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Charlice Hurst
University of Notre Dame
Developmental psychologyPsychologyPersonalityTransformational leadershipSocial psychology
19Publications
10H-index
1,163Citations
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Publications 19
Newest
#1Karen MacMillan (WLU: Wilfrid Laurier University)
#2Charlice Hurst (ND: University of Notre Dame)H-Index: 10
Last. Youngsuhk Jung (USAFA: United States Air Force Academy)
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Which employees are likely to warn leaders about threats to the workplace? When employees do speak up, will these messages gain the leader’s interest? In this article, we rely on theories of power ...
Source
#1Charlice Hurst (ND: University of Notre Dame)H-Index: 10
#2Lauren S. Simon (UA: University of Arkansas)H-Index: 12
Last. Dante M. Pirouz (UWO: University of Western Ontario)H-Index: 7
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Psychopathy is typically seen as a trait that is undesirable in any context, including the workplace. But several authors have suggested that people high in psychopathy might possess resources that preserve their ability to perform well in stressful contexts. We consider the possibility that primary psychopathy is adaptive—for the employee, if not for the organization—under conditions of abusive supervision. In particular, we draw from the multimotive model of interpersonal threat (Smart Richman...
6 CitationsSource
#1Mirit K. Grabarski (UWO: University of Western Ontario)H-Index: 1
#2Jennifer Sharon Jones-Morales (ILO: International Labour Organization)
Last. Daniel SpurkH-Index: 20
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#1Charlice HurstH-Index: 10
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The importance of newcomer proactive personality to adjustment is a well- established finding. However, there may be cases in which proactivity is not an advantage. In this study, we investigated whether the benefits of proactive personality are limited by newcomers’ perceptions of similarity to their advisor. We surveyed 179 first-year PhD students upon entry into their program and then biweekly for two months. We found that the benefits of proactive personality were dampened when advisees’ ini...
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#1Mirit K. GrabarskiH-Index: 1
Last. Charlice Hurst (ND: University of Notre Dame)H-Index: 10
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This study investigates how transformational leadership affects employee positive and negative behaviors via psychological safety and voice. Drawing on Affective Events Theory we hypothesized that ...
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#1Lauren S. Simon (PSU: Portland State University)H-Index: 12
#2Charlice Hurst (Mendoza College of Business)H-Index: 10
Last. Timothy A. Judge (Mendoza College of Business)H-Index: 102
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Fundamental to the definition of abusive supervision is the notion that subordinates are often victims of a pattern of mistreatment (Tepper, 2000). However, little research has examined the processes through which such destructive relational patterns emerge. In this study, we draw from and extend the multimotive model of reactions to interpersonal threat (Smart Richman & Leary, 2009) to formulate and test hypotheses about how employees' emotional and behavioral responses may ameliorate or worsen...
22 CitationsSource
#1Timothy A. JudgeH-Index: 102
#2Beth LivingstonH-Index: 8
Last. Charlice HurstH-Index: 10
view all 3 authors...
Source
#1Timothy A. Judge (Mendoza College of Business)H-Index: 102
#2Lauren S. Simon (PSU: Portland State University)H-Index: 12
Last. Ken Kelley (Mendoza College of Business)H-Index: 26
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Historically, organizational and personality psychologists have ignored within-individual variation in personality across situations or have treated it as measurement error. However, we conducted a 10-day experience sampling study consistent with whole trait theory (Fleeson, 2012), which conceptualizes personality as a system of stable tendencies and patterns of intraindividual variation along the dimensions of the Big Five personality traits (Costa & McCrae, 1992). The study examined whether (a...
94 CitationsSource
#1Beth Livingston (Cornell University)H-Index: 8
#2Charlice Hurst (ND: University of Notre Dame)H-Index: 10
Last. John D. Kammeyer-Mueller (UMN: University of Minnesota)H-Index: 25
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Research suggests that language reflects and transmits stereotypes (Wigboldus & Doublas, 2005), but there has been little investigation into the effects of common labels in employment contexts. A g...
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#1Charlice Hurst (Mendoza College of Business)H-Index: 10
#2John D. Kammeyer-Mueller (UF: University of Florida)H-Index: 25
Last. Beth Livingston (Cornell University)H-Index: 8
view all 3 authors...
7 CitationsSource
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