Dr. Hayden J. R. Woodley is an Assistant Professor of Organizational Behaviour in the Ivey Business School at Western University. Further, he is a contributing member of the Ian O. Ihnatowycz Institute for Leadership at the Ivey Business School. Prior to joining the Ivey Business School, Dr. Woodley was an Assistant Professor in the Faculty of Business at the University of Prince Edward Island (UPEI), where he was an academic director for Business Co-op and the Chair of the UPEI Research Ethics Board. Dr. Woodley completed both his M.Sc. and Ph.D. in Industrial/Organizational Psychology in the Department of Psychology at Western University. He also currently holds the Chartered Professional in Human Resources (CPHR) designation.
Dr. Woodley’s primary research areas are leadership and followership in organizations, and – more generally – the role of human resource management in team environments (e.g., selection, management, and compensation). Dr. Woodley’s research has appeared in prestigious scholarly journals such as the Journal of Management and the Academy of Management Learning & Education and has received support from funding agencies such as Mitacs and the Social Sciences and Humanities Research Council of Canada (SSHRC). Dr. Woodley has also disseminated research evidence in practitioner-focused journals such as the Canadian HR Reporter. Dr. Woodley has over 10 years of practical experience, working on various leadership and management projects both internally and externally as a consultant.
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Benson, A. J.; Woodley, H.; Jensen, L.; Hardy, J., (Forthcoming), "Mapping the traits desired in followers and leaders onto fundamental dimensions of social evaluation", Journal of Experimental Psychology-Applied
Abstract: We applied the social evaluation framework to investigate the traits desired in an "ideal" follower, which were compared to the traits desired in an "ideal" leader. Across three studies and five samples, both differences and similarities in role-specific preferences mapped onto the Vertical-Horizontal dimensions of the social evaluation framework in ways that aligned with the demands of each role. Traits higher on the Horizontal-Morality facet (e.g., cooperative, dutiful) and lower on the Vertical-Assertiveness facet (e.g., confident, ambitious) differentiated ideal follower preferences from ideal leader preferences. Focusing on the traits most strongly desired in relation to each role, traits that supported social coordination and collective goal attainment (i.e., work ethic, cooperativeness) were prioritized in relation to ideal followers, whereas intelligence was prioritized for ideal leaders. Trustworthiness was equally valued across both roles. Moreover, we differentiated between necessary and luxury traits by adjusting the budget individuals could allocate toward the desired traits. Investments in necessary versus luxury traits further supported the social evaluation framework and highlighted the need to account for the facet-level distinctions within the Vertical (assertiveness, ability) and Horizontal (morality, friendliness) dimensions. Further, these findings were found to be robust across manipulations (e.g., the target's gender and hierarchical level).
Link(s) to publication:
https://psycnet.apa.org/doi/10.1037/xap0000514
http://dx.doi.org/10.1037/xap0000514
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Seijts, G. H.; Monzani, L.; Woodley, H. J. R.; Mohan, G., 2022, "The Effects of Character on the Perceived Stressfulness of Life Events and Subjective Well-Being of Undergraduate Business Students", Journal of Management Education, February 46(1): 106 - 139.
Abstract: Stress and the associated correlates, such as depression, alcohol abuse, and suicidal ideation, are a global issue among college and university students. We assert that character is a personal resource that students have at their disposal to address personal, social, and environmental challenges they may encounter in their personal and academic lives. The results of a field study involving undergraduate business students show that character, operationalized as a higher-order construct consisting of 11 inter-related dimensions, has a direct effect on the subjective well-being of students and an indirect effect through the perceived stressfulness of life events. Our results imply that it is essential for faculty and students at management education institutions to fully appreciate the importance of character for effective functioning and to develop the various character dimensions to address adverse personal, social, and environmental situations in a positive fashion.
Link(s) to publication:
https://journals.sagepub.com/doi/full/10.1177/1052562920980108#:~:text=The%20results%20of%20a%20field,perceived%20stressfulness%20of%20life%20events.
http://dx.doi.org/10.1177/1052562920980108
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McLarnon, M. J. W.; Woodley, H. J. R., 2021, "Collective efficacy in virtual teams: Emergence, trajectory, and effectiveness implications.", Canadian Journal of Behavioural Science-Revue Canadienne Des Sciences Du Comportement, May 53(2): 187 - 199.
