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  Subjects -> ENVIRONMENTAL STUDIES (Total: 772 journals)
    - ENVIRONMENTAL STUDIES (701 journals)
    - POLLUTION (22 journals)
    - TOXICOLOGY AND ENVIRONMENTAL SAFETY (39 journals)
    - WASTE MANAGEMENT (10 journals)

ENVIRONMENTAL STUDIES (701 journals)            First | 1 2 3 4     

Showing 601 - 378 of 378 Journals sorted alphabetically
Revista de Direito e Sustentabilidade     Open Access  
Revista de Gestão Ambiental e Sustentabilidade - GeAS     Open Access  
Revista de Salud Ambiental     Open Access  
Revista Direito Ambiental e Sociedade     Open Access  
Revista Eletrônica de Gestão e Tecnologias Ambientais     Open Access  
Revista Eletrônica em Gestão, Educação e Tecnologia Ambiental     Open Access  
Revista Eletrônica TECCEN     Open Access  
Revista Hábitat Sustenable     Open Access   (Followers: 1)
Revista Internacional de Ciências     Open Access   (Followers: 1)
Revista Meio Ambiente e Sustentabilidade     Open Access   (Followers: 1)
Revista Metropolitana de Sustentabilidade     Open Access  
Revista Monografias Ambientais     Open Access  
Revista Verde de Agroecologia e Desenvolvimento Sustentável     Open Access   (Followers: 2)
Ring     Open Access   (Followers: 1)
Riparian Ecology and Conservation     Open Access   (Followers: 7)
Rivista di Studi sulla Sostenibilità     Full-text available via subscription   (Followers: 1)
Russian Journal of Ecology     Hybrid Journal   (Followers: 1)
S.A.P.I.EN.S     Open Access   (Followers: 2)
Safety Science     Hybrid Journal   (Followers: 33)
San Francisco Estuary and Watershed Science     Open Access  
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: 13)
Science of The Total Environment     Hybrid Journal   (Followers: 27)
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: 8)
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: 8)
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: 5)
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: 12)
Studies in Environmental Science     Full-text available via subscription   (Followers: 5)
Sustainability     Open Access   (Followers: 21)
Sustainability in Environment     Open Access   (Followers: 2)
Sustainability of Water Quality and Ecology     Hybrid Journal   (Followers: 4)
Sustainable Cities and Society     Hybrid Journal   (Followers: 23)
Sustainable Development     Hybrid Journal   (Followers: 16)
Sustainable Development Law & Policy     Open Access   (Followers: 8)
Sustainable Development Strategy and Practise     Open Access  
Sustainable Environment Research     Open Access  
Sustainable Technologies, Systems & Policies     Open Access   (Followers: 7)
TECHNE - Journal of Technology for Architecture and Environment     Open Access   (Followers: 8)
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: 12)
Theoretical Ecology Series     Full-text available via subscription   (Followers: 1)
Toxicologic Pathology     Hybrid Journal   (Followers: 21)
Toxicological & Environmental Chemistry     Hybrid Journal   (Followers: 4)
Toxicological Sciences     Hybrid Journal   (Followers: 12)
Toxicology     Hybrid Journal   (Followers: 19)
Toxicology and Applied Pharmacology     Hybrid Journal   (Followers: 20)
Toxicology and Industrial Health     Hybrid Journal   (Followers: 7)
Toxicology in Vitro     Hybrid Journal   (Followers: 13)
Toxicology Letters     Hybrid Journal   (Followers: 13)
Toxicology Mechanisms and Methods     Hybrid Journal   (Followers: 11)
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)
Transactions on Environment and Electrical Engineering     Open Access  
Transportation Research Part D: Transport and Environment     Hybrid Journal   (Followers: 27)
Transylvanian Review of Systematical and Ecological Research     Open Access  
Trends in Ecology & Evolution     Full-text available via subscription   (Followers: 224)
Trends in Environmental Analytical Chemistry     Hybrid Journal   (Followers: 3)
Trends in Pharmacological Sciences     Full-text available via subscription   (Followers: 26)
Tropicultura     Open Access  
UD y la Geomática     Open Access  
Universidad y Ciencia     Open Access   (Followers: 1)
Urban Studies     Hybrid Journal   (Followers: 57)
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: 15)
Water, Air, & Soil Pollution     Hybrid Journal   (Followers: 23)
Water, Air, & Soil Pollution : Focus     Hybrid Journal   (Followers: 9)
Waterlines     Full-text available via subscription   (Followers: 2)
Weather and Forecasting     Full-text available via subscription   (Followers: 18)
Weather, Climate, and Society     Full-text available via subscription   (Followers: 12)
Web Ecology     Open Access   (Followers: 5)
Wetlands     Hybrid Journal   (Followers: 24)
Wilderness & Environmental Medicine     Hybrid Journal   (Followers: 4)
Wildlife Australia     Full-text available via subscription   (Followers: 2)
Wiley Interdisciplinary Reviews - Climate Change     Hybrid Journal   (Followers: 17)
Wiley Interdisciplinary Reviews : Energy and Environment     Hybrid Journal   (Followers: 6)
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: 6)
World Journal of Environmental Engineering     Open Access   (Followers: 2)
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]   [40 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]
  • Corrigendum: The psychological structure of aggression across cultures
    • Authors: Laura Severance; Lan Bui-Wrzosinska, Michele J. Gelfand, Sarah Lyons, Andrzej Nowak, Wojciech Borkowski, Nazar Soomro, Naureen Soomro, Anat Rafaeli, Dorit Efrat Treister, Chun-Chi Lin, Susumu Yamaguchi
      PubDate: 2017-12-05T01:45:25.586789-05:
      DOI: 10.1002/job.2251
       
