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PhD Candidate 2013
Yuntao Dong is a doctoral candidate of organizational behavior and human resource management at the Robert H. Smith School of Business. Her research seeks to understand how leadership, HR practices, and individual differences combine to shape individual outcomes (e.g., performance, creativity, and turnover) in various contexts, such as work teams, challenging environments, and virtual organizations. Her work has been under review at top-tier peer-review journals and received the Academy of Management OB Division
Most Innovative Student Paper Award and MOC Division “Cognition in the Rough” PDW
Best Proposal Award.
Dissertation title
A Job Demands-Resources View of Leader Empowering Behaviors: A Multilevel Investigation
Dissertation Summary
Empowering leader behaviors have been generally suggested to motivate employees and facilitate their goal achievement, but they can also be challenging and demanding. My dissertation thus incorporates the job demands-resources framework to understand both motivational and demanding impacts of empowering leader behaviors on individual performance in a multilevel context. Specifically, at the individual level, I found that empowering leadership induced higher levels of job demands. The perceived job demands in turn influenced followers’ burnout and ultimately related to individual performance. At the team level, empowerment climate facilitated team relational and cognitive exchanges, which served as team resources to help individual members cope with the job demands by showing a top-down moderating effects on the individual-level relationships.
Dissertation Chair: Kathryn M. Bartol
Dissertation Committee Members
Primary Research Areas
- Leadership and leadership development
- Team dynamics and individual effectiveness
- Virtual HR and virtual relationships in organizations
Primary Teaching Interests
- Organizational behavior
- Leadership
- Human resource management
- Research methods
Selected Publications, Conference Presentations, and Work- in-Progress
Dong, Y., Seo, M., & Bartol, K. M. No
pain, no gain: An affect-based model of developmental job
experience and the buffering effects of emotional
intelligence. Invited for a third-round review at Academy of Management
Journal.
Bartol, K. M., & Dong, Y. Linked in: Virtual HR value as an influence on psychological empowerment, embeddedness, and turnover among newcomers. Revise-and-Resubmit at
Journal of Applied Psychology.
Dong, Y., Liao, H., Chuang, A., Zhou, J., & Campbell-Bush, E. M. (2012). An invisible hand in employee service creativity: Customer empowering behaviors. In Leslie A. Toombs (Ed.), Proceedings of the 72nd Annual Meeting of the
Academy of Management (CD), ISSN 1543-8643. This paper won OB Division Most Innovative Student Paper Award and Best Paper Proceedings for AOM 2012.
Bartol, K. M., & Dong, Y. (2012). Virtual EOR: Linking in to the challenge of increasing virtual employee-organizational relationships. In Shore, L. M., Coyle-Shapiro, J. A., & Tetrick, L. E. (Eds.), The Employee-Organization Relationship: Applications for the 21st Century. New York, NY: Applied Psychology Series, Psychology Press/Routledge.
Honors and Awards
Most Innovative Student Paper Award, Organizational Behavior Division, the Academy of Management (2012)
Jacob K. Goldhaber Travel Award, University of Maryland, College Park (2012)
Outstanding Reviewer Award, Organizational Behavior Division, the Academy of Management (2011)
Best Proposal Award, Cognition in the Rough PDW, Managerial and Organizational Cognition Division, the Academy of Management (2008)
Dean's Research Fellowship, Robert H. Smith School of Business, University of Maryland (2007-2011)
References
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