Abstract: Use of virtual teams in workplace environments is common, and in this study, we investigated the emergence of collective efficacy in virtual teams. Collective efficacy—a team’s shared confidence in their ability to meet its goals—is an emergent state that has consistently been found to positively relate to team effectiveness. However, much of the past research on collective efficacy has focused on static approaches, ignoring the inherently dynamic nature of the construct. Thus, the past research has neglected to fully address the emergent nature of collective efficacy, which involves consensus (i.e., sharedness or agreement) and a trajectory (i.e., growth or change in level) over time. These issues are addressed in the current investigation. Longitudinal data were collected from 3,644 individuals, comprising 665 virtual teams, that were participating in a 10-week business simulation activity. Using consensus emergence modeling and multilevel latent growth modeling, we examined the dynamic nature of the emergence and trajectory of collective efficacy over three time points during project completion. Overall, we found that both consensus and the level of collective efficacy decreased over time, but teams that demonstrated smaller decreases over time had stronger effectiveness. These findings suggest that collective efficacy is a key resource in virtual teams that needs to be managed over time in order for teams to have optimal effectiveness. Implications for theory, future research, and practice are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
Link(s) to publication:
https://psycnet.apa.org/record/2021-45895-009?doi=1
http://dx.doi.org/10.1037/cbs0000233
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Woodley, H. J. R.; McLarnon, M. J. W.; O'Neill, T. A., 2019, "The emergence of group potency and its implications for team effectiveness", Frontiers in Psychology, January 10(May)
Abstract: Much of the previous research on the emergence of team-level constructs has overlooked their inherently dynamic nature by relying on static, cross-sectional approaches. Although theoretical arguments regarding emergent states have underscored the importance of considering time, minimal work has examined the dynamics of emergent states. In the present research, we address this limitation by investigating the dynamic nature of group potency, a crucial emergent state, over time. Theory around the "better-than-average" effect (i.e., an individual's tendency to think he/she is better than the average person) suggests that individuals may have elevated expectations of their group's early potency, but may decrease over time as team members interact gain a more realistic perspective of their group's potential. In addition, as members gain experience with each other, they will develop a shared understanding of their team's attributes. The current study used latent growth and consensus emergence modeling to examine how potency changes over time, and its relation with team effectiveness. Further, in accordance with the input-process-output framework, we investigated how group potency mediated the relations between team-level compositions of conscientiousness and extraversion and team effectiveness. We collected data at three time points throughout an engineering design course from 337 first-year engineering students that comprised 77 project teams. Results indicated that group potency decreased over time in a linear trend, and that group consensus increased over time. We also found that teams' initial potency was a significant predictor of team effectiveness, but that change in potency was not related to team effectiveness. Finally, we found that the indirect effect linking conscientiousness to effectiveness, through initial potency, was supported. Overall, the current study offers a unique understanding of the emergence of group potency, and facilitate a number theoretical and practical implications, which are discussed.
Link(s) to publication:
http://dx.doi.org/10.3389/fpsyg.2019.00992
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O’Neill, T. A.; McLarnon, M. J. W.; Hoffart, G. C.; Woodley, H. J. R.; Allen, N. J., 2018, "The Structure and Function of Team Conflict State Profiles", Journal of Management, February 44(2): 811 - 836.
Abstract: Team conflict types include task conflict, relationship conflict, and process conflict. Whereas differences in views about the task (task conflict) are often argued to be beneficial, incompatibilities involving personal issues (relationship conflict) and execution issues (process conflict) are often argued to be harmful. However, previous empirical research has tended to treat team conflict types as independent from each other despite their natural coexistence in teams. In two separate studies and one replication study, we identified latent patterns of team conflict, in the form of conflict profiles, that were defined by distinct levels of task conflict, relationship conflict, and process conflict. In Study 1, we investigated whether the conflict profiles had implications for team conflict management and team potency. In Study 2, we examined the generalizability of the conflict profiles to teams with longer life cycles, and we investigated the implications of conflict profiles for team performance. Findings indicated that teams can be reliably assigned to particular profiles of team conflict and that these profiles replicate well. The results also indicate that the implications of a particular type of conflict depend on the pattern of the team’s conflict profile as a whole. Drawing from information processing theory, we found that teams with high task conflict and low relationship and process conflict tend to have more effective interactions and achieve superior outcomes. This “team-centric” approach appears to provide promising new avenues for advancing current theories of conflict in organizational work teams.
