Richard Ivey Building 2359
- Organizational Commitment
- Organizational Identification
- Work Motivation
- Occupational Health
- Individual Performance
- Social Loafing
- Workplace Bullying
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Dr. Monzani is an Assistant Professor of Organizational Behavior at Ivey Business School (Western University). Previously, he was a lecturer in Leadership at the Graduate School of Management of Plymouth University (United Kingdom). Also, he is an associate researcher at both the Institute for Organizational Development and Quality of Work Life of the University of Valencia (Spain) and the and Center for Leadership and Behavior in Organizations at Goethe University (Frankfurt, Germany). Dr. Monzani completed a two-year postdoctoral fellowship at the Ian O. Ihnatowycz Institute for Leadership at the Ivey Business School of Western Ontario University (Canada). He holds a Ph.D. in Psychology of Human Resources by the University of Valencia and is an Erasmus Mundus Master in Work, Organizational, and Personnel Psychology.
His research interest lies within advanced concepts in organizational behavior, such as exemplary leadership, commitment to lead, and other topics bridging neuropsychology with Organizational behavior. Whenever possible, Lucas Monzani combines his research activities with his professional practice as an executive consultant. He has extensive experience in wide array of topics of corporate life, such as leadership potential assessment & development, executive coaching, advanced recruitment & selection techniques, virtual team-building. As a consultant, Dr. Monzani contributed to several leadership development projects within the Department of Peacekeeping Operations (DPKO) of the United Nations.
- BUS 3311 – Leading People and Organization
- 9085-IEL – MSc Ivey Essentials: Leadership course
- EL3-9459-2-SATS International Study Trip South America (ROL)
- Ph.D. in Psychology of Human Resources. University of Valencia (Magna Cum Laude)
- Master Erasmus Mundus in Work, Organizational, and Personnel Psychology. Joint diploma from the Universidad de Valencia(Spain) and Alma Mater Studiorum di Bologna (Italy)
- Licensed Clinical Psychologist. Universidad del Salvador, Buenos Aires, Argentina
Recent Refereed Articles
Monzani, L.; Kozusznik, M. W.; Ripoll, P.; Van Dick, R.; Peiró, J. M.,
2019, "Coping in the final frontier: An intervention to reduce spaceflight-induced stress", Psychologica, September 62(1): 55 - 77.
Abstract: Research in human spaceflight has extensively documented how microgravity environments, such as spaceflight across Low Earth Orbit (LEO), affects astronauts’ and Spaceflight Participants’ emotions. However, a more refined understanding of this topic will become especially relevant as national and international space agencies increase the duration of manned space missions, and as the private sector fully enters the aerospace arena. In this paper, we analyze the strengths and weaknesses of the four main types of interventions for dealing with the stressors associated with human spaceflight (i.e., ergonomic, physiological, psychological, and psychosocial), and then elaborate on a psychosocial intervention grounded on evidence-based interventions across several fields of psychological research. Among the components of such interventions, we recommend adopting advanced stress coping strategies, developing emotional and intercultural competencies and crafting a shared social identity among crew members. Our proposed intervention aims to enhance the efficacy of social support as a key coping mechanism and applies to crewmembers and spaceflight participants of diverse cultural backgrounds who, most likely, will work using computer-mediated communication (CMC).
Link(s) to publication:
Monzani, L.; Knoll, M.; Giesnner, S.; van Dick, R.; Peiró, J. M.,
2019, "Between a rock and a hard place: Direct and combined effects of authentic leadership, organizational identification, and team prototypicality on Managerial voice", Spanish Journal of Psychology, March 21(eX): 1 - 20.
Abstract: Managers are installed by the organization’s stakeholders and shareholders to increase the organization’s value; at the same time, they depend on their subordinates’ acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers’ low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.
Link(s) to publication:
van Dick, R.; Lemoine, J.; Steffens, N.; Kerschreiter, R.; Akfirat, S. A.; Avanzi, L.; Dumont, K.; Epitropaki, O.; Fransen, K.; Giessner, S., et al.,
2018, "Identity leadership going global: Results from an international validation study of the Identity Leadership Inventory", Journal of Occupational and Organizational Psychology, December 91(4): 697 - 728.
