Wayne A Hochwarter
Biographic Data
| ID | 5655506 |
|---|---|
| NAME | Wayne A Hochwarter |
| GIVEN NAMES | Wayne A |
| FAMILY NAME | Hochwarter |
| SIGNATURE | HOCHWARTER W A |
| AFFILIATIONS | Florida State University |
| ORCID | 0000-0002-1332-558X |
| VERIFIED | Yes |
| TOTAL WORKS | 26 |
| TOTAL CITATIONS | 83 |
| AUTHOR COUNT | 26 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1996 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
Trickling out effects of abusive supervision
Can an employee rationalize their supervisory abuse to the point where sabotaging customers seems justified? Drawing from the social information processing theory perspective, we introduce three distinct types of supervisor–supervisee dyadic cognitive influences (i.e. attention-shifting, role-sending, and role-modeling mechanisms) to explain the trickle-out effects of abusive supervision on customers. We hypothesized that an abused employee’s per…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
Perceptions of organizational politics
This study examined a restricted nonlinearity perspective of the relationship between perceptions of organizational politics (POPs) and work outcomes (i.e., job satisfaction and job performance), dependent upon the level of employee loyalty. Consistent with prior work, we conceptualized POPs as a demand that can have positive effects on job satisfaction and performance, up to certain levels, before negative effects are observed as levels of POPs …
Subjectivity in fairness perceptions
The very nature of perceived injustice cuts to the heart of employees' cognition, attitudes and behaviours in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundation to drive our hypothesis development, we conducted a multi‐study investigation to examine individu…
The storm outside and in
Does empathy make the experience of work politics better or worse
A Three-Way Synergistic Effect of Work on Employee Well-Being
We explored the interaction of the United Nation's sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 ( n = 246), we assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequently, we tested the hypotheses across two studies ( n = 332, Study 2; n = 255, Study 3). In alignmen…
Employee thriving at work
Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of employee thriving at work, we investigate the differential effects of family incivility and family su…
Workplace Politics and Performance Appraisal
Drawing from Johns’s theory of self-serving behavior, we identified workplace politics as a contextual factor that affects the relative costs and benefits associated with supervisor rating behaviors. Our investigation tested these ideas by considering how politics influence the way in which raters combine information when evaluating subordinate performance. Specifically, we examined the three-way interaction of in-role behavior, extra-role behavi…
Driving Away the Bad Guys
The previously uninvestigated role of work drive as a moderator of perceptions of politics–job outcomes relationships was examined in a series of field studies. Consistent with the underpinnings of sensemaking theory, we hypothesized that those with high levels of work drive would experience fewer adverse consequences when coupled with heightened perceptions of politics relative to those reporting less work drive. Across two independent studies, …
Terms of engagement
Although research to date has established the criterion validity of work engagement, little research has examined relevant boundary conditions capable of altering its documented positive effects on important workplace outcomes, despite widespread appeals to do so (e.g. Parker and Griffin, 2011). In the present four-sample investigation, a competing hypotheses format was adopted, pitting against each other perspectives of ‘politics as a hindrance …
Developing a passion for work passion
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd
Mirror, mirror on my boss’s wall
Addressing both practical and scholarly considerations, we investigated the interactive effects of perceived supervisor narcissism and individual enactment behavior on four relevant self-report work outcomes (i.e. frustration, tension, resource availability, and job performance). We hypothesized that employees with limited enactment behavior would be adversely affected in high supervisor narcissism settings. Conversely, we expected that perceived…
The moderating role of optimism on politics-outcomes relationships
Research to date has assumed that politics perceptions lead to uniformly negative outcomes. Recent studies, however, advocate examining theoretically relevant dispositional factors capable of differentially predicting politics perceptions—work outcome relationships. One individual difference factor possessing considerable scholarly merit in this regard is optimism. Building on recent research, the politics perceptions—optimism relationship was ex…
Time to Try a Little Tenderness? The Detrimental Effects of Accountability When Coupled With Abusive Supervision
The deleterious health and behavioral consequences of reporting to an abusive supervisor have been documented in past research. Furthermore, recent corporate scandals have led to increased pressure to hold employees accountable for their behaviors and decisions at work. This study examines the interactive effects of abusive supervision on experienced relationships between accountability and work outcomes (job tension, job satisfaction, and emotio…
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dysfunctional outcomes. However, there is evidence suggesting that favorable consequences may emerge in…
Development and Validation of the Political Skill Inventory
The present research was developed to examine the conceptualization and measurement of the political skill construct and to provide validation evidence for the Political Skill Inventory (PSI). The results of three investigations, involving seven samples, are reported that demonstrate consistency of the factor structure across studies, construct validity, and criterion-related validity of the PSI. As hypothesized, political skill was positively re…
Political will, political skill, and political behavior
The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Da…
Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension
The present research examined the influence of negative affectivity (NA) on the form of the felt accountability–job tension relationship. It was hypothesized that the nonlinear relationship between felt accountability and job tension would surface only for individuals low in NA, whereas the association between these constructs would be positive and linear for individuals high in NA. Data from two studies (N = 198; N = 118) provided support for th…
Leader Political Skill and Team Performance
The present study investigates the impact of the political skill of leaders on team performance. More specifically, this study examined the role of leader political skill in the performance of casework teams in a large state child welfare system. Team performance was operationalized as “permanency rate,” or the successful placement of children into legally final living arrangements (i.e., adoption, successor guardianship, or return to natural par…
Dispositional Antecedents and Consequences of Emotional Labor at Work
We examined individual difference variables as antecedents of perceived emotional labor, as well as affective and behavioral consequences. Full time employees who had at least five years of work experience completed two separate surveys. Respondents were asked to indicate negative affectivity and political skill, and perceived emotional labor at time one. Job-induced tension and political behavior were gathered two months later. Results indicated…
The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction
Research is presented that examined the impact of social efficacy on the relationship between vocational efficacy beliefs and various job performance dimensions as well as career satisfaction. Results indicated respondents who held low social efficacy beliefs reported higher performance scores than individuals who reported high social efficacy beliefs. Moreover, those with lower social efficacy beliefs reported being more satisfied with their car…
The Interactive Effects of Politics Perceptions and Trait Cynicism on Work Outcomes
The current study examined the interactive relationship of politics perceptions and trait cynicism on two work outcomes: job satisfaction and citizenship behaviors. Trait cynicism is characterized as a personality trait that is stable across settings. Using a diverse sample of 311 full-time employees drawn from a variety of organizations, trait cynicism moderated the relationship between politics perceptions and both outcomes. Specifically, for t…
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and f…
A Reexamination of Schriesheim and Hinkin’s (1990) Measure of Upward Influence
Research examining the tactics used to influence others has served as a significant line of inquiry over the past two decades. Critical to this stream of work has been the development of measures used to assess the frequency of upward influence tactics. This article reexamines a taxonomy and instrumentation originally presented by Kipnis et al. and modified by Schriesheim and Hinkin. The authors of this article assessed the factor structure, conv…
Developing a passion for work passion
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd
Political will, political skill, and political behavior
The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Da…
Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension
The present research examined the influence of negative affectivity (NA) on the form of the felt accountability–job tension relationship. It was hypothesized that the nonlinear relationship between felt accountability and job tension would surface only for individuals low in NA, whereas the association between these constructs would be positive and linear for individuals high in NA. Data from two studies (N = 198; N = 118) provided support for th…
Mirror, mirror on my boss’s wall
Addressing both practical and scholarly considerations, we investigated the interactive effects of perceived supervisor narcissism and individual enactment behavior on four relevant self-report work outcomes (i.e. frustration, tension, resource availability, and job performance). We hypothesized that employees with limited enactment behavior would be adversely affected in high supervisor narcissism settings. Conversely, we expected that perceived…
Terms of engagement
Although research to date has established the criterion validity of work engagement, little research has examined relevant boundary conditions capable of altering its documented positive effects on important workplace outcomes, despite widespread appeals to do so (e.g. Parker and Griffin, 2011). In the present four-sample investigation, a competing hypotheses format was adopted, pitting against each other perspectives of ‘politics as a hindrance …
Workplace Politics and Performance Appraisal
Drawing from Johns’s theory of self-serving behavior, we identified workplace politics as a contextual factor that affects the relative costs and benefits associated with supervisor rating behaviors. Our investigation tested these ideas by considering how politics influence the way in which raters combine information when evaluating subordinate performance. Specifically, we examined the three-way interaction of in-role behavior, extra-role behavi…
Dispositional Antecedents and Consequences of Emotional Labor at Work
We examined individual difference variables as antecedents of perceived emotional labor, as well as affective and behavioral consequences. Full time employees who had at least five years of work experience completed two separate surveys. Respondents were asked to indicate negative affectivity and political skill, and perceived emotional labor at time one. Job-induced tension and political behavior were gathered two months later. Results indicated…
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and f…
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dysfunctional outcomes. However, there is evidence suggesting that favorable consequences may emerge in…
The Interactive Effects of Politics Perceptions and Trait Cynicism on Work Outcomes
The current study examined the interactive relationship of politics perceptions and trait cynicism on two work outcomes: job satisfaction and citizenship behaviors. Trait cynicism is characterized as a personality trait that is stable across settings. Using a diverse sample of 311 full-time employees drawn from a variety of organizations, trait cynicism moderated the relationship between politics perceptions and both outcomes. Specifically, for t…
Employee thriving at work
Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of employee thriving at work, we investigate the differential effects of family incivility and family su…
The moderating role of optimism on politics-outcomes relationships
Research to date has assumed that politics perceptions lead to uniformly negative outcomes. Recent studies, however, advocate examining theoretically relevant dispositional factors capable of differentially predicting politics perceptions—work outcome relationships. One individual difference factor possessing considerable scholarly merit in this regard is optimism. Building on recent research, the politics perceptions—optimism relationship was ex…
The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction
Research is presented that examined the impact of social efficacy on the relationship between vocational efficacy beliefs and various job performance dimensions as well as career satisfaction. Results indicated respondents who held low social efficacy beliefs reported higher performance scores than individuals who reported high social efficacy beliefs. Moreover, those with lower social efficacy beliefs reported being more satisfied with their car…
Trickling out effects of abusive supervision
Can an employee rationalize their supervisory abuse to the point where sabotaging customers seems justified? Drawing from the social information processing theory perspective, we introduce three distinct types of supervisor–supervisee dyadic cognitive influences (i.e. attention-shifting, role-sending, and role-modeling mechanisms) to explain the trickle-out effects of abusive supervision on customers. We hypothesized that an abused employee’s per…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
Driving Away the Bad Guys
The previously uninvestigated role of work drive as a moderator of perceptions of politics–job outcomes relationships was examined in a series of field studies. Consistent with the underpinnings of sensemaking theory, we hypothesized that those with high levels of work drive would experience fewer adverse consequences when coupled with heightened perceptions of politics relative to those reporting less work drive. Across two independent studies, …
Time to Try a Little Tenderness? The Detrimental Effects of Accountability When Coupled With Abusive Supervision
The deleterious health and behavioral consequences of reporting to an abusive supervisor have been documented in past research. Furthermore, recent corporate scandals have led to increased pressure to hold employees accountable for their behaviors and decisions at work. This study examines the interactive effects of abusive supervision on experienced relationships between accountability and work outcomes (job tension, job satisfaction, and emotio…
Testing a Second-Order Multidimensional Model of Negative Affectivity
A number of conceptualizations and subsequent measures of Negative Affectivity (NA) have been presented in the literature. However, very few studies have attempted to establish the dimensionality of the NA construct prior to its use. The purpose of this preliminary investigation was to explore both the lower order and hierarchical conceptualizations of NA using Stokes and Levin's scale. The NA scale contains lower order factors of nervousness, pe…
A Reexamination of Schriesheim and Hinkin’s (1990) Measure of Upward Influence
Research examining the tactics used to influence others has served as a significant line of inquiry over the past two decades. Critical to this stream of work has been the development of measures used to assess the frequency of upward influence tactics. This article reexamines a taxonomy and instrumentation originally presented by Kipnis et al. and modified by Schriesheim and Hinkin. The authors of this article assessed the factor structure, conv…
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and f…
Leader Political Skill and Team Performance
The present study investigates the impact of the political skill of leaders on team performance. More specifically, this study examined the role of leader political skill in the performance of casework teams in a large state child welfare system. Team performance was operationalized as “permanency rate,” or the successful placement of children into legally final living arrangements (i.e., adoption, successor guardianship, or return to natural par…
Dispositional Antecedents and Consequences of Emotional Labor at Work
We examined individual difference variables as antecedents of perceived emotional labor, as well as affective and behavioral consequences. Full time employees who had at least five years of work experience completed two separate surveys. Respondents were asked to indicate negative affectivity and political skill, and perceived emotional labor at time one. Job-induced tension and political behavior were gathered two months later. Results indicated…
The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction
Research is presented that examined the impact of social efficacy on the relationship between vocational efficacy beliefs and various job performance dimensions as well as career satisfaction. Results indicated respondents who held low social efficacy beliefs reported higher performance scores than individuals who reported high social efficacy beliefs. Moreover, those with lower social efficacy beliefs reported being more satisfied with their car…
The Interactive Effects of Politics Perceptions and Trait Cynicism on Work Outcomes
The current study examined the interactive relationship of politics perceptions and trait cynicism on two work outcomes: job satisfaction and citizenship behaviors. Trait cynicism is characterized as a personality trait that is stable across settings. Using a diverse sample of 311 full-time employees drawn from a variety of organizations, trait cynicism moderated the relationship between politics perceptions and both outcomes. Specifically, for t…
