Nathan P Podsakoff

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Scholarly Contributions

Books

• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2018). The Oxford Handbook of Organizational Citizenship Behavior.
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  The Oxford Press accepted the proposal submitted by my co-editors and I for the “Handbook of Organizational Citizenship Behavior.” We have recruited and received commitments from author teams for over 30 chapters, which will be submitted for first review in August of 2015. The Handbook is expected to be published in 2018

Chapters

• Podsakoff, N. P., Morrison, E. W., & Martinez, T. M. (2018). The role of a good soldier: A review of research on organizational citizenship behavior role perceptions and recommendations for future research. In The Oxford Handbook of Organizational Citizenship Behavior(pp 91-104). Oxford Press.
• Podsakoff, N. P., Podsakoff, P. M., MacKenzie, S. B., Maynes, T. D., Whiting, S. W., & Spoelma, T. M. (2018). The role of a good soldier: A review of research on organizational citizenship behavior role perceptions and recommendations for future research. In The Oxford Handbook of Organizational Citizenship Behavior.
• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2018). Introduction to The Oxford Handbook of Organizational Citizenship Behavior. In The Oxford Handbook of Organizational Citizenship Behavior(pp 1-6). Oxford Press.
• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2018). Research on organizational citizenship behavior: Where do we go from here?. In The Oxford Handbook of Organizational Citizenship Behavior(pp 577-592).
• Provan, K. G., Sydow, J., & Podsakoff, N. P. (2017). Network citizenship behavior: Toward a behavioral perspective on multi-organizational networks.. In Culture and Behavioral Strategy(pp 155-188). Informational Age Publishing, Inc.

Journals/Publications

• Podsakoff, N. P., Podsakoff, P., MacKenzie, S., Whiting, S., Maynes, T., & Spoelma, T. (2014). Unit-level predictors of individual level OCBs: A multilevel review and recommendations for future research. Journal of Management.
• Gabriel Rossetti, A. S., Podsakoff, N. P., Beal, D. J., Butts, M., Scott, B. A., Sonnentag, S., & Trougakos, J. P. (2019). An Expert Panel on Intra-Individual Research: Identifying Critical Trends and Considerations for Scholarly Advancement. Organizational Research Methods.
• Podsakoff, N. P., Spoelma, T. M., Chawla, N., & Gabriel Rossetti, A. S. (2019). Understanding Within-Person Variability in Applied Psychology Constructs: Establishing Norms and Predicting Variation. Journal of Applied Psychology.
• Podsakoff, P. M., & Podsakoff, N. P. (2019). Experimental designs in management and leadership research: Strengths, limitations, and recommendations for improving publishability. Leadership Quarterly, 30, 11-33.
• Podsakoff, P. M., Podsakoff, N. P., Mishra, P., & Esque, C. (2019). Can early-career scholars conduct impactful research while trying to get tenure? Playing “small ball” vs. “swinging for the fences.”. Academy of Management Learning and Education, 17, 496-531.
• MacKenzie, S. B., Podsakoff, P. M., & Podsakoff, N. P. (2016). Recommendations for creating better concept definitions in the organizational, behavioral, and social sciences. Organizational Research Methods, 19, 159-203.
• Methot, J. R., Lepine, J. A., Podsakoff, N. P., & Christian, J. S. (2016). ARE WORKPLACE FRIENDSHIPS A MIXED BLESSING? EXPLORING TRADEOFFS OF MULTIPLEX RELATIONSHIPS AND THEIR ASSOCIATIONS WITH JOB PERFORMANCE. PERSONNEL PSYCHOLOGY, 69(2), 311-355.
• Methot, J., LePine, J., Podsakoff, N. P., & Christian, J. (2016). Are workplace friendships a mixed blessing? Exploring tradeoffs of multiplex relationships and their associations with job performance. Personnel Psychology, 69, 311-355.
• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2016). Recommendations for Creating Better Concept Definitions in the Organizational, Behavioral, and Social Sciences. ORGANIZATIONAL RESEARCH METHODS, 19(2), 159-203.
• Podsakoff, N. P. (2015). One (rating) from many (observations): Factors effecting ratings of individual behaviors as collective phenomena in groups. Journal of Applied Psychology.
