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A Field Study of the Antecedents and Performance Consequences of Perceived Accountability

Published on Sep 1, 2014in Journal of Management9.06
· DOI :10.1177/0149206312441208
Neal P. Mero9
Estimated H-index: 9
(KSU: Kennesaw State University),
Rebecca M. Guidice8
Estimated H-index: 8
(UNCW: University of North Carolina at Wilmington),
Steve Werner26
Estimated H-index: 26
(UH: University of Houston)
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Abstract
Building on theoretical and empirical work considering the implications of accountability on individual behavior, the authors explored the antecedents and consequences of individual perceptions of accountability for job performance. Using data from two field samples, the authors considered whether the manager’s monitoring behavior thought to enhance perceptions of accountability for behaviors and outcomes predicted greater perceived accountability for task performance and interpersonal facilitation performance. They also explored whether perceived accountability mediated the relationship between monitoring behavior and subsequent performance. Hierarchical linear modeling indicated that subordinates of managers whose monitoring behavior reinforced perceptions of accountability perceived greater accountability for performance and that this perception mediated the relationship between managerial monitoring behavior and performance. The implications of these results and directions for future research are disc...
  • References (49)
  • Citations (22)
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References49
Newest
Published on Sep 1, 2013in Journal of Management9.06
Herman Aguinis54
Estimated H-index: 54
(IU: Indiana University Bloomington),
Ryan K. Gottfredson12
Estimated H-index: 12
(IU: Indiana University Bloomington),
Steven Andrew Culpepper13
Estimated H-index: 13
Multilevel modeling allows researchers to understand whether relationships between lower-level variables (e.g., individual job satisfaction and individual performance, firm capabilities and performance) change as a function of higher-order moderator variables (e.g., leadership climate, market-based conditions). We describe how to estimate such cross-level interaction effects and distill the technical literature for a general readership of management researchers, including a description of the mu...
Published on Apr 10, 2012
G. David Garson21
Estimated H-index: 21
Published on Mar 4, 2011
John B. Nezlek45
Estimated H-index: 45
(W&M: College of William & Mary)
Introduction Multilevel Random Coefficient Models Basics Multilevel Random Coefficient Models Some Advanced Topics Conceptualizing the Multilevel Structure Using HLM
Published on Sep 1, 2010in Journal of Management9.06
Thomas W. H. Ng40
Estimated H-index: 40
(HKU: University of Hong Kong),
Daniel C. Feldman37
Estimated H-index: 37
(UGA: University of Georgia)
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also positively related to some counterproductive beha...
Published on Nov 1, 2009in Financial Analysts Journal1.82
GreenClifton1
Estimated H-index: 1
(Emory University),
Narasimhan Jegadeesh32
Estimated H-index: 32
(Emory University),
TangYue3
Estimated H-index: 3
(Emory University)
This study concerns the relationship between gender and job performance among brokerage firm equity analysts. Women’s representation in analyst positions dropped from 16 percent in 1995 to 14 percent in 2005. The study found significant gender-based differences in performance on various dimensions. For example, women cover roughly 9 stocks, on average, as compared with 10 for men, and women’s earnings estimates tend to be less accurate than men’s estimates. But the study also found that women ar...
Published on Jul 1, 2009in Organizational Research Methods6.55
David M. LaHuis9
Estimated H-index: 9
(Wright State University),
Matthew W. Ferguson1
Estimated H-index: 1
(IBM)
This study examines the behavior of three tests for significant slope variance in multilevel random coefficient (MRC) models: the Hierarchical Linear Modeling chi-square test, the likelihood ratio test (LRT), and the corrected LRT. Monte Carlo simulations are conducted varying the numbers of groups, group size, and effect size. Results suggest that neither the number of groups nor group size influenced Type I errors. Group size has a stronger effect on power compared with the number of groups. T...
Published on Sep 1, 2008in Human Resource Management Review3.63
Gerald R. Ferris75
Estimated H-index: 75
(FSU: Florida State University),
Timothy P. Munyon11
Estimated H-index: 11
(FSU: Florida State University)
+ 1 AuthorsM. Ronald Buckley35
Estimated H-index: 35
(OU: University of Oklahoma)
Abstract There is perhaps no more central human resources practice than performance evaluation. Scholars have engaged in active research in this area for decades, initially focusing almost exclusively on instrumentation, and, only within the past 25 years or so, considering ‘process issues.’ In this paper, we suggest that performance evaluation is a formal accountability mechanism nested within a complex social, emotional, cognitive, political, and relationship context, which needs careful consi...
Published on Oct 1, 2007in Academy of Management Review10.63
Diane M. Bergeron5
Estimated H-index: 5
(Case Western Reserve University)
Using a resource allocation framework, I propose that the time individuals allocate to organizational citizenship behavior (OCB) may come at the expense of task performance. Because most reward systems favor task performance, individuals may unintentionally hurt their careers by helping the organization. The question then becomes how individuals can engage in OCB and still have positive career outcomes. I explore a number of organizational, situational, and individual variables that may moderate...
