Christopher M. Barnes
- Courses2
- Reviews7
- School: University of Washington
- Campus:
- Department: Management
- Email address: Join to see
- Phone: Join to see
-
Location:
1410 NE Campus Parkway
Seattle, WA - 98195 - Dates at University of Washington: March 2014 - March 2018
- Office Hours: Join to see
Biography
University of Washington - Management
Associate Professor at University of Washington
Research
Christopher
Barnes
Seattle, Washington
I am an Associate Professor in the Foster School of Business in the University of Washington.
I have three main areas of interest in my research pursuits: (1) Human sustainability in organizations, focusing on sleep and sleep deprivation, (2) behavioral ethics, and (3) leadership.
See my faculty page at UW:
http://foster.uw.edu/faculty-research/directory/christopher-barnes/
See my TEDx talk: https://www.youtube.com/watch?v=z8rpaCSm708
See my Harvard Business Review blog: https://hbr.org/search?term=christopher+m.+barnes
Follow me on Twitter: @chris24barnes
Experience
University of Washington
Assistant Professor
I conduct research on three main topics: (1) Sleep deprivation and fatigue in organizations, (2) team performance and decision-making, and (3) behavioral ethics. I also teach organizational behavior to MBA students.
University of Washington
Associate Professor
I conduct research on three main topics: (1) Sleep deprivation and fatigue in organizations, (2) team performance and decision-making, and (3) behavioral ethics. I also teach organizational behavior to MBA students.
United States Air Force
Officer, Behavioral Scientist
I was a behavioral scientist stationed at the Brooks Air Force Base branch of the Air Force Research Laboratory. I spent my first 2 years in the Training Research Division and my second 2 years in the Fatigue Countermeasures branch. My primary duties were to manage and conduct research.
US Military Academy at West Point
Assistant Professor of Character Development and Research
I worked in the Center for the Army Profession and Ethic. This is at the US Military Academy at West Point.
Virginia Tech
Assistant Professor
I conducted research on three main topics: (1) Sleep deprivation and fatigue in organizations, (2) team performance and decision-making, and (3) behavioral ethics. I also teach Introduction to Organizational Behavior.
Michigan State University
PhD Student
I worked as a research assistant, primarily with John Hollenbeck.
Education
Webster University
MBA
Pacific Lutheran University
BS
Major in Psychology, Minor in Biology
Michigan State University - Eli Broad College of Business
PhD
Organizational Behavior
Michigan State University
PhD Student
I worked as a research assistant, primarily with John Hollenbeck.
Publications
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Lack of sleep and the development of leader-follower relationships over time
Organizational Behavior and Human Decision Processes
Drawing from the sleep and emotion regulation model, and attribution theory, we argue that sleep can influence the quality of the relationship between leaders and their followers. Specifically, we examined the effects of lack of sleep on leader-follower relationship development at the beginning of their dyad tenure. We hypothesized that the negative effects of lack of sleep on relationships are mediated by hostility. Results based on 86 new dyads (first three days of their work relationship) showed support for our hypotheses (Study 1). Results based on 40 leaders and 120 followers over three months (five waves) also showed that lack of sleep influences perceptions of relationship quality via hostility for both leaders and followers (Study 2). Moreover, we found that the direct effects of follower lack of sleep affect leader perceptions of relationship quality in the first month of their dyad tenure but decreasingly so over time; the direct effects of a leader lack of sleep on follower perceptions of relationship quality did not vary based on dyad tenure. Results revealed that individuals are not aware of the impact of their own lack of sleep on other people’s perceptions of relationship quality, suggesting that leaders and followers may be damaging their relationship without realizing it.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Lack of sleep and the development of leader-follower relationships over time
Organizational Behavior and Human Decision Processes
Drawing from the sleep and emotion regulation model, and attribution theory, we argue that sleep can influence the quality of the relationship between leaders and their followers. Specifically, we examined the effects of lack of sleep on leader-follower relationship development at the beginning of their dyad tenure. We hypothesized that the negative effects of lack of sleep on relationships are mediated by hostility. Results based on 86 new dyads (first three days of their work relationship) showed support for our hypotheses (Study 1). Results based on 40 leaders and 120 followers over three months (five waves) also showed that lack of sleep influences perceptions of relationship quality via hostility for both leaders and followers (Study 2). Moreover, we found that the direct effects of follower lack of sleep affect leader perceptions of relationship quality in the first month of their dyad tenure but decreasingly so over time; the direct effects of a leader lack of sleep on follower perceptions of relationship quality did not vary based on dyad tenure. Results revealed that individuals are not aware of the impact of their own lack of sleep on other people’s perceptions of relationship quality, suggesting that leaders and followers may be damaging their relationship without realizing it.