Abstract: Recent theorizing applying the social identity approach to leadership proposes a four-dimensional model of identity leadership that centers on leaders’ management of a shared sense of “we” and “us”. The present research validates a scale assessing this model — the Identity Leadership Inventory (ILI). We present results from an international project with data from all six continents and from more than 20 countries/regions with 5,290 participants. The ILI was translated (using back-translation methods) into 13 different languages (available in the Appendix) and used along with measures of other leadership constructs (i.e. LMX, transformational, and authentic leadership) as well as employee attitudes and (self-reported) behaviors — namely identification, trust in the leader, job satisfaction, innovative work behavior, organizational citizenship behavior, and burnout. Results provide consistent support for the construct, discriminant, and criterion validity of the ILI across countries. We show that the four dimensions of identity leadership are distinguishable and that they relate to important work-related attitudes and behaviors above and beyond other leadership constructs. Finally, we also validate a short form of the ILI, noting that is likely to have particular utility in applied contexts
Link(s) to publication:
Monzani, L.; Zurriaga, R.; Espí-López, G. V.,
2018, "Anxiety and the severity of Tension-Type Headache mediate the relation between headache presenteeism and workers’ productivity", PLoS One, July 13: 1 - 16.
Abstract: The primary objective of this study was to explore the mechanisms and conditions whereby Tension-Type Headache (TTH) presenteeism relates to health-related loss of productivity as a result of both reduced physical and mental health. To this end, Structural Equation Modeling (SEM) was used to conduct a secondary data analysis of a randomized clinical trial involving 78 Tension-type Headache (TTH) patients. The results showed that TTH presenteeism did not directly relate to health-related loss of productivity, either due to physical, or mental health problems. However, through anxiety-state, TTH presenteeism decreased patients’ productivity, as consequence of reduced physical and mental health. Moreover, by increasing the severity of the Tension-Type Headache, TTH presenteeism indirectly decreased patients’ productivity as consequence of reduced physical health (but not mental health). Finally, our results show that such indirect effects only occur when the cause of TTH is non-mechanical (e.g., hormonal causes, etc.). Our work provides an integrative model that can inform organizational behaviorists and health professionals (e.g., physiotherapists). Implications for organizational health are discussed.
Link(s) to publication:
Crossan, M. M.; Byrne, A.; Seijts, G. H.; Reno, M.; Monzani, L.; Gandz, J.,
2017, "Toward a Framework of Leader Character in Organizations", Journal of Management Studies, November 54(7): 986 - 1018.
Abstract: While the construct of character is well grounded in philosophy, ethics, and more recently psychology, it lags in acceptance and legitimacy within management research and mainstream practice. Our research seeks to remedy this through four contributions. First, we offer a framework of leader character that provides rigor through a three-phase, multi-method approach involving 1,817 leaders, and relevance by using an engaged scholarship epistemology to validate the framework with practicing leaders. This framework highlights the theoretical underpinnings of the leader character model and articulates the character dimensions and elements that operate in concert to promote effective leadership. Second, we bring leader character into mainstream management research, extending the traditional competency and interpersonal focus on leadership to embrace the foundational component of leader character. In doing this, we articulate how leader character complements and strengthens several existing theories of leadership. Third, we extend the virtues-based approach to ethical decision making to the broader domain of judgment and decision making in support of pursuing individual and organization effectiveness. Finally, we offer promising directions for future research on leader character that will also serve the larger domain of leadership research.
Link(s) to publication:
- Escartin, J.; Monzani, L.; Leong, F.; Rodriguez-Carballeir, A., 2017, "A reduced form of the Workplace Bullying Scale - the EAPA-T-R: A useful instrument for daily diary and experience sampling studies", Work and Stress, January 31(1): 42 - 62.
Espi-Lopez, G. V.; Lopez Bueno, L.; Vincente Herrero, M. T.; Martinez Arnau, F. M.; Monzani, L.,
2016, "Efficacy of manual therapy treatment for tension-type headache in anxiety and depressive disorders. A randomized controlled clinical trial", International Journal of Osteopathic Medicine, December 22: 11 - 20.
