Emily Hunter, Ph.D.

Associate Professor of Management, Hankamer School of Business

  • Waco TX UNITED STATES

Negotiation and conflict management expert, revolutionizing the fundamentals of workplace psychology

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8 min

Considering a New Year's Resolution for 2019? Baylor Experts Can Help

WACO, Texas (Dec. 17, 2018) – As 2019 approaches, many Americans are considering ways to improve themselves via New Year’s resolutions.Whether it’s personal, like losing weight or clearing clutter, or it’s professional, such as being a better manager or breaking away from smartphones, the options are wide-ranging. Here is a listing of Baylor University research that might help advise those seeking positive change in the coming year.First and Foremost, Resolve not to Over-resolveOnly 10 to 20 percent of people keep their resolutions, says Sara Dolan, Ph.D., associate professor and graduate program director of clinical psychology. She advises setting “bite-sized goals instead of a massive behavior change.”Rather than giving up sugar completely or going all out at the gym, she advises achieving small successes before moving on.Ask Yourself: “Do I really want to work from home?”Many U.S. employees believe working from home – or at least away from the office – can bring freedom and stress-free job satisfaction. A 2018 Baylor University study says, “Not so fast.”The research, led by Sara Perry, Ph.D., assistant professor of management in Baylor University’s Hankamer School of Business, found that:Autonomy is critical to protecting remote employees’ well-being and helping them avoid strain.Employees reporting high levels of autonomy and emotional stability appear to be the most able to thrive in remote-work positions.Employees reporting high levels of job autonomy with lower levels of emotional stability appear to be more susceptible to strain.“Any organization, regardless of the extent to which people work remotely, needs to consider well-being of their employees as they implement more flexible working practices,” the researchers wrote.Read more here.Save Money by being a Better NegotiatorIn today’s retail climate, where stores struggle to keep up with online competition and customers can compare prices with the ease of their smartphones, the price tag is just a starting point for negotiations, said negotiation expert Emily Hunter, Ph.D., associate professor of management in Baylor’s Hankamer School of Business.“No longer do you need to pay sticker price for everything you buy. The customer is now empowered to have a say in pricing, and even hourly retail workers are often empowered to give price discounts when requested,” Hunter said.Hunter said negotiations – whether in a retail setting or in the workplace – require confidence.“Many people are hesitant to negotiate because they don’t know how or they are worried about the other person’s reaction (Will they think I’m greedy?),” she said. “But practice can increase your confidence in your ability to negotiate. Rejection is less common than you fear, and retail stores especially are often willing to work with you.”She offered the following tips to increase the chances of greater deals at the check-out counter.Resolving to Be More Generous in the New YearMany Americans already have enough “stuff,” and the gift-giving season sometimes adds to that collection of things we really don’t need. Instead of always receiving, how can we resolve to be more generous in the New Year?“Whatever our station, however much money or resources we have, we all have something to share and something to give,” says Andy Hogue, Ph.D., senior lecturer in Baylor’s Honors College who teaches a course on philanthropy and the public good. “I like the idea of thinking in terms of a New Year’s resolution, sort of resolving to be more generous and helping people to think in those ways.”Hogue offers individuals and families four ways to develop a spirit of generosity in the New Year.Home Cooking Saves Money, Encourages Better DietThe more home-prepared foods used, the less risk there is of eating too many calories and fat calories, says Baylor University nutrition expert Janelle Walter, Ph.D., professor of family and consumer sciences and Nutrition Sciences Program coordinator. Home cooking also saves money and allows for more fruits, vegetables and dairy products — which often are missing when pre-prepared products are used — as well as less fat, sugar and salt.Some tips for prepping at home are making a precise list, lining up recipes and lists of ingredients, shopping when you aren’t hungry and preparing five main dishes at a time to see you through a few days. Involve your family in choosing foods, shopping and preparing foods, Walter says. Many simple and quick recipes are on online sites, she said, referencing these from Southern Living.Consider a New Approach to DietingMeredith David, Ph.D., assistant professor of marketing in Baylor’s Hankamer School of Business, researched successful dieters and how they were different from others. Her research results have received national attention.“Our research shows that instead of creating rules to avoid one’s favorite treats, dieters should focus on eating healthy foods that they enjoy,” David said. “Dieters who restrict themselves from consuming the foods they love most may be setting themselves up for failure. Instead, they may be better off by allowing occasional ‘treats’ and focusing attention on healthy foods that they enjoy and making it a point to include those tasty but healthy foods in their diet.”Read the full article.Be Humble and HelpfulIn hard times, you know how much a helping hand means — and how humbling those times can be. So it might be good to resolve to look for opportunities to assist in 2019, while remembering not to pat yourself on the back for doing so.A decision to help someone else is influenced by time pressure, number of bystanders, empathy or a person's own distress — but that’s not all, says Baylor researcher Wade Rowatt, Ph.D., professor of psychology and neuroscience.