SUZANNE J PETERSON
Biographic Data
| ID | 6084709 |
|---|---|
| NAME | SUZANNE J PETERSON |
| GIVEN NAMES | SUZANNE J |
| FAMILY NAME | PETERSON |
| SIGNATURE | PETERSON S J |
| AFFILIATIONS | Arizona State University |
| ORCID | 0000-0002-4804-0410 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 29 |
| WORKS AS AUTHOR | 9 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2002 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 2 |
Introduction and summary to special issue on positive organizational behavior (POB) and psychological capital (PsyCap)
Psychological, physical, and social capitals
Are Female CEOs Really More Risk Averse? Examining Economic Downturn and Other-Orientation
Scholars and practitioners have offered anecdotal evidence that firms led by female chief executive officers (CEOs) fare better during global recession, perhaps because they take fewer risks. In contrast to commonly held stereotypes that women are more risk averse than men, neither systemic theorizing nor empirical findings support that this popular assumption holds among top organizational leadership. Rather than seeking absolute gender differen…
Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover
Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services …
Psychological Capital and Employee Performance
The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross‐sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization ( N = 179 financial advisory‐type employees) to examine within‐individu…
The development and resulting performance impact of positive psychological capital
Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap development has a causal impact on participants' performance. To fill these gaps we first conducted…
Authentic Leadership
This study developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States. Confirmatory factor analyses supported a higher order, multidimensional model of the authentic leadership construct (the Authentic Leadership Questionnaire [ALQ]) comprising leader self-awareness, relational transparency, internalized moral perspective, and balanced processing. Structural eq…
Exploring the role of hope in job performance
According to Snyder's hope theory, high hope individuals possess more goal‐related strategies and are more motivated to achieve their goals than their low hope counterparts. Therefore, we examined the relationship between hope and job performance using three different samples of employees of different job levels and industries. We found that more hopeful sales employees, mortgage brokers, and management executives had higher job performance, as m…
The impact of a large‐scale traumatic event on individual and organizational outcomes
Much of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress …
Exploring the role of hope in job performance
According to Snyder's hope theory, high hope individuals possess more goal‐related strategies and are more motivated to achieve their goals than their low hope counterparts. Therefore, we examined the relationship between hope and job performance using three different samples of employees of different job levels and industries. We found that more hopeful sales employees, mortgage brokers, and management executives had higher job performance, as m…
The impact of a large‐scale traumatic event on individual and organizational outcomes
Much of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress …
Are Female CEOs Really More Risk Averse? Examining Economic Downturn and Other-Orientation
Scholars and practitioners have offered anecdotal evidence that firms led by female chief executive officers (CEOs) fare better during global recession, perhaps because they take fewer risks. In contrast to commonly held stereotypes that women are more risk averse than men, neither systemic theorizing nor empirical findings support that this popular assumption holds among top organizational leadership. Rather than seeking absolute gender differen…
Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover
Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services …
The impact of a large‐scale traumatic event on individual and organizational outcomes
Much of the literature on stress and organizational outcomes has focused on organizational factors and has ignored extraorganizational stressors that lead to perceived stress. However, research in other fields and recent studies in management suggests that acute‐extraorganizational stressors, such as traumatic events, may have potentially negative and costly implications for organizations. This study tests a theoretical model of traumatic stress …
Exploring the role of hope in job performance
According to Snyder's hope theory, high hope individuals possess more goal‐related strategies and are more motivated to achieve their goals than their low hope counterparts. Therefore, we examined the relationship between hope and job performance using three different samples of employees of different job levels and industries. We found that more hopeful sales employees, mortgage brokers, and management executives had higher job performance, as m…
Authentic Leadership
This study developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States. Confirmatory factor analyses supported a higher order, multidimensional model of the authentic leadership construct (the Authentic Leadership Questionnaire [ALQ]) comprising leader self-awareness, relational transparency, internalized moral perspective, and balanced processing. Structural eq…
The development and resulting performance impact of positive psychological capital
Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap development has a causal impact on participants' performance. To fill these gaps we first conducted…
Psychological Capital and Employee Performance
The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross‐sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization ( N = 179 financial advisory‐type employees) to examine within‐individu…
Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover
Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services …
Are Female CEOs Really More Risk Averse? Examining Economic Downturn and Other-Orientation
Scholars and practitioners have offered anecdotal evidence that firms led by female chief executive officers (CEOs) fare better during global recession, perhaps because they take fewer risks. In contrast to commonly held stereotypes that women are more risk averse than men, neither systemic theorizing nor empirical findings support that this popular assumption holds among top organizational leadership. Rather than seeking absolute gender differen…
Introduction and summary to special issue on positive organizational behavior (POB) and psychological capital (PsyCap)
Psychological, physical, and social capitals
Psychology (9 works) · Social Psychology (9 works) · Business (5 works) · Job Satisfaction and Organizational Behavior (5 works) · Capital (architecture) (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Construct (python library) (3 works) · Economics (3 works) · Emotional Intelligence and Performance (3 works)