Organizational Behavior

Week #	Date	Topic	Questions to Consider	Articles to Read	Presenter
Week 1	8/31	Course Overview	What is a theoretical contribution?	We’ll get to know each other a little bit, assign readings, and overview the course.  I’ll introduce the datasets, and the business simulation.	-----
Week 2	9/7	Intro to OB	What are the main organizational behavior theories?  Which ones have the most impact?  Do you think these are the most impactful because of manager or academic interest or both?  What could be an organizational science paradigm?  Are organizations complex adaptive systems?  How do you write a compelling introduction?	*Miner, J.B. 2003. The rated importance, scientific validity, and practical usefulness of organizational behavior theories.  Academy of Management Learning & Education, 2, 250-268	Phoenix
				Pfeffer, J. 1993. Barriers to the advancement of organizational science: Paradigm development as a dependent variable. Academy of Management Review, 18, 599-620.
				Banks, G. C., Pollack, J. M., Bochantin, J. E., Kirkman, B. L., Whelpley, C. E., & O’Boyle, E. H. (2016). Management’s science–practice gap: A grand challenge for all stakeholders. Academy of Management Journal, 59, 2205-2231.
Week 3	9/14	Performance	If human attitudes and behavior fall on a pareto distribution, how would that change our theories and measures of performance and personality (most personality measures force people into a normal distribution)?  Is there an optimal balance between paying the stars high salaries, without demoralizing everyone else on the team?	*Trevor, C.O., Reilly, G. & Gerhart, B. (2012). Reconsidering pay dispersion's effect on the performance of interdependent work: Reconciling sorting and pay inequality. Academy of Management Journal, 55, 585-610.	Liza
				Andriani, P., & B. McKelvey. (2009). From Gaussian to Paretian thinking:  Causes and implications of power laws in organizations. Organization Science, 20, 1053-1071.
				Smither, J.W., London, M., Reilly, R.R. (2005). Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings.  Personnel Psychology, 58, 33-66
Week 4	9/21	Good Leadership	What are some similarities between brain cells and leaders?  What are some differences? How would you summarize Hawkins' 'memory prediction framework' of the brain?  What can the agents who lead organizational systems (i.e. leaders) learn from the agents who lead biological systems (i.e. brain cells)?	*Van Knippenberg, D., & Sitkin, S. B. (2013). A critical assessment of charismatic—transformational leadership research: Back to the drawing board?. The Academy of Management Annals, 7, 1-60.	Beth
				Owens, B. and Hekman, D. (2012).  Modeling how to grow: An inductive examination of humble leader behaviors, contingencies, and outcomes.  Academy of Management Journal, 55.
				Lorinkova, N., Pearsall, M. J., & Sims, H. P. (2013). Examining the differential longitudinal performance of directive versus empowering leadership in teams. Academy of Management Journal.
Week 5	9/28	Bad Leadership	What is it about some leaders that makes others judge them as bad?  What motivates bad leaders to be bad?   How might bad leadership be defined differently in different cultures?  Can bad leaders be rehabilitated?  If so, how?  Is it possible to get “scooped” in the field of OB?	*Chatterjee, A., & Pollock, T. G. (2017). Master of puppets: How narcissistic CEOs construct their professional worlds. Academy of Management Review, 42, 703-725.	Rick
				Carton, A., Murphy, C., & Clark, J. (2014). A (Blurry) vision of the future: How leader rhetoric about ultimate goals influences performance. Academy of Management Journal.
				Priesemuth, M., Schminke, M., Ambrose, M., & Folger, R. (2014). Abusive supervision climate: A multiple-mediation model of its impact on group outcomes. Academy of Management Journal.
Week 6	10/5	Personality	What is the difference between self-esteem and core self evaluations?  Tim Judge seems to argue that genetics and hard-wired features are THE major factor in predicting human behavior, and yet the news article regarding cloning suggests even genetically identical animals still develop social dominance hierarchies. What matters more, nature or nurture?  What might matter more in a corporation?	*Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86, 80-92.	Jessi
				Judge, T. A., & Hulin, C. L. (1993). Job satisfaction as a reflection of disposition: A multiple‑source causal analysis. Organizational Behavior and Human Decision Processes, 56, 388-421.
