Debra L. Shapiro

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The topic of employee motivation plays a central role in the field of management— both practically and theoretically. Managers see motivation as an integral part of the performance equation at all levels, while organizational researchers see it as a fundamental building block in the development of useful theories of effective management practice. Indeed,(More)
Using cross-cultural laboratory and field studies with samples of leaders, employees, and students from the United States and the People's Republic of China, we examined how team-level stimuli, including empowering leadership and relationship conflict, combine to influence individual members' motivational states of psychological empowerment and affective(More)
I seek to understand the dynamic organizational change process by focusing on employees' change-related voice as the mechanism through which their dissatisfaction with change implementation processes relates to their positive behavioral outcomes during organizational change. I propose that employees who are dissatisfied with their organization's change(More)
Using Hollander's (1958) idiosyncrasy credit theory of leadership as the theoretical backdrop, we examined when and why organizational leaders escape punitive evaluation for their organizational transgressions. In a sample of 162 full-time employees, we found that leaders who were perceived to be more able and inspirationally motivating were less punitively(More)
Using survey data collected from enlisted soldiers and non-commissioned officers (NCOs) nested in platoons in the U.S. Army, my dissertation examines intervening and moderating mechanisms in the cascading process of supportive leadership. Typically cascading studies focus on influence processes occurring in dyadic settings, neglect to consider boundary(More)
Although scholars have repeatedly touted the practical importance of being able to negotiate effectively across cultures, paradoxically, no study has directly addressed what predicts intercultural negotiation effectiveness. In this thesis, we examined the role of cultural intelligence (CQ) as a potential predictor of intercultural negotiation effectiveness.(More)
This dissertation examined the effect of safety climate on caregiver and patient safety outcomes in a national sample of hospitals. Hypotheses testing climate level and climate strength were not supported for caregiver injuries and postoperative patient outcomes. The main contribution of this dissertation was to test whether the system of care—as evidenced(More)
The purpose of my dissertation is to expand understanding about when, and how, employees share performance-tips-that is, when employees will more frequently disclose to their colleagues (in organizationally-targeted or coworker-targeted ways) the new ideas that they have discovered in the process of working that improve their work tasks (e.g., ideas that(More)
Early work on leader-member exchange (LMX) theory suggested that leaders differentiating followers into in-groups and out-groups leads to superior group performance. However, research on LMX has almost exclusively studied individual outcomes as opposed to group outcomes. In addition, the notion of differentiation suggests that not all group members have(More)