Elizabeth C Ravlin
Biographic Data
| ID | 5690815 |
|---|---|
| NAME | Elizabeth C Ravlin |
| GIVEN NAMES | Elizabeth C |
| FAMILY NAME | Ravlin |
| SIGNATURE | RAVLIN E C |
| AFFILIATIONS | University of South Carolina |
| ORCID | 0000-0003-2574-5626 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 89 |
| WORKS AS AUTHOR | 13 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 4 |
How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates
Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which fails to account for the potential o…
Values
Values are individually held core beliefs that indicate how, in general, one should or ought to behave from an ideal standpoint. Individuals learn values as children in an absolute fashion which makes these beliefs difficult to change in adults. Values may adapt as they stop being functional for the actor, or when the individual is immersed in a different values‐based system through new organizational or cultural socialization. Values are sociall…
Trust
As the focus in management increasingly turns toward the importance of relationships, trust has become a key topic for both researchers and practitioners. Antecedents of trust, such as trust propensity, ability, benevolence, integrity, and trustworthiness, have been examined in an effort to better understand how trust is created, and important outcomes of trust, such as task performance, citizenship behaviors, and risk taking, have been identifie…
Social Cognition
The study of social cognition, or the processes whereby we interpret and respond to social stimuli (other individuals, aggregates, and ourselves), has become a major discipline contributing to general and international management research over the last 30 years. Because people extend their understandings of others and the self by inferring, deducing, and assuming beyond the actual evidence available to the senses, there are many aspects of manage…
Employee Attitudes/Attitude Surveys
Employee attitudes and their measurement using survey methodology continue to be important topics in both the study and practice of management. Because job attitudes relate to important organizational outcomes such as absenteeism, turnover, and performance, their evaluation is used both as an organizational assessment tool and as a critical component of research on antecedents to employee behavior. Attitudinal structure, antecedents, processes, a…
Cultural Intelligence
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a…
Culture and Ethics Management
This article examines the relation of culture to the propensity for, and potential effectiveness of, both internal reporting and whistle-blowing as ethics management tools within a North American context. Samples from a total of 10 regions in the US, Canada and Mexico increased the accuracy and meaningfulness of the findings. Hofstede's cultural dimensions uncertainty avoidance and power distance had the most consistent and significant relationsh…
Willpower and Perceived Behavioral Control
Individual differences in willpower (a subdimension of conscientiousness) and perceived behavioral control (PBC: cognition regarding extent of control over an action; Ajzen, 1985) in the intention-behavior relationship were explored to better understand when intention will be completed to action. The impact of these constructs in postbehavior attributions also was explored. Subjects were traditional and nontraditional students ( N =325) preparing…
Cultural variation and the psychological contract
Literature on the psychological contract has made significant contributions to our understanding of the exchange relationship between employees and their employer. However, the influence of cultural differences on perceptions of the employment relationship has largely been neglected. We propose both cognitive and motivational mechanisms through which the cultural profiles of individuals influence (a) formation of the psychological contract, (b) p…
Individual Values in Organizations
The values of managers and employees in organizations are phenomena that have captured the interest of researchers, practitioners, social critics, and the public at large. Despite this attention, there continues to be a conspicuous lack of agreement on what values are and how they influence individuals. In this article we discuss how values have been defined and conceptualized. Focusing on values as desirable modes of behavior, we describe how th…
Value Congruence and Satisfaction with a Leader
Organizations are increasing their use of sophisticated techniques, including video, to communicate with employees. They are also relying more on the use of "stories" and "legends" about leaders as a way of reinforcing their culture. An important issue in both of these trends is the relationship between the actions or behavior of the leader as depicted in the story or message and the values of the individuals who are the target of the story or me…
A work values approach to corporate culture
The purported advantage of a strong corporate culture presumes that positive outcomes result when peoples' values are congruent with those of others. This was tested by using a design that controlled for artifacts in prior studies. Participants, 191 production workers, their supervisors (N = 17), and 13 managers at a large industrial products plant, completed questionnaires containing measures of job satisfaction, organizational commitment, and w…
The Design and Activation of Self-Regulating Work Groups
This paper reviews the literature on self-managing work groups as implemented in organizations, and briefly reviews relevant laboratory and other non-SR WG research. A model is developed exploring the processes of SR WG implementation and operation. Task, organization, and personnel preconditions to implementation are identified, including appropriate expectations by managerial personnel. Design features should include heterogeneous composition a…
Cultural Intelligence
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a…
The Design and Activation of Self-Regulating Work Groups
This paper reviews the literature on self-managing work groups as implemented in organizations, and briefly reviews relevant laboratory and other non-SR WG research. A model is developed exploring the processes of SR WG implementation and operation. Task, organization, and personnel preconditions to implementation are identified, including appropriate expectations by managerial personnel. Design features should include heterogeneous composition a…
Cultural variation and the psychological contract
Literature on the psychological contract has made significant contributions to our understanding of the exchange relationship between employees and their employer. However, the influence of cultural differences on perceptions of the employment relationship has largely been neglected. We propose both cognitive and motivational mechanisms through which the cultural profiles of individuals influence (a) formation of the psychological contract, (b) p…
Value Congruence and Satisfaction with a Leader
Organizations are increasing their use of sophisticated techniques, including video, to communicate with employees. They are also relying more on the use of "stories" and "legends" about leaders as a way of reinforcing their culture. An important issue in both of these trends is the relationship between the actions or behavior of the leader as depicted in the story or message and the values of the individuals who are the target of the story or me…
Culture and Ethics Management
This article examines the relation of culture to the propensity for, and potential effectiveness of, both internal reporting and whistle-blowing as ethics management tools within a North American context. Samples from a total of 10 regions in the US, Canada and Mexico increased the accuracy and meaningfulness of the findings. Hofstede's cultural dimensions uncertainty avoidance and power distance had the most consistent and significant relationsh…
How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates
Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which fails to account for the potential o…
The Design and Activation of Self-Regulating Work Groups
This paper reviews the literature on self-managing work groups as implemented in organizations, and briefly reviews relevant laboratory and other non-SR WG research. A model is developed exploring the processes of SR WG implementation and operation. Task, organization, and personnel preconditions to implementation are identified, including appropriate expectations by managerial personnel. Design features should include heterogeneous composition a…
A work values approach to corporate culture
The purported advantage of a strong corporate culture presumes that positive outcomes result when peoples' values are congruent with those of others. This was tested by using a design that controlled for artifacts in prior studies. Participants, 191 production workers, their supervisors (N = 17), and 13 managers at a large industrial products plant, completed questionnaires containing measures of job satisfaction, organizational commitment, and w…
Value Congruence and Satisfaction with a Leader
Organizations are increasing their use of sophisticated techniques, including video, to communicate with employees. They are also relying more on the use of "stories" and "legends" about leaders as a way of reinforcing their culture. An important issue in both of these trends is the relationship between the actions or behavior of the leader as depicted in the story or message and the values of the individuals who are the target of the story or me…
Individual Values in Organizations
The values of managers and employees in organizations are phenomena that have captured the interest of researchers, practitioners, social critics, and the public at large. Despite this attention, there continues to be a conspicuous lack of agreement on what values are and how they influence individuals. In this article we discuss how values have been defined and conceptualized. Focusing on values as desirable modes of behavior, we describe how th…
Cultural variation and the psychological contract
Literature on the psychological contract has made significant contributions to our understanding of the exchange relationship between employees and their employer. However, the influence of cultural differences on perceptions of the employment relationship has largely been neglected. We propose both cognitive and motivational mechanisms through which the cultural profiles of individuals influence (a) formation of the psychological contract, (b) p…
Willpower and Perceived Behavioral Control
Individual differences in willpower (a subdimension of conscientiousness) and perceived behavioral control (PBC: cognition regarding extent of control over an action; Ajzen, 1985) in the intention-behavior relationship were explored to better understand when intention will be completed to action. The impact of these constructs in postbehavior attributions also was explored. Subjects were traditional and nontraditional students ( N =325) preparing…
Culture and Ethics Management
This article examines the relation of culture to the propensity for, and potential effectiveness of, both internal reporting and whistle-blowing as ethics management tools within a North American context. Samples from a total of 10 regions in the US, Canada and Mexico increased the accuracy and meaningfulness of the findings. Hofstede's cultural dimensions uncertainty avoidance and power distance had the most consistent and significant relationsh…
Cultural Intelligence
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a…
Values
Values are individually held core beliefs that indicate how, in general, one should or ought to behave from an ideal standpoint. Individuals learn values as children in an absolute fashion which makes these beliefs difficult to change in adults. Values may adapt as they stop being functional for the actor, or when the individual is immersed in a different values‐based system through new organizational or cultural socialization. Values are sociall…
Trust
As the focus in management increasingly turns toward the importance of relationships, trust has become a key topic for both researchers and practitioners. Antecedents of trust, such as trust propensity, ability, benevolence, integrity, and trustworthiness, have been examined in an effort to better understand how trust is created, and important outcomes of trust, such as task performance, citizenship behaviors, and risk taking, have been identifie…
Social Cognition
The study of social cognition, or the processes whereby we interpret and respond to social stimuli (other individuals, aggregates, and ourselves), has become a major discipline contributing to general and international management research over the last 30 years. Because people extend their understandings of others and the self by inferring, deducing, and assuming beyond the actual evidence available to the senses, there are many aspects of manage…
Employee Attitudes/Attitude Surveys
Employee attitudes and their measurement using survey methodology continue to be important topics in both the study and practice of management. Because job attitudes relate to important organizational outcomes such as absenteeism, turnover, and performance, their evaluation is used both as an organizational assessment tool and as a critical component of research on antecedents to employee behavior. Attitudinal structure, antecedents, processes, a…
How genuine is your diversity climate? A new typology highlighting the emergence of specious diversity climates
Research supports the notion that diversity climate (employees' perceptions of the extent to which fairness and elimination of discrimination are promoted within the work unit) can help the unit attain benefits—rather than detriments—from workforce diversity. However, the diversity climate literature rests substantially on a questionable assumption—that all unit members perceive the environment uniformly—which fails to account for the potential o…
Psychology (13 works) · Social Psychology (12 works) · Cultural Differences and Values (8 works) · Job Satisfaction and Organizational Behavior (7 works) · Computer Science (6 works) · Political science (6 works) · Social Psychology (6 works) · Sociology (5 works) · Cognition (4 works) · Knowledge management (4 works)