				Judge, T., & Zapata, C. (2014). The person-situation debate revisited: Effect of situation strength and trait activation on the validity of the big five personality traits in predicting job performance. Academy of Management Journal.
Week 7	10/12	Gender	How could we design a study to examine a day in the life of a CEO (male job) versus a school teacher (female job). Which one has more stress? Even if stress is the same, one gets paid a lot more.  Which one needs more intelligence?  Skills?  Why do male jobs get paid a lot more than female jobs?	*Lyness, K. S. & Heilman, M. E. (2006). When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777-785.	Phoenix
				Fiske, S. T., Cuddy, A. J., Glick, P., & Xu, J. (2002). A model of (often mixed) stereotype content: competence and warmth respectively follow from perceived status and competition. Journal of Personality and Social Psychology, 82, 878.
				Schaumberg, R. L., & Flynn, F. (2016). Self-reliance: A gender perspective on its relationship to communality and leadership evaluations . Academy of Management Journal.
Week 8	10/19	Motivation	There are lots of theories of individual motivation, but how can we create a theory of group motivation?  For example, how could we motivate an entire country to tackle a massive, long-term problem (climate change, racial/gender inequality)?	*Sejits, G.H., Latham, G.P., Tasa, K., & Latham, B.W. (2004). Goal setting and goal orientation: An integration of two different yet related literatures. Academy of Management Journal, 47, 227-239.	Beth
				Steers, R. M, Mowday, R. T, & Shapiro, D. L. (2004). Introduction to special topic forum: The future of work motivation theory. Academy of Management Review, 29, 379-387. (Also skim through other articles in this special topic volume.)
				Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125, 627-668.
Week 9	10/26	Justice	Is justice important? Is there any problem with limitless greed?  Are biological systems inherently greedy?  Is greed a self-correcting or self-perpetuating problem within a system? Across systems? What are the fairest procedures (viewed by all to be most fair) that lead to the most unfair outcomes?	*Colquitt, J. A., & Rodell, J. B. 2011. Justice, trust, and trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54, 1183-1206.	Rick
				Cropanzano, R. & Rupp, D.E. 2003. An overview of organizational justice: implications for work motivation. In R. M. Steers, L. W. Porter & G. A. Bigley (Eds.), Motivation and Leadership at Work. New York: McGraw-Hill.
				Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98, 199-236.
				Matta, F. K., Scott, B. A., Colquitt, J. A., Koopman, J., & Passantino, L. G. (2017). Is consistently unfair better than sporadically fair? An investigation of justice variability and stress Academy of Management Journal, 60, 743-770. [Recommended, Not Required]
Week 10	11/2	Race	What can be done about racial inequalities? Do you think racially diverse workplaces perform better than homogeneous ones? How can managers make any problems associated with diversity go away?  Do you agree with the meta-analytic findings linking team diversity and team performance?	*Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52, 599-627.	-----
				<packet> Hekman, D. R., Aquino, K. A., Owens, B., Mitchell, T. R., Schilpzand, P. & Leavitt, K. (2010). An examination of whether and how racial and gender biases influence customer satisfaction. Academy of Management Journal, 53, 238 - 264. *AMJ Best Paper Award, 2010 <Skim the revisions and letters to the editor.> Initial AMJ Submission; Initial AMJ Rejection; Email; Email; AMJ Second Submission; AMJ R&R; AMJ Resubmission; AMJ Conditional Acceptance; Best Paper Finalist Email; Best Paper speech at AOM
				McDonald, M. L., Keeves, G. D., & Westphal, J. D. (2018). One step forward, one step back: White male top manager organizational identification and helping behavior toward other executives following the appointment of a female or racial minority CEO. Academy of Management Journal, 61, 405 - 439.
