Ronald F Piccolo
Biographic Data
| ID | 6541599 |
|---|---|
| NAME | Ronald F Piccolo |
| GIVEN NAMES | Ronald F |
| FAMILY NAME | Piccolo |
| SIGNATURE | PICCOLO R F |
| AFFILIATIONS | University of Central Florida |
| ORCID | 0000-0003-2081-1292 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 61 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2004 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 3 |
Right From the Start: The Association Between Ethical Leadership, Trust Primacy, and Customer Loyalty
Advancing Primed Goal Research in Organizational Behavior
In this rejoinder, we address three issues discussed in the commentaries on our lead article: possible ethical issues in goal priming in organizational settings, whether goal priming is restricted to routine behaviors, and the relationship of goal priming with self‐fulling prophecies and an organization’s climate. Finally, our data were examined by an independent researcher who tested for publication bias
An Enumerative Review and a Meta‐Analysis of Primed Goal Effects on Organizational Behavior
Drawing on results from 32 published and 20 unpublished laboratory and field experiments, we conducted an enumerative review of the primed goal effects on outcomes of organizational relevance including performance and the need for achievement. The enumerative review suggests that goal setting theory is as applicable for subconscious goals as it is for consciously set goals. A meta‐analysis of 23 studies revealed that priming an achievement goal, …
Collectivistic Leadership in Context: An Examination of How and When Collective Charismatic Leadership Relates to Unit Functioning
This research explores the nature of collective leadership by examining the boundary conditions of how and when it relates to unit functioning. Building from a contingency perspective that considers the impact of contextual factors, we propose that collective charismatic leadership will be associated with lowered unit conflict, and this relationship will be strengthened by the contingency elements of individual charismatic leadership, task comple…
Jekyll and Hyde Leadership: A Multilevel, Multisample Examination of Charisma and Abuse on Follower and Team Outcomes
Despite the independent treatment of the positive and negative sides of leadership in the literature, evidence suggests that the same leader may demonstrate both positive and negative leadership behaviors albeit with a different frequency (i.e., Jekyll and Hyde). What impacts would such opposing leadership styles jointly have on follower and team outcomes? To address this question, the current study examines the interactive impact of charismatic …
Introduction to the Special Issue of the Journal of Leadership and Organizational Studies
Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer?
Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms o…
The relationship between pay and job satisfaction: A meta-analysis of the literature
The relationship between ethical leadership and core job characteristics
In the current study, we draw on the original job characteristics model (JCM) and on an elaborated model of work design to examine relationships between ethical leadership, task significance, job autonomy, effort, and job performance. We suggest that leaders with strong ethical commitments who regularly demonstrate ethically normative behavior can have an impact on the JCM elements of task significance and autonomy, thereby affecting an employee'…
A Meta‐analysis of Teamwork Processes: Tests of a Multidimensional Model and Relationships With Team Effectiveness Criteria
Drawing from Marks, Mathieu, and Zaccaro (2001) , we proposed that narrowly focused teamwork processes load onto 3 higher‐order teamwork process dimensions, which in turn load onto a general teamwork process factor. Results of model testing using meta‐analyses of relationships among narrow teamwork processes provided support for the structure of this multidimensional theory of teamwork process. Meta‐analytic results also indicated that teamwork p…
Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics
Although the effects of transformational leadership on task performance and organizational citizenship behavior (OCB) are well-documented, the mechanisms that explain those effects remain unclear. We propose that transformational leadership is associated with the way followers view their jobs, in terms of Hackman and Oldham's (1976) core job characteristics. Results of our study support a structural model whereby indirect effects supplement the d…
Core self‐evaluations in Japan: Relative effects on job satisfaction, life satisfaction, and happiness
The present study tested, in a non‐Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self‐evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower‐order traits that comprise CSE—self‐esteem, generalized self‐efficacy, locus of control, a…
Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity.
This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception …
The Forgotten Ones? The Validity of Consideration and Initiating Structure in Leadership Research.
This study provided a meta-analysis of the relationship of the Ohio State leadership behaviors--Consideration and Initiating Structure--with leadership. Overall, 163 independent correlations for Consideration and 159 correlations for Initiating Structure were analyzed. Results revealed that both Consideration (.48) and Initiating Structure (.29) have moderately strong, nonzero relations with leadership outcomes. Consideration was more strongly re…
The relationship between ethical leadership and core job characteristics
In the current study, we draw on the original job characteristics model (JCM) and on an elaborated model of work design to examine relationships between ethical leadership, task significance, job autonomy, effort, and job performance. We suggest that leaders with strong ethical commitments who regularly demonstrate ethically normative behavior can have an impact on the JCM elements of task significance and autonomy, thereby affecting an employee'…
Core self‐evaluations in Japan: Relative effects on job satisfaction, life satisfaction, and happiness
The present study tested, in a non‐Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self‐evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower‐order traits that comprise CSE—self‐esteem, generalized self‐efficacy, locus of control, a…
Jekyll and Hyde Leadership: A Multilevel, Multisample Examination of Charisma and Abuse on Follower and Team Outcomes
Despite the independent treatment of the positive and negative sides of leadership in the literature, evidence suggests that the same leader may demonstrate both positive and negative leadership behaviors albeit with a different frequency (i.e., Jekyll and Hyde). What impacts would such opposing leadership styles jointly have on follower and team outcomes? To address this question, the current study examines the interactive impact of charismatic …
Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity.
