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Philip Michael Podsakoff (born 1948) is an American management professor, researcher, author, and consultant who held the John F. Mee Chair of Management at Indiana University. [1] Currently, he is the Hyatt and Cici Brown Chair in Business at the University of Florida. [2]
Podsakoff was born in Fresno, California, earned a BA and MBA from California State University Fresno, and a DBA from Indiana University in 1980. His dissertation thesis was titled "Performance models, microeconomics and schedule responding in humans." [3] Upon graduation from the doctoral program, he joined the management faculty of the Ohio State University for two years (1980–1982), and then returned to Indiana University as an assistant professor in the Management department, where he spent most of his career (1982–2013). He became an Emeritus professor at Indiana University in 2013, and joined the faculty of the Warrington College of Business at the University of Florida in Gainesville, FL. [2] Podsakoff has also consulted with several domestic and international companies, including Ashland Chemical Co., Dow Chemical, Duke Realty, Eli Lilly and Company, General Electric, Kimball International, Harrah's Entertainment, Price Waterhouse Coopers, Prudential Insurance Company of America, State Farm Insurance Company, and Texas Gas Company. [4] Philip is married to Vernie (Vera, nee Kochergin) Podsakoff; they have one child, Nathan Podsakoff, who is a professor in the Eller College of Management at the University of Arizona. [5]
According to the Web of Science, Podsakoff's research has been cited over 109,000 (h index = 56); and according to Google Scholar, his work has received over 209,000 citations (h index = 79). [15]
Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
In industrial and organizational psychology, organizational citizenship behavior (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. Organizational citizenship behavior has been studied since the late 1970s. Over the past three decades, interest in these behaviors has increased substantially.
Edwin A. Fleishman was an American psychologist best known for his work in the field of industrial and organizational psychology. Among his notable achievements was a taxonomy for describing individual differences in perceptual-motor performance. The Fleishman Job Analysis Survey (F-JAS) that he developed under Management Research Institute has been cited 100 times since 1995. Additionally, Fleishman is the author of more than 250 research articles and journals.
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way (dyadic) relationship between leaders and followers.
The Journal of Occupational and Organizational Psychology is a quarterly peer-reviewed academic journal published by Wiley-Blackwell on behalf of the British Psychological Society. It covers all aspects of occupational and organizational psychology, and also includes behavioral and cognitive aspects of industrial relations and human factors and ergonomics. The journal is also an outlet for articles in the management fields of organizational behavior and human resource management. It was established in 1922 as Occupational Psychology and was renamed Journal of Occupational Psychology in 1975 when ownership was transferred to the British Psychological Society.
Rodney L. Lowman is an American psychologist, academic administrator and entrepreneur whose major contributions have been in the areas of career assessment and counseling, ethical issues in Industrial and Organizational Psychology, the integration of clinical psychology and I-O psychology and helping to develop the field of consulting psychology. In a study of the most prolific contributors to the Consulting Psychology Journal: Practice and Research, Lowman was rated the second highest contributor for articles for the period 1992–2007.
Rolf van Dick is a German social psychologist.
Civic virtue is one of the five dimensions of organizational citizenship behavior (OCB) identified in Dennis Organ's prominent 1988 definition of the construct. Originally, Smith, Organ, and Near (1983) first proposed two dimensions: altruism and general compliance. Later, Organ (1988) deconstructed the dimension of general compliance and added additional dimensions of OCB. This resulted in a five-factor model consisting of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue.
Neal M. Ashkanasy is an Australian academic best known for his work on emotions in the workplace. He was honored for his "service to tertiary education, to psychology and to the community." He began his career as a civil engineer but is now a Professor of Management at the University of Queensland Business School.
Personnel psychology is a subfield of industrial and organizational (I-O) psychology. Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. It is the field of study that concentrates on the selection and evaluation of employees; this area of psychology deals with job analysis and defines and measures job performance, performance appraisal, employment testing, employment interviews, personnel selection and employee training, and human factors and ergonomics.
Substitutes for leadership theory is a leadership theory first developed by Steven Kerr and John M. Jermier and published in Organizational Behavior and Human Performance in December 1978.
