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Blog Post number 1
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publications
Work Conflicts and Holistic Thinking: Implications for Impostor Feelings, Engagement, Turnover and Decision-Making
Target journal: Journal of Organizational Behavior
Across five main and two supplementary studies, we examined how individuals’ holistic-analytic thinking style shaped their organizational responses to work conflicts. Adopting a person-situation perspective, we proposed that analytic thinkers are particularly vulnerable to contradictory role demands, whereas holistic thinkers are relatively buffered. Consistent with this account, correlational and experimental evidence showed that work conflicts increased impostor feelings and reduced work engagement primarily among analytic thinkers, with attenuated effects among holistic thinkers. Extending beyond self-reported outcomes, we further demonstrated that analytic thinkers were more likely to engage in conflict-avoidant career development choices following work conflict. We also identified psychological discomfort as a key mechanism explaining why work conflicts elicited heightened impostor feelings among analytic thinkers. Finally, an intervention study revealed that self-affirmation mitigated the negative effects of work conflict on turnover intentions for analytic thinkers but offered little benefit for holistic thinkers. Together, these findings highlight thinking style as a critical boundary condition of work conflict effects and the importance of tailoring interventions to individuals’ cognitive vulnerabilities.
Self-Other Miscalibration in Sponsorship Perceptions
Data collection in progress
Sponsorship, third-party advocacy that places a candidate into an opportunity, can be a socially ambiguous signal in the workplace. We propose a self-other miscalibration — that is, sponsees (as compared to observers) would perceive themselves to have higher competence, earned success, legitimacy, and lower instrumentality in their relationships. In a scenario-based experimental study, participants evaluated a sponsored analyst from three assessment perspectives: self-assessment (participants as sponsees evaluated themselves), expected peer assessment (participants thought about how others would evaluate them as being sponsees), or peer assessment (participants evaluating their sponsored peers). Participants in both self-assessment and expected peer assessment perspectives tended to report higher perceptions of competence, earned success, and legitimacy, but lower perceptions of instrumentality in relationships as compared to those in the peer assessment perspective, supporting the proposed self–other miscalibration.
Work Conflict and Perfectionism
Theory development
talks
teaching
Teaching experience 1
Undergraduate course, University 1, Department, 2014
This is a description of a teaching experience. You can use markdown like any other post.
Teaching experience 2
Workshop, University 1, Department, 2015
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