Cristina B Gibson
Biographic Data
| ID | 3610609 |
|---|---|
| NAME | Cristina B Gibson |
| GIVEN NAMES | Cristina B |
| FAMILY NAME | Gibson |
| SIGNATURE | GIBSON C B |
| AFFILIATIONS | Pepperdine University |
| ORCID | 0000-0002-1655-7351 |
| VERIFIED | Yes |
| TOTAL WORKS | 26 |
| TOTAL CITATIONS | 97 |
| WORKS AS AUTHOR | 26 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1998 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
How Spiritual Capital Motivates Purpose-Driven Leadership in a Profit-Driven World
In the face of significant societal challenges, the role of religiosity and spirituality has been scrutinized. Yet, in the management literature, these forms of spiritual capital remain underexplored. This qualitative study examined the role of spiritual capital during the leadership journey. We conducted narrative interviews with organizational leaders, exploring their life and career histories. Several key themes emerged, including a continuum …
Where Hope Thrives
202,898) and employing random effects meta-analysis, we explore the cross-national variations in self-rated hope across various sociodemographic factors, including age, gender, marital status, employment, religious service attendance, education, and immigration status. Our findings reveal considerable variations in levels of hope across countries, and some notable differences across demographic groups, highlighting unique individual and societal …
Hybrid and remote team chartering
Cultivating the experience of dignity at work during digital transformation
Global virtual work
Digitalization and global disruptions have fundamentally changed how we approach work. Global virtual work has become increasingly widespread in recent years, often replacing or complementing traditional expatriation and international business travel. To advance our understanding of this phenomenon, we systematically reviewed the literature on global virtual work, distinguishing it into three domains: global virtual teams, distributed work, and t…
Strangers, Friends, and Everything Between
While prior research has demonstrated that social relationships meaningfully shape health and well-being, less is known about how subjective evaluations of the quality of one’s relationships differ across national contexts and across sociodemographic groups within different countries. Using data from the Global Flourishing Study, a large international sample of 202,898 adults from 22 countries, we examined the average level and distributions of s…
Analysis of demographic variation and childhood correlates of financial well-being across 22 countries
Using nationally representative data from 202,898 participants in the Global Flourishing Study, this work examines factors associated with financial well-being across 22 countries. We investigate how demographic factors—including age, gender, marital status, employment status, education, religious service attendance and immigration status—are correlated with financial well-being (as assessed through four dimensions). Additionally, we analyse asso…
Seeds of Hope
This study investigates childhood predictors of adult hope across 22 countries, leveraging data from 202,898 participants in the Global Flourishing Study. Key findings indicate that positive childhood experiences, such as excellent or very good health, supportive parental relationships, and regular religious attendance, are strongly associated with higher levels of hope in adulthood. Conversely, negative experiences like abuse and feeling like an…
Designing Teams for the Future
Teams often struggle to sustain performance improvement over time, yet there is a lack of research on how to shift stagnant performance to a positive performance trajectory to create what we refer to as positive team turning points . We utilize situation awareness theory to explain how such change can be prompted by a design intervention that improves the permeability of the organization and increases environmental prognostication—utilizing knowl…
Should employees be required to return to the office
Corruption revisited
Corruption is often seen as one of the root causes of pressing national and global challenges. The persisting stark national differences in corruption levels and their potential causes have thus attracted growing interest from international business scholars. The objective of this study was to re-examine key factors that predict levels of national corruption. Drawing on comprehensive personality data from over 5 million respondents across 87 nati…
Vicarious Empowerment as a Novel Mechanism for Empowering High Power Distance Employees
Prior research has questioned the utility of empowerment for high power distance employees. Rather than abandon empowerment in these contexts, we test the plausibility of empowering high power distance employees vicariously through observation, normalization and legitimization of empowered behavior. Extending theories of empowerment and social cognition to account for cultural norms, we provide evidence for the effectiveness of vicarious empowerm…
Enhancing work relationships across cultures
As culturally different individuals work together, energy may be employed as a resource towards building and sustaining a work relationship. However, current scholarship on energy at work and relational energy fail to take into account cultural considerations. To address this gap, we develop novel theory that distinguishes amongst various forms of energy to explicate how they are differentially interpreted in interactions based on cultural orient…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Job crafting revisited
Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals' needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies-task, relationship, skill,…
Crossing team boundaries
Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitig…
Where Global and Virtual Meet