Published on Oct 1, 2007in Leadership Quarterly5.63
Michael S. Cole29
Estimated H-index: 29
(HSG: University of St. Gallen),
Arthur G. Bedeian42
Estimated H-index: 42
(College of Business Administration)
Consensus constructs are a common topic in level-of-analysis research and, yet, leadership researchers have failed to consider their theoretical appeal as a contextual factor in the explanation of work-related attitudes and behaviors. Drawing on a sample of 27 naturally occurring occupational groups composed of 828 U.S. Air Force personnel, we examined the degree to which consensus in group members' perceptions of various leadership-climate constructs moderated the relationship between emotional...
Cited By22
Newest
Published on May 7, 2019in Human Performance1.10
Andrew B. Speer2
Estimated H-index: 2
(WSU: Wayne State University),
Andrew P. Tenbrink (WSU: Wayne State University), Michael G. Schwendeman (WSU: Wayne State University)
ABSTRACTDespite their use in practice, calibration meetings of performance appraisal ratings have received little attention in the academic literature to date. The current paper addresses this gap by formally defining calibration meetings and by investigating the nature and impact of calibration meetings on performance ratings across two field studies. Results indicated that calibration meetings do occur in organizations. The nature and cadence of calibration meetings varied considerably, but ma...
Published on May 13, 2019in Journal of Management Development
Regina Candra Dewi (UI: University of Indonesia), Corina D. Riantoputra1
Estimated H-index: 1
(UI: University of Indonesia)
Published on Feb 4, 2019in Personnel Review1.36
Liviu Florea3
Estimated H-index: 3
(WU: Washburn University),
Sorin Valcea4
Estimated H-index: 4
(CSU: Cleveland State University)
+ 1 AuthorsThomas W. Dougherty25
Estimated H-index: 25
(MU: University of Missouri)
Purpose The purpose of this paper is to investigate how individual interviewers’ dispositional cognitive motivations may influence interview interactions and outcomes. More specifically, this study explores the influence of the need for cognition, need for cognitive closure, and accountability on the relationship between first impressions and selection decisions. Design/methodology/approach In total, 41 graduate students were assigned the role of interviewers and were tasked to interview 331 und...
Published on Oct 1, 2018in Human Resource Management Review3.63
Steven T. Tseng1
Estimated H-index: 1
(University of Akron),
Paul E. Levy34
Estimated H-index: 34
(University of Akron)
Abstract Performance management is a critical human resource management practice intended to facilitate performance and development in organizations. Unfortunately, recent discourse among researchers and practitioners suggest that current performance management practices in organizations are less than satisfactory and not effective. A popular recommendation to improve the performance management process is to focus less on the formal procedures and more on the manager-employee interactions embedd...
Published on Jul 19, 2018in Service Industries Journal1.15
You-De Dai (NCNU: National Chi Nan University), Yu-Hsiang Hou1
Estimated H-index: 1
+ 2 AuthorsYing-Chan Liu (NCNU: National Chi Nan University)
ABSTRACTThis study intends to explore the effect of team-member exchange on perceived accountability and organizational citizenship behavior, as well as the potential moderating effects of social loafing in the relationship. Data were collected from full-time hotel employees in northern Taiwan. A convenience sampling method was used to distribute questionnaires to employees in 25 five-star international tourist hotels. A total of 550 questionnaires were distributed, of which 366 were returned an...
Published on Mar 1, 2018in Current Psychology1.47
Seejeen Park1
Estimated H-index: 1
(Kwangwoon University)
The purpose of this study is to develop a measure of rater accountability, test differences in raters and ratees’ perceived level of rater accountability, and examine the positive relationship between an organizational culture promoting accurate appraisals and rater accountability. A total of 374 surveys were collected from full-time civil servants working in four central government agencies and three local government offices in South Korea. The sample consisted of 254 men and 120 women, and the...
Published on Feb 1, 2018in Small Group Research1.22
Chia-Yu Kou1
Estimated H-index: 1
,
Virginia Stewart1
Estimated H-index: 1
The group accountability literature over the past two decades is reviewed in this article. Results are organized according to the theoretical accountability framework proposed by London, Smither, and Adsit (1997). The reviewed literature suggests that group accountability is more dynamic than current conceptualizations allow, and that the priority of accountability demands shifts over time. Building on these insights, the authors extend London et al.’s model to accommodate group accountability a...
Published on Nov 6, 2017in Cogent psychology
Seejeen Park (Kwangwoon University)
In contemporary organizational psychology research, the effect of the leader–membership exchange (LMX) relationship on rater accountability has received little attention. The current study seeks to fill this gap in the literature by explaining how the quality of the LMX relationship between the rater and the audience of appraisal affects rater accountability. Moreover, this paper examines how the upward strategies of both the rater and the ratee influence LMX relationships in the appraisal conte...
Published on Oct 1, 2017in Contemporary Clinical Trials2.28
Abby C. King84
Estimated H-index: 84
(Stanford University),
Ines Campero1
Estimated H-index: 1
(Stanford University)
+ 11 AuthorsDavid K. Ahn34
Estimated H-index: 34
(Stanford University)
Abstract While physical inactivity is a key risk factor for a range of chronic diseases and conditions associated with aging, a significant proportion of midlife and older adults remain insufficiently active. This is particularly true for ethnic minority populations such as Latino adults for whom few culturally adapted programs have been developed and tested. The major objective of this 12-month cluster-randomized controlled trial is to test the comparative effectiveness of two linguistically an...