Jennifer M George
Biographic Data
| ID | 3611280 |
|---|---|
| NAME | Jennifer M George |
| GIVEN NAMES | Jennifer M |
| FAMILY NAME | George |
| SIGNATURE | GEORGE J M |
| AFFILIATIONS | Rice University |
| VERIFIED | No |
| TOTAL WORKS | 22 |
| TOTAL CITATIONS | 242 |
| AUTHOR COUNT | 22 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1988 |
| LATEST PUBLICATION YEAR | 2010 |
| H-INDEX | 4 |
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity
Extending tokenism theory, the authors investigate psychological climate of gender inequity as a way to understand how token women experience their work environments. In the first study, responses from a sample of 155 women across varied occupations confirm the expectation that token women tend to perceive their organizational climates to be inequitable for women. The results of a second survey of 196 female managers suggest that the subjective p…
Dual Tuning in a Supportive Context: Joint Contributions of Positive Mood, Negative Mood, and Supervisory Behaviors to Employee Creativity
We develop a dual-tuning perspective concerning how positive and negative moods interact to influence creativity in supportive contexts. Using data on employees in an oil field services company, we hypothesized and found that when supervisors provided a supportive context for creativity and positive mood was high, negative mood had a strong, positive relation to creativity, with creativity being the highest when the context was supportive and bot…
Linking Personality to Helping Behaviors at Work: An Interactional Perspective
Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand…
Cross-Cultural Interviewing
Understanding when bad moods foster creativity and good ones don't: The role of context and clarity of feelings.
Using a mood-as-input model, the authors identified conditions under which negative moods are positively related, and positive moods are negatively related, to creative performance. Among a sample of workers in an organizational unit charged with developing creative designs and manufacturing techniques, the authors hypothesized and found that negative moods were positively related to creative performance when perceived recognition and rewards for…
Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective
When openness to experience and conscientiousness are related to creative behavior: An interactional approach.
This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace. Openness to experience is theorized to result in high levels of creative behavior and conscientiousness is theorized to result in low levels of creative behavior when the situation allows for the manifestation of the trait influences. More specifically, the …
When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice.
This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with hig…
Towards a Process Model of Individual Change in Organizations
This article analyses the way the individual change process unfolds when major; second-order changes are required. Using a framework that integrates both the cognitive and affective components of individual sensemaking and interpretation, we develop a process model that systematically analyses the psychology of the individual change process, and, in particular, the sources of resistance to change or inertia. A series of steps in the change proces…
The Role of Time in Theory and Theory Building
Although time has been included in theory and theory building as a boundary condition, this paper argues that time can and should play a more important role because it can change the ontological description and meaning of a theoretical construct and of the relationships between constructs. We suggest that theorists explicitly incorporate multiple aspects of temporality into the “what, how, and why” building blocks of their theories. First, we des…
Emotions and Leadership: The Role of Emotional Intelligence
This paper suggests that feelings (moods and emotions) play a central role in the leadership process. More specifically, it is proposed that emotional intelligence, the ability to understand and manage moods and emotions in the self and others, contributes to effective leadership in organizations. Four major aspects of emotional intelligence, the appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision m…
The Experience and Evolution of Trust: Implications for Cooperation and Teamwork
The role of negative affectivity in understanding relations between self-reports of stressors and strains: A comment on the applied psychology literature.
On the basis of a brief review of the health, organizational, and personality psychology literatures supportive of the expectation that observed relations between self-reports of stressors and strains are influenced by the mood-dispositional dimension negative affectivity (NA), reanalyses of four data sets were conducted. The results of these reanalyses, contrary to the assertions of several authors in the applied psychology literature, offered f…
Integrating bottom-up and top-down theories of subjective well-being: The case of health
Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship
Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood a…
Feeling good^doing good: A conceptual analysis of the mood at work^organizational spontaneity relationship
State or trait: Effects of positive mood on prosocial behaviors at work.
Organizationally intended and unintended coping: The case of an incentive compensation plan
Coping typically is viewed in terms of its functionality for the individual engaging in it. We suggest that it also may be fruitful to consider coping from the perspective of the individual's employing organization. That is, from a managerial perspective, workers may cope with job stressors in intended or unintended ways. Among a sample of professional and managerial personnel of an insurance company, it was found that global evaluations of the j…
Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context.
Une justification theorique est apportee pour analyser le comportement prosocial et le turnover volontaire au niveau du groupe. Selon l'hypothese, la cohesion du groupe et l'humeur positive du dirigeant seront correlees positivement a l'incidence du comportement prosocial dans les groupes de travail et negativement aux taux de turn over volontaire. De plus, l'importance accordee au comportement prosocial durant la socialisation initiale dans les …
Incentive compensation as an injurious condition of work: A study of labelling
A recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model wa…
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
Should negative affectivity remain an unmeasured variable in the study of job stress?
