The Leadership Research Colloquium provides a forum for leading experts and faculty to present developing, extant and cutting edge new research as it affect leadership in organizations and in our communities. The colloquium features the work of the recipient of The Center’s prestigious Alvah H. Chapman Jr. Outstanding Dissertation Award and hosts faculty members from other universities.
Wednesday, April 6, 2016
- Joo Hun Han, Ph.D.
Drawing upon and extending theory of social comparison-based emotions (Smith, 2000), I examine the mechanisms and boundary conditions for the effects of group leaders’ differentiated development of leader-member exchange (LMX) relationship on group coordination and performance. We propose that when groups receive a higher average proportion of group-based (as opposed to individual-based) incentive pay, LMX differentiation is more likely to foster group admiration (rather than group envy), which then enhances group coordination. Group coordination is in turn expected to enhance group performance. Using data on 828 sales groups from a major retailer of electronic products, which was experimenting with different types of incentive pay practices in different groups, I found that groups’ use of group-based (rather than individual-based or hybrid) incentive pay with a higher average proportion in total pay facilitated LMX differentiation to improve group coordination by cultivating group admiration. Also, group-based (as opposed to individual-based or hybrid) incentive pay buffered the negative effects of group envy on group coordination. Lastly, I found that group coordination predicted groups’ six-month lagged sales performance above and beyond prior sales performance. The findings offer interesting theoretical and practical implications.
Joo Hun Han is an assistant professor of Human Resource Management at Rutgers, The State University of New Jersey. He received his Ph.D. from the Robert H. Smith School of Business at the University of Maryland and M.S. and B.B.A from Seoul National University, Korea. His research examines the intersection between leadership and human resource practices with focus on their joint effects on employee attitudes, emotions, and performance at multiple levels. For example, he studies how leaders enhance effective group functioning by affecting employee emotions such as admiration and envy under different incentive pay plans; how leaders support implementation of incentive pay plans toward the enhancement of individual and collective performance; when and how leaders foster employee personal initiative; and why leaders sometimes undermine rather than support their own followers. His work has been published or is in press at major management journals such as Journal of Applied Psychology and Human Resource Management and has been recognized by several awards from the Academy of Management, Rutgers University, and Florida International University. He has also served as reviewers for several management journals. He is an active member of the Academy of Management and the Society for Industrial and Organizational Psychology. Prior to his graduate work, he spent three years in an entrepreneurial online service company as a project manager.
- Raquel Asencio, Ph.D.
Raquel Asencio is a doctoral candidate at the Georgia Institute of Technology. Her research explores teams in context. She studies the processes and properties that make teams function effectively as part of larger organizational systems. Her research interests include teams, multiteam systems, collective identity, and social network analysis. She is the recipient of a Goizueta Fellowship at Georgia Tech to advance minority involvement in Science, Technology, Engineering, and Math (STEM) fields. She served as the graduate student board member of the Interdisciplinary Network of Group Research (INGRoup) for two years and as a leadership development coach for student organizations at Georgia Tech. In August 2016, Raquel will be starting a faculty position at the Krannert School of Management at Purdue.
- Mark Macgowan, Ph.D.
Dr. Macgowan’s scholarship focuses on advancing rigorous, impactful, and culturally relevant group work, particularly in the areas of substance use, mental health, and social well-being. He is the author of Guide to Evidence-Based Group Work and co-author of Group Work Research, both with Oxford University Press, and is co-editor of Evidence-Based Group Work in Community Settings and IASWG Standards for Social Work with Groups, both with Taylor & Francis. Dr. Macgowan has received multiple professional or university awards for excellence in teaching and research. He recently held the Fulbright-Scotland Visiting Professorship at the University of Edinburgh, where he was engaged in teaching and research about global perspectives on evidence-based group work. As a licensed therapist and supervisor of therapist trainees, he has significant clinical experience, mainly with persons with substance use problems and those affected by disasters. He currently serves as a mental/behavioral health specialist with federal, state, and local government disaster response medical teams.
- Nathan Hiller, Ph.D. (Moderator)
Dr. Nathan Hiller
Academic Director - FIU Center for Leadership
Associate Professor of Management and International Business,
Florida International University
As an academic, Dr. Nathan Hiller's focus is on understanding the strategic implications of executive personality, as well as enhancing the way that organizations build their leadership pipeline. Nathan’s research has appeared in most of the top journals in the field of management, including the Academy of Management Journal, Strategic Management Journal, and The Leadership Quarterly. He holds editorial board positions at the Journal of Applied Psychology and The Leadership Quarterly, and has won several research awards.
As a consultant, Nathan has led projects and consulted with organizations such as: Boston Scientific, Hewlett Packard (HP), the US Secret Service, Bacardi USA, Norwegian Cruise Lines, and The Centers for Disease Control (CDC). In his role at the Center for Leadership, Nathan oversees the academic content of all leadership programs, and is the Faculty Director of The Senior Executive Leaders Program, The High-Impact Leadership Program, and an internal FIU program geared for senior leaders of the university. He is the primary author of The Center’s Leadership Competency Builder, which forms the backbone of all Center programming.
Dr. Hiller has held visiting faculty appointments at Cornell University and the University of Washington, and has taught a graduate leadership course at Fundação Getulio Vargas (FGV) in Rio de Janeiro. Nathan loves to travel and draws regularly from his experience living in four countries on three continents in ten cities. He received his Ph.D. from The Pennsylvania State University.