Pygmalion in work organizations: a meta-analysis

By Nicole M. Kierein, Michael A. Gold. 2000

148 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/99a75fe8e9e20277191df52fa2691fb652723e7b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Experimental and Cognitive Psychology

1. Marjan Gorgievski
2. B. I. van der Heijden
3. Gerald R. Ferris
4. Annet de Lange
5. Stephen E. Humphrey
6. Sharon K. Parker
7. Adam M. Grant

In Gender Studies

1. Marjan Gorgievski
2. Gerald R. Ferris
3. Annet de Lange
4. Stephen E. Humphrey

In Organizational Behavior and Human Resource Management

1. Gerald R. Ferris
2. Robert A. Zinko
3. Marjan Gorgievski
4. B. I. van der Heijden
5. Annet de Lange
6. Stephen E. Humphrey
7. Adam M. Grant
8. Sharon K. Parker

Citations in the corpus

• Personal reputation in organizations: Two-study constructive replication and extension of antecedents and consequences (2012, background): “However, goal setting has been shown to demonstrate a positive relationship with performance evaluations regardless of actual performance (Dossett & Greenberg, 1981; Kierein & Gold, 2000).”
• Learning at the workplace and sustainable employability: a multi-source model moderated by age (2016, background): “Employees that are highly valued and appreciated by their supervisors may perform better than employees for whom expectations are less (Eden, 1993; Kierein & Gold, 2000), thus confirming their supervisors’ perceptions on the relatively higher career potential of their younger subordinates (see also…”
• Pygmalion and Employee Learning: The Role of Leader Behaviors (2009, background): “In the meta-analytic studies by Kierein and Gold (2000) and McNatt (2000), leader expectations were related to performance measures.”
• Ready! Fire! Aim! The Status of Psychological Debriefing and Therapeutic Interventions: In the Work Place and after Disasters (2006, background): “Particularly within the field of teacher-student interactions, it has been noted that higher-status supervisor expectations influence lower-status subordinate performance in the direction of the expectation (see Kierein & Gold, 2000, for a review).”
• Transformational leadership and employee voice behavior : a Pygmalion mechanism. (2017, unknown): “To date, the Pygmalion mechanism has been largely used to understand how leaders’ expectation can facilitate employees’ task performance (Kierein & Gold, 2000; McNatt, 2000; Whiteley, Sy, & Johnson, 2012).”