Angelo State University

Assistant Professor of Management

Kenneth worked at Angelo State University as a Assistant Professor of Management

Texas A&M University-San Antonio

Assistant Professor Of Human Resource Management

Kenneth worked at Texas A&M University-San Antonio as a Assistant Professor Of Human Resource Management

University of Houston

Teaching Fellow

Kenneth worked at University of Houston as a Teaching Fellow

US Army

Combat Engineer

Kenneth worked at US Army as a Combat Engineer

Texas Military Department

Operations Research Analyst (ORSA)

Kenneth worked at Texas Military Department as a Operations Research Analyst (ORSA)

Texas Military Department

Information Operations Officer (FA 30)

Kenneth worked at Texas Military Department as a Information Operations Officer (FA 30)

Texas Military Department

Engineer Officer

Kenneth worked at Texas Military Department as a Engineer Officer

Leading Bad Apples: The Interactive Effect of Ethical Leadership and Follower Deviant Personality Traits on Follower Deviance.

Journal of Strategic and International Studies

Ethical leadership is a topic of increasing concern to theory and practice. However, scholars and practitioners alike have yet to examine the role of follower dispositions as a boundary condition to ethical leadership in organizational contexts. The current study seeks to fill this void by examining the interaction of bad apple follower traits- Machiavellianism and dispositional narcissism- as a potential boundary condition to ethical leadership in organizations. Results did not support the hypothesis that bad apples would desire to exit workgroups with ethical leaders, or the hypothesis that bad apples are affected differently by ethical leadership than other employees. Implications and future directions are discussed.

Leading Bad Apples: The Interactive Effect of Ethical Leadership and Follower Deviant Personality Traits on Follower Deviance.

Journal of Strategic and International Studies

Ethical leadership is a topic of increasing concern to theory and practice. However, scholars and practitioners alike have yet to examine the role of follower dispositions as a boundary condition to ethical leadership in organizational contexts. The current study seeks to fill this void by examining the interaction of bad apple follower traits- Machiavellianism and dispositional narcissism- as a potential boundary condition to ethical leadership in organizations. Results did not support the hypothesis that bad apples would desire to exit workgroups with ethical leaders, or the hypothesis that bad apples are affected differently by ethical leadership than other employees. Implications and future directions are discussed.

Min-cases: Overcoming Common Challenges of Case Learning in Undergraduate HR Courses

Journal of Human Resources Education

This paper presents instructors with five single-page case studies ideally suited for use in undergraduate human resource management courses. We begin with a brief discussion of the benefits and challenges of utilizing the case learning method to improve student learning outcomes, particularly for business students. Then, we present an description of how properly constructed mini-cases can reap many of the learning benefits of more traditional case studies, while helping to overcome many of the challenges. Finally, we present five mini-cases that have been successfully used to teach a variety of topics in undergraduate human resource management courses at two universities.

Leading Bad Apples: The Interactive Effect of Ethical Leadership and Follower Deviant Personality Traits on Follower Deviance.

Journal of Strategic and International Studies

Ethical leadership is a topic of increasing concern to theory and practice. However, scholars and practitioners alike have yet to examine the role of follower dispositions as a boundary condition to ethical leadership in organizational contexts. The current study seeks to fill this void by examining the interaction of bad apple follower traits- Machiavellianism and dispositional narcissism- as a potential boundary condition to ethical leadership in organizations. Results did not support the hypothesis that bad apples would desire to exit workgroups with ethical leaders, or the hypothesis that bad apples are affected differently by ethical leadership than other employees. Implications and future directions are discussed.

Min-cases: Overcoming Common Challenges of Case Learning in Undergraduate HR Courses

Journal of Human Resources Education

This paper presents instructors with five single-page case studies ideally suited for use in undergraduate human resource management courses. We begin with a brief discussion of the benefits and challenges of utilizing the case learning method to improve student learning outcomes, particularly for business students. Then, we present an description of how properly constructed mini-cases can reap many of the learning benefits of more traditional case studies, while helping to overcome many of the challenges. Finally, we present five mini-cases that have been successfully used to teach a variety of topics in undergraduate human resource management courses at two universities.

Dysfunctional Leader-Member Exchanges: The Role of Leaders’ Deviant Personality

Journal of Psychology and Social Studies

This study examines the role of follower and leader personality in the formation of dysfunctional leader-member exchange (LMX) relationships. Employee positive self-concept, in the form of core self-evaluations (CSE), is one of the strongest predictors of positive outcomes for individuals and organizations. Narcissism is a predisposition to protect an inflated self-view through grandiose and self-serving behavior. We hypothesized that narcissistic leaders will form lower quality LMX relationships with high CSE employees, based on ego threat; and higher quality LMX relationships with low CSE employees, who are more submissive and obedient.

Leading Bad Apples: The Interactive Effect of Ethical Leadership and Follower Deviant Personality Traits on Follower Deviance.

Journal of Strategic and International Studies

Ethical leadership is a topic of increasing concern to theory and practice. However, scholars and practitioners alike have yet to examine the role of follower dispositions as a boundary condition to ethical leadership in organizational contexts. The current study seeks to fill this void by examining the interaction of bad apple follower traits- Machiavellianism and dispositional narcissism- as a potential boundary condition to ethical leadership in organizations. Results did not support the hypothesis that bad apples would desire to exit workgroups with ethical leaders, or the hypothesis that bad apples are affected differently by ethical leadership than other employees. Implications and future directions are discussed.