In applied statistics,, common-method variance (CMV) is the spurious "variance that is attributable to the measurement method rather than to the constructs the measures are assumed to represent" or equivalently as "systematic error variance shared among variables measured with and introduced as a function of the same method and/or source". For example, an electronic survey method might influence results for those who might be unfamiliar with an electronic survey interface differently than for those who might be familiar. If measures are affected by CMV or common-method bias, the intercorrelations among them can be inflated or deflated depending upon several factors. Although it is sometimes assumed that CMV affects all variables, evidence suggests that whether or not the correlation between two variables is affected by CMV is a function of both the method and the particular constructs being measured.
Followership are the actions of someone in a subordinate role. It may also be considered as particular services that can help the leader, a role within a hierarchical organization, a social construct that is integral to the leadership process, or the behaviors engaged in while interacting with leaders in an effort to meet organizational objectives. As such, followership is best defined as an intentional practice on the part of the subordinate to enhance the synergetic interchange between the follower and the leader.
A Bachelor in Organizational Psychology is a type of postgraduate academic bachelor's degree awarded by universities in many countries. This degree is typically studied for in industrial and organizational psychology.
Katherine Klein is an American organizational psychologist. Her research covers issues related to employee stock ownership, innovation and technology implementation, leadership, diversity, teams, and social networks, as well as methodological considerations related to multilevel organizational theory and research.
Herman Aguinis is an American researcher, business professor, and author. He is the Avram Tucker Distinguished Scholar and professor of management at the George Washington University School of Business in Washington, D.C., where he served as chair of the Department of Management and director of the Master of Human Resources Management Program. He has been ranked among the world's top 100 most influential economics and business researchers in the world every year since 2018. He served as president of the Academy of Management (AOM), and has been inducted into The PhD Project Hall of Fame. Prior to moving to Washington D.C. in 2016, he was the John F. Mee Chair of Management and the founding director of the Institute for Global Organizational Effectiveness in the Kelley School of Business at Indiana University.
Ruth Kanfer is a psychologist and professor at Georgia Institute of Technology in the area of Industrial and Organizational Psychology. She is best known for her research in the fields of motivation, goal setting, self-regulation, job search, adult learning, and future of work. Kanfer has received numerous awards for her research contributions including the American Psychological Association Distinguished Scientific Award for an Early Career Contribution in Applied Research in 1989, the Society for Industrial and Organizational Psychology (SIOP) William R. Owens Scholarly Achievement Award in 2006 and the SIOP Distinguished Scientific Contributions Award in 2007. Ruth Kanfer has authored influential papers on a variety of topics including the interaction of cognitive abilities and motivation on performance, the influence of personality and motivation on job search and employment. and a review chapter on motivation in an organizational setting.
The full range of leadership model (FRLM) is a general leadership theory focusing on the behavior of leaders towards the workforce in different work situations. The FRLM relates transactional and transformational leadership styles with laissez-faire leadership style.
Common source bias is a type of sampling bias, occurring when both dependent and independent variables are collected from the same group of people. This bias can occur in various forms of research, such as surveys, experiments, and observational studies. Some scholars believe that common source bias is a significant concern for any study as it can lead to unreliable results, and therefore must be controlled. It is most prevalent in the field of public administration research, where performance measures subject to common source bias can produce false positives when organisational performance is evaluated with explanatory and perceptual measures from the same source.
Sigal G. Barsade was an Israeli-American business theorist and researcher, and was the Joseph Frank Bernstein Professor of Management at Wharton School of the University of Pennsylvania. In addition to research, she worked as a speaker and consultant to large corporations across a variety of industries, such as Coca-Cola, Deloitte, Google, IBM, KPMG and Merrill Lynch, healthcare organizations such as GlaxoSmithKline and Penn Medicine, and public and nonprofit corporations such as the World Economic Forum and the United Nations. At the peak of the COVID-19 pandemic, Barsade co-chaired a task force of scholars aiming to utilize behavioral science to increase COVID-19 Vaccine Uptake.
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