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  Subjects -> ENVIRONMENTAL STUDIES (Total: 796 journals)
    - ENVIRONMENTAL STUDIES (728 journals)
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ENVIRONMENTAL STUDIES (728 journals)            First | 1 2 3 4 5 6 7 8     

Indoor Air     Hybrid Journal   (Followers: 1)
Information Systems Management     Hybrid Journal   (Followers: 22)
Information Technology and Management     Hybrid Journal   (Followers: 9)
IngenierĂ­a HidrĂ¡ulica y Ambiental     Open Access  
Inhalation Toxicology     Hybrid Journal   (Followers: 7)
Integrated Environmental Assessment and Management     Hybrid Journal   (Followers: 5)
Interdisciplinary Environmental Review     Hybrid Journal   (Followers: 4)
Interfaces     Full-text available via subscription   (Followers: 6)
International Aquatic Research     Open Access   (Followers: 3)
International Archives of Occupational and Environmental Health     Hybrid Journal   (Followers: 4)
International Environmental Agreements: Politics, Law and Economics     Hybrid Journal   (Followers: 11)
International Gambling Studies     Hybrid Journal   (Followers: 6)
International Innovation - climate     Open Access   (Followers: 1)
International innovation. Environment     Open Access  
International Journal of Acarology     Hybrid Journal   (Followers: 1)
International Journal of Advancement in Earth and Enviromental Sciences     Open Access   (Followers: 2)
International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity     Hybrid Journal   (Followers: 2)
International Journal of Agricultural and Environmental Information Systems     Full-text available via subscription   (Followers: 2)
International Journal of Alternative Propulsion     Hybrid Journal   (Followers: 1)
International Journal of Applied Psychoanalytic Studies     Hybrid Journal   (Followers: 2)
International Journal of Chinese Culture and Management     Hybrid Journal   (Followers: 1)
International Journal of Corrosion     Open Access   (Followers: 10)
International Journal of Critical Infrastructures     Hybrid Journal   (Followers: 3)
International Journal of Disaster Risk Reduction     Hybrid Journal   (Followers: 6)
International Journal of Disaster Risk Science     Open Access   (Followers: 9)
International Journal of Ecological Economics and Statistics     Full-text available via subscription   (Followers: 1)
International Journal of Ecology     Open Access   (Followers: 8)
International Journal of Ecology & Development     Full-text available via subscription   (Followers: 2)
International Journal of Energy and Environmental Engineering     Open Access   (Followers: 2)
International Journal of Environment     Open Access   (Followers: 3)
International Journal of Environment and Health     Hybrid Journal   (Followers: 6)
International Journal of Environment and Pollution     Hybrid Journal   (Followers: 5)
International Journal of Environment and Sustainable Development     Hybrid Journal   (Followers: 16)
International Journal of Environment and Waste Management     Hybrid Journal   (Followers: 6)
International Journal of Environment, Workplace and Employment     Hybrid Journal   (Followers: 3)
International Journal of Environmental Engineering     Hybrid Journal   (Followers: 5)
International Journal of Environmental Health Engineering     Open Access  
International Journal of Environmental Health Research     Hybrid Journal   (Followers: 2)
International Journal of Environmental Policy and Decision Making     Hybrid Journal   (Followers: 10)
International Journal of Environmental Protection     Open Access   (Followers: 12)
International Journal of Environmental Research and Public Health     Open Access   (Followers: 16)
International Journal of Environmental Science and Technology     Hybrid Journal   (Followers: 5)
International Journal of Environmental Studies     Hybrid Journal   (Followers: 10)
International Journal of Exergy     Hybrid Journal   (Followers: 4)
International Journal of Forest, Soil and Erosion     Open Access   (Followers: 3)
International Journal of Global Environmental Issues     Hybrid Journal   (Followers: 4)
International Journal of Global Warming     Hybrid Journal   (Followers: 5)
International Journal of Greenhouse Gas Control     Partially Free   (Followers: 6)
International Journal of Health Planning and Management     Hybrid Journal   (Followers: 6)
International Journal of Hygiene and Environmental Health     Hybrid Journal   (Followers: 6)
International Journal of Logistics Research and Applications : A Leading Journal of Supply Chain Management     Hybrid Journal   (Followers: 10)
International Journal of Philosophical Studies     Hybrid Journal   (Followers: 2)
International Journal of Phytoremediation     Hybrid Journal   (Followers: 2)
International Journal of Process Systems Engineering     Hybrid Journal   (Followers: 1)
International Journal of Recycling of Organic Waste in Agriculture     Open Access   (Followers: 1)
International Journal of Regulation and Governance     Hybrid Journal   (Followers: 2)
International Journal of Reliability and Safety     Hybrid Journal   (Followers: 7)
International Journal of Renewable Energy Development     Open Access   (Followers: 6)
International Journal of Social Sciences and Management     Open Access  
International Journal of Soil, Sediment and Water     Open Access   (Followers: 8)
International Journal of Stress Management     Full-text available via subscription   (Followers: 9)
International Journal of Sustainable Construction Engineering and Technology     Open Access   (Followers: 7)
International Journal of Sustainable Engineering     Hybrid Journal   (Followers: 7)
International Journal of Sustainable Materials and Structural Systems     Hybrid Journal   (Followers: 5)
International Journal of Sustainable Society     Hybrid Journal   (Followers: 7)
International Journal of Testing     Hybrid Journal   (Followers: 1)
International Journal of the Commons     Open Access   (Followers: 3)
