Center Research

The center’s cross-disciplinary research program involves faculty champions throughout the Smith School who work with other educational institutions and leaders in business, non-profits, and government.

Major Areas of Research

  • Executive coaching—process & consequences
  • Leadership, team empowerment, and knowledge-sharing
  • Leadership of virtual teams
  • Leading creativity/innovation
  • Leading organizational change from multiple levels

List of Recent Publications

Sherf, E.N.*, Tangirala, S., & Venkataramani, V. (Provisionally Accepted). Why Managers Don’t Seek Voice from Employees: The Importance of Managers’ Personal Control and Long-Term Orientation. Organization Science.

Hill, S. N.* & Bartol, K. M. (2018). Improving communications in virtual teams: Five strategies to boost performance. MIT Sloan Management Review, 18-19.

Lu, S.*, Bartol, K. M., Venkataramani, V., Zheng, X., & Liu, X. (2018). Pitching Novel Ideas to the Boss: The Interactive Effects of Employees’ Idea Enactment and Influence Tactics on Creativity Assessment and Implementation. Academy of Management Journal.

Chen, G., Smith, T. A., Kirkman, B. L., Zhang, P., Lemoine, G. J., & Farh, J. (2018). Multiple Team Membership and Empowerment Spillover Effects: Can Empowerment Process Cross Team Boundaries? Journal of Applied Psychology.

Derfler-Rozin, R., Baker, B.*, & Gino, F. (2018). Comprised Ethics in Hiring Processes? How Referrers’ Power Affects Employees’ Reactions to Referral Practices. Academy of Management Journal, 61(2), 615-636. doi:10.5465/amj.2015.1355

Sherf, E.N.*, Sinha, R., Tangirala, S., & Awasty, N. (2018). Centralization of member voice in teams: Its effects on expertise utilization and team performance. Journal of Applied Psychology.

Zheng, X., Qing, X., Liu, X., & Liao, H. (2018). What will creative employees do? Exploring when and how creativity leads to more workplace deviant behavior. Journal of Business Ethics. 

Farh, C*., & Chen, G. (2018). Leadership and member voice in action teams: Test of a dynamic phase model. Journal of Applied Psychology.

Gibson, K., Harari, D., & Marr, J. C. (2018). When sharing hurts: How and why self-disclosing weakness undermines the task-oriented relationships of higher status disclosers. Organizational Behavior and Human Decision Processes.

Wee, E.*, Liao, H., Liu, D., & Liu, J. (2017). Moving from abuse to reconciliation: A power-dependency perspective on when and how a follower can break the spiral of abuse. Academy of Management Journal.

Han, J. H*., Liao, H., Taylor, M. S., Kim, S. (2017). Effects of high-performance work system on transformational leadership and team performance: Investigating the moderating roles of organizational orientations. Human Resource Management. 

Parke, M. R*., Weinhardt, J. M., Brodsky, A., Tangirala, S., DeVoe, S. (2017). When daily planning improves performance: The importance of planning type, engagement and interruptions, Journal of Applied Psychology.

Taylor, M. S. (2017) Effects of High-Performance Work System on Transformational Leadership and Team Performance: Investigating the Moderating Roles of Organizational Orientations. Human Resource Management.

Hong, Y., Liao, H., Sturman, M., & Jiang, Y. (2017). High performance work systems for service quality: Boundary conditions and influence processes. Human Resource Management.

Wee, E. X. M*., & Taylor, M. S. (2017). Attention to Change: A Multilevel Theory on the Process of Emergent Continuous Organizational Change. Journal of Applied Psychology.

Grosser, T. J., Venkataramani, V., & Labianca, G. (2017). An alter-centric perspective on employee innovation: The importance of alters' creative self-efficacy and network structure. Journal of Applied Psychology102(9), 1360-1374. doi:10.1037/apl0000220

Li, A. N.*, Liao, H., Tangirala, S., & Firth*, B. (2017). Differential effects of promotive and prohibitive voice behaviors on team productivity and safety performance. Journal of Applied Psychology.

Li, A.N*., Liao, H., Tangirala, S., & Firth, B.M*. (2017). The content of the message matters: The differential effects of promotive and prohibitive team voice on team productivity and safety performance gains. Journal of Applied Psychologydoi: 10.1037/apl0000215.

Lanaj, K., Foulk, T.A., & Hollenbeck, J. (2017). The benefits of not seeing eye to eye with leadership: Divergence in risk preferences impacts multiteam system behavior and performance.  Academy of Management Journal.

Woolum, A.H., Foulk, T.A., Lanaj, K., & Erez, A. (2017). Rude-colored Glasses: How exposure to morning rudeness can contaminate your day. Journal of Applied Psychology.

Venkatesh, V., Windeler, J. B., Bartol, K. M., and Williamson, I. O.  (2017). Person-organization and person-job fit perceptions of new IT employees: Work outcomes and gender differences. MIS Quarterly, 41, 525-558.

Campbell, E.*, Liao, H., Chuang, A., Zhou, J., & Dong, Y.* (2017). Hot shots and cool reception? Social consequences of high performance at work. Journal of Applied Psychology, 102, 845-866.