Helping employees sleep well: Effects of cognitive behavioral therapy for insomnia on work outcomes
Journal of Applied Psychology
Drawing from recent research advances indicating the harmful effects of insomnia on negative affect, job satisfaction, self-control, organizational citizenship behavior, and interpersonal deviance, we hypothesized that treating insomnia with Internet based cognitive behavior therapy for insomnia would lead to improvements in these outcomes. In a field experiment with a randomized wait-list control group, we found that treatment had a beneficial direct effect on negative affect, job satisfaction, and self-control. Moreover, the effect of treatment on job satisfaction was mediated by negative affect. We were not able to detect a direct effect of treatment on organizational citizenship behavior or interpersonal deviance. However, treatment had a beneficial indirect effect on organizational citizenship behavior through the mediators of negative affect and job satisfaction, and a beneficial indirect effect on interpersonal deviance through the mediator of self-control. These results move the applied psychology literature on insomnia beyond simply pointing out problematic effects of employee insomnia to providing evidence of a partial solution to such effects.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Lack of sleep and the development of leader-follower relationships over time
Organizational Behavior and Human Decision Processes
Drawing from the sleep and emotion regulation model, and attribution theory, we argue that sleep can influence the quality of the relationship between leaders and their followers. Specifically, we examined the effects of lack of sleep on leader-follower relationship development at the beginning of their dyad tenure. We hypothesized that the negative effects of lack of sleep on relationships are mediated by hostility. Results based on 86 new dyads (first three days of their work relationship) showed support for our hypotheses (Study 1). Results based on 40 leaders and 120 followers over three months (five waves) also showed that lack of sleep influences perceptions of relationship quality via hostility for both leaders and followers (Study 2). Moreover, we found that the direct effects of follower lack of sleep affect leader perceptions of relationship quality in the first month of their dyad tenure but decreasingly so over time; the direct effects of a leader lack of sleep on follower perceptions of relationship quality did not vary based on dyad tenure. Results revealed that individuals are not aware of the impact of their own lack of sleep on other people’s perceptions of relationship quality, suggesting that leaders and followers may be damaging their relationship without realizing it.
Helping employees sleep well: Effects of cognitive behavioral therapy for insomnia on work outcomes
Journal of Applied Psychology
Drawing from recent research advances indicating the harmful effects of insomnia on negative affect, job satisfaction, self-control, organizational citizenship behavior, and interpersonal deviance, we hypothesized that treating insomnia with Internet based cognitive behavior therapy for insomnia would lead to improvements in these outcomes. In a field experiment with a randomized wait-list control group, we found that treatment had a beneficial direct effect on negative affect, job satisfaction, and self-control. Moreover, the effect of treatment on job satisfaction was mediated by negative affect. We were not able to detect a direct effect of treatment on organizational citizenship behavior or interpersonal deviance. However, treatment had a beneficial indirect effect on organizational citizenship behavior through the mediators of negative affect and job satisfaction, and a beneficial indirect effect on interpersonal deviance through the mediator of self-control. These results move the applied psychology literature on insomnia beyond simply pointing out problematic effects of employee insomnia to providing evidence of a partial solution to such effects.