International Journal of Toxicology     Hybrid Journal   (Followers: 7)
International Journal of Water Resources and Environmental Engineering     Open Access   (Followers: 1)
International Review of Environmental and Resource Economics     Full-text available via subscription   (Followers: 1)
International Studies in the Philosophy of Science     Hybrid Journal   (Followers: 10)
Interventions : International Journal of Postcolonial Studies     Hybrid Journal   (Followers: 10)
IOP Conference Series: Earth and Environmental Science     Open Access   (Followers: 7)
Iranian Studies     Hybrid Journal   (Followers: 10)
Irish Educational Studies     Hybrid Journal   (Followers: 2)
Irish Journal of Earth Sciences     Full-text available via subscription  
Irish Political Studies     Hybrid Journal   (Followers: 9)
ISLE: Interdisciplinary Studies in Literature and Environment     Hybrid Journal   (Followers: 1)
Isotopes in Environmental and Health Studies     Hybrid Journal   (Followers: 1)
Israel Studies     Full-text available via subscription   (Followers: 5)
Italian Studies     Hybrid Journal   (Followers: 6)
Jahangirnagar University Environmental Bulletin     Open Access  
Journal of Bioremediation & Biodegradation     Open Access   (Followers: 2)
Journal of Earth Science & Climatic Change     Open Access   (Followers: 8)
Journal of Petroleum & Environmental Biotechnology     Open Access   (Followers: 2)
Journal of Advanced Research in Civil and Environmental Engineering     Open Access   (Followers: 1)
Journal of Advances in Environmental Health Research     Open Access   (Followers: 1)
Journal of Agricultural and Environmental Ethics     Hybrid Journal   (Followers: 9)
Journal of Agricultural Biotechnology and Sustainable Development     Open Access  
Journal of Agricultural Chemistry and Environment     Open Access  
Journal of Agriculture and Environment     Open Access  
Journal of Agriculture and Environment for International Development     Open Access   (Followers: 6)
Journal of Agrobiology     Open Access   (Followers: 2)
Journal of Applied Ecology     Hybrid Journal   (Followers: 256)
Journal of Applied Meteorology and Climatology     Full-text available via subscription   (Followers: 8)
Journal of Applied Psychoanalytic Studies     Hybrid Journal   (Followers: 1)
Journal of Applied Sciences and Environmental Management     Open Access   (Followers: 1)
Journal of Applied Sciences in Environmental Sanitation     Open Access   (Followers: 6)
Journal of Applied Toxicology     Hybrid Journal   (Followers: 10)
Journal of Applied Volcanology     Open Access   (Followers: 8)

  First | 1 2 3 4 5 6 7 8     

Journal Cover   Journal of Organizational Behavior
  [SJR: 3.102]   [H-I: 95]   [33 followers]  Follow
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 0894-3796 - ISSN (Online) 1099-1379
   Published by John Wiley and Sons Homepage  [1608 journals]
  • Professional diversity, identity salience and team innovation: The
           moderating role of openmindedness norms
    • Authors: Rebecca Mitchell; Brendan Boyle
      Abstract: The impact of diverse composition in teams is neither straightforward nor direct, and evidence suggests that diversity can be either conducive or detrimental to team innovation. Professionally diverse healthcare teams are increasingly used to develop innovative clinical approaches and solve complex healthcare problems; however, there is evidence that collaboration across professional boundaries creates conflict and is frequently unsuccessful. Healthcare organizations consequently face a dilemma. If they embrace professional diversity in teams, they risk interprofessional hostility, but if they choose homogeneous teams, they diminish their teams' capacity to innovate. We respond to this quandary by utilizing social identity theory to better understand the mechanisms through which professional diversity can enhance team innovation. In particular, we argue that professional identity salience operates as a mediator capable of explaining both positive and negative outcomes of professional diversity, contingent on the moderating effect of openmindedness norms. Analysis of survey data from 70 healthcare teams supports our model and indicates that professional salience can both enhance and undermine team innovation, depending on the extent of team openmindedness. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-14T06:41:26.318723-05:
      DOI: 10.1002/job.2009
  • A process perspective on psychological contract change: Making sense of,
           and repairing, psychological contract breach and violation through
           employee coping actions
    • Authors: Sarah Bankins
      Abstract: Psychological contracts are dynamic, but few studies explore the processes driving change and how employees influence them. By adopting a process approach with a teleological change lens, and drawing upon the sensemaking and coping literatures, this study positions individuals as active and adaptive agents driving contract change. Employing a mixed methodology, with a four‐wave longitudinal survey (n = 107 graduate newcomers) and qualitative interviews (n = 26 graduate newcomers), the study focuses on unfolding events and develops an “adaptive remediation” process model aimed at unraveling contract dynamics. The model demonstrates how breach or violation events trigger sensemaking, resulting in initially negative employee reactions and a “withdrawal” of perceived contributions, before individuals exercise their agency and enact coping strategies to make sense of, and adapt and respond to, these discrepancies. A process of contract “repair” could then occur if the coping actions (termed “remediation effects”) were effective, with individuals returning to positive exchange perceptions. These actions either directly addressed the breach and repaired both it and the psychological contract (termed “remedies”) or involved cognitive reappraisal of the broader work environment and repaired the contract but not the breach (termed “buffers”). The results highlight the unfolding, processual nature of psychological contracting. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-10T03:16:00.414711-05:
      DOI: 10.1002/job.2007
  • Perceived prosocial impact, perceived situational constraints, and
           proactive work behavior: Looking at two distinct affective pathways
    • Authors: Sabine Sonnentag; Anita Starzyk
      Abstract: This paper examines the role of affect as a linking mechanism between experiences at work (perceived prosocial impact and situational constraints) and two distinct components of proactive work behavior (issue identification and implementation). Based on a dual‐tuning perspective, we argue that both positive affect and negative affect can be beneficial for proactive work behavior. Multi‐level path analysis using daily‐survey data from 153 employees showed that perceived prosocial impact predicted positive affect and that situational constraints as a typical hindrance stressor predicted negative affect. Negative affect, in turn, predicted issue identification, and positive affect predicted implementation. Overall, our study suggests that both positive and negative affects can be valuable in the organizational context by contributing to distinct components of proactive behavior. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-10T03:15:43.147325-05:
      DOI: 10.1002/job.2005
  • Perceived workplace racial discrimination and its correlates: A
    • Authors: María del Carmen Triana; Mevan Jayasinghe, Jenna R. Pieper
      Abstract: We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta‐analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-07T08:24:33.080083-05:
      DOI: 10.1002/job.1988
  • Personality and social networks in organizations: A review and future
    • Authors: Blaine Landis
      Abstract: Recent research linking individuals' personality characteristics to their social networks has brought a new understanding of how individual patterns of behavior affect networks in organizations. This review summarizes the major advancements in the three areas of social network research relevant to organizational behavior: (a) brokerage and structural holes; (b) network centrality and network size; and (c) strength of ties. This review also provides an agenda outlining three key opportunities for future research. These opportunities involve personality and social network change, bidirectional and dyadic processes, and the potential effect of network position on personality expression. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-27T04:11:54.346227-05:
      DOI: 10.1002/job.2004
  • From manager's emotional intelligence to objective store performance:
           Through store cohesiveness and sales‐directed employee behavior
    • Authors: Celeste P. M. Wilderom; YoungHee Hur, Uco J. Wiersma, Peter T. Van Berg, Jaehoon Lee
      Abstract: The relationships among manager's emotional intelligence, store cohesiveness, sales‐directed employee behavior, and objective store performance were investigated. Non‐managerial sales employees of a large retail electronics chain in South Korea (N = 1611) rated the emotional intelligence of their own store managers as well as the group cohesiveness within their stores. Store managers (N = 253) separately rated the sales‐directed behavior of their employees. Objective sales data were collected one month later for each store. No direct relationship between manager emotional intelligence and objective store performance was found. Instead, the results supported the hypothesized four‐variable, three‐path mediation model: store manager's emotional intelligence was related to store cohesiveness, which in turn was related to the sales‐directed behavior of the frontline employees, which ultimately predicted the objective performance of the stores. Manager emotional intelligence and store cohesiveness are seen as intangible organizing resources or socio‐psychological capital for non‐managerial store employees. Implications for future research and more effective management of retail firms are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-25T06:34:24.210383-05:
      DOI: 10.1002/job.2006
  • Sometimes less is more: Directed coping with interpersonal stressors at
    • Authors: Robert R. Wright; Cynthia D. Mohr, Robert R. Sinclair, Liu‐Qin Yang
      Abstract: Within the coping literature, researchers have long been interested in identifying ways in which individuals can improve their coping efforts, making them more effective and thereby reducing the harmful effects of stressful encounters. Although Lazarus and Folkman's transactional model has greatly advanced understanding of the coping process, there continues to be methodological and conceptual challenges that have hindered understanding of the mechanisms behind effective coping. Addressing these issues in the use of a novel approach of analyzing variation in coping (i.e., directed coping) at both the coping event and person coping levels, the current study examined the process of coping with work stress and the beneficial coping outcomes associated with using a directed coping strategy. A total of 143 nurses completed up to 12 weekly surveys online, reporting on weekly stressful interpersonal conflicts and how they coped with them. Results from multilevel analyses supported predictions that greater directed coping at both the level of the coping event and person is associated with improvements in occupational health outcomes even after controlling for other coping factors. Implications of these results are discussed in relation to future research on coping effectiveness and workplace applications. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-25T06:21:30.554914-05:
      DOI: 10.1002/job.2002
  • The impact of career customization on work outcomes: Boundary conditions
           of manager support and employee age
    • Authors: P. Matthijs Bal; Marco Kleef, Paul G. W. Jansen
