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Emily M. Hunter
Baylor University
PsychologyPersonalityCounterproductive work behaviorApplied psychologySocial psychology
41Publications
13H-index
815Citations
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Publications 41
Newest
#1Matthew J. Quade (Baylor University)H-Index: 6
#2Sara Jansen Perry (Baylor University)H-Index: 12
Last. Emily M. Hunter (Baylor University)H-Index: 13
view all 3 authors...
It is widely accepted that ethical leadership is beneficial for the organization, the leader, and followers. Yet, little has been said about potential limitations of ethical leadership, particularly boundary conditions involving the same person perceived to display ethical leadership. Drawing on conservation of resources theory, we argue that supervisor-induced hindrance stress and job hindrance stress are factors linked to the supervisor and work environment that may limit the positive impact o...
2 CitationsSource
#1Emily M. Hunter (Baylor University)H-Index: 13
#2Malissa A. Clark (UGA: University of Georgia)H-Index: 13
Last. Dawn S. Carlson (Baylor University)H-Index: 41
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Our study builds on recent trends to understand the work-family interface through daily experiences of boundary management. In particular, we investigated boundary violations, or events in which family life breaches the boundary of work and vice versa. Our purpose was to enlighten the process between violations and relevant outcomes, building on the foundations of affective events theory and boundary theory. Specifically, we aim to (1) tease apart boundary violations at work and at home from the...
4 CitationsSource
#1Sara Jansen Perry (Baylor University)H-Index: 12
#2Cristina Rubino (CSUN: California State University, Northridge)H-Index: 6
Last. Emily M. Hunter (Baylor University)H-Index: 13
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ABSTRACTThe popularity of remote work continues to rise, but uncertainty remains about how it influences employee well-being. We extend the Demand-Control-Person (DCP) model to test both person and job factors as important considerations in remote work, suggesting that emotional stability influences the utility of autonomy as a job resource in protecting employees from strain. Additionally, we test self-determination theory (SDT), positioning need satisfaction for autonomy, relatedness, and comp...
Source
#1Mitchell J. NeubertH-Index: 20
#2Matthew J. QuadeH-Index: 6
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The work of House, Hanges, Javidan, Dorfman, and Gupta (2004) demonstrated that leadership effectiveness varied by culture; however, the particular influence of cultural characteristics on servant ...
Source
#1Sara Jansen Perry (Baylor University)H-Index: 12
#2Emily M. Hunter (Baylor University)H-Index: 13
Last. Ed FrauenheimH-Index: 1
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AbstractIn addition to providing technical expertise in their respective fields, engineers are increasingly assuming leadership roles in academia, industry, government, and even non-profit organizations. We draw from lessons learned in our decade-long study of the National Science Foundation Engineering Research Center program to provide both a theoretical framework, the Organized Innovation Model for Education, and tangible recommendations to educators, engineering managers, and anyone else int...
Source
#1Mitchell J. Neubert (Baylor University)H-Index: 20
#2Emily M. Hunter (Baylor University)H-Index: 13
Last. Remy C. Tolentino (Scott & White Hospital)H-Index: 2
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Accumulating evidence finds servant leadership is related to critical employee and organizational criteria, but only a limited amount of studies link servant leaders to both internal and external stakeholder outcomes. Moreover, there remains a great deal to learn regarding the conditions under which this influence is enhanced or diminished. We address these limitations in the literature by testing a multilevel model that hypothesizes servant leadership is related to nurse behavior and satisfacti...
26 CitationsSource
#1Sara Jansen Perry (Baylor University)H-Index: 12
#2Emily M. Hunter (Baylor University)H-Index: 13
Last. Steven C. Currall (SMU: Southern Methodist University)H-Index: 16
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How can leaders best manage commitment among innovators? We applied theory on dual allegiance to multiple targets of commitment, in conjunction with person-organization fit theory, to explore the dynamics of organizational and professional commitment among scientists and engineers working in hybrid, research-focused organizations. These types of organizations are founded on large-scale multi-disciplinary and multi-institutional collaboration between academe and industry. Using both individual- a...
12 CitationsSource
#1Sara Jansen PerryH-Index: 12
#2Emily M. HunterH-Index: 13
Last. Steven C. CurrallH-Index: 16
view all 4 authors...
#1Emily M. HunterH-Index: 13
#2Cindy WuH-Index: 10
Source
#1Mindy K. Shoss (UCF: University of Central Florida)H-Index: 6
#2Emily M. Hunter (Baylor University)H-Index: 13
Last. Lisa M. Penney (University of South Florida Sarasota–Manatee)H-Index: 12
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ABSTRACTThe current study positions coping as a motivational framework to understand why Conscientiousness, Emotional Stability, and Agreeableness are related to the performance of organization- and person-directed counterproductive work behavior (CWB) when employees experience constraints at work. In particular, we hypothesized a moderated meditational model wherein individuals low in Agreeableness, Conscientiousness, and Emotional Stability engage in CWB because these traits contribute to a pr...
1 CitationsSource
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