Arthur P Brief

Biographic Data

ID377129
NAMEArthur P Brief
GIVEN NAMESArthur P
FAMILY NAMEBrief
SIGNATUREBRIEF A P
AFFILIATIONSUniversity of Iowa
VERIFIEDNo
TOTAL WORKS35
TOTAL CITATIONS478
AUTHOR COUNT35
EDITOR COUNT0
FIRST PUBLICATION YEAR1976
LATEST PUBLICATION YEAR2013
H-INDEX8

  • Seeing green: Mere exposure to money triggers a business decision frame and unethical outcomes

    Open AccessMaryam Kouchaki, Kristin Smith-Crowe et al.ARTICLEOrganizational Behavior and Human…2013

  • Subtle Yet Significant: The Existence and Impact of Everyday Racial Discrimination in the Workplace

    Open AccessElizabeth A Deitch, Adam Barsky et al.ARTICLEHuman Relations2003Cited by: 114References: 50

    In this article, we argue that research concerning workplace discrimination could be advanced by considering ‘everyday discrimination,’ that is, the subtle, pervasive discriminatory acts experienced by members of stigmatized groups on a daily basis. Three studies are reported which use secondary data analysis techniques to provide evidence for the existence of everyday workplace discrimination against Blacks. In addition to demonstrating the occu…

  • Organizational Behavior: Affect in the Workplace

    Arthur P Brief, Howard M Wei et al.ARTICLEAnnual Review of Psychology2002Cited by: 145References: 3

    The study of affect in the workplace began and peaked in the 1930s, with the decades that followed up to the 1990s not being particularly fertile. Whereas job satisfaction generally continues to be loosely but not carefully thought of and measured as an affective state, critical work in the 1990s has raised serious questions about the affective status of job satisfaction in terms of its causes as well as its definition and measurement. Recent res…

  • Releasing the Beast: A Study of Compliance with Orders to Use Race as a Selection Criterion

    Open AccessArthur P Brief, Robert T Buttram et al.ARTICLEJournal of Social Issues1995Cited by: 4References: 17

    Largely drawing on the findings and reasoning of Milgram (1974), a laboratory experiment was conducted to assess the impact of authoritative directives and actor observability on the use of race as a selection criterion in hiring. A significant main effect for instructions was found, suggesting that, when told by a superior to do so, members of organizations may use race as a criterion in making hiring decisions. The precise form of this complian…

  • The role of negative affectivity in understanding relations between self-reports of stressors and strains: A comment on the applied psychology literature.

    Michael J Burke, Arthur P Brief et al.ARTICLEJournal of Applied Psychology1993

    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

    Arthur P Brief, Ann H Butcher et al.ARTICLEJournal of Personality and Social…1993Cited by: 42

  • Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship

    Jennifer M George, Arthur P BriefARTICLEPsychological Bulletin1992Cited by: 36

    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

    Jennifer M George, Arthur P BriefARTICLEPsychological Bulletin1992

  • Organizationally intended and unintended coping: The case of an incentive compensation plan

    Open AccessJennifer M George, Arthur P Brief et al.ARTICLEJournal of Occupational Psychology1991

    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…

  • Work stress: Health care system in the workplace. James C. Quick, Rabi S. Bhagat, James E. Dalton and Jonathan D Quick, (Eds), Praeger, New York, 1987. No. of pages: XVII+329

    Open AccessElaine J Eisenman, Arthur P BriefARTICLEJournal of Organizational Behavior1989

  • Incentive compensation as an injurious condition of work: A study of labelling

    Open AccessJennifer M George, Arthur P Brief et al.ARTICLEJournal of Organizational Behavior1989Cited by: 2References: 17

    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

    Michael J Burke, Arthur P Brief et al.ARTICLEJournal of Personality and Social…1989Cited by: 3

    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?

