. Efficiency, Motivation, and Quality in Work Design 8. Interdependence and Role Relationships 9. Group Dynamics and Team Effectiveness 10. Leadership of Groups and Organiz…
Career success and weak paradigms: The role of activity, resiliency, and true scores
Questions have been raised about the significant influence that weak paradigm development has on the careers of individuals struggling to make a life in the field of organization science. Based on the fact that a weak paradigm leads to low levels of agreement about the quality of any manuscript, it has been suggested that the marketplace for ideas is beyond comprehension to even the most talented individuals, and that career outcomes are determin…
Individualism–collectivism and team member performance: Another look
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
An exploratory study of self‐regulating activities and their effects on job performance
The present study attempted to assess the extent to which job incumbents engage in performance relevant self‐regulatory activities. Specifically, the degrees to which 62 insurance salespersons; (1) set performance goals, (2) monitored performance levels, and (3) exercised contingent self‐reward or punishment with respect to goal achievement or goal failure were measured; and, the consequences that such activities had on performance were examined.…
An exploratory study of self‐regulating activities and their effects on job performance
The present study attempted to assess the extent to which job incumbents engage in performance relevant self‐regulatory activities. Specifically, the degrees to which 62 insurance salespersons; (1) set performance goals, (2) monitored performance levels, and (3) exercised contingent self‐reward or punishment with respect to goal achievement or goal failure were measured; and, the consequences that such activities had on performance were examined.…
Goal commitment and the goal-setting process: Problems, prospects, and proposals for future research.
The purpose of this article is to examine the role of goal commitment in goal-setting research. Despite Locke's (1968) specification that commitment to goals is a necessary condition for the effec-tiveness of goal setting, a majority of studies in this area have ignored goal commitment. In addition, results of studies that have examined the effects of goal commitment were typically inconsistent with conceptualization of commitment as a moderator.…
The Tripartite Model of Neuroticism and the Suppression of Depression and Anxiety Within an Escalation of Commitment Dilemma
We found evidence of a mutual suppression effect between anxiety and depression on an individual's level of commitment within escalation dilemmas. On the one hand, our results demonstrate a positive relationship between anxiety and level of commitment; on the other, our results demonstrate a negative relationship between depression and level of commitment. Based on the opposing relationships between anxiety and depression and commitment, the broa…
Teams in Organizations: From Input-Process-Output Models to Imoi Models
This review examines research and theory relevant to work groups and teams typically embedded in organizations and existing over time, although many studies reviewed were conducted in other settings, including the laboratory. Research was organized around a two-dimensional system based on time and the nature of explanatory mechanisms that mediated between team inputs and outcomes. These mechanisms were affective, behavioral, cognitive, or some co…
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Career success and weak paradigms: The role of activity, resiliency, and true scores
Questions have been raised about the significant influence that weak paradigm development has on the careers of individuals struggling to make a life in the field of organization science. Based on the fact that a weak paradigm leads to low levels of agreement about the quality of any manuscript, it has been suggested that the marketplace for ideas is beyond comprehension to even the most talented individuals, and that career outcomes are determin…
Life in the organizational sciences: Achieving consensus on what is reasonable, what is possible, and what is absolutely required
In our recent paper, we illustrated that despite modest levels of inter‐rater reliability at the manuscript/journal level, the reliability of career‐level assessments in the organizational sciences is very high because the high frequency of evaluations that accumulates into extremely reliable estimates of true scores over time. This is not a subjective opinion, but rather a straightforward technical issue. Many of the objections raised regarding …
Individualism–collectivism and team member performance: Another look
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
A century of work teams in the Journal of Applied Psychology.
Work groups are a vital link between individuals and organizations. Systematic psychological research on the nature and effects of work groups dates back at least to the Hawthorne studies of the 1920s and 1930s. Yet little to none of this work appeared in the Journal of Applied Psychology until the 1950s when groups were treated primarily as foils against which to compare the performance of individuals. From the 1990s to the present, the volume o…
International Organizational Behavior
Organizational Behavior: Securing Competitive Advantage
Part 1: Introduction 1. Organization Behavior 2. Management & Managers Part 2: Micro Organizational Behavior 3. Managing Diversity 4. Perception, Decision Making, and Creativity 5. Work Motivation and Performance 6. Satisfaction and Stress Part 3: Meso Organizational Behavior 7. Efficiency, Motivation, and Quality in Work Design 8. Interdependence and Role Relationships 9. Group Dynamics and Team Effectiveness 10. Leadership of Groups and Organiz…
Psychology (11 works) · Social Psychology (8 works) · Computer Science (7 works) · Economics (5 works) · Job Satisfaction and Organizational Behavior (5 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Management (3 works) · Political science (3 works) · Team Dynamics and Performance (3 works)