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  Subjects -> ENVIRONMENTAL STUDIES (Total: 767 journals)
    - ENVIRONMENTAL STUDIES (693 journals)
    - POLLUTION (22 journals)
    - WASTE MANAGEMENT (11 journals)

ENVIRONMENTAL STUDIES (693 journals)            First | 1 2 3 4     

Showing 601 - 378 of 378 Journals sorted alphabetically
Revista Verde de Agroecologia e Desenvolvimento Sustentável     Open Access   (Followers: 2)
Ring     Open Access   (Followers: 1)
Riparian Ecology and Conservation     Open Access   (Followers: 6)
Rivista di Studi sulla Sostenibilità     Full-text available via subscription  
Russian Journal of Ecology     Hybrid Journal   (Followers: 1)
S.A.P.I.EN.S     Open Access   (Followers: 2)
Safety Science     Hybrid Journal   (Followers: 29)
San Francisco Estuary and Watershed Science     Open Access   (Followers: 1)
SAR and QSAR in Environmental Research     Hybrid Journal   (Followers: 1)
Saúde e Meio Ambiente : Revista Interdisciplinar     Open Access  
Scandinavian Journal of Work, Environment & Health     Partially Free   (Followers: 12)
Science of The Total Environment     Hybrid Journal   (Followers: 24)
Sciences Eaux & Territoires : la Revue du Cemagref     Open Access  
Scientific Journal of Environmental Sciences     Open Access   (Followers: 1)
Sepsis     Hybrid Journal  
Smart Grid and Renewable Energy     Open Access   (Followers: 9)
Social and Environmental Accountability Journal     Hybrid Journal   (Followers: 2)
Soil and Sediment Contamination: An International Journal     Hybrid Journal   (Followers: 2)
Soil and Tillage Research     Hybrid Journal   (Followers: 6)
SourceOCDE Environnement et developpement durable     Full-text available via subscription   (Followers: 1)
SourceOECD Environment & Sustainable Development     Full-text available via subscription  
South Pacific Journal of Natural and Applied Sciences     Hybrid Journal  
Southern Forests : a Journal of Forest Science     Hybrid Journal   (Followers: 6)
Sriwijaya Journal of Environment     Open Access  
Stochastic Environmental Research and Risk Assessment     Hybrid Journal   (Followers: 4)
Strategic Behavior and the Environment     Full-text available via subscription   (Followers: 2)
Strategic Planning for Energy and the Environment     Hybrid Journal   (Followers: 4)
Studies in Conservation     Hybrid Journal   (Followers: 11)
Studies in Environmental Science     Full-text available via subscription   (Followers: 6)
Sustainability     Open Access   (Followers: 19)
Sustainability in Environment     Open Access   (Followers: 2)
Sustainability of Water Quality and Ecology     Hybrid Journal   (Followers: 4)
Sustainable Cities and Society     Hybrid Journal   (Followers: 24)
Sustainable Development     Hybrid Journal   (Followers: 16)
Sustainable Development Law & Policy     Open Access   (Followers: 6)
Sustainable Development Strategy and Practise     Open Access  
Sustainable Environment Research     Open Access  
Sustainable Technologies, Systems & Policies     Open Access   (Followers: 8)
TECHNE - Journal of Technology for Architecture and Environment     Open Access   (Followers: 7)
Tecnogestión     Open Access  
Territorio della Ricerca su Insediamenti e Ambiente. Rivista internazionale di cultura urbanistica     Open Access  
The Historic Environment : Policy & Practice     Hybrid Journal   (Followers: 5)
The International Journal on Media Management     Hybrid Journal   (Followers: 5)
Theoretical Ecology     Hybrid Journal   (Followers: 9)
Theoretical Ecology Series     Full-text available via subscription   (Followers: 2)
Toxicologic Pathology     Hybrid Journal   (Followers: 16)
Toxicological & Environmental Chemistry     Hybrid Journal   (Followers: 5)
Toxicological Sciences     Hybrid Journal   (Followers: 11)
Toxicology     Hybrid Journal   (Followers: 16)
Toxicology and Applied Pharmacology     Hybrid Journal   (Followers: 16)
Toxicology and Industrial Health     Hybrid Journal   (Followers: 7)
Toxicology in Vitro     Hybrid Journal   (Followers: 11)
Toxicology Letters     Hybrid Journal   (Followers: 11)
Toxicology Mechanisms and Methods     Hybrid Journal   (Followers: 10)
Toxicon     Hybrid Journal   (Followers: 4)
Toxin Reviews     Hybrid Journal   (Followers: 1)
Trace Metals and other Contaminants in the Environment     Full-text available via subscription   (Followers: 2)
Trace Metals in the Environment     Full-text available via subscription   (Followers: 2)
Transportation Research Part D: Transport and Environment     Hybrid Journal   (Followers: 26)
Transylvanian Review of Systematical and Ecological Research     Open Access  
Trends in Ecology & Evolution     Full-text available via subscription   (Followers: 196)
Trends in Environmental Analytical Chemistry     Hybrid Journal   (Followers: 2)
Trends in Pharmacological Sciences     Full-text available via subscription   (Followers: 25)
Tropicultura     Open Access  
UCLA Journal of Environmental Law and Policy     Open Access   (Followers: 5)
UD y la Geomática     Open Access  
Universidad y Ciencia     Open Access   (Followers: 1)
Urban Studies     Hybrid Journal   (Followers: 54)
Veredas do Direito : Direito Ambiental e Desenvolvimento Sustentável     Open Access  
VertigO - la revue électronique en sciences de l’environnement     Open Access   (Followers: 3)
Villanova Environmental Law Journal     Open Access  
Waste Management & Research     Hybrid Journal   (Followers: 9)
Water Environment Research     Full-text available via subscription   (Followers: 41)
Water International     Hybrid Journal   (Followers: 14)
Water, Air, & Soil Pollution     Hybrid Journal   (Followers: 25)
Water, Air, & Soil Pollution : Focus     Hybrid Journal   (Followers: 10)
Waterlines     Full-text available via subscription   (Followers: 2)
Weather and Forecasting     Full-text available via subscription   (Followers: 16)
Weather, Climate, and Society     Full-text available via subscription   (Followers: 11)
Web Ecology     Open Access   (Followers: 6)
Wetlands     Hybrid Journal   (Followers: 25)
Wilderness & Environmental Medicine     Hybrid Journal   (Followers: 3)
Wildlife Australia     Full-text available via subscription   (Followers: 2)
Wiley Interdisciplinary Reviews - Climate Change     Hybrid Journal   (Followers: 18)
Wiley Interdisciplinary Reviews : Energy and Environment     Hybrid Journal   (Followers: 5)
William & Mary Environmental Law and Policy Review     Open Access   (Followers: 2)
World Environment     Open Access   (Followers: 1)
World Journal of Entrepreneurship, Management and Sustainable Development     Hybrid Journal   (Followers: 5)
World Journal of Environmental Engineering     Open Access   (Followers: 2)
World Journal of Environmental Research     Open Access   (Followers: 1)
Worldviews: Global Religions, Culture, and Ecology     Hybrid Journal   (Followers: 8)
Zoology and Ecology     Hybrid Journal   (Followers: 5)
气候与环境研究     Full-text available via subscription   (Followers: 1)

  First | 1 2 3 4     

Journal Cover Journal of Organizational Behavior
  [SJR: 2.412]   [H-I: 119]   [36 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  [1589 journals]
  • Loyal rebels? A test of the normative conflict model of constructive
    • Authors: Jason J. Dahling; Melissa B. Gutworth
      Abstract: Constructive deviance is a voluntary behavior that violates organizational rules but is conducted with honorable intentions to benefit the organization or its stakeholders. Despite emerging interest in this behavior, the antecedents of constructive deviance remain unclear, with particular ambiguity concerning the relationship between organizational identity and constructive deviance. In this article, we address this ambiguity with the normative conflict model, which posits that organizational identity drives constructive deviance in the workplace only when people perceive normative conflict with organizational rules. In Studies 1a and 1b, we develop and validate a measure of normative conflict. In Study 2, we conduct a preliminary test of the model with employed students and find that identity is positively related to constructive deviance only when normative conflict is high. In Study 3, we replicate and extend the model to show that the moderating effect of normative conflict is mediated by experienced psychological discomfort and that organizational identity is positively related to constructive deviance among working adults only when discomfort is high. In total, our findings demonstrate the utility of the normative conflict model for explaining when constructive deviance is mostly likely to occur in the workplace.
