Frederick P Morgeson
Dados Biográficos
| ID | 4626332 |
|---|---|
| NOME | Frederick P Morgeson |
| PRENOMES | Frederick P |
| SOBRENOME | Morgeson |
| ASSINATURA | MORGESON F P |
| AFILIAÇÕES | Michigan State University |
| ORCID | 0000-0001-6858-2594 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 18 |
| TOTAL DE CITAÇÕES | 24 |
| TOTAL COMO AUTOR | 18 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1999 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2022 |
| ÍNDICE H | 3 |
Does “how” firms invest in corporate social responsibility matter? An attributional model of job seekers’ reactions to configurational variation in corporate social responsibility
Although corporate social responsibility (CSR) practices can increase firm attractiveness, this process can be undermined if CSR activities signal the “wrong” motives to job seekers. Yet, how these attributed motives form, and why job seekers are likely to infer favorable or unfavorable causal attributions underlying CSR activity, remain open questions. We draw on Kelley’s covariation model to address this gap. We develop and test an attributiona…
One hundred years of work design research
has played a vital role in the advancement of this topic over the last 100 years. Nevertheless, we suspect that to continue to play a leading role in advancing the science and practice of work design, the journal might need to publish research that is broader, more contextualized, and team-oriented. In the third section, we address the impact of work design research on: applied psychology and management, disciplines beyond our own, management thi…
The effects of managerial and employee attributions for corporate social responsibility initiatives
Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factor…
Event System Theory
Organizations are dynamic, hierarchically structured entities. Such dynamism is reflected in the emergence of significant events at every organizational level. Despite this fact, there has been relatively little discussion about how events become meaningful and come to impact organizations across space and time. We address this gap by developing event system theory, which suggests that events become salient when they are novel, disruptive, and cr…
Work Design
Work matters to both organizations and individuals. As a discipline focused on the content and structure of jobs individuals perform as well as the broader context within which work occurs, work design research has evolved to describe and understand exactly how and why it matters. Although blessed with a long history, work design research had entered a period of decline in which progress slowed. Fortunately, there is renewed interest in the topic…
Cognitive and affective identification
Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other …
Safety at work
In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and …
Leadership in Teams
As the use of teams has increased in organizations, research has begun to focus on the role of leadership in fostering team success. This review sought to summarize this literature and advance research and theory by focusing on leadership processes within a team and describing how team leadership can arise from four distinct sources inside and outside a team. Then, drawing from this inclusive, team-centric view of leadership, the authors describe…
Work design in situ
Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and organizational context might impact work design. We seek to address this gap by discussing how aspects of the occupational and organizational context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcome…
Integrating motivational, social, and contextual work design features
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in …
Leader-member exchange and citizenship behaviors
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
The Work Design Questionnaire (WDQ)
Although there are thousands of studies investigating work and job design, existing measures are incomplete. In an effort to address this gap, the authors reviewed the work design literature, identified and integrated previously described work characteristics, and developed a measure to tap those work characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs and demonstrated excelle…
The Importance of Job Autonomy, Cognitive Ability, and Job-Related Skill for Predicting Role Breadth and Job Performance.
Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive abi…
Climate as a moderator of the relationship between leader-member exchange and content specific citizenship
The present study integrates role theory, social exchange, organizational citizenship, and climate research to suggest that employees will reciprocate implied obligations of leadership-based social exchange (e.g., leader-member exchange [LMX]) by expanding their role and behaving in ways consistent with contextual behavioral expectations (e.g., work group climate). Using safety climate as an exemplar, the authors found that the relationship betwe…
Accuracy in job analysis
Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been concept…
Lessons learned from a life in psychological science
Lessons learned from a life in psychological science
Cognitive and affective identification
Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other …
Work design in situ
Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and organizational context might impact work design. We seek to address this gap by discussing how aspects of the occupational and organizational context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcome…
The effects of managerial and employee attributions for corporate social responsibility initiatives
Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factor…
Does “how” firms invest in corporate social responsibility matter? An attributional model of job seekers’ reactions to configurational variation in corporate social responsibility
Although corporate social responsibility (CSR) practices can increase firm attractiveness, this process can be undermined if CSR activities signal the “wrong” motives to job seekers. Yet, how these attributed motives form, and why job seekers are likely to infer favorable or unfavorable causal attributions underlying CSR activity, remain open questions. We draw on Kelley’s covariation model to address this gap. We develop and test an attributiona…
Lessons learned from a life in psychological science
Lessons learned from a life in psychological science
Accuracy in job analysis
Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been concept…
Climate as a moderator of the relationship between leader-member exchange and content specific citizenship
The present study integrates role theory, social exchange, organizational citizenship, and climate research to suggest that employees will reciprocate implied obligations of leadership-based social exchange (e.g., leader-member exchange [LMX]) by expanding their role and behaving in ways consistent with contextual behavioral expectations (e.g., work group climate). Using safety climate as an exemplar, the authors found that the relationship betwe…
The Importance of Job Autonomy, Cognitive Ability, and Job-Related Skill for Predicting Role Breadth and Job Performance.
Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive abi…
The Work Design Questionnaire (WDQ)
Although there are thousands of studies investigating work and job design, existing measures are incomplete. In an effort to address this gap, the authors reviewed the work design literature, identified and integrated previously described work characteristics, and developed a measure to tap those work characteristics. The resultant Work Design Questionnaire (WDQ) was validated with 540 incumbents holding 243 distinct jobs and demonstrated excelle…
Integrating motivational, social, and contextual work design features
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in …
Leader-member exchange and citizenship behaviors
Reconsidering the Use of Personality Tests in Personnel Selection Contexts
Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high‐stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Jou…
Leadership in Teams
As the use of teams has increased in organizations, research has begun to focus on the role of leadership in fostering team success. This review sought to summarize this literature and advance research and theory by focusing on leadership processes within a team and describing how team leadership can arise from four distinct sources inside and outside a team. Then, drawing from this inclusive, team-centric view of leadership, the authors describe…
Work design in situ
Despite nearly 100 years of scientific study, comparatively little attention has been given to articulating how the broader occupational and organizational context might impact work design. We seek to address this gap by discussing how aspects of the occupational and organizational context can constrain or enable the emergence of different work design features as well as influence the relationships between work design features and various outcome…
Safety at work
In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and …
Work Design
Work matters to both organizations and individuals. As a discipline focused on the content and structure of jobs individuals perform as well as the broader context within which work occurs, work design research has evolved to describe and understand exactly how and why it matters. Although blessed with a long history, work design research had entered a period of decline in which progress slowed. Fortunately, there is renewed interest in the topic…
Cognitive and affective identification
Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other …
Event System Theory
Organizations are dynamic, hierarchically structured entities. Such dynamism is reflected in the emergence of significant events at every organizational level. Despite this fact, there has been relatively little discussion about how events become meaningful and come to impact organizations across space and time. We address this gap by developing event system theory, which suggests that events become salient when they are novel, disruptive, and cr…
One hundred years of work design research
has played a vital role in the advancement of this topic over the last 100 years. Nevertheless, we suspect that to continue to play a leading role in advancing the science and practice of work design, the journal might need to publish research that is broader, more contextualized, and team-oriented. In the third section, we address the impact of work design research on: applied psychology and management, disciplines beyond our own, management thi…
The effects of managerial and employee attributions for corporate social responsibility initiatives
Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factor…
Does “how” firms invest in corporate social responsibility matter? An attributional model of job seekers’ reactions to configurational variation in corporate social responsibility
Although corporate social responsibility (CSR) practices can increase firm attractiveness, this process can be undermined if CSR activities signal the “wrong” motives to job seekers. Yet, how these attributed motives form, and why job seekers are likely to infer favorable or unfavorable causal attributions underlying CSR activity, remain open questions. We draw on Kelley’s covariation model to address this gap. We develop and test an attributiona…
Psychology (16 obras) · Social Psychology (15 obras) · Job Satisfaction and Organizational Behavior (10 obras) · Job performance (9 obras) · Job satisfaction (9 obras) · Computer Science (8 obras) · Applied Psychology (7 obras) · Job design (7 obras) · Engineering (5 obras) · Knowledge management (5 obras)