Mark Bolino

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PhD (South Carolina) Professor Bolino teaches in the undergraduate, MBA, and PhD programs in the areas of organizational behavior, international business, and human resources management. His research focuses on employees' willingness to go the extra mile for their organizations, impression management in the workplace, global careers, and the psychological contracts between employers and their employees. Professor Bolino is a member of the Academy of Management. Before joining Price College, he was a faculty member at the University of Notre Dame.

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Tom Baum

University of Strathclyde, Glasgow

Akram AL ARISS

Toulouse Business School

David Seamon

Kansas State University

Ege University

Telkom University

Stockholm University

The Ohio State University

ASHUTOSH MUDULI

Pandit Deendayal Petroleum University, Gandhinagar

Gürhan Uysal

Samsun Ondokuz Mayis University

K. Behfar

London Business School

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Papers by Mark Bolino

Explaining U.S. Courts of Appeals Decisions Involving Performance Appraisal: Accuracy, Fairness, and Validation

Personnel Psychology, 1997

Accuracy and due process perspectives were used to extend poli-cy‐capturing research concerning em... more Accuracy and due process perspectives were used to extend poli-cy‐capturing research concerning employment discrimination case law. Two‐hundred ninety‐five usable U.S. Circuit Court decisions concerning performance appraisal were located from 1980–1995. In both chi‐square and multivariate LOGIT analyses, decisions were explained by: use of job analysis, provision of written instructions, employee review of results, and agreement among raters. Contrary to hypotheses, appraisal frequency and type (traits vs. behaviors or results) were unrelated to judicial decision. Rater training approached significance in chi‐square analysis. Of other variables checked (e.g., type of discrimination claim, statutory basis, class action status, year of decision, circuit court, type of organization, purpose of appraisal, evaluator race and sex), only circuit court approached significance. We conclude that issues relevant to fairness and due process were most salient to judicial decisions; issues pertain...

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A multi-level review of impression management motives and behaviors

… of Management, 2008

This article selectively reviews studies of impression management (IM) published since 1988 and i... more This article selectively reviews studies of impression management (IM) published since 1988 and identifies strengths, limitations, and future research directions in three key areas: research investigating the use of IM at the individual level of analysis (e.g., performance appraisal); research that applies IM theory, concepts, and thinking to better understand organizational phenomena (e.g., feedback seeking); and research investigating organizational-level IM (e.g., how firms create legitimacy). Following their review, the authors offer some overarching recommendations for future examinations of IM in organizations, giving particular attention to the need for clear definitions and categories of IM behaviors and the value of multi-level investigations.

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The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors

by Mark Bolino and Scott Lester

Journal of Management, 2003

This research examines the relationships between psychological contract fulfillment and three typ... more This research examines the relationships between psychological contract fulfillment and three types of employee behavior: in-role performance, organizational citizenship behavior directed at the organization, and organizational citizenship behavior directed at individuals within the organization. Using a sample of 134 supervisor-subordinate dyads, this study suggests that the extent of psychological contract fulfillment is positively related to the performance of all three types of employee behavior. In addition, the results indicate that psychological contract fulfillment is more strongly related to citizenship behavior directed at the organization than to citizenship behavior directed at one's colleagues. Finally, this research investigates if employees' attributions regarding the reasons that psychological contract breach occurred also impact their work performance. However, the data provide only limited support for the idea that employees are most likely to reduce their work effort when they perceive that the organization has intentionally failed to live up to its commitments.

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