      Abstract: The current paper investigated the longitudinal effects of mass career customization (MCC) on job attitudes and objective career outcomes of employees in a professional service firm in the Netherlands. On the basis of theory on individualization of career trajectories, it was expected that the possibility for employees to customize their careers would be positively related to their job attitudes and subsequent objective career success, as indicated by their levels of affective commitment, work engagement, and received salary and bonuses. However, these effects were expected to occur primarily under the combination of high manager support for implementation of career customization and, on the basis of lifespan theory, older workers, as customization fulfills their increased heterogeneous career preferences. A three‐wave longitudinal study largely showed support for the study hypotheses; the relation between MCC use and work engagement and subsequent career success was stronger for older workers who received support for MCC, whereas the relation between MCC use and commitment was negative for older workers who received low support. The study shows the benefits of career customization in organizations by showing the conditions under which these benefits will manifest. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-23T10:25:24.663654-05:
      DOI: 10.1002/job.1998
  • A time‐lagged investigation of the impact of coworker behavior on
           the effects of demographic dissimilarity
    • Authors: Emily M. David; Derek R. Avery, L. A. Witt, Patrick F. McKay
      Abstract: Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be absent, tardy, or more likely to turnover. However, we expected coworker withdrawal behavior to moderate whether or not dissimilar personnel act on these desires. Results from hierarchical multilevel modeling analyses of data from 470 U.S. call center workers nested in 51 work groups revealed that racioethnic dissimilarity was positively related to time‐lagged changes in absenteeism and tardiness as well as heightened turnover likelihood. These effects emerged only among employees whose coworkers engaged in greater withdrawal behavior. Importantly, racioethnically dissimilar employees working in more permissive climates (i.e., those with high levels of coworker absenteeism, tardiness, or turnover) exhibited the greatest increases in absenteeism and tardiness over three months and had the highest supervisor‐rated turnover likelihood. Implications for diversity management are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:42:22.723909-05:
      DOI: 10.1002/job.1999
  • The psychological contracts of violation victims: A post‐violation
    • Authors: Maria Tomprou; Denise M. Rousseau, Samantha D. Hansen
      Abstract: Organizations may fail to keep their commitments to their employees, at times leading to psychological contract violation. Although many victims of violation remain with their employer despite such adverse experiences, little research exists on their responses in the aftermath of violation. This paper develops a post‐violation model to explain systematically how violation victims respond to and cope with violation and the effects this process has on their subsequent psychological contract. Central to post‐violation are the victims' beliefs regarding the likelihood of violation resolution and the factors affecting it. The model specifies how the victim engages in a self‐regulation process that results in an array of potential psychological contract outcomes. Possible outcomes include reactivation of the original pre‐violation contract, the formation of a new contract that may be more or less attractive than the original, or a state of dissolution wherein the victim fails to form a functional psychological contract with the employer. The research and practical implications of this model are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:41:59.589898-05:
      DOI: 10.1002/job.1997
  • Active learning climate and employee errors: The moderating effects of
           personality traits
    • Authors: Eitan Naveh; Tal Katz‐Navon, Zvi Stern
      Abstract: This study developed and tested a cross‐level model of the relationship between two components of active learning climate—enactive exploration and guided learning—and employee errors, and the moderating roles of the individual's traits of openness to experience and conscientiousness. The study examined the medical errors made by 142 resident physicians in 22 hospital departments. Results demonstrated significant interactions between climate and traits: when an individual had a low level of the trait of openness to experience, there was a curvilinear relationship between enactive exploration climate and number of errors. With a high level of openness to experience, the enactive exploration climate was positively associated with the number of errors up to a certain point. In addition, when an individual had a low level of conscientiousness, there was a negative association between guided learning climate and number of errors; with a high level of conscientiousness, there was a positive association between guided learning climate and number of errors. Thus, individual performance was better when the climate complemented the individual's lack of a trait. When the level of the individual's trait was high, the climate intensified the already pronounced trait up to an extent that impaired the individual's performance. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:39:50.140482-05:
      DOI: 10.1002/job.2000
  • Interpersonal harmony and creativity in China
    • Authors: Tingting Chen; Kwok Leung, Fuli Li, Zhanying Ou
