Eric Kearney
Biographic Data
| ID | 5790726 |
|---|---|
| NAME | Eric Kearney |
| GIVEN NAMES | Eric |
| FAMILY NAME | Kearney |
| SIGNATURE | KEARNEY E |
| AFFILIATIONS | Technische Universität Berlin |
| ORCID | 0000-0003-2783-3726 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 19 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1992 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Antecedents and Effects of Visionary Leadership
Scholars have argued that visionary leadership is an effective tool to motivate followers because it provides them with meaning and purpose. However, previous research tells us little about which leaders and under which circumstances leaders engage in visionary leadership. We draw on theories of human and social capital to argue that leader work centrality is an important antecedent of visionary leadership, and especially so for leaders with low …
Gender diversity and team performance under time pressure
Findings in the extant literature are mixed concerning when and how gender diversity benefits team performance. We develop and test a model that posits that gender‐diverse teams outperform gender‐homogeneous teams when perceived time pressure is low, whereas the opposite is the case when perceived time pressure is high. Drawing on the categorization‐elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), we begin with the assumption tha…
Expressing religious identities in the workplace
Responding to Jackson and Joshi’s (2011) call for specific models of the effects of particular diversity types and against the backdrop of the rising desire for the public expression of religious identities in the workplace (Hicks, 2003), we develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units. In developing this framework, we integrate th…
Implementing Process Innovations
Previous research leaves open which facets of leadership foster the implementation of process innovations. In this study, the authors analyze the effects of delegative-participative and consultative-advisory leadership, respectively, on the implementation success of process innovations. They argue that each of these leadership behaviors entails specific advantages and risks and that therefore the two patterns complement each other. The sample con…
Empowerment in the Context of Transformational Change
This paper examines conditions under which empowerment (decision autonomy, dialogic leadership) is connected with positive and negative effects, respectively, in regard to managing transformational change in Eastern Europe. Acquisitions by foreign investors in Poland and Russia (N = 45 companies) and privatizations through employee buy-out in Romania (N = 5 companies) are contrasted in this study. It is shown that empowerment within these two var…
The European view
Expressing religious identities in the workplace
Responding to Jackson and Joshi’s (2011) call for specific models of the effects of particular diversity types and against the backdrop of the rising desire for the public expression of religious identities in the workplace (Hicks, 2003), we develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units. In developing this framework, we integrate th…
Gender diversity and team performance under time pressure
Findings in the extant literature are mixed concerning when and how gender diversity benefits team performance. We develop and test a model that posits that gender‐diverse teams outperform gender‐homogeneous teams when perceived time pressure is low, whereas the opposite is the case when perceived time pressure is high. Drawing on the categorization‐elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), we begin with the assumption tha…
Implementing Process Innovations
Previous research leaves open which facets of leadership foster the implementation of process innovations. In this study, the authors analyze the effects of delegative-participative and consultative-advisory leadership, respectively, on the implementation success of process innovations. They argue that each of these leadership behaviors entails specific advantages and risks and that therefore the two patterns complement each other. The sample con…
Empowerment in the Context of Transformational Change
This paper examines conditions under which empowerment (decision autonomy, dialogic leadership) is connected with positive and negative effects, respectively, in regard to managing transformational change in Eastern Europe. Acquisitions by foreign investors in Poland and Russia (N = 45 companies) and privatizations through employee buy-out in Romania (N = 5 companies) are contrasted in this study. It is shown that empowerment within these two var…
The European view
Empowerment in the Context of Transformational Change
This paper examines conditions under which empowerment (decision autonomy, dialogic leadership) is connected with positive and negative effects, respectively, in regard to managing transformational change in Eastern Europe. Acquisitions by foreign investors in Poland and Russia (N = 45 companies) and privatizations through employee buy-out in Romania (N = 5 companies) are contrasted in this study. It is shown that empowerment within these two var…
Implementing Process Innovations
Previous research leaves open which facets of leadership foster the implementation of process innovations. In this study, the authors analyze the effects of delegative-participative and consultative-advisory leadership, respectively, on the implementation success of process innovations. They argue that each of these leadership behaviors entails specific advantages and risks and that therefore the two patterns complement each other. The sample con…
Expressing religious identities in the workplace
Responding to Jackson and Joshi’s (2011) call for specific models of the effects of particular diversity types and against the backdrop of the rising desire for the public expression of religious identities in the workplace (Hicks, 2003), we develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units. In developing this framework, we integrate th…
Gender diversity and team performance under time pressure
Findings in the extant literature are mixed concerning when and how gender diversity benefits team performance. We develop and test a model that posits that gender‐diverse teams outperform gender‐homogeneous teams when perceived time pressure is low, whereas the opposite is the case when perceived time pressure is high. Drawing on the categorization‐elaboration model (CEM; van Knippenberg, De Dreu, & Homan, 2004), we begin with the assumption tha…
Antecedents and Effects of Visionary Leadership
Scholars have argued that visionary leadership is an effective tool to motivate followers because it provides them with meaning and purpose. However, previous research tells us little about which leaders and under which circumstances leaders engage in visionary leadership. We draw on theories of human and social capital to argue that leader work centrality is an important antecedent of visionary leadership, and especially so for leaders with low …
Political science (5 works) · Psychology (5 works) · Business (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Public relations (3 works) · Social Psychology (3 works) · Social Psychology (3 works) · Sociology (3 works) · Transformational leadership (3 works) · Computer Science (2 works)