Papers by Jessica Mesmer-Magnus
Reducing turnover intentions among first-year nurses: The importance of work centrality and coworker support
Health Services Management Research
Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldw... more Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldwide. The widespread nursing shortage has reached the level of a healthcare crisis. The COVID-19 pandemic has illustrated the importance of understanding the contributing factors of nurse turnover, and more importantly how to mitigate the problem. Using cross-sectional survey data collected from 3370 newly licensed nurses working across 51 metropolitan areas within 35 U.S. states, we explore how role overload and work constraints can both diminish job satisfaction and increase turnover intentions of new nurses. Coworker support and work role centrality are identified as moderators of these relationships which show potential to mitigate these negative outcomes. This study highlights the importance of coworker support and work centrality in improving job satisfaction and subsequent turnover intentions among newly licensed nurses.
Journal of Services Marketing
Purpose This paper aims to study the effects of widespread stress and uncertainty that is charact... more Purpose This paper aims to study the effects of widespread stress and uncertainty that is characteristic of organizational crises on service employees and to explore the extent to which organizations may proactively use supervisors’ positive humor and discretionary organizational support that goes above and beyond service employee expectations to mitigate the pandemic’s negative impact on work engagement. Design/methodology/approach Cross-sequential survey-based data was collected from 172 service employees during the height of the pandemic to assess service employees’ perceptions of both their supervisors’ use of positive humor and their employers’ discretionary organizational support in response to the emotion-laden stress and uncertainty surrounding COVID-19. PROCESS analysis was used to test the hypotheses and to conduct supplementary analyses. Findings Results suggest employee perceptions of supervisors’ use of positive humor positively impact dimensions of work engagement at T...
Coworker-Enacted Informal Work Accommodations to Family Scale
PsycTESTS Dataset, 2010
Expatriate Management: A Review and Directions for Research in Expatriate Selection, Training, and Repatriation
Interdisciplinarity and Team Innovation: The Role of Team Experiential and Relational Resources
Small Group Research, Jul 15, 2020
Interdisciplinary teams composed of members with different expertise possess a variety of perspec... more Interdisciplinary teams composed of members with different expertise possess a variety of perspectives, which increases their potential for innovation. In reality, team members often fail to integrate their expertise, resulting in the team not reaching its innovative potential. It is argued the unsharedness of expertise within interdisciplinary teams has an inverted-U relationship with innovation. To explore the conditions under which the unsharedness of expertise enhances or impairs innovation, the resource-based view of organizational productivity is applied to teams. It is argued the amount and configuration of team relational and experiential resources facilitate teams’ ability to integrate members’ expertise for innovation.
The role of commitment in bridging the gap between organizational sustainability and environmental sustainability
Currently, there is an often-lamented gap between organizational sustainability and environmental... more Currently, there is an often-lamented gap between organizational sustainability and environmental sustainability. This chapter examines the role of employee commitment, to the environment and to the organization, in mutually supporting these two sustainability goals.
Revista de Psicología del Trabajo y de las Organizaciones, 2010
Survey results (N = 198) suggest emotional intelligence is a significant predictor of individual ... more Survey results (N = 198) suggest emotional intelligence is a significant predictor of individual ethicality, perceptions of others' ethicality and perceptions that unethical behavior facilitates success. Importantly, emotional intelligence explains incremental variance in perceptions of others' ethicality, over and above individual ethicality. The relationship between emotional intelligence and perceptions that unethical behavior facilitates success is fully mediated by self-esteem. Results suggest emotionally intelligent employees are more adept at interpreting the ethicality of others' actions and potentially less likely to engage in unethical actions than employees low on emotional intelligence. Implications for research and practice are discussed.
The role of humor in the workplace: A meta-analysis
PsycEXTRA Dataset, 2010
The Softer Side of Teams: Teamwork and the Work-Family Interface
PsycEXTRA Dataset, 2005
A Meta-Analytic Examination of Information Sharing in Work Teams
PsycEXTRA Dataset, 2006
Whistleblowing in Organizations: Can We Predict Actions From Intentions
PsycEXTRA Dataset, 2005
In today's fast-paced work environment, preference for multitasking is an important personality p... more In today's fast-paced work environment, preference for multitasking is an important personality predictor of job-related affect, and relevant to the recruitment process in jobs requiring multitasking. Using a sample of 527 managers within a large, financial organization, we investigate the nomological net of this construct in relation to commonly assessed work-related personality correlates. Our results suggest individuals with high levels of sociability, energy, and self-reliance have the positive energy and outlook needed to take on multiple tasks at the same time. Individuals who prefer more organization and detail-orientation are likely to feel less comfortable in roles requiring multitasking.