  • Corrigendum: Thriving on challenge stressors' Exploring time pressure
           and learning demands as antecedents of thriving at work
    • Authors: Roman Prem; Sandra Ohly, Bettina Kubicek, Christian Korunka
      PubDate: 2017-12-05T01:40:28.362882-05:
      DOI: 10.1002/job.2255
       
  • Perceived mastery climate, felt trust, and knowledge sharing
    • Authors: Christina G.L. Nerstad; Rosalind Searle, Matej Černe, Anders Dysvik, Miha Škerlavaj, Ronny Scherer
      Abstract: Interpersonal trust is associated with a range of adaptive outcomes, including knowledge sharing. However, to date, our knowledge of antecedents and consequences of employees feeling trusted by supervisors in organizations remains limited. On the basis of a multisource, multiwave field study among 956 employees from 5 Norwegian organizations, we examined the predictive roles of perceived mastery climate and employee felt trust for employees' knowledge sharing. Drawing on the achievement goal theory, we develop and test a model to demonstrate that when employees perceive a mastery climate, they are more likely to feel trusted by their supervisors at both the individual and group levels. Moreover, the relationship between employees' perceptions of a mastery climate and supervisor-rated knowledge sharing is mediated by perceptions of being trusted by the supervisor. Theoretical contributions and practical implications of our findings are discussed.
      PubDate: 2017-12-01T02:55:49.782423-05:
      DOI: 10.1002/job.2241
       
  • How field office leaders drive learning and creativity in humanitarian
           aid: Exploring the role of boundary-spanning leadership for expatriate and
           local aid worker collaboration
    • Authors: Mojtaba Salem; Niels Van Quaquebeke, Maria Besiou
      Abstract: Many humanitarian aid workers receive training prior to being dispatched into the field, but they often encounter challenges that require additional learning and creativity. Consequently, aid organizations formally support collaboration among the expatriate and local workers in a field office. At best, those aid workers would not only exploit their joint knowledge but also explore novel ways of managing the challenges at hand. Yet differences between expatriate and local groups (e.g., in ethnicity, religion, education, and salary) often thwart intergroup collaboration in field offices and, by extension, any joint learning or creativity. In response to this issue, we study the role of field office leaders—specifically, how their boundary-spanning behavior may inspire collaboration between the two groups and therefore facilitate joint learning and creativity. We propose that a leader's in-group prototypicality additionally catalyzes this process—that is, a leader's behavior has more impact if s/he is seen as representing his/her group. We tested and found support for our hypothesized moderated mediation model in a field sample of 137 aid workers from 59 humanitarian organizations. Thus, our study generally highlights the pivotal role that field office leaders play for crucial outcomes in humanitarian aid operations. Furthermore, we offer concrete steps for field office leaders who want to inspire better collaboration between the expatriate and local aid workers they lead.
      PubDate: 2017-11-28T23:45:27.513322-05:
      DOI: 10.1002/job.2246
       
