5 found
  1.  20
    Is Leader Humility a Friend or Foe, or Both? An Attachment Theory Lens on Leader Humility and Its Contradictory Outcomes.K. Bharanitharan, Zhen Xiong Chen, Somayeh Bahmannia & Kevin B. Lowe - 2019 - Journal of Business Ethics 160 (3):729-743.
    As studies continue to accumulate on leader humility, it has become clear that humility in a leader is largely beneficial to his or her followers. While the majority of the empirical research on this topic has demonstrated the positive effects of leader humility, this study challenges that consensus by arguing that a leader’s humble behavior can have contradictory outcomes in followers’ voice behavior. Drawing on attachment theory, we develop a model which takes into account the ways in which leader humility (...)
    Direct download (2 more)  
    Export citation  
    Bookmark   5 citations  
  2.  47
    The Impact of Diversity Promise Fulfillment on Professionals of Color Outcomes in the USA.E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris - 2010 - Journal of Business Ethics 91 (4):501-518.
    This paper explores the relationship between psychological contract violations (PCVs) related to diversity climate and professional employee outcomes. We found that for our sample of US professionals of color including US-born African Americans, Hispanics, Asians, and Native Americans, employee perceptions of breach in diversity promise fulfillment (DPF), after controlling for more general organizational promise fulfillment (OPF), led to lower reported organizational commitment (OC) and higher turnover intentions (TI). Interactional justice partially mediated the relationship between DPF and outcomes. Procedural justice and (...)
    Direct download (4 more)  
    Export citation  
    Bookmark   3 citations  
  3.  39
    Impact of Leader Racial Attitude on Ratings of Causes and Solutions for an Employee of Color Shortage.E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris - 2006 - Journal of Business Ethics 73 (2):129-144.
    Diversity scholars have emphasized the critical role of corporate leaders for ensuring the success of diversity strategic initiatives in organizations. This study reports on business school leaders’ attributions regarding the causes for and solutions to the low representation of U.S. faculty of color in business schools. Results indicatethat leaders with greater awareness of racial issues rated an inhospitable organizational culture as a more important cause and cultural change and recruitment as more important solutions to faculty of color under-representation than did (...)
    Direct download (4 more)  
    Export citation  
    Bookmark   4 citations  
  4.  29
    An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes.E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris - 2012 - Journal of Business Ethics 110 (3):247-258.
    This study examined the relative effect of diversity climate dimensions captured by two measures: Mor Barak et al.’s (Journal of Applied Behavioral Science, 34:82–104, 1998 ) diversity climate scale and Chrobot-Mason’s (Journal of Managerial Psychology 18:22–45, 2003 ) diversity promise fulfillment scale on professional employee of color outcomes: organizational commitment (OC) and turnover intentions. We hypothesized that the two scales would measure different aspects of diversity climate. We further hypothesized that the different climate dimensions would interactively affect the employee of (...)
    Direct download (6 more)  
    Export citation  
    Bookmark   1 citation  
  5.  25
    Addressing Internal Stakeholders’ Concerns: The Interactive Effect of Perceived Pay Equity and Diversity Climate on Turnover Intentions.E. Holly Buttner & Kevin B. Lowe - 2017 - Journal of Business Ethics 143 (3):621-633.
    Stakeholder theory has received greater scholarly and practitioner attention as organizations consider the interests of various groups affected by corporate operations, including employees. This study investigates two dimensions of psychological climate, specifically perceived pay equity and diversity climate, for one such stakeholder group: racioethnic minority professionals. We examined the main effect of U.S. professionals’ of color pay equity perceptions, and the influence of perceived internal and external pay equity on turnover intentions. We also investigated the interactive effect of perceptions of (...)
    Direct download (2 more)  
    Export citation