Jon Billsberry

University of Wollongong, Management and Marketing, Faculty Member

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Jon Billsberry is Senior Professor of Leadership and Management at the University of Wollongong, Australia. He gained his PhD from the University of Nottingham, UK. His main research areas are organizational fit and misfit, socially constructed approaches to leadership, implicit leadership theory, innovative pedagogy in leadership and management, and institutional issues in management education.

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Empirical studies of the “similarity leads to attraction” hypothesis in workplace interactions: a systematic review

Management Review Quarterly

Although the similarity-attraction hypothesis (SAH) is one of the main theoretical foundations of... more Although the similarity-attraction hypothesis (SAH) is one of the main theoretical foundations of management and industrial/organizational (I/O) psychology research, systematic reviews of the hypothesis have not been published. An overall review of the existing body of knowledge is therefore warranted as a means of identifying what is known about the hypothesis and also identifying what future studies should investigate. The current study focuses on empirical workplace SAH studies. This systematic review surfaced and analyzed 49 studies located in 45 papers. The results demonstrate that SAH is valid in organizational settings and it is a fundamental force driving employees’ behavior. However, the force is not so strong that it cannot be overridden or moderated by other forces, which includes forces from psychological, organizational, and legal domains. This systematic review highlights a number of methodological issues in tests of SAH relating to the low number of longitudinal studi...

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International Journal of Management Education 8(1) Teaching soft issues in strategic management with films: Arguments and suggestions

Many authors have discussed the role of films as an educational resource (e.g., Bumpus 2005; Cham... more

Surfacing implicit leadership theories in a professional sport context - A comparison of four research techniques in two Bundesliga handball clubs

Surfacing implicit leadership theories in a professional sport context - A comparison of four res... more

Content and structure of implicit effective leadership theories in sports {Abstract]

The aim of this study is threefold. Firstly, we aim to establish whether implicit leadership theo... more The aim of this study is threefold. Firstly, we aim to establish whether implicit leadership theories (ILTs), which are cognitive structures held by observer’s comprising traits and behaviours of leaders, exist in sports, and if so, how they differ from business ILTs. Secondly, we address the call by various scholars in the field (i.e., Van Quaquebeke, Graf, & Eckloff, 2014) to extend research on ILTs by establishing if a variance between ‘typical’ and ‘ideal’ leadership prototypes exists. Thereby, this research aims to clarify what constitutes ideal/effective leadership in professional sports. Whereas the ‘typical’ leader prototype refers to an average or the most frequent leader attributes (i.e. ILTs), the ‘ideal’ leader prototype refers to the most effective leader attributes (i.e. IELTs). We aim to introduce the content and structure of those implicit effective leadership theories (IELTs) for the two clubs, and will compare them with ILT structure(s) that have been considered me...

A bibliometric analysis of person-organization fit research: significant features and contemporary trends

Management Review Quarterly

Person-organization (PO) fit is broadly defined as the compatibility between an individual and th... more Person-organization (PO) fit is broadly defined as the compatibility between an individual and their employing organization that occurs when the characteristics of the two entities are well matched. It is related to higher levels of organizational commitment, job satisfaction, job retention, organizational citizenship behaviours, and job performance. In recent years, there has been a significant and hastening increase in the number of journal articles published in which person-organization fit is a major feature of the study. This study documents the historical and contemporary nature of this field using bibliometric methods to provide an overview of PO fit research and to analyse contemporary trends. After screening, 887 refereed journal articles were surfaced in the Scopus database that featured PO fit. Descriptively, this study identifies leading journal articles, authors, countries, and collaborative networks. Analytically, the paper identifies and discusses major and emerging r...

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Editorial acknowledgement

Teaching & Learning

Management as a contextual practice: the need to blend science, skills and practical wisdom

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The Open University

ABSTRACT: Despite its importance in the organizational behavior literature, person–organization (... more ABSTRACT: Despite its importance in the organizational behavior literature, person–organization (P–O) fit remains an elusive construct. One reason for this is the lack of research about organizational members ’ own sense of their P–O fit. In this paper we discuss the criteria required of suitable research tools to explore this domain. Drawing on arguments from the cognition literature, we argue that storytelling and causal mapping techniques are suitable for exploring organiza-tional members ’ sense of fit. We conclude with a short example of the method in action and a discussion of some of the practical issues that researchers will face. KEY WORDS: causal mapping; person–organization fit; storytelling. The fit between individuals and organizations has been shown to be an important factor influencing the reasons why people are attracted to, selected by, and stay with organizations (Cable & Judge, 1996, 1997;

