ASU Electronic Theses and Dissertations
This collection includes most of the ASU Theses and Dissertations from 2011 to present. ASU Theses and Dissertations are available in downloadable PDF format; however, a small percentage of items are under embargo. Information about the dissertations/theses includes degree information, committee members, an abstract, supporting data or media.
In addition to the electronic theses found in the ASU Digital Repository, ASU Theses and Dissertations can be found in the ASU Library Catalog.
Dissertations and Theses granted by Arizona State University are archived and made available through a joint effort of the ASU Graduate College and the ASU Libraries. For more information or questions about this collection contact or visit the Digital Repository ETD Library Guide or contact the ASU Graduate College at firstname.lastname@example.org.
- 2 English
- 2 Public
Constructive voice, the sharing of ideas or concerns that improve organizational functioning, is an important workplace behavior. Recent narrative reviews of constructive voice have highlighted the importance of accounting for different types of voice. Initial efforts to explain the type of constructive voice have focused on voice function, and distinguished constructive voice as promotive or prohibitive in nature. Yet, research findings regarding relationships between promotive and prohibitive voice and antecedents of constructive voice reveal inconsistencies that suggest that our theoretical understanding is incomplete. In this dissertation, I argue that in addition to distinguishing constructive voice as to its function (i.e., …
- Newton, Daniel, LePine, Jeffery A, Craig, Jennifer N., et al.
- Created Date
Research suggests that behaving in an ingratiatory manner towards one’s supervisor is a double-edged sword. On the one hand, ingratiation is a powerful tool through which employees develop positive social exchange relationships with target audiences (i.e., supervisors) and subsequently obtain desired outcomes at work. On the other hand, third party observers of ingratiation often view this behavior (and the people enacting it) in a negative manner, thereby hindering ingratiatory employees’ ability to develop high quality social exchange relationships with these individuals. However, this research primarily focuses on how organizational actors perceive of ingratiatory employees while neglecting the social context in …
- Kim, Ji Koung, LePine, Jeffery A, Zhang, Zhen, et al.
- Created Date