IEEE Engineering Management Review, 2012
Information sharing is a central process through which team members collectively utilize their av... more Information sharing is a central process through which team members collectively utilize their available informational resources. The authors used meta-analysis to synthesize extant research on team information sharing. Meta-analytic results from 72 independent studies (total groups ϭ 4,795; total N ϭ 17,279) demonstrate the importance of information sharing to team performance, cohesion, decision satisfaction, and knowledge integration. Although moderators were identified, information sharing positively predicted team performance across all levels of moderators. The information sharing-team performance relationship was moderated by the representation of information sharing (as uniqueness or openness), performance criteria, task type, and discussion structure by uniqueness (a 3-way interaction). Three factors affecting team information processing were found to enhance team information sharing: task demonstrability, discussion structure, and cooperation. Three factors representing decreasing degrees of member redundancy were found to detract from team information sharing: information distribution, informational interdependence, and member heterogeneity.
Chapter 10 The role of emotional intelligence in integrity and ethics perceptions
Research on emotion in organizations, Jul 25, 2008
Emotional intelligence (EI) is thought to offer significant benefit to organizational productivit... more Emotional intelligence (EI) is thought to offer significant benefit to organizational productivity through enhanced employee performance and satisfaction, decreased burnout, and better teamwork. EI may also have implications for the incidence of counterproductive workplace behavior. Survey results suggest EI is a significant predictor of individuals’ ethicality and their perceptions of others’ ethicality. Further, EI explains incremental variance in perceptions of others’ ethics over and above that which is explained by individual ethicality. High EI employees may be more adept at interpreting the ethicality of others’ actions, which has positive implications for ethical decision-making. Implications for research and practice are discussed.
Workplace Predictors of Family-Facilitative Coworker Support
Journal of Workplace Behavioral Health, Oct 1, 2012
ABSTRACT In today's team-based work environments, coworkers have a unique opportunity to ... more ABSTRACT In today's team-based work environments, coworkers have a unique opportunity to help one another manage work–family conflict through various forms of family-facilitative support. The authors explored four potential predictors of such coworker support. Results from surveys of 194 full-time working parents indicate coworkers are more likely to offer family-facilitative support when supervisors are supportive, the organization's work culture is family friendly, workgroup cohesion is high, and organizational justice perceptions regarding the administration of family-friendly benefits are high. Results suggest potential for coworker support is highest when the supervisor and work culture are family supportive, and when cohesion and justice are high.
The role of the coworker in reducing work–family conflict: A review and directions for future research
Pratiques Psychologiques, Jun 1, 2009
ABSTRACT Work–family conflict can have a dramatic negative effect on organizational productivity.... more ABSTRACT Work–family conflict can have a dramatic negative effect on organizational productivity. Accordingly, organizations are adopting initiatives aimed at assisting employees in achieving a balance between work and family (e.g., family-friendly work culture, supportive supervisors, work-family programs and policies, etc.). Research regarding the effectiveness of these approaches has largely ignored the role of peers/coworkers in the work–family interface. Coworkers have a unique opportunity to provide family-facilitative support as they have a clearer understanding of the nature of stressors faced by their fellow employees. Further, with the increasing prevalence of team-based organizational structures, coworkers are better prepared to offer instrumental and emotional assistance to a coworker struggling to balance conflicting work and family demands. We review the literature relevant to the role of coworker support in mitigating work–family conflict, and propose a number of potential moderators of the coworker support – work–family conflict relationship. Finally, we explore factors which may increase the likelihood that coworkers will offer vital emotional and instrumental family-facilitative support.