“While several factors influence whether people will volunteer to help, it appears that humble people, on average, are more helpful than individuals who are egotistical or conceited.”Cultivate Patience — and Better Mental HealthPeople who are more patient toward others also tend to be more hopeful, grateful and satisfied with life, says Sara Schnitker, Ph.D., associate professor of psychology and neuroscience. And there is more than one type of patience, including interpersonal patience — dealing with annoying people without losing your cool; handling life hardships — such as illness or unemployment — without frustration or despair; and coping with such daily hassles as traffic jams, computer woes and long lines.In her research, Schnitker invited undergraduates to two weeks of patience training, where they learned to identify feelings and their triggers, regulate their emotions, empathize and meditate. If you want to build your own patience, she recommends following three steps: identify, imagine and sync.First, take a moment to slow down an identify how you are feeling and why you might be feeling that way. Second, try to imagine or reappraise the situation from a different perspective or in a new way that helps you to be calm. Finally, sync with your purpose. Try to connect how what you are doing or enduring helps you pursue larger goals or your life purpose.When Ailing, Talk to A Doctor Instead of Searching the Internet for AnswersRather than heading to the doctor — or even the medicine cabinet — some people turn first to the Internet when they are ailing , according to a Baylor University researcher.Especially for folks who have trouble handling uncertainty, "cyberchondria" — the online counterpart to hypochondria — worsens as they seek answers, says Thomas Fergus, Ph.D., an associate professor of psychology and neuroscience in Baylor's College of Arts & Sciences.“They may become more anxious. And the more they search, the more they consider the possibilities,” he says.Doubts about health also can trigger worries about medical bills, disability and job loss, he said. And that can lead to a Catch-22 of more Googling (sometimes of questionable sources). Rather than giving in to cyberchondria, resolve to call your doctor — and take what you read with a grain of salt.In Conflicts with your Significant Other, Relinquish PowerDuring spats with your spouse or significant other, the most common thing people want is not an apology, but a willingness to relinquish power, says Keith Sanford, Ph.D., professor of psychology and neuroscience in Baylor University's College of Arts & Sciences.That comes in many forms, among them giving a partner more independence, admitting faults, showing respect and being willing to compromise. Following closely behind the desire for shared control was the wish for the partner to show more of an investment in the relationship by such ways as sharing intimate thoughts or feelings, listening and sharing chores and activities, Sanford said.Sleep Better in the New YearWriting a “to-do” list at bedtime may aid in falling asleep, according to a Baylor University study by Michael K. Scullin, Ph.D., director of Baylor’s Sleep Neuroscience and Cognition Laboratory and assistant professor of psychology and neuroscience.Scullin's 2018 research compared sleep patterns of participants who took five minutes to write down upcoming duties versus participants who chronicled completed activities. Scullin suggests that writing a list may allow the brain to “offload” them instead of cycling through them repeatedly.Other hints: Use the bed for sleep rather than studying or entertainment; keep a regular sleep schedule; avoid electronics near bedtime; don’t take long day naps; and stay away from stimulants at least six hours before bedtime.Clear Out Clutter Without Getting Frazzled“Don’t try to organize the entire house in one weekend,” said Elise King, assistant professor in the department of family and consumer sciences. “You are much more likely to complete a task, especially one that you’ve probably been avoiding, if you break it into small goals. Don’t try to clean out an entire room over a weekend; instead, focus on the desk one week, the closet the next, and so forth.”Finally, involve your family, strive to make organization a routine — and reward yourself for your efforts.Break Away from the SmartphoneBaylor marketing researchers James Roberts and Meredith David, Ph.D. have conducted numerous studies on the effects of smartphone technology on relationships. Their studies on “phubbing” – phone snubbing – have garnered national and international interest, given the pervasiveness of smartphone technology and its impact on relationships.Their studies have found:Bosses Who “Phone Snub” Their Employees Risk Losing Trust and Engagement“Phubbing” can damage romantic relationships and lead to higher levels of depressionPeople who are phone snubbed by others are, themselves, often turning to their smartphones and social media to find acceptance“Although the stated purpose of technology like smartphones is to help us connect with others, in this particular instance, it does not,” David said. “Ironically, the very technology that was designed to bring humans closer together has isolated us from these very same people.”

