Dr Maria Kakarika's Outputs (9)

Sexualize one, objectify all? The sexualization spillover effect on female job candidates (2023)
Journal Article
Guillén, L., Kakarika, M., & Heflick, N. (2024). Sexualize one, objectify all? The sexualization spillover effect on female job candidates. Journal of Organizational Behavior, 45(4), 576-594. https://doi.org/10.1002/job.2758

Summary: We examined whether sexualizing a businesswoman impacts attitudes toward subsequently evaluated, nonsexualized females applying for a corporate managerial position. Research shows that sexualized women are perceived as less warm and competen... Read More about Sexualize one, objectify all? The sexualization spillover effect on female job candidates.

Don’t Shoot the Messenger? A Morality- and Gender-Based Model of Reactions to Negative Workplace Gossip (2023)
Journal Article
Kakarika, M., Taghavi, S., & González-Gómez, H. (2024). Don’t Shoot the Messenger? A Morality- and Gender-Based Model of Reactions to Negative Workplace Gossip. Journal of Business Ethics, 189(2), 329-344. https://doi.org/10.1007/s10551-023-05355-7

We conducted three studies to examine how the recipients of negative workplace gossip judge the gossip sender’s morality and how they respond behaviorally. Study 1 provided experimental evidence that gossip recipients perceive senders as low in moral... Read More about Don’t Shoot the Messenger? A Morality- and Gender-Based Model of Reactions to Negative Workplace Gossip.

Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management (2022)
Journal Article
Kakarika, M., Biniari, M., Guillén, L., & Mayo, M. (2022). Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management. Journal of Organizational Behavior, 43(9), 1562-1578. https://doi.org/10.1002/job.2605

With research on entrepreneurial passion booming, there is an increasing need to understand how and why that passion influences entrepreneurs' performance over time. To address this need, we develop a multistage process model, proposing that entrepre... Read More about Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management.

Deep-level dissimilarity and leader–member exchange (LMX) quality: the role of status (2021)
Journal Article
Lianidou, T., Lytle, A., & Kakarika, M. (2022). Deep-level dissimilarity and leader–member exchange (LMX) quality: the role of status. Journal of Managerial Psychology, 37(4), 379-393. https://doi.org/10.1108/jmp-02-2021-0050

Purpose
This study explores how status, demographic and positional, moderates the negative effect of deep-level dissimilarity on leader–member exchange (LMX) quality.

Design/methodology/approach
Data from three samples were analyzed using hierar... Read More about Deep-level dissimilarity and leader–member exchange (LMX) quality: the role of status.

Organizational Behaviour in the COVID‐19 Context: Effects of Supervisor‐Directed Deviance on Retaliation against Subordinates (2021)
Journal Article
Kakarika, M., Lianidou, T., Qu, Y. (., & Bligh, M. C. (2022). Organizational Behaviour in the COVID‐19 Context: Effects of Supervisor‐Directed Deviance on Retaliation against Subordinates. British Journal of Management, 33(1), 435-454. https://doi.org/10.1111/1467-8551.12579

Previous research mostly examines supervisor-directed deviance as a subordinate's reaction to the supervisor's abusive behaviour while ignoring the perspective of supervisors as potential victims of deviant behaviour. Additionally, COVID-19 has deepl... Read More about Organizational Behaviour in the COVID‐19 Context: Effects of Supervisor‐Directed Deviance on Retaliation against Subordinates.

That wasn't our deal: A psychological contract perspective on employee responses to bullying (2017)
Journal Article
Kakarika, M., González-Gómez, H. V., & Dimitriades, Z. (2017). That wasn't our deal: A psychological contract perspective on employee responses to bullying. Journal of Vocational Behavior, 100, 43-55. https://doi.org/10.1016/j.jvb.2017.02.005

Research on the effects of workplace bullying has concentrated on direct negative attitudinal employee responses, typically ignoring the cognitive mechanisms underlying this link. We integrate social exchange and attribution theories to propose and t... Read More about That wasn't our deal: A psychological contract perspective on employee responses to bullying.

A metatheoretical framework of diversity in teams (2016)
Journal Article
Mayo, M., Kakarika, M., Mainemelis, C., & Deuschel, N. T. (2017). A metatheoretical framework of diversity in teams. Human Relations, 70(8), 911-939. https://doi.org/10.1177/0018726716679246

In the last 22 years, research on diversity in teams has been propelled by information processing and social categorization theories, and more recently, by theories of disparity/(in)justice and access to external networks. These theories stress diffe... Read More about A metatheoretical framework of diversity in teams.

Aligning or Inflating Your Leadership Self-Image? A Longitudinal Study of Responses to Peer Feedback in MBA Teams (2012)
Journal Article
Mayo, M., Kakarika, M., Pastor, J. C., & Brutus, S. (2012). Aligning or Inflating Your Leadership Self-Image? A Longitudinal Study of Responses to Peer Feedback in MBA Teams. Academy of Management Learning and Education, 11(4), 631-652. https://doi.org/10.5465/amle.2010.0069

Based on transformative learning theory (Mezirow, 1991), our study investigates the effects of peer feedback on MBA students' self-ratings of leadership competence over time. A total of 221 individuals participating in MBA project teams rated themsel... Read More about Aligning or Inflating Your Leadership Self-Image? A Longitudinal Study of Responses to Peer Feedback in MBA Teams.

External labor market strategy and career success: CEO careers in Europe and the United States (2009)
Journal Article
Hamori, M., & Kakarika, M. (2009). External labor market strategy and career success: CEO careers in Europe and the United States. Human Resource Management, 48(3), 355-378. https://doi.org/10.1002/hrm.20285

In this paper, we examine the career histories of the chief executive officers (CEOs) affiliated with the 500 largest organizations in Europe and the 500 largest in the United States. Our purpose is to determine whether frequent career moves across e... Read More about External labor market strategy and career success: CEO careers in Europe and the United States.