Too Tired to Inspire or Be Inspired: Sleep Deprivation and Charismatic Leadership
Journal of Applied Psychology
We draw from theory on sleep and affect regulation to extend the emotional labor model of leadership. We examine both leader and follower sleep as important antecedents of attributions of charismatic leadership. In Study 1, we manipulate the sleep of leaders, and find that leader emotional labor in the form of deep acting (but not surface acting or authentically experienced positive affect) mediates the harmful effect of leader sleep deprivation on follower ratings of charismatic leadership. In Study 2, we manipulate the sleep of followers, and find that follower experienced positive affect mediates the harmful effect of follower sleep deprivation on follower ratings of charismatic leadership of the leader. Thus, both leader and follower sleep deprivation harm attributions of charismatic leadership, with the regulation and experience of affect as causal mechanisms.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Lack of sleep and the development of leader-follower relationships over time
Organizational Behavior and Human Decision Processes
Drawing from the sleep and emotion regulation model, and attribution theory, we argue that sleep can influence the quality of the relationship between leaders and their followers. Specifically, we examined the effects of lack of sleep on leader-follower relationship development at the beginning of their dyad tenure. We hypothesized that the negative effects of lack of sleep on relationships are mediated by hostility. Results based on 86 new dyads (first three days of their work relationship) showed support for our hypotheses (Study 1). Results based on 40 leaders and 120 followers over three months (five waves) also showed that lack of sleep influences perceptions of relationship quality via hostility for both leaders and followers (Study 2). Moreover, we found that the direct effects of follower lack of sleep affect leader perceptions of relationship quality in the first month of their dyad tenure but decreasingly so over time; the direct effects of a leader lack of sleep on follower perceptions of relationship quality did not vary based on dyad tenure. Results revealed that individuals are not aware of the impact of their own lack of sleep on other people’s perceptions of relationship quality, suggesting that leaders and followers may be damaging their relationship without realizing it.
Helping employees sleep well: Effects of cognitive behavioral therapy for insomnia on work outcomes
Journal of Applied Psychology
Drawing from recent research advances indicating the harmful effects of insomnia on negative affect, job satisfaction, self-control, organizational citizenship behavior, and interpersonal deviance, we hypothesized that treating insomnia with Internet based cognitive behavior therapy for insomnia would lead to improvements in these outcomes. In a field experiment with a randomized wait-list control group, we found that treatment had a beneficial direct effect on negative affect, job satisfaction, and self-control. Moreover, the effect of treatment on job satisfaction was mediated by negative affect. We were not able to detect a direct effect of treatment on organizational citizenship behavior or interpersonal deviance. However, treatment had a beneficial indirect effect on organizational citizenship behavior through the mediators of negative affect and job satisfaction, and a beneficial indirect effect on interpersonal deviance through the mediator of self-control. These results move the applied psychology literature on insomnia beyond simply pointing out problematic effects of employee insomnia to providing evidence of a partial solution to such effects.
Too Tired to Inspire or Be Inspired: Sleep Deprivation and Charismatic Leadership
Journal of Applied Psychology
We draw from theory on sleep and affect regulation to extend the emotional labor model of leadership. We examine both leader and follower sleep as important antecedents of attributions of charismatic leadership. In Study 1, we manipulate the sleep of leaders, and find that leader emotional labor in the form of deep acting (but not surface acting or authentically experienced positive affect) mediates the harmful effect of leader sleep deprivation on follower ratings of charismatic leadership. In Study 2, we manipulate the sleep of followers, and find that follower experienced positive affect mediates the harmful effect of follower sleep deprivation on follower ratings of charismatic leadership of the leader. Thus, both leader and follower sleep deprivation harm attributions of charismatic leadership, with the regulation and experience of affect as causal mechanisms.
Sabotaging the Benefits of Our Own Human Capital: Work Unit Characteristics and Sleep
Journal of Applied Psychology
The strategic human capital literature indicates the importance of human capital to work unit performance. However, we argue that human capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human capital leveraging characteristics (including the use of extended shifts, night shifts, shift flexibility, norms for work as a priority over sleep, and norms for constant connectivity) as factors that enhance the effect of human capital on human capital utilization. We also draw from the 2-process model of sleep regulation to examine how these characteristics undermine employee sleep, and thus weaken the link between human capital and work unit performance efficiency. Overall, we propose that human capital leveraging strategies initially enhance the effect of human capital on work unit performance, but over time weaken the effect of human capital on work unit performance efficiency. Thus, strategies intended to enhance the beneficial effect of human capital on work unit performance can end up doing the opposite.
Sleep Well, Lead Better
Harvard Business Review
This article summarizes my program of research examining the relationship between sleep and leadership. It is in both the print version of Harvard Business Review as well as the online version indicated above.
You Wouldn't Like Me When I'm Sleepy: Leader Sleep, Daily Abusive Supervision, and Work Unit Engagement
Academy of Management Journal
We examine daily leader sleep as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreased daily subordinate unit work engagement. We test this model through an experience sampling study spread over ten work days with data from both supervisors and their subordinates. Our study supports the role of the indirect effects of sleep quality (but not sleep quantity) via leader ego depletion and daily abusive supervisor behavior on daily subordinate unit work engagement.
The benefit of bad economies: Business cycles and time-based work-life conflict
Journal of Occupational Health Psychology
Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work–life conflict to contend that macro-level business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the “Great Recession” from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.
Bad behavior keeps you up at night: Counterproductive work behaviors and insomnia
Journal of Applied Psychology
Drawing from recent research on counterproductive work behaviors (CWB) and moral self-regulation literature, we examine the intraindividual consequences of engaging in CWB. We posit that CWB represents morally discrediting work behaviors that can lead to moral deficits, create distress for perpetrators and ultimately result in insomnia. Specifically, we hypothesized that on days in which employees engage in CWB, they will tend to experience moral deficits and heightened levels of rumination that undermine their sleep that night. Moreover, we hypothesized that these effects will be stronger for those who are high in moral identity internalization. Data from 2 within-individual field studies and 1 experimental study provided consistent support for most of our hypotheses. Overall, we found that by engaging in CWB employees can create problems for their own sleep health.
People like me are never promoted! Plurality in hierarchical tournaments for promotion and compensation
Organizational Psychology Review
A central tenet of tournament theory is that interhierarchical pay dispersion promotes effort and performance among employees—regardless of who ends up winning the tournament—because all employees seek to win and thereby receive the large pay raise. However, drawing from social identity theory, we propose that plurality in labor pools has important implications for tournament theory. Specifically, we posit that the performance benefits from interhierarchical pay dispersion are especially large when employees perceive previous promotees as similar to themselves, but minimal when they perceive dissimilarity. Dissimilarity to past tournament winners reduces the perceived probability of success and enhances the perception of injustice in response to interhierarchical pay dispersion, resulting in reduced performance and increased organizational deviance and turnover. Moreover, the influence of perceived demographic similarity on tournament effectiveness is strengthened by social creativity strategies and identity salience but weakened by social mobility strategies. Thus, in some contexts, interhierarchical pay dispersion will not only fail to promote performance, but will backfire and instead promote negative outcomes.
Lack of sleep and the development of leader-follower relationships over time
Organizational Behavior and Human Decision Processes
Drawing from the sleep and emotion regulation model, and attribution theory, we argue that sleep can influence the quality of the relationship between leaders and their followers. Specifically, we examined the effects of lack of sleep on leader-follower relationship development at the beginning of their dyad tenure. We hypothesized that the negative effects of lack of sleep on relationships are mediated by hostility. Results based on 86 new dyads (first three days of their work relationship) showed support for our hypotheses (Study 1). Results based on 40 leaders and 120 followers over three months (five waves) also showed that lack of sleep influences perceptions of relationship quality via hostility for both leaders and followers (Study 2). Moreover, we found that the direct effects of follower lack of sleep affect leader perceptions of relationship quality in the first month of their dyad tenure but decreasingly so over time; the direct effects of a leader lack of sleep on follower perceptions of relationship quality did not vary based on dyad tenure. Results revealed that individuals are not aware of the impact of their own lack of sleep on other people’s perceptions of relationship quality, suggesting that leaders and followers may be damaging their relationship without realizing it.