      PubDate: 2017-04-17T01:21:00.893162-05:
      DOI: 10.1002/job.2194
  • Supervisors' emotional exhaustion and abusive supervision: The moderating
    • Authors: Catherine K. Lam; Frank Walter, Xu Huang
      Abstract: Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3-way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self-monitoring were jointly associated with subordinates' abusive supervision perceptions. A supplementary scenario experiment further corroborated this pattern. Together, the present studies illustrate a contingency model of abusive supervision's origins, highlighting emotional exhaustion as an important risk factor that is particularly likely to trigger abusive behavior among supervisors with lower (rather than higher) self-monitoring who are faced with a relatively underperforming subordinate. As such, this research advances the abusive supervision literature by offering new insights into the complex resource conservation processes that may give rise to subordinates' abuse perceptions.
      PubDate: 2017-04-11T01:55:38.913368-05:
      DOI: 10.1002/job.2193
  • Tired of innovations? Learned helplessness and fatigue in the context of
           continuous streams of innovation implementation
    • Authors: Goo Hyeok Chung; Jin Nam Choi, Jing Du
      Abstract: The business environment faced by contemporary organizations is highly uncertain and constantly changing. Thus, organizations have adopted and implemented a continuous stream of innovations to achieve sustainable growth and survival. Considering the demand for additional resources to implement innovations, the present study explores organizational conditions that may lead to innovation-targeted burnout and fatigue among employees, which impede their active participation in a subsequent innovation. To this end, we propose a theoretical framework that elucidates the effects of previous innovations on the subsequent implementation behavior of employees. We identify two dimensions of the cognitive appraisal of previous innovations (i.e., intensity and failure) that shape employees' beliefs regarding innovations, such as innovation-targeted helplessness, which ultimately results in innovation fatigue. Data collected from 84 managers and 397 employees of Chinese and Korean organizations prove the significant role of employee perceptions of previous innovations in shaping the innovation-targeted helplessness and fatigue of employees, which ultimately affect employee behavior toward a subsequent innovation. The present conceptual and empirical analyses suggest that given continuous streams of innovation implementation, managers should carefully consider employee's perceptions of previous innovations (i.e., intensity and failure) for successful implementation of a subsequent innovation. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-04-03T04:32:35.469925-05:
      DOI: 10.1002/job.2191
  • Isms and schisms: A meta-analysis of the prejudice-discrimination
           relationship across racism, sexism, and ageism
    • Authors: Kristen P. Jones; Isaac E. Sabat, Eden B. King, Afra Ahmad, Tracy C. McCausland, Tiffani Chen
      Abstract: Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly associated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-03-07T06:15:54.465444-05:
      DOI: 10.1002/job.2187
  • Getting away from them all: Managing exhaustion from social interaction
           with telework
    • Authors: Jaime B. Windeler; Katherine M. Chudoba, Rui Z. Sundrup
      Abstract: Drawing on the conservation of resources and recovery literatures, we examine how social job characteristics—interpersonal interaction, job interdependence, and external interaction—relate to work exhaustion. We then explore the efficacy of a part-time telework (PTT) practice in alleviating work exhaustion associated with social interaction. Study 1 is a within-subject assessment of work exhaustion before and after a PTT practice; participants are 51 information technology professionals in a financial services firm. Study 2 is a between-subject assessment of work exhaustion among part-time teleworkers and non-teleworkers; participants are 258 U.S. workers spanning a variety of industries. Study 2 replicated the model tested in Study 1, and we extended the conceptualization of interpersonal interaction to examine both quantity and quality of interaction. In both studies, PTT provided a recovery opportunity, attenuating the relationship between interpersonal interaction and work exhaustion; however, after PTT but not before, work exhaustion increased as external interaction increased. In Study 2, work exhaustion decreased as interaction quality increased; in contrast, work exhaustion increased as interaction quantity increased and PTT attenuated this relationship. Our recommendations aim to help balance telework practices in light of social job characteristics and their opposing effects on work exhaustion. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-28T05:25:42.59402-05:0
      DOI: 10.1002/job.2176
  • Fifty shades of green: How microfoundations of sustainability dynamic
           capabilities vary across organizational contexts
    • Authors: Karoline Strauss; Jan Lepoutre, Geoffrey Wood
      Abstract: Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-24T01:36:20.927449-05:
      DOI: 10.1002/job.2186
  • The effects of managerial and employee attributions for corporate social
           responsibility initiatives
    • Authors: Pavlos A. Vlachos; Nikolaos G. Panagopoulos, Daniel G. Bachrach, Frederick P. Morgeson
      Abstract: Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work-related behavior, as is the role of contextual factors such as leadership processes in shaping these attributions. Drawing from attribution and social learning theories, we develop a multilevel social influence theory of how CSR affects employees. We integrate managers as second observers in the baseline actor (i.e., firm)—observer (i.e., employee) dyad, whereas most attribution theory research has focused on single actor–observer dyads. Multisource field data collected from 427 employees and 45 managers were analyzed using hierarchical linear modeling. Managers' genuine (self-serving) CSR attributions are positively related to employees' genuine (self-serving) CSR attributions; and the strength of the relationship between managers' and employees' genuine CSR attributions depends on managers' organizational tenure. Employees' genuine CSR attributions also are positively related to employee advocacy, whereas—interestingly—employees' self-serving CSR attributions do not appear to harm employee advocacy. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-23T06:05:31.180691-05:
      DOI: 10.1002/job.2189
  • Encouraging environmental sustainability through gender: A
           micro-foundational approach using linguistic gender marking
    • Authors: Amir Shoham; Tamar Almor, Sang Mook Lee, Mohammad F. Ahammad
      Abstract: While studies show that organizational diversity is beneficial to their practice of environmental sustainability, we know very little about the effect that the gender of an individual director can have on sustainability practice. In this empirical paper, we employ a micro-foundational approach to examine whether the number of women on an organization's board of directors has a direct effect on its attitude towards environmental sustainability, regardless of the national culture in which the organization is located. Culture in this study is measured through grammatical gender marking, a unique approach to measuring women-oriented cultural effects. Previous studies show that certain cultures have more gender roles than others do, which in turn affect general and organizational behavior in that society. Grammatical gender marking enables us to study the impact of gender of the individual director on the organization's attitude towards environmental sustainability across cultures, by empirically examining data from 71 countries, sampling 4500 organizations for multiple years and industries. Our findings show that organizations become significantly more proactive in environmental sustainability with the appointment of even one woman to the board of directors, regardless of the local culture. We further show that the organization's level of disclosure regarding its sustainability activities increases with the number of women on the board of directors. Our data also show a significantly negative relationship between various gender-based language indices and the presence of women on the board of directors. In cultures defined by a language that has clear grammatical gender markings, there is a tendency to appoint fewer women to boards of directors, thereby influencing indirectly the organization's attitude towards environmental sustainability. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-23T06:00:47.073003-05:
      DOI: 10.1002/job.2188
  • Work–family conflict and mindfulness: Investigating the effectiveness of
           a brief training intervention
    • Authors: Kaitlin M. Kiburz; Tammy D. Allen, Kimberly A. French
      Abstract: This experimental switching replications design study examined the effectiveness of a brief mindfulness-based training intervention that included a one-hour mindfulness-based workshop followed by 13 days of behavioral self-monitoring (BSM) in an attempt to reduce work–family conflict. The intervention increased participants' mindfulness and decreased work-to-family conflict, but did not reduce family-to-work conflict. In addition, those who participated in BSM reported greater mindfulness, less work-to-family conflict, and less family-to-work conflict than did those who did not participate in BSM. Theoretical and practical implications, as well as future research directions, are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-15T03:05:29.313873-05:
      DOI: 10.1002/job.2181
  • An organizational ethic of care and employee involvement in
           sustainability-related behaviors: A social identity perspective
    • Authors: Abraham Carmeli; Stephen Brammer, Emanuel Gomes, Shlomo Y. Tarba
      Abstract: We expand on the emergent research of an ethic of care (EoC) to theorize why and how an organizational EoC fosters employee involvement in sustainability-related behaviors at work. Across two studies, we explore the socio-psychological mechanisms that link an EoC and involvement in sustainability-related behaviors. The results of Study 1, in which we applied an experimental design, indicate that an EoC is significantly related, through employees' affective reaction towards organizational sustainability, to involvement in sustainability-related behaviors. In Study 2, in which we used time-lagged data, we further drew on social identity theory to suggest that an EoC is both directly and indirectly, through enhanced organizational identification, related to employees' satisfaction with organizational sustainability. Through these two mechanisms, we explain the process by which an EoC can drive employee involvement in sustainability-related behaviors. These theoretical developments and empirical findings help to better understand the micro-foundations of organizational sustainability by building upon the moral theorizing of care. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-09T03:31:12.448281-05:
      DOI: 10.1002/job.2185
  • Targeted workplace incivility: The roles of belongingness, embarrassment,
           and power
    • Authors: M. Sandy Hershcovis; Babatunde Ogunfowora, Tara C. Reich, Amy M. Christie
      Abstract: Research to date has largely been unclear about whether a single perpetrator is sufficient to instigate the well-documented negative consequences of workplace incivility. In the current research, we examine the extent to which perceived belongingness and embarrassment mediate the relationship between incivility from a single perpetrator and two important outcomes (job insecurity and somatic symptoms), and the extent to which the perpetrator's power moderates these relationships. Across two studies using different methods, we find that incidents of single perpetrator incivility are associated with target feelings of isolation and embarrassment, which in turn relate to targets' perceived job insecurity and somatic symptoms (Studies 1 and 2) both the same day and three days later (Study 2). Moreover, we find that perpetrator power moderates the relationship between incivility and embarrassment, such that targets are more embarrassed when the perpetrator is powerful. Implications for theory and practice are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-07T02:16:31.72001-05:0
      DOI: 10.1002/job.2183
  • Little things that count: A call for organizational research on
    • Authors: Alice M. Brawley; Cynthia L.S. Pury
      Abstract: The purpose of this Incubator is to encourage organizational researchers to attend to the most common type of business in the United States—the microbusiness. After defining and describing these businesses, we propose research questions on defining and managing performance, organizational citizenship, and work–family conflict in this novel business setting. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-26T20:10:42.072344-05:
      DOI: 10.1002/job.2184
  • Picture this: A field experiment of the influence of subtle affective
           stimuli on employee well-being and performance
    • Authors: Xiaoxiao Hu; Yujie Zhan, Xiang Yao, Rebecca Garden
      Abstract: Prior literature examining the antecedents of employee affect has largely ignored subtle affective influences in the workplace and their impact on employees' affective experiences and behaviors. A substantial body of evidence from basic psychology research suggests that individuals' affect can be influenced by minimal stimulus input. The primary objective of this research is to take an initial step towards understanding the “real-world” impact of subtle affective stimuli in the workplace. Specifically, in a field experiment with a within-subjects design, we collected data from 68 sales representatives and examined the effect of a subtle affective stimulus (i.e., a black-and-white picture of a woman smiling printed on the backdrop of paper–pencil surveys) on employees' affect, well-being, and performance. Results showed that the smiling picture significantly enhanced participants' positive affect, which in turn influenced employees' extra-role performance and emotional exhaustion. The smiling picture also indirectly influenced employees' in-role performance and emotional exhaustion via negative affect. Theoretical and practical implications of these findings are discussed at the end of the paper. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-26T05:01:53.843953-05:
      DOI: 10.1002/job.2177
  • Best practice recommendations for scale construction in organizational
           research: The development and initial validation of the Character Strength
           Inventory (CSI)
    • Authors: Thomas A. Wright; James Campbell Quick, Sean T. Hannah, M. Blake Hargrove
      Abstract: Proper scale development and validation provide the necessary foundation to facilitate future quantitative research in the organizational sciences. Using the framework provided by the Researcher's Notebook, the purpose of this study is twofold. First, we present a modern summary of best practice procedures for scale development, reliability analysis, and validity analysis. Second, we explain and illustrate these best practice procedures by describing each procedure in the context of developing and psychometrically analyzing a new Character Strength Inventory (CSI). Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-24T05:35:30.788123-05:
      DOI: 10.1002/job.2180
  • Using a pattern-oriented approach to study leaders: Implications for
           burnout and perceived role demand
    • Authors: Kara A. Arnold; Catherine E. Connelly, Ian R. Gellatly, Megan M. Walsh, Michael J. Withey
      Abstract: Using a pattern-oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez-faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with respect to felt burnout and perceived role demands. Hypotheses were tested using a time-lagged field study involving 183 leaders. Using latent profile analyses, we found four theoretically interpretable patterns. Leaders who belonged to the comprehensive cluster (elevated scores on the transformational, contingent reward, and the passive styles; 14.2%) experienced the highest levels of burnout and role demands, whereas those who were disengaged (low scores on all styles; 33.3%) reported the lowest levels. Leaders who exhibited a passive behavioral pattern (elevated scores on management by exception active, management by exception passive, and laissez-faire relative to the other styles; 27.3%) experienced more burnout and role demands than did leaders who exhibited an optimal pattern (elevated scores on transformational and contingent reward styles relative to the passive styles; 25.1%). The theoretical and practical implications of a pattern-oriented approach to leadership research were discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-22T21:30:26.802875-05:
      DOI: 10.1002/job.2182
  • Does job insecurity threaten who you are? Introducing a social identity
           perspective to explain well-being and performance consequences of job
    • Authors: Eva Selenko; Anne Mäkikangas, Christopher B. Stride
      Abstract: This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well-being and job performance. A three-wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Furthermore, social identity as an employed person influenced well-being and in-role job performance and mediated the effect of job insecurity on these two variables over time. Different to the expectations, social identity as an employed person and organisational proactivity were not connected. The findings deliver interesting evidence for the role of social identity as an employed person in the relationships between job insecurity and its consequences. Theoretically, this perspective illustrates the individual and group-related nature of job insecurity and offers a novel way of connecting work situations with individual well-being, behaviour and attitudes. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-22T21:25:27.209297-05:
      DOI: 10.1002/job.2172
  • Whether power holders construe their power as responsibility or
           opportunity influences their tendency to take advice from others
    • Authors: Frank R.C. De Wit; Daan Scheepers, Naomi Ellemers, Kai Sassenberg, Annika Scholl
      Abstract: Empirical evidence suggests that power elicits a generic tendency to disregard advice. We examined different responses power holders may show in their tendency to take advice depending on the construal of power. We report a field study and an experiment among managers and other powerful professionals (Studies 1 and 2) and an experiment in which participants were assigned to a powerful role (Study 3). Across studies, we found a higher tendency to take advice among those who construed their power as a responsibility rather than as an opportunity. This effect of the construal of power on advice taking was mediated by a heightened perceived value of advice, not by decreased confidence in own judgments or sense of power. Accordingly, the increase in advice taking when power was construed as a responsibility was observed regardless of whether the advice came from subordinates (Study 1), expert advisors (Study 2), or a less powerful teammate (Study 3). This highlights the relevance of considering how power holders construe their power in order to understand their tendency to take advice from others. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-19T02:49:00.45591-05:0
      DOI: 10.1002/job.2171
  • Good marriage at home, creativity at work: Family–work enrichment effect
           on workplace creativity
    • Authors: Yipeng Tang; Xu Huang, Yongli Wang
      Abstract: To advance the understanding of socio-relational sources of employee creativity, we investigate the effect of a good marriage on workplace creativity. Drawing on family–work enrichment theory, we propose and test the idea that a satisfying marriage boosts a spillover of psychological resources from family to work that enhances employees' workplace creativity. Using survey data collected from 548 spouse–employee–supervisor triads, we find an indirect positive relationship between employees' marital satisfaction and workplace creativity through a spillover of psychological resources from family to work. We also find that this spillover is most pronounced when both employees and their spouses are satisfied with their marriage. The results further demonstrate that the indirect effect of marital satisfaction on workplace creativity through the spillover of psychological resources is significant for employees with a low creative personality, but not for those with a high creative personality. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-19T00:45:44.506774-05:
      DOI: 10.1002/job.2175
  • Post-acquisition integration processes in publicly owned professional
           service companies: Senior professional behaviour and company performance
    • Authors: Mark Edward Pickering
      Abstract: The client relationships and tacit knowledge of professionals are professional service firms' (PSFs') major value creating resources producing challenges in generating post-merger and acquisition value and risks of reducing the productivity or losing key professionals and their clients. The recent emergence of publicly owned PSFs and rapid growth through consolidating smaller privately owned firms potentially increases this risk by integrating small firms and their professionals into large public companies that may be governed very differently. This study explores post-acquisition integration processes: professional behaviours and associated performance implications in two highly acquisitive publicly owned accounting companies. In one company, the integration process was rapid and heavily directed by senior management, while in the second company, integration was more gradual, initially undirected but then facilitated by senior management. The findings suggest that integration processes can impact the behaviour of professionals and acquiring firm performance. This research contributes to the understanding of post-acquisition integration processes in PSFs and decision-making and professional behaviour in recently emerged publicly owned PSFs. The study contributes to knowledge-based theory by identifying factors that can affect the decision authority of executives and how organisational behaviour can constrain the implementation of executive integration decisions. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-12T20:15:34.663457-05:
      DOI: 10.1002/job.2173
  • Bridging the gap between green behavioral intentions and employee green
           behavior: The role of green psychological climate
    • Authors: Thomas A. Norton; Hannes Zacher, Stacey L. Parker, Neal M. Ashkanasy
      Abstract: How do employees' perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between-persons relationship of corporate environmental strategy and pro-environmental or “green” psychological climate; and whether green psychological climate moderates the within-person relationship of employees' daily green behavioral intentions and their green behavior on the following day. To test our hypotheses, we collected survey data from 74 employees across 10 workdays. Results showed that corporate environmental strategy is positively related to green psychological climate that, in turn, moderates the relationship between green behavioral intentions and next-day employee green behavior. Specifically, we found the relationship to be positive only when employees perceive a positive green psychological climate. We discuss implications of our findings for future research on employee green behavior and for organizations interested in encouraging employee green behavior. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-12T01:05:43.125809-05:
      DOI: 10.1002/job.2178
  • Issue Information Page
    • Pages: 305 - 306
      Abstract: No abstract is available for this article.
