Archival Data in Micro-Organizational Research: A Toolkit for Moving to a Broader Set of Topics

Barnes, Christopher M.; Dang, Carolyn T.; Leavitt, Keith; Guarana, Cristiano L.; Uhlmann, Eric Luis

doi:10.1177/0149206315604188

Cited by 66 publications

(53 citation statements)

References 99 publications

(99 reference statements)

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“…Most notably, it is not possible to directly observe executives' levels of narcissism and so our archival measure is only a proxy of CEO narcissism. As Barnes et al (2015) note, "Researchers should be cautious when considering [archival data], carefully evaluating whether the measures included in the database can be said to accurately represent a given construct" (p. 1466). Specifically, personality is multifactorial and the ability to accurately reflecting personality is limited when resorting to archival data.…”

Section: Discussionmentioning

confidence: 99%

“…For example, the lack of direct measurements mitigates the ability to discriminate between related but yet different personality traits such as narcissism, hubris, or overconfidence. To overcome this issue, Barnes et al (2015) point out the advantages of involving qualitative data such as content analysis into archival research. To name a sound example, Brennan and Conroy (2013) apply manual content analysis by analyzing the narrative content of the CEO letters to shareholders in order to reveal insights about the relationship between hubris and impression management.…”

Section: Discussionmentioning

confidence: 99%

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The Deliberate Engagement of Narcissistic CEOs in Earnings Management

Buchholz¹,

Lopatta

Maas

2019

J Bus Ethics

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Corroborating upper echelons theory, this study picks up the notion that narcissistic chief executive officers (CEOs) take advantage of accounting choices to enhance their firms'-and inherently their own-personal track records. Using a set of 15 indicators, reflecting the narcissistic trait of 1126 CEOs for the period 1992 to 2012, we find evidence of highly narcissistic CEOs engaging in accrual-based earnings management (ABEM). In contrast to prior research, the results show evidence not only for income-increasing but also for income-decreasing ABEM. This indicates that highly narcissistic CEOs not only strive to influence stakeholders' perception of current performance. We conclude that they also assess their potential to influence perception of current and future earnings. The results imply that highly narcissistic CEOs' accounting choices are driven by self-serving behavior rather than by the intention to provide additional information to the market. When earnings management techniques are used to derive personal advantage from the presentation of a firm's earnings, the literature refers to this as a case of low earnings quality reflecting unethical behavior. Accordingly, this study contributes to the field of business ethics by showing that CEO narcissism is related to low earnings quality in that it is associated to discretionarily decreasing accruals.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

The Deliberate Engagement of Narcissistic CEOs in Earnings Management

Buchholz¹,

Lopatta

Maas

2019

J Bus Ethics

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“…Firstly, it contributes to reinforcement of the external validity of a quantitative analysis. Secondly, a research study based on secondary data from the Sumer survey can improve the internal validity of the findings, as it makes it possible to perform a multivariate ‘all other things being equal’ analysis (Barnes, Dang, Leavitt, Guarana, & Uhlmann, ). Consequently, this enables us to control for the effects on employees’ absenteeism of socio‐demographic factors (sex, tenure) and characteristics of the firm (size of the organization).…”

Section: Methodsmentioning

confidence: 99%

The moderating role of age in the job characteristics–absenteeism relationship: A matter of occupational context?

Bouville

Russo

Truxillo

2017

J Occupat & Organ Psyc

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This study addresses the relationship between job characteristics and sickness absenteeism, examining it under two important boundary conditions, employee age, and occupational group. Drawing from psychological theories that explain age‐related differences in the workplace, as well as the sociology of occupations, we formulate hypotheses concerning two‐ and three‐way interactions between five key job characteristics (job demands, autonomy, skill variety, supervisor, and colleague support), age, and occupational group, namely blue‐collar workers versus clerks. We test our hypotheses on an archival sample of 5,175 employees taken from the French National Survey of Employment Conditions. Hierarchical negative binomial regressions reveal that many of our hypotheses are supported. For example, autonomy and supervisor and colleague support have a differential impact on sickness absenteeism depending on age and the occupational group of employees. We discuss the implications of our findings for both theory and practice. Practitioner points Sickness absences can be predicted by job characteristics as function of age and occupational groups. Supervisor support is associated with fewer sickness absences in younger workers, especially clerks. Occupational context may mask the age differences because for Job Autonomy and Colleague Support, age‐related differences were detected only within the blue‐collar and clerical groups, respectively. The impact of job demands and skill variety on sickness absences is moderated by age and does not vary across the two occupational groups.

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“…There are many ways to get to leadership by measuring different kinds of variables from various sources, including data that is archival-historiometric (Barnes, Dang, Leavitt, Guarana, & Uhlmann, 2016;Friedrich et al, 2014;Simonton, 2003Simonton, , 2009, neurological (Waldman, Wang, & Fenters, 2016), genetic (De Neve, Mikhaylov, Dawes, Christakis, & Fowler, 2013), hormonal (van der Meij, Schaveling, & van Vugt, 2016, facial (Todorov, Mandisodza, Goren, & Hall, 2005), economic (Zehnder, Herz, & Bonardi, in press), big data (Tonidandel, King, & Cortina, in press), or agent-based simulation data (McHugh et al, 2016). Looking at leadership from evolutionary angles would also be very useful (J. E. ; even data from insects can help explain the need for leadership (Hodgkin, Symonds, & Elgar, 2014).…”

Section: Be More Creative In Measurementmentioning

confidence: 99%

On doing better science: From thrill of discovery to policy implications

Antonakis

2017

The Leadership Quarterly

354

255

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In this position paper, I argue that the main purpose of research is to discover and report on phenomena in a truthful manner. Once uncovered, these phenomena can have important implications for society. The utility of research depends on whether it makes a contribution because it is original or can add to cumulative research efforts, is rigorously and reliably done, and is able to inform basic or applied research and later policy. However, five serious "diseases" stifle the production of useful research. These diseases include: Significosis, an inordinate focus on statistically significant results; neophilia, an excessive appreciation for novelty; theorrhea, a mania for new theory; arigorium, a deficiency of rigor in theoretical and empirical work; and finally, disjunctivitis, a proclivity to produce large quantities of redundant, trivial, and incoherent works. I surmise that these diseases have caused immense harm to science and have cast doubt on the role of science in society. I discuss what publication gatekeepers should do to eradicate these diseases, to stimulate the undertaking of more useful and impactful research, and to provide the needed incentives to better align the interests of researchers with those greater good. Finally, I highlight where technical improvements are needed to enhance research quality, and call on deeper reflection, transparency, and honesty in how we do research.

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Archival Data in Micro-Organizational Research: A Toolkit for Moving to a Broader Set of Topics

Cited by 66 publications

References 99 publications

The Deliberate Engagement of Narcissistic CEOs in Earnings Management

The Deliberate Engagement of Narcissistic CEOs in Earnings Management

The moderating role of age in the job characteristics–absenteeism relationship: A matter of occupational context?

On doing better science: From thrill of discovery to policy implications

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