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James S. Phillips
University of Houston
Social perceptionPsychologyPerceptionApplied psychologySocial psychology
31Publications
16H-index
1,530Citations
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Publications 30
Newest
#1Ksenia O. Krylova (NEOMA Business School)H-Index: 2
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Last. James S. Phillips (UH: University of Houston)H-Index: 16
view all 3 authors...
Prior negative performance and wrongdoing are difficult for applicants to overcome during their job search. The result has often been that they resort to lies and deception in order to obtain employment. The present study examines “stealing thunder” as a trust repair tactic that might be useful for overcoming prior indiscretions when it is used by applicants during the selection interview process. Stealing thunder refers to the self-disclosure of negative information that preempts allegations of...
2 CitationsSource
#1Ksenia O. Krylova (UH: University of Houston)H-Index: 2
#2Phillip M. Jolly (UH: University of Houston)H-Index: 1
Last. James S. Phillips (UH: University of Houston)H-Index: 16
view all 3 authors...
Abstract This paper reviews the state of knowledge about integrity-based transgressions with an emphasis on the leader-follower relationship. Our review highlighted many important contributions of this literature, but, it revealed several limitations that should be addressed within a followership paradigm. We then synthesized the integrity and trust literatures with a targeted review of moral experimental philosophy. Cushman's (2008) dual process model suggests that because followers simultaneou...
6 CitationsSource
#1Phillip M. Jolly (UH: University of Houston)H-Index: 1
#2Ksenia O. Krylova (NEOMA Business School)H-Index: 2
Last. James S. Phillips (UH: University of Houston)H-Index: 16
view all 3 authors...
The effects of Implicit Person Theory (IPT), severity of consequences, transgression type, and apologies on willingness to trust and benevolence were investigated using a 2 x 2 x 2 x 2 experimental design. Two hundred fifty-eight undergraduate students read a scenario that asked them to imagine that they were a manager in a consulting firm whose trust was violated by a subordinate. The results indicated that following an integrity-based transgression, incremental IPT participants were less willi...
Source
#1JeAnna Abbott (UH: University of Houston)H-Index: 8
#2Teri J. ElkinsH-Index: 8
Last. Juan M. Madera (UH: University of Houston)H-Index: 15
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This study examines circumstances under which observers might consider an organization to have responsibility for its employees’ actions, based on their reading of a scenario of sexual harassment. By changing the details of the scenario, we examine the influence of (a) the harasser’s organizational role (i.e., a supervisor or coworker), (b) the existence of corporate sexual harassment policies, and (c) the company’s past responses to sexual harassment complaints. The results suggested that the h...
4 CitationsSource
#1Ksenia O. Krylova (UH: University of Houston)H-Index: 2
#2Teri J. Elkins (UH: University of Houston)H-Index: 8
Last. James S. Phillips (UH: University of Houston)H-Index: 16
view all 3 authors...
The present paper argues that harm to trust may not be inevitable following a transgression and that the concept of trust preservation, which we define as preventing or minimizing harm to expectati...
Source
#1Teri J. ElkinsH-Index: 8
#2James S. PhillipsH-Index: 16
Source
This paper examines how transformational leadership (TFL) climate influences employees' team identity and their intentions to share knowledge and how team knowledge sharing intention subsequently influences team innovativeness. Data was collected from 301 employees comprising 52 R&D teams. Hypotheses were tested with both hierarchical linear modeling (HLM) and regression analyses. Results indicated that TFL climate was related to employees' intention to share knowledge through team identity. At ...
95 CitationsSource
#1Teri J. ElkinsH-Index: 8
#2James S. PhillipsH-Index: 16
Last. Stephanie G. WardH-Index: 4
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Government statistics indicate that the number of sexual harassment claims filed with the U.S. Equal Employment Opportunity Commission and state and local Fair Employment Practice agencies rose from 10,532 in 1992 to 12,679 in 2005. Even more dramatic has been the rise in victims' benefits ordered by these agencies, increasing from 12.7 million to 7.9 million during this same time period (EEOC, 2006). Recent research has further indicated that sexually harassing behaviors can have a negative ...
9 Citations
#1Teri J. Elkins (UH: University of Houston)H-Index: 8
#2Dennis P. Bozeman (UH: University of Houston)H-Index: 9
Last. James S. Phillips (UH: University of Houston)H-Index: 16
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An experiment was conducted to assess the effects of observer gender, applicants’ qualifications, and managerial accounts on justice perceptions in an affirmative action environment. As expected, MANOVA results indicated that, prior to providing an account, the promotion of a female yielded the highest fairness ratings when the female was more qualified than the male applicant and when the observer was female. In a second wave of data, MANCOVA results indicated that an ideological-gender explana...
14 CitationsSource
#1Teri J. Elkins (UH: University of Houston)H-Index: 8
#2James S. Phillips (UH: University of Houston)H-Index: 16
Last. Robert Konopaske (UNCW: University of North Carolina at Wilmington)H-Index: 15
view all 3 authors...
Hypotheses derived from defensive attribution theory and social identity theory were tested in 3 laboratory experiments examining the effects of plaintiff and observer gender on perceived threat, plaintiff identification, and sex discrimination. In Study 1, women differentiated plaintiffs on the basis of gender, whereas men did not. Study 2 showed that this bias occurred because employment discrimination was personally threatening to women but not to men. In Study 3, the bias was reversed in a c...
26 CitationsSource
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