      PubDate: 2017-03-01T05:11:03.617887-05:
      DOI: 10.1002/job.2140
  • The ripple effect: A spillover model of the detrimental impact of
           work–family conflict on job success
    • Authors: Sandy J. Wayne; Grace Lemmon, Jenny M. Hoobler, Gordon W. Cheung, Morgan S. Wilson
      Abstract: Exploring the role of both the employee and supervisor, we tested a model of how cognition-based work-to-family conflict manifests itself in the workplace, impacting employee job success. Based on conservation of resources theory and the concept of loss spirals, we hypothesized that when an employee's work interferes with family demands, the resulting work-to-family conflict spills over to the work domain via employee emotional exhaustion. We further argued that the behavioral manifestation of employee emotional exhaustion in the workplace is low employee engagement, as assessed by the supervisor. Drawing on signaling theory, we proposed that supervisor assessments of employee engagement are related to promotability, performance ratings, and salary. Work scheduling autonomy, as a boundary condition, is examined as a resource that attenuates these relationships. Data collected from 192 employee–supervisor dyads of a Fortune 1000 company, as well as performance ratings and salary obtained from company records 9 months later, indicated support for our conceptual model. Future research examining employee work–family conflict and job outcomes is discussed. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-12-28T01:30:25.896198-05:
      DOI: 10.1002/job.2174
  • Workplace ostracism and deviant and helping behaviors: The moderating role
           of 360 degree feedback
    • Authors: Ann Chunyan Peng; Wei Zeng
      Abstract: Drawing on sociometer theory, we argue that when 360 degree feedback is used in a work setting, being ostracized by coworkers has a stronger negative influence on employees' state self-esteem, which promotes interpersonal deviance and demotivates helping directed toward coworkers, as compared to settings in which 360 feedback is not used. We tested our hypotheses using data collected from North American employees (Study 1) and a two-wave survey of employees in China (Study 2). Results from both studies support the hypothesized interaction between workplace ostracism and 360 degree feedback on interpersonal deviance and helping behavior. Results from Study 2 further show that lower state self-esteem accounts for the stronger negative association of ostracism with helping behavior among employees who are exposed to 360 degree feedback. Ostracism is not related to subsequent state self-esteem or behavior when 360 degree feedback is absent. We discuss the implications for theory and research concerning employee exclusion. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-12-14T23:45:32.822576-05:
      DOI: 10.1002/job.2169
  • Knowledge management behavior and individual creativity: Goal orientations
           as antecedents and in-group social status as moderating contingency
    • Authors: Young Won Rhee; Jin Nam Choi
      Abstract: Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulation. Individual choices among these KMBs may be driven by dispositional goal orientations. We also propose that the effects of KMB on creativity of employees vary depending on their social status in a work group. Our analyses based on 214 employees from 37 teams reveal that (i) learning goal orientation increases knowledge sharing and decreases knowledge manipulation; (ii) avoiding goal orientation increases knowledge sharing and manipulation; and (iii) proving goal orientation increases knowledge hiding and manipulation. Knowledge hiding is negatively related to employee creativity, particularly for employees with high social status. Knowledge manipulation is positively related to creativity, particularly for those with high social status. This study develops and validates a theoretical framework explaining the formative process and distinct outcomes of the multifaceted and strategic approaches to KMB at the individual level. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-12-14T00:35:27.991501-05:
      DOI: 10.1002/job.2168
  • Building work engagement: A systematic review and meta-analysis
           investigating the effectiveness of work engagement interventions
    • Authors: Caroline Knight; Malcolm Patterson, Jeremy Dawson
      Abstract: Low work engagement may contribute towards decreased well-being and work performance. Evaluating, boosting and sustaining work engagement are therefore of interest to many organisations. However, the evidence on which to base interventions has not yet been synthesised. A systematic review with meta-analysis was conducted to assess the evidence for the effectiveness of work engagement interventions. A systematic literature search identified controlled workplace interventions employing a validated measure of work engagement. Most used the Utrecht Work Engagement Scale (UWES). Studies containing the relevant quantitative data underwent random-effects meta-analyses. Results were assessed for homogeneity, systematic sampling error, publication bias and quality. Twenty studies met the inclusion criteria and were categorised into four types of interventions: (i) personal resource building; (ii) job resource building; (iii) leadership training; and (iv) health promotion. The overall effect on work engagement was small, but positive, k = 14, Hedges g = 0.29, 95%-CI = 0.12–0.46. Moderator analyses revealed a significant result for intervention style, with a medium to large effect for group interventions. Heterogeneity between the studies was high, and the success of implementation varied. More studies are needed, and researchers are encouraged to collaborate closely with organisations to design interventions appropriate to individual contexts and settings, and include evaluations of intervention implementation. © 2016 The
      Authors Journal of Organizational Behavior published by John Wiley & Sons, Ltd.
      PubDate: 2016-12-13T22:40:27.148006-05:
      DOI: 10.1002/job.2167
  • Organization-specific prosocial helping identity: Doing and belonging as
           the basis of “being fully there”
    • Authors: Steven M. Farmer; Linn Van Dyne
      Abstract: Identity theory and social identity theory focus on doing and belonging, respectively, but neither provides a complete picture of being “fully there” at work (Kahn, ). This three-wave lagged field study links these two perspectives by proposing that beneficiary-specific prosocial helping identity, met expectations for prosocial helping, and their interaction predict the strength of a contextualized, organization-specific prosocial helping identity (OSPHI) targeted at those same beneficiaries and that OSPHI leads to positive employee work outcomes. Results provide strong support for the model and demonstrate that beneficiary-specific prosocial helping identity had indirect relationships with intent to stay with the organization, experienced work meaning, and emotional exhaustion (negative), via OSPHI, only when met expectations for prosocial helping were weak. We discuss the value of OSPHI as an important construct that reflects the psychological state of “being fully there” at work and predicts subsequent employee work outcomes. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-12-07T21:29:29.568372-05:
      DOI: 10.1002/job.2166
  • Under what conditions does job control moderate the relationship between
           time pressure and employee well-being? Investigating the role of match and
           personal control beliefs
    • Authors: Barbara Stiglbauer
      Abstract: Drawing upon the concept of match, this two-wave study of 206 employees investigated job control (facets of autonomy) and personal control beliefs (locus of control, LOC) as moderators of time pressure–work engagement (WE) and the time pressure–general subjective well-being (SWB) relationships. It was hypothesized that autonomy would accentuate the positive relationship of time pressure with WE and attenuate the negative relationship with SWB and that these moderations would occur only for employees with an internal LOC. Additionally, it was expected that a facet of job control (timing autonomy) that matched the specific demand (time pressure) would be more likely to act as a moderator than “less-matching” facets (decision making or method autonomy). The results revealed that the interaction between time pressure, autonomy, and LOC for WE was strongest and for SWB only significant when the timing facet of autonomy served as the moderator (thus, when the autonomy facet matched the demand). However, the pattern of moderation was contrary to that expected. When time pressure increased, high autonomy became beneficial for the WE of employees with an external LOC but detrimental for the WE and SWB of employees with an internal LOC. Explanations for the unexpected findings are provided. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-11-29T04:25:38.794625-05:
      DOI: 10.1002/job.2165
  • Analyzing if and how international organizations contribute to the
           sustainable development goals: Combining power and behavior
    • Authors: Ben Cormier
      Abstract: Can International Organizations (IOs) such as the World Bank, United Nations, and International Labor Organization contribute to the Sustainable Development Goals (SDGs)? This article argues that this is best analyzed by simultaneously considering two sets of factors: the international political constraints external to IOs and the organizational processes and structures internal to IOs. More specifically, this article suggests that such analyses can take place by combining scholarship on International Relations (IR) and Organizational Behavior (OB). The article defines international power, outlines various constraints on IO autonomy, and suggests that OB and IR are well positioned to jointly improve the study of IO employment practices, organizational structures, bureaucratic politics, and inter-organizational effects. The core aim is to provide justification and material for combining IR and OB in further research on IOs. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-11-22T03:55:34.477412-05:
      DOI: 10.1002/job.2163
  • Intra-individual variability in job complexity over time: Examining the
           effect of job complexity trajectory on employee job strain
    • Authors: Junchao (Jason) Li; Tyler C. Burch, Thomas W. Lee
      Abstract: Drawing on gestalt characteristics theory, we advance the literature on the effect of job complexity on employee well-being by considering intra-individual variability of job complexity over time. Specifically, we examine how the trend, or trajectory, of job complexity over time can explain unique variance of employee job strain. Across two longitudinal data sets, we consistently find that, with the average level of job complexity during a given period held constant, a positive job complexity trajectory (i.e., an increasing trend in complexity) is associated with higher employee job strain. Based on job-demand-control theory and the exposure-reactivity model, we further establish that job autonomy and employee emotional stability jointly moderate the relationship between job complexity trajectory and employee job strain. Specifically, for employees with high emotional stability, job autonomy mitigates the job strain brought by positive job complexity trajectory, whereas for employees with low emotional stability, job autonomy does not help to reduce the adverse effect of the increasing trend. These findings not only contribute to extend the understanding of the job complexity – strain relationship, but also suggest a promising, dynamic avenue to study the effects of work characteristics on employee well-being as well as other outcomes. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-11-10T23:41:17.588425-05:
      DOI: 10.1002/job.2158
  • Transformational leadership and employee voice behavior: A Pygmalion
    • Authors: Jinyun Duan; Chenwei Li, Yue Xu, Chia-huei Wu
      Abstract: We theorized and examined a Pygmalion perspective beyond those proposed in past studies in the relationship between transformational leadership and employee voice behavior. Specifically, we proposed that transformational leadership influences employee voice through leaders' voice expectation and employees' voice role perception (i.e., Pygmalion mechanism). We also theorized that personal identification with transformational leaders influences the extent to which employees internalize leaders' external voice expectation as their own voice role perception. In a time-lagged field study, we found that leaders' voice expectation and employees' voice role perception (i.e., the Pygmalion process) mediate the relationship between transformational leadership and voice behavior. In addition, we found transformational leadership strengthens employees' personal identification with the leader, which in turn, as a moderator, amplifies the proposed Pygmalion process. Theoretical and practical implications are discussed. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-11-07T01:06:21.629136-05:
      DOI: 10.1002/job.2157
  • The different paths to post-merger identification for employees from high
           and low status pre-merger organizations
    • Authors: Jukka Lipponen; Barbara Wisse, Jolanda Jetten
      Abstract: A well-known downside of organizational mergers is that employees fail to identify with the newly formed organization. We argue that developing an understanding of factors that affect post-merger identification requires taking the pre-merger status of the merger partners relative to each other into account. This is because relative pre-merger status determines employees' susceptibility to different aspects of the merger process. Specifically, for employees of a high status pre-merger organization, we expected post-merger identification to be strongly influenced by (i) pre-merger identification and (ii) the perceived change in the status. In contrast, we expected post-merger identification of employees of a low status pre-merger organization to be strongly affected by the perceived justice of the merger event. Longitudinal data were obtained from a merger of two public sector organizations and the results supported our hypotheses. Our study shows that the extent to which pre-merger identification, status change, and justice are important determinants of post-merger identification depends on the relative pre-merger status of the merger partners. Our discussion focuses on theoretical implications and managerial ramifications of these findings. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-11-02T03:39:05.755995-05:
      DOI: 10.1002/job.2159
  • Understanding trust development in negotiations: An interdependent
    • Authors: Jingjing Yao; Zhi-Xue Zhang, Jeanne M. Brett
      Abstract: What affects the way that trust develops in negotiations? In two studies, we used an actor–partner interdependence model to investigate how both negotiators' trust propensity prior to the negotiation and two types of behavior during the negotiation affect negotiators' trust development. Study 1 demonstrated that both focal negotiators' (actors') and their counterparts' (partners') trust propensity were positively associated with negotiators' trust development. Study 2 showed that actors' and partners' trust propensity had an indirect effect on trust development via both actors' and partners' negotiation behaviors. Negotiators' trust propensity positively affected their use of Q&A (questions and answers about interests) and negatively affected their use of S&O (substantiation about positions and single-issue offers). Actors and partners' negotiation behaviors in turn affected their own and their partners' trust development. Our studies propose and test a model to understand how negotiators' trust propensity and negotiation behaviors affect the development of trust in negotiation. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-10-21T00:50:45.225535-05:
      DOI: 10.1002/job.2160
  • How negative social interactions at work seep into the home: A prosocial
           and an antisocial pathway
    • Authors: Petra L. Klumb; Manuel C. Voelkle, Sebastian Siegler
      Abstract: We combined Bakker and Demerouti's spillover–crossover model with Taylor's biobehavioral perspective, tested the comprehensive model, and pursued a set of gender-related research questions. Negative work interactions were expected to entail two strain responses, high- and low-arousal negative affect. Both should be related to cortisol secretion but transmitted via different social pathways, a positive and a negative one. During a 7-day ambulatory assessment with 56 couples, we assessed daily variations in the severity of negative social interactions at work and at home along with participants' affect and cortisol levels. Using multilevel structural equation modeling, we found evidence for the three hypothesized processes: strain at work as a consequence of social stress, spillover of strain into the home, and crossover to the partner. On socially more stressful days, participants showed increased high- and low-arousal negative affect at work. Low-arousal negative affect spilled over into the home. Only for men, high-arousal negative affect spilled over, and only women showed a tendency for slowed decline of cortisol levels on more socially stressful days (i.e., slower recovery). Surprisingly, high-arousal negative affect at work tended to be negatively related to partners' high-arousal negative affect. Commonalities predominated differences between men and women. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-10-10T03:30:53.194379-05:
      DOI: 10.1002/job.2154
  • Leadership behaviors and follower performance: Deductive and inductive
           examination of theoretical rationales and underlying mechanisms
    • Authors: Ryan K. Gottfredson; Herman Aguinis
