Papers by Elisa Adriasola
In this chapter, we develop an identity-based structural model to understand how identity process... more In this chapter, we develop an identity-based structural model to understand how identity processes at the individual, dyadic and team level can partially explain shared leadership emergence. We differentiate between the level at which an identity is represented (individual, relational, collective) and levels of analysis (individual, dyadic, collective) to explain how interrelated identities provide a structure for shared leadership. Using this framework, we focus mainly on individual and dyadic processes to explore how team members’ identity composition (i.e. leader and follower) and the processes regarding individual self can affect (and be affected by) dyadic and team level processes and partially explain shared leadership emergence. Throughout this chapter we address the dynamic and process-oriented role of identity as it becomes contextualized, and how cognitive, motivational and learning processes impact the team, the dyad and the individual. This chapter provides a rich persp...
Journal of Organizational Behavior, 2021
Employee silence, the withholding of work-related ideas, questions, or concerns from someone who ... more Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, and measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We fou...
Academy of Management Proceedings
Academy of Management Proceedings
The objective of this guide is provide individuals with practical, research-based tools to addres... more The objective of this guide is provide individuals with practical, research-based tools to address and modify aspects of their workplace culture to make it more inclusive and appreciative of diversity. It will be of most benefit to people who feel underrepresented in their work groups, and who, although lacking any formal power to initiate large-scale cultural change, still feel they need to do something to make their workplace culture more inclusive and appreciative of diversity.
... GOAL HIERARCHY: IMPROVING ASSET DATA QUALITY BY IMPROVING MOTIVATION Kerrie Unsworth 1 , Elis... more ... GOAL HIERARCHY: IMPROVING ASSET DATA QUALITY BY IMPROVING MOTIVATION Kerrie Unsworth 1 , Elisa Adriasola 1 , Amber Johnston-Billings 1 , Alina ... Figure 4 about here----- The above goal hierarchy comes from a maintenance worker that we will call Mike. ...
Previous research on high-reliability organising has focused predominantly on identifying macro, ... more Previous research on high-reliability organising has focused predominantly on identifying macro, organisational-level predictors. We conducted an exploratory, multilevel case study in a reliability-seeking organization to understand the effects of psychological issues. We found that individual-level factors such as identification, motivation, and experience both moderated and supplemented the previously-described
ABSTRACT The goal regulation processes leading to behaviour are widely studied by applied psychol... more ABSTRACT The goal regulation processes leading to behaviour are widely studied by applied psychologists. One such process is self-concordance, which has been previously theorised to have multiple positive outcomes, but the empirical testing of these propositions in applied settings has been less than compelling. We hypothesise that this is because of the way in which self-concordance has previously been operationalized and that a better operationalization (coherence within a goal hierarchy) will produce stronger effects in a work context. More specifically, we are concerned with the mediation role of self-concordance in the relationship between leadership and goal striving. We report results of a cross-sectional study performed on a sample of 136 teachers where we found that self-concordance – operationalised within the goal hierarchy – is a better mediator of the relationship between leadership and measures of goal striving than previous operationalisations of motivation that were based on self-determination theory.
Reliability Engineering & System Safety, 2013
ABSTRACT Can data collectors be “pushed” into collecting high quality data or would being “pulled... more ABSTRACT Can data collectors be “pushed” into collecting high quality data or would being “pulled” be more effective? This paper finds that managers should be careful of the degree to which “push” factors, such as managerial pressure and technological input control, are relied upon. While they may be helpful for motivating those data collectors who are not intrinsically motivated, they are either not helpful or may discourage those data collectors who are intrinsically motivated. Instead, self-concordance may act as a longer-term, more stable approach to increasing the motivation of data collectors and thus increasing the quality of data that enter reliability systems. This study uses a sequential mixed-method approach involving interviews with 20 data collectors and a quantitative survey of 109 data collectors in a water utility. It examines the interactive effect of managerial pressure, technological input control and self-concordance on data collection performance.
Journal of Organizational Behavior, 2013
There is a great deal of research outlining interventions to increase pro-environmental behaviour... more There is a great deal of research outlining interventions to increase pro-environmental behaviour, many of which are aimed at employees. However, to date the results for these have not lived up to their initial promise. Instead of offering another intervention, we propose a model which identifies psychological conditions under which these interventions are most likely to succeed. Through the integration of previously separate literatures from experimental social psychology, organisational psychology, organisational behaviour and environmental psychology, we suggest that the degree to which the intervention-related goal is efficacious and attractive, selfconcordant, in conflict with other goals, and perceived to be completed will affect the level and type of behaviour change. Our model aims to provide actionable knowledge that extends our understanding of the effectiveness of workplace interventions designed to increase green organisational behaviour.
Reliability Engineering & System Safety, 2011
... GOAL HIERARCHY: IMPROVING ASSET DATA QUALITY BY IMPROVING MOTIVATION Kerrie Unsworth 1 , Elis... more ... GOAL HIERARCHY: IMPROVING ASSET DATA QUALITY BY IMPROVING MOTIVATION Kerrie Unsworth 1 , Elisa Adriasola 1 , Amber Johnston-Billings 1 , Alina ... Figure 4 about here----- The above goal hierarchy comes from a maintenance worker that we will call Mike. ...
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Papers by Elisa Adriasola