Mark C Bolino
Dados Biográficos
| ID | 4626388 |
|---|---|
| NOME | Mark C Bolino |
| PRENOMES | Mark C |
| SOBRENOME | Bolino |
| ASSINATURA | BOLINO M C |
| AFILIAÇÕES | University of Oklahoma |
| ORCID | 0000-0003-0736-140X |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 25 |
| TOTAL DE CITAÇÕES | 102 |
| TOTAL COMO AUTOR | 25 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1998 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 6 |
Food for Thought
For years, organizational scholars have studied the role of human physiology in applied settings. Under this broad umbrella, researchers have recently given specific attention to the interplay between employee food consumption and organizational phenomena. This focus on food is natural, considering that acquiring food is a foundational human motivation and that food is often consumed within the workplace. However, despite recent inroads, research…
The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness
Haunted by the past
Although organizational citizenship behaviors (OCBs) contribute to the effective functioning of organizations, performing or withholding such behaviors can have both positive and negative implications for employees. In this conceptual paper, we explain why the outcomes associated with OCB, the discretionary nature of OCB, and the way feelings of regret affect future behavior make regret a useful perspective for understanding how OCB can be sustai…
How follower traits and cultural values influence the effects of leadership
Working 9‐to‐5? A review of research on nonstandard work schedules
Increasingly, organizations around the world need employees to work weekends and during hours that fall outside of a traditional 9‐to‐5, Monday through Friday, schedule. At the same time, in recent years, employees have sought more flexible working arrangements that result in longer work shifts that occur on fewer days each week. Although nonstandard work schedules have important organizational implications, much of this research has occurred out…
Examining the nature, causes, and consequences of profiles of organizational citizenship behavior
Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles of citizenship in a sample of 129 workers in a medium‐sized firm. Some employees used either high l…
The Bright Side of Being Prosocial at Work, and the Dark Side, Too
More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive d…
Impression Management in Organizations
Over the past 30 years, researchers have devoted significant attention to understanding impression management in organizations. In this article, we review key questions that have been addressed in this area regarding definitions of impression management; types of impression management; impression management motivation; the effectiveness of ingratiation, self-promotion, and other tactics of impression management; personal factors associated with s…
“Well, I’m tired of tryin’!” Organizational citizenship behavior and citizenship fatigue.
This study seeks to identify workplace conditions that influence the degree to which employees feel worn out, tired, or on edge attributed to engaging in organizational citizenship behavior (OCB) and also how this phenomenon, which we refer to as citizenship fatigue, is associated with future occurrences of OCB. Using data collected from 273 employees and their peers at multiple points in time, we found that the relationship between OCB and citiz…
Themes in Expatriate and Repatriate Research over Four Decades
Since the 1970s, international work assignments have been, and continue to be, a growing trend in multinational corporations. Organizations most commonly do this through an expatriate assignment where the employee expatriates to a foreign country to live and work for at least one year in order to complete a specific assignment, and then typically repatriates back to the home country. Scholars of organizational psychology and behavior have thus in…
Citizenship and Counterproductive Work Behavior
Despite the generally negative relationship between organizational citizenship behaviors and counterproductive work behaviors, employees often engage in both. Psychologists have found that when people engage in morally praiseworthy behaviors, they often grant themselves a moral license to behave immorally. In this article we draw on moral licensing theory and research on identity orientations to explain why and when citizenship behavior may lead …
Exploring the dark side of organizational citizenship behavior
In recent years, there has been increasing interest in positive organizational scholarship in general, including positive organizational behavior (POB) in particular. This work identifies organizational citizenship behavior (OCB) as a prototypical POB. Conceptualizing OCBs in this way is sensible in light of more than 30 years of research highlighting the desirable aspects of such behavior. At the same time, some researchers have raised questions…
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.
