Berrin Erdogan
Biographic Data
| ID | 4491338 |
|---|---|
| NAME | Berrin Erdogan |
| GIVEN NAMES | Berrin |
| FAMILY NAME | Erdogan |
| SIGNATURE | ERDOĞAN B |
| AFFILIATIONS | Portland State University |
| VERIFIED | No |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 10 |
| WORKS AS EDITOR | 3 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 0 |
Psychology and Work
Leader humility and team creativity
In this study, we identify leader humility, characterized by being open to admitting one's limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between leader humility and team creativity, treating team psychological safety and team information sharing …
Self and senior executive perceptions of fit and performance
Drawing on the person–organization fit literature and person-categorization theory, we proposed that new executive performance depends on both their self-perceptions as well as their fit as seen by senior executives. Using three-phased, multisource data from newly-hired executives of a Fortune 500 pharmaceutical company across their first six months on the job, we found that senior executive pre-entry person–organization fit expectations of their…
Leader–Member Exchange Theory
LMX and Work Attitudes
Tracing Structure, Tie Strength, and Cognitive Networks in LMX Theory and Research
This chapter reflects on the growing relationship between Leader–Member Exchange (LMX) theory and research and social network analysis. We first discuss the themes of structure and tie strength in relation to several of the theoretical formulations of LMX theory that have served as the foundation for subsequent research. This section proceeds chronologically, beginning with the earliest work on the Vertical Dyad Linkage (as the LMX perspective wa…
The Oxford Handbook of Leader-Member Exchange
LMX and Work Attitudes
Delineating and Reviewing the Role of Newcomer Capital in Organizational Socialization
In this article, the organizational socialization literature is reviewed through the lens of newcomer capital. We give an overview of the socialization literature and examine established and proposed linkages among four components of newcomer personal capital: human, social, psychological, and cultural capital. Then, we theoretically explore and discuss how the socialization adjustment process, consisting of newcomer experience, role clarity, soc…
Whistle While You Work
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain. A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and con…
Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors.
Taking an approach integrating principles of leader-member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of those individuals in the LMX distribution, referred to as relative LMX, or RLMX. Our findings demonst…
Perceived overqualification and its outcomes
Research shows that perceived overqualification is related to lower job attitudes and greater withdrawal behaviors but to higher supervisor ratings of performance. Drawing upon relative deprivation theory, the authors proposed and tested empowerment as a moderator of the relationship between perceived overqualification and job satisfaction, intentions to remain, voluntary turnover, and objective sales performance to examine if negative outcomes c…
Newcomer adjustment during organizational socialization
The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job perfo…
No prominent works on this page.
Newcomer adjustment during organizational socialization
The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job perfo…
Perceived overqualification and its outcomes
Research shows that perceived overqualification is related to lower job attitudes and greater withdrawal behaviors but to higher supervisor ratings of performance. Drawing upon relative deprivation theory, the authors proposed and tested empowerment as a moderator of the relationship between perceived overqualification and job satisfaction, intentions to remain, voluntary turnover, and objective sales performance to examine if negative outcomes c…
Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors.
Taking an approach integrating principles of leader-member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of those individuals in the LMX distribution, referred to as relative LMX, or RLMX. Our findings demonst…
Whistle While You Work
Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain. A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and con…
LMX and Work Attitudes
Delineating and Reviewing the Role of Newcomer Capital in Organizational Socialization
In this article, the organizational socialization literature is reviewed through the lens of newcomer capital. We give an overview of the socialization literature and examine established and proposed linkages among four components of newcomer personal capital: human, social, psychological, and cultural capital. Then, we theoretically explore and discuss how the socialization adjustment process, consisting of newcomer experience, role clarity, soc…
Leader–Member Exchange Theory
LMX and Work Attitudes
Tracing Structure, Tie Strength, and Cognitive Networks in LMX Theory and Research
This chapter reflects on the growing relationship between Leader–Member Exchange (LMX) theory and research and social network analysis. We first discuss the themes of structure and tie strength in relation to several of the theoretical formulations of LMX theory that have served as the foundation for subsequent research. This section proceeds chronologically, beginning with the earliest work on the Vertical Dyad Linkage (as the LMX perspective wa…
The Oxford Handbook of Leader-Member Exchange
Self and senior executive perceptions of fit and performance
Drawing on the person–organization fit literature and person-categorization theory, we proposed that new executive performance depends on both their self-perceptions as well as their fit as seen by senior executives. Using three-phased, multisource data from newly-hired executives of a Fortune 500 pharmaceutical company across their first six months on the job, we found that senior executive pre-entry person–organization fit expectations of their…
Leader humility and team creativity
In this study, we identify leader humility, characterized by being open to admitting one's limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between leader humility and team creativity, treating team psychological safety and team information sharing …
Psychology and Work
Psychology (10 works) · Job Satisfaction and Organizational Behavior (9 works) · Social Psychology (9 works) · Sociology (5 works) · Political science (4 works) · Applied Psychology (3 works) · Emotional Labor in Professions (3 works) · Engineering (3 works) · Gender Diversity and Inequality (3 works) · International Student and Expatriate Challenges (3 works)