Abstract: Introductionbr Tension-type headache (TTH) is a highly prevalent disorder with a significant socio-economic impact. The purpose of this study was to test the efficacy of three manual therapy treatments for reducing TTH-related anxiety and depression.brbr Subjects and methodsbr A clinical trial was conducted on 84 participants diagnosed with tension-type headache forming 4 groups: the first group received suboccipital soft tissue treatment (ST) the second group was treated with articulatory techniques (AT) the third group underwent a combination of both techniques (ST and AT), while the fourth group was the control group. Treatment sessions were administered over four weeks, with post-treatment assessment, and follow-up at one month. We conducted repeated measures analysis of covariance (RM-MANCOVA) to evaluate the effect of treatment on between and within-subject conditions and their interaction on reported depression and anxiety.brbr Resultsbr All treatments resulted in a moderate’ reduction of psychological symptoms associated with TTH (Cohen's f .31 for anxiety trait f .35 for anxiety state and f .35 for depression). However, their efficacy varied across treatments, TTH types and the elapsed time between measurements.brbr Conclusionbr Treatments including an articulatory technique showed a greater efficacy than a soft tissue technique, or a combination of both, for the reduction of TTH-related anxiety and depression levels in these participants.
Link(s) to publication:
Espi-Lopez, G. V.; Zurriaga, R.; Monzani, L.,
2016, "The effect of manipulation plus massage therapy versus massage therapy alone in people with tension-type headache. A randomized controlled clinical trial", European Journal of Physical and Rehabilitation Medicine, October 52(5): 606 - 617.
Abstract: BACKGROUND:br Manipulative techniques have shown promising results for relief of tension-type headache (TTH), however prior studies either lacked a control group, or suffered from poor methodological quality. The aim of this study was to compare the effect of spinal manipulation combined with massage versus massage alone on range of motion of the cervical spine, headache frequency, intensity and disability in patients with TTH.brbr DESIGN:br Randomized, single-blinded, controlled clinical trial.brbr SETTING:br University clinic.brbr POPULATION:br We enrolled 105 subjects with TTH.brbr METHODS:br Participants were divided into two groups: 1) manipulation and massage 2) massage only (control). Four treatment sessions were applied over four weeks. The Headache Disability Inventory (HDI) and range of upper cervical and cervical motion were evaluated at baseline, immediately after the intervention and at a follow-up, 8 weeks after completing the intervention.brbr RESULTS:br Both groups demonstrated a large (ƒ1.22) improvement on their HDI scores. Those that received manipulation reported a medium-sized reduction (ƒ0.33) in headache frequency across all data points (P<0.05) compared to the control group. Both groups showed a large within-subject effect for upper cervical extension (ƒ0.62), a medium-sized effect for cervical extension (ƒ0.39), and large effects for upper cervical (ƒ1.00) and cervical (ƒ0.27) flexion. The addition of manipulation resulted in larger gains of upper cervical flexion range of motion, and this difference remained stable at the follow-up.brbr CONCLUSIONS:br These findings support the benefit of treating TTH with either massage or massage combined with a manipulative technique. However, the addition of manipulative technique was more effective for increasing range of motion of the upper cervical spine and for reducing the impact of headache.brbr CLINICAL REHABILITATION IMPACT:br Although massage provided relief of headache in TTH sufferers, when combined with cervical manipulation, there was a stronger effect on range of upper cervical spine motion.
Monzani, L.; Braun, S.; Van Dick, R.,
2016, "The moderator role of organizational identification in the relation between authentic leadership and followers’ silence intentions", German Journal of Human Resource Management: Zeitschrift fuer Personalforschung, August 30: 3 - 4.
Abstract: Organizational silence is a state of affairs in which employees refrain from voicing problematic issues at work. It often results from the dilemma between considering the short-term interests of the leader, who might perceive voicing problems as disloyal, and the long-term interests of the organization, which might suffer severe costs because of silence. In this article we propose a theoretical model that bridges authentic leadership and organizational identification to test their joint effect on organizational silence responses (exit, loyalty and neglect). Based on previous work, we hypothesized that authentic leadership is positively related to employees’ loyalty (a passive yet constructive response). However, in dilemmatic situations this effect should be buffered by a high organizational identification (as a result of conflicting loyalties). Similarly, in such situations, we predicted that the influence of authentic leadership on employees’ destructive responses may be counter-productive if not matched with a high organizational identification. We tested our proposed model with an online vignette study that involved 458 employees from German-speaking countries from diverse work sectors. We used a realistic scenario comprising a dilemmatic situation, in which a decision between voice and silence had to be made. Our results partially support the hypotheses. Implications for management and future research directions are discussed.