In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement-a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family…
Citizenship under pressure
Organizational citizenship behaviors (OCBs) are typically defined as discretionary behaviors that contribute to the effective functioning of organizations. Prior research has generally focused on instances in which employees willingly engage in such behaviors; however, because OCBs are often informally encouraged and rewarded, workers may experience pressure to be “good soldiers” within their organizations. Using a sample of 245 employees, our fi…
A Multi-Level Review of Impression Management Motives and Behaviors
This article selectively reviews studies of impression management (IM) published since 1988 and identifies strengths, limitations, and future research directions in three key areas: research investigating the use of IM at the individual level of analysis (e.g., performance appraisal); research that applies IM theory, concepts, and thinking to better understand organizational phenomena (e.g., feedback seeking); and research investigating organizat…
Old faces, new places
Equity theory proposes that individuals compare ratios of their own outcomes and inputs to the ratios of outcomes and inputs of others. According to this theory, if the ratios are unequal, individuals are motivated to take actions that will restore equity. Although equity theory has received considerable attention from organizational scholars, relatively few studies have investigated the cross‐cultural applicability of the theory. In this concept…
The impact of impression‐management tactics on supervisor ratings of organizational citizenship behavior
Previous research indicates that the use of impression management is related to supervisor ratings of employee likeability and job performance. It has been argued, though, that employees might also use impression management so that their superiors will see them as ‘good soldiers’ who engage in high levels of organizational citizenship behaviors (OCBs). This study investigates the ways in which three types of impression management—namely, job‐focu…
The Personal Costs of Citizenship Behavior
By and large, prior research has focused on the positive aspects of organizational citizenship behavior (OCB). D. W. Organ and K. Ryan (1995), though, suggest that individuals who engage in high levels of OCB may become overloaded. This research explores the relationship between a specific type of OCB--namely, individual initiative--and role overload, job stress, and work-family conflict. Results from a sample of 98 couples indicate that higher l…
Counternormative impression management, likeability, and performance ratings
Social‐role theory suggests that women are likely to be penalized for acting assertively (or in other ways that are counter to stereotypical expectations). Using a sample of 76 supervisor–subordinate dyads, this research investigates the reactions of supervisors to the use of intimidation strategies by men and women working in a law enforcement agency. The findings suggest that, among female employees, the use of intimidation tactics of impressio…
Achieving desired images while avoiding undesired images
A study was conducted to test the hypothesis that high self-monitors more effectively manage impressions than low self-monitors do. Students in work groups indicated the extent to which they used 5 impression-management tactics over the course of a semester-long project. At the project's conclusion, students provided their perceptions of the other members of their group. The relationship between impression management and image favorability was th…
Not seeing eye to eye
This study examines supervisor and subordinate perceptions of and attributions for psychological contract breach. The data suggest that supervisor and subordinate perceptions are most likely to differ on the extent to which the organization violated its obligations to provide fair pay, advancement opportunities, and a good employment relationship. In addition, the results indicate that the greater the degree of psychological contract breach repor…
The antecedents and consequences of underemployment among expatriates
While most previous research has studied underemployment among laid-off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job- and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assign…
Citizenship and Impression Management
Measuring Impression Management in Organizations
Five studies were conducted to develop a measure of employee impression management behaviors based on the taxonomy proposed by Jones and Pittman. In Study 1, 44 items were given to student judges to verify the content validity of the items. In Study 2, the scale was administered to a sample of professionals and exploratory factor analysis was conducted. Based on the results, revisions to the scale were made. In Study 3, the revised scale was admi…
Moving on out
This research examines the willingness of employees to follow their organization when the entire business unit is geographically relocating. The site for the study was a large government defense agency moving from a major U.S. northeastern metropolitan area to a rural area south of Washington, D.C. The study participants were 380 employees who were deciding within the next 6 months if they would relocate, too. Attachment to the present community,…
Not seeing eye to eye
This study examines supervisor and subordinate perceptions of and attributions for psychological contract breach. The data suggest that supervisor and subordinate perceptions are most likely to differ on the extent to which the organization violated its obligations to provide fair pay, advancement opportunities, and a good employment relationship. In addition, the results indicate that the greater the degree of psychological contract breach repor…
Exploring the dark side of organizational citizenship behavior
In recent years, there has been increasing interest in positive organizational scholarship in general, including positive organizational behavior (POB) in particular. This work identifies organizational citizenship behavior (OCB) as a prototypical POB. Conceptualizing OCBs in this way is sensible in light of more than 30 years of research highlighting the desirable aspects of such behavior. At the same time, some researchers have raised questions…
The impact of impression‐management tactics on supervisor ratings of organizational citizenship behavior
Previous research indicates that the use of impression management is related to supervisor ratings of employee likeability and job performance. It has been argued, though, that employees might also use impression management so that their superiors will see them as ‘good soldiers’ who engage in high levels of organizational citizenship behaviors (OCBs). This study investigates the ways in which three types of impression management—namely, job‐focu…
Citizenship under pressure
Organizational citizenship behaviors (OCBs) are typically defined as discretionary behaviors that contribute to the effective functioning of organizations. Prior research has generally focused on instances in which employees willingly engage in such behaviors; however, because OCBs are often informally encouraged and rewarded, workers may experience pressure to be “good soldiers” within their organizations. Using a sample of 245 employees, our fi…
Counternormative impression management, likeability, and performance ratings
Social‐role theory suggests that women are likely to be penalized for acting assertively (or in other ways that are counter to stereotypical expectations). Using a sample of 76 supervisor–subordinate dyads, this research investigates the reactions of supervisors to the use of intimidation strategies by men and women working in a law enforcement agency. The findings suggest that, among female employees, the use of intimidation tactics of impressio…
Old faces, new places
Equity theory proposes that individuals compare ratios of their own outcomes and inputs to the ratios of outcomes and inputs of others. According to this theory, if the ratios are unequal, individuals are motivated to take actions that will restore equity. Although equity theory has received considerable attention from organizational scholars, relatively few studies have investigated the cross‐cultural applicability of the theory. In this concept…
Examining the nature, causes, and consequences of profiles of organizational citizenship behavior
Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles of citizenship in a sample of 129 workers in a medium‐sized firm. Some employees used either high l…
Moving on out
This research examines the willingness of employees to follow their organization when the entire business unit is geographically relocating. The site for the study was a large government defense agency moving from a major U.S. northeastern metropolitan area to a rural area south of Washington, D.C. The study participants were 380 employees who were deciding within the next 6 months if they would relocate, too. Attachment to the present community,…
Citizenship and Impression Management
Measuring Impression Management in Organizations
Five studies were conducted to develop a measure of employee impression management behaviors based on the taxonomy proposed by Jones and Pittman. In Study 1, 44 items were given to student judges to verify the content validity of the items. In Study 2, the scale was administered to a sample of professionals and exploratory factor analysis was conducted. Based on the results, revisions to the scale were made. In Study 3, the revised scale was admi…
The antecedents and consequences of underemployment among expatriates
While most previous research has studied underemployment among laid-off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job- and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assign…
Achieving desired images while avoiding undesired images
A study was conducted to test the hypothesis that high self-monitors more effectively manage impressions than low self-monitors do. Students in work groups indicated the extent to which they used 5 impression-management tactics over the course of a semester-long project. At the project's conclusion, students provided their perceptions of the other members of their group. The relationship between impression management and image favorability was th…
Not seeing eye to eye
This study examines supervisor and subordinate perceptions of and attributions for psychological contract breach. The data suggest that supervisor and subordinate perceptions are most likely to differ on the extent to which the organization violated its obligations to provide fair pay, advancement opportunities, and a good employment relationship. In addition, the results indicate that the greater the degree of psychological contract breach repor…
Counternormative impression management, likeability, and performance ratings
Social‐role theory suggests that women are likely to be penalized for acting assertively (or in other ways that are counter to stereotypical expectations). Using a sample of 76 supervisor–subordinate dyads, this research investigates the reactions of supervisors to the use of intimidation strategies by men and women working in a law enforcement agency. The findings suggest that, among female employees, the use of intimidation tactics of impressio…
The Personal Costs of Citizenship Behavior
By and large, prior research has focused on the positive aspects of organizational citizenship behavior (OCB). D. W. Organ and K. Ryan (1995), though, suggest that individuals who engage in high levels of OCB may become overloaded. This research explores the relationship between a specific type of OCB--namely, individual initiative--and role overload, job stress, and work-family conflict. Results from a sample of 98 couples indicate that higher l…
The impact of impression‐management tactics on supervisor ratings of organizational citizenship behavior
Previous research indicates that the use of impression management is related to supervisor ratings of employee likeability and job performance. It has been argued, though, that employees might also use impression management so that their superiors will see them as ‘good soldiers’ who engage in high levels of organizational citizenship behaviors (OCBs). This study investigates the ways in which three types of impression management—namely, job‐focu…
Old faces, new places
Equity theory proposes that individuals compare ratios of their own outcomes and inputs to the ratios of outcomes and inputs of others. According to this theory, if the ratios are unequal, individuals are motivated to take actions that will restore equity. Although equity theory has received considerable attention from organizational scholars, relatively few studies have investigated the cross‐cultural applicability of the theory. In this concept…
A Multi-Level Review of Impression Management Motives and Behaviors
This article selectively reviews studies of impression management (IM) published since 1988 and identifies strengths, limitations, and future research directions in three key areas: research investigating the use of IM at the individual level of analysis (e.g., performance appraisal); research that applies IM theory, concepts, and thinking to better understand organizational phenomena (e.g., feedback seeking); and research investigating organizat…
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.
