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David A. Waldman
Arizona State University
PsychologyPublic relationsTransactional leadershipSocial psychologyShared leadership
201Publications
58H-index
13.3kCitations
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Publications 198
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#1Danni Wang (RU: Rutgers University)H-Index: 7
#2David A. Waldman (ASU: Arizona State University)H-Index: 58
Last. Travis Richardson (ASU: Arizona State University)H-Index: 1
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In this article, we describe how neuroscience can be used in the study of team dynamics. Specifically, we point out methodological limitations in current team-based research and explain how quantit...
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#1John T. Bush (MU: University of Missouri)H-Index: 4
#1John Bush (MU: University of Missouri)
Last. David A. Waldman (ASU: Arizona State University)H-Index: 58
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#1David A. WaldmanH-Index: 58
#2Donald S. SiegelH-Index: 62
Last. Günter K. Stahl (WU: Vienna University of Economics and Business)H-Index: 27
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We renew an exchange of letters from 2008 regarding the meaning of responsible leadership, which applies to senior executives of firms as they attempt to engage in corporate social responsibility. ...
2 CitationsSource
#1Joohyung Kim (ASU: Arizona State University)H-Index: 1
#2David A. Waldman (ASU: Arizona State University)H-Index: 58
In recent years, there has been a great proliferation of interest in neuroscience applications to both research and practice in the area of leadership. In terms of research, this interest raises questions regarding the treatment of research participants, storage and use of data, and so forth. But even greater issues have arisen with regard to practice, including areas pertaining to employee selection or placement, neurofeedback, and what might be termed “brain training.” Despite valid concerns, ...
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#1Ned WellmanH-Index: 8
#2Daniel W. NewtonH-Index: 4
Last. Jeffery A. LePineH-Index: 20
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#1David A. Waldman (ASU: Arizona State University)H-Index: 58
#2Linda L. Putnam (UCSB: University of California, Santa Barbara)H-Index: 43
Last. Donald S. Siegel (ASU: Arizona State University)H-Index: 62
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Abstract In this overview article, we contend that most theorizing and research on paradoxes has occurred at the organizational level. However, individuals and their social interactions often serve as the micro-foundations for higher level organizational paradoxes. Thus, it is becoming increasingly clear that a more complete consideration of paradoxes and their effect on management and organizations needs to take into account the individual and team levels of analyses. This special issue specifi...
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#1Abagail McWilliams (UIC: University of Illinois at Chicago)H-Index: 24
#2Deborah E. Rupp (Purdue University)H-Index: 36
Last. David A. Waldman (ASU: Arizona State University)H-Index: 58
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#1Danni Wang (RU: Rutgers University)H-Index: 7
#2David A. WaldmanH-Index: 58
Last. Blake E. AshforthH-Index: 61
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Previous literature has focused on how external forces impose accountability on individuals (i.e., holding individuals to account), but has not considered the possibility of internal, personal acco...
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#1Jennifer L. SparrH-Index: 5
#2David A. WaldmanH-Index: 58
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#1Ned Wellman (ASU: Arizona State University)H-Index: 8
#2Daniel W. Newton (MU: University of Missouri)H-Index: 4
Last. Jeffery A. LePine (ASU: Arizona State University)H-Index: 20
view all 6 authors...
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