Emily Hunter, Ph.D.Sara Perry, Ph.D.Meredith David, Ph.D.Michael Scullin, Ph.D.Elise  King, MID, M.A.Andy  Hogue

6 min

How to Negotiate the Best Retail Price: Baylor Expert Shares 11 Tips

Confidence in retail negotiations can lead to confidence in salary talks as well, management expert saysIn today’s retail climate, where stores struggle to keep up with online competition and customers can compare prices with the ease of their smartphones, the price tag is just a starting point for negotiations, said a negotiation expert at Baylor University.“No longer do you need to pay sticker price for everything you buy. The customer is now empowered to have a say in pricing, and even hourly retail workers are often empowered to give price discounts when requested,” said Emily Hunter, Ph.D., associate professor of management in Baylor University’s Hankamer School of Business, and an expert in negotiation and conflict management.Hunter said negotiations – whether in a retail setting or in the workplace – require confidence.“Many people are hesitant to negotiate because they don’t know how or they are worried about the other person’s reaction (Will they think I’m greedy?),” she said. “But practice can increase your confidence in your ability to negotiate. Rejection is less common than you fear, and retail stores especially are often willing to work with you.”She offered the following tips to increase the chances of greater deals at the check-out counter.Be nice.First and foremost, always be kind and polite when asking for a discount in retail settings, Hunter said. You are much more likely to be successful if someone wants to help you out, as opposed to demanding a discount or raising your voice to puff up your sense of power. It’s not a power play. Instead, negotiating is a matter of give-and-take.Find defects.It is easier to negotiate an item if you can find something wrong with it. Most stores have a policy in place that allows cashiers and salespeople to offer a moderate discount (typically 10-15 percent), but when they offer it, be persistent and politely try to push them for more.“I’ve negotiated a rug because it was on the sales floor and had frayed edges, a metal cabinet with a dent in the back (Who will ever see that? It’s in the back!), and clothing with a slight stain,” Hunter said. “Point out the defect to the person you are negotiating with and ask for half off.”Look for mark-downs.If an item is marked down or “open-box,” then ask for further discounts, Hunter advised. Remember, the store already acknowledged that the item is worth less than original price and they are likely desperate to be rid of it quickly.“Borrow” a coupon during check-out.When making a purchase, Hunter said she is often asked the question: “Do you have a coupon?” Instead of saying no, she said it might save some money to consider another reply.“Whenever I’m asked this question at check-out, I reply, ‘No, do you have one I could use?’ This works more often than you might think and can result in sweet savings. No clipping required,” she said.Prepare yourself – quickly.When you see an item that could be a good opportunity to negotiate, Hunter said it’s best to prepare quickly with three steps. First, set a strong goal for yourself, usually in the form of a steep discount you will request. Second, set a “redline” price, the highest price you are willing to pay. Third, consider your best alternative – which might be purchasing the same item online for less – if negotiations fail.Find a BATNA.“In negotiation lingo, we call your best alternative your BATNA – Best Alternative to a Negotiated Agreement,” Hunter said. “In retail, it’s extremely important to shop around both at other stores and online to see if the same or a similar item is offered elsewhere for less. This can be your bargaining chip to ask for a discount.”She explained that most big-box stores now have a price-matching policy, but it’s worth trying to go beyond the price match and ask for an additional 10 percent discount, particularly if you agree to purchase at that moment.