      Abstract: This research examined the influence of interpersonal harmony on employee creativity in China. The dualistic model of harmony differentiates harmony enhancement, a genuine desire for a harmonious and mutually beneficial interpersonal relationship, from disintegration avoidance, a tendency to avoid the disruption of an interpersonal relationship to protect self‐interest. A survey in China showed that the harmony enhancement motive had a positive relationship, and the disintegration avoidance motive had a negative relationship, with creativity mediated by creative effort. Reward for creativity showed different moderating effects on the two mediated relationships, such that it mitigated the positive relationship between harmony enhancement and creativity mediated by creative effort, and buffered the negative relationship between disintegration avoidance and creativity mediated by creative effort. We replicated some major findings with a multi‐wave survey study and provided direct evidence for the underlying mechanisms that account for the opposite relationships between the two harmony motives and creative effort. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:38:43.866021-05:
      DOI: 10.1002/job.2001
  • Are older workers more active copers? Longitudinal effects of
           age‐contingent coping on strain at work
    • Authors: Guido Hertel; Cornelia Rauschenbach, Markus M. Thielgen, Stefan Krumm
      Abstract: This study addresses coping processes as explanation of age‐related differences in strain experience. Based on the life‐span theory of control, we posit that older workers employ more active problem‐focused and more active emotion‐focused coping strategies than younger workers, which should mediate age effects on strain at work. The correlation between age and passive avoidance coping, in contrast, is expected to be qualified by external resources such as job control. Hypotheses were tested in a two‐wave panel study (8 months lag) with 634 workers (age range 16–65 years). Job demands were considered as control variables. As predicted, older as compared with younger workers reported more active problem‐focused coping, which mediated age differences on strain in the longitudinal analysis. No mediation was found for active emotion‐focused coping. Moreover, age‐contingent effects of passive avoidance coping were moderated by job control. When job control was low, younger as compared with older workers reported more avoidance coping, which in turn decreased strain in the longitudinal analysis. Finally, reverse longitudinal effects of age‐contingent strain on active problem‐focused and active emotion‐focused coping provide initial evidence for age‐contingent resource spirals. Together, the results reveal specific strengths of older workers for stress management at work. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-02-16T10:20:23.715058-05:
      DOI: 10.1002/job.1995
  • Entitled to solutions: The need for research on workplace entitlement
    • Authors: Paul Harvey; Marie T. Dasborough
      Abstract: Workplace entitlement is a pressing concern for modern organizations and managers. Organizational scholars, however, have largely overlooked this phenomenon in their research. In this Incubator, we summarize the untapped opportunities that entitlement research offers for impacting both scholarly thinking and practitioner knowledge on the subject. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-02-06T00:16:34.359302-05:
      DOI: 10.1002/job.1989
  • Employee well‐being in organizations: Theoretical model, scale
           development, and cross‐cultural validation
    • Authors: Xiaoming Zheng; Weichun Zhu, Haixia Zhao, Chi Zhang
      Abstract: In this study, we explore the theoretical model and structural dimensions of employee well‐being (EWB) in organizations. Specifically, using both qualitative and quantitative methods, we find that EWB comprises three dimensions: life well‐being, workplace well‐being, and psychological well‐being. We establish the reliability and validity of the newly developed EWB scale through a series of quantitative studies, which indicate that EWB is significantly correlated with affective organizational commitment and job performance based on the data collected from multiple sources at two points in time. We find that EWB has measurement invariance (configural invariance) across Chinese and American contexts. We also discuss the theoretical contributions of these findings to cross‐cultural organizational behavior studies, along with the practical implications of our results. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:17:03.985173-05:
      DOI: 10.1002/job.1990
  • Turning molehills into mountains: Sleepiness increases workplace
           interpretive bias
    • Authors: Larissa K. Barber; Christopher J. Budnick
      Abstract: Three studies draw from evolutionary theory to assess whether sleepiness increases interpretive biases in workplace social judgments. Study 1 established a relationship between sleepiness and interpretive bias using ambiguous interpersonal scenarios from a measure commonly used in personnel selection (N = 148). Study 2 explored the boundary conditions of the sleepiness–interpretive bias link via an experimental online field survey of U.S. adults (N = 433). Sleepiness increased interpretive bias when social threats were clearly present (unfair workplace) but did not affect bias in the absence of threat (fair workplace). Study 3 replicated and extended findings from the previous two studies using objective measures of sleep loss and a quasi‐experimental manipulation of minor sleep loss (N = 175). Negative affect, ego depletion, or personality variables did not influence the observed relationships. Overall, results suggest that a self‐protection/evolutionary perspective best explains the effects of sleepiness on workplace interpretive biases. These studies advance the current research on sleep in organizations by adding a cognitive “threat interpretation” bias approach to past work examining the emotional reaction/behavioral side of sleep disruption. Interpretive biases due to sleepiness may have significant implications for employee health and counterproductive behavior. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:49.643668-05:
      DOI: 10.1002/job.1992
  • Serving one another: Are shared and self‐leadership the keys to
           service sustainability?
