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Nathan P. Podsakoff

Bio: Nathan P. Podsakoff is an academic researcher from University of Arizona. The author has contributed to research in topics: Organizational citizenship behavior & Construct (philosophy). The author has an hindex of 28, co-authored 41 publications receiving 59152 citations. Previous affiliations of Nathan P. Podsakoff include University of South Carolina & University of Florida.

Papers
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Journal ArticleDOI
TL;DR: The Challenge-Hindrance Stressor Framework (CHSF) as mentioned in this paper proposes that although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands (challenge stressors), which provide the potential for personal growth, have positive effects on these outcomes.
Abstract: Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.

2 citations

Posted Content
TL;DR: In this article, a process approach that pays balanced attention to network action by extending the concept of organizational citizenship behavior (OCB) to the level of whole, multi-organizational networks is proposed.
Abstract: Managing and working across organizations in a multi-organizational network context has become common practice. Present analyses of such settings are characterized by a structural approach and a focus on ego-centric network relationships. In this conceptual chapter, we propose a process approach that pays balanced attention to network action by extending the concept of organizational citizenship behavior (OCB) to the level of whole, multi-organizational networks. Specifically, we explain how network citizenship behavior is enabled by both organizational and network factors. Building on past theories of macro level network structure and micro level OCB, we propose a behavioral theory that accounts for the duality of network structure and action. In addition, we articulate the potential implications this construct has for researchers working in both the organizational behavior and networks domains.

2 citations

Journal ArticleDOI
TL;DR: The Future of Help at Work Symposium as discussed by the authors addresses the future of help at work, and includes four expert panelists working on the front lines as academics and practitioners examining and facilitating this phenomenon.
Abstract: Since first being studied in management about half a century ago, the research on help has expanded to include multiple sub-domains (e.g., OCBs, reciprocity, volunteering, advice seeking), hundreds of publications, best-selling books, and tens of thousands of citations attributed to this work. Taken together, this past effort begs the question: what does the future of help at work look like? Our symposium includes four expert panelists working on the front lines as academics and practitioners examining and facilitating this phenomenon, and asks them to address specific questions about the Future of Help at Work. The questions are designed to inform both research and practice on this topic, as well as addressing the theme for this year’s conference, Creating a Better World Together.

Cited by
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Journal ArticleDOI
TL;DR: The meaning of the terms "method" and "method bias" are explored and whether method biases influence all measures equally are examined, and the evidence of the effects that method biases have on individual measures and on the covariation between different constructs is reviewed.
Abstract: Despite the concern that has been expressed about potential method biases, and the pervasiveness of research settings with the potential to produce them, there is disagreement about whether they really are a problem for researchers in the behavioral sciences. Therefore, the purpose of this review is to explore the current state of knowledge about method biases. First, we explore the meaning of the terms “method” and “method bias” and then we examine whether method biases influence all measures equally. Next, we review the evidence of the effects that method biases have on individual measures and on the covariation between different constructs. Following this, we evaluate the procedural and statistical remedies that have been used to control method biases and provide recommendations for minimizing method bias.

8,719 citations

Book
01 Jan 2006
TL;DR: In this article, the authors present a detailed, worked-through example drawn from psychology, management, and sociology studies illustrate the procedures, pitfalls, and extensions of CFA methodology.
Abstract: "With its emphasis on practical and conceptual aspects, rather than mathematics or formulas, this accessible book has established itself as the go-to resource on confirmatory factor analysis (CFA). Detailed, worked-through examples drawn from psychology, management, and sociology studies illustrate the procedures, pitfalls, and extensions of CFA methodology. The text shows how to formulate, program, and interpret CFA models using popular latent variable software packages (LISREL, Mplus, EQS, SAS/CALIS); understand the similarities and differences between CFA and exploratory factor analysis (EFA); and report results from a CFA study. It is filled with useful advice and tables that outline the procedures. The companion website offers data and program syntax files for most of the research examples, as well as links to CFA-related resources. New to This Edition *Updated throughout to incorporate important developments in latent variable modeling. *Chapter on Bayesian CFA and multilevel measurement models. *Addresses new topics (with examples): exploratory structural equation modeling, bifactor analysis, measurement invariance evaluation with categorical indicators, and a new method for scaling latent variables. *Utilizes the latest versions of major latent variable software packages"--

7,620 citations

Journal ArticleDOI
TL;DR: An extensive search in the 30 top ranked marketing journals allowed us to identify 204 PLS-SEM applications published in a 30-year period (1981 to 2010), and a critical analysis of these articles addresses the following key methodological issues: reasons for using PLS, data and model characteristics, outer and inner model evaluations, and reporting.
Abstract: Most methodological fields undertake regular critical reflections to ensure rigorous research and publication practices, and, consequently, acceptance in their domain. Interestingly, relatively little attention has been paid to assessing the use of partial least squares structural equation modeling (PLS-SEM) in marketing research—despite its increasing popularity in recent years. To fill this gap, we conducted an extensive search in the 30 top ranked marketing journals that allowed us to identify 204 PLS-SEM applications published in a 30-year period (1981 to 2010). A critical analysis of these articles addresses, amongst others, the following key methodological issues: reasons for using PLS-SEM, data and model characteristics, outer and inner model evaluations, and reporting. We also give an overview of the interdependencies between researchers’ choices, identify potential problem areas, and discuss their implications. On the basis of our findings, we provide comprehensive guidelines to aid researchers in avoiding common pitfalls in PLS-SEM use. This study is important for researchers and practitioners, as PLS-SEM requires several critical choices that, if not made correctly, can lead to improper findings, interpretations, and conclusions.

5,328 citations

Journal ArticleDOI
TL;DR: This work draws from the vast body of research on the technology acceptance model (TAM) to develop a comprehensive nomological network of the determinants of individual level IT adoption and use and present a research agenda focused on potential pre- and postimplementation interventions that can enhance employees' adopted and use of IT.
Abstract: Prior research has provided valuable insights into how and why employees make a decision about the adoption and use of information technologies (ITs) in the workplace. From an organizational point of view, however, the more important issue is how managers make informed decisions about interventions that can lead to greater acceptance and effective utilization of IT. There is limited research in the IT implementation literature that deals with the role of interventions to aid such managerial decision making. Particularly, there is a need to understand how various interventions can influence the known determinants of IT adoption and use. To address this gap in the literature, we draw from the vast body of research on the technology acceptance model (TAM), particularly the work on the determinants of perceived usefulness and perceived ease of use, and: (i) develop a comprehensive nomological network (integrated model) of the determinants of individual level (IT) adoption and use; (ii) empirically test the proposed integrated model; and (iii) present a research agenda focused on potential pre- and postimplementation interventions that can enhance employees' adoption and use of IT. Our findings and research agenda have important implications for managerial decision making on IT implementation in organizations.

5,246 citations

01 May 1997
TL;DR: Coaching & Communicating for Performance Coaching and communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities as mentioned in this paper.
Abstract: Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

4,935 citations