“Think about it from the store’s perspective,” she said. “They want to keep you from buying from major online retailers, so they might agree to a discount.”Ask for a higher discount than you’re seeking.Let’s say you’re seeking $200 off the price of a refrigerator. Hunter said it’s not wise to start your negotiation by asking for $200 off, because you are almost guaranteed to get less than that.“In negotiations, both sides expect some give-and-take, and the retailer is unlikely to accept your first offer,” she said. “Start by asking for $500 off the fridge and see what they say. Even better, back up your offer by pointing out a defect, a cheaper price online for the same product or evidence of a sale at the same store that just ended.”Pretend you own the business.Think from the seller’s perspective, Hunter advised. Consider what the seller wants from you, the customer.Besides the obvious answer of higher sales and profit, simply offering to write a review online could be very helpful, especially for small businesses.“I once got a great deal on a tool cabinet because I offered to write a positive review on the customer experience survey (you know, the one you get on your receipt that few people fill out?). The manager said that would be wonderful because his store performance is assessed partly based on those customer surveys and he really needed a good review that quarter,” Hunter said.Always negotiate furniture.Hunter said the markup on furniture is often extremely high, as much as 80 percent, and that makes furniture a target for negotiation.“I always negotiate when buying everything from mattresses to sofas to end tables,” she said. “Ask for big discounts at first, as you never know how desperate they are to rotate their stock. And try asking for steeper discounts if you buy multiple pieces, or buying a sofa set and getting the coffee table thrown in for free.”Choose your opponent wisely.When you choose to negotiate, make sure you’re dealing with the people who can make the decisions, Hunter said. Sometimes the clerks on the floor might not be the best option, so jump straight to the cashier or the manager to work with someone who has the authority to make a pricing decision.Remember the ultimate goal. Negotiation is not just about saving a few dollars, Hunter said. Instead, it’s about building negotiating skills.“Negotiating in retail settings can be a helpful practice to build your confidence to negotiate more important items such as salary and work projects,” she said. “While negotiating salary and other relationship-based issues at work differs quite a bit from the strategies described here, the first step is having the confidence to ask.”ABOUT EMILY HUNTER, PH.D.Emily Hunter, Ph.D., associate professor of management in Baylor University's Hankamer School of Business, teaches negotiation and conflict management. Her research on employee work-family issues, workday breaks and deviant behavior has appeared in academic journals such as Journal of Applied Psychology, Journal of Management and Journal of Organizational Behavior. She is also the co-author of "Organized Innovation: A Blueprint for Renewing America's Prosperity."ABOUT BAYLOR UNIVERSITYBaylor University is a private Christian University and a nationally ranked research institution. The University provides a vibrant campus community for more than 17,000 students by blending interdisciplinary research with an international reputation for educational excellence and a faculty commitment to teaching and scholarship. Chartered in 1845 by the Republic of Texas through the efforts of Baptist pioneers, Baylor is the oldest continually operating University in Texas. Located in Waco, Baylor welcomes students from all 50 states and more than 80 countries to study a broad range of degrees among its 12 nationally recognized academic divisions.ABOUT BAYLOR’S HANKAMER SCHOOL OF BUSINESSBaylor University’s Hankamer School of Business provides a rigorous academic experience, consisting of classroom and hands-on learning, guided by Christian commitment and a global perspective. Recognized nationally for several programs, including Entrepreneurship and Accounting, the school offers 24 undergraduate and 13 graduate areas of study. Visit www.baylor.edu/businessand follow on Twitter at twitter.com/Baylor_Business.

