Joseph C Rode
Biographic Data
| ID | 4264874 |
|---|---|
| NAME | Joseph C Rode |
| GIVEN NAMES | Joseph C |
| FAMILY NAME | Rode |
| SIGNATURE | RODE J C |
| AFFILIATIONS | Miami University |
| ORCID | 0000-0002-7462-1120 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 104 |
| WORKS AS AUTHOR | 11 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 5 |
Living a value-based work life
Relative income and value congruence in dual‐income couples
Guided by social role theory, social science research has established an individual's earnings relative to their partner (i.e., their relative income) as an important indicator of various marital‐ and well‐being‐related outcomes. Yet, despite a deep interest in employee compensation systems, management scholars have rarely considered the implications of relative income for workers. To address this oversight, we consider how the conformity values …
Linking Supervisor Role Identity Saliences to Supervisor Work-Family Support
Drawing upon role identity theory and the dual judgment model of perspective-taking, we investigated a model describing the relationship between supervisor family identity salience (SFIS) and supervisor work-family support, with supervisor work identity salience (SWIS) as a moderator and supervisor work-family perspective taking as a mediator. We tested the model using two data sets. Results from supervisor-reported data indicated that SFIS was r…
The effect of leader and follower extraversion on leader-member exchange
Organizational research commonly proposes that leader and/or follower extraversion will be positively related to leader-member exchange (LMX). The assumption is that being social translates into high-quality relationships. We move beyond this intrapersonal hypothesis and offer an interpersonal hypothesis. Following similarity-attraction theory, we suggest that leader-follower extraversion similarity positively relates to LMX. We also suggest that…
Managing the self‐esteem, employment gaps, and employment quality process
The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation‐based emotional intelligence reduces employment gaps through self‐esteem. Further, understanding‐based emotional intelligence moderates the negative relationship between employment gaps and subsequent employment fit. We test these hypotheses e…
Incremental Validity of Core Self-Evaluations in the Presence of Other Self-Concept Traits
Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference constructs—self-esteem, Protestant work ethic, and narcissism—on a broad range of job performance facets, as…
Transformational leadership and follower creativity
We examined relationships among transformational leadership, employee identification with leader, innovative climate, and employee creativity in a diverse sample of 212 employees and their immediate supervisors from 71 workgroups representing 55 organizations. Results from multi-level linear modeling analyses indicated that transformational leadership was not significantly related with employee creativity, nor were the two way interactions of tra…
Emotional intelligence and individual performance
We examined the direct and moderated effects of an ability‐based measure of emotional intelligence (MSCEIT© V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional …
Spillover Between Work Attitudes and Overall Life Attitudes
The Subjective Well-being Construct
Job satisfaction and life satisfaction revisited
Research indicates that job satisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called ‘core self-evaluations’, as well as nonwork satisfaction…
Job satisfaction and life satisfaction revisited
Research indicates that job satisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called ‘core self-evaluations’, as well as nonwork satisfaction…
The Subjective Well-being Construct
Transformational leadership and follower creativity
We examined relationships among transformational leadership, employee identification with leader, innovative climate, and employee creativity in a diverse sample of 212 employees and their immediate supervisors from 71 workgroups representing 55 organizations. Results from multi-level linear modeling analyses indicated that transformational leadership was not significantly related with employee creativity, nor were the two way interactions of tra…
Emotional intelligence and individual performance
We examined the direct and moderated effects of an ability‐based measure of emotional intelligence (MSCEIT© V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional …
Spillover Between Work Attitudes and Overall Life Attitudes
Managing the self‐esteem, employment gaps, and employment quality process
The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation‐based emotional intelligence reduces employment gaps through self‐esteem. Further, understanding‐based emotional intelligence moderates the negative relationship between employment gaps and subsequent employment fit. We test these hypotheses e…
Incremental Validity of Core Self-Evaluations in the Presence of Other Self-Concept Traits
Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference constructs—self-esteem, Protestant work ethic, and narcissism—on a broad range of job performance facets, as…
