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Russell Johnson

Associate Professor
Department: Management

Office: N438 Business College Complex

Telephone: 517-884-1672

Email: johnsonr@broad.msu.edu



Russell E. Johnson (johnsonr@bus.msu.edu) is an associate professor of management in the Eli Broad College of Business at Michigan State University. Previously, he was a member of the faculty at the University of South Florida. He received his Ph.D. in Industrial and Organizational Psychology from the University of Akron. His research examines the role of motivation-, justice-, and leadership-based processes that underlie employee attitudes and behavior. His research has been published in Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, Psychological Bulletin, and Research in Organizational Behavior, among other journals, and it has been cited in outlets such as Forbes, The Globe and Mail, Huffington Post, Psychology Today, TIME, U.S. News & World Report, and Wall Street Journal. He is currently an associate editor at Academy of Management Review, and serves on the editorial boards at Academy of Management Journal, Journal of Applied Psychology, Journal of Experimental Psychology: Applied, Journal of Organizational Behavior, The Leadership Quarterly, Organizational Behavior and Human Decision Processes, and Personnel Psychology, among others. In 2013, Dr. Johnson received the Distinguished Early Career Contributions Award for Science from the Society for Industrial and Organizational Psychology. Originally from Canada, he still dreams of one day playing in the National Hockey League.

Motivation;  Leadership;  Organizational Justice;  Organizational Commitment;  Employee Self-Concept;  Implicit Information Processing;  Emotion

  • Outstanding Reviewer Award (2010): From Journal of Business and Psychology
  • Outstanding Reviewer Award (2011): From Academy of Management Review
  • Seshe Reviewer Award for Timeliness and Productivity (2012): From The Leadership Quarterly
  • Outstanding Reviewer Award (2012): From Academy of Management Review
  • Outstanding Reviewer Award (2012): From Academy of Management Journal
  • Outstanding Reviewer Award (2013): From Academy of Management Review
  • Distinguished Early Career Contributions Award - Science (2013): From the Society for Industrial and Organizational Psychology
  • Outstanding Author Contribution Excellence Award (2014): <span>From Emerald Literati Network</span>
  • John D. and Dortha J. Withrow Endowed Emerging Scholar Award (2014): From the Eli Broad College of Business, Michigan State University
  • Outstanding Reviewer Award (2014): From Academy of Management Journal
  • Senior Superlative Award (2014): From The Academic Minute

Articles:

  • Johnson, R. E., Selenta, C., & Lord, R. G. (2006). When organizational justice and the self-concept meet: Consequences for the organization and its members. Organizational Behavior and Human Decision Processes, 99, 175-201.
  • Johnson, R. E., Chang, C.-H., & Lord, R. G. (2006). Moving from cognition to behavior: What the research says. Psychological Bulletin, 132, 381-415.
  • Johnson, R. E., & Chang, C.-H. (2006). "I" is to continuance as "we" is to affective: The relevance of the self-concept for organizational commitment. Journal of Organizational Behavior, 27, 549-570.
  • Chang, C.-H., Johnson, R. E., & Yang, L. (2007). Emotional strain and organizational citizenship behaviours: A meta-analysis and review. Work & Stress, 21, 312-332.
  • Johnson, R. E., Rosen, C. C., & Levy, P. E. (2008). Getting to the core of core self-evaluations: A review and recommendations. Journal of Organizational Behavior, 29, 391-413.
  • Swann, W. B., Jr., Johnson, R. E., & Bosson, J. K. (2009). Identity negotiation at work. In B. M. Staw & A. P. Brief (Eds.), Research in Organizational Behavior (Vol. 29, pp. 81-109). Oxford, UK: Elsevier.
  • Rosen, C. C., Chang, C.-H., Johnson, R. E., & Levy, P. E. (2009). Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives. Organizational Behavior and Human Decision Processes, 108, 202-217.
  • Johnson, R. E., & Steinman, L. (2009). Use of implicit measures for organizational research: An empirical example. Canadian Journal of Behavioural Science, 41, 202-212.
  • Johnson, R. E., Tolentino, A. L., Rodopman, O. B., & Cho, E. (2010). We (sometimes) know not how we feel: Predicting work behaviors with an implicit measure of trait affectivity. Personnel Psychology, 63, 197-219.
  • Johnson, R. E., Silverman, S. B., Shyamsunder, A., Swee, H.-Y., Rodopman, O. B., Cho, E., & Bauer, J. (2010). Acting superior but actually inferior?: Correlates and consequences of workplace arrogance. Human Performance, 23, 403-427.
  • Johnson, R. E., & Lord, R. G. (2010). Implicit effects of justice on self-identity. Journal of Applied Psychology, 95, 681-695.
  • Johnson, R. E., Chang, C.-H., & Yang, L. (2010). Commitment and motivation at work: The relevance of employee identity and regulatory focus. Academy of Management Review, 35, 226-245.
  • Chang, C.-H., Johnson, R. E., & Lord, R. G. (2010). Moving beyond discrepancies: The importance of velocity as a predictor of satisfaction and motivation. Human Performance, 23, 58-80.
  • Johnson, R. E., & Saboe, K. (2011). Measuring implicit traits in organizational research: Development of an indirect measure of employee implicit self-concept. Organizational Research Methods, 14, 530-547.
  • Johnson, R. E., Rosen, C. C., & Djurdjevic, E. (2011). Assessing the impact of common method variance on higher-order multidimensional constructs. Journal of Applied Psychology, 96, 744-761.
  • Ferris, D. L., Rosen, C. C., Johnson, R. E., Brown, D. J., Risavy, S., & Heller, D. (2011). Approach or avoidance (or both?): Integrating core self-evaluations within an approach/avoidance framework. Personnel Psychology, 64, 137-161.
  • Eatough, E. M., Chang, C.-H., Miloslavic, S., & Johnson, R. E. (2011). Relationships of role stressors with organizational citizenship behavior: A meta-analysis. Journal of Applied Psychology, 96, 619-632.
  • Uhlmann, E. L., Leavitt, K., Menges, J. I., Koopman, J., Howe, M. D., & Johnson, R. E. (2012). Getting explicit about the implicit: A taxonomy of implicit measures and guide for their use in organizational research. Organizational Research Methods, 15, 553-601.
  • Silverman, S. B., Johnson, R. E., McConnell, N., & Carr, A. (2012). Arrogance: A formula for leadership failure. The Industrial-Organizational Psychologist, 50(1), 21-28.
  • Lanaj, K., Chang, C.-H., & Johnson, R. E. (2012). Regulatory focus and work-related outcomes: A meta-analysis. Psychological Bulletin, 138, 998-1034.
  • Johnson, R. E., *Venus, M., *Lanaj, K., *Mao, C., & Chang, C.-H. (2012). Leader identity as an antecedent of the frequency and consistency of transformational, consideration, and abusive leadership behaviors. Journal of Applied Psychology, 97, 1262-1272.
  • Chang, C.-H., Ferris, D. L., Johnson, R. E., Rosen, C. C., & Tan, J. A. (2012). Core self-evaluations: A review and evaluation of the literature. Journal of Management, 38, 81-128.
  • Shi, J., Johnson, R. E., Liu, Y., & Wang, M. (2013). Linking subordinate political skill to supervisor dependence and reward recommendations: A moderated mediation model. Journal of Applied Psychology, 98, 374-384.
  • Rosen, C. C., Slater, D. J., Chang, C.-H., & Johnson, R. E. (2013). Let"™s make a deal: Development and validation of the ex post i-deals scale. Journal of Management, 39, 709-742.
  • Kim, Y. J., Van Dyne, L., Kamdar, D., & Johnson, R. E. (2013). Why and when do motives matter? An integrative model of motives, role cognitions, and social support as predictors of OCB. Organizational Behavior and Human Decision Processes, 121, 231-245.
  • Johnson, R. E., Howe, M. D., & Chang, C.-H. (2013). The importance of velocity, or why speed may matter more than distance. Organizational Psychology Review, 3, 62-85.
  • Ferris, D. L., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C.-H., & Tan, J. A. (2013). When is success not satisfying? A moderated mediation model of the relation between core self-evaluation and job satisfaction. Journal of Applied Psychology, 98, 342-353.
  • Ballinger, G. A., & Johnson, R. E. (in press). From the editors: Your first AMR review. Academy of Management Review.
  • Johnson, R. E., Chang, C.-H., Meyer, T., Lanaj, K., & Way, J. D. (2013). Approaching success or avoiding failure? Approach and avoidance motives in the work domain. European Journal of Personality, 27, 424-441.
  • Yang, L., Bauer, J., Johnson, R. E., Groer, M., & Salomon, K. (2014). Physiological mechanisms that underlie the effects of interactional unfairness on deviant behavior: The role of cortisol activity. Journal of Applied Psychology, 99, 310-321.
  • Lanaj, K., Johnson, R. E., & Barnes, C. M. (2014). Beginning the workday yet already depleted? Consequences of late-night smartphone use and sleep. Organizational Behavior and Human Decision Processes, 124, 11-23.
  • Johnson, R. E., Rosen, C. C., Chang, C.-H., & Lin, S.-H. (in press). Getting to the core of locus of control: Is it a core evaluation of the self or the environment? Journal of Applied Psychology.
  • Lin, S.-H., & Johnson, R. E. (in press). A suggestion to improve a day keeps your depletion away: Examining promotive and prohibitive voice behaviors within a regulatory focus and ego depletion framework. Journal of Applied Psychology.
  • Johnson, R. E., Lanaj, K., & Barnes, C. M. (2014). The good and bad of being fair: Effects of procedural and interactional justice behaviors on actors’ regulatory resources. Journal of Applied Psychology, 99, 635-650.
  • Matta, F., Erol-Korkmaz, T. H., Johnson, R. E., & Bicaksiz, P. (2014). Significant work events and counterproductive work behavior: The role of fairness, emotions, and emotion regulation. Journal of Organizational Behavior, 35, 920-944.
  • Gamache, D. L., McNamara, G., Mannor, M., & Johnson, R. E. (in press). Motivated to acquire? The impact of CEO regulatory focus on firm acquisitions. Academy of Management Journal.
  • Qin, X., Ren, R., Zhang, Z., & Johnson, R. E. (in press). Fairness heuristics and substitutability effects: Inferring the fairness of outcomes, procedures, and interpersonal treatment when employees lack clear information. Journal of Applied Psychology.
  • MGT 411: Staffing
  • MGT 460: Management Capstone
  • WMBA 873F: Evidence-Based Leadership
  • MGT 325: Introduction to Management
  • MGT 907: Seminar in Organizational Behavior
  • Associate Editor: Journal of Business and Psychology (2011-2014)
  • Guest Editor: Human Resource Management Review (2013)
  • Associate Editor: Academy of Management Review (2014-present)

Eli Broad College of Business

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