Who am I? Who are you? Who are we? These are some of the fundamental questions that identity scholars have grappled with since the 1900s when researchers across multiple disciplines first began to theorize about the self, identity, and identification. While the benefits and consequences of singular identities has been largely studied, recent scholars have argued for the importance of multiple identity research, as multiple identities have become increasingly salient to individuals due to societal and organizational changes including globalization and technological advancements. An important phenomenon within multiple identity research is dual identification, of which I explore a specific type– identification with both one's organization and one's profession. Using a three-study, quantitative design spanning two industries, I studied the effects of dual identification and identity conflict on individual psychological outcomes, turnover intentions, and OCB engagement. Findings from these three studies, holistically, indicate that when individuals experience identity conflict between their organizational and professional identities, they experience negative outcomes. These negative outcomes – increased emotional exhaustion, psychological distress, and turnover intentions, in addition to reduced OCB engagement – have important ramifications for the individuals themselves and their organization. However, post-hoc results indicate that dual identification – through the main effects of …

There is a dual accountability accepted by top executives of large multi-business firms (MBFs) to both consistently deliver performance in the short term and cultivate scalable opportunities for future growth, which requires that they be able to implement both evolutionary and revolutionary change. Researchers have defined this capability as organizational ambidexterity (OA) and deemed it a crucial requirement for every organization. Literature in the field of organizational ambidexterity (OA) describes the need to simultaneously orchestrate attention and activities along two dimensions of ambidexterity: exploitation and exploration. This dissertation peels back the layers in MBFs to generate a deeper understanding of OA in the MBF, by answering three research questions, using a mixed method approach-qualitative study followed by quantitative study: (1) What is an appropriate specification of OA in an MBF? (2) Are there differences in exploration and exploitation across the three levels within the MBF? and (3) Is there a relationship between exploration and exploitation and MBF performance at each of the three levels within the MBF? Qualitative Study 1 was conducted in December 2017, to investigate and confirm the appropriateness of the three-level operationalization of OA in MBFs. The data comprised eleven semi-structured interviews with senior executives that serve …

Corporate corruption is a widespread phenomenon that persists in the functioning of both public and private companies of differing size, performance, industry, and national origin. As it generates negative effects both within and outside the organization, corporate corruption has been the subject of scholarly research. Yet, despite attempts to understand its antecedents and consequences, companies continue to struggle to eliminate corruption in their business practices. Thus, the overarching research question for this dissertation is "Why do companies continue engaging in corruption?" To answer this research question, I focused on the topic of organizational corruption control, i.e., a set of mechanisms that purposefully target the prevention of corrupt practices within an organization. Specifically, I investigated the trident of organizational corruption control via its effects and implications on three constructs - corporate social performance, opportunity attractiveness of organizational corruption and corporate corruption recidivism. Using distinct methodologies, I examined corporate corruption control in three separate studies to address 1) the effect of corruption control on the opportunity attractiveness of organizational corruption 2) the effect of corruption control on corporate social performance and 3) the implication of ineffective corruption control on organizational corruption recidivism. Based on interdisciplinary theoretical perspectives and several secondary data sources, …

Individuals vary in the level of their mental presence during interactions; some individuals are mentally present with others, while others are mired in their thoughts and emotions. Scholarly work on this area is limited, and we know very little about why some individuals display mental presence better than others. In this dissertation, I explore the concept through a series of three essays. In the first essay, I define relational mindfulness as the ability to be mentally present with others. Further, I propose that relational mindfulness has three essential features: others' focus, thought-switching, and emotional acceptance. I operationalize the scale to measure relational mindfulness and investigate its nomological network by correlating it with different constructs. Data from four different samples provide support for the three-factor structure of relational mindfulness and provide support for the relationship of relational mindfulness with related constructs. In the second essay, I explore the relevance of relational mindfulness for front-line employees by investigating the two pathways through which relational mindfulness can reduce fatigue of front-line employees. In the first pathway, I posited that relational mindfulness would decrease the intensity of surface acting of employees when their customers mistreat them, and thus reduce fatigue of employees. In the …