We review prior research that has examined virtuality in teams (e.g., pertaining to the use of electronic media) or the global nature of teams (e.g., national and cultural differences), demonstrating that very few scholars have examined both simultaneously. Given that the global and virtual elements often coincide in the same team, this is a critical gap in research, particularly because these two features may interact in important ways, amplifyi…
Collaboration for the common good
Multicultural collaborations are temporary entities that are not embedded in a single organizational context but yet complete tasks such as building a house or making a film with the involvement of people from multiple cultures. Although they share characteristics of multicultural teams, they lack many of the mechanisms that teams embedded in organizations have at the ready to enable navigation of key challenges. Not much is known about how they …
Thriving at work
Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed and validated a measure of the construct of thriving at work. Additionally, we theoretically refined the construct by linking it to key outcomes, such as job performance, and by examining its contextual embeddedness. In Study 1, we conducted second‐order confirmatory factor analyses in two samples, demonstrating initi…
Cambridge Handbook of Culture, Organizations, and Work
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize…
Team Implicit Coordination Processes
We present an integrated theoretical framework that models the development of team situation models and implicit coordination behaviors. We first define these concepts and then examine the role of several team and context variables in facilitating the emergence of implicit coordination patterns, as well as in moderating their effects on team performance. Finally, we discuss the implications of the model for team coordination theory, team cognitio…
Antecedents, consequences, and moderators of time perspective heterogeneity for knowledge management in MNO teams
Multinational organizations (MNOs), more so than other organizations, are likely to require individuals with different perspectives, experiences, and backgrounds to form teams and collaboratively manage knowledge. We develop a framework that shows why variations in time perspectives among members of teams occur and how such differences can exert significant but unacknowledged influences on knowledge management efforts in MNOs, including: (1) inno…
From knowledge accumulation to accommodation
A framework for collective cognition in the workplace is developed to provide guidance to groups, their leaders, and researchers interested in understanding and improving cognitive processes. First, phases of the process and elements essential at each phase are identified based on prior research. Next, a series of catalysts are proposed which help bring about potential movement through the phases. Propositions regarding these catalysts are sugges…
Me and us
Efficacy‐effectiveness relationships were examined for individual nurses and nursing teams who were either trained or untrained in goal‐setting. At the individual level, positive direct relationships were demonstrated between self‐efficacy and effectiveness, between training and subsequent self‐efficacy, and between training and effectiveness. Initial self‐efficacy also moderated the training‐effectiveness relationship. Nurses low in initial self…
How Did I Do?" versus "How Did We Do
Research shows that feedback concerning a person's prior performance is an important determinant of self-efficacy and subsequent work activity. In addition, several recent cultural models posit that people use different aspects of their environment in assessing their self-concepts. In this article, the authors explore Triandis's sampling-probability hypothesis of cultural influence by examining the relationship of an individual's cultural values …
Thriving at work
Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed and validated a measure of the construct of thriving at work. Additionally, we theoretically refined the construct by linking it to key outcomes, such as job performance, and by examining its contextual embeddedness. In Study 1, we conducted second‐order confirmatory factor analyses in two samples, demonstrating initi…
From knowledge accumulation to accommodation
A framework for collective cognition in the workplace is developed to provide guidance to groups, their leaders, and researchers interested in understanding and improving cognitive processes. First, phases of the process and elements essential at each phase are identified based on prior research. Next, a series of catalysts are proposed which help bring about potential movement through the phases. Propositions regarding these catalysts are sugges…
Antecedents, consequences, and moderators of time perspective heterogeneity for knowledge management in MNO teams
Multinational organizations (MNOs), more so than other organizations, are likely to require individuals with different perspectives, experiences, and backgrounds to form teams and collaboratively manage knowledge. We develop a framework that shows why variations in time perspectives among members of teams occur and how such differences can exert significant but unacknowledged influences on knowledge management efforts in MNOs, including: (1) inno…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Me and us
Efficacy‐effectiveness relationships were examined for individual nurses and nursing teams who were either trained or untrained in goal‐setting. At the individual level, positive direct relationships were demonstrated between self‐efficacy and effectiveness, between training and subsequent self‐efficacy, and between training and effectiveness. Initial self‐efficacy also moderated the training‐effectiveness relationship. Nurses low in initial self…
Collaboration for the common good