    • Authors: Charles C. Manz; Bruce C. Skaggs, Craig L. Pearce, Christina L. Wassenaar
      Abstract: Service has received increasing attention in the management literature, yet sustainability of service is often overlooked. In this Incubator we examine the potential for client involvement through shared and self‐leadership to foster empathy enhanced service and reduced costs, both of which may support a more sustainable service delivery process. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:34.303789-05:
      DOI: 10.1002/job.1991
  • Understanding employee innovative behavior: Integrating the social network
           and leader–member exchange perspectives
    • Authors: Xiao‐Hua (Frank) Wang; Yulin Fang, Israr Qureshi, Onne Janssen
      Abstract: By integrating social network theory and leader–member exchange (LMX) theory, we explore the effects of three types of social relationships on employee innovative behavior: weak ties outside the group, LMX, and strong ties within the group. The results from a sample in a high‐tech firm showed that LMX fully mediated the positive relationship between out‐group weak ties and innovative behavior. Furthermore, within‐group strong ties negatively moderated the second stage of this indirect relationship, such that LMX was positively and significantly related to innovative behavior only when the number of within‐group strong ties was low. The theoretical and practical implications of these findings are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:22.581784-05:
      DOI: 10.1002/job.1994
  • Relationship between protean career orientation and work–life
           balance: A resource perspective
    • Authors: Marco S. Direnzo; Jeffrey H. Greenhaus, Christy H. Weer
      Abstract: Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college‐educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole‐life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:08.226791-05:
      DOI: 10.1002/job.1996
  • The impact of team familiarity and team leader experience on team
           coordination errors: A panel analysis of professional basketball teams
    • Authors: Jost Sieweke; Bin Zhao
      Abstract: To explore the dynamics involved in team coordination, we examine the impact of team familiarity and team leader experience on team coordination errors (TCEs). We argue that team familiarity has a U‐shaped effect on TCEs. We study the moderating effects of team leader prior experience and team leader team‐specific experience on the association between team familiarity and TCEs. We use panel data on teams from the National Basketball Association to test the hypotheses. Our findings support the U‐shaped relationship between team familiarity and TCEs and the moderating effect of team leader team‐specific experience on this relationship. The paper advances research on errors in organizations by analyzing the antecedents of TCEs, so far an underexplored empirical phenomenon. Moreover, it contributes to research on coordination in teams by empirically examining the interplay between formal and informal coordination mechanisms. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:15:57.906824-05:
      DOI: 10.1002/job.1993
  • Convergence and emergence in organizations: An integrative framework and
    • Authors: C. Ashley Fulmer; Cheri Ostroff
      Abstract: In reaction to the growing attention to connecting individual‐level and unit‐level constructs, we first briefly review emergence terminology and theories that address the dynamic process by which a higher‐level phenomenon emerges from lower‐level elements. Next, we review the extant theory and research on emergence and convergence in organization science using an organizing framework that simultaneously considers the content area of lower‐level elements, the emergent factors, and the target of the emergent property. In addition to organizing and bridging current literature on emergence and convergence, gaps of existing research and new directions for future research, including compilation and divergence, are identified. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-15T06:21:26.571883-05:
      DOI: 10.1002/job.1987
  • Which comes first, organizational culture or performance? A
           longitudinal study of causal priority with automobile dealerships
    • Authors: Anthony S. Boyce; Levi R. G. Nieminen, Michael A. Gillespie, Ann Marie Ryan, Daniel R. Denison
      Abstract: Prior research supports a link between organizational culture and performance but generally falls short of establishing causality or determining the direction of a culture–performance (C‐P) relationship. Using data collected from 95 franchise automobile dealerships over 6 years, we studied longitudinal culture–performance relationships to determine whether culture or performance has causal priority, or alternatively, whether a reciprocal relationship exists. Results from cross‐lagged panel analyses indicate that culture “comes first,” consistently predicting subsequent ratings of customer satisfaction and vehicle sales. Furthermore, the positive effect of culture on vehicle sales is fully mediated by customer satisfaction ratings. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-15T06:13:17.248924-05:
      DOI: 10.1002/job.1985
  • A cross‐cultural examination of subordinates' perceptions of and
           reactions to abusive supervision
    • Authors: Ryan M. Vogel; Marie S. Mitchell, Bennett J. Tepper, Simon L. D. Restubog, Changya Hu, Wei Hua, Jia‐Chi Huang
      Abstract: This manuscript explores cross‐cultural differences in reactions to perceived abusive supervision. Based on an integration of fairness heuristic theory with principles about cross‐cultural differences in the importance of hierarchical status, we theorize that subordinates from the Anglo culture perceive and react to abusive supervision more negatively than subordinates from the Confucian Asian culture. The predictions were tested within two field studies. Study 1 results show that culture moderated the direct effect of perceived abusive supervision on interpersonal justice and the indirect effects of perceived abusive supervision (via interpersonal justice) on subordinates' trust in the supervisor and work effort. The negative effects of perceived abusive supervision were stronger for subordinates within the Anglo versus the Confucian Asian culture; subordinates from Anglo culture compared with Confucian Asian culture perceived abusive supervision as less fair. Perceived abusive supervision indirectly and negatively influenced subordinates' trust in the supervisor and work effort. Study 2 replicated the findings from Study 1 and extended them to show culture (Anglo vs. Confucian culture) moderated the effects because it influences subordinates' power distance orientation. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:24:04.8999-05:00
      DOI: 10.1002/job.1984
  • Effects of implicit achievement motivation, expected evaluations, and
           domain knowledge on creative performance
    • Authors: Jeremy L. Schoen