Helping employees sleep well: Effects of cognitive behavioral therapy for insomnia on work outcomes
Journal of Applied Psychology
Drawing from recent research advances indicating the harmful effects of insomnia on negative affect, job satisfaction, self-control, organizational citizenship behavior, and interpersonal deviance, we hypothesized that treating insomnia with Internet based cognitive behavior therapy for insomnia would lead to improvements in these outcomes. In a field experiment with a randomized wait-list control group, we found that treatment had a beneficial direct effect on negative affect, job satisfaction, and self-control. Moreover, the effect of treatment on job satisfaction was mediated by negative affect. We were not able to detect a direct effect of treatment on organizational citizenship behavior or interpersonal deviance. However, treatment had a beneficial indirect effect on organizational citizenship behavior through the mediators of negative affect and job satisfaction, and a beneficial indirect effect on interpersonal deviance through the mediator of self-control. These results move the applied psychology literature on insomnia beyond simply pointing out problematic effects of employee insomnia to providing evidence of a partial solution to such effects.
Too Tired to Inspire or Be Inspired: Sleep Deprivation and Charismatic Leadership
Journal of Applied Psychology
We draw from theory on sleep and affect regulation to extend the emotional labor model of leadership. We examine both leader and follower sleep as important antecedents of attributions of charismatic leadership. In Study 1, we manipulate the sleep of leaders, and find that leader emotional labor in the form of deep acting (but not surface acting or authentically experienced positive affect) mediates the harmful effect of leader sleep deprivation on follower ratings of charismatic leadership. In Study 2, we manipulate the sleep of followers, and find that follower experienced positive affect mediates the harmful effect of follower sleep deprivation on follower ratings of charismatic leadership of the leader. Thus, both leader and follower sleep deprivation harm attributions of charismatic leadership, with the regulation and experience of affect as causal mechanisms.
Sabotaging the Benefits of Our Own Human Capital: Work Unit Characteristics and Sleep
Journal of Applied Psychology
The strategic human capital literature indicates the importance of human capital to work unit performance. However, we argue that human capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human capital leveraging characteristics (including the use of extended shifts, night shifts, shift flexibility, norms for work as a priority over sleep, and norms for constant connectivity) as factors that enhance the effect of human capital on human capital utilization. We also draw from the 2-process model of sleep regulation to examine how these characteristics undermine employee sleep, and thus weaken the link between human capital and work unit performance efficiency. Overall, we propose that human capital leveraging strategies initially enhance the effect of human capital on work unit performance, but over time weaken the effect of human capital on work unit performance efficiency. Thus, strategies intended to enhance the beneficial effect of human capital on work unit performance can end up doing the opposite.
Same page, different books: Extending representational gaps theory to enhance performance in multiteam systems
Academy of Management Journal
Multiteam systems are increasingly used by organizations, but are difficult to coordinate effectively. Building from theory on representational gaps, we explain why coordination between teams in multiteam systems can be hindered by inconsistencies that exist between them regarding the definition of shared problems. We argue that frame-ofreference training, an intervention that is theorized to reduce representational gaps, can facilitate coordination and subsequent performance in multiteam systems. We studied the effects of frame-of-reference training on multiteam system coordination and performance in 249 multiteam systems comprised of specialized teams. Supporting our expectations, we found that: (a) frame-of-reference training had a positive effect on multiteam system performance by enhancing between-team coordination; (b) withinteam coordination improved the relationship between frame-of-reference training and between-team coordination, ultimately improving multiteam system performance; and (c) the patterns by which within-team coordination leveraged our intervention depended on teams’ specific functions. Our findings extend representational gaps theory, highlight the interdependencies between team-level and system-level coordination, and demonstrate the utility of frame-of-reference training in a new setting.
Possible Matching Profiles
The following profiles may or may not be the same professor:
- Christopher Barnes
University of Toronto - Humanities
Possible Matching Profiles
The following profiles may or may not be the same professor:
- Christopher Barnes (00% Match)
Instructor
Clayton State University - Clayton State University - Christopher Barnes (00% Match)
Associate Professor
University Of Washington - University Of Washington - Christopher Barnes (00% Match)
Acting Assistant Professor - Temporary
University Of Washington - University Of Washington