Multicultural collaborations are temporary entities that are not embedded in a single organizational context but yet complete tasks such as building a house or making a film with the involvement of people from multiple cultures. Although they share characteristics of multicultural teams, they lack many of the mechanisms that teams embedded in organizations have at the ready to enable navigation of key challenges. Not much is known about how they …
Crossing team boundaries
Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitig…
How Did I Do?" versus "How Did We Do
Research shows that feedback concerning a person's prior performance is an important determinant of self-efficacy and subsequent work activity. In addition, several recent cultural models posit that people use different aspects of their environment in assessing their self-concepts. In this article, the authors explore Triandis's sampling-probability hypothesis of cultural influence by examining the relationship of an individual's cultural values …
Analysis of demographic variation and childhood correlates of financial well-being across 22 countries
Using nationally representative data from 202,898 participants in the Global Flourishing Study, this work examines factors associated with financial well-being across 22 countries. We investigate how demographic factors—including age, gender, marital status, employment status, education, religious service attendance and immigration status—are correlated with financial well-being (as assessed through four dimensions). Additionally, we analyse asso…
Taking Stock in Our Progress on Individualism-Collectivism
The tension existing between an inherent desire for companionship and personal identity forms the basis for one of the most highly researched cultural and personal dimensions in the field of management. This dichotomy, commonly called individualism-collectivism, is the focus of our review. Although much attention has been drawn toward this construct, its operationalization and measure have been problematic. In our review, we examine the theoretic…
How Did I Do?" versus "How Did We Do
Research shows that feedback concerning a person's prior performance is an important determinant of self-efficacy and subsequent work activity. In addition, several recent cultural models posit that people use different aspects of their environment in assessing their self-concepts. In this article, the authors explore Triandis's sampling-probability hypothesis of cultural influence by examining the relationship of an individual's cultural values …
From knowledge accumulation to accommodation
A framework for collective cognition in the workplace is developed to provide guidance to groups, their leaders, and researchers interested in understanding and improving cognitive processes. First, phases of the process and elements essential at each phase are identified based on prior research. Next, a series of catalysts are proposed which help bring about potential movement through the phases. Propositions regarding these catalysts are sugges…
Me and us
Efficacy‐effectiveness relationships were examined for individual nurses and nursing teams who were either trained or untrained in goal‐setting. At the individual level, positive direct relationships were demonstrated between self‐efficacy and effectiveness, between training and subsequent self‐efficacy, and between training and effectiveness. Initial self‐efficacy also moderated the training‐effectiveness relationship. Nurses low in initial self…
Antecedents, consequences, and moderators of time perspective heterogeneity for knowledge management in MNO teams
Multinational organizations (MNOs), more so than other organizations, are likely to require individuals with different perspectives, experiences, and backgrounds to form teams and collaboratively manage knowledge. We develop a framework that shows why variations in time perspectives among members of teams occur and how such differences can exert significant but unacknowledged influences on knowledge management efforts in MNOs, including: (1) inno…
Team Implicit Coordination Processes
We present an integrated theoretical framework that models the development of team situation models and implicit coordination behaviors. We first define these concepts and then examine the role of several team and context variables in facilitating the emergence of implicit coordination patterns, as well as in moderating their effects on team performance. Finally, we discuss the implications of the model for team coordination theory, team cognitio…
Cambridge Handbook of Culture, Organizations, and Work
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize…
Thriving at work
Thriving is defined as the psychological state in which individuals experience both a sense of vitality and learning. We developed and validated a measure of the construct of thriving at work. Additionally, we theoretically refined the construct by linking it to key outcomes, such as job performance, and by examining its contextual embeddedness. In Study 1, we conducted second‐order confirmatory factor analyses in two samples, demonstrating initi…
Collaboration for the common good
Multicultural collaborations are temporary entities that are not embedded in a single organizational context but yet complete tasks such as building a house or making a film with the involvement of people from multiple cultures. Although they share characteristics of multicultural teams, they lack many of the mechanisms that teams embedded in organizations have at the ready to enable navigation of key challenges. Not much is known about how they …
Where Global and Virtual Meet
We review prior research that has examined virtuality in teams (e.g., pertaining to the use of electronic media) or the global nature of teams (e.g., national and cultural differences), demonstrating that very few scholars have examined both simultaneously. Given that the global and virtual elements often coincide in the same team, this is a critical gap in research, particularly because these two features may interact in important ways, amplifyi…
