Emily David
Biographic Data
| ID | 5527017 |
|---|---|
| NAME | Emily David |
| GIVEN NAMES | Emily |
| FAMILY NAME | David |
| SIGNATURE | DAVID E |
| AFFILIATIONS | China Europe International Business School |
| ORCID | 0000-0003-3473-4267 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 14 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Lean on me
Although receiving help is largely viewed as a positive gesture, we argue that some people may interpret being helped differently depending on their self-views. We focus on help received while working in the novel context of coworking spaces. Coworking space members differ from traditional coworkers in that they are not structurally linked to each other and may even work in a different industry, thus eliminating the competitive and political trap…
Perceived Cognitive Diversity and Creativity
Adopting a motivational perspective on creativity, we theorized when and how perceived cognitive diversity in teams was associated with creativity by focusing on the mediating role of intrinsic motivation and the moderating role of learning orientation. We further expanded our contribution by examining these relationships at both the individual and team levels. We used a sample of 382 Chinese employee–supervisor pairs nested within 106 teams to t…
Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit
Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verificatio…
Stronger Together
The leadership literature suggests that followers are likely to be autonomously motivated when working for servant leaders, leading them to experience greater psychological empowerment. Guided by self-determination theory, we predicted that this empowerment would then heighten individuals’ perceptions of their teams’ transactive memory systems. When subordinates perceive that discrimination is occurring in their workgroup, however, we expected th…
Emotions running high
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
Retesting Personality in Employee Selection
The present study sought to assess when and how actual job applicants change their responses when filling out an unproctored personality selection assessment for a second time. It was predicted feedback would be a key contextual motivator associated with how much applicants change their answers during the second administration. Mediation results showed that individuals receiving feedback that showed a low score on the personality assessment was t…
Work-Family Conflicts and Work Performance
Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The pe…
Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit
Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verificatio…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
Emotions running high
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
Work-Family Conflicts and Work Performance
Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The pe…
Retesting Personality in Employee Selection
The present study sought to assess when and how actual job applicants change their responses when filling out an unproctored personality selection assessment for a second time. It was predicted feedback would be a key contextual motivator associated with how much applicants change their answers during the second administration. Mediation results showed that individuals receiving feedback that showed a low score on the personality assessment was t…
A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity
Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered s…
Effects of Politics, Emotional Stability, and LMX on Job Dedication
Efforts to identify antecedents of job dedication (i.e., being loyal and cooperative) are likely to offer value to managers. The authors examined the combined effects of organizational politics and emotional stability on the relationship between leader–member exchange and job dedication. Results of analyses conducted on 156 private sector workers revealed that leader–member exchange quality yielded high levels of job dedication among all employee…
Stronger Together
The leadership literature suggests that followers are likely to be autonomously motivated when working for servant leaders, leading them to experience greater psychological empowerment. Guided by self-determination theory, we predicted that this empowerment would then heighten individuals’ perceptions of their teams’ transactive memory systems. When subordinates perceive that discrimination is occurring in their workgroup, however, we expected th…
Emotions running high
We sought to better understand the impact of leader emotional stability on follower burnout. Drawing on conservation of resources theory, we examined the emotional exhaustion consequences of supervisor-subordinate emotional stability congruence. Study 1 consisted of 299 light construction and maintenance workers and their supervisors. Study 2 was comprised of 294 workers at a city permits office and their supervisors. As hypothesized, both sample…
Perceived Cognitive Diversity and Creativity
Adopting a motivational perspective on creativity, we theorized when and how perceived cognitive diversity in teams was associated with creativity by focusing on the mediating role of intrinsic motivation and the moderating role of learning orientation. We further expanded our contribution by examining these relationships at both the individual and team levels. We used a sample of 382 Chinese employee–supervisor pairs nested within 106 teams to t…
Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit
Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verificatio…
Lean on me
Although receiving help is largely viewed as a positive gesture, we argue that some people may interpret being helped differently depending on their self-views. We focus on help received while working in the novel context of coworking spaces. Coworking space members differ from traditional coworkers in that they are not structurally linked to each other and may even work in a different industry, thus eliminating the competitive and political trap…
Psychology (9 works) · Social Psychology (9 works) · Job Satisfaction and Organizational Behavior (7 works) · Social Psychology (6 works) · Economics (4 works) · Multilevel model (4 works) · Computer Science (3 works) · Applied Psychology (2 works) · Applied Psychology (2 works) · Clinical Psychology (2 works)