• Podsakoff, N. P., Podsakoff, P. M., MacKenzie, S. B., Maynes, T. D., & Spoelma, T. M. (2014). Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research. Journal of Organizational Behavior, S87-S119.
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  During the past 30 years, interest in organizational citizenship behaviors (OCBs) has grown substantially. Although much of the early empirical research in this domain was directed at the individual level of analysis, more recently, researchers have focused their attention on identifying the outcomes of group-level or unit-level OCBs, as well as the mediating mechanisms and boundary conditions of the relationships between OCBs and unit-level outcomes. Therefore, the purpose of this article is to provide a summary of the extant literature in this area. First, we discuss the applicability of the types of OCB to the unit level of analysis. Following this, we provide a summary of the literature examining outcomes of unit-level OCBs, with particular attention paid to the mediators and moderators of the relationship between OCBs and unit effectiveness. Next, we examine the methodological characteristics of studies conducted in this research domain. Finally, we make a series of conceptual and methodological recommendations regarding future research on the consequences of unit-level OCBs. Copyright (C) 2014 John Wiley & Sons, Ltd.
• Slaughter, J. E., Christian, M. S., Podsakoff, N. P., Sinar, E. F., & Lievens, F. (2014). ON THE LIMITATIONS OF USING SITUATIONAL JUDGMENT TESTS TO MEASURE INTERPERSONAL SKILLS: THE MODERATING INFLUENCE OF EMPLOYEE ANGER. PERSONNEL PSYCHOLOGY, 67(4), 847-885.
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  Many authors have suggested that situational judgment tests (SJTs) are useful tools for assessing applicants because SJT items can be written to assess a number of job-related knowledges, skills, abilities and other characteristics (KSAOs). However, SJTs may not be appropriate for measuring certain KSAOs for some applicants. We posit that using SJTs to measure interpersonal skills may lead to invalid inferences about applicants with higher levels of angry hostility (AH), and thus, AH should moderate the relation between interpersonally oriented SJTs and job performance. Three studies, using samples of healthcare workers (n = 225), police officers (n = 54), and medical doctors (n = 92), provided support for hypotheses in that that relations between SJT scores and performance criteria were significantly weaker among employees higher in AH compared to those lower in AH. In addition, none of the other facets of neuroticism tested (self-consciousness, anxiety, depression, immoderation, or vulnerability to stress) consistently moderated SJT validity, providing support for the uniqueness of AH. Implications for practice, and for future research studying the relations between interpersonal skills as measured by SJTs and job performance, are discussed.
• Slaughter, J. E., Christian, M. S., Podsakoff, N. P., Sinar, E. F., & Lievens, F. (2014). On the limitations of using situational judgment tests to measure interpersonal skills: The moderating influence of employee anger. Personnel Psychology, 67(847-885).
• Podsakoff, N. P., Podsakoff, P. M., MacKenzie, S. B., & Klinger, R. L. (2013). Are We Really Measuring What We Say We're Measuring? Using Video Techniques to Supplement Traditional Construct Validation Procedures. JOURNAL OF APPLIED PSYCHOLOGY, 98(1), 99-113.
• Podsakoff, N. P., Podsakoff, P. M., MacKenzie, S. B., & Klinger, R. L. (2013). Are we really measuring what we say we're measuring? Using video techniques to supplement traditional construct validation procedures. Journal of Applied Psychology, 98(1), 99-113.
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  PMID: 22867443;Abstract: Several researchers have persuasively argued that the most important evidence to consider when assessing construct validity is whether variations in the construct of interest cause corresponding variations in the measures of the focal construct. Unfortunately, the literature provides little practical guidance on how researchers can go about testing this. Therefore, the purpose of this article is to describe how researchers can use video techniques to test whether their scales measure what they purport to measure. First, we discuss how researchers can develop valid manipulations of the focal construct that they hope to measure. Next, we explain how to design a study to use this manipulation to test the validity of the scale. Finally, comparing and contrasting traditional and contemporary perspectives on validation, we discuss the advantages and limitations of video-based validation procedures. © 2012 American Psychological Association.
• Podsakoff, N. P., Whiting, S. W., Welsh, D. T., & Mai, K. M. (2013). Surveying for "Artifacts": The Susceptibility of the OCB-Performance Evaluation Relationship to Common Rater, Item, and Measurement Context Effects. JOURNAL OF APPLIED PSYCHOLOGY, 98(5), 863-874.
• Podsakoff, N. P., Whiting, S. W., Welsh, D. T., & Mai, K. M. (2013). Surveying for "artifacts": The susceptibility of the ocb-performance evaluation relationship to common rater, item, and measurement context effects. Journal of Applied Psychology, 98(5), 863-874.
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  PMID: 23565897;Abstract: Despite the increased attention paid to biases attributable to common method variance (CMV) over the past 50 years, researchers have only recently begun to systematically examine the effect of specific sources of CMV in previously published empirical studies. Our study contributes to this research by examining the extent to which common rater, item, and measurement context characteristics bias the relationships between organizational citizenship behaviors and performance evaluations using a mixedeffects analytic technique. Results from 173 correlations reported in 81 empirical studies (N = 31,146) indicate that even after controlling for study-level factors, common rater and anchor point number similarity substantially biased the focal correlations. Indeed, these sources of CMV (a) led to estimates that were between 60% and 96% larger when comparing measures obtained from a common rater, versus different raters; (b) led to 39% larger estimates when a common source rated the scales using the same number, versus a different number, of anchor points; and (c) when taken together with other study-level predictors, accounted for over half of the between-study variance in the focal correlations. We discuss the implications for researchers and practitioners and provide recommendations for future research. © 2013 American Psychological Association.
• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of Method Bias in Social Science Research and Recommendations on How to Control It. ANNUAL REVIEW OF PSYCHOLOGY, VOL 63, 63, 539-569.
• Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539-569.
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  PMID: 21838546;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. © 2012 by Annual Reviews. All rights reserved.
• Whiting, S. W., Maynes, T. D., Podsakoff, N. P., & Podsakoff, P. M. (2012). Effects of Message, Source, and Context on Evaluations of Employee Voice Behavior. JOURNAL OF APPLIED PSYCHOLOGY, 97(1), 159-182.
• Whiting, S. W., Maynes, T. D., Podsakoff, N. P., & Podsakoff, P. M. (2012). Effects of message, source, and context on evaluations of employee voice behavior. Journal of Applied Psychology, 97(1), 159-182.
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  PMID: 21842973;Abstract: Although employee voice behavior is expected to have important organizational benefits, research indicates that employees voicing their recommendations for organizational change may be evaluated either positively or negatively by observers. A review of the literature suggests that the perceived efficacy of voice behaviors may be a function of characteristics associated with the (a) source, (b) message, and (c) context of the voice event. In this study, we manipulated variables from each of these categories based on a model designed to predict when voice will positively or negatively impact raters' evaluations of an employee's performance. To test our model, we conducted 3 laboratory studies in which we manipulated 2 source factors (voicer expertise and trustworthiness), 2 message factors (recommending a solution and positively vs. negatively framing the message), and 2 context factors (timing of the voice event and organizational norms for speaking up vs. keeping quiet). We also examined the mediating effects of liking, prosocial motives, and perceptions that the voice behavior was constructive on the relationships between the source, message, and context factors and performance evaluations. Generally speaking, we found that at least one of the variables from each category had an effect on performance evaluations for the voicer and that most of these effects were indirect, operating through one or more of the mediators. Implications for theory and future research are discussed. © 2011 American Psychological Association.
• Kuskova, V. V., Podsakoff, N. P., & Podsakoff, P. M. (2011). Effects of theoretical contribution, methodological rigor, and journal quality, on the impact of scale development articles in the field of entrepreneurship. Strategic Entrepreneurship Journal, 5(1), 10-36.
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  Abstract: Despite the widespread belief that empirical studies that are firmly grounded in theory and use valid measures of their focal constructs are more critical to the advancement of science than studies that do not possess these attributes, it is only recently that this belief has begun to be empirically tested. Unfortunately, most of the tests that have been conducted have some limitations. Therefore, the purpose of this study is to examine the effects that an article's theoretical contribution, the rigor of its scale validation procedures, and the quality of the journal in which it is published have on its impact in the field of entrepreneurship. Using expectancy theory as a conceptual framework, we develop and test our hypotheses in a sample of 88 entrepreneurship articles that reported scale development and validation evidence. Our hypotheses were supported in that the results showed that an article's theoretical contribution, methodological rigor, and journal quality significantly predicted the number of citations the article received, even after controlling for article age- and author-related variables. When taken together, the article characteristics and control variables accounted for 66 percent of the variance in article citations. Implications of these findings for researchers in the field of entrepreneurship are discussed. © 2011 Strategic Management Society.
