Robert Zinko
Biographic Data
| ID | 6084946 |
|---|---|
| NAME | Robert Zinko |
| GIVEN NAMES | Robert |
| FAMILY NAME | Zinko |
| SIGNATURE | ZINKO R |
| AFFILIATIONS | East Carolina University |
| ORCID | 0000-0003-0511-0041 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 8 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
To whitewash or not? The Black Airbnb host’s dilemma
Organizational Citizenship Behavior and Reputation
Holding people answerable for their actions captures the essence of accountability, which is one of the most fundamental constructs in the organizational sciences and, unfortunately, one about which little is known. This study formulated and tested a model that sought to explicate the intermediate linkages between accountability and job performance and satisfaction. Specifically, the hypothesized model suggests that accountability affects organiz…
A Bully as an Archetypal Destructive Leader
Leaders do not necessarily have the best interests of the organization in mind when they make decisions. Many times, leaders treat their own personal goals as more important in relation to the goals of the organization and frequently adopt a short-term decision horizon. Thus, leaders become destructive and make decisions for their own good at the expense of the organization. This article examines the bully as a leader and how the bully creates a …
Organizational Citizenship Behavior and Reputation
Holding people answerable for their actions captures the essence of accountability, which is one of the most fundamental constructs in the organizational sciences and, unfortunately, one about which little is known. This study formulated and tested a model that sought to explicate the intermediate linkages between accountability and job performance and satisfaction. Specifically, the hypothesized model suggests that accountability affects organiz…
A Bully as an Archetypal Destructive Leader
Leaders do not necessarily have the best interests of the organization in mind when they make decisions. Many times, leaders treat their own personal goals as more important in relation to the goals of the organization and frequently adopt a short-term decision horizon. Thus, leaders become destructive and make decisions for their own good at the expense of the organization. This article examines the bully as a leader and how the bully creates a …
A Bully as an Archetypal Destructive Leader
Leaders do not necessarily have the best interests of the organization in mind when they make decisions. Many times, leaders treat their own personal goals as more important in relation to the goals of the organization and frequently adopt a short-term decision horizon. Thus, leaders become destructive and make decisions for their own good at the expense of the organization. This article examines the bully as a leader and how the bully creates a …
Organizational Citizenship Behavior and Reputation
Holding people answerable for their actions captures the essence of accountability, which is one of the most fundamental constructs in the organizational sciences and, unfortunately, one about which little is known. This study formulated and tested a model that sought to explicate the intermediate linkages between accountability and job performance and satisfaction. Specifically, the hypothesized model suggests that accountability affects organiz…
To whitewash or not? The Black Airbnb host’s dilemma
Political science (2 works) · Psychology (2 works) · Public relations (2 works) · Social Psychology (2 works) · Social Psychology (2 works) · Accountability (1 work) · Bullying, Victimization, and Aggression (1 work) · Business (1 work) · Caribbean history, culture, and politics (1 work) · Citizenship (1 work)