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Elad N. Sherf
Researcher at University of North Carolina at Chapel Hill
Publications - 20
Citations - 512
Elad N. Sherf is an academic researcher from University of North Carolina at Chapel Hill. The author has contributed to research in topics: Employee voice & Computer science. The author has an hindex of 9, co-authored 14 publications receiving 263 citations. Previous affiliations of Elad N. Sherf include New York University & University of Maryland, College Park.
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Regulating and facilitating: the role of emotional intelligence in maintaining and using positive affect for creativity.
TL;DR: It is proposed that emotion regulation ability enabling employees to maintain higher positive affect when faced with unique knowledge processing requirements, while emotion facilitation ability enables employees to use their PA to enhance their creativity.
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Distinguishing Voice and Silence at Work: Unique Relationships with Perceived Impact, Psychological Safety, and Burnout
TL;DR: The authors argued that voice and silence are opposites or distinct constructs and this ambiguity has prevented meaningful theoretical advancements about employees' voice and silent at work. But they did not discuss the relationship between the two constructs.
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I do not need feedback! Or do I? Self-efficacy, perspective taking, and feedback seeking.
TL;DR: Results from 5 studies support the hypothesis that the relationship between self-efficacy and feedback seeking depends on the extent to which one engages in perspective taking and provide evidence that this interaction effect is mediated by perceptions of the value of feedback.
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Too Busy to Be Fair? The Effect of Workload and Rewards on Managers’ Justice Rule Adherence
TL;DR: In this paper, the authors explain why managers act unfairly even when they recognize the significant organizational benefits of treating employees fairly, and explain this puzzling phenomenon predominantly throught through stereotypes.
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Centralization of member voice in teams: Its effects on expertise utilization and team performance.
TL;DR: It is proposed that voice centralization is likely to have negative effects when it occurs around members who are more socially dominant or are less reflective, and why it is important for future studies to examine the distribution of voice among team members.