Min-cases: Overcoming Common Challenges of Case Learning in Undergraduate HR Courses

Journal of Human Resources Education

This paper presents instructors with five single-page case studies ideally suited for use in undergraduate human resource management courses. We begin with a brief discussion of the benefits and challenges of utilizing the case learning method to improve student learning outcomes, particularly for business students. Then, we present an description of how properly constructed mini-cases can reap many of the learning benefits of more traditional case studies, while helping to overcome many of the challenges. Finally, we present five mini-cases that have been successfully used to teach a variety of topics in undergraduate human resource management courses at two universities.

Dysfunctional Leader-Member Exchanges: The Role of Leaders’ Deviant Personality

Journal of Psychology and Social Studies

This study examines the role of follower and leader personality in the formation of dysfunctional leader-member exchange (LMX) relationships. Employee positive self-concept, in the form of core self-evaluations (CSE), is one of the strongest predictors of positive outcomes for individuals and organizations. Narcissism is a predisposition to protect an inflated self-view through grandiose and self-serving behavior. We hypothesized that narcissistic leaders will form lower quality LMX relationships with high CSE employees, based on ego threat; and higher quality LMX relationships with low CSE employees, who are more submissive and obedient.

The Interactive Effect of Leader-Member Exchange and Perceived Organizational Support on Employee Adaptive Performance

Journal of Organizational Psychology

Examining the role of intra-organizational social exchanges in influencing adaptive performance, the authors hypothesized that leader-member exchange (LMX) quality and organizational support have an interactive effect on employee adaptive performance. We surveyed 175 private sector workers and found that subordinate perceptions of LMX were positively related to supervisor-rated adaptive performance among workers reporting average and high but not low levels of organizational support. Results add to the LMX literature by showing that the LMX-outcome relationship may depend on context, provide support for the divergent validity of POS and LMX, and raise important questions for future social exchange research.

Leading Bad Apples: The Interactive Effect of Ethical Leadership and Follower Deviant Personality Traits on Follower Deviance.

Journal of Strategic and International Studies

Ethical leadership is a topic of increasing concern to theory and practice. However, scholars and practitioners alike have yet to examine the role of follower dispositions as a boundary condition to ethical leadership in organizational contexts. The current study seeks to fill this void by examining the interaction of bad apple follower traits- Machiavellianism and dispositional narcissism- as a potential boundary condition to ethical leadership in organizations. Results did not support the hypothesis that bad apples would desire to exit workgroups with ethical leaders, or the hypothesis that bad apples are affected differently by ethical leadership than other employees. Implications and future directions are discussed.

Min-cases: Overcoming Common Challenges of Case Learning in Undergraduate HR Courses

Journal of Human Resources Education

This paper presents instructors with five single-page case studies ideally suited for use in undergraduate human resource management courses. We begin with a brief discussion of the benefits and challenges of utilizing the case learning method to improve student learning outcomes, particularly for business students. Then, we present an description of how properly constructed mini-cases can reap many of the learning benefits of more traditional case studies, while helping to overcome many of the challenges. Finally, we present five mini-cases that have been successfully used to teach a variety of topics in undergraduate human resource management courses at two universities.

Dysfunctional Leader-Member Exchanges: The Role of Leaders’ Deviant Personality

Journal of Psychology and Social Studies

This study examines the role of follower and leader personality in the formation of dysfunctional leader-member exchange (LMX) relationships. Employee positive self-concept, in the form of core self-evaluations (CSE), is one of the strongest predictors of positive outcomes for individuals and organizations. Narcissism is a predisposition to protect an inflated self-view through grandiose and self-serving behavior. We hypothesized that narcissistic leaders will form lower quality LMX relationships with high CSE employees, based on ego threat; and higher quality LMX relationships with low CSE employees, who are more submissive and obedient.

The Interactive Effect of Leader-Member Exchange and Perceived Organizational Support on Employee Adaptive Performance

Journal of Organizational Psychology

Examining the role of intra-organizational social exchanges in influencing adaptive performance, the authors hypothesized that leader-member exchange (LMX) quality and organizational support have an interactive effect on employee adaptive performance. We surveyed 175 private sector workers and found that subordinate perceptions of LMX were positively related to supervisor-rated adaptive performance among workers reporting average and high but not low levels of organizational support. Results add to the LMX literature by showing that the LMX-outcome relationship may depend on context, provide support for the divergent validity of POS and LMX, and raise important questions for future social exchange research.

Teaching Geopolitical Risk in Business Strategy: An Opportunity for Critical Skill Development.

Journal of Strategic Management Education

We present a lesson plan to address two concerns within a business strategy curriculum. First, students overestimate their readiness in terms of specific skills when compared to the evaluations of the business leaders who hire and manage them (Hart Research Associates, 2015). Second, executives have identified geopolitical risk as the top threat to both near- and long-term growth (McKinsey Global Survey, 2014), though this area is often uncovered or under-covered in business strategy textbooks. We have developed a short and adaptable lesson utilizing global risk analysis and risk management to increase student knowledge of geopolitical risk, while simultaneously developing the critical skills that business leaders deem most important when evaluating potential graduate hires (National Association of Colleges and Employees, 2013). This lesson plan can be used to complement courses in strategy, international business, and project management to enhance the development of critical skills through the examination of geopolitical risk management.

Southwest Academy of Management

Historian and Archivist

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations

Southwest Academy of Management

Historian and Archivist

San Antonio Human Resource Management Association

Director of College Relations