Link(s) to publication:
Monzani, L.; Zurriaga, R.; Espi-Lopez, G. V.; Andersen, L. L.,
2016, "Manual Therapy for Tension-type Headache related to Quality of Work Life and Work Presenteeism: A secondary analysis of a randomized controlled trial", Complementary Therapies in Medicine, April 25: 86 - 91.
Abstract: OBJECTIVE:br The objective of this research is to evaluate the efficacy of manual therapy for tension-type headache (TTH) in restoring workers quality of work life, and how work presenteeism affects this relation. brbr DESIGN:br This study is a secondary analysis of a factorial, randomized clinical trial on manual therapy interventions. Altogether, 80 patients (85% women) with TTH and without current symptoms of any other concomitant disease participated.brbr INTERVENTIONS:br An experienced therapist delivered the treatment: myofascial inhibitory technique (IT), articulatory technique (AT), combined technique (IT and AT), and control group (no treatment).brbr RESULTS:br In general, all treatments as compared to our control group had a large effect (f.69) in the improvement of participants' quality of work life. Work presenteeism interacted with TTH treatment type's efficacy on participant's quality of work life. The inhibitory technique lead to higher reports of quality of work life than other treatment options only for participants with very low frequency of work presenteeism. In turn, TTH articulatory treatment techniques resulted in higher reports of quality of work life for a high to very high work presenteeism frequency.brbr CONCLUSION:br Articulatory manipulation technique is the more efficient treatment to improve quality of work life when the frequency of work presenteeism is high. Implications for future research and practice are discussed.
Link(s) to publication:
Buunk, A. P.; Zurriaga, R.; Gonzales-Navarro, P.; Monzani, L.,
2016, "Attractive Rivals May Undermine Career Advancement Expectations and Enhance Jealousy. An Experimental Study", European Journal of Work and Organizational Psychology, March 25(6): 790 - 803.
Abstract: This experiment with 119 adult females examined the effect of a rival’s attractiveness on jealousy and career advancement expectations in a simulated work setting where individuals had to compete for a job promotion. We hypothesized that an attractive rival would evoke relatively more jealousy and lower career advancement expectations, especially in individuals high in Intrasexual Competitiveness. In addition, we examined the moderating effects of characteristics attributed to the rival in terms of popularity, professionalism, and unfriendliness. The results showed that, overall, an attractive rival induced more jealousy and lower career advancement expectations than an unattractive rival. Especially among women who attributed unfriendliness to their rival, the attractiveness of the rival induced higher levels of jealousy and lower career advancement expectations. Among women high in Intrasexual Competitiveness, the rival’s attractiveness induced lower career advancement expectations. It is recommended that managers and human resource officials pay particular attention to how physical attractiveness may interfere with female employees’ professional development, and to the important role of emotions in the workplace.
Link(s) to publication:
Monzani, L.; Ripoll, P.; Peiro, J. M.,
2015, "Winning the hearts and minds of followers: The interactive effects of follower’s emotional competencies and goal setting types on trust in leadership", Revista Latinoamericana de Psicología, February 47(1): 1 - 15.
Abstract: Followers’ trust is essential for effective leadership. While initial approaches to trust focused on trust-related information, recent findings suggest that trust also has an affective component. Therefore, emotional competencies such as emotional attention, clarification and repair could predict trust in leadership, in early stages of the follower-leader relation. However, as this relation develops in time, trust-related judgments may shift from followers’ emotions towards leaders’ behaviors such as goal setting practices. As goals can be set in either a directive or participative way, followers with different levels of emotional competences should have distinct emotional responses towards these goal-setting types. On this rationale, we evaluated a possible interactive effect between goal setting types and emotional competencies on followers’ trust in leadership. For this, we conducted a two-wave experiment, randomly assigning 228 participants to two possible experimental conditions (directive vs. participative goal setting) or a control group (unspecific Do your best goals). We used multivariate regression analyses to test our hypotheses, controlling for demographic factors (participants age, biological gender and previous work experience) and stable personality traits. While there were no differences in trust in leadership across experimental conditions, followers’ emotional competencies at work session 1 had positive main effects on followers’ trust in leadership. At work session 2, significant interaction effects between directive goal setting type and both emotional clarity and repair indicate that only setting goals in a directive way will compensate low levels of followers’ emotional clarity and repair. brbr La confianza de los seguidores es un elemento esencial de un liderazgo eficaz. Las aproximaciones tempranas a la formación de la confianza hacia los líderes, adoptaron un enfoque basado en evaluaciones basadas en información. Sin embargo, avances recientes en la investigación de la confianza sugiere que estas evaluaciones también contienen un componente afectivo. En este estudio proponemos que las competencias emocionales, como (1) atención, (2) claridad y (3) reparación emocional predecirán la confianza hacia el líder en momentos tempranos de la relación líder-seguidor. A medida que esta relación se desarrolla en el tiempo, las evaluaciones sobre la fiabilidad del líder cambiaran su objetivo, más precisamente de las emociones que el líder despierta a la manera en que este establece las metas. Debido a que las metas pueden ser establecidas de manera directiva o participativa, los seguidores con diferentes niveles en estas tres competencias emocionales, deberían presentar diferentes respuestas emocionales hacia dichas prácticas de establecimiento de metas. Basándonos en esta idea, evaluamos un posible efecto interactivo de las competencias emocionales y el tipo de establecimiento de metas sobre los puntajes de confianza hacia el líder de los seguidores. Para esto, realizamos un experimento longitudinal de dos sesiones de trabajo al cual asistieron 228 participantes. Las competencias emocionales de los seguidores en la primera sesión de trabajo tuvieron un efecto positivo sobre su confianza en el líder, mientras que se detectó un efecto de interacción entre la reparación emocional y el tipo de establecimiento de metas. En la segunda sesión de trabajo, solo se detectaron efectos de interacción entre la claridad y la reparación emocional y el establecimiento de metas directivo. Este resultado indica que el hecho de establecer metas, y no como estas se establecen es lo que compensara el efecto negativo sobre la confianza en el líder de bajos niveles de claridad y reparación emocional de los seguidores.
Link(s) to publication:
Monzani, L.; Ripoll, P.; Peiro, J. M.,
2014, "The moderator role of followers’ personality traits in the relation between leadership styles, two types of task performance and work result satisfaction", European Journal of Work and Organizational Psychology, September 24(3): 444 - 461.
Abstract: Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.
Link(s) to publication:
Monzani, L.; Ripoll, P.; Peiro, J. M.; Van Dick, R.,
2014, "Loafing in the digital age: The role of computermediated communication in the relation between perceived loafing and group affective outcomes", Computers in Human Behavior, April 33: 279 - 285.
Abstract: Virtual work has become an increasingly central practice for the organization of the 21st century. While effective virtual workgroups can create synergies that boost innovation and performance, ineffective workgroups become a great burden for organizations. Empirical research has shown that some negative behaviors, such as social loafing, negatively influence a group’s affective outcomes, in both collocated (face-to-face) and virtual workgroups. In this study, we explore if working through low fidelity computer mediated communication (CMC) increases the negative impact of perceived loafing over cohesion and work satisfaction. On this rationale, we conducted a laboratory study with 44 groups of four members each, who worked on a project in four sessions over a one-month period, in either face-to-face or low fidelity CMC conditions. Results show that the communication media condition moderates the effect of perceived loafing in the expected direction, meaning that, in the low fidelity CMC condition perceived loafing had an increased negative effect on group cohesion and satisfaction with the work process and its results.
Link(s) to publication:
Monzani, L.; Ripoll, P.; Peiro, J. M.,
2014, "Followers’ agreeableness and extraversion and their loyalty towards authentic leadership", Psicothema, January 26(1): 69 - 75.
