Douglas J Brown
Biographic Data
| ID | 6541213 |
|---|---|
| NAME | Douglas J Brown |
| GIVEN NAMES | Douglas J |
| FAMILY NAME | Brown |
| SIGNATURE | BROWN D J |
| AFFILIATIONS | University of Waterloo |
| VERIFIED | No |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 50 |
| AUTHOR COUNT | 18 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Clarifying perceived task help receipt in the workplace
Although task‐focused help behavior is commonplace in modern workplaces, organizational researchers lack a valid behaviorally specific, recipient‐centered measure of this type of assistance. Perceived task help receipt refers to an employee's perception that another person has enacted a discrete, task‐related behavior that the recipient experienced as helping them complete their work. Despite its role in shaping workplace experiences, the constru…
Measuring the Longitudinal and Reciprocal Associations of Adolescent Alcohol, Cannabis Use, and Depressive Symptoms Across Four Time Points
Prior literature has established the association between depressive symptoms and substance use among adolescents; however, several limitations remain unexplored. First, few studies have examined the developmental effect of depressive symptoms on alcohol and cannabis use. Second, little is known of the reverse effect of substance use on subsequent depressive symptoms. Thus, utilizing the affective motivational model and self-medication hypothesis …
Bad, mad, or glad? Exploring the relationship between leaders' appraisals or attributions of their use of abusive supervision and emotional reactions
A large body of research has documented the ill effects of abusive supervision. However, this begs the question of why these behaviors continue to occur. To address this question, we contend that scholars need to understand how leaders—the perpetrators of these actions—make sense of abusive supervision. Specifically, drawing upon theories of appraisal and attribution, this paper examines leaders' cognitions of who is accountable for incidents of …
I can, I am
Unbalanced, Unfair, Unhappy, or Unable? Theoretical Integration of Multiple Processes Underlying the Leader Mistreatment-Employee CWB Relationship with Meta-Analytic Methods
Although a litany of theoretical accounts exists to explain why mistreated employees engage in counterproductive work behaviors (CWBs), little is known about whether these mechanisms are complementary or mutually exclusive, or the effect of context on their explanatory strength. To address these gaps, this meta-analytic investigation tests four theoretically-derived mechanisms simultaneously to explain the robust relationship between leader mistr…
Abusive Supervision and Supervisor-Directed Deviance
Supervisor-directed deviance is a well-established consequence of abusive supervision. However, prior accounts of the abuse–deviance relationship have overlooked the role played by power embedded in subordinates’ informal social context. To address this gap, we draw on power-dependence theory and use a social network approach to explain the link between abusive supervision and supervisor-directed deviance. In doing so, we propose a three-way inte…
Are Attention Check Questions a Threat to Scale Validity?
Attention checks have become increasingly popular in survey research as a means to filter out careless respondents. Despite their widespread use, little research has empirically tested the impact of attention checks on scale validity. In fact, because attention checks can induce a more deliberative mindset in survey respondents, they may change the way respondents answer survey questions, posing a threat to scale validity. In two studies, we test…
Moving beyond assumptions of deviance
Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip is malicious talk. This has resulted in the proliferation of gossip items in deviance scales, effectively subsuming workplace gossip research into deviance research. In this paper, the authors argue that organizational research has traditionally considered only a ve…
Why is your boss making you sick? A longitudinal investigation modeling time‐lagged relations between abusive supervision and employee physical health
Although an abundance of cross‐sectional data have linked abusive supervision with employees' experience of health‐related problems, further research accounting for the temporal dynamics of these variables is needed to establish causality. Furthermore, the process by which abusive supervision relates to subordinate health problems requires greater clarification. In a 1‐year longitudinal cross‐lagged investigation, we sought to test the time‐lagge…
Why Are Abusive Supervisors Abusive? A Dual-system Self-control Model
Building on prior work which has shown that abusive supervision is a reaction to subordinates’ poor performance, we develop a self-control framework to outline when and why supervisors abuse poor-performing subordinates. In particular, we argue that poor-performing subordinates instill in supervisors a sense of hostility toward the subordinate, which in turn leads to engaging in abusive supervision. Within this self-control framework, poor perfor…
Ostracism, Self-Esteem, and Job Performance
Self-esteem level has been positioned as a key mediating mechanism accounting for the effects of ostracism on behaviors, invoking the notion that individuals seek to verify their self-perceptions by behaving in a way that is consistent with those self-perceptions. However, evidence supporting the relation of ostracism and self-esteem level to behavioral outcomes has been mixed. We argue that such mixed effects arise because individuals may engage…
Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance
Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome.