Emotions and Leadership: The Role of Emotional Intelligence
This paper suggests that feelings (moods and emotions) play a central role in the leadership process. More specifically, it is proposed that emotional intelligence, the ability to understand and manage moods and emotions in the self and others, contributes to effective leadership in organizations. Four major aspects of emotional intelligence, the appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision m…
Integrating bottom-up and top-down theories of subjective well-being: The case of health
Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship
Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood a…
Towards a Process Model of Individual Change in Organizations
This article analyses the way the individual change process unfolds when major; second-order changes are required. Using a framework that integrates both the cognitive and affective components of individual sensemaking and interpretation, we develop a process model that systematically analyses the psychology of the individual change process, and, in particular, the sources of resistance to change or inertia. A series of steps in the change proces…
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
Incentive compensation as an injurious condition of work: A study of labelling
A recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model wa…
Should negative affectivity remain an unmeasured variable in the study of job stress?
Incentive compensation as an injurious condition of work: A study of labelling
A recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model wa…
Measuring affect at work: Confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems
Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed…
Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context.
Une justification theorique est apportee pour analyser le comportement prosocial et le turnover volontaire au niveau du groupe. Selon l'hypothese, la cohesion du groupe et l'humeur positive du dirigeant seront correlees positivement a l'incidence du comportement prosocial dans les groupes de travail et negativement aux taux de turn over volontaire. De plus, l'importance accordee au comportement prosocial durant la socialisation initiale dans les …
State or trait: Effects of positive mood on prosocial behaviors at work.
Organizationally intended and unintended coping: The case of an incentive compensation plan
Coping typically is viewed in terms of its functionality for the individual engaging in it. We suggest that it also may be fruitful to consider coping from the perspective of the individual's employing organization. That is, from a managerial perspective, workers may cope with job stressors in intended or unintended ways. Among a sample of professional and managerial personnel of an insurance company, it was found that global evaluations of the j…
Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship
Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood a…
Feeling good^doing good: A conceptual analysis of the mood at work^organizational spontaneity relationship
The role of negative affectivity in understanding relations between self-reports of stressors and strains: A comment on the applied psychology literature.
On the basis of a brief review of the health, organizational, and personality psychology literatures supportive of the expectation that observed relations between self-reports of stressors and strains are influenced by the mood-dispositional dimension negative affectivity (NA), reanalyses of four data sets were conducted. The results of these reanalyses, contrary to the assertions of several authors in the applied psychology literature, offered f…
Integrating bottom-up and top-down theories of subjective well-being: The case of health
The Experience and Evolution of Trust: Implications for Cooperation and Teamwork
The Role of Time in Theory and Theory Building
Although time has been included in theory and theory building as a boundary condition, this paper argues that time can and should play a more important role because it can change the ontological description and meaning of a theoretical construct and of the relationships between constructs. We suggest that theorists explicitly incorporate multiple aspects of temporality into the “what, how, and why” building blocks of their theories. First, we des…
Emotions and Leadership: The Role of Emotional Intelligence
This paper suggests that feelings (moods and emotions) play a central role in the leadership process. More specifically, it is proposed that emotional intelligence, the ability to understand and manage moods and emotions in the self and others, contributes to effective leadership in organizations. Four major aspects of emotional intelligence, the appraisal and expression of emotion, the use of emotion to enhance cognitive processes and decision m…
Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective
When openness to experience and conscientiousness are related to creative behavior: An interactional approach.
This study adopted an interactional approach to understanding how 2 of the Five-Factor traits, openness to experience and conscientiousness, are related to creative behavior in the workplace. Openness to experience is theorized to result in high levels of creative behavior and conscientiousness is theorized to result in low levels of creative behavior when the situation allows for the manifestation of the trait influences. More specifically, the …
When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice.
This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with hig…
Towards a Process Model of Individual Change in Organizations
This article analyses the way the individual change process unfolds when major; second-order changes are required. Using a framework that integrates both the cognitive and affective components of individual sensemaking and interpretation, we develop a process model that systematically analyses the psychology of the individual change process, and, in particular, the sources of resistance to change or inertia. A series of steps in the change proces…
Understanding when bad moods foster creativity and good ones don't: The role of context and clarity of feelings.
Using a mood-as-input model, the authors identified conditions under which negative moods are positively related, and positive moods are negatively related, to creative performance. Among a sample of workers in an organizational unit charged with developing creative designs and manufacturing techniques, the authors hypothesized and found that negative moods were positively related to creative performance when perceived recognition and rewards for…
Cross-Cultural Interviewing
Linking Personality to Helping Behaviors at Work: An Interactional Perspective
Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand…
Dual Tuning in a Supportive Context: Joint Contributions of Positive Mood, Negative Mood, and Supervisory Behaviors to Employee Creativity
We develop a dual-tuning perspective concerning how positive and negative moods interact to influence creativity in supportive contexts. Using data on employees in an oil field services company, we hypothesized and found that when supervisors provided a supportive context for creativity and positive mood was high, negative mood had a strong, positive relation to creativity, with creativity being the highest when the context was supportive and bot…
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity
Extending tokenism theory, the authors investigate psychological climate of gender inequity as a way to understand how token women experience their work environments. In the first study, responses from a sample of 155 women across varied occupations confirm the expectation that token women tend to perceive their organizational climates to be inequitable for women. The results of a second survey of 196 female managers suggest that the subjective p…
Psychology (22 works) · Social Psychology (19 works) · Job Satisfaction and Organizational Behavior (15 works) · Emotional Intelligence and Performance (7 works) · Mood (7 works) · Cognitive psychology (6 works) · Business (5 works) · Computer Science (5 works) · Developmental psychology (5 works) · Personality (5 works)