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Allison M. Ellis
California Polytechnic State University
18Publications
5H-index
131Citations
Publications 18
Newest
#1Zheng ChenH-Index: 6
#2Jeffrey H. Greenhaus (Drexel University)H-Index: 51
Last.Julie Holliday Wayne (Wake Forest University)H-Index: 17
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#1Allison M. Ellis (California Polytechnic State University)H-Index: 5
#2Talya N. Bauer (PSU: Portland State University)H-Index: 35
Last.Donald M. Truxillo (PSU: Portland State University)H-Index: 31
view all 4 authors...
ABSTRACTWe examined how a key relationship at work, an employee’s relationship with their leader, affects employee daily well-being. In a study of 129 employees across a variety of industries, we examined how follower perceptions of their daily leader–member exchange (LMX) quality across a workweek influenced their well-being (n = 468 observations). Results provided general support for our hypotheses. Specifically, we found that on days when employees perceived a higher quality LMX relationship ...
2 CitationsSource
#1Berrin Erdogan (PSU: Portland State University)H-Index: 25
#2Aysegul Karaeminogullari (Pontifical Xavierian University)H-Index: 2
Last.Allison M. Ellis (California Polytechnic State University)H-Index: 5
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In this study, we hypothesized that perceived overqualification would interact with person-organization fit (P-O fit) to predict extra-role behaviors toward coworkers (organizational citizenship behaviors targeting others [OCBI] and voice) and indirectly relate to advice network centrality. We collected data from 332 municipality services employees reporting to 41 supervisors in Istanbul, Turkey, across three timepoints and from three different sources. Tests of our model provided partial suppor...
3 CitationsSource
#2Carrie R. LeanaH-Index: 26
Last.Namrata ShivaprakashH-Index: 1
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The context of “challenging employment settings” is a vital-yet-overlooked part of the broader conversation regarding the relationships between organizations and their employees. Challenging employ...
Source
#1Allison M. Ellis (California Polytechnic State University)H-Index: 5
#2Tristan W. Casey (UQ: University of Queensland)H-Index: 3
Last.Autumn D. KraussH-Index: 7
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Recent reports from across the developed world indicate that adverse mental health conditions are prevalent in society and the workplace (ABS 2009). Estimates of the financial and social impact on individual well-being dictate that organizational researchers prioritize mental health in the workplace and find ways to better support employees. Based on this, the current study aimed to evaluate the impact of a supervisor-focused mental health training intended to equip supervisors with the knowledg...
3 CitationsSource
#1Allison M. EllisH-Index: 5
#2Sushil NifadkarH-Index: 5
Last.Berrin ErdoganH-Index: 25
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Separate streams of organizational socialization research have recognized the importance of (1) newcomer proactivity and (2) manager support in facilitating newcomer adjustment. However, extant res...
Source
#1Allison M. EllisH-Index: 5
#2Talya N. BauerH-Index: 35
Source
#1Allison M. Ellis (California Polytechnic State University)H-Index: 5
#2Sushil Nifadkar (GSU: Georgia State University)H-Index: 5
Last.Berrin Erdogan (PSU: Portland State University)H-Index: 25
view all 4 authors...
15 CitationsSource
#1Berrin Erdogan (PSU: Portland State University)H-Index: 25
Last.Allison M. Ellis (PSU: Portland State University)H-Index: 5
view all 4 authors...
In this study, we examine implications of perceived overqualification for employee-coworker interactions. We predicted that perceptions of overqualification would be related to emergence of employees as a peer mentor via cooperative behaviors employees demonstrate (citizenship behaviors, voice, expressed humility, and social loafing) and the relationship would be moderated by the degree of person-organization fit. The model found broad support in a sample of 283 municipality services employees r...
Source
#1Allison M. EllisH-Index: 5
#2Autumn D. KraussH-Index: 7
In this chapter, we discuss the following three primary causes for wellbeing interventions failing to achieve long-term sustainability: lack of ongoing organizational support, badly organized intervention implementation, and lack of reinforcement from frontline supervisors. When senior leaders do not provide ongoing support for the intervention, the organizational climate does not reinforce the changes in attitudes and behaviors needed to embed the intervention. Additionally, an unorganized inte...
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