      Abstract: There are competing theoretical rationales and mechanisms used to explain the relation between leadership behaviors (e.g., consideration, initiating structure, contingent rewards, and transformational leadership) and follower performance (e.g., task performance and organizational citizenship behaviors). We conducted two studies to critically examine and clarify the leadership behaviors–follower performance relation by pitting the various theoretical rationales and mechanisms against each other. We first engaged in deductive (Study 1) and then inductive (Study 2) theorizing and relied upon 35 meta-analyses involving 3327 primary-level studies and 930 349 observations as input for meta-analytic structural equation modeling. Results of our dual deductive–inductive approach revealed an unexpected yet surprisingly consistent explanation for why leadership behaviors affect follower performance. Specifically, leader–member exchange is a mediating mechanism that was empirically determined to be involved in the largest indirect relations between the four major leadership behaviors and follower performance. This result represents a departure from current conceptualizations and points to a common underlying mechanism that parsimoniously explains how leadership behaviors relate to follower performance. Also, results lead to a shift in terms of recommendations for what leaders should focus on to bring about improved follower performance. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-10-05T04:11:14.366116-05:
      DOI: 10.1002/job.2152
  • Boundary control and controlled boundaries: Organizational expectations
           for technology use at the work–family interface
    • Authors: Matthew M. Piszczek
      Abstract: Some studies have argued that information and communication technologies such as smartphones can pressure employees to work more from home, while others argue that they help employees manage transitions between work and family role domains. Leveraging boundary theory and the job demands–resources model, the present study examines the conditions under which work–family technology use is associated with greater boundary control. Findings show that technology use is associated with higher boundary control for those who prefer role integration and lower boundary control for those who prefer role segmentation. Findings also show that boundary control is linked to emotional exhaustion and that organizational after-hours electronic communication expectations can compel work–family technology use despite individual preferences. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-29T03:52:20.75912-05:0
      DOI: 10.1002/job.2153
  • Managers' practice of managing diversity revealed: A practice-theoretical
    • Authors: Jane O'Leary; Jörgen Sandberg
      Abstract: Despite the centrality of managing diversity effectively in contemporary organizations, existing literature gives disparate and incomplete accounts of how managers actually manage diversity in practice. The prevailing managerial literature focuses on what diversity activities should be involved in managing diversity but does not identify how managers actually undertake these activities in practice. The growing interpretive/critical literature focuses on how people's understandings define managing diversity, but is silent on how managers translate their understandings into specific diversity activities in practice. We applied a practice perspective in conjunction with phenomenography as a methodological approach to investigate how managers actually manage diversity in practice in the empirical context of professional services firms. The results show that managers' practice of managing diversity is constituted by four understandings of managing diversity that distinguish and organize diversity activities into four different and progressively more comprehensive ways of managing diversity. This practice-theoretical account transcends the existing literature's partial accounts in significant ways by offering a new and considerably broader and more precise conceptualization of managers' practice of managing diversity, including which ways of managing diversity may be more effective than others. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-21T02:48:37.582208-05:
      DOI: 10.1002/job.2132
  • Injunctive and descriptive logics during newcomer socialization: The
           impact on organizational identification, trustworthiness, and
    • Authors: Laura G. E. Smith; Nicole Gillespie, Victor J. Callan, Terrance W. Fitzsimmons, Neil Paulsen
      Abstract: Failure to adjust to a new organization has major personal, team, and organizational costs. Yet, we know little about how newcomers' pre-entry institutional assumptions influence and shape their subsequent socialization. To address this issue, we propose and test a model examining whether the discrepancy between newcomers' injunctive logics (pre-entry beliefs about what institutional practices ought to be) and their descriptive logics (actual experience of these institutional practices) influences the development of organizational identification, perceived organizational trustworthiness, and self-efficacy. We examined the impact of discrepant logics in a healthcare context by surveying new staff on their first day of employment and then again six weeks later (N = 264). We found that when there was a negative discrepancy between injunctive and descriptive logics (that is, when the prevailing logics did not match what newcomers thought they ought to be), organizational identification and perceived organizational trustworthiness decreased over time and consequently so did self-efficacy. The results highlight the important role of institutional logics in shaping socialization processes and outcomes soon after organizational entry. We conclude that histories and personal and professional moral codes provide a background against which newcomers evaluate their new institutional, social, and work context. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-13T00:30:26.405814-05:
      DOI: 10.1002/job.2131
  • Younger supervisors, older subordinates: An organizational-level study of
           age differences, emotions, and performance
    • Authors: Florian Kunze; Jochen I. Menges
      Abstract: Younger employees are often promoted into supervisory positions in which they then manage older subordinates. Do companies benefit or suffer when supervisors and subordinates have inverse age differences? In this study, we examine how average age differences between younger supervisors and older subordinates are linked to the emotions that prevail in the workforce, and to company performance. We propose that the average age differences determine how frequently older subordinates and their coworkers experience negative emotions, and that these emotion frequency levels in turn relate to company performance. The indirect relationship between age differences and performance occurs only if subordinates express their feelings toward their supervisor, but the association is neutralized if emotions are suppressed. We find consistent evidence for this theoretical model in a study of 61 companies with multiple respondents. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-04T22:15:12.376072-05:
      DOI: 10.1002/job.2129
  • Interactional justice, leader–member exchange, and employee performance:
           Examining the moderating role of justice differentiation
    • Authors: Wei He; Ryan Fehr, Kai Chi Yam, Li-Rong Long, Po Hao
      Abstract: Past research suggests that interactional justice plays a pivotal role in facilitating high-quality leader–member exchange (LMX), with downstream implications for employee performance. However, the broader context in which these effects unfold has received scarce attention. Drawing from deontic justice and social exchange theories, we suggest that interactional justice differentiation is an important contextual moderator of the link between interactional justice and LMX. Specifically, we argue that high interactional justice differentiation attenuates the link between interactional justice and LMX, in turn influencing the effects of interactional justice on employee task and creative performance. Results from two studies employing both experimental and multisource, multilevel survey designs provide convergent support for the hypothesized model. We conclude by highlighting several key theoretical and practical implications of our findings. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-01T00:45:27.865888-05:
      DOI: 10.1002/job.2133
  • Supervisor role overload and frustration as antecedents of abusive
           supervision: The moderating role of supervisor personality
    • Authors: Gabi Eissa; Scott W. Lester
      Pages: 307 - 326
