Dissertation: The dimming effects of shining stars: Consequences earned and posed by high performers at work

Transcription

1 Elizabeth M. Campbell-Bush Doctoral Candidate, Department of Management and Organization, College Park EDUCATION UNIVERSITY OF MARYLAND, College Park, MD Ph.D., Organizational Behavior and Human Resource Management (expected May 2014) Dissertation: The dimming effects of shining stars: Consequences earned and posed by high performers at work Most organizations have adopted two practices as mainstays. First, business and human resource leaders pursue the best and the brightest, recruiting high performers to drive success within their organizations. Second, organizations increasingly adopt job designs that rely on workgroups and teams to accomplish goals. At the nexus of these trends seems an important puzzle; leaders recruit standouts, yet want them to seamlessly embed within workgroup and teams. I am intrigued to address what seems a critical disconnect. Specifically, high performers offer benefits but also spark unfavorable dynamics. In three essays, my dissertation develops and tests a theory of consequences of high performance examining consequences for high performers, their peers, and their teams. In Essay 1, I offer a theoretical and empirical account of how peers behave toward higher performers. In Essay 2, I examine how the presence of a high performer affects peer motivation and inhibition. In Essay 3, I investigate how differentiation of member performance can prove paradoxical to team innovation: constraining creativity while facilitating coordination needed for effective idea implementation. Committee: Hui Liao (chair), Kathryn M. Bartol (co-chair), Rellie Derfler-Rozin, Paul Hanges, and Debra L. Shapiro. UNIVERSITY OF MICHIGAN, Honors College Ann Arbor, MI B.A., Psychology, minor in Spanish Language & Literature (2005) Magna Cum Laude with High Honors and Distinction, James B. Angell Scholar ( ) Undergraduate Thesis: Job burnout revisited: The impact of making a difference at work RESEARCH INTERESTS Consequences of high performance, status differences, and proactivity Interpersonal processes, states, and interactions within workgroups and teams Multilevel phenomena within workgroups and teams REFEREED PUBLICATIONS 4. Chen, G., Farh, J. L., Campbell-Bush, E. M., Wu, Z., & Wu, X. in press. Teams as innovative systems: Multilevel motivational antecedents of innovation in R&D teams. Journal of Applied Psychology. Linked here. 3. *Martin, S., *Liao, H., & *Campbell-Bush, E. M. in press. A field experiment comparing directive to empowering leadership in the Middle East. Academy of Management Journal. Linked here. o *Denotes equal authorship contribution

2 2. Grant, A. M., & Campbell, E. M Doing harm, doing good, being well and burning out: The interactions of perceived prosocial and antisocial impact in service work. Journal of Occupational and Organizational Psychology, 80: Linked here. o Based on undergraduate thesis. 1. Grant, A. M., Campbell, E. M., Chen, G., Cottone, K., Lapedis, D., & Lee, K Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior. Organizational Behavior and Human Decision Processes, 103: Linked here. o Awarded 2008 Best Published Scholarly Article, Center for Positive Organizational Scholarship PAPERS UNDER REVIEW OR REVISION Dong, Y., Liao, H., Chuang, A., Zhou, J., & Campbell-Bush, E. M. Invisible hands in service creativity: Joint effects of customer empowering behaviors and empowering leadership. Status: Under 2 nd round review, Journal of Applied Psychology. o Awarded 2012 OB Division Most Innovative Student Paper at Academy of Management Campbell-Bush, E. M., Liao, H., Chuang, A., Zhou, J., & Dong., Y. Hot shots and cool reception: Social consequences of high performance at work. Status: Invited revision, Academy of Management Journal. o Dissertation, Essay 1 WORKING PAPERS Campbell-Bush, E. M., Bartol, K. M., Parke, M. R, & Tesluk, P. E. Distributing influence in distributed teams: How formal leaders enable emergence and effectiveness of shared leadership Status: Final preparation for submission, Journal of Applied Psychology. o NSF sponsored research Campbell-Bush, E. M. Star struck: The effect of outperformers on peers proactive motivation and performance. Status: Study 1 data analysis; Study 2 data collection. o Dissertation, Essay 2 Campbell-Bush, E. M. When differences create deference: Pros and cons of member performance disparity for team innovation. Status: Study 1 data analysis; Study 2 data collection. o Dissertation, Essay 3 *Campbell-Bush, E. M., *Farh, C. I. C., Tesluk, P. E., & Green, Jr., P. Peer accountability and performance in self-managed work groups: A field study of individual and relational antecedents. Status: Data analysis and model refinement. Target: Administrative Science Quarterly. o *Denotes equal authorship contribution RESEARCH IN PROGRESS (With Kathryn M. Bartol, Paul E. Tesluk, and Michael R. Parke). Just part of the process? Consequences of proactivity and process empowerment in virtual teams. Status: Data analysis and model refinement. Target: Academy of Management Journal. o NSF sponsored research (With Brady M. Firth). No emergence required: Instant shifts in team collective perceptions and climate. Status: Data collection. Target: Journal of Applied Psychology. Page 2 of 5