Gilbert, E., Foulk, T.A., & Bono, J. (2017). Building positive resources through interventions: An integrative review.  Journal of Organizational Behavior.

Sherf, E. N*., Tangirala, S., & Connealy-Weber, K. (2017). It is not my place! Psychological standing and men’s voice and participation in gender parity initiatives. Organization Science, 28(2), 193-210.

Parke, M.*, & Seo, M. 2017. The Role of Affect Climate in Organizations. Academy of Management Review, 42: 334-360.

Derfler-Rozin, R., Baker, B.*, & Gino, F. (2017). Compromised Ethics In Hiring Processes? How Referrers' Power Affects Employees' Reactions To Referral Practices. Academy of Management Journal.

Foulk, T.A., Lanaj, K., Tu, M., Erez, A., & Archambeau, L. (2017).  Heavy is the head that wears the crown:  An actor-centric approach to psychological power, abusive leader behavior, and perceived incivility.  Academy of Management Journal.

Dong, Y.*, Bartol, K. M., Zhang, Z., & Li, C. (2017). Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual-focused transformational leadership. Journal of Organizational Behavior38(3), 439-458. doi:10.1002/job.2134

Kozlowski, S. J., Chen, G., & Salas, E. (2017). One hundred years of the Journal of Applied Psychology: Background, evolution, and scientific trends. Journal of Applied Psychology102(3), 237-253. doi:10.1037/apl0000192

Salas, E., Kozlowski, S. J., & Chen, G. (2017). A century of progress in industrial and organizational psychology: Discoveries and the next century. Journal of Applied Psychology102(3), 589-598. doi:10.1037/apl0000206

Zheng, X., Li, N., Harris, T. B., & Liao, H. (2017). Unspoken yet Understood: An Introduction and Initial Framework of Subordinates’ Moqi with Supervisors. Journal of Management.

Derfler-Rozin, R., Moore, C., & Staats, B. (2016). Reducing Organizational Rule Breaking through Task Variety: How Task Design Supports Deliberative Thinking. Organization Science, 27(6), 1361-1379.

Jiang, K., Hu, J., Hong, Y., Liao, H., & Liu, S. (2016). Do it well and do it right: Impact of service climate and ethical climate on business performance and the boundary conditions. Journal of Applied Psychology.

Kanfer, R., & Chen, G. (2016). Motivation in organizational behavior: History, advances and prospects. Organizational Behavior and Human Decision Processes, 136, 6-19.

D’Innocenzo, L., Luciano, M., Mathieu, J. E., Maynard, M. T., & Chen, G. (2016). Empowered to perform: A multilevel investigation of the influence of empowerment on performance in hospital units. Academy of Management Journal, 59, 1290-1307.

Kakkar, H., Tangirala, S., Srivastava, N., & Kamdar, D. (2016). The dispositional antecedents of promotive and prohibitive voice. Journal of Applied Psychology, 101, 1342-1351.

Hong, Y, Liao, H., Raub, S., & Han, J. H.* (2016). What it takes to get proactive: An integrative multi-level model of the antecedents of personal initiative. Journal

of Applied Psychology, 101, 687-701.

Hill, N. Sharon*, & Bartol, K. M. (2016). Empowering leadership and effective collaboration in geographically-dispersed teams. Personnel Psychology, 69, 159-198.

Jin, S.*, Seo, M., & Shapiro, D. (2016). Do happy leaders lead better? Affective and attitudinal antecedents of transformational leadership. Leadership Quarterly, 27: 64-84.

Venkataramani, V., Zhou, L.*, Wang, M., Liao, H., & Shi, J. (2016). Social Networks and Employee Voice: The Influence of Team Members' and Team Leaders' Social Network Positions on Employee Voice. Organizational Behavior and Human Decision Process, 132, 37-48.

Managerial Development
Smith Business Magazine, Spring 2010

Want to develop leadership for the next generation? Try stretch assignments. 

Developing Managers with Stretch Assignments
Smith Business Close-Up, November 2009

In this edition of Smith Business Close-Up Paul Tesluk talks about how to help employees stretch to develop into top managers.

Developing Managerial Talents Through Stretch Assignments
Research @ Smith, October 2009

On-the-job experience can be a powerfully transformative tool for professional growth—in fact, research indicates it may be the primary vehicle for learning critical leadership skills.

Leadership Development from Research to Practice
Research @ Smith, September 2008

The Smith School’s Center for Human Capital, Innovation and Technology (HCIT) explores issues at the intersection of these three key management resources and leverages this knowledge to help organizations develop their leaders to their fullest potential.

Creating the Best Environment for Knowledge Sharing
Smith Business Magazine, Spring 2007

Business success in the digital era is driven by information; knowledge sharing within organizations is crucial but not easy to achieve.

Motivational Mechanisms and Knowledge Sharing
Research @ Smith, January 2007

Understanding the different factors that motivate workers to share knowledge, and the ways that those factors interact, can help managers create an environment that results in the greatest amount of knowledge sharing, utilization and performance.

*Doctoral students or doctoral program graduates