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Amy E. Randel
San Diego State University
38Publications
15H-index
1,882Citations
Publications 38
Newest
Published on Apr 3, 2019in The Journal of Applied Behavioral Science 1.68
Amy E. Randel15
Estimated H-index: 15
(SDSU: San Diego State University),
Kimberly S. Jaussi11
Estimated H-index: 11
(Binghamton University),
Anne Wu3
Estimated H-index: 3
(National Chengchi University)
This study examines issue selling (an early component of the change process in which higher-level managers are influenced to pay attention to issues). Building on the conservation of resources mode...
Terence Chia , Cristina B. Gibson36
Estimated H-index: 36
+ -3 AuthorsDaan Stam13
Estimated H-index: 13
Published on Apr 3, 2019in Group & Organization Management 3.10
Beth G. Chung11
Estimated H-index: 11
(SDSU: San Diego State University),
Karen Holcombe Ehrhart (UCF: University of Central Florida)+ 3 AuthorsUma Kedharnath1
Estimated H-index: 1
(University of Wisconsin–Whitewater)
We develop a theoretically based 10-item measure of work group inclusion comprised of two components (belongingness and uniqueness) and use this measure to empirically test the nomological network of work group inclusion developed by Shore et al. In Phase 1, we use two samples of full-time employees to develop and refine items as well as establish content validity. In Phase 2, we demonstrate convergent, discriminant, and incremental validity with both conceptually related and unrelated construct...
Published on Apr 1, 2019in Group & Organization Management 3.10
Amy E. Randel15
Estimated H-index: 15
(SDSU: San Diego State University),
Kimberly S. Jaussi11
Estimated H-index: 11
(Binghamton University)
Creative leadership plays a key role in realizing the competitive advantage of creativity for organizations, yet little is known about the contextual factors that give rise to creative leadership. We propose a model that includes enabling contextual variables that facilitate individuals with the motivation to lead for creativity to engage in creative leadership. In addition, building on substitutes for leadership theory, contextual redundancies that reduce the necessity for creative leadership a...
Published on Sep 1, 2018in Journal of Organizational Behavior 5.00
Benjamin M. Galvin11
Estimated H-index: 11
(BYU: Brigham Young University),
Amy E. Randel15
Estimated H-index: 15
(College of Business Administration)
+ 1 AuthorsRussell E. Johnson34
Estimated H-index: 34
(MSU: Michigan State University)
Amy E. Randel15
Estimated H-index: 15
,
Christopher D Zatrick , Jone L. Pearce28
Estimated H-index: 28
As human resource development (HRD) research and practice has flourished, researchers have called for new theoretical perspectives that might be brought to bear on increasing the effectiveness of HRD initiatives (e.g. Nolan & Garavan, 2016). In this chapter, we suggest how optimal distinctiveness theory (Brewer, 1991) could be applied to HRD. Optimal distinctiveness theory is a social psychological theory with roots in social identity theory that addresses individuals’ propensity to identify wit...
Published on Aug 25, 2017
Amy E. Randel15
Estimated H-index: 15
,
Christopher D. Zatzick12
Estimated H-index: 12
,
Jone L. Pearce28
Estimated H-index: 28
Published on Aug 1, 2017
Amy E. Randel15
Estimated H-index: 15
,
Benjamin M. Galvin11
Estimated H-index: 11
,
Cristina B. Gibson36
Estimated H-index: 36
Cross-gender and cross-race sponsorship relationships in which women and/or minority proteges are sponsored in order to accelerate career advancement, increase psychological well-being, and facilit...
Published on Jul 1, 2017in Human Resource Management Review 3.63
Amy E. Randel15
Estimated H-index: 15
(College of Business Administration),
Benjamin M. Galvin11
Estimated H-index: 11
(BYU: Brigham Young University)
+ 4 AuthorsUma Kedharnath1
Estimated H-index: 1
(University of Wisconsin–Whitewater)
Abstract We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro...
Published on Jan 1, 2017
Amy E. Randel15
Estimated H-index: 15
(SDSU: San Diego State University),
Kimberly S. Jaussi11
Estimated H-index: 11
(Binghamton University)
Abstract Uniqueness has conceptual relatedness with creativity, yet it has been surprisingly underrepresented in the creativity literature. In this chapter, we consider the role of uniqueness in creativity with particular attention to leaders’ role in facilitating creativity through capitalizing on individuals’ need for uniqueness. The ways in which leading with uniqueness in mind differs from traditional leadership, personal and organizational challenges that leaders might confront in encouragi...
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