Jenell L S Wittmer
Biographic Data
| ID | 6541579 |
|---|---|
| NAME | Jenell L S Wittmer |
| GIVEN NAMES | Jenell L S |
| FAMILY NAME | Wittmer |
| SIGNATURE | WITTMER J L S |
| AFFILIATIONS | University of Toledo |
| ORCID | 0000-0001-6987-5671 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
Coaching to Develop Emotional Intelligence and Decrease Work-Family Conflict: An Application of the Work-Home Resources Model
Research on emotional intelligence has provided robust support for its importance for job performance and leadership success. More recently, research is turning to understand the impact emotional intelligence has on personal success and physical and mental well-being. Thus, the current study examines emotional intelligence from a Work-Home Resources perspective, exploring what components within the Emotional Quotient model of emotional intelligen…
Perceived/experienced sexism and perceptions of support and job attitudes
Purpose This study aims to provide a psychometrically sound measure intended to capture perceived/experienced sexism in the workplace, the perceived/experienced sexism scale (PESS). PESS is used to consider the effects of perceived experiences of benevolent and hostile sexism at work, as well their relationships with perceived organizational support and the job attitudes of job satisfaction and turnover intentions. Design/methodology/approach Thi…
When business is personal: A mixed methods examination of workaholism in family business leaders
Family business leaders are heavily devoted to their business, but to what degree does this manifest as workaholism? To examine this question, a mixed methods approach was used which included online survey of 265 family business leaders recruited from a family business center, followed by focus group interviews of a subsample of 36 of these family business leaders. Results of the quantitative survey shows a positive relationship between workaholi…
Leading Remotely in a Time of Crisis: Relationships with Emotional Intelligence
Leaders around the world have been thrust into leading remotely, using virtual platforms and other various technologies to communicate and stay engaged with their employees and teams during this current extraordinary global crisis. Previous research supports that leaders share concerns around trust, communication, engagement, and support when leading remotely. Prior research also identifies “people skills” as essential in overcoming these concern…
Shared aggression concerns and organizational outcomes: The moderating role of resource constraints
Most research on workplace aggression focuses on the antecedents and consequences of aggression for individual workers. The current study examines how shared workplace aggression concerns relate to internal and external organizational outcomes. Drawing on the work stress, social identity, and social contagion literatures, we propose relationships between unit‐level aggression concerns and unit‐level measures of performance and employee attitudes …
Work and personal role involvement of part‐time employees: Implications for attitudes and turnover intentions
Researchers have started to argue that part‐time (PT) employees should not be viewed as one undifferentiated group, leading Martin and Sinclair to develop a PT typology based on employee demographics and personal attachments. Attitudinal and behavioral differences have been found among their groups. This prior research has been limited by classifying work role involvement through descriptions of roles outside of work, rather than assessing it emp…
Work and personal role involvement of part‐time employees: Implications for attitudes and turnover intentions
Researchers have started to argue that part‐time (PT) employees should not be viewed as one undifferentiated group, leading Martin and Sinclair to develop a PT typology based on employee demographics and personal attachments. Attitudinal and behavioral differences have been found among their groups. This prior research has been limited by classifying work role involvement through descriptions of roles outside of work, rather than assessing it emp…
Work and personal role involvement of part‐time employees: Implications for attitudes and turnover intentions
Researchers have started to argue that part‐time (PT) employees should not be viewed as one undifferentiated group, leading Martin and Sinclair to develop a PT typology based on employee demographics and personal attachments. Attitudinal and behavioral differences have been found among their groups. This prior research has been limited by classifying work role involvement through descriptions of roles outside of work, rather than assessing it emp…
Shared aggression concerns and organizational outcomes: The moderating role of resource constraints
Most research on workplace aggression focuses on the antecedents and consequences of aggression for individual workers. The current study examines how shared workplace aggression concerns relate to internal and external organizational outcomes. Drawing on the work stress, social identity, and social contagion literatures, we propose relationships between unit‐level aggression concerns and unit‐level measures of performance and employee attitudes …
Leading Remotely in a Time of Crisis: Relationships with Emotional Intelligence
Leaders around the world have been thrust into leading remotely, using virtual platforms and other various technologies to communicate and stay engaged with their employees and teams during this current extraordinary global crisis. Previous research supports that leaders share concerns around trust, communication, engagement, and support when leading remotely. Prior research also identifies “people skills” as essential in overcoming these concern…
Coaching to Develop Emotional Intelligence and Decrease Work-Family Conflict: An Application of the Work-Home Resources Model
Research on emotional intelligence has provided robust support for its importance for job performance and leadership success. More recently, research is turning to understand the impact emotional intelligence has on personal success and physical and mental well-being. Thus, the current study examines emotional intelligence from a Work-Home Resources perspective, exploring what components within the Emotional Quotient model of emotional intelligen…
Perceived/experienced sexism and perceptions of support and job attitudes
Purpose This study aims to provide a psychometrically sound measure intended to capture perceived/experienced sexism in the workplace, the perceived/experienced sexism scale (PESS). PESS is used to consider the effects of perceived experiences of benevolent and hostile sexism at work, as well their relationships with perceived organizational support and the job attitudes of job satisfaction and turnover intentions. Design/methodology/approach Thi…
When business is personal: A mixed methods examination of workaholism in family business leaders
Family business leaders are heavily devoted to their business, but to what degree does this manifest as workaholism? To examine this question, a mixed methods approach was used which included online survey of 265 family business leaders recruited from a family business center, followed by focus group interviews of a subsample of 36 of these family business leaders. Results of the quantitative survey shows a positive relationship between workaholi…
Psychology (6 works) · Social Psychology (6 works) · Social Psychology (6 works) · Applied Psychology (5 works) · Applied Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Work-Family Balance Challenges (3 works) · Developmental psychology (2 works) · Emotional intelligence (2 works) · Emotional Intelligence and Performance (2 works)