Dr. Griffith is a Professor of business management at Bridgewater
State University. He teaches, researches, and writes in the areas of leadership
development, diversity, and training & development. His primary research
interests are in the areas of authentic leadership development and
psychological capital development; both are seen as dynamic developmental
models that focus on the transformation of individual experiences/psychological
states into resources supportive of personal development. He is especially
interested in diversity research and how diversity can be leveraged for a
competitive advantage within firms.
Griffith's research intends to promote the more positive aspects of human and organizational functioning, recognizing that most dynamic organizations tend to emphasize behaviours and strengths that are considered exemplary in nature. To this end, his dissertation research examined the role of positive psychological capital (higher-order construct consisting of hope, optimism, resilience, and efficacy)in the context of training motivation, finding that psychological capital shares important relationships with a range of important training outcomes. Previous research by Griffith has emphasized the role of race and ethnic identity in the context of job attribute preferences, the role of interpersonal efficacy in the context of inter-group relationships, and the role of self-awareness in the context of authentic leadership development. What binds these various research streams together is a focus on idealized human interactions that have at their base an emphasis on trust, cooperation, and mutuality. This, in turn, promotes a host of positive organizational outcomes such as ownership and helping behaviour.
Griffith and colleagues, Stan King and Chris West, recently established a non-profit organization called The Forum for Black Male Achievement (FBMA). This organization focuses on the development of positive self-esteem and healthy coping mechanisms among inner-city males aged 12-18 who identify as African American.
Griffith also serves as a reviewer for the Human Resource Development Review (HRDR) and the Journal of Leadership and Organizational Studies (JLOS). He is also actively involved in the Management of Faculty of Color (MFCA) and KPMG's The Ph.D. Project. Both organizations encourage the development of minority professionals engaged in doctoral study and or are terminal degree holders who hold a faculty appointment at a university or college.
Published Works:
Griffith's research intends to promote the more positive aspects of human and organizational functioning, recognizing that most dynamic organizations tend to emphasize behaviours and strengths that are considered exemplary in nature. To this end, his dissertation research examined the role of positive psychological capital (higher-order construct consisting of hope, optimism, resilience, and efficacy)in the context of training motivation, finding that psychological capital shares important relationships with a range of important training outcomes. Previous research by Griffith has emphasized the role of race and ethnic identity in the context of job attribute preferences, the role of interpersonal efficacy in the context of inter-group relationships, and the role of self-awareness in the context of authentic leadership development. What binds these various research streams together is a focus on idealized human interactions that have at their base an emphasis on trust, cooperation, and mutuality. This, in turn, promotes a host of positive organizational outcomes such as ownership and helping behaviour.
Griffith and colleagues, Stan King and Chris West, recently established a non-profit organization called The Forum for Black Male Achievement (FBMA). This organization focuses on the development of positive self-esteem and healthy coping mechanisms among inner-city males aged 12-18 who identify as African American.
Griffith also serves as a reviewer for the Human Resource Development Review (HRDR) and the Journal of Leadership and Organizational Studies (JLOS). He is also actively involved in the Management of Faculty of Color (MFCA) and KPMG's The Ph.D. Project. Both organizations encourage the development of minority professionals engaged in doctoral study and or are terminal degree holders who hold a faculty appointment at a university or college.
Published Works:
- Combs, G., Milosevic, I., Jeung, W. & Griffith, J. (2012). Ethnic identity and job attribute preferences: The role of collectivism and psychological capital. Journal of Leadership and Organizational Studies.
- Avolio, B.J., Griffith, J., Walumbwa, F., & Wernsing, T. (2010). What is authentic leadership development? Handbook of Positive Psychology and Work. Oxford.
- Combs, G., Luthans, F., & Griffith, J. (2009). Learning motivation and transfer of human capital development: Implications from psychological capital. The Peek Performing Organization.
- Combs, G., & Griffith, J. (2007). An examination of inter-racial contact: The influence of cross-race interpersonal efficacy and affect regulation. Human Resource Development Review.