      Abstract: This paper explores the effect of achievement motivation on creative performance. I also describe how expectations of differing types of evaluations and knowledge of the domain moderate the relationship between implicit achievement motivation and creativity. Results suggest achievement motivation, measured implicitly, is related to creative performance. Additionally, the effect of achievement motivation at the implicit level on creative performance is moderated by expectation of evaluation and domain knowledge in a three‐way interaction. The main effect for achievement motivation, assessed at the implicit level, as a predictor of creative performance holds when controlling for other factors previously tested as predictors of creativity, including a self‐report assessment achievement motivation. I conclude by discussing the implications of this research and provide suggestions for future research opportunities. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:10:29.977009-05:
      DOI: 10.1002/job.1982
  • Organizational embeddedness, turnover intentions, and voluntary turnover:
           The moderating effects of employee demographic characteristics and value
    • Authors: Vesa Peltokorpi; David G. Allen, Fabian Froese
      Abstract: To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full‐time employees at three points in time over a 12‐month time period in a wide range of organizations in Japan, a relatively low turnover context with little prior embeddedness research. Findings show that gender and risk aversion moderate the relationship between organizational embeddedness and turnover intentions, which in turn predict voluntary turnover. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:03:28.162822-05:
      DOI: 10.1002/job.1981
  • Fear of terror and increased job burnout over time: Examining the
           mediating role of insomnia and the moderating role of work support
    • Authors: Sharon Toker; Gregory A. Laurence, Yitzhak Fried
      Abstract: While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co‐worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co‐worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T06:06:06.806433-05:
      DOI: 10.1002/job.1980
  • Overqualification and counterproductive work behaviors: Examining a
           moderated mediation model
    • Authors: Songqi Liu; Aleksandra Luksyte, Le Zhou, Junqi Shi, Mo Wang
      Abstract: The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-24T03:52:25.107735-05:
      DOI: 10.1002/job.1979
  • Workplace incivility: A review of the literature and agenda for future
    • Authors: Pauline Schilpzand; Irene E. De Pater, Amir Erez
      Abstract: A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-28T02:42:55.050886-05:
      DOI: 10.1002/job.1976
  • Good acting requires a good cast: A meso‐level model of deep acting
           in work teams
    • Authors: William J. Becker; Russell Cropanzano
      Abstract: This study proposes and tests a meso‐level model of deep acting in work teams that draws on emotional contagion theory to explain how shared means of complying with display rules can arise in work teams. We argue that the presence of influential deep actors can lead to greater convergence (lower dispersion) on individual deep acting in the team. That is, team members behave more similarly. When a team has greater convergence, deep acting by individual members should be related to lower emotional exhaustion and higher job satisfaction and in‐role performance. In a sample of mature work teams, these hypotheses received general support. Our findings suggested that team‐level deep acting effects can foster benefits for team members (lower emotional exhaustion and higher satisfaction) and organizations (higher job performance). Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:13:45.752699-05:
      DOI: 10.1002/job.1978
  • Effects of initial resources on the development of strains during a
           stressful training situation: Some counterintuitive results
    • Authors: Terry A. Beehr; Jennifer M. Ragsdale, Jonathan F. Kochert
      Abstract: Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre‐existing resources, and workgroup quality) available to soldiers at the beginning of a stressful 3‐month training experience as predictors of the trajectories of their strains over that period of time. Based on conservation of resources theory and the job demands–resources model, we predicted that the trends of strains would be more favorable (would increase more slowly or decline more quickly) if participants started the training with greater resources. The resources, primarily emotional stability and lack of pre‐existing resource drain, tended to be negatively related to strains, consistent with the idea that they can reduce strains. Significant interactions predicting trends were found predicting two of the three strains (post‐traumatic stress symptoms and depression, but not reports of physical health). Contrary to expectations, however, the three resources that significantly predicted trends over time (emotional stability, previous experience, and low pre‐existing resource drain) were associated with worsening rather than improving strains. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:09:29.850368-05:
      DOI: 10.1002/job.1974
  • Leader–member exchange and job performance: The effects of taking
           charge and organizational tenure
    • Authors: Tae‐Yeol Kim; ZhiQiang Liu, James M. Diefendorff
      Abstract: We theorized and tested the mechanisms by which leader–member exchange (LMX) quality is associated with job performance. The results obtained using 212 employee–supervisor pairs from eight Chinese companies indicated that LMX quality had an indirect and positive relationship with taking charge via psychological empowerment and had an indirect and positive relationship with job performance via taking charge. In addition, organizational tenure significantly moderated the relationship between taking charge and job performance, such that the positive effect of taking charge on job performance became weaker as organizational tenure increased. Furthermore, organizational tenure significantly moderated the indirect positive relationship between LMX quality and job performance via taking charge; the indirect effect became weaker as organizational tenure increased. These results suggest that organizations should encourage managers to develop high‐quality LMX with their subordinates, which may make them feel more empowered and engage in more taking charge, and result in better job performance. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:09:14.490568-05:
      DOI: 10.1002/job.1971
  • Spillover and crossover of sex‐based harassment from work to home:
           Supervisor gender harassment affects romantic relationship functioning via
           targets' anger
    • Authors: Angela M. Dionisi; Julian Barling
      Abstract: We investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets' anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets' romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1). Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets' romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-22T21:59:22.539337-05:
      DOI: 10.1002/job.1969
  • On ethical leadership impact: The role of follower mindfulness and moral
    • Authors: Silke Astrid Eisenbeiss; Daan Knippenberg