3 (With Brady M. Firth). Therein lies the difference: Patterns of variance as performance predictors in action teams. Status: Data analysis and model refinement. Target: Academy of Management Journal. (With Debra L. Shapiro). Actions speak softer than words: The effect of status on enactment and appraisal of proactivity. Status: Study 1, data analysis; Study 2, data collection. Target: Organizational Behavior and Human Decision Processes. REFEREED CONFERENCE PRESENTATIONS Campbell-Bush, E. M., Liao, H., Chuang, A., Zhou, J., & Dong, Y. (2013). Hot shots and cool reception: Social consequences of high performance at work. Paper to be presented at the 2013 Annual Meeting of the Academy of Management, Orlando, FL. Dong, Y., Liao, H., Chuang, A, Zhou, J., & Campbell-Bush, E. M. (2012). An invisible hand in service creativity: customer empowering behaviors Paper presented at 2012 Annual Meeting of the Academy of Management, Boston, MA. o Best Paper Proceedings of the 71st Annual Meeting of the Academy of Management. Campbell-Bush, E. M., Bartol, K. M., Parke, M. R. (2012). Leading from afar: Directive versus empowering leadership in virtual teams. In Bartol, K. M., & Campbell-Bush, E. M. (Co-Chairs), Key advances in building effective highly virtual teams: Critical compositional, leadership, and shared process components. Symposium at the 2012 Annual Meeting of the Academy of Management, Boston, MA. o Showcase Symposium of the 71st Annual Meeting of the Academy of Management. Martin, S., Liao, H, & Campbell-Bush, E. M., A field experiment comparing directive to empowering leadership in the Middle East. Symposium at the at the 2011 Annual Meeting of the Academy of Management, San Antonio, TX. o Showcase Symposium of the 70th Annual Meeting of the Academy of Management. Campbell-Bush, E. M., Farh, C. I. C., Chen, G., Tesluk, P. E., Green, Jr., P. (2011). Holding peers accountable: Antecedents of peer regulation behaviors. In van Mierlo, H. and Van Hooft, E. (Co- Chairs) and Ilgen, D. (Discussant), Self regulation in and of teams. Symposium conducted at the 26th Annual Conference of the Society for Industrial and Organizational Psychology, Chicago, IL. HONORS AND AWARDS Allen Nash Award for Outstanding Doctoral Student, (college-level award for excellence in research, teaching, and service contributions, 2013) OB Division Most Innovative Student Paper, Academy of Management (2012) Emerald Management Reviews Citation of Excellence (2008) Best Published Scholarly Article, Center for Positive Organizational Scholarship (2008) High Honors in Senior Thesis, University of Michigan Honors College (2005) James B. Angell Scholar (2005, 2004, 2003), University of Michigan PROFESSIONAL AFFILIATIONS Academy of Management (AOM) Society of Industrial and Organizational Psychology (SIOP) Deloitte Alumni Network University of Michigan Alumni Club City Year Service Mentor Page 3 of 5