				McCord, M. A., Joseph, D. L., Dhanani, L. Y., Beus, J. M. (2018). A meta-analysis of sex and race differences in perceived workplace mistreatment. Journal of Applied Psychology, 103, 137-163. [Recommended, Not Required]
Week 11	11/9	Fit	How many types of person-organization fit do you think there are? What do you think is one of the most important types of fit in organizations? I find the race maps of various cities shocking; what other human attributes would shock us if we mapped them out like that?  How might be political preferences (liberal, conservative) and self-regulation strategies (approach, avoidance) be different?  Are they similar?	*Kristof-Brown, A. L., Zimmerman, R. D. & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person- supervisor fit. Personnel Psychology, 58, 281-342.	-----
				Follmer, E. H., Talbot, D. L., Kristof-Brown, A. L., Astrove, S. L., & Billsberry, J. (2018). Resolution, relief, and resignation: A qualitative study of responses to misfit at work. Academy of Management Journal, 61, 440-465.
				Tasselli, S., & Kilduff, M. (2018). When brokerage between friendship cliques endangers trust: A personality-network fit perspective. Academy of Management Journal, 61, 802-825.
Week 12	11/16	Creativity	Researchers seem to agree that creativity is tightly linked to emotions.  Which emotions?  Sarcasm? Anger? Positivity? Negativity?  How can we make sense of these somewhat contradictory findings?  How can we induce creativity?	*Hennessey, Beth A., and Teresa M. Amabile. "Creativity." Annual Review of Psychology 61 (2010): 569-598	Jessi
				Lin, B., Law, K. S., & Zhou, J. (2017). Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations. Academy of Management Journal, 60, 156-177.
				Keem, S., Shalley, C. E., Kim, E., & Jeong, I (2018). Are creative individuals bad apples? A dual pathway model of unethical behavior. Journal of Applied Psychology, 103, 416-431.
----	11/23	FALL BREAK			-----
Week 13	11/30	Turnover	Might turnover be beneficial to organizational performance?  Might it be harmful to organizational performance?  Why do people think turnover is so bad?	*Liu, D., Mitchell, T. R., Lee, T. W., Holtom, B. C., Hinkin, T. R. (forthcoming). When employees are out of step with coworkers: How job satisfaction trajectory and dispersion influence individual- and unit-level voluntary turnover. Academy of Management Journal.	Liza
				Felps, W., Mitchell, T.R., Hekman, D.R., Lee, T.M, Holtom, B., Harman, W. (2009) Turnover contagion: How coworkers’ job embeddedness and coworkers’ job search behaviors influence quitting. Academy of Management Journal, 52, 545-561.
				Park, T. Y., & Shaw, J. D. 2013. Turnover rates and organizational performance: A meta-analysis. Journal of Applied Psychology, 98, 268-309.
				Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. . Journal of Applied Psychology, 102, 530-545. [Recommended, Not Required]
Week 14	12/7	Identification	Do you think it would be possible to “prune” some of our attachment theories?  Are theories on identification, commitment, and embeddedness truly different?  Why does identification have such a weak influence on job performance?  What might be some variables that change the influence of identification on performance?	*Ashforth, B., Harrison, S. and Corley, K. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34, 325-374.	-----
				Rapp, T. L., & Mathieu, J. E. (forthcoming). Team and individual influences on members’ identification and performance per membership in multiple team membership arrangements. Journal of Applied Psychology. Advance online publication.
				Eury, J. L., Kreiner, G. E., Trevino, L. K., & Gioia, D. A. (2018). The past is not dead: Legacy identification and alumni ambivalence in the wake of the Sandusky scandal at Penn State. Academy of Management Journal, 61, 826-856.
Week 15	12/14	Empowerment	In this class we will each write down two key burning questions. The question can be related to theory, method or practice. Please do not put your name on the paper. The paper will be collected (face down), and the group will brainstorm answers to these questions.	*Seibert, S. E., Silver, S. R., & Randolph, W. A. (2004). Taking empowerment to the next level: A multiple-level model of empowerment, performance, and satisfaction. Academy of Management Journal, 47, 332-349.	-----
				Chen, G., Smith, T. A., Kirkman, B. L., Zhang, P., Lemoine, G. J., & Farh, J.-L. (forthcoming). Multiple team membership and empowerment spillover effects: Can empowerment processes cross team boundaries?. Journal of Applied Psychology.
				Stewart, G. L., Astrove, S. L., Reeves, C. J., Crawford, E. R., & Solimeo, S. L. (2017). Those with the most find it hardest to share: Exploring leader resistance to the implementation of team-based empowerment. Academy of Management Journal, 60, 2266-2293.