  • The impact of anger on creative process engagement: The role of social
           contexts
    • Authors: Carla Gomes da Costa; Qin Zhou, Aristides I. Ferreira
      Abstract: Drawing on the cognitive persistence perspective of creativity and conservation of resources theory, we investigated how 2 social contexts (perceived relationship conflict and coworker support for creativity) influence the relationship between anger and creative process engagement (CPE) in organizations. We tested our hypotheses using 422 daily surveys from 98 participants, collected over 5 consecutive workdays. The results show that anger perceived relationship conflict and coworker support for creativity interact to influence CPE. Specifically, when relationship conflict is high, the anger–CPE relationship is positive for employees who receive high coworker support for creativity, but negative for those who receive low coworker support for creativity. In contrast, when relationship conflict is low, the anger–CPE relationship is positive but does not differ at high versus low coworker support for creativity.
      PubDate: 2017-11-28T01:40:21.476932-05:
      DOI: 10.1002/job.2249
       
  • The reciprocal relationship between job insecurity and depressive
           symptoms: A latent transition analysis
    • Authors: Tinne Vander Elst; Guy Notelaers, Anders Skogstad
      Abstract: Previous studies on the relationship between job insecurity and depressive symptoms have mainly focused on the stressor-to-strain effect from job insecurity to depressive symptoms, on rather secure and healthy employees, and on rank-order relationships. This is not entirely in line with stress theories suggesting intraindividual and reciprocal relationships between high levels of stressors and strain. In reply, this study investigated whether high levels of job insecurity were related to subsequent high levels of depressive symptoms, and vice versa. Cross-lagged dual process latent Markov model analysis with 3-wave data (time lags of 2 and 3 years) from a representative sample of the Norwegian working force (N = 2,539) revealed 5 latent states of job insecurity and 6 latent states of depressive symptoms. As hypothesized, a reciprocal relationship between the “high job insecurity” state and the “depressed” state was found: Previously highly job-insecure employees were more likely to be depressed at the next measurement point (OR = 42.54), and employees labeled as depressed were more likely to experience high job insecurity later on (OR = 69.92). This study contributes to stress theory by demonstrating that stressors and strain may relate differently depending on the level of stressor and strain experienced.
      PubDate: 2017-11-28T01:30:48.56548-05:0
      DOI: 10.1002/job.2250
       
  • Why is your boss making you sick' A longitudinal investigation
           modeling time-lagged relations between abusive supervision and employee
           physical health
    • Authors: Lindie H. Liang; Samuel Hanig, Rochelle Evans, Douglas J. Brown, Huiwen Lian
      Abstract: Although an abundance of cross-sectional data have linked abusive supervision with employees' experience of health-related problems, further research accounting for the temporal dynamics of these variables is needed to establish causality. Furthermore, the process by which abusive supervision relates to subordinate health problems requires greater clarification. In a 1-year longitudinal cross-lagged investigation, we sought to test the time-lagged relationship between abusive supervision and employee physical health; additionally, we test rumination as a cognitive process that mediates this time-lagged relationship while modeling other relevant social and motivational mediators. Our results indicate that subordinate ruminative thinking about their experiences of abusive supervision mediates the time-lagged association between abusive supervision and physical health problems. These findings suggest that reducing ruminative thinking may limit the long-term impact of abusive supervision on employees' physical health.
      PubDate: