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Mark J. Martinko
Florida A&M University
14Publications
8H-index
386Citations
Publications 14
Newest
Published on Jul 6, 2017in Business & Society5.01
Stacey R. Kessler8
Estimated H-index: 8
,
Kevin T. Mahoney1
Estimated H-index: 1
+ 2 AuthorsPaul E. Spector81
Estimated H-index: 81
We extend attribution and stakeholder theory in the context of crisis reputation management by examining differences in stakeholder perceptions in the form of organization-related blame. We presented eight stakeholder groups with factual information surrounding the Deepwater Horizon Oil Spill and asked them to indicate the extent to which they blamed the leaders and organizations associated with the event. Stakeholders also completed a survey assessing their attribution styles. Results indicated...
Published on Jun 1, 2019in Journal of Organizational Behavior5.00
Mark J. Martinko8
Estimated H-index: 8
(FAMU: Florida A&M University),
Jeremy D. Mackey10
Estimated H-index: 10
(AU: Auburn University)
Published on Feb 11, 2019
Mark J. Martinko8
Estimated H-index: 8
,
Jeremy D. Mackey10
Estimated H-index: 10
+ 3 AuthorsJeremy R. Brees
Published on Dec 1, 2018in Journal of Business Ethics3.80
Jeremy D. Mackey10
Estimated H-index: 10
(AU: Auburn University),
Jeremy R. Brees6
Estimated H-index: 6
(University of Scranton)
+ 3 AuthorsPaul Harvey21
Estimated H-index: 21
(UNH: University of New Hampshire)
Although workplace bullying is common and has universally harmful effects on employees’ outcomes, little is known about workplace bullies. To address this gap in knowledge, we draw from the tenets of social exchange and displaced aggression theories in order to develop and test a model of workplace bullying that incorporates the effects of employees’ individual differences (i.e., entitlement), perceptions of their work environments (i.e., felt accountability), and perceptions of supervisory trea...
Published on Jul 1, 2018in Journal of Applied Psychology5.07
Mark J. Martinko8
Estimated H-index: 8
(FAMU: Florida A&M University),
Jeremy D. Mackey10
Estimated H-index: 10
(AU: Auburn University)
+ 3 AuthorsJeremy R. Brees6
Estimated H-index: 6
(NAU: Northern Arizona University)
Leadership research has been encumbered by a proliferation of constructs and measures, despite little evidence that each is sufficiently conceptually and operationally distinct from the others. We draw from research on subordinates' implicit theories of leader behavior, behaviorally anchored rating scales, and decision making to argue that leader affect (i.e., the degree to which subordinates have positive and negative feelings about their supervisors) underlies the common variance shared by man...
Published on Jul 1, 2017in Journal of Management9.06
Jeremy D. Mackey10
Estimated H-index: 10
(AU: Auburn University),
Rachel E. Frieder6
Estimated H-index: 6
(ODU: Old Dominion University)
+ 1 AuthorsMark J. Martinko8
Estimated H-index: 8
(FAMU: Florida A&M University)
We conducted a meta-analysis and empirical review of abusive supervision research in order to derive meta-analytic population estimates for the relationships between perceptions of abusive supervision and numerous demographic, justice, individual difference, leadership, and outcome variables. The use of psychometric correction enabled us to provide weighted mean correlations and population correlation estimates that accounted for attenuation due to measurement error and sampling error variance. ...
Published on Apr 1, 2017in Journal of Business Ethics3.80
Paul Harvey21
Estimated H-index: 21
(UNH: University of New Hampshire),
Mark J. Martinko8
Estimated H-index: 8
(FAMU: Florida A&M University),
Nancy Borkowski11
Estimated H-index: 11
(UAB: University of Alabama at Birmingham)
We present two studies investigating the impact of causal perceptions and the moral emotions of anger, shame, and guilt on the justification of deviant workplace behavior. Study 1 tests our conceptual framework using a sample of undergraduate business students; Study 2 examines a population of practicing physicians. Results varied significantly between the two samples, suggesting that individual and contextual factors play an important role in shaping the perceptual and emotional processes by wh...
Published on Nov 1, 2015in Journal of Leadership & Organizational Studies1.60
Jeremy R. Brees6
Estimated H-index: 6
(University of Scranton),
Mark J. Martinko8
Estimated H-index: 8
(FAMU: Florida A&M University)
We proposed and found that employees’ judgments of responsibility and accountability are distinct but positively related constructs. Using attribution theory for responsibility judgments and lay dispositionalism for accountability judgments, we hypothesized that employees hold others more responsible (i.e., causal) and accountable (i.e., punishable) than they hold themselves for the same workplace mistakes. Independent mean differences within a sample of 286 working adults revealed that people h...
Published on Nov 1, 2014in Journal of Leadership & Organizational Studies1.60
Jeremy R. Brees6
Estimated H-index: 6
(University of Scranton),
Jeremy D. Mackey10
Estimated H-index: 10
(FSU: Florida State University)
+ 1 AuthorsPaul Harvey21
Estimated H-index: 21
(UNH: University of New Hampshire)
This study examines whether subordinates’ perceptions of abusive supervision mediate the relationship between subordinate personality and aggression. Results from a cross-organizational sample of 411 working adults suggest that subordinates’ perceptions of abusive supervision account for some of the variance in the relationships between subordinate Agreeableness, Emotional Stability, Extraversion, and subordinate aggression. This study suggests that social-information processing and perceptions ...
Published on May 1, 2014in Academy of Management Perspectives3.86
Paul Harvey21
Estimated H-index: 21
(UNH: University of New Hampshire),
Kristen Madison9
Estimated H-index: 9
(MSU: Mississippi State University)
+ 2 AuthorsTamara A. Crook2
Estimated H-index: 2
(UT: University of Tennessee)
Individuals make attributions when they infer causes about particular outcomes. Several narrative reviews of attributional research have concluded that attributions matter in the workplace, but note that attribution theory has been underutilized in organizational research. To examine the predictive power of attributions in organizational contexts, we present a meta-analysis of existing attribution theory research. Our findings suggest that attributions have consistently demonstrated effect sizes...
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