In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement-a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family…
Citizenship under pressure
Organizational citizenship behaviors (OCBs) are typically defined as discretionary behaviors that contribute to the effective functioning of organizations. Prior research has generally focused on instances in which employees willingly engage in such behaviors; however, because OCBs are often informally encouraged and rewarded, workers may experience pressure to be “good soldiers” within their organizations. Using a sample of 245 employees, our fi…
Exploring the dark side of organizational citizenship behavior
In recent years, there has been increasing interest in positive organizational scholarship in general, including positive organizational behavior (POB) in particular. This work identifies organizational citizenship behavior (OCB) as a prototypical POB. Conceptualizing OCBs in this way is sensible in light of more than 30 years of research highlighting the desirable aspects of such behavior. At the same time, some researchers have raised questions…
Citizenship and Counterproductive Work Behavior
Despite the generally negative relationship between organizational citizenship behaviors and counterproductive work behaviors, employees often engage in both. Psychologists have found that when people engage in morally praiseworthy behaviors, they often grant themselves a moral license to behave immorally. In this article we draw on moral licensing theory and research on identity orientations to explain why and when citizenship behavior may lead …
“Well, I’m tired of tryin’!” Organizational citizenship behavior and citizenship fatigue.
This study seeks to identify workplace conditions that influence the degree to which employees feel worn out, tired, or on edge attributed to engaging in organizational citizenship behavior (OCB) and also how this phenomenon, which we refer to as citizenship fatigue, is associated with future occurrences of OCB. Using data collected from 273 employees and their peers at multiple points in time, we found that the relationship between OCB and citiz…
Themes in Expatriate and Repatriate Research over Four Decades
Since the 1970s, international work assignments have been, and continue to be, a growing trend in multinational corporations. Organizations most commonly do this through an expatriate assignment where the employee expatriates to a foreign country to live and work for at least one year in order to complete a specific assignment, and then typically repatriates back to the home country. Scholars of organizational psychology and behavior have thus in…
The Bright Side of Being Prosocial at Work, and the Dark Side, Too
More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact (the experience of making a positive d…
Impression Management in Organizations
Over the past 30 years, researchers have devoted significant attention to understanding impression management in organizations. In this article, we review key questions that have been addressed in this area regarding definitions of impression management; types of impression management; impression management motivation; the effectiveness of ingratiation, self-promotion, and other tactics of impression management; personal factors associated with s…
Examining the nature, causes, and consequences of profiles of organizational citizenship behavior
Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles of citizenship in a sample of 129 workers in a medium‐sized firm. Some employees used either high l…
How follower traits and cultural values influence the effects of leadership
Working 9‐to‐5? A review of research on nonstandard work schedules
Increasingly, organizations around the world need employees to work weekends and during hours that fall outside of a traditional 9‐to‐5, Monday through Friday, schedule. At the same time, in recent years, employees have sought more flexible working arrangements that result in longer work shifts that occur on fewer days each week. Although nonstandard work schedules have important organizational implications, much of this research has occurred out…
Haunted by the past
Although organizational citizenship behaviors (OCBs) contribute to the effective functioning of organizations, performing or withholding such behaviors can have both positive and negative implications for employees. In this conceptual paper, we explain why the outcomes associated with OCB, the discretionary nature of OCB, and the way feelings of regret affect future behavior make regret a useful perspective for understanding how OCB can be sustai…
The Interactive Effect of Perceived Overqualification and Peer Overqualification on Peer Ostracism and Work Meaningfulness
Food for Thought
For years, organizational scholars have studied the role of human physiology in applied settings. Under this broad umbrella, researchers have recently given specific attention to the interplay between employee food consumption and organizational phenomena. This focus on food is natural, considering that acquiring food is a foundational human motivation and that food is often consumed within the workplace. However, despite recent inroads, research…
Psychology (24 obras) · Social Psychology (21 obras) · Job Satisfaction and Organizational Behavior (20 obras) · Political science (16 obras) · Social Psychology (10 obras) · Organizational citizenship behavior (9 obras) · Organizational commitment (9 obras) · Sociology (9 obras) · Law (8 obras) · Citizenship (7 obras)