Emily Hunter, Ph.D.

4 min

Out of Office: New Baylor Management Study Examines Relationship Between Stress and Remote Work

Researchers say people with high emotional stability and autonomy are best suited for remote-work opportunitiesMany U.S. employees believe working from home – or at least away from the office – can bring freedom and stress-free job satisfaction. A new Baylor University study says, “Not so fast.”The study, published recently in the European Journal of Work and Organizational Psychology, examines the impact of remote work on employee well-being and offers several strategies to help managers provide remote-work opportunities that are valuable to the employee and the company. “Any organization, regardless of the extent to which people work remotely, needs to consider well-being of their employees as they implement more flexible working practices,” the researchers wrote. A total of 403 working adults were surveyed for the two studies that made up the research, said lead author Sara Perry, Ph.D., assistant professor of management in Baylor University’s Hankamer School of Business. The research team measured each employee’s autonomy (the level of a worker’s independence), strain (defined in this study as exhaustion, disengagement and dissatisfaction) and emotional stability.Emotional stability, Perry explained, “captures how even keeled someone is or, on the opposite end, how malleable their emotions are. An example would be if something stressful happens at work, a person who is high on emotional stability would take it in stride, remain positive and figure out how to address it. A person low on emotional stability might get frustrated and discouraged, expending energy with those emotions instead of on the issue at hand.”The research found that:Autonomy is critical to protecting remote employees’ well-being and helping them avoid strain.Employees reporting high levels of autonomy and emotional stability appear to be the most able to thrive in remote-work positions.Employees reporting high levels of job autonomy with lower levels of emotional stability appear to be more susceptible to strain.Perry said the study contradicts past research that says autonomy is a universal need that everyone possesses. Per this research, those who are lower in emotional stability may not need or want as much autonomy in their work.“This lower need for autonomy may explain why less emotionally stable employees don’t do as well when working remotely, even when they have autonomy,” researchers wrote.In addition to their findings, the researchers offered several recommendations for managers who design or oversee remote-work arrangements.The research team advised managers to consider their employees’ behavior when deciding who will work remotely.“I would suggest managers look at employee behaviors, rather than for personality traits, per se,” Perry said. “For example, if someone does not handle stress well in the office, they are not likely to handle it well at home either. If someone gets overwhelmed easily, or reacts in big ways to requests or issues in the office, they are likely less well positioned to work remotely and handle that responsibility and stress.”Based on this study, individuals with high emotional stability and high levels of autonomy are better suited for remote work, but such candidates might not always be available.“If less emotionally stable individuals must work remotely, managers should take care to provide more resources, other than autonomy, including support to help foster strong relationships with coworkers and avoid strain,” they wrote.Managers might also consider providing proper training and equipment for remote work, including proper separation of work and family spaces, clear procedural and performance expectations and regular contact (virtual or face-to-face) with coworkers and managers.ABOUT THE STUDY“Stress in Remote Work: Two Studies Testing The Demand-Control-Person Model,” published in the European Journal of Work and Organizational Psychology, is authored by Sara Perry, Ph.D., assistant professor of management, Hankamer School of Business, Baylor University, Emily Hunter, Ph.D., associate professor of management, Hankamer School of Business, Baylor Univeersity, and Cristina Rubino, professor of management, David Nazarian College of Business and Economics, California State University Northridge.ABOUT BAYLOR UNIVERSITYBaylor University is a private Christian University and a nationally ranked research institution. The University provides a vibrant campus community for more than 17,000 students by blending interdisciplinary research with an international reputation for educational excellence and a faculty commitment to teaching and scholarship. Chartered in 1845 by the Republic of Texas through the efforts of Baptist pioneers, Baylor is the oldest continually operating University in Texas. Located in Waco, Baylor welcomes students from all 50 states and more than 80 countries to study a broad range of degrees among its 12 nationally recognized academic divisions.ABOUT HANKAMER SCHOOL OF BUSINESSBaylor University’s Hankamer School of Business provides a rigorous academic experience, consisting of classroom and hands-on learning, guided by Christian commitment and a global perspective. Recognized nationally for several programs, including Entrepreneurship and Accounting, the school offers 24 undergraduate and 13 graduate areas of study. Visit www.baylor.edu/business and follow on Twitter at www.twitter.com/Baylor_Business.