We predicted that the effects of abusive supervision are likely to be moderated by subordinate power distance orientation and that the nature of the moderating effect will depend on the outcome. Drawing upon work suggesting that high power distance orientation subordinates are more tolerant of supervisory mistreatment, we posited that high power distance orientation subordinates would be less likely to view abusive supervision as interpersonally …
Distal charismatic leadership and follower effects
Conger and Kanungo’s conceptualization of charismatic leadership has received extensive investigation in Western nations and has helped us understand the nature of leadership, especially during times of uncertainty. The present study assessed whether this conceptualization of charismatic leadership is generalizable to top-level organizational leadership in Chinese society, where culture is tremendously different from Western society. Data were co…
Understanding daily citizenship behaviors
Research that has sought to understand why employees engage in organizational citizenship behaviors (OCB) has concentrated on between‐person variables, typically ignoring intraindividual influences. Accordingly, we know much about who engages in OCB, in general, but know relatively little regarding under what circumstances people engage in OCB. By integrating social comparison with affective events and just‐world theories, we propose and test a d…
The development and validation of the Workplace Ostracism Scale.
This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, j…
Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance
A recent meta‐analysis by Brown ( 1996 ) concluded that job involvement was unrelated to job performance. The present investigation proposed that the null findings reported in this meta‐analysis stem from the choice of performance criteria and the use of job involvement measures that are confounded with work centrality in the primary studies included in the meta‐analysis. The current study found that job involvement, when assessed with a recently…
Understanding the Dynamics of Leadership
Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance
A recent meta‐analysis by Brown ( 1996 ) concluded that job involvement was unrelated to job performance. The present investigation proposed that the null findings reported in this meta‐analysis stem from the choice of performance criteria and the use of job involvement measures that are confounded with work centrality in the primary studies included in the meta‐analysis. The current study found that job involvement, when assessed with a recently…
Why is your boss making you sick? A longitudinal investigation modeling time‐lagged relations between abusive supervision and employee physical health
Although an abundance of cross‐sectional data have linked abusive supervision with employees' experience of health‐related problems, further research accounting for the temporal dynamics of these variables is needed to establish causality. Furthermore, the process by which abusive supervision relates to subordinate health problems requires greater clarification. In a 1‐year longitudinal cross‐lagged investigation, we sought to test the time‐lagge…
Understanding daily citizenship behaviors
Research that has sought to understand why employees engage in organizational citizenship behaviors (OCB) has concentrated on between‐person variables, typically ignoring intraindividual influences. Accordingly, we know much about who engages in OCB, in general, but know relatively little regarding under what circumstances people engage in OCB. By integrating social comparison with affective events and just‐world theories, we propose and test a d…
Distal charismatic leadership and follower effects
Conger and Kanungo’s conceptualization of charismatic leadership has received extensive investigation in Western nations and has helped us understand the nature of leadership, especially during times of uncertainty. The present study assessed whether this conceptualization of charismatic leadership is generalizable to top-level organizational leadership in Chinese society, where culture is tremendously different from Western society. Data were co…
Understanding the Dynamics of Leadership
Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance
A recent meta‐analysis by Brown ( 1996 ) concluded that job involvement was unrelated to job performance. The present investigation proposed that the null findings reported in this meta‐analysis stem from the choice of performance criteria and the use of job involvement measures that are confounded with work centrality in the primary studies included in the meta‐analysis. The current study found that job involvement, when assessed with a recently…
The development and validation of the Workplace Ostracism Scale.
This article outlines the development of a 10-item measure of workplace ostracism. Using 6 samples (including multisource and multiwave data), the authors developed a reliable scale with a unidimensional factor structure that replicated across 4 separate samples. The scale possessed both convergent and discriminant validity, and criterion-related validity was demonstrated through the scale's relation with basic needs, well-being, job attitudes, j…
Distal charismatic leadership and follower effects
Conger and Kanungo’s conceptualization of charismatic leadership has received extensive investigation in Western nations and has helped us understand the nature of leadership, especially during times of uncertainty. The present study assessed whether this conceptualization of charismatic leadership is generalizable to top-level organizational leadership in Chinese society, where culture is tremendously different from Western society. Data were co…
Understanding daily citizenship behaviors
Research that has sought to understand why employees engage in organizational citizenship behaviors (OCB) has concentrated on between‐person variables, typically ignoring intraindividual influences. Accordingly, we know much about who engages in OCB, in general, but know relatively little regarding under what circumstances people engage in OCB. By integrating social comparison with affective events and just‐world theories, we propose and test a d…
Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance
Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome.
