Directory

Joo Hun Han

Phone: 
301-980-4112
Bio: 

Joo Hun Han studies the intersections between leadership and human resource practices as they influence individual and group performance. For example, his dissertation examines how a leader's development of differentiated exchange relationship with group members works in tandem with incentive pay practices in affecting work groups' emotional states, processes, and ultimately performance. He won the SHRM foundation dissertation grant award from the HR division of the Academy of Management. He received his M.S. and B.A. from Seoul National University in Korea.

Dissertation Title
Admiration and Envy as an Impetus: Joint Effects of Leader-Member Exchange Differentiation and Group Incentive Pay on Group Emotions, Coordination, and Performance

Dissertation Summary
My dissertation addresses an important puzzle in the leadership literature: leaders do not develop the same quality of exchange relationship across different group members; is such leaders’ differentiated development of leader-member exchange (LMX) relationship (i.e., LMX differentiation) good or bad for work group functioning? On the one hand, LMX differentiation may contribute to group functioning because it can facilitate a clear division of labor and direction. On the other hand, it may cause relational problems among followers, thereby impairing the group functioning. Drawing upon social comparison and emotions theories, I propose that LMX differentiation may enhance the effectiveness of group coordination and performance to the extent that it creates group members’ collective admiration rather than envy toward each other, which will more likely arise when the group members are rewarded based on group, rather than individual, performance. That is, when combined with group performance-based pay, LMX differentiation will lead to effective group coordination and performance by fostering groups’ feeling of admiration. By contrast, it will undermine the group functioning by inducing groups’ feeling of envy when accompanied by individual performance-based pay. Using data on 1,007 sales groups in a major Chinese retailer, I find initial evidence that group performance-based pay enables LMX differentiation to improve group coordination via group admiration.

Dissertation Chair: Hui Liao

Dissertation Committee Members

Primary Research Areas

  • Leadership processes with focus on organizational contextual influences and social comparison processes
  • Strategic human resource management and compensation

Primary Teaching Interests

  • Organizational Behavior
  • Human Resource Management
  • General Management

Selected Publications, Conference Presentations, and Work- in-Progress

Publications and manuscripts under review:

Han, J., Liao, H., Kim, S., & Han, J. (in press) The Impact of Organizational Empowerment Climate on Empowering Leadership and Employee Job Performance: A Cascading and Contingency Model. Academy of Management Annual Meeting Proceedings (73rd), Orlando, August, 2013.

Han, J., Liao, H., Kim, S., & Han, J. The Impact of Organizational Empowerment Climate on Empowering Leadership and Employee Job Performance: A Cascading and Contingency Model. Under review at Academy of Management Journal.

Han, J., Bartol, K. M., & Kim, S. Tightening up the Performance-Pay Linkage: Roles of Profit-Sharing and Contingent Reward Leadership in the Cross-Level Influence of Pay-for-Performance. Under review at Journal of Applied Psychology.

Han, J., Liao, H., Taylor, M. S., & Kim, S. Organizational Contextual Influences on the Emergence of Transformational Leadership and Its Impact on Team Performance. Under review at Journal of Management.

Han, J., & Stevens, C. K. Are High-Performance Work Systems Always Effective? Matching Firms’ HR Systems to their Innovation Strategy Implementation. Under review at Personnel Psychology.

Sharma, P. N., Han, J. & Lepak, D. Tall Poppies? When Coworker Displays of Self-leadership behaviors Precipitate Leader and Group Social Undermining. Under review at Journal of Management.

Conference presentations:

Han, J., Liao, H., Kim, S., & Han, J. The Impact of Organizational Empowerment Climate on Empowering Leadership and Employee Job Performance: A Cascading and Contingency Model. Paper accepted to present at the Academy of Management Meeting, Orlando, August, 2013.

Lewis, K., Reger, R., Stevens, C. K., Han, J., & Searcy, D. W. Cross-Understanding, Conflict, and Shared Mental Models. Paper accepted to present at the Academy of Management Meeting, Orlando, August, 2013.

Han, J., & Stevens, C. K. Are High-Performance Work Systems Always Effective? Matching Firms’ HR Systems to their Innovation Strategy Implementation. Paper presented at the National Science Foundation-funded Research Development Workshop at the Atlanta Competitive Advantage Conference (ACAC), Atlanta, Georgia, May, 2013.

Han, J., Searcy, D. W., Reger, R., Stevens, C. K., & Lewis, K. Risk-taking in the Top Management Teams: Investigating the Moderating Roles of Team Processes. Paper presented at the Academy of Management Meeting, Boston, August 2012.

Han, J., Bartol, K. M., & Kim, S. The Formation of Leader’s Attribution of OCB Motives and Its Impact on OCB Performer. Paper presented at the Academy of Management Meeting, Boston, August 2012.

Han, J., Liao, H., Taylor, M. S., & Kim, S. Contextualizing Transformational Leadership: Cross-level Investigation of Follower Extraversion and High Performance Work System as Enhancers of Transformational Leadership. Paper presented at the International Association for Chinese Management Research Conference, Hong Kong, June 2012.

Han, J., Liao, H., Taylor, M. S., & Kim, S. Combined Effects of High-Performance Work Systems and Transformational Leadership on Job Performance. Paper presented at the Academy of Management Meeting, San Antonio, August 2011.

Han, J., Bartol, K. M., & Kim, S. Interactive Effects of Individual Pay-For-Performance and Profit-Sharing on Employee Performance. Paper presented at the 26th Annual Conference of the Society of Industrial Organization Psychology, Chicago, April 2011.

Han, J., Liao, H., Taylor, M. S., & Kim, S. The effects of HRM and organizational context on transformational leadership and team performance. Paper presented at the Academy of Management Meeting, Montreal, August 2010.

Honors and Awards

SHRM Foundation Dissertation Grant Award, Human Resources Division, Academy of Management, 2013.

Best Paper Proceedings, Organizational Behavior Division, Academy of Management Meeting, Orlando, August 2013.

Nominated Participant, Doctoral Student Consortium, Human Resources Division, Academy of Management Meeting, Orlando, August 2013.

Best PhD Student Paper Award (Shinhan Bank Awards for Korean Research Students), Association of Korean Management Scholars, August 2012.

Dean’s Research Fellowship, Smith School of Business, University of Maryland, 2008 – 2012.

Top 15% Teaching Award, Smith School of Business, University of Maryland, December 2011

Best PhD Student Paper Award (Shinhan Bank Awards for Korean Research Students), Association of Korean Management Scholars, August 2010.

Teaching Fellowship, Seoul National University, September 2005 – August 2007.

Summa Cum Laude, Seoul National University, February 2002.

Academic Achievement Fellowship, Seoul National University, March 1999 – February 2002.

References