• MacKenzie, S. B., Podsakoff, P. M., & Podsakoff, N. P. (2011). Construct measurement and validation procedures in MIS and behavioral research: Integrating new and existing techniques. MIS Quarterly: Management Information Systems, 35(2), 293-334.
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  Abstract: Despite the fact that validating the measures of constructs is critical to building cumulative knowledge in MIS and the behavioral sciences, the process of scale development and validation continues to be a challenging activity. Undoubtedly, part of the problem is that many of the scale development procedures advocated in the literature are limited by the fact that they (1) fail to adequately discuss how to develop appropriate conceptual definitions of the focal construct, (2) often fail to properly specify the measurement model that relates the latent construct to its indicators, and (3) underutilize techniques that provide evidence that the set of items used to represent the focal construct actually measures what it purports to measure. Therefore, the purpose of the present paper is to integrate new and existing techniques into a comprehensive set of recommendations that can be used to give researchers in MIS and the behavioral sciences a framework for developing valid measures. First, we briefly elaborate upon some of the limitations of current scale development practices. Following this, we discuss each of the steps in the scale development process while paying particular attention to the differences that are required when one is attempting to develop scales for constructs with formative indicators as opposed to constructs with reflective indicators. Finally, we discuss several things that should be done after the initial development of a scale to examine its generalizability and to enhance its usefulness.
• Mackenzie, S. B., Podsakoff, P. M., & Podsakoff, N. P. (2011). Challenge-oriented organizational citizenship behaviors and organizational effectiveness: Do challenge-oriented behaviors really have an impact on the organization's bottom line?. Personnel Psychology, 64(3), 559-592.
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  Abstract: Virtually all of the studies that have examined the relationship between organizational citizenship behaviors (OCBs) and unit or organizational effectiveness have focused on affiliation-oriented as opposed to challenge-oriented forms of OCB, and no study has examined the mechanisms through which OCBs influence unit or organizational effectiveness. Therefore, the purpose of this study is to examine the main and interactive effects that challenge-oriented and affiliation-oriented OCBs have on organizational effectiveness through their impact on workgroup task performance. Results from a sample of 150 limited-menu restaurants showed that the relationship between challenge-oriented OCBs and workgroup task performance has an inverted-U shape and is moderated by affiliation-oriented OCBs, and that workgroup task performance completely mediated the impact of challenge- and affiliation-oriented OCBs (and their interaction) on organizational outcomes (i.e., sales dollars, profit as a percentage of sales, and employee turnover). Specifically, the findings showed that challenge-oriented OCBs have a positive impact on workgroup task performance up to a point, and beyond that point only when certain enabling conditions (i.e., high levels of affiliation-oriented OCBs) are present. Implications are discussed. © 2011 Wiley Periodicals, Inc.
• Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Mishra, P. (2011). Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews. Journal of Applied Psychology, 96(2), 310-326.
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  PMID: 20919791;Abstract: This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research are discussed. © 2010 American Psychological Association.
• Judge, T. A., Piccolo, R. F., Podsakoff, N. P., Shaw, J. C., & Rich, B. L. (2010). The relationship between pay and job satisfaction: A meta-analysis of the literature. Journal of Vocational Behavior, 77(2), 157-167.
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  Abstract: Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, results suggested that pay level was correlated .15 with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship were investigated. Despite the popular theorizing, results suggest that pay level is only marginally related to satisfaction. Theoretical and practical implications of the results are discussed. © 2010 Elsevier Inc.
• Podsakoff, N. P., Podsakoff, P. M., & Kuskova, V. V. (2010). Dispelling misconceptions and providing guidelines for leader reward and punishment behavior. Business Horizons, 53(3), 291-303.