Emily Hunter, Ph.D.Sara Perry, Ph.D.
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Biography

Dr. Emily M. Hunter, associate professor of management at Baylor's Hankamer School of Business, teaches negotiation and conflict management. Her research on employee work-family issues, stress, and deviant behavior has appeared in academic journals such as Journal of Applied Psychology, Journal of Management and Journal of Organizational Behavior. She is also the co-author of "Organized Innovation: A Blueprint for Renewing America's Prosperity."

She also has received awards for her papers and presentations including "Most Innovative Session Award" from the Southern Management Association in 2010, and is a member of the Academy of Management, Society for Industrial and Organizational Psychology and Southern Management Association.

Hunter received her bachelor's degree in psychology from Loyola University New Orleans in 2003, and her master's degree in 2006 and doctoral degree in 2009 in industrial/organizational psychology from the University of Houston. Before joining the Baylor faculty, she worked as a senior consultant at Assessment and Development, Inc.

Hunter's research interests include negotiation, conflict management, work-family conflict and balance, workplace deviance, servant leadership and workday breaks.

Areas of Expertise

Negotiation and conflict management
Work-Family Issues
Stress
Work-family conflict and balance
Workplace Deviance
Work-Life Balance
Management
Work-Family Boundaries
Servant Leadership
Workday Breaks

Accomplishments

Baylor Fellow

Awarded by Baylor University, 2016

Robert & Robin Nitsche Outstanding Research Award

2016-04-01

Awarded by the Hankamer School of Business

Engineering Management Division Best Presentation

2015-01-01

Awarded by the ASEE Annual Conference

Education

University of Houston Main Campus

Ph.D.

Industrial and Organizational Psychology

2009

University of Houston

M.A.

Industrial and Organizational Psychology

2006

Loyola University New Orleans

B.A.

Psychology

2003

Affiliations

  • Academy of Management
  • American Psychological Association
  • Society for Human Resource Management
  • Society for Industrial and Organizational Psychology
  • Southern Management Association

Media Appearances

Microbreaks can increase your well-being, but only if you do these types of activities, experts say

CNN  online

2022-08-31

Emily Hunter, Ph.D., chair and professor of management at Baylor, is quoted in this article about beneficial microbreaks at work. Hunter, who researches workday breaks, says whatever workers decide to do on their break, it should be something they enjoy, which is associated with a high recovery level after the break.

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9 Things You Can Do During Your Lunch Break to Guarantee a Great Afternoon

Prevention  online

2022-03-09

Emily M. Hunter, Ph.D., professor and chair of management, is quoted in this article about the importance of taking a break during the workday, which can increase productivity and lower burnout rates.

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Not a workaholic? You might have some of the same traits

The Financial  online

2021-09-29

A study by Baylor management faculty Emily M. Hunter, Ph.D., and Dawn S. Carlson, Ph.D., is featured in this article on workaholics and what being a workaholic can mean for the future.

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Answers

How can I negotiate a better retail price?
Emily Hunter, Ph.D.

