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Mark J. Martinko
Florida A&M University
AttributionPsychologyCognitionAbusive supervisionSocial psychology
8Publications
4H-index
137Citations
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Publications 9
Newest
#1Stacey R. Kessler (MSU: Montclair State University)H-Index: 9
#2Kevin T. Mahoney (South Dakota State University)H-Index: 1
Last. Paul E. Spector (USF: University of South Florida)H-Index: 83
view all 5 authors...
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...
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#1Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
#2Jeremy D. Mackey (AU: Auburn University)H-Index: 11
Source
#1Jeremy D. Mackey (AU: Auburn University)H-Index: 11
#2Jeremy R. Brees (University of Scranton)H-Index: 6
Last. Paul Harvey (UNH: University of New Hampshire)H-Index: 22
view all 6 authors...
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...
8 CitationsSource
#1Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
#2Jeremy D. Mackey (AU: Auburn University)H-Index: 11
Last. Jeremy R. Brees (NAU: Northern Arizona University)H-Index: 6
view all 6 authors...
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...
4 CitationsSource
#1Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
#2Brandon Randolph-Seng (Texas A&M University–Commerce)H-Index: 9
Last. Stacey R. Kessler (MSU: Montclair State University)H-Index: 9
view all 6 authors...
We examined the direct and interactive effects of respondents’ implicit leadership theories (ILTs), attribution styles, and performance cues on leadership perceptions. After first assessing respondents’ implicit leadership theories and attribution styles, the participants were randomly assigned to one of nine performance cue conditions ([leader performance: low vs. average vs. high] × [follower performance: low vs. average vs. high]), observed the same leader’s behavior via video, and rated the ...
1 CitationsSource
#1Jeremy D. Mackey (AU: Auburn University)H-Index: 11
#2Rachel E. Frieder (ODU: Old Dominion University)H-Index: 6
Last. Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
view all 4 authors...
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. ...
107 CitationsSource
#1Paul Harvey (UNH: University of New Hampshire)H-Index: 22
#2Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
Last. Nancy Borkowski (UAB: University of Alabama at Birmingham)H-Index: 11
view all 3 authors...
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...
14 CitationsSource
#1Jeremy R. Brees (University of Scranton)H-Index: 6
#2Mark J. Martinko (FAMU: Florida A&M University)H-Index: 4
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...
3 CitationsSource
#1Jeremy D. MackeyH-Index: 11
#2Mark J. MartinkoH-Index: 32
1 CitationsSource
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