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  Abstract: One unfortunate consequence of the focus on " charismatic," " transformational," and " visionary" leader behaviors during the past few decades has been the tendency to diminish the importance that transactional leadership behaviors have on leadership effectiveness. We say that this is unfortunate because recent research has shown that transactional leadership, in the form of contingent reward and punishment behaviors, can have substantial effects on a variety of important employee attitudes, perceptions, and measures of job performance. Therefore, in this article we discuss some possible reasons why transactional leadership has been relegated to a lesser role than transformational leadership, summarize the research that indicates the importance of leader contingent reward and punishment behavior to leadership effectiveness, and identify some of the mechanisms that these forms of leadership behavior work through to influence employee attitudes and behaviors. Following this, we address ten misconceptions managers often have regarding the administration of rewards and punishments, and provide some recommendations about how leaders can improve their effectiveness in administering recognition and discipline in organizational settings. © 2010 Kelley School of Business, Indiana University.
• Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M., & Blume, B. D. (2009). Individual- and Organizational-Level Consequences of Organizational Citizenship Behaviors: A Meta-Analysis. Journal of Applied Psychology, 94(1), 122-141.
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  PMID: 19186900;Abstract: Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. © 2009 American Psychological Association.
• Podsakoff, P. M., MacKenzie, S. B., Podsakoff, N. P., & Bachrach, D. G. (2008). Scholarly influence in the field of management: A bibliometric analysis of the determinants of University and author impact in the management literature in the past quarter century. Journal of Management, 34(4), 641-720.
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  Abstract: The purpose of this study is to identify the universities and research scholars who have had the greatest impact on the field of management during the past quarter century and the factors that influence their impact. Using bibliometric techniques, the authors examined 30 management journals to identify the 100 most-cited universities and 150 most-cited authors from 1981 to 2004. The analysis included more than 1,600 universities and 25,000 management scholars across five individual time periods. The findings showed that (a) a relatively small proportion of universities and scholars accounted for the majority of the citations in the field; (b) total publications accounted for the majority of the variance in university citations; (c) university size, the number of PhDs awarded, research expenditures, and endowment assets had the biggest impact on university publications; and (d) total publications, years in the field, graduate school reputation, and editorial board memberships had the biggest effect on a scholar's citations. © 2008 Southern Management Association. All rights reserved.
• Podsakoff, N. P., Lepine, J. A., & Lepine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438-454.
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  PMID: 17371090;Abstract: In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes. PsycINFO Database Record (c) 2007 APA, all rights reserved.
• Podsakoff, N. P., Shen, W., & Podsakoff, P. M. (2006). The Role of Formative Measurement Models in Strategic Management Research: Review, Critique, and Implications for Future Research. Research Methodology in Strategy and Management, 3, 197-252.
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  Abstract: Since the publication of Venkatraman and Grant's (1986) article two decades ago, considerably more attention has been directed at establishing the validity of constructs in the strategy literature. However, recent developments in measurement theory indicate that strategy researchers need to pay additional attention to whether their constructs should be modeled as having formative or reflective indicators. Therefore, the purpose of this chapter is to highlight the differences between formative and reflective indicator measurement models, and discuss the potential role of formative measurement models in strategy research. First, we systematically review the literature on construct measurement model specification. Second, we assess the extent of measurement model misspecification in the recent strategy literature. Our assessment of 257 constructs in the contemporary strategy literature suggests that many important strategy constructs are more appropriately modeled as having formative indicators than as having reflective indicators. Based on this review, we identify some common errors leading to measurement model misspecification in the strategy domain. Finally, we discuss some implications of our analyses for scholars in the strategic management field. © 2006 Elsevier Ltd. All rights reserved.
• Podsakoff, P. M., Bommer, W. H., Podsakoff, N. P., & MacKenzie, S. B. (2006). Relationships between leader reward and punishment behavior and subordinate attitudes, perceptions, and behaviors: A meta-analytic review of existing and new research. Organizational Behavior and Human Decision Processes, 99(2), 113-142.
