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Michael A. Gross
Colorado State University
25Publications
8H-index
729Citations
Publications 25
Newest
#1Michael A. Gross (CSU: Colorado State University)H-Index: 8
#2Eric J. Neuman (Creighton University)H-Index: 6
Last.Mallory Wallace (NU: University of Nebraska–Lincoln)
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This special issue of Negotiation and Conflict Management Research celebrates the scholarship and intellectual contributions of four recipients of the Lifetime Achievement Award from the International Association for Conflict Management (IACM). The IACM Lifetime Achievement Award recognizes important contributions over the span of a career, particularly to those colleagues who have spanned disciplinary boundaries in their scholarship. Each article in this special issue highlights the scholarly i...
#1William J. BeckerH-Index: 9
#2Samantha A. Conroy (CSU: Colorado State University)H-Index: 5
Last.Michael A. Gross (CSU: Colorado State University)H-Index: 8
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This paper contributes to research on emotion expression, attributions, and social emotions by developing an observer-focused model to explain the outcomes of crying at work. Our model is focused on crying as a form of emotion expression because crying may be driven by different emotions or be used as a means of manipulation. In addition, the model is focused on observers, who must form perceptions of the emotion expression in order to determine appropriate action. This model is particularly val...
#1Stephen W. Gilliland (UA: University of Arizona)H-Index: 22
#2Michael A. Gross (CSU: Colorado State University)H-Index: 8
Last.Raymond L. Hogler (CSU: Colorado State University)H-Index: 10
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AbstractThis study is based on a debate about the nature of two intellectualdomains, industrial relations (IR) and organizational behavior (OB). RayHogler (Colorado State University) argues that the distinguishing featureof IR is its collectivist approach to work and organizations. As OB cameto dominate the academic landscape, the research landscape shifted to amicroanalytical focus. In consequence, business schools have failed toengage with the social problem of inequality of wealth. Early figur...
#1Christine A. Henle (CSU: Colorado State University)H-Index: 14
#2Michael A. Gross (CSU: Colorado State University)H-Index: 8
Drawing on victim precipitation theory, we propose that certain employees are more likely to perceive abusive supervision because of their personality traits. Specifically, we hypothesize that subordinates’ emotional stability, conscientiousness, and agreeableness will be negatively related to perceived abuse from their supervisor and that negative emotions at work will mediate these relationships. We surveyed 222 employees and found that emotional stability and conscientiousness negatively pred...
#1Laura K. Guerrero (ASU: Arizona State University)H-Index: 32
#2Michael A. Gross (CSU: Colorado State University)H-Index: 8
This study addressed two main questions. First, are the traits of argumentativeness, verbal aggressiveness, avoidance, and verbal benevolence reflected in conflict styles such that they are perceived by others? Second, how do these traits predict the five conflict styles in the dual concern model? These questions were tested using dyadic data from a simulated downsizing activity. Results showed that participants perceived their partners differently depending on the traits their partners endorsed...
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