    Arthur P Brief, Michael J Burke et al.ARTICLEJournal of Applied Psychology1988

  • Studying job stress: Are we making mountains out of molehills

    Open AccessArthur P Brief, Jennifer M AtiehARTICLEJournal of Organizational Behavior1987Cited by: 13References: 11

    Job stress researchers are urged to examine job conditions which threaten workers' experienced quality of life. The relationship between measures of job‐related strains and well‐being is discussed. Past theorizing and research suggests that it is not safe to assume that job conditions which have an adverse impact on affective reactions to the job (a frequently used indicator of job strain) will also have a negative impact on overall subjective we…

  • Correlates of burnout among public service lawyers

    Open AccessJackson, Susan E Jackson et al.ARTICLEJournal of Organizational Behavior1987Cited by: 12References: 5

    Several hypotheses suggested by the theoretical literature on burnout were empirically tested in an attempt to identify the organizational conditions associated with employee burnout. Public service lawyers in the U.S. ( N = 391) completed a survey designed to assess (a) three components of burnout, namely, emotional exhaustion, depersonalization, and feelings of low personal accomplishment; (b) perceptions of several job conditions predicted to …

  • Prosocial Organizational Behaviors

    Arthur P Brief, Stephan J MotowidloARTICLEAcademy of Management Review1986

  • An exploratory study of self‐regulating activities and their effects on job performance

    Open AccessArthur P Brief, John R HollenbeckARTICLEJournal of Organizational Behavior1985Cited by: 1References: 5

    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.…

  • Cognitive and Organizational Structures: An Empirical Analysis

    Open AccessEric J Walton, Arthur P Brief et al.ARTICLEHuman Relations1985Cited by: 1References: 28

    Relationships between the cognitive structures of organizational members and the structures of the organizations to which they belong have been the subject of considerable theoretical speculation. Limited empirical evidence suggests the two structures are related but the issue of directionality has not been investigated. The study reported here adopts an attribution theory perspective to test the causal nature of this relationship in an experimen…

  • Cognitive and Organizational Structures: A Conceptual Analysis of Implicit Organizing Theories

    Open AccessArthur P Brief, H Kirk DowneyARTICLEHuman Relations1983Cited by: 9References: 42

    The concept of implicit theories is used to explain how the ideas of organization designers are translated into organizational structures. The concept is also used to explain how organization members respond to structural characteristics. Research strategies for measuring the implicit theories of organizing on which these explanations are based are also discussed

  • Measurement of perceived task characteristics

    Ramon J Aldag, Steve H Barr et al.ARTICLEPsychological Bulletin1981

  • Leader Behavior in a Police Organization Revisited

    Open AccessArthur P Brief, Ramon J Aldag et al.ARTICLEHuman Relations1981Cited by: 3References: 21

    For a sample of police personnel, a longitudinal design was employed to examine the relationships between leader role clarification behaviors and subordinate job satisfaction and attitudes toward citizenry as well as the role of perceived skill variety as a potential moderator of those relationships. Further, both the relationships of perceived skill variety to employee responses and the potential moderating role of job longevity on those relatio…

  • Role Conflict and Role Ambiguity: Integration of the Literature and Directions for Future Research

    Open AccessMary Van Sell, Arthur P Brief et al.ARTICLEHuman Relations1981Cited by: 74References: 77

    Although research on role conflict and ambiguity has been extensive, there has been only moderate consistency in the focus and results of the research, while several areas of role conflict and ambiguity research are still relatively unexamined. This paper suggests that a framework for organizing the recent research may assist in consolidating the field and providing an understanding of where we are, what is left to be done and, therefore, directi…

  • Measurement of perceived task characteristics

    Ramon J Aldag, Steve H Barr et al.ARTICLEPsychological Bulletin1981Cited by: 5

  • Antecedents of Organizational Commitment Among Hospital Nurses

    Open AccessArthur P Brief, Ramon J AldagARTICLESociology of Work and Occupations1980

    Two sets of variables (affective reactions to attributes of the hospital nurse's job and attributes of the nurse) were predicted to be related to organizational commitment. Regression analysis was applied to the statistically significant correlates (satisfaction with work itself, supervision, promotional opportunities, and coworkers; and age, basic nursing education, adherence to Protestant work ethic ideals, and a gauge of family responsibilitie…

  • Peer assessment revisited: A brief comment on Kane and Lawler

    Arthur P BriefARTICLEPsychological Bulletin1980