Kim Hester
Biographic Data
| ID | 5790206 |
|---|---|
| NAME | Kim Hester |
| GIVEN NAMES | Kim |
| FAMILY NAME | Hester |
| SIGNATURE | HESTER K |
| AFFILIATIONS | Arkansas State University |
| VERIFIED | No |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 81 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1996 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 4 |
Leader reactions to follower proactive behavior
In the present study, we rely upon an integration of proactive motivation and performance theories to investigate a neglected research question – when is proactive behavior likely to be rewarded or punished? Based upon a self-determination theory perspective of proactive motivation, we hypothesize that leader feelings of responsibility for constructive change moderate the relationship between follower proactive behavior and performance evaluation…
Bridge building within the province of proactivity
The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory…
Promoting felt responsibility for constructive change and proactive behavior
Although new theoretical models that are suggestive of how work design might be used to foster proactive motivation and proactive performance have been proposed, these models need further elaboration and testing if they are to be useful tools for contemporary organizations. Accordingly, we examine the extent to which feelings of responsibility for constructive change is a proactive psychological mechanism that explains how work design characteris…
Perceived external prestige and internal respect
The group engagement model (Tyler & Blader, 2003) suggests that identification with one's organization is based not only on the individual's evaluation of the status of the organization (i.e. perceived external prestige), but also the individual's evaluation of their own status within the organization (i.e. perceived internal respect). Using data drawn from three different sources (subordinates, supervisors, and company records), results from a s…
Building Union Commitment
We use structural equations to model Barling, Kelloway, and Bremermann's (1991) mediation model of family socialization in a unionized manufacturing setting. Contrary to expectations, our results indicate the relationship between parents' participation in union activities and their children's general union attitude is only partially mediated by parents' general union attitude. In addition, parents' union participation is found to exert a direct i…
Another Look at Preemployment Predictors of General Union Attitudes
This study replicated and extended the family socialization model of development of attitudes toward unions. Previous tests of this model were conducted using Canadian samples, and this study used a sample from the United States. The results were generally supportive of the model, although the magnitude of the correlations was much smaller. Contrary to expectations, only Marxist beliefs about work were significantly related to general attitude ab…
A Closer Look at Select Cognitive Precursors to Organizational Turnover
Two meta-analytic procedures are used to investigate the relationship between job satisfaction and selected withdrawal cognitions. Moderating influences not found in previous integrative research were identified by controlling for the influence of a Large sample-size outlier and a target of behavioral intention, i.e., intention to stay versus, in tendon to leave. Findings for 49 studies indicate previous integrative models of turnover by Hom, Car…
Perceived external prestige and internal respect
The group engagement model (Tyler & Blader, 2003) suggests that identification with one's organization is based not only on the individual's evaluation of the status of the organization (i.e. perceived external prestige), but also the individual's evaluation of their own status within the organization (i.e. perceived internal respect). Using data drawn from three different sources (subordinates, supervisors, and company records), results from a s…
Promoting felt responsibility for constructive change and proactive behavior
Although new theoretical models that are suggestive of how work design might be used to foster proactive motivation and proactive performance have been proposed, these models need further elaboration and testing if they are to be useful tools for contemporary organizations. Accordingly, we examine the extent to which feelings of responsibility for constructive change is a proactive psychological mechanism that explains how work design characteris…
Leader reactions to follower proactive behavior
In the present study, we rely upon an integration of proactive motivation and performance theories to investigate a neglected research question – when is proactive behavior likely to be rewarded or punished? Based upon a self-determination theory perspective of proactive motivation, we hypothesize that leader feelings of responsibility for constructive change moderate the relationship between follower proactive behavior and performance evaluation…
Bridge building within the province of proactivity
The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory…
Building Union Commitment
We use structural equations to model Barling, Kelloway, and Bremermann's (1991) mediation model of family socialization in a unionized manufacturing setting. Contrary to expectations, our results indicate the relationship between parents' participation in union activities and their children's general union attitude is only partially mediated by parents' general union attitude. In addition, parents' union participation is found to exert a direct i…
A Closer Look at Select Cognitive Precursors to Organizational Turnover
Two meta-analytic procedures are used to investigate the relationship between job satisfaction and selected withdrawal cognitions. Moderating influences not found in previous integrative research were identified by controlling for the influence of a Large sample-size outlier and a target of behavioral intention, i.e., intention to stay versus, in tendon to leave. Findings for 49 studies indicate previous integrative models of turnover by Hom, Car…
Another Look at Preemployment Predictors of General Union Attitudes
This study replicated and extended the family socialization model of development of attitudes toward unions. Previous tests of this model were conducted using Canadian samples, and this study used a sample from the United States. The results were generally supportive of the model, although the magnitude of the correlations was much smaller. Contrary to expectations, only Marxist beliefs about work were significantly related to general attitude ab…
Building Union Commitment
We use structural equations to model Barling, Kelloway, and Bremermann's (1991) mediation model of family socialization in a unionized manufacturing setting. Contrary to expectations, our results indicate the relationship between parents' participation in union activities and their children's general union attitude is only partially mediated by parents' general union attitude. In addition, parents' union participation is found to exert a direct i…
Promoting felt responsibility for constructive change and proactive behavior
Although new theoretical models that are suggestive of how work design might be used to foster proactive motivation and proactive performance have been proposed, these models need further elaboration and testing if they are to be useful tools for contemporary organizations. Accordingly, we examine the extent to which feelings of responsibility for constructive change is a proactive psychological mechanism that explains how work design characteris…
Perceived external prestige and internal respect
The group engagement model (Tyler & Blader, 2003) suggests that identification with one's organization is based not only on the individual's evaluation of the status of the organization (i.e. perceived external prestige), but also the individual's evaluation of their own status within the organization (i.e. perceived internal respect). Using data drawn from three different sources (subordinates, supervisors, and company records), results from a s…
Bridge building within the province of proactivity
The research questions posed in this study highlight the importance of valuing proactivity in both prompting an individual to engage in proactive behavior and encouraging the expression of that behavior. We integrate a variety of constructs from the proactivity literature to gain a deeper understanding of proactive behavior as it relates to proactive motivation and supervisory performance evaluations. First, we draw upon self‐determination theory…
Leader reactions to follower proactive behavior
In the present study, we rely upon an integration of proactive motivation and performance theories to investigate a neglected research question – when is proactive behavior likely to be rewarded or punished? Based upon a self-determination theory perspective of proactive motivation, we hypothesize that leader feelings of responsibility for constructive change moderate the relationship between follower proactive behavior and performance evaluation…
Psychology (7 works) · Social Psychology (7 works) · Social Psychology (7 works) · Job Satisfaction and Organizational Behavior (5 works) · Computer Science (4 works) · Constructive (3 works) · Political science (3 works) · Process (computing (3 works) · Feeling (2 works) · Job satisfaction (2 works)