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  Abstract: Despite decades of research on the relationships between leader reward and punishment behaviors and employee attitudes, perceptions, and performance, no comprehensive examination of these relationships has been reported in the literature. This paper reports the results of two studies that address this issue. In the first study, data from 20 new samples were gathered on the relationships between leader reward and punishment behaviors and some criterion variables that have not been examined extensively in previous research. In the second study, a meta-analytic review was conducted incorporating both the new and existing research in order to provide estimates of the bivariate relationships between these leader behaviors and a variety of employee criterion variables across 78 studies containing 118 independent samples. Results of regression analyses designed to control for the effects of the other leader behaviors showed that: (a) the relationships between leader reward and punishment behaviors and employee attitudes, perceptions, and behaviors were more functional when the rewards or punishments were administered contingently than when they were administered non-contingently, and (b) these leader reward and punishment behaviors were strongly related to two variables (employees' perceptions of justice and role ambiguity) that were expected to be key mediators of the relationships between these leader behaviors and the employee criterion variables. In addition, meta-analytic evidence from longitudinal studies suggested that the same leader behavior can be a cause of some employee criterion variables, and a consequence of others. Implications of these findings for future research in the area are discussed. © 2005 Elsevier Inc. All rights reserved.
• LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge Stressor-hindrance stressor framework: An explanation for inconsistent relationships among Stressors and performance. Academy of Management Journal, 48(5), 764-775.
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  Abstract: This article reports a meta-analytic test of a two-dimensional work Stressor framework with respect to Stressors' relationships with strains, motivation, and performance. Hindrance Stressors had a negative direct effect on performance, as well as negative indirect effects on performance through strains and motivation. Challenge Stressors had a positive direct effect on performance, as well as offsetting indirect effects on performance through strains (negative) and motivation (positive). Results suggest research and practice could benefit by distinguishing among challenge and hindrance Stressors. © Academy of Management Journal.
• Podsakoff, P. M., Mackenzie, S. B., Bachrach, D. G., & Podsakoff, N. P. (2005). The influence of management journals in the 1980s and 1990s. Strategic Management Journal, 26(5), 473-488.
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  Abstract: It is difficult to get a clear picture of the relative influence of management journals because previous studies have focused on a single sub-area in the field over a relatively restricted number of years, and/or have used inconsistent criteria to judge journal influence. Therefore, the purpose of this study is to examine journal influence using citations from 28 journals over the past two decades. The findings show that the top seven journals accounted for 61 percent of all of the citations in the journals included, and that the three journals that showed the greatest increase in influence over the past 20 years were AMJ, AMR, and SMJ. Copyright © 2005 John Wiley & Sons, Ltd.
• Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2003). Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88(5), 879-903.
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  PMID: 14516251;Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
• Podsakoff, P. M., MacKenzie, S. B., Podsakoff, N. P., & Lee, J. Y. (2003). The mismeasure of man(agement) and its implications for leadership research. Leadership Quarterly, 14(6), 615-656.
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  Abstract: The purpose of the present review is to examine the potential problems caused by measurement model misspecification in the field of leadership. First, we discuss the conceptual differences between the four types of measurement models that have been used in leadership research and provide a set of criteria that could be used to decide upon the appropriate model. Following this, we examine the extent of measurement model misspecification by conducting a review of the leadership literature and applying these criteria. Next, we discuss the potential consequences of measurement model misspecification on conclusions made about the structural relationships between constructs. Finally, we discuss the implications of our study for leadership research. © 2003 Elsevier Science Inc. All rights reserved.

Presentations

• Kim, S., McClean, E. M., Doyle, S. P., Podsakoff, N. P., Lin, E., & Woodruff, T. (2021). New Directions in Voice Research: Exploring the Relational Context of Voice. 81st Annual Conference for the Academy of Management. Virtual: Academy of Management.
• Podsakoff, N. P. (2021). Amplifying Voice in Organizations. Data Colada. Virtual.
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  I served as a panelist for this research presentation.
• Kim, S., McClean, E., Doyle, S., Podsakoff, N. P., Lin, E., & Woodruff, T. (2020, Fall). The positive and negative effects of social status on voice ratings: A test of two opposing pathways.. 15th annual INGRoup Conference [Conference was cancelled.]. Seattle, WA: INGRoup.
• Kim, S., McClean, E., Doyle, S., Podsakoff, N. P., Lin, E., & Woodruff, T. (2020, Fall). The positive and negative effects of social status on voice ratings: A test of two opposing pathways.. 81stth Annual Conference for the Academy of Management [Conference was cancelled.]. Vancouver, CA: Academy of Management.
• Chawla, N., MacGowan, R. L., Gabriel Rossetti, A. S., & Podsakoff, N. P. (2019, Spring). Unplugging or staying connected? Exploring profiles of daily recovery experiences. Society for Industrial and Organizational Psychology. National Harbor, MD: Society for Industrial and Organizational Psychology.