Abstract: Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers’ loyalty can differ depending on followers’ individual differences, especially in relational traits such as agreeableness and extraversion. Method: We explored the moderating role of followers’ agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers’ loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. Results: Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers’ agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. Conclusions: Our results indicate that followers’ characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process of influence. brbr La afabilidad y extroversión de los seguidores y su lealtad hacia el liderazgo auténtico. Antecedentes: los líderes efectivos entienden que la lealtad de sus seguidores es clave para el éxito. Para conseguirla, establecen intercambios sociales, a través de conductas tales como recompensar con justicia o utilizar una comunicación transparente. Sin embargo, el efecto de estas conductas sobre la lealtad de sus seguidores puede variar en función de las diferencias individuales de esos seguidores, en especial en aquellos aspectos que influyen en la forma en que se relacionan las personas, como por ejemplo su extroversión o afabilidad. Método: se realizó un experimento de diseño longitudinal donde 224 participantes, con o sin experiencia laboral, fueron asignados al azar a un líder con estilo auténtico o estilo transaccional. Resultados: nuestros resultados muestran que los seguidores bajo un líder auténtico reportan mayores niveles de lealtad que aquellos bajo un líder transaccional. La afabilidad y la extroversión de los seguidores modulan la relación entre el estilo de liderazgo y la lealtad hacia el líder. Conclusión: las características de los seguidores modulan el efecto del estilo de liderazgo sobre las actitudes de los seguidores, apoyando la necesidad de un enfoque más integrador del estudio del liderazgo, donde los seguidores han de ser considerados como elementos activos de este proceso.
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Works in Progress
- Monzani L., Seijts, G. H., Crossan M. The network structure of leader character, organizational commitment and subjective well-being. Submitted to Journal of Applied Psychology
- Monzani L., Crossan M. (2016). Towards a model of Commitment to lead. Target journal: Leadership Quarterly.
- Monzani L., Mateu G., Martínez, J., Hernandez Bark, A. S. (2017). Paying the cost to be the boss? Two laboratory studies exploring role incongruence theory in female entrepreneurship. Target journal: Leadership Quarterly.
- Monzani L., Ruiz Vargas, E., Crossan M., Seijts, G. H. (2017). Connecting the dots: Applying network theory to validate psychometric tools and predict organizational outcomes. Target Journal: Organizational Research Methods
- Monzani, L, Ripoll, P., Lira, E., Peiró, J. M. How can early millennials managers use information technologies to motivate late millennials? A comparison of three goal-setting types and two leadership styles in an experimental setting. Submitted to: Academy of Management Journal
- Monzani, L., McAlpine, C., Olivera, F.; “Alexa gets a job: Digital leadership as the nexus between social, technical, and digital systems” Submitted to: Frontiers in Psychology; Special Issue on the Topic: “The Challenge of Leading People in the Digital Transformation.”
- Espí-Lopez, G. V., Monzani L., Dugailly, P-M., Vicente-Herrero, T., Zurriaga R., Andersen, L. L. (2018) Cross-cultural adaptation of the de Body Satisfaction and Global Self Perception questionnaire for patients with nonspecific musculoskeletal disorders. Submitted to BMC Musculoskeletal Disorders
- Le Ber, M., Monzani, L., Crossan, M. M. (2020), Developing Leader character and gender: Do Gender and Context Matter? Target journal: Academy of Management Learning and Education
- Sturm, R. E., Monzani, L., White, R. (2020), The development of character-infused judgment in strategic leaders Target journal: Organizational Behavior and Human Decision Processes
- Monzani, L., Escartín, J., Ceja, L, Reducing psychological unrest and increasing positive affect and happiness among nurses: comparison of two positive organizational interventions. Target journal: Journal of Business Ethics
- Escartín, J., Monzani, L., Ceja, L, Bakker, A. B. (2018) The Impact of a Mindfulness-Based Strengths Intervention on employees’ psychological Needs Fulfillment and Psychological Well-Being. Target journal: Journal of Positive Psychology
Honours & Awards
- Grant: Social Sciences and Humanities Research Council of Canada Connections Grant - 611-2018-0287 – CAD $ 23,000 “Regenerative Enterprise in Fragile Ecosystems” Branzei, O (PI); Paredo, A. M.; Muñoz, P.; ; Monzani, L; Dorado-Banaloche, S.