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Editor’s Corner

Looking back over the year that was 2013, one subject dominated management education discussion l... more Looking back over the year that was 2013, one subject dominated management education discussion like no other topic has ever done so before. That subject, of course, is the MOOC, or to give it its full name, Massive Open Online Courses. Over the past 12 months, MOOCs have arrived like an alien invasion threatening to overturn centuries of tradition in education. And just like a scene from Mars Attacks! there are supporters waving "Welcome to Earth" banners while others are lining up the tanks. Yet there is one strange feature of MOOCs, despite the cacophony in the corridors and at conferences; there has been silence in the academic journals. This is simply because data are scarce and only just becoming available, and the necessary time required for thinking, writing, reviewing, and production. Next year, and probably for several years after, MOOCs are likely to dominate the pages of education journals and the Journal of Management Education in particular. In this editorial, I want to explore the initial hype and hyperbole about MOOCs as a way of setting the scene for the future. What Is a MOOC? Although there are many variants to what people consider a MOOC, the starting point is a free, online course that anyone (with an Internet connection) can sign-up for and take. When people use the acronym MOOC, they are usually referring to courses presented on one of the established platforms such as Coursera, edX, or Udacity, although universities are quickly coming online and developing their own delivery systems. The courses vary in quality and

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Perceptions of fit and misfit: an in-depth study of similarities and differences

The Contribution of Scenario Planning to Organizational Learning in a Higher Education Institution

This paper focuses on the theory of scenario planning, particularly in relation to its role in or... more This paper focuses on the theory of scenario planning, particularly in relation to its role in organisational learning. Drawing on relevant theories, the paper goes on to focus on its implementation in a UK University. Although scenario planning is often seen as a tool for informing organisations’ strategic planning processes, the literature suggests that it has more subtle benefits when sensitively and appropriately introduced. This paper argues that scenario planning can be used to promote individual and organisational learning using a blend of soft and hard approaches in order to maximise the benefits. The University context and the barriers to change are outlined to illustrate some of the challenges inherent in managing change processes. The particular role of Human Resource Development practitioners is also

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Academic Careers in Management: How do We Get to Where the Grass Is Greener?

Academy of Management Proceedings, 2019

Academia has changed over the last decades and so have academic careers. In a 2019 special issue ... more Academia has changed over the last decades and so have academic careers. In a 2019 special issue of the journal Academy of Management Learning and Education, we have brought together a set of papers discussing current trends and findings in academic careers and the international academic landscape. In this symposium, five author teams will briefly introduce their research (to be published in the special issues) to the AOM community. In the predominant part of this symposium, we will engage audience members in an interactive discussion about the practical implications from this research. In particular, we aim to help audience members become aware of what insights they can apply to their own careers, what information might be useful in instructing their PhD students or in advising junior colleagues, and what changes senior academic leaders may need to consider making to their own administrate and managerial responsibilities. Our aim for this symposium is to initiate a rethinking of academic careers and our own role in improving the academic work environment worldwide.

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The Open University Fit as Wellness

Person-environment (PE) fit remains ‘an elusive construct’. This phrase, apparently originating f... more Person-environment (PE) fit remains ‘an elusive construct’. This phrase, apparently originating from Rynes and Gerhart (1990), has prefaced countless studies of fit, particularly person-organisation (PO) fit. After two decades of research into PE fit, this statement remains true. We now have at least sixteen discrete types of fit (e.g. Billsberry, Ambrosini, Edwards, Moss-Jones, Marsh, van Meurs & Coldwell, 2008), a concept of multidimensional fit, different conceptualisations of fit (supplementary and complementary) and different forms of fit (i.e. objective and subjective) confusing the discipline. This construct elusiveness is just the tip of the iceberg. In addition to problems with its definition and conceptualisation, data from empirical studies has been difficult to relate to managerial implications. Should managers try to increase levels of fit or not? How do circumstances affect how managers consider fit? How does fit relate to performance, creativity, flexibility or respon...