This study provided a comprehensive examination of the full range of transformational, transactional, and laissez-faire leadership. Results (based on 626 correlations from 87 sources) revealed an overall validity of .44 for transformational leadership, and this validity generalized over longitudinal and multisource designs. Contingent reward (.39) and laissez-faire (-.37) leadership had the next highest overall relations; management by exception …
The Forgotten Ones? The Validity of Consideration and Initiating Structure in Leadership Research.
This study provided a meta-analysis of the relationship of the Ohio State leadership behaviors--Consideration and Initiating Structure--with leadership. Overall, 163 independent correlations for Consideration and 159 correlations for Initiating Structure were analyzed. Results revealed that both Consideration (.48) and Initiating Structure (.29) have moderately strong, nonzero relations with leadership outcomes. Consideration was more strongly re…
Core self‐evaluations in Japan: Relative effects on job satisfaction, life satisfaction, and happiness
The present study tested, in a non‐Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self‐evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower‐order traits that comprise CSE—self‐esteem, generalized self‐efficacy, locus of control, a…
Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics
Although the effects of transformational leadership on task performance and organizational citizenship behavior (OCB) are well-documented, the mechanisms that explain those effects remain unclear. We propose that transformational leadership is associated with the way followers view their jobs, in terms of Hackman and Oldham's (1976) core job characteristics. Results of our study support a structural model whereby indirect effects supplement the d…
A Meta‐analysis of Teamwork Processes: Tests of a Multidimensional Model and Relationships With Team Effectiveness Criteria
Drawing from Marks, Mathieu, and Zaccaro (2001) , we proposed that narrowly focused teamwork processes load onto 3 higher‐order teamwork process dimensions, which in turn load onto a general teamwork process factor. Results of model testing using meta‐analyses of relationships among narrow teamwork processes provided support for the structure of this multidimensional theory of teamwork process. Meta‐analytic results also indicated that teamwork p…
The relationship between pay and job satisfaction: A meta-analysis of the literature
The relationship between ethical leadership and core job characteristics
In the current study, we draw on the original job characteristics model (JCM) and on an elaborated model of work design to examine relationships between ethical leadership, task significance, job autonomy, effort, and job performance. We suggest that leaders with strong ethical commitments who regularly demonstrate ethically normative behavior can have an impact on the JCM elements of task significance and autonomy, thereby affecting an employee'…
Explaining the justice–performance relationship: Trust as exchange deepener or trust as uncertainty reducer?
Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflects levels of work-related uncertainty. Moreover, trust scholars distinguish between multiple forms o…
Introduction to the Special Issue of the Journal of Leadership and Organizational Studies
Jekyll and Hyde Leadership: A Multilevel, Multisample Examination of Charisma and Abuse on Follower and Team Outcomes
Despite the independent treatment of the positive and negative sides of leadership in the literature, evidence suggests that the same leader may demonstrate both positive and negative leadership behaviors albeit with a different frequency (i.e., Jekyll and Hyde). What impacts would such opposing leadership styles jointly have on follower and team outcomes? To address this question, the current study examines the interactive impact of charismatic …
Advancing Primed Goal Research in Organizational Behavior
In this rejoinder, we address three issues discussed in the commentaries on our lead article: possible ethical issues in goal priming in organizational settings, whether goal priming is restricted to routine behaviors, and the relationship of goal priming with self‐fulling prophecies and an organization’s climate. Finally, our data were examined by an independent researcher who tested for publication bias
An Enumerative Review and a Meta‐Analysis of Primed Goal Effects on Organizational Behavior
Drawing on results from 32 published and 20 unpublished laboratory and field experiments, we conducted an enumerative review of the primed goal effects on outcomes of organizational relevance including performance and the need for achievement. The enumerative review suggests that goal setting theory is as applicable for subconscious goals as it is for consciously set goals. A meta‐analysis of 23 studies revealed that priming an achievement goal, …
Collectivistic Leadership in Context: An Examination of How and When Collective Charismatic Leadership Relates to Unit Functioning
This research explores the nature of collective leadership by examining the boundary conditions of how and when it relates to unit functioning. Building from a contingency perspective that considers the impact of contextual factors, we propose that collective charismatic leadership will be associated with lowered unit conflict, and this relationship will be strengthened by the contingency elements of individual charismatic leadership, task comple…
Right From the Start: The Association Between Ethical Leadership, Trust Primacy, and Customer Loyalty
Psychology (13 works) · Social Psychology (12 works) · Job Satisfaction and Organizational Behavior (11 works) · Political science (6 works) · Job performance (4 works) · Job satisfaction (4 works) · Leadership style (4 works) · Management (4 works) · Social Psychology (4 works) · Workplace Spirituality and Leadership (4 works)