Relative income and value congruence in dual‐income couples
Guided by social role theory, social science research has established an individual's earnings relative to their partner (i.e., their relative income) as an important indicator of various marital‐ and well‐being‐related outcomes. Yet, despite a deep interest in employee compensation systems, management scholars have rarely considered the implications of relative income for workers. To address this oversight, we consider how the conformity values …
Linking Supervisor Role Identity Saliences to Supervisor Work-Family Support
Drawing upon role identity theory and the dual judgment model of perspective-taking, we investigated a model describing the relationship between supervisor family identity salience (SFIS) and supervisor work-family support, with supervisor work identity salience (SWIS) as a moderator and supervisor work-family perspective taking as a mediator. We tested the model using two data sets. Results from supervisor-reported data indicated that SFIS was r…
Job satisfaction and life satisfaction revisited
Research indicates that job satisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called ‘core self-evaluations’, as well as nonwork satisfaction…
Spillover Between Work Attitudes and Overall Life Attitudes
The Subjective Well-being Construct
Emotional intelligence and individual performance
We examined the direct and moderated effects of an ability‐based measure of emotional intelligence (MSCEIT© V2.0) on individual performance in a sample of business undergraduates. Controlling for general mental ability and personality, emotional intelligence explained unique incremental variance in performance ratings on only one of two measures of interpersonal effectiveness (public speaking effectiveness). However, the interaction of emotional …
Transformational leadership and follower creativity
We examined relationships among transformational leadership, employee identification with leader, innovative climate, and employee creativity in a diverse sample of 212 employees and their immediate supervisors from 71 workgroups representing 55 organizations. Results from multi-level linear modeling analyses indicated that transformational leadership was not significantly related with employee creativity, nor were the two way interactions of tra…
Incremental Validity of Core Self-Evaluations in the Presence of Other Self-Concept Traits
Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors extend this research by examining the incremental predictive validity of core self-evaluations relative to three self-focused individual difference constructs—self-esteem, Protestant work ethic, and narcissism—on a broad range of job performance facets, as…
Managing the self‐esteem, employment gaps, and employment quality process
The job search literature addresses characteristics that facilitate reemployment but does not address the management of employment gaps. Building upon prior job search research, we suggest that facilitation‐based emotional intelligence reduces employment gaps through self‐esteem. Further, understanding‐based emotional intelligence moderates the negative relationship between employment gaps and subsequent employment fit. We test these hypotheses e…
The effect of leader and follower extraversion on leader-member exchange
Organizational research commonly proposes that leader and/or follower extraversion will be positively related to leader-member exchange (LMX). The assumption is that being social translates into high-quality relationships. We move beyond this intrapersonal hypothesis and offer an interpersonal hypothesis. Following similarity-attraction theory, we suggest that leader-follower extraversion similarity positively relates to LMX. We also suggest that…
Linking Supervisor Role Identity Saliences to Supervisor Work-Family Support
Drawing upon role identity theory and the dual judgment model of perspective-taking, we investigated a model describing the relationship between supervisor family identity salience (SFIS) and supervisor work-family support, with supervisor work identity salience (SWIS) as a moderator and supervisor work-family perspective taking as a mediator. We tested the model using two data sets. Results from supervisor-reported data indicated that SFIS was r…
Relative income and value congruence in dual‐income couples
Guided by social role theory, social science research has established an individual's earnings relative to their partner (i.e., their relative income) as an important indicator of various marital‐ and well‐being‐related outcomes. Yet, despite a deep interest in employee compensation systems, management scholars have rarely considered the implications of relative income for workers. To address this oversight, we consider how the conformity values …
Living a value-based work life
Psychology (11 works) · Social Psychology (11 works) · Job Satisfaction and Organizational Behavior (9 works) · Social Psychology (9 works) · Computer Science (5 works) · Mathematics (5 works) · Work-Family Balance Challenges (4 works) · Developmental psychology (3 works) · Life satisfaction (3 works) · Personality (3 works)