Pauline Schilpzand

Faculty

Pauline Schilpzand

Professor

Management

541-737-2717

pauline.schilpzand@bus.oregonstate.edu

Faculty

Pauline Schilpzand

Overview

Publications

Overview

Credentials

Ph.D. in Management Studies, University of Florida, Warrington College of Business

Career Interests

Dr. Pauline Schilpzand is an Associate Professor of Management in the College of Business at ��, the School Head for Management, Strategy & Entrepreneurship, and Suppl Chain Management. Pauline received her Ph.D. in Management from the University of Florida.

Her primary research areas include employee proactivity, leadership, employee presenteeism, and workplace incivility. Her research has been published in the Academy of Management Journal, Organization Science, the Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, the Journal of Management, and the Journal of Organizational Behavior.

Honors and Awards:

Winner, Academy of Management Journal 2010 Best Paper Award.
Winner, 2011 Saroj Parasuraman Award for outstanding publication (presented by the gender and diversity in organizations division of the Academy of Management).
Excellence in Graduate Teaching Award 2014
Excellence in Scholarship (Research) Award 2015

Publications:

Cho, J., Schilpzand, P., Huang, L., & Paterson, T. (2021). How and When Humble Leadership Facilitates Employee Job Performance: The Roles of Feeling Trusted and Job Autonomy. Journal of Leadership & Organizational Studies, 28(2), 169-184.

Schilpzand, P. & Huang, L. (2018). When and How Experienced Incivility Dissuades Proactive Performance: An Integration of Sociometer and Self-Identity Orientation Perspectives, Journal of Applied Psychology.

Schilpzand, P., Houston, L., & Cho, J. (2018). Not Too Tired to be Proactive: Daily Empowering Leadership Spurs Next-Morning Employee Proactivity as Moderated by Nightly Sleep Quality. Academy of Management Journal.

Livingston, B. A, Schilpzand, P., & Erez, A. (2017). A. It’s not only what you say, it’s how you say it: Accented messages and their effect on choice. Journal of Management. 43(3), 804-833.

Schilpzand, P., Leavitt, K., & Lim, S. (2016). Incivility hates company: shared victimization attenuates attribution-driven effects of rudeness. Organizational Behavior and Human Decision Processes, 133, 33-44.

Schilpzand, P., De Pater, I., & Erez, E. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational Behavior, 37, S57-S88.

Erez, A., Schilpzand, P., Leavitt, K., Woolum, A., & Judge, T. A. (2015). Inherently relational: Interactions between peers’ and individuals’ personalities impact credit giving and evaluations of individual performance. Academy of Management Journal, 58(6), 1761-1784.

Schilpzand, P., Hekman, D, & Mitchell, T. R. (2015). Courage: The nature of the concept and its implications for organizations. Organization Science, 26(1), 52-77.

Leavitt, K., Reynolds, S., Barnes, C. Schilpzand, P., & Hannah. S. (2012). Different hats, different obligations: Plural occupational identities and situated moral judgments. Academy of Management Journal, 55, 1316-1333.

Hekman, D., Aquino, K., Owens, B., Mitchell, T., Schilpzand, P. & Leavitt, K. (2010). An examination of whether and how racial and gender biases influence customer satisfaction ratings. Academy of Management Journal, 53 (2), 238-264.

Publications

Academic Journal

Management

“Heartsick for Home: An Integrative Review of Employee Homesickness and an Agenda for Future Research”

Homesickness is a common experience for employees who move for a job. We provide an integrative review of the literature on employee homesickness to offer four main contributions. First, we undertake a state-of-the-art review that integrates the disparate literature on homesickness, focusing on its antecedents, consequences, underlying mechanisms, and moderating influences. Second, we clarify the concept of homesickness and differentiate it from neighboring concepts to advance theory development and facilitate its measurement. Third, we integrate Conservation of Resources theory with the homesickness model to provide robust and parsimonious theoretical accounts relating homesickness to its antecedents and outcomes. Finally, we use this integrative framework to generate a promising agenda for future research, thus forging meaningful connections to other domains and stimulating theoretical and

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Academic Journal

Management

“Pride in the Workplace: An Integrative Review, Synthesis, and Future Research Agenda”

Research on the role of emotions in organizations has evolved into a major field of study over the past two decades, often referred to as the “Affective Revolution,” (e.g., Barsade, Brief, and Spataro 2003; Elfenbein 2007). Taking note, many scholars have investigated the emotion most proximally associated with workplace achievement, self-efficacy, status and rank, identity, and collective belonging: pride. Pride reflects satisfaction with one's achievements and identity, the achievements of others or groups with whom one is closely associated (e.g., an organization; Helm 2013), or the possession of attributes that are socially valued (Tracy and Robins 2004). Surprisingly, despite the abundant and rapidly growing literature on pride in a work context, a comprehensive review of the literature is notably absent. Our review integrates and distills the current state of the science across this vast and fragmented literature, spread over multiple content domains. We identify emergent themes, offer an integrated process framework of pride in a work context, help to resolve conflicting findings and ongoing debates in this literature, and provide a series of generative and theoretically grounded suggestions for meaningfully extending the literature on pride in a work context.

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