Amanda Christensen-Salem
Biographic Data
| ID | 5789228 |
|---|---|
| NAME | Amanda Christensen-Salem |
| GIVEN NAMES | Amanda |
| FAMILY NAME | Christensen-Salem |
| SIGNATURE | CHRISTENSEN-SALEM A |
| AFFILIATIONS | University of Cincinnati |
| ORCID | 0000-0002-7743-0864 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 6 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
When Charismatic Leadership Loses its Luster
We develop a multilevel framework that examines the simultaneous co-occurrence of charismatic leadership and abusive supervision and how they jointly diminish followers’ prosocial motivation. Furthermore, we tested a mediated moderation model to examine whether followers’ prosocial motivation mediates the link between charismatic leadership and followers’ citizenship behavior under high and low levels of abusive supervision. Results from a field …
Manufacturing Motivation in the Mundane
CEO performance management behaviors’ influence on TMT flourishing, job attitudes, and firm performance
Does a chief executive officer’s (CEO’s) ability to manage and motivate their direct reports impact firm financial performance? Good or bad, CEO leadership research is increasingly romanticized, leading to investigations of CEO traits as visionary and transformational behaviors at the expense of understanding whether the mundane, everyday management of a top management team (TMT) is important for firm performance. In this article, we developed an…
A Multilevel Analysis of the Relationship Between Ethical Leadership and Ostracism
Employee service performance and collective turnover
Organizations typically rely on their employees to provide high-quality service as a strategy for sustaining a competitive advantage. However, service-related jobs can have deleterious effects on employees—including negative health and attitudinal outcomes, such as burnout and decreased motivation—which also carry ramifications for organizations, including turnover. How might organizations mitigate these consequences? We posit that organizations …
Responses to Feedback
The feedback literature has largely been developed under two divergent assumptions: individuals are either passive receivers or proactive seekers of feedback. We bridge these two literatures using affective events theory and expand understanding of the relationships between feedback delivered as part of a performance evaluation process and self-sought feedback (feedback seeking) by theorizing about feedback through a within-person, episodic lens …
Responses to Feedback
The feedback literature has largely been developed under two divergent assumptions: individuals are either passive receivers or proactive seekers of feedback. We bridge these two literatures using affective events theory and expand understanding of the relationships between feedback delivered as part of a performance evaluation process and self-sought feedback (feedback seeking) by theorizing about feedback through a within-person, episodic lens …
CEO performance management behaviors’ influence on TMT flourishing, job attitudes, and firm performance
Does a chief executive officer’s (CEO’s) ability to manage and motivate their direct reports impact firm financial performance? Good or bad, CEO leadership research is increasingly romanticized, leading to investigations of CEO traits as visionary and transformational behaviors at the expense of understanding whether the mundane, everyday management of a top management team (TMT) is important for firm performance. In this article, we developed an…
Employee service performance and collective turnover
Organizations typically rely on their employees to provide high-quality service as a strategy for sustaining a competitive advantage. However, service-related jobs can have deleterious effects on employees—including negative health and attitudinal outcomes, such as burnout and decreased motivation—which also carry ramifications for organizations, including turnover. How might organizations mitigate these consequences? We posit that organizations …
Responses to Feedback
The feedback literature has largely been developed under two divergent assumptions: individuals are either passive receivers or proactive seekers of feedback. We bridge these two literatures using affective events theory and expand understanding of the relationships between feedback delivered as part of a performance evaluation process and self-sought feedback (feedback seeking) by theorizing about feedback through a within-person, episodic lens …
Employee service performance and collective turnover
Organizations typically rely on their employees to provide high-quality service as a strategy for sustaining a competitive advantage. However, service-related jobs can have deleterious effects on employees—including negative health and attitudinal outcomes, such as burnout and decreased motivation—which also carry ramifications for organizations, including turnover. How might organizations mitigate these consequences? We posit that organizations …
A Multilevel Analysis of the Relationship Between Ethical Leadership and Ostracism
Manufacturing Motivation in the Mundane
CEO performance management behaviors’ influence on TMT flourishing, job attitudes, and firm performance
Does a chief executive officer’s (CEO’s) ability to manage and motivate their direct reports impact firm financial performance? Good or bad, CEO leadership research is increasingly romanticized, leading to investigations of CEO traits as visionary and transformational behaviors at the expense of understanding whether the mundane, everyday management of a top management team (TMT) is important for firm performance. In this article, we developed an…
When Charismatic Leadership Loses its Luster
We develop a multilevel framework that examines the simultaneous co-occurrence of charismatic leadership and abusive supervision and how they jointly diminish followers’ prosocial motivation. Furthermore, we tested a mediated moderation model to examine whether followers’ prosocial motivation mediates the link between charismatic leadership and followers’ citizenship behavior under high and low levels of abusive supervision. Results from a field …
Psychology (6 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Political science (4 works) · Social Psychology (4 works) · Public relations (3 works) · Business ethics (2 works) · Management (2 works) · Multilevel model (2 works) · Organizational citizenship behavior (2 works)