Thursday 16 October and Friday 17 October 2014

Transcription

1 With Professor Simon Restubog (Management and Organisational Behaviour), Research School of Management at the Australian National University (see Professor Restubog s bio on p. 5) Thursday 16 October and Friday 17 October 2014 Oasis Room, Social Sciences Building, Callaghan campus. Teleconferencing all sessions to Ourimbah, Sydney City and Newcastle City campuses Please RSVP (with an indication of which session/s you ll attend) to Sarah Bankins (sarah.bankins@newcastle.edu.au) Thursday 16 October: Morning session 9.00am Arrivals/Tea and Coffee 9.15am 9.30am Introduction and Welcome Visiting Scholar Research Seminar - Keynote Professor Simon Restubog, Australian National University Antecedents and Consequences of Abusive Supervision in Organizations Abusive supervision is detrimental to employee health and well-being, reduces productivity and may even result in litigations. Despite progress devoted to understanding the antecedents and outcomes of abusive supervision, we know relatively little about: 1) how contextual factors shape supervisor-subordinate relationships; 2) the type of supervisor who is most likely to become abusive; 3) factors outside the work environment that contribute to supervisory abuse; and 4) the role of implicit social cognitions in regulating abusive behaviour. In this presentation, I will present the key findings of my program of research on abusive supervision. Drawing from Social Learning (Bandura, 1973), General Theory of Crime (Gottfredson & Hirschi, 1990), Intergenerational Transmission of 1

2 Violence (Egeland, 1993) and Approach-Avoidance (Carver & Scheier, 1998) perspectives with data obtained from matched pairs and matched triads, I examined work (e.g., aggressive work culture) and non-work (e.g., history of family aggression, previous history of family undermining) antecedents as well as consequences of supervisor abuse (e.g., spouse undermining, defensive silence, and work outcomes). In addition, situational and dispositional factors are tested that influence the relationship between abusive supervision and work outcomes am 10.45am Morning Tea James Hunt and Associate Professor Martin Fitzgerald (Newcastle Business School) Exploring the Relationship Between Transformational Leadership and Narcissistic Leadership: Advancing a New Conceptual Paradigm Over the last twenty five years, a broad consensus has emerged in the management literature concerning the high level of effectiveness of transformational leadership (Judge and Piccolo, 2004; Harms & Crede, 2010). Recently, however, a serious challenge to this established perspective was put forward by Van Knippenberg & Sitkin (2013) in The Academy of Management Annals. Specifically they argue that the very concept of transformational leadership lacks a clear conceptual definition, and that an explanation of the criteria for selection of specific dimensions of transformational leadership is conspicuously absent. Over this same period, a parallel stream of research has emerged in the management literature focusing on the concept of narcissistic leadership (Hogan, Raskin & Fazzini, 1990; Kramer, 2003; Maccoby, 2000, 2004), often supported by a broader focus in the management psychology literature on the dark triad of narcissism, psychopathy and Machiavellianism (Paulhus & Williams, 2002). Although these two important streams of literature (transformational leadership and narcissistic leadership) have emerged separately, there are evident similarities that have been under-recognised and rarely acknowledged in the published research. Specifically, three of the four dimensions posited in the conceptualisation of transformational leadership have important links to observable manifestations of productive narcissistic leadership. This paper identifies these important similarities and proposes a new model of transformational leadership. This new model incorporates narcissistic leadership into the conceptual framework of transformational leadership. 2

3 11.30am 12.15pm Dr Sarah Bankins (Newcastle Business School) Looking From the Outside In: The Role of Extra-Organisational Information on Psychological Contract Development The psychological contract is an important construct for investigating the dynamic and reciprocal exchange relationship between employers and employees. Although it is identified in the literature that the contract is highly subjective and is likely to be open to a wide range of influences both within and outside the organisation (Conway & Briner, 2009), most studies focus on the effect of various intra-organisational messages in shaping the contract. However, particularly at the very early stages of employment, there remains relatively little empirical evidence for the salience or otherwise of extra-organisational information sources. These cues may well be important for shaping the initial contract beliefs of individuals who have had relatively little contact with organisational insiders prior to entry and have had minimal exposure to organisationally-controlled communications, beyond the recruitment and selection process. Drawing on signalling theory and social network theory, this qualitative study of graduate organisational newcomers explores the roles of individuals perceptions of an organisation s corporate reputation and the use of social network ties in directing information-seeking and acquisition, and how these influence the content of newcomers psychological contracts. Dr Robert Zinko (Newcastle Business School) Personal Reputation In this two-study investigation, we aim to address several gaps in the current and growing literature on personal reputation in organizations. First, we present different dimensions of reputation: reputation based on a social aspect, reputation based on the performance of one s role in the workplace, and reputation based on integrity. Subsequently, we test the different theoretical facets of personal reputations in organizations. In the second study, we explore the relationship between personality and personal reputation. Although theory suggests a relationship between the constructs of personality and reputation, to date, little to no empirical evidence has been presented that shows these connections. Finally, we examine the effects that these different dimensions have on job satisfaction. This two-study package helps to further knowledge around the burgeoning topic of personal reputation in organizations. Negative Personal Reputation: An Overview In this developing study, a series of hypothesis are tested that offer an overview of negative personal reputation. A two study package is being created that intends to show that although often negative reputations are considered undesirable, at times they may not only be beneficial, but necessary. 1.00pm Working Lunch Informal chat with Professor Restubog sharing tips for conceptualising, writing and implementing cutting-edge and novel research ideas, and 3

4 targeting high quality publications. Time permitting (and as a lead-in to the afternoon session) Professor Restubog will share his academic career journey over the last 8 years, moving from Postdoctoral Research Fellow (UQ) to Senior Lecturer (UNSW), Associate Professor and Full Professor (ANU). Thursday 16 October: Afternoon session 2.00pm Career Management Workshop Professor Simon Restubog (Australian National University) Professor Alison Dean (Newcastle Business School) Associate Professor Kevin Lyons (Newcastle Business School) Dr Paul Docherty (Newcastle Business School) What s the best piece of advice I can give to others about developing an academic career? What was the biggest influence that sent me on the right trajectory? What do I wish I had known earlier that would have helped me enormously and improved my career development? These questions and more will be discussed by our esteemed panel. Navigating an academic career path can sometimes seem daunting, so this career management workshop brings together successful academics, at varied career stages and with different career backgrounds, to offer their advice, insight and experience for shaping a successful academic career. The session encompasses a structured panel discussion and audience Q&A. It s not to be missed! 3.00pm Session close Individual consultations with Professor Restubog are available, including for RHD students. Please contact Sarah Bankins (sarah.bankins@newcastle.edu.au) with a preferred time (Thursday 16 Oct after 3pm or Friday 17 Oct after 11am). 7.00pm Dinner with Visiting Scholar 4

5 Friday 17 October: Morning session am Australian Research Council (ARC) Grants: Developing Successful Applications Professor Simon Restubog (Australian National University) Professor Allyson Holbrook (Tentative presenter TBC, School of Education, University of Newcastle) Since 2008, Professor Restubog has received multiple ARC grants (Discovery and Linkage) totalling almost $1 million. In this session he will facilitate a one-hour informal round-table discussion to share his insights into developing successful ARC grant applications. Professor Holbrook has also successfully generated ARC research income and is currently a member of the ARC s College of Experts (Social, Behavioural and Economic Sciences), the body that assesses grant applications. Given her role in assessing and awarding ARC grants, Professor Holbrook will also provide her insights into the grant assessment process and what the College of Experts looks for when awarding ARC funding. Visiting Scholar: Professor Simon Restubog, Research School of Management, Australian National University Simon Restubog is Professor of Management and Organizational Behavior in the Research School of Management at The Australian National University. He completed his PhD in Industrial/Organizational Psychology at The University of Queensland in His research focuses on antecedents and maintenance of psychological contracts, the dark side of human behavior in organizations, and barriers and supports for career development. To date, he has published 52 refereed journal articles, 5 best paper proceedings, and 3 book chapters. His work has appeared in leading psychology and management journals such as the Journal of Applied Psychology, Journal of Management, Journal of Management Studies, Leadership Quarterly, British Journal of Industrial Relations, Journal of Vocational Behavior, Group & Organization Management, Journal of Occupational Health Psychology, among others. He has a track record in receiving competitive external research funding from the Australian Research Council (Discovery and Linkage schemes), National Natural Science Foundation of China, and Social Science Foundation of the Ministry of Education of the People s Republic of China. He is currently an editorial board member of the Journal of Management, Journal of Management Studies, Journal of Business Ethics, Journal of Business & Psychology, and Journal of Management & Organization. 5