- Grant: Social Sciences and Humanities Research Council of Canada Research Grant - CAD $64,928. “Towards a framework of Commitment to lead: Exploring individual, team and organizational outcomes”. Monzani L., (PI); Crossan, M. M.
- Grant: CPA-Ivey Centre for Accounting & the Public Interest. Multidisciplinary project – CAD $ 19,450. “Corporate Governance and Managerial Opportunism: The Moderating Effect of Leader Character”. Monzani L., Huo, K., Sooy M.
- Award: Western University, New International Research Network Award (NOA – NIRN) - CAD $5000 "The physiological correlates of leader character, and its influence on power and economic behavior." Role: Principal Investigator
- Grant: European Commission under Marie Skłodowska-Curie Research and Innovation Staff Exchange (RISE) scheme (http://cordis.europa.eu/project/rcn/204775_en.html) Horizon 2020 project - €1.3.000.000. RUC-APS - "Enhancing and implementing knowledge based ICT solutions within high risk and uncertain conditions for agriculture production systems (RUC-APS)", funded by European Commission under Marie Curie RISE scheme - https://ruc-aps.eu/ Role: Co-investigator (Early Career)
- Grant: Brescia University College - Western University (#09 – 2016) Research Grant - CAD $1136 “Leader character and gender: Does a women’s university make a difference?” Project Directors: Marlene Janzen Le Ber, Monzani, L.
- Grant: Social Sciences and Humanities Research Council of Canada Partnership Development Grant -CAD $199,995 “Partnering to prevent workplace bullying using international and integrative perspectives” http://uwinnipeg.ca/wbmp/index.html Project Director: Harlos, K. (Project Director) Co-investigators: * Axelrod, L., Burr, C., Hogh A. (CL), Josephson, W., Knoll M., Lee, R., Lewis, D., Monzani, L., O`Farrell, G., Peter, T., Taylor C. * Alphabetical order. (CL) = Collaborator
- Grant: Spanish ministry of science and innovation (ECD/3628/2011) Joint research grant IDOCAL and CLBO, at Goethe University Frankfurt - € 3,900 “Authentic leadership, Prototypicality, and Organizational Identification” Project Directors: Monzani, L.; van Dick, R. Role: Project Coordinator, first author.
- Grant: Generalitat Valenciana (GVPROMETEO2012-048) Funding for excellent research groups - € 2,100 “Negative emotions at the workplace” Project coordinators: Zurriaga R., Gonzales-Navarro P., Buunk, A. H Role & tasks: Experimental design, software development, and data collection.
- Grant: Universidad de Valencia – (UV-BC-10-067) Beca pre-doctoral de colaboración en IDOCAL & UMIVALE, mutua de riesgo valenciana - € 1,800 “Work Absenteeism in Spain – 2009” Role & tasks: Analyses of secondary data, Report writing.
- Grant: European Union scholarship Official EU master program - € 42,000 Erasmus Mundus Master on Work, Organizational and Personnel Psychology (EM-WOP): Universidad de Valencia, Alma Master Studiorum di Bologna, Universidad de Barcelona, Universidad de Coimbra and Paris V (Rene Descartes).
- Award: Best Paper Award - I Premio de Investigación Caballé-Gomar (€ 1,000) Espí-López GV, Zurriaga-Llorens R, Monzani L, Falla D. (2016), The effect of manipulation plus massage therapy versus massage therapy alone in people with tension-type headache. A randomized controlled clinical trial. European Journal of Physical and Rehabilitation Medicine, 52, 606-17
- Award: Best Paper Award – Fundación Konrad Monzani L., Ripoll P., Peiró J. M. (2015), Winning the hearts and minds of followers: The interactive effects of follower’s emotional competencies and goal setting types on trust in leadership. Revista Latinoamericana de Psicología, 47, 1-21.
- Award: Best Space station design award (Role: Team leader and human factors expert) European Space Agency –Space Station Design Workshop (SSDW 2208) Finalist Proposal: Group dynamics in microgravity (role: Experimental design, proposal development). European Space Agency – Student contest
- Freelance consultant in Leadership and Executive Management: Executive assessment and coaching at Sourisseaux Partners Corporate Psychologists (Germany)
- Senior administrative development and training at the Department of Peacekeeping Operations / Field support of the United Nations