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Samuel Hanig
University of Waterloo
7Publications
2H-index
39Citations
Publications 7
Newest
Published on Dec 1, 2018in Leadership Quarterly 5.63
Navio Kwok1
Estimated H-index: 1
(UW: University of Waterloo),
Samuel Hanig2
Estimated H-index: 2
(UW: University of Waterloo)
+ 1 AuthorsWinny Shen13
Estimated H-index: 13
(UW: University of Waterloo)
Abstract Contemporary theories on leadership development emphasize the importance of having a leader identity in building leadership skills and functioning effectively as leaders. We build on this approach by unpacking the role leader identity plays in the leader emergence process. Taking the perspective that leadership is a dynamic social process between group members, we propose a social network-based process model whereby leader role identity predicts network centrality (i.e., betweenness and...
Published on Nov 1, 2018in Journal of Organizational Behavior 5.00
Lindie H. Liang4
Estimated H-index: 4
(WLU: Wilfrid Laurier University),
Samuel Hanig2
Estimated H-index: 2
(UW: University of Waterloo)
+ 2 AuthorsHuiwen Lian11
Estimated H-index: 11
(UK: University of Kentucky)
Published on Aug 31, 2018
Lindie H. Liang4
Estimated H-index: 4
,
Lisa M. Keeping14
Estimated H-index: 14
+ 3 AuthorsHuiwen Lian11
Estimated H-index: 11
Published on Feb 1, 2018in Leadership Quarterly 5.63
Lindie H. Liang4
Estimated H-index: 4
(WLU: Wilfrid Laurier University),
Douglas J. Brown29
Estimated H-index: 29
(UW: University of Waterloo)
+ 3 AuthorsLisa M. Keeping14
Estimated H-index: 14
(WLU: Wilfrid Laurier University)
Abstract When a subordinate receives abusive treatment from a supervisor, a natural response is to retaliate against the supervisor. Although retaliation is dysfunctional and should be discouraged, we examine the potential functional role retaliation plays in terms of alleviating the negative consequences of abusive supervision on subordinate justice perceptions. Based on the notion that retaliation following mistreatment can restore justice for victims, we propose a model whereby retaliation fo...
Published on Nov 20, 2017in Journal of Applied Psychology 5.07
Lindie H. Liang4
Estimated H-index: 4
(WLU: Wilfrid Laurier University),
Douglas J. Brown29
Estimated H-index: 29
(UW: University of Waterloo)
+ 3 AuthorsLisa M. Keeping14
Estimated H-index: 14
(WLU: Wilfrid Laurier University)
On the basis of the notion that the ability to exert self-control is critical to the regulation of aggressive behaviors, we suggest that mindfulness, an aspect of the self-control process, plays a key role in curbing workplace aggression. In particular, we note the conceptual and empirical distinctions between dimensions of mindfulness (i.e., mindful awareness and mindful acceptance) and investigate their respective abilities to regulate workplace aggression. In an experimental study (Study 1), ...
Published on Aug 1, 2016in Academy of Management Journal 7.19
Lindie H. Liang4
Estimated H-index: 4
(UW: University of Waterloo),
Huiwen Lian11
Estimated H-index: 11
(HKUST: Hong Kong University of Science and Technology)
+ 3 AuthorsLisa M. Keeping14
Estimated H-index: 14
(WLU: Wilfrid Laurier University)
Building on prior work which has shown that abusive supervision is a reaction to subordinates’ poor performance, we develop a self-control framework to outline when and why supervisors abuse poor-performing subordinates. In particular, we argue that poor-performing subordinates instill in supervisors a sense of hostility toward the subordinate, which in turn leads to engaging in abusive supervision. Within this self-control framework, poor performance is more likely to lead to abusive supervisio...
Published on Jan 1, 2015
Samuel Hanig2
Estimated H-index: 2
,
Lindie H. Liang4
Estimated H-index: 4
,
Douglas J. Brown29
Estimated H-index: 29
Supervisor-directed deviance is a well-established consequence of abusive supervision. In the present research we use social network methods to integrate and extend existing accounts of the psychol...
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