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G. Stoney Alder
University of Nevada, Las Vegas
27Publications
13H-index
504Citations
Publications 27
Newest
Published on May 1, 2014in Human Resource Management 2.93
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas),
Douglas M. Quist1
Estimated H-index: 1
(UNLV: University of Nevada, Las Vegas)
Researchers have pointed out a wide variety of organizational effects attributable to workplace romances, concluding that the impact of such romances on the workgroup can range from positive to negative. To date, however, little research has attempted to pinpoint the elements leading to this divergence. We suggest that coworker evaluation of a romance or anticipatory injustice may play a key role in influencing the positive or negative impact of the relationship on the workgroup at large. Our mo...
Published on Feb 1, 2014in The Journal of Education for Business
Clinton H. Richards4
Estimated H-index: 4
(UNLV: University of Nevada, Las Vegas),
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas)
The authors examine the effects of shared information and group discussion on ethical judgment when no structure is imposed on the discussion to encourage ethical considerations. Discussants were asked to identify arguments for and against a variety of business behaviors with ethical implications. A group moderator solicited and recorded arguments for and against the behaviors but provided no evaluation of the arguments presented or the behaviors described. Discussion group subjects were signifi...
Published on Dec 5, 2012
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas),
Daniel W McAllister1
Estimated H-index: 1
(UNLV: University of Nevada, Las Vegas),
John Chase
Perceived Organizational Support is but one source of employee support; perceived coworker support is important as well. This study examined the effects of perceived coworker support on employees’ job satisfaction, burnout, deviance, and turnover. Results indicate that perceived coworker support and perceived organizational support affect job satisfaction burnout and deviant behavior both directly and indirectly by moderating the effects of work pressure on these outcomes. Additionally, perceive...
Published on Dec 13, 2010
Joseph Gilbert6
Estimated H-index: 6
(UNLV: University of Nevada, Las Vegas),
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas),
Daniel W McAllister1
Estimated H-index: 1
(UNLV: University of Nevada, Las Vegas)
The task of hiring new employees presents multiple challenges. Underlying many of these challenges is the need to balance applicant's' legal and ethical rights and duties with those of the organization. An array of federal laws faces the U.S. employer, prohibiting discrimination on a variety of bases. Additionally, ethical issues, which extend beyond legal requirements, must be considered in the hiring process. Privacy, personal dignity, and integriy are critical concerns which hiring companies ...
Published on Jul 1, 2009in Journal of Business Ethics 3.80
Rebecca M. Guidice8
Estimated H-index: 8
(UNLV: University of Nevada, Las Vegas),
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas),
Steven E. Phelan14
Estimated H-index: 14
(UNLV: University of Nevada, Las Vegas)
Bluffing, a common and consequential form of competitive behavior, has been comparably ignored in the management literature, even though misleading one’s rivals is suggested to be an advantageous skill in a multifaceted and highly competitive environment. To address this deficiency and advance scholarship on competitive dynamics, our study investigates the moral reasoning behind competitive bluffing and, using a simulated market-entry game, examines the performance effects of bluffing. Findings ...
Published on Jul 1, 2008in Journal of Business Ethics 3.80
G. Stoney Alder13
Estimated H-index: 13
(UNR: University of Nevada, Reno),
Marshall Schminke29
Estimated H-index: 29
+ 1 AuthorsMaribeth Kuenzi8
Estimated H-index: 8
Research has demonstrated that employee reactions to monitoring systems depend on both the characteristics of the monitoring system and how it is implemented. However, little is known about the role individual differences may play in this process. This study proposes that individuals have generalized attitudes toward organizational control and monitoring activities. We examined this argument by assessing the relationship between employees’ baseline attitudes toward a set of monitoring and contro...
Published on Sep 13, 2007in Journal of Business Ethics 3.80
G. Stoney Alder13
Estimated H-index: 13
(UCF: University of Central Florida),
Marshall Schminke29
Estimated H-index: 29
(UCF: University of Central Florida),
Terry W. Noel7
Estimated H-index: 7
(UCF: University of Central Florida)
In recent years, the practices of work organizations have raised increasing concerns regarding individual privacy at work. It is clear that people expect and value privacy in their personal lives. However, the extent to which privacy perceptions influence individuals’ work attitudes is less clear. Research has explored the extent to which employee perceptions of privacy derive from characteristics of the programs themselves. However, there is a paucity of research that examines how the character...
G. Stoney Alder13
Estimated H-index: 13
(UNLV: University of Nevada, Las Vegas)
Although research recognizes the importance of performance feedback to individual performance, the effects of feedback are complex and not fully understood. In this study, I extend research on the multidimensional nature of feedback by examining the effect of three feedback attributes (control, source, and constructiveness) on individuals' task performance. As predicted, giving participants control over feedback enhanced their desire to improve. Additionally, constructiveness and feedback source...
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