Many people are hesitant to negotiate because they don’t know how or they are worried about the other person’s reaction. Rejection is less common than you fear, retail stores are often willing to work with you especially if you use the following tips:Be nice: It’s not a power play. Instead, negotiating is a matter of give-and-take.Find defects: It is easier to negotiate an item if you can find something wrong with it.Look for mark-downs: If an item is marked down or “open-box,” then ask for further discounts.Borrow a coupon during checkout: When making a purchase ask the question: “Do you have a coupon?”.Find a BANTA: Your Best Alternative to a Negotiated Agreement.Prepare yourself: Find a goal, set a redline price & consider your best alternatives.Ask for a higher discount than you are seeking: In negotiations, both sides expect some give-and-take, and the retailer is unlikely to accept your first offer.Pretend you own the business: Think from the seller’s perspective, consider what the seller wants from you, the customer.Choose your opponent wisely: When you choose to negotiate, make sure you’re dealing with the people who can make the decisions.Remember the ultimate goal: Negotiation is not just about saving a few dollars. Instead, it’s about building negotiating skills.

Articles

Violating Work-Family Boundaries: Reactions to Interruptions at Work and Home

Journal of Management

2017

Our study builds on recent trends to understand the work-family interface through daily experiences of boundary management. In particular, we investigated boundary violations, or events in which family life breaches the boundary of work and vice versa. Our purpose was to enlighten the process between violations and relevant outcomes, building on the foundations of affective events theory and boundary theory. Specifically, we aim to (1) tease apart boundary violations at work and at home from the established construct of work-family conflict, (2) explore the affective events theory process through which cognitive and affective reactions to boundary violation events contribute to work-family conflict and satisfaction, and (3) examine positive and negative reactions to boundary violations. Findings from a 2-week daily diary study of 121 employed participants partially supported our predictions. Boundary violations contributed to general perceptions of work-family conflict both directly and indirectly through cognitive appraisals of thwarted goals and, in the work domain, negative affective reactions. Violations were also related to satisfaction through goal appraisal. Finally, benefits in the form of positive affect were found from boundary violations due to facilitated goals in the interrupting domain.

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A servant leader and their stakeholders: When does organizational structure enhance a leader's influence?

The Leadership Quarterly

2016

Accumulating evidence finds servant leadership is related to critical employee and organizational criteria, but only a limited amount of studies link servant leaders to both internal and external stakeholder outcomes. Moreover, there remains a great deal to learn regarding the conditions under which this influence is enhanced or diminished. We address these limitations in the literature by testing a multilevel model that hypothesizes servant leadership is related to nurse behavior and satisfaction as well as patient satisfaction. Further, drawing upon contingency theory, we test a contextual moderator, organizational structure, as a potential enhancer of the relationships between servant leadership and these outcomes. Using a sample of 1485 staff nurses and 105 nurse managers at nine hospitals, we demonstrated that servant leadership is directly related to more nurse helping and creative behavior, and it is related to patient satisfaction through nurse job satisfaction. Also, organizational structure acted as a moderator to enhance the influence of servant leadership on creative behavior as well as patient satisfaction through nurse job satisfaction. Limitations and future research directions are discussed.

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We all seek revenge: The role of honesty-humility in reactions to incivility

Journal of Behavioral and Applied Management

2016

Based on the theoretical foundations of equity theory, we assess two potential responses to coworker incivility – an overt means of revenge (i.e., increase in interpersonal deviance) and a covert means of revenge (i.e., reduction of organizational citizenship behaviors). We examined the moderating role of the personality trait Honesty-Humility on these relationships in 322 full time employees. Using data from two points in time, we found that Honesty-Humility moderated the relationships such that respondents who were lower in Honesty-Humility were more likely to engage in overt revenge due to coworker incivility, whereas those who were higher in Honest-Humility took a different path and demonstrated the propensity to engage in covert revenge by reducing their engagement in organizational citizenship behaviors. Future research and practical implications are discussed.

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