Development and Validation of the Political Skill Inventory
The present research was developed to examine the conceptualization and measurement of the political skill construct and to provide validation evidence for the Political Skill Inventory (PSI). The results of three investigations, involving seven samples, are reported that demonstrate consistency of the factor structure across studies, construct validity, and criterion-related validity of the PSI. As hypothesized, political skill was positively re…
Political will, political skill, and political behavior
The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Da…
Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension
The present research examined the influence of negative affectivity (NA) on the form of the felt accountability–job tension relationship. It was hypothesized that the nonlinear relationship between felt accountability and job tension would surface only for individuals low in NA, whereas the association between these constructs would be positive and linear for individuals high in NA. Data from two studies (N = 198; N = 118) provided support for th…
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dysfunctional outcomes. However, there is evidence suggesting that favorable consequences may emerge in…
Time to Try a Little Tenderness? The Detrimental Effects of Accountability When Coupled With Abusive Supervision
The deleterious health and behavioral consequences of reporting to an abusive supervisor have been documented in past research. Furthermore, recent corporate scandals have led to increased pressure to hold employees accountable for their behaviors and decisions at work. This study examines the interactive effects of abusive supervision on experienced relationships between accountability and work outcomes (job tension, job satisfaction, and emotio…
The moderating role of optimism on politics-outcomes relationships
Research to date has assumed that politics perceptions lead to uniformly negative outcomes. Recent studies, however, advocate examining theoretically relevant dispositional factors capable of differentially predicting politics perceptions—work outcome relationships. One individual difference factor possessing considerable scholarly merit in this regard is optimism. Building on recent research, the politics perceptions—optimism relationship was ex…
Mirror, mirror on my boss’s wall
Addressing both practical and scholarly considerations, we investigated the interactive effects of perceived supervisor narcissism and individual enactment behavior on four relevant self-report work outcomes (i.e. frustration, tension, resource availability, and job performance). We hypothesized that employees with limited enactment behavior would be adversely affected in high supervisor narcissism settings. Conversely, we expected that perceived…
Developing a passion for work passion
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd
Terms of engagement
Although research to date has established the criterion validity of work engagement, little research has examined relevant boundary conditions capable of altering its documented positive effects on important workplace outcomes, despite widespread appeals to do so (e.g. Parker and Griffin, 2011). In the present four-sample investigation, a competing hypotheses format was adopted, pitting against each other perspectives of ‘politics as a hindrance …
Workplace Politics and Performance Appraisal
Drawing from Johns’s theory of self-serving behavior, we identified workplace politics as a contextual factor that affects the relative costs and benefits associated with supervisor rating behaviors. Our investigation tested these ideas by considering how politics influence the way in which raters combine information when evaluating subordinate performance. Specifically, we examined the three-way interaction of in-role behavior, extra-role behavi…
Driving Away the Bad Guys
The previously uninvestigated role of work drive as a moderator of perceptions of politics–job outcomes relationships was examined in a series of field studies. Consistent with the underpinnings of sensemaking theory, we hypothesized that those with high levels of work drive would experience fewer adverse consequences when coupled with heightened perceptions of politics relative to those reporting less work drive. Across two independent studies, …
Employee thriving at work
Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of employee thriving at work, we investigate the differential effects of family incivility and family su…
Perceptions of organizational politics
This study examined a restricted nonlinearity perspective of the relationship between perceptions of organizational politics (POPs) and work outcomes (i.e., job satisfaction and job performance), dependent upon the level of employee loyalty. Consistent with prior work, we conceptualized POPs as a demand that can have positive effects on job satisfaction and performance, up to certain levels, before negative effects are observed as levels of POPs …
Subjectivity in fairness perceptions
The very nature of perceived injustice cuts to the heart of employees' cognition, attitudes and behaviours in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundation to drive our hypothesis development, we conducted a multi‐study investigation to examine individu…
The storm outside and in
Does empathy make the experience of work politics better or worse
A Three-Way Synergistic Effect of Work on Employee Well-Being
We explored the interaction of the United Nation's sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 ( n = 246), we assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequently, we tested the hypotheses across two studies ( n = 332, Study 2; n = 255, Study 3). In alignmen…
Sometimes enough is enough
Does work politics get in the way of nurses’ passions even when mired in a global pandemic? To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (…
Psychology (25 works) · Social Psychology (25 works) · Job Satisfaction and Organizational Behavior (21 works) · Political science (18 works) · Social Psychology (18 works) · Politics (13 works) · Job satisfaction (11 works) · Work (physics (10 works) · Perception (9 works) · Engineering (6 works)