Sources

We draw from the best publications in organizational science and work psychology.

Want to learn more about the psychology of work?

We draw from the best publications in organizational science and work psychology.

Agnew, R. (2001). Building on the foundation of general strain theory: Specifying the types of strain most likely to lead to crime and delinquency. Journal of Research in Crime and Delinquency, 38(4), 319-361.

Ammeter, A.P., Douglas, C., Ferris, G.R., & Goka, H. (2004). A social relationship conceptualization of trust and accountability in organizations. Human Resource Management Review, 14, 47-65.

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Ashford, S.J., Blatt, R., & VandeWalle, D. (2003). Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations. Journal of Management, 29(6), 773-799.

Ashforth, B.E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.

Bandura, A. (1971). Social learning theory. New York, NY: General Learning Press.

Bass, B. M. (1999). Two decades of research and development in transformational leadership. European Journal of Work and Organizational Psychology, 8(1), 9-32.

Baum, J.R., Locke, E.A., & Kirkpatrick, S.A. (1998). A longitudinal study of the relation of vision and vision communication to venture growth in entrepreneurial firms. Journal of Applied Psychology, 83, 43.

Bell, A., & Raisbeck, K. (2016). Overcome resistance to change. CBRE Global Workplace Solutions. Retrieved from http://www.cbre.us/services/globalcorporateservices/Pages/Overcome-Resistance-to-Change.aspx

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Black, J.G., Hyland, P.K., & Rutigliano, P. (2011). Realizing the Promise and Minimizing the Perils of Identified Surveys: Reports From the Field. Industrial and Organizational Psychology, 4(4), 462–467.

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Bregman, P. (2016). The right way to hold people accountable. Harvard Business Review. Retrieved from: https://hbr.org/2016/01/the-right-way-to-hold-people-accountable

Bretz, R.D., & Judge, T.A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44(1), 32-54.

Brower, H.H., Schoorman, F.D., & Tan, H.H. (2000). A model of relational leadership: The integration of trust and leader-member exchange. Leadership Quarterly, 11, 227-250.

Bunderson, J.S., Thompson, J.A. (2009). The call of the wild: Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative Science Quarterly, 54, 32-57.

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Cochran, D.S., David, F.R. David, & Gibson, C.K. (2008). A framework for developing an effective mission statement. Journal of Business Strategies, 25(2), 27-39.

Collins, J.C., Porras, J.I. (1996) Building your company’s vision. Harvard Business Review, 74(5), 65-77.

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Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York, NY: Harper & Row.

Cunningham, C.E., Woodward, C.A., Shannon, H.S., MacIntosh, J., Lendrum, B., Rosenbloom, D., & Brown, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology, 74, 377-302.

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Davis, Gerald F. The vanishing American corporation: Navigating the hazards of a new economy. Berrett-Koehler Publishers, 2016.

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De Cremer, D. (2003). Why inconsistent leadership is regarded as procedurally unfair: The importance of social self-esteem concerns. European Journal of Social Psychology, 33, 535-550.

Deloitte (2013). Culture of purpose: A business imperative. 2013 Core Beliefs & Culture Survey, 1-6.

Dent, E.B., & Goldberg, S.G. (1999). Challenging “resistance to change”. Journal of Applied Behavioral Science, 35, 25-41.

Drucker, P.F. (1967). The effective executive. London: Heinemann.

Drucker, P.F. (1973). Management: Tasks, Responsibilities, Practices. New York, NY: Harper & Row.

Eby, L.T., Adams, D.M., Russell, J.E.A., & Gaby, S.H. (2000). Perceptions of organizational readiness for change: Factors related to employees’ reactions to the implementation of team-based selling. Human Relations, 53, 419–442.

Edwards, J.R., & Cable, D.M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.

Erwin, D.G., & Garman, A.N. (2009). Resistance to organizational change: Linking research and practice. Leadership & Organizational Development Journal, 31, 39-56.

Ford, J.K., & Foster-Fishman, P. (2012). Organizational development and change: Linking research from the profit, nonprofit, and public sectors. In S.W.J. Kozlowski (Ed.), The Oxford Handbook of Organizational Psychology (Vol. 2, pp. 956-993). New York, NY: Oxford University Press, Inc.

Frink, D.D., & Klimoski, R.J. (2004). Advancing accountability theory and practice: Introduction to the human resource management review special edition. Human Resource Management Review, 14(1), 1-17.

Fu, P.P., Tsui, A.S., Liu, J., & Li, L. (2010). Pursuit of whose happiness? Executive leaders’ transformational behaviors and personal values. Administrative Science Quarterly, 55(2), 222-254.

Gardner, T., Van Iddekinge, C.H., & Hom, P.W. (2016). If you’ve got leavin on your mind: The identification and validation of pre-quitting behaviors. Journal of Management, August.

Gillespie, M.A., Denison, D.R., Haaland, S., Smerek, R., & Neale, W.S. (2008). Linking organizational culture and customer satisfaction: Results from two companies in different industries. European Journal of Work and Organizational Psychology, 17, 112-132.

Goodman, S.A. & Svyantek, D.J. (1999). Person-organization fit and contextual performance: Do shared values matter? Journal of Vocational Behavior, 55(2), 254-275.

Gordon, R., & Stuecher, U. (1992). The effect of anonymity and increased accountability on the linguistic complexity of teaching evaluations. The Journal of Psychology, 126(6), 639–649.

Grant, A.M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417.

Grant, A.M. (2008) The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. Journal of Applied Psychology, 93(1), 108-124.

Grant, A.M. (2011). How customers can rally your troops: End users can energize your workforce far better than your managers can. Harvard Business Review, 89, 96-103.

Grant, A.M., & Parker, S.K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals, 3(1), 317–375.

Green, M.C., Visser, P.S., & Tetlock, P.E. (2000). Coping with accountability cross-pressures: Low-effort evasive tactics and high-effort quests for complex compromises. Personality & Social Psychology Bulletin, 26, 1380–1391.

Groscurth, C. (2014). Why your company must be mission-driven. Gallup: Business Journal.

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.

Hall, A.T. (2005). Accountability in organizations: An examination of antecedents and consequences (Unpublished dissertation). The Florida State University: Tallahassee, Florida.

Hall, A.T., Frink, D.D., & Buckley, M.R. (2015). An accountability account: A review and synthesis of the theoretical and empirical research on felt accountability. Journal of Organizational Behavior.

Hall, A.T., Royle, T.M., Brymer, R.A., Perrewé, P.L., Ferris, G.R., & Hochwarter, W.A. (2006). Relationships between felt accountability as a stressor and strain reactions: The neutralizing role of autonomy across two studies. Journal of Occupational Health Psychology, 11(1), 87-99.

Heath, C., & Heath, D. (2007). Made to stick: Why some ideas survive and others die. New York: Random House.

Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1, 333-342.

Holt, D.T., Armenakis, A.A., Feild, H.S., & Harris, S.G. (2007). Readiness for organizational change the systematic development of a scale. Journal of Applied Behavioral Science, 43, 232-255.

Hom, P.W., Mitchell, T.R., Lee, T.W., & Griffeth, R.W. (2012). Reviewing employee turnover: Focusing on proximal withdrawal states and an expanded criterion. Psychological Bulletin, 138(5), 831-858.

Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Creating flexible work arrangements through idiosyncratic deals. Journal of Applied Psychology, 93(3), 655–664.

Hornung, S., Rousseau, D. M., & Glaser, J. (2009). Why supervisors make idiosyncratic deals: Antecedents and outcomes of i-deals from a managerial perspective. Journal of Managerial Psychology, 24(8), 738-764.

Hulsheger, U.R., Anderson, N., & Salgado, J.F. (2009). Team-level predictors of innovation at work: A comprehensive meta-analysis spanning three decades of research. Journal of Applied Psychology, 94(5), 1128-1145.

Humphrey, S.E., Nahrgang, J.D., & Morgeson, F.P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356.

Jako, R.A. (2011). Respondent privacy versus accountability and some situational considerations. Industrial and Organizational Psychology, 4(4), 452-454.

Judge, T. A., & Bono, J. E. (2000). Five-Factor Model of Personality and Transformational Leadership. Journal of Applied Psychology, 85(5), 751–765.

Kanter, R.M. (2012). Ten reasons people resist change. Harvard Business Review Blog, 25.

King, D.L., Case, C.J., & Premo, K.M. (2012). An international mission statement comparison: United States, France, Germany, Japan, and China. Academy of Strategic Management Journal, 11(2), 93-120.

King, M. L., & Carson, C. (2000). Autobiography of Martin Luther King. London: Abacus.

Kotter, J.P., & Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Review, 86, 130.

Kouzes, J.M. and Posner, B.Z. (1993). Credibility: How leaders gain and lose it, Why people demand it. Jossey-Bass, San Francisco, CA.

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(2), 281-342.

Kroger, A. (2017). Strategy development through interview technique from narrative therapy. Journal of Organizational Change Management, 30(1), 4-14.

Lencioni, P. (2007). The three signs of a miserable job. San Francisco, CA: Wiley.

Levashina, J., Hartwell, C.J., Morgeson, F.P., & Campion, M.A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.

Lievens, F., & De Paepe, A. (2004). An empirical investigation of interviewer-related factors that discourage the use of high structure interviews. Journal of Organizational Behavior, 25, 29-46.

Lips-Wiersma, M. (2002). The influence of spiritual “meaning-making” on career behavior. Journal of Management Development, 21(7), 497–520.

Lips-Wiersma, M., & Morris, L. (2009). Discriminating between ‘meaningful work’ and the ‘management of meaning.’ Journal of Business Ethics, 88, 491–511.

Locke, E.A. (1996). Motivation through conscious goal setting. Applied & Preventive Psychology, 5, 117-124.

Locke, E.A., & Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57, 705-717.

Locke, E.A., & Latham, G.P. (2006). New directions in goal-setting theory. Current Directions in Psychological Science, 15, 265-268.

Luthans, K. (2000). Recognition: A powerful but often overlooked leadership tool to improve employee performance. The Journal of Leadership Studies, 7(1), 31-59.

Macan, T. (2009). The employment interview: A review of current studies and directions for future research. Human Resource Management Review, 1-16.

Madsen, S.R., Miller, D., & John, C.R. (2005). Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference? Human Resource Development Quarterly, 16, 213-233.

Mann, A. & Harter, J. (2016). Amid rapid-fire workplace change, pulse surveys emerge. Gallup Business Journal. Retrieved from: http://www.gallup.com/businessjournal/189875/amid-rapid-fire-workplace-change-pulse-surveys-emerge.aspx

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McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.

Meglino, B.M., Ravlin, E.C., & Adkins, C.L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424-432.

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Miles, A., & Sadler-Smith, E. (2014). “With recruitment I always feel I need to listen to my gut”: The role of intuition in employee selection. Personnel Review, 43, 607-627.

Miner, A. S. (1987). Idiosyncratic jobs in formalized organizations. Administrative Science Quarterly, 327-351.

Morgan, S. & Dennehy, R.F. (1997). The power of organizational storytelling: A management development perspective. Journal of Management Development, 16(7), 494-509.

Mueller, K., Straatmann, T., Hattrup, K., & Jochum, M. (2014). Effects of personalized versus generic implementation of an intra-organizational online survey on psychological anonymity and response behavior: A field experiment. Journal of Business and Psychology, 29(2), 169–181.

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Nolan, K.P., & Highhouse, S. (2014). Need for autonomy and resistance to standardized employee selection practices. Human Performance, 27, 328-36.

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Parker, S.K., Axtell, C.M., & Turner, N. (2001). Designing a safer workplace: Importance of job autonomy, communication quality, and supportive supervisors. Journal of Occupational Health Psychology, 6(3), 211-228.

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