      Abstract: With the present paper, we aim to provide new conceptual insights and empirical evidence on ethical leadership contingencies: we analyze under what conditions ethical leadership can positively impact follower discretionary work behaviors (extra effort and helping). We argue that followers vary in terms of their sensitivity toward and processing of moral information, as conveyed by ethical leaders, and that these individual differences determine the strength of the link between ethical leadership and follower discretionary work behaviors. In a multisource study with 135 leader–follower dyads, we examine two prototypical examples of affective and cognitive individual differences that involve a heightened inclination toward morality: follower moral emotions and follower mindfulness. Our findings indicate that ethical leadership is more strongly related to follower extra effort and helping at higher levels of follower moral emotions and higher levels of follower mindfulness. We discuss the implications of this moral information processing perspective on ethical leadership for research and managerial practice. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-21T21:06:47.554948-05:
      DOI: 10.1002/job.1968
  • Idiosyncratic deals in contemporary organizations: A qualitative and
           meta‐analytical review
    • Authors: Chenwei Liao; Sandy J. Wayne, Denise M. Rousseau
      Abstract: Idiosyncratic deals (i‐deals) research focuses on the emergence of customized work arrangements employees negotiate with their employers. This article provides a critical review and synthesis of i‐deals research, combining a qualitative review of i‐deals theory and research with a supplementary meta‐analysis of 23 empirical studies (k = 27 samples, N = 8110 individuals). The qualitative review examines the conceptualization and measurement of i‐deals and identifies patterns and gaps in i‐deals research, while the quantitative meta‐analysis tests the moderating effect of societal cultures on the predictors and consequences of ideals investigated to date. In each section, attention is given to strengths and weaknesses of current approaches to i‐deals theory and research. Future research directions are identified with particular emphasis on the largely unexamined role of i‐deals from a multilevel perspective. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-16T06:47:38.540037-05:
      DOI: 10.1002/job.1959
  • Best practice recommendations for data screening
    • Authors: Justin A. DeSimone; P. D. Harms, Alice J. DeSimone
      Abstract: Survey respondents differ in their levels of attention and effort when responding to items. There are a number of methods researchers may use to identify respondents who fail to exert sufficient effort in order to increase the rigor of analysis and enhance the trustworthiness of study results. Screening techniques are organized into three general categories, which differ in impact on survey design and potential respondent awareness. Assumptions and considerations regarding appropriate use of screening techniques are discussed along with descriptions of each technique. The utility of each screening technique is a function of survey design and administration. Each technique has the potential to identify different types of insufficient effort. An example dataset is provided to illustrate these differences and familiarize readers with the computation and implementation of the screening techniques. Researchers are encouraged to consider data screening when designing a survey, select screening techniques on the basis of theoretical considerations (or empirical considerations when pilot testing is an option), and report the results of an analysis both before and after employing data screening techniques. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-13T05:42:00.403245-05:
      DOI: 10.1002/job.1962
  • “Justice” and “fairness” are not the same thing
    • Authors: Barry Goldman; Russell Cropanzano
      Abstract: Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-13T05:33:08.71286-05:0
      DOI: 10.1002/job.1956
  • It is time for justice: How time changes what we know about justice
           judgments and justice effects
    • Authors: Marion Fortin; Irina Cojuharenco, David Patient, Hayley German
      Abstract: Organizational justice is an important determinant of workplace attitudes, decisions, and behaviors. However, understanding workplace fairness requires not only examining what happens but also when it happens, in terms of justice events, perceptions, and reactions. We organize and discuss findings from 194 justice articles with temporal aspects, selected from over a thousand empirical justice articles. By examining temporal aspects, our findings enrich and sometimes challenge the answers to three key questions in the organizational justice literature relating to (i) when individuals pay attention to fairness, including specific facets, (ii) how fairness judgments form and evolve, and (iii) how reactions to perceived (in)justice unfold. Our review identifies promising avenues for empirical work and emphasizes the importance of developing temporal theories of justice. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-08T19:45:46.327175-05:
      DOI: 10.1002/job.1958
  • A review of perceived diversity in teams: Does how members perceive their
           team's composition affect team processes and outcomes?
    • Authors: Meir Shemla; Bertolt Meyer, Lindred Greer, Karen A. Jehn
      Abstract: In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point of the diversity perceptions being studied: perceptions of self‐to‐team dissimilarity, of subgroup splits, and of group heterogeneity. Our review concludes that perceived self‐to‐team dissimilarity and perceived subgroup splits mostly have been linked to negative effects for individuals and groups, whereas perceived group heterogeneity has been shown to exert both positive and negative effects on group outcomes. Our review also draws attention to the problem that research on perceived diversity varies not only in definitions and conceptualizations, but also in the methodological approaches towards operationalizing perceived diversity. We conclude by discussing potential areas for future research. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-07T04:41:42.761736-05:
      DOI: 10.1002/job.1957
  • Social context: Key to understanding culture's effects on creativity
    • Authors: Rikki Nouri; Miriam Erez, Cynthia Lee, Jian Liang, Brendan D. Bannister, Warren Chiu
      Abstract: This paper proposes that the social context moderates the effect of culture on creativity by drawing on the constructivist dynamic approach. We assess creativity by the level of fluency, originality, and elaboration on the usefulness and appropriateness of ideas in three contexts: working under a supervisor, in a group, and alone. We hypothesized that in high power distance cultures, working under a supervisor inhibits creativity, whereas in individualistic cultures, the presence of peers attenuates creativity. Results from two parallel experiments, one in the United States (N = 79) and the other in China (N = 83), partially support the hypotheses. The Chinese originality level was significantly lower when working under a supervisor than when working alone. American subjects generated fewer ideas and elaborated less when working in the presence of peers and elaborated less in the presence of peers than when under a supervisor. We conclude that the social context moderates the culture–creativity relationship by making consensual cultural values more accessible in a social context than when working alone. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-04-01T04:48:23.736988-05:
      DOI: 10.1002/job.1923
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