4 TEACHING EXPERIENCE UNIVERSITY OF MARYLAND INSTRUCTOR RATINGS Management & Organizational Theory (BMGT 364, Summer 2013) 3.69 / 4.0 Undergraduate core management course. Syllabus linked here. Management & Organizational Theory (BMGT 364, Summer 2012) 3.96 / 4.0 Undergraduate core management course. Syllabus linked here. DELOITTE CONSULTING Differentiating Talent Strategies for a Multi-Generational Workforce. Short-course for 4.86 / 5.0 Deloitte Consulting LLP National Human Capital Training. Las Vegas, NV. Sept 2008 Managing and Leveraging Generational Differences at Work. Invited presentation for Deloitte Consulting LLP National All-Analyst Training. Dallas, TX. Aug, o Highest rated plenary session in history of national program UNIVERSITY OF MICHIGAN Teaching Assistant (for Gretchen Spreitzer), MO314 Managing Organizational Change University of Michigan Ross School of Business. Fall ACADEMIC SERVICE President, Association for Doctoral Students, R.H. Smith School of Business ( ; nominated by peers out of 94 students) Reviewer, Academy of Management OB Division (2012, 2013) Reviewer, Academy of Management HR Division (2013) Co-led (with B. Firth and G. Chen) Greater Washington D.C. Teams Conference (2012) President, Undergraduate Psychological Society, University of Michigan Psychology Department ( ; nominated by peers out of 400 students) RELEVANT EXPERIENCE DELOITTE CONSULTING, ORGANIZATION & TALENT PRACTICE Trinity Health (2009). Led organizational design, workforce planning, and change management plan to facilitate establishment new financial shared services center in an effort to streamline and to gain transparency across financial processes. (Org. and job design; org. change; business process redesign). The Coca-Cola Company ( ). Co-led org. design strategy of multi-functional global shared business services center to bifurcate strategic from transactional finance work. (Org and job design). State of Ohio Office of Budget and Management (2008). Led development of change management plan to support transition to shared services center a flatter, centralized, metric-driven organization charge with the state s financial management. Co-led development of communications strategy and end-to-end training strategy for 15,000 impacted employees and an engagement strategy for statewide leaders. (Large scale org. change; training & development; impact assessment; job design). Land Vegas Sands Corporation (2008). Co-led re-design of global finance organization to respond to rapid growth, geographic expansion, and increased regulatory pressures. (Org. and job design). Page 4 of 5

5 MasterCard (2008) Developed competency models for global BU s and training and communications to catalyze shift in career management approach. (Competency modeling; perf. management) Deloitte Services ( ). Selected as national Deloitte Research Fellow to conduct research and developed the firm s methodology on culture change and leadership development. (Research; writing) Internal Revenue Service ( ): Conducted org. assessment, designed project management organization; developed new governance and staffing models; developed and delivered team building sessions and leadership summits; project earned the Division an increased improvement budget of $1,200,000 annually. (Org change; culture change; leadership development; org. design) Nationwide Insurance ( ) Designed, developed, and delivered blended training courses to mitigate end-user productivity dips and resistance to change among finance professionals resulting from finance transformation and PeopleSoft upgrade. (Training; communications; instructional design) PERSONAL INTERESTS Continuously learning, collaborating with people who find joy in the research process, trivia, traveling, running, hiking, & yoga. REFERENCES Dr. Hui Liao Smith Dean s Professor in Leadership and Management Department of Management and Organization Phone: (301) hliao@rhsmith.umd.edu Dr. Kay Bartol Robert H. Smith Professor of Leadership and Innovation Department of Management and Organization Phone: (301) kbartol@rhsmith.umd.edu Dr. Debra Shapiro Clarice Smith Professor of Management and Organization Phone: (301) dshapiro@rhsmith.umd.edu Dr. Paul Tesluk Donald S. Carmichael Professor of Organizational Behavior School of Management University at Buffalo phone: (716) ptesluk@buffalo.edu Dr. Cheri Ostroff Dr. Adam M. Grant Professor of Organizational Psychology Class of 1965 Professor of Management Department of Psychology The Wharton School University of Pennsylvania College Park, MD Philadelphia, PA Phone: (301) Phone: (215) costroff@umd.edu grantad@wharton.upenn.edu Page 5 of 5