Crossing team boundaries
Given the context in which teams work today, many teams are necessarily dynamic and permeable; that is, workers must be able to move quickly and easily in and out of teams, across team boundaries. We develop a model of team boundary permeability that incorporates the features of the team that give rise to boundary permeability, the outcomes experienced by teams with permeable boundaries, and moderators that serve to enhance the benefits and mitig…
Job crafting revisited
Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals' needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies-task, relationship, skill,…
Navigating identities in global work
What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time? Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to naviga…
Should employees be required to return to the office
Corruption revisited
Corruption is often seen as one of the root causes of pressing national and global challenges. The persisting stark national differences in corruption levels and their potential causes have thus attracted growing interest from international business scholars. The objective of this study was to re-examine key factors that predict levels of national corruption. Drawing on comprehensive personality data from over 5 million respondents across 87 nati…
Vicarious Empowerment as a Novel Mechanism for Empowering High Power Distance Employees
Prior research has questioned the utility of empowerment for high power distance employees. Rather than abandon empowerment in these contexts, we test the plausibility of empowering high power distance employees vicariously through observation, normalization and legitimization of empowered behavior. Extending theories of empowerment and social cognition to account for cultural norms, we provide evidence for the effectiveness of vicarious empowerm…
Enhancing work relationships across cultures
As culturally different individuals work together, energy may be employed as a resource towards building and sustaining a work relationship. However, current scholarship on energy at work and relational energy fail to take into account cultural considerations. To address this gap, we develop novel theory that distinguishes amongst various forms of energy to explicate how they are differentially interpreted in interactions based on cultural orient…
Hybrid and remote team chartering
Cultivating the experience of dignity at work during digital transformation
Global virtual work
Digitalization and global disruptions have fundamentally changed how we approach work. Global virtual work has become increasingly widespread in recent years, often replacing or complementing traditional expatriation and international business travel. To advance our understanding of this phenomenon, we systematically reviewed the literature on global virtual work, distinguishing it into three domains: global virtual teams, distributed work, and t…
Strangers, Friends, and Everything Between
While prior research has demonstrated that social relationships meaningfully shape health and well-being, less is known about how subjective evaluations of the quality of one’s relationships differ across national contexts and across sociodemographic groups within different countries. Using data from the Global Flourishing Study, a large international sample of 202,898 adults from 22 countries, we examined the average level and distributions of s…
Analysis of demographic variation and childhood correlates of financial well-being across 22 countries
Using nationally representative data from 202,898 participants in the Global Flourishing Study, this work examines factors associated with financial well-being across 22 countries. We investigate how demographic factors—including age, gender, marital status, employment status, education, religious service attendance and immigration status—are correlated with financial well-being (as assessed through four dimensions). Additionally, we analyse asso…
Seeds of Hope
This study investigates childhood predictors of adult hope across 22 countries, leveraging data from 202,898 participants in the Global Flourishing Study. Key findings indicate that positive childhood experiences, such as excellent or very good health, supportive parental relationships, and regular religious attendance, are strongly associated with higher levels of hope in adulthood. Conversely, negative experiences like abuse and feeling like an…
Designing Teams for the Future
Teams often struggle to sustain performance improvement over time, yet there is a lack of research on how to shift stagnant performance to a positive performance trajectory to create what we refer to as positive team turning points . We utilize situation awareness theory to explain how such change can be prompted by a design intervention that improves the permeability of the organization and increases environmental prognostication—utilizing knowl…
How Spiritual Capital Motivates Purpose-Driven Leadership in a Profit-Driven World
In the face of significant societal challenges, the role of religiosity and spirituality has been scrutinized. Yet, in the management literature, these forms of spiritual capital remain underexplored. This qualitative study examined the role of spiritual capital during the leadership journey. We conducted narrative interviews with organizational leaders, exploring their life and career histories. Several key themes emerged, including a continuum …
Psychology (17 works) · Sociology (14 works) · Computer Science (12 works) · Political science (11 works) · Social Psychology (11 works) · Knowledge management (10 works) · Team Dynamics and Performance (9 works) · Engineering (8 works) · International Student and Expatriate Challenges (6 works) · Job Satisfaction and Organizational Behavior (6 works)