We predicted that the effects of abusive supervision are likely to be moderated by subordinate power distance orientation and that the nature of the moderating effect will depend on the outcome. Drawing upon work suggesting that high power distance orientation subordinates are more tolerant of supervisory mistreatment, we posited that high power distance orientation subordinates would be less likely to view abusive supervision as interpersonally …
Ostracism, Self-Esteem, and Job Performance
Self-esteem level has been positioned as a key mediating mechanism accounting for the effects of ostracism on behaviors, invoking the notion that individuals seek to verify their self-perceptions by behaving in a way that is consistent with those self-perceptions. However, evidence supporting the relation of ostracism and self-esteem level to behavioral outcomes has been mixed. We argue that such mixed effects arise because individuals may engage…
Why Are Abusive Supervisors Abusive? A Dual-system Self-control Model
Building on prior work which has shown that abusive supervision is a reaction to subordinates’ poor performance, we develop a self-control framework to outline when and why supervisors abuse poor-performing subordinates. In particular, we argue that poor-performing subordinates instill in supervisors a sense of hostility toward the subordinate, which in turn leads to engaging in abusive supervision. Within this self-control framework, poor perfor…
Moving beyond assumptions of deviance
Despite decades of research from other academic fields arguing that gossip is an important and potentially functional behavior, organizational research has largely assumed that gossip is malicious talk. This has resulted in the proliferation of gossip items in deviance scales, effectively subsuming workplace gossip research into deviance research. In this paper, the authors argue that organizational research has traditionally considered only a ve…
Why is your boss making you sick? A longitudinal investigation modeling time‐lagged relations between abusive supervision and employee physical health
Although an abundance of cross‐sectional data have linked abusive supervision with employees' experience of health‐related problems, further research accounting for the temporal dynamics of these variables is needed to establish causality. Furthermore, the process by which abusive supervision relates to subordinate health problems requires greater clarification. In a 1‐year longitudinal cross‐lagged investigation, we sought to test the time‐lagge…
Are Attention Check Questions a Threat to Scale Validity?
Attention checks have become increasingly popular in survey research as a means to filter out careless respondents. Despite their widespread use, little research has empirically tested the impact of attention checks on scale validity. In fact, because attention checks can induce a more deliberative mindset in survey respondents, they may change the way respondents answer survey questions, posing a threat to scale validity. In two studies, we test…
I can, I am
Unbalanced, Unfair, Unhappy, or Unable? Theoretical Integration of Multiple Processes Underlying the Leader Mistreatment-Employee CWB Relationship with Meta-Analytic Methods
Although a litany of theoretical accounts exists to explain why mistreated employees engage in counterproductive work behaviors (CWBs), little is known about whether these mechanisms are complementary or mutually exclusive, or the effect of context on their explanatory strength. To address these gaps, this meta-analytic investigation tests four theoretically-derived mechanisms simultaneously to explain the robust relationship between leader mistr…
Abusive Supervision and Supervisor-Directed Deviance
Supervisor-directed deviance is a well-established consequence of abusive supervision. However, prior accounts of the abuse–deviance relationship have overlooked the role played by power embedded in subordinates’ informal social context. To address this gap, we draw on power-dependence theory and use a social network approach to explain the link between abusive supervision and supervisor-directed deviance. In doing so, we propose a three-way inte…
Bad, mad, or glad? Exploring the relationship between leaders' appraisals or attributions of their use of abusive supervision and emotional reactions
A large body of research has documented the ill effects of abusive supervision. However, this begs the question of why these behaviors continue to occur. To address this question, we contend that scholars need to understand how leaders—the perpetrators of these actions—make sense of abusive supervision. Specifically, drawing upon theories of appraisal and attribution, this paper examines leaders' cognitions of who is accountable for incidents of …
Measuring the Longitudinal and Reciprocal Associations of Adolescent Alcohol, Cannabis Use, and Depressive Symptoms Across Four Time Points
Prior literature has established the association between depressive symptoms and substance use among adolescents; however, several limitations remain unexplored. First, few studies have examined the developmental effect of depressive symptoms on alcohol and cannabis use. Second, little is known of the reverse effect of substance use on subsequent depressive symptoms. Thus, utilizing the affective motivational model and self-medication hypothesis …
Clarifying perceived task help receipt in the workplace
Although task‐focused help behavior is commonplace in modern workplaces, organizational researchers lack a valid behaviorally specific, recipient‐centered measure of this type of assistance. Perceived task help receipt refers to an employee's perception that another person has enacted a discrete, task‐related behavior that the recipient experienced as helping them complete their work. Despite its role in shaping workplace experiences, the constru…
Psychology (16 works) · Social Psychology (16 works) · Job Satisfaction and Organizational Behavior (12 works) · Behavioral Health and Interventions (7 works) · Abusive supervision (6 works) · Computer Science (6 works) · Social Psychology (6 works) · Organizational commitment (5 works) · Applied Psychology (4 works) · Perception (4 works)