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Although bibliometric methods have recently become popular in organizational behavior literature, not all are created equally. This symposium highlights best practices in applying bibliometric methods across three research fields: work motivation, self-leadership, and emotions in entrepreneurship. The first study, analyzing 28,498 documents on work motivation, uses historiography to reveal 20 distinct literature clusters and emergent themes. The second study traces the evolution of self-leadership, employing historiography and bibliographic coupling to uncover areas for advancing the topic. The third study delves into emotions in entrepreneurship, scrutinizing over 2,000 articles to outline the field's development and pinpoint trends like emotional intelligence and mindfulness. These studies exemplify how bibliometric methods provide deep insights into organizational behavior, offering symposium attendees a comprehensive understanding of these techniques for navigating and interpreting extensive research landscapes. A Historiographic Review of Work Motivation Author: Kristine Powers; Claremont Graduate U. The Evolution of a Construct: A Bibliometric Review of Self-Leadership Author: Jeffery D. Houghton; West Virginia U. Author: Evan Reichard; Missouri State U. Author: Daniel Smith; Claremont Graduate U. Rollercoaster Safety: Mapping Research on Managing Entrepreneurial Emotions Author: Luke DeCoste; Claremont Graduate U. [ABSTRACT FROM AUTHOR]

Research has explored the effects of pay information disclosure and pay transparency practices on employee attitudes and behaviors. However, relatively little is known about the potentially differential effects of internal and external sources of pay information on employee perceptions of pay fairness and pay satisfaction. The current research builds on existing theoretical frameworks to explore which sources of information matter most in determining employee pay satisfaction. Specifically, this paper develops and tests a conceptual model of the relationships between three sources of pay information (i.e., outcome pay transparency, process pay transparency, and archival pay information) and pay satisfaction as mediated by organizational justice perceptions (e.g., perceived distributive justice and perceived procedural justice). Results reveal that process pay transparency is positively related to pay satisfaction as mediated by organizational justice perceptions. In contrast, outcome pay transparency is unrelated to pay satisfaction while publicly available archival pay information (e.g., Salary.com and Payscale.com) is negatively related to pay satisfaction. These findings have important implications for pay information scholars and for managers interested in providing pay information that is effective in enhancing employee perceptions of fairness and pay satisfaction. The implications are discussed along with study limitations and directions for future research. [ABSTRACT FROM AUTHOR]

This study examined the interactive relationship between perceptions of organizational politics and authentic leadership on organizational citizenship behavior (OCB) in a sample of 265 full- time manufacturing workers. We hypothesized that under conditions of high politics, higher authentic leadership would be associated with lower levels of organizational citizenship behaviors. The results supported our hypothesis, demonstrating that organizational politics acts as a boundary condition in the authentic leadership - OCB relationship. Implications of the results for theory and practice, strengths and limitations, and directions for future research are discussed. [ABSTRACT FROM AUTHOR]