      Abstract: The current research explores supervisor-level antecedents of abusive supervision in the workplace. Specifically, this study introduces affective events theory to the abusive supervision literature to suggest that supervisor role overload, a work-related event, leads to supervisor frustration. As an intense negative emotional reaction, frustration, in turn, triggers supervisors to exhibit abusive behaviors in the workplace. Supervisor personality traits—namely, neuroticism, conscientiousness, and agreeableness—are also posited to moderate these hypothesized relationships. Specifically, neuroticism is expected to moderate the relationship between role overload and frustration while conscientiousness and agreeableness are expected to moderate the relationship between frustration and abusive supervision. Ultimately, we propose and examine a moderated-mediation model. Multisource field data demonstrate general support for the hypothesized relationships. We conclude with theoretical and practical implications as well as future research avenues. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-07-15T03:05:34.498458-05:
      DOI: 10.1002/job.2123
  • Leadership, followers' mental health and job performance in organizations:
           A comprehensive meta-analysis from an occupational health perspective
    • Authors: Diego Montano; Anna Reeske, Franziska Franke, Joachim Hüffmeier
      Pages: 327 - 350
      Abstract: The present meta-analysis investigates the associations between leadership, followers' mental health, and job performance by taking into account different groups of leadership constructs including transformational leadership, relations-oriented leadership, task-oriented leadership, destructive leadership, and leader–member exchange. Six categories of mental health-related outcomes are considered representing both negative and positive mental health states of followers, namely, affective symptoms, burnout, stress, well-being, psychological functioning, and health complaints. Meta-analytic models are used to estimate the association between these categories of leadership and mental health. Our results reveal that transformational leadership, a high quality of relations-oriented and task-oriented leadership behavior, as well as a high quality of leader–follower interaction are positively associated with mental health. In contrast, destructive leadership is strongly negatively associated with mental health. In addition, the mediation effects of leadership on job performance via mental health are estimated. Results partially support the mediating role of mental health concerning the relationship between leadership and job performance. Our results emphasize the importance of leadership as an occupational health factor, and they may serve as basis for the planning and designing of occupational health policies and interventions despite existing research limitations. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-07-21T02:11:36.338295-05:
      DOI: 10.1002/job.2124
  • Exploring the activation dimension of affect in organizations: A focus on
           trait-level activation, climate-level activation, and work-related
    • Authors: Hakan Ozcelik
      Pages: 351 - 371
      Abstract: This study explores the activation dimension of affect in organizations by focusing on both individual employees and their work climate. Drawing on affect research and demands-abilities fit perspective, I have developed a model predicting that climate-level activation would deplete employees' emotional resources and trait-level action would function as an inner resource helping employees buffer themselves from their work demands. The results of a cross-level study, conducted in a sample of 257 employees and their supervisors within 40 work units across 11 organizations, supported all but one of the hypotheses. Employees whose trait-level activation was lower than the activation level of their work climate experienced higher levels of emotional exhaustion and thus were more likely to disengage from their work in forms of increased surface acting with their coworkers and psychological withdrawal, and reduced affective commitment to and intention to remain in their organization. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-08-23T02:35:56.420818-05:
      DOI: 10.1002/job.2127
  • The sound of cooperation: Musical influences on cooperative behavior
    • Authors: Kevin M. Kniffin; Jubo Yan, Brian Wansink, William D. Schulze
      Pages: 372 - 390
      Abstract: Music as an environmental aspect of professional workplaces has been closely studied with respect to consumer behavior while sparse attention has been given to its relevance for employee behavior. In this article, we focus on the influence of music upon cooperative behavior within decision-making groups. Based on results from two extended 20-round public goods experiments, we find that happy music significantly and positively influences cooperative behavior. We also find a significant positive association between mood and cooperative behavior. Consequently, while our studies provide partial support for the relevance of affect in relation to cooperation within groups, we also show an independently important function of happy music that fits with a theory of synchronous and rhythmic activity as a social lubricant. More generally, our findings indicate that music and perhaps other atmospheric variables that are designed to prime consumer behavior might have comparably important effects for employees and consequently warrant closer investigation. Copyright © 2016 The
      Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd.
      PubDate: 2016-08-09T06:02:12.412931-05:
      DOI: 10.1002/job.2128
  • The effect of change in supervisor support and job control on change in
           vigor: Differential relationships for immigrant and native employees in
    • Authors: Annekatrin Hoppe; Sharon Toker, Vivian Schachler, Matthias Ziegler
      Pages: 391 - 414
      Abstract: Building on the premises of the conservation of resources theory, the aim of this study was to investigate long-term effects of job resources on vigor among native and immigrant employees in Israel. More specifically, we investigated the effects of baseline and change in job control and supervisor support on change in vigor levels, as well as the degree to which these effects differ among educated native and immigrant employees in Israel. We surveyed 235 white-collar Eastern European and Russian immigrants and 235 white-collar native Israelis matched on occupational and demographic characteristics at two points of measurement with a 30-month time lag. Latent change score modeling revealed that among both immigrants and natives, change in job control was related to change in vigor. Multiple group analyses further revealed that among immigrant employees only, baseline levels of supervisor support were associated with change in vigor. In conclusion, these findings suggest that the utilization of resources as a means of acquiring new resources may be influenced by immigrant background. Managerial implications are discussed. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-10-10T03:15:55.704313-05:
      DOI: 10.1002/job.2151
  • Differentiating HR systems' impact: moderating effects of age on the HR
           system–work outcome association
    • Authors: Jörg Korff; Torsten Biemann, Sven C. Voelpel
      Pages: 415 - 438
      Abstract: Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual-level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth-enhancing and maintenance-enhancing bundles on affective organizational commitment and in-role behavior and (ii) moderating effects of age and maintenance-enhancing practices on work outcomes, such that increasing employee age attenuates the positive impact of HR practices. The results of a multilevel study comprising 600 employees and their direct supervisors in 64 business units provide support for the hypothesized main effects on affective commitment and the interaction between age and maintenance-enhancing practices on work outcomes. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-08-31T00:20:41.170071-05:
      DOI: 10.1002/job.2130
  • Enhancing employee creativity via individual skill development and team
    • Authors: Yuntao Dong; Kathryn M. Bartol, Zhi-Xue Zhang, Chenwei Li
      Pages: 439 - 458
      Abstract: Addressing the challenges faced by team leaders in fostering both individual and team creativity, this research developed and tested a multilevel model connecting dual-focused transformational leadership (TFL) and creativity and incorporating intervening mechanisms at the two levels. Using multilevel, multisource survey data from individual members, team leaders, and direct supervisors in high-technology firms, we found that individual-focused TFL had a positive indirect effect on individual creativity via individual skill development, whereas team-focused TFL impacted team creativity partially through its influence on team knowledge sharing. We also found that knowledge sharing constituted a cross-level contextual factor that moderated the relationship among individual-focused TFL, skill development, and individual creativity. We discuss the theoretical and practical implications of this research and offer suggestions for future research. Copyright © 2016 John Wiley & Sons, Ltd.
      PubDate: 2016-09-14T03:55:22.133594-05:
      DOI: 10.1002/job.2134
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