• Podsakoff, N. P. (2019, Fall). Ask the Experts – RM Division. Annual Conference for the Academy of Management. Boston, MA: Academy of Management.
• Podsakoff, N. P. (2019, Fall). To be heard or not heard: Effects of (failed) voice behaviors on managers and employees. Annual Conference for the Academy of Management. Boston, MA: Academy of Management.
• Podsakoff, N. P. (2019, Spring). Leaders’ and coworkers’ reactions to voice and why they matter. Society for Industrial and Organizational Psychology Conference. National Harbor, MD: Society for Industrial and Organizational Psychology.
• Chawla, N., MacGowan, R., & Podsakoff, N. P. (2018, Fall). Unplugging in the evenings: Examining profiles of daily recovery experiences. Academy of Management. Chicago, IL.
• Podsakoff, N. P. (2018, Spring). Integrating Voice and Creativity Research. ASU Speaker Series. Tempe, AZ: Arizona State University.
• Podsakoff, N. P., Maynes, T. D., Martinez, T., & Whiting, S. (2018, Spring). A cautionary note regarding non-independence in employee performance ratings. SIOP. Chicago, IL.
• Podsakoff, N. P., Mcclean, E., & Kim, S. (2018, Spring). Advances in voice behavior research: Integrating employee voice behavior and creativity research. SIOP. Chicago, IL.
• Podsakoff, N. P. (2017, Fall). A panel discussion on intra-individual organizational research. European Association of Work and Organizational Psychology. Dublin, Ireland: European Association of Work and Organizational Psychology.
• Podsakoff, N. P. (2017, Spring). A Tutorial on the Causes, Consequences, and Remedies for Common Method Biases. Invited Presentation. Lincoln, NE: University of Nebraska - Consortium for the Advancement of Research Methods and Analysis (CARMA).
• Podsakoff, N. P. (2017, Spring). Some Cause for Concern about Ratings of Employee Performance: Non-independence and Implications for Individual-, Multi-, and Unit-level Research. Invited Presentation. Gainesville, FL: University of Florida.
• Podsakoff, N. P., Spoelma, T. M., & Chawla, N. (2017, Fall). Time and resource processes associated with organizational citizenship behavior. Academy of Management Conference. Atlanta, GA: Academy of Management.
• Podsakoff, N. P. (2016, Fall). Foundations of organizational citizenship behavior: Reviews and future research recommendations. Society for Industrial and Organizational Psychology. Anaheim, CA: Society for Industrial and Organizational Psychology.
• Podsakoff, N. P. (2016, Fall). Master collaboration: Organizational citizenship behaviors: Recent developments in research and practice. Society for Industrial and Organizational Psychology. Anaheim, CA: Society for Industrial and Organizational Psychology.
• Podsakoff, N. P. (2016, Fall). Not just a dependent variable: New developments on the study of citizenship behavior. Academy of Management Conference. Anaheim, CA: Academy of Management.
• Podsakoff, N. P., & Gabriel Rossetti, A. S. (2016, Fall). Intra-individual organizational research: An expert panel. Academy of Management Conference. Anaheim, CA: Academy of Management.
• Podsakoff, N. P., & Martinez, T. M. (2016, Fall). Traditional predictors of OCB: Reviews and recommendations for future research. Academy of Management Conference. Anaheim, CA: Academy of Management.
• Maynes, T. D., Podsakoff, N. P., & Jo, J. (2015, Fall). Employee voice in adverse conditions: Speaking-up when it’s all on the line. Academy of Management Conference. Vancouver, BC, Canada: Academy of Management.
• Ordonez, L. D., Motro, D., Podsakoff, N. P., & Yoon, M. J. (2015, Fall). The dark side of motivation: The negative effects of pursuing desired ends. Academy of Management Conference. Vancouver, BC, Canada: Academy of Management.
• Podsakoff, N. P., Podsakoff, P. M., MacKenzie, S. B., Maynes, T. D., Whiting, S. W., & Spoelma, T. M. (2015, Fall). A review of multilevel OCB research: Limitations and recommendations. Society for Industrial and Organizational Psychology Conference. Philadelphia, PA: Society for Industrial and Organizational Psychology.