Link(s) to publication:
http://dx.doi.org/10.1177/0149206315581662
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O'Neill, T. A.; Hoffart, G. C.; McLarnon, M. M. J. W.; Woodley, H. J.; Eggermont, M.; Rosehart, W.; Brennan, R., 2017, "Constructive controversy and reflexivity training promotes effective conflict profiles and team functioning in student learning teams", Academy of Management Learning and Education, June 16(2): 257 - 276.
Abstract: © Academy of Management Learning & Education,2017. In the current research, we examine the effects of a new team-Training system that can be readily integrated into postsecondary teaching and learning activities. Our training focuses on generating productive and constructive conflict by invoking an evidence-supported information sharing and decision-making concept known as constructive controversy. We used 517 student teams (1,659 students) organized into a no-Training comparison condition, a classroom-only training condition (partial training), and a classroom-plus-booster training condition involving conflict reflections (full training). We found that teams in the full training outperformed those in both the partial-Training and no-Training conditions in generating the most productive pattern of conflict (referred to as conflict profiles), and that patterns of conflict had implications for effective conflict management and team efficacy for innovation.
Link(s) to publication:
http://dx.doi.org/10.5465/amle.2015.0183
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Woodley, H. J. R.; Bourdage, J. S.; Ogunfowora, B.; Nguyen, B., 2016, "Examining equity sensitivity: An investigation using the big five and HEXACO models of personality", Frontiers in Psychology, January 6(JAN)
Abstract: The construct of equity sensitivity describes an individual's preference about his/her desired input to outcome ratio. Individuals high on equity sensitivity tend to be more input oriented, and are often called "Benevolents." Individuals low on equity sensitivity are more outcome oriented, and are described as "Entitleds." Given that equity sensitivity has often been described as a trait, the purpose of the present study was to examine major personality correlates of equity sensitivity, so as to inform both the nature of equity sensitivity, and the potential processes through which certain broad personality traits may relate to outcomes. We examined the personality correlates of equity sensitivity across three studies (total N = 1170), two personality models (i.e., the Big Five and HEXACO), the two most common measures of equity sensitivity (i.e., the Equity Preference Questionnaire and Equity Sensitivity Inventory), and using both self and peer reports of personality (in Study 3). Although results varied somewhat across samples, the personality variables of Conscientiousness and Honesty-Humility, followed by Agreeableness, were the most robust predictors of equity sensitivity. Individuals higher on these traits were more likely to be Benevolents, whereas those lower on these traits were more likely to be Entitleds. Although some associations between Extraversion, Openness, and Neuroticism and equity sensitivity were observed, these were generally not robust. Overall, it appears that there are several prominent personality variables underlying equity sensitivity, and that the addition of the HEXACO model's dimension of Honesty-Humility substantially contributes to our understanding of equity sensitivity.
Link(s) to publication:
http://dx.doi.org/10.3389/fpsyg.2015.02000
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Woodley, H. J. R.; Allen, N. J., 2014, "The dark side of equity sensitivity", Personality and Individual Differences, January 67: 103 - 108.
Abstract: The current study adds to our understanding of the nomological network associated with equity sensitivity by examining its relations with the Dark Triad traits. Participants were 829 university students who completed the Equity Preference Questionnaire and two recently developed measures of the Dark Triad - the Dirty Dozen and the Short Dark Triad. It was hypothesized that Machiavellianism and psychopathy would both be negatively correlated with - and predict unique variance in - equity sensitivity, whereas narcissism would be uncorrelated. Results of correlational and multiple regression analyses supported the hypotheses. Furthermore, it was found that the Short Dark Triad predicted incremental variance in equity sensitivity unaccounted for by the Dirty Dozen. © 2014 Elsevier Ltd.
Link(s) to publication:
http://dx.doi.org/10.1016/j.paid.2014.03.003
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