A meta‐analysis of positive humor in the workplace
Journal of Managerial Psychology, Feb 10, 2012
PurposeThe benefits of humor for general well‐being have long been touted. Past empirical researc... more PurposeThe benefits of humor for general well‐being have long been touted. Past empirical research has suggested that some of these benefits also exist in the work domain. However, there is little shared understanding as to the role of humor in the workplace. The purpose of this paper is to address two main gaps in the humor literature. First, the authors summarize several challenges researchers face in defining and operationalizing humor, and offer an integrative conceptualization which may be used to consolidate and interpret seemingly disparate research streams. Second, meta‐analysis is used to explore the possibility that positive humor is associated with: employee health (e.g. burnout, health) and work‐related outcomes (e.g. performance, job satisfaction, withdrawal); with perceived supervisor/leader effectiveness (e.g. perceived leader performance, follower approval); and may mitigate the deleterious effects of workplace stress on employee burnout.Design/methodology/approachThe authors examine the results of prior research using meta‐analysis (k=49, n=8,532) in order to explore humor's potential role in organizational and employee effectiveness.FindingsResults suggest employee humor is associated with enhanced work performance, satisfaction, workgroup cohesion, health, and coping effectiveness, as well as decreased burnout, stress, and work withdrawal. Supervisor use of humor is associated with enhanced subordinate work performance, satisfaction, perception of supervisor performance, satisfaction with supervisor, and workgroup cohesion, as well as reduced work withdrawal.Research limitations/implicationsProfitable avenues for future research include: clarifying the humor construct and determining how current humor scales tap this construct; exploring the role of negative forms of humor, as they likely have different workplace effects; the role of humor by coworkers; a number of potential moderators of the humor relationships, including type of humor, job level and industry type; and personality correlates of humor use and appreciation.Practical implicationsThe authors recommend caution be exercised when attempting to cultivate humor in the workplace, as this may raise legal concerns (e.g. derogatory or sexist humor), but efforts aimed at encouraging self‐directed/coping humor may have the potential to innocuously buffer negative effects of workplace stress.Originality/valueAlthough psychologists have long recognized the value of humor for general well‐being, organizational scholars have devoted comparatively little research to exploring benefits of workplace humor. Results underscore benefits of humor for work outcomes, encourage future research, and offer managerial insights on the value of creating a workplace context supportive of positive forms of humor.
Workplace predictors of family-facilitative emotional and instrumental coworker support
PsycEXTRA Dataset, 2010
Teaching the Art of Negotiation: Improving Students' Negotiating Confidence and Perceptions of Effectiveness
Journal of education for business, 2008
... Poor negotiators can be taught to (a) acknowledge the posi-tion of the other party, (b) use a... more ... Poor negotiators can be taught to (a) acknowledge the posi-tion of the other party, (b) use active listening techniques, (c) adopt effective questioning techniques, (d ... Manwar-ing, 2006; Wheeler, 2006) suggests that some real skill and strategy improve-ments occur as a result. ...
Career Development International, Sep 11, 2017
Purpose -Team cognition is known to be an important predictor of team process and performance. re... more Purpose -Team cognition is known to be an important predictor of team process and performance. reported the results of an extensive meta-analytic examination into the role of team cognition in team process and performance, and documented the unique contribution of team cognition to these outcomes while controlling for the motivational dynamics of the team. Research on team cognition has exploded since the publication of DeChurch and Mesmer-Magnus' meta-analysis, which raises the question: to what extent do the effect sizes reported in their 2010 meta-analysis still hold with the inclusion of newly published research? The paper aims to discuss this issue. Design/methodology/approach -The authors updated DeChurch and Mesmer-Magnus' meta-analytic database with newly published studies, nearly doubling its size, and reran their original analyses examining the role of team cognition in team process and performance. Findings -Overall, results show consistent effects for team cognition in team process and performance. However, whereas originally compilational cognition was more strongly related to both team process and team performance than was compositional cognition, in the updated database, compilational cognition is more strongly related to team process and compositional cognition is more strongly related to team performance. Originality/value -Meta-analyses are only as generalizable as the databases they are comprised of. Periodic updates are necessary to incorporate newly published studies and confirm that prior findings still hold. This study confirms that the findings of DeChurch and Mesmer-Magnus' (2010) team cognition meta-analysis continue to generalize to today's teams.
Uploads
Papers by Jessica Mesmer-Magnus