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Kris Byron
J. Mack Robinson College of Business
21Publications
7H-index
508Citations
Publications 21
Newest
#1Kris Byron (J. Mack Robinson College of Business)H-Index: 7
#2Blaine Landis (UCL: University College London)H-Index: 4
Understanding the social landscape at work helps employees accomplish organizational goals. A growing body of evidence, however, suggests that people are fallible perceivers of their work relations...
Source
#1David A. Harrison (University of Texas at Austin)H-Index: 51
#2Corinne Post (Lehigh University)H-Index: 16
Last.Kris Byron (GSU: Georgia State University)H-Index: 7
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#1François Neville (McMaster University)H-Index: 1
#2Kris Byron (GSU: Georgia State University)H-Index: 7
Last.Andrew Ward (Lehigh University)H-Index: 12
view all 4 authors...
Although increased board independence is a commonly offered solution to curbing corporate misconduct, scholars have expressed skepticism about its effectiveness, and empirical evidence is mixed. We argue that the relationship between board independence and corporate misconduct is likely nuanced—and may vary by the type of independence (e.g., independence on the whole board or on the audit committee) and by national context. We conducted a meta-analysis of 135 studies spanning more than 20 countr...
1 CitationsSource
#1Kris Byron (GSU: Georgia State University)H-Index: 7
#2Suzanne J. PetersonH-Index: 25
Last.Jeffery A. LePine (ASU: Arizona State University)H-Index: 20
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Self-regulation seems crucial to understanding how employees perform under stress because employees must regulate their thoughts, feelings, and behavior to deal effectively with work stress. Integrating regulatory focus theory and the challenge–hindrance stressor framework, we theorized that the effects of regulatory focus on job performance would vary as a function of the level of stress employees experience. Specifically, we contend that employees are more efficacious and motivated (and thus p...
3 CitationsSource
#1Emily D. Heaphy (UMass: University of Massachusetts Amherst)H-Index: 1
#2Kris Byron (GSU: Georgia State University)H-Index: 7
Last.David M. Sluss (Georgia Institute of Technology)H-Index: 12
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Relationships are fundamental to organizations and organizing. In this Special Topic Forum on the Changing Nature of Work Relationships, we describe important contextual shifts that have implications for work relationships: how they form and develop, what they look like, and what effects they may have. Throughout the articles the authors take an expansive look at work relationships—considering the many types at multiple levels—and examine how they impact individuals and organizations. Here we re...
5 CitationsSource
#1Christopher S. Reina (VCU: Virginia Commonwealth University)H-Index: 3
#2Kristie M. Rogers (Marquette University)H-Index: 6
Last.Peter W. Hom (ASU: Arizona State University)H-Index: 33
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Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services directors and objective lagged turnover data. Usin...
3 CitationsSource
#1Matt Zingoni (College of Business Administration)H-Index: 1
#2Kris Byron (J. Mack Robinson College of Business)H-Index: 7
Whether individuals believe that ability can change through effort (incremental theorists) or is fixed (entity theorists) influences self-regulation in achievement situations – especially in response to failure. Explaining why past studies have found mixed results, our findings from two experiments suggest that individuals’ theory of ability interacts with whether feedback compares their performance to others or to an absolute standard. Further, those who believe or were induced to believe that ...
7 CitationsSource
#1Kris Byron (J. Mack Robinson College of Business)H-Index: 7
#2Corinne Post (Lehigh University)H-Index: 16
Research Question Whether and how women directors influence firms' engagement in socially responsible business practices and social reputation among diverse stakeholders is unclear due to conflicting empirical evidence, the lack of a coherent theory linking these variables, and inattention to the national contexts in which these relationships occurs. Research Findings Results from our meta-analysis of 87 independent samples suggest that, while generally positive, the female board representation–...
43 CitationsSource
#1Blaine LandisH-Index: 4
#2Kris Byron (GSU: Georgia State University)H-Index: 7
We challenge the assumption in network research that employees accurately perceive their social ties, and offer new theory concerning how employees misperceive their ties to others. We explore two ways employees misperceive their social ties at work: (a) when the employee believes a tie exists when the other person does not (or believes it is stronger than the other person does), which we refer to as imagined ties, and (b) when the employee believes a tie does not exist when the other person doe...
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#1Kris ByronH-Index: 7
#2Shalini Khazanchi (RIT: Rochester Institute of Technology)H-Index: 7
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