Matthew Valle, professor of management, has recently published articles in Organization Management Journal, Management Research Review, and the Journal of Social Psychology. Valle has published 5 refereed journal articles in 2020 and 18 refereed journal articles in the last 5 years.
The first article “Examining mindfulness and its relationship to unethical behaviors”(with Maggie Wan of Texas State University and Suzanne Zivnuska of California State University, Chico; June 2020 Management Research Review DOI: 10.1108/MRR-01-2020-0035) explored the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. We also studied the moderating effect of organizational politics perceptions on the mediational chain. Results showed that mindfulness reduced destructive deviant behavior and unethical pro-organizational behavior through moral disengagement; additionally, the mediation effects were weaker when employees’ perceptions of politics were stronger. The results indicate that mindfulness and perceptions of organizational politics combine to have profound impacts on employee unethical behaviors. Organizations seeking to minimize the occurrence of deviance and unethical behaviors may do well to support employee mindfulness as well as minimizing organizational politics.
The second article “Situational antecedents to organizational identification and the role of supervisor support” (with Martha Andrews of the University of North Carolina Wilmington and Micki Kacmar of Texas State University; August 2020 Organization Management Journal DOI10.1108/OMJ-02-2020-0874) examined the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification.The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain. Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification.
The third research article “Technology-enacted abusive supervision and its effect on work and family” (with Dawn Carlson of Baylor University, John Carlson of Baylor University, Suzanne Zivnuska of California State University, Chico, Ken Harris of Indiana University Southeast and Ranida Harris of Indiana University Southeast; Journal of Social Psychology https://doi.org/10.1080/00224545.2020.1816885) examined the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor’s use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorized that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission.