Joshua Keller
Biographic Data
| ID | 5790546 |
|---|---|
| NAME | Joshua Keller |
| GIVEN NAMES | Joshua |
| FAMILY NAME | Keller |
| SIGNATURE | KELLER J |
| AFFILIATIONS | Nanyang Technological University |
| ORCID | 0000-0002-5767-4087 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 17 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 3 |
How social networks facilitate collective responses to organizational paradoxes
When organizations face paradoxical tensions, such as when they must simultaneously meet scientific and commercial objectives, individuals within the organization also experience tensions. How individuals’ responses to these tensions inform the collective organizational response remains a theoretical and empirical challenge. We address this challenge by introducing a social network perspective. In a two-stage mixed-method study of a research inst…
Are men better negotiators everywhere? A meta‐analysis of how gender differences in negotiation performance vary across cultures
Prior research has found that each culture and gender influences negotiation strategies and outcomes, but less is known about their interplay. We integrate these two research streams by providing a meta‐analytic review of the interactive impact of gender and culture on negotiation performance. We reviewed 185 studies that reported gender differences in intracultural negotiation performance across 30 societies that varied across seven cultural dim…
Microfoundations of Organizational Paradox
Competing tensions and demands pervade our work lives. Accumulating research examines organizational and leadership approaches to leveraging these tensions. But what about individuals within firms? Although early paradox theory built upon micro-level insights from psychology and philosophy to understand the nature and management of varied competing demands, corresponding empirical studies are rare, offering scarce insights into why some individua…
How national culture influences individuals’ subjective experience with paradoxical tensions
Purpose The purpose of this paper is to examine how national culture influences individuals’ subjective experience of tension when confronting paradoxical demands that arise during their day-to-day organizational experience. The paper further explores two types of paradoxical demands (task oriented and relational oriented) and two mediating mechanisms (tolerance for contradictions and harmony enhancement concerns) that exhibit contrary cultural e…
How social networks facilitate collective responses to organizational paradoxes
When organizations face paradoxical tensions, such as when they must simultaneously meet scientific and commercial objectives, individuals within the organization also experience tensions. How individuals’ responses to these tensions inform the collective organizational response remains a theoretical and empirical challenge. We address this challenge by introducing a social network perspective. In a two-stage mixed-method study of a research inst…
Are men better negotiators everywhere? A meta‐analysis of how gender differences in negotiation performance vary across cultures
Prior research has found that each culture and gender influences negotiation strategies and outcomes, but less is known about their interplay. We integrate these two research streams by providing a meta‐analytic review of the interactive impact of gender and culture on negotiation performance. We reviewed 185 studies that reported gender differences in intracultural negotiation performance across 30 societies that varied across seven cultural dim…
How national culture influences individuals’ subjective experience with paradoxical tensions
Purpose The purpose of this paper is to examine how national culture influences individuals’ subjective experience of tension when confronting paradoxical demands that arise during their day-to-day organizational experience. The paper further explores two types of paradoxical demands (task oriented and relational oriented) and two mediating mechanisms (tolerance for contradictions and harmony enhancement concerns) that exhibit contrary cultural e…
Microfoundations of Organizational Paradox
Competing tensions and demands pervade our work lives. Accumulating research examines organizational and leadership approaches to leveraging these tensions. But what about individuals within firms? Although early paradox theory built upon micro-level insights from psychology and philosophy to understand the nature and management of varied competing demands, corresponding empirical studies are rare, offering scarce insights into why some individua…
How national culture influences individuals’ subjective experience with paradoxical tensions
Purpose The purpose of this paper is to examine how national culture influences individuals’ subjective experience of tension when confronting paradoxical demands that arise during their day-to-day organizational experience. The paper further explores two types of paradoxical demands (task oriented and relational oriented) and two mediating mechanisms (tolerance for contradictions and harmony enhancement concerns) that exhibit contrary cultural e…
Are men better negotiators everywhere? A meta‐analysis of how gender differences in negotiation performance vary across cultures
Prior research has found that each culture and gender influences negotiation strategies and outcomes, but less is known about their interplay. We integrate these two research streams by providing a meta‐analytic review of the interactive impact of gender and culture on negotiation performance. We reviewed 185 studies that reported gender differences in intracultural negotiation performance across 30 societies that varied across seven cultural dim…
How social networks facilitate collective responses to organizational paradoxes
When organizations face paradoxical tensions, such as when they must simultaneously meet scientific and commercial objectives, individuals within the organization also experience tensions. How individuals’ responses to these tensions inform the collective organizational response remains a theoretical and empirical challenge. We address this challenge by introducing a social network perspective. In a two-stage mixed-method study of a research inst…
Psychology (4 works) · Social Psychology (3 works) · Social Psychology (3 works) · Sociology (3 works) · Epistemology (2 works) · Harmony (color (2 works) · International Student and Expatriate Challenges (2 works) · Management and Organizational Studies (2 works) · Political science (2 works) · Social science (2 works)