Stephen E Humphrey
Biographic Data
| ID | 5526387 |
|---|---|
| NAME | Stephen E Humphrey |
| GIVEN NAMES | Stephen E |
| FAMILY NAME | Humphrey |
| SIGNATURE | HUMPHREY S E |
| AFFILIATIONS | Pennsylvania State University |
| ORCID | 0000-0002-7649-441X |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 6 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 2000 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Initial development of perceptions of ability and intent factors of (un)trustworthiness in short‐term teams
Individual perceptions of team trustworthiness are critical antecedents to the development of relationships within teams. Yet, clarity is needed regarding the focus of these individual perceptions and how they change, particularly at the outset of team interactions. Two distinct research streams have emerged regarding trustworthiness. One proposes a difference between perceived ability and intent, whereas the other proposes a difference between c…
Teaching Entrepreneurial Negotiation
Despite the importance of negotiation skills for entrepreneurs, the pedagogy of teaching negotiation to entrepreneurship students has not been fully developed. In some entrepreneurship programs, negotiation is covered briefly in a single class. In other programs, courses focused entirely on negotiation are available to entrepreneurship students; however, these classes are aimed primarily at those interested in pursuing corporate jobs within more …
The handbook of multilevel theory, measurement, and analysis
This handbook provides guidance to organizational and social science scholars interested in pursuing multilevel research.\n\nOrganizational relationships are complex. Employees do their work as individuals, but also as members of larger teams. They exist within various social networks, both within and spanning organizations.\n\nMultilevel theory is at the core of the organizational sciences, and unpacking multilevel relationships is fundamental t…
Trait and Behavioral Theories of Leadership
The leadership literature suffers from a lack of theoretical integration ( Avolio, 2007 , American Psychologist , 62 , 25–33). This article addresses that lack of integration by developing an integrative trait‐behavioral model of leadership effectiveness and then examining the relative validity of leader traits (gender, intelligence, personality) and behaviors (transformational‐transactional, initiating structure‐consideration) across 4 leadershi…
Individualism–collectivism and team member performance
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
Designing for diversity or diversity for design? Tasks, interdependence, and within‐unit differences at work
Integrating motivational, social, and contextual work design features
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in …
The Work Design Questionnaire (WDQ)
Although there are thousands of studies investigating work and job design, existing measures are incomplete. In an effort to address this gap, the authors reviewed the work design literature, identified and integrated previously described work characteristics, and developed a measure to tap those work characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs and demonstrated excelle…
The Tripartite Model of Neuroticism and the Suppression of Depression and Anxiety Within an Escalation of Commitment Dilemma
We found evidence of a mutual suppression effect between anxiety and depression on an individual's level of commitment within escalation dilemmas. On the one hand, our results demonstrate a positive relationship between anxiety and level of commitment; on the other, our results demonstrate a negative relationship between depression and level of commitment. Based on the opposing relationships between anxiety and depression and commitment, the broa…
Fraternities, Athletic Teams, and Rape
This study examined the relationship between sexual assault and membership in high-risk fraternities and athletic teams. Although past research has identified fraternities and athletic teams as high-risk groups for sexual assault, the findings have been inconclusive. Based on student perceptions, we separated fraternities and athletic teams into high-risk and low-risk groups. A survey of 182 male students, including those who were members of thre…
Designing for diversity or diversity for design? Tasks, interdependence, and within‐unit differences at work
Individualism–collectivism and team member performance
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
Fraternities, Athletic Teams, and Rape
This study examined the relationship between sexual assault and membership in high-risk fraternities and athletic teams. Although past research has identified fraternities and athletic teams as high-risk groups for sexual assault, the findings have been inconclusive. Based on student perceptions, we separated fraternities and athletic teams into high-risk and low-risk groups. A survey of 182 male students, including those who were members of thre…
The Tripartite Model of Neuroticism and the Suppression of Depression and Anxiety Within an Escalation of Commitment Dilemma
We found evidence of a mutual suppression effect between anxiety and depression on an individual's level of commitment within escalation dilemmas. On the one hand, our results demonstrate a positive relationship between anxiety and level of commitment; on the other, our results demonstrate a negative relationship between depression and level of commitment. Based on the opposing relationships between anxiety and depression and commitment, the broa…
The Work Design Questionnaire (WDQ)
Although there are thousands of studies investigating work and job design, existing measures are incomplete. In an effort to address this gap, the authors reviewed the work design literature, identified and integrated previously described work characteristics, and developed a measure to tap those work characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs and demonstrated excelle…
Integrating motivational, social, and contextual work design features
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in …
Designing for diversity or diversity for design? Tasks, interdependence, and within‐unit differences at work
Trait and Behavioral Theories of Leadership
The leadership literature suffers from a lack of theoretical integration ( Avolio, 2007 , American Psychologist , 62 , 25–33). This article addresses that lack of integration by developing an integrative trait‐behavioral model of leadership effectiveness and then examining the relative validity of leader traits (gender, intelligence, personality) and behaviors (transformational‐transactional, initiating structure‐consideration) across 4 leadershi…
Individualism–collectivism and team member performance
This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of in…
The handbook of multilevel theory, measurement, and analysis
This handbook provides guidance to organizational and social science scholars interested in pursuing multilevel research.\n\nOrganizational relationships are complex. Employees do their work as individuals, but also as members of larger teams. They exist within various social networks, both within and spanning organizations.\n\nMultilevel theory is at the core of the organizational sciences, and unpacking multilevel relationships is fundamental t…
Teaching Entrepreneurial Negotiation
Despite the importance of negotiation skills for entrepreneurs, the pedagogy of teaching negotiation to entrepreneurship students has not been fully developed. In some entrepreneurship programs, negotiation is covered briefly in a single class. In other programs, courses focused entirely on negotiation are available to entrepreneurship students; however, these classes are aimed primarily at those interested in pursuing corporate jobs within more …
Initial development of perceptions of ability and intent factors of (un)trustworthiness in short‐term teams
Individual perceptions of team trustworthiness are critical antecedents to the development of relationships within teams. Yet, clarity is needed regarding the focus of these individual perceptions and how they change, particularly at the outset of team interactions. Two distinct research streams have emerged regarding trustworthiness. One proposes a difference between perceived ability and intent, whereas the other proposes a difference between c…
Psychology (9 works) · Job Satisfaction and Organizational Behavior (7 works) · Social Psychology (7 works) · Applied Psychology (3 works) · Computer Science (3 works) · Job satisfaction (3 works) · Law (3 works) · Political science (3 works) · Sociology (3 works) · Big Five personality traits (2 works)