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Academic leaders’ double bind: challenges from an Indonesian perspective

by Maria Jacinta Arquisola and Jon Billsberry

International Journal of Educational Management, 2020

Purpose The purpose of this paper is to examine the mechanisms that explain the complexities Indo... more Purpose The purpose of this paper is to examine the mechanisms that explain the complexities Indonesian higher education (HE) academic leaders (ALs) experience in performing leadership roles. The research addresses the questions: How do Indonesian ALs perceive their roles in HE? What are the challenges facing Indonesian ALs in their roles in the Indonesian HE context? To what extent does gender impact how ALs act and are perceived? Design/methodology/approach In sum, 35 ALs from six Indonesian universities representing top executive positions were interviewed. Data were analysed thematically using a retroductive process followed by a series of on-site member-checking activities to establish credibility and authenticity of the findings. Findings The religious principles of amanah (the “altruistic calling” of their functions needing dedication, commitment, and passion) unique to the Indonesian cultural experience influence ALs views of leadership. ALs face role constraints due to reso...

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Resilience, robustness, and antifragility: Towards an appreciation of distinct organizational responses to adversity

International Journal of Management Reviews, 2022

Background Acceptable health and sufficientarianism are emerging concepts in health resource allo... more Background Acceptable health and sufficientarianism are emerging concepts in health resource allocation. We defined acceptability as the proportion of the general population who consider a health state acceptable for a given age. Previous studies surveyed the acceptability of health problems separately per EQ-5D-3L domain, while the acceptability of health states with co-occurring problems was barely explored. Objective To quantify the acceptability of 243 EQ-5D-3L health states for six ages from 30 to 80 years: 1458 health state-age combinations (HAcs), denoted as the acceptability set of EQ-5D-3L. Methods In 2019, an online representative survey was conducted in the Hungarian general population. We developed a novel adaptive survey algorithm and a matching statistical measurement model. The acceptability of problems was evaluated separately per EQ-5D-3L domain, followed by joint evaluation of up to 15 HAcs. The selection of HAcs depended on respondents' previous responses. We used an empirical Bayes measurement model to estimate the full acceptability set. Results 1375 respondents (female: 50.7%) were included with mean (SD) age of 46.7 (14.6) years. We demonstrated that single problems that were acceptable separately for a given age were less acceptable when co-occurring jointly (p < 0.001). For 30 years of age, EQ-5D-3L health states of '11112' (11.9%) and '33333' (1%), while for 80 years of age '21111' (93.3%) and '33333' (7.4%) had highest and lowest acceptability (% of population), respectively. Conclusion The acceptability set of EQ-5D-3L quantifies societal preferences concerning age and disease severity. Its measurement profiles and potential role in health resource allocation needs further exploration.

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Tips to Avoid the Cull

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1 The Social Construction of Leadership Education

Most leadership theories assume that leadership is a quality of leaders (e.g., trait theory), or ... more Most leadership theories assume that leadership is a quality of leaders (e.g., trait theory), or a response to environments (e.g., situational theory), or a combination of both (e.g., contingency theory). In all these approaches leadership is something knowable and definite. However, after years of research there is no agreed definition of what leadership is or any universal agreement about who might be regarded a leader. This paper outlines an alternative approach in which leadership is a contested construct and describes two engaging teaching techniques that align pedagogic approach with the underlying theory. In doing so this paper makes a case for the adoption of socially-constructed theories in leadership education.

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The Cooler: A Cinematic Example of Self-Serving and Organisation-Serving Fit

In Billsberry, van Meurs, Coldwell and Marsh (2006), my colleagues and I developed a testable mod... more

Knowledge creation in complex inter-organizational arrangements: understanding the barriers and enablers of university-industry knowledge creation in science-based cooperation

Journal of Knowledge Management, 2020

Purpose This study aims to explore the factors undergirding knowledge creation in the university-... more Purpose This study aims to explore the factors undergirding knowledge creation in the university-industry complex inter-organizational arrangement. It builds upon social capital and relationship marketing theories. Design/methodology/approach This study uses a qualitative research design. In total, 36 innovation champions involved in knowledge creation were interviewed to provide detailed insights into the process. A thematic analysis of the in-depth interviews was conducted. Findings The principal finding was that opportunistic behavior was a significant barrier to knowledge creation. In severe cases, the knowledge creation process was destroyed, resulting in lost investment. Principled behavior and investment in affect-based and cognition-based trust, through five critical trust development activities, provided the best path to successful knowledge creation. Originality/value This study contributes to the knowledge management literature by providing insights into the enablers and ...

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HBR’s 10 Must Reads on Leadership Lessons From Sports, by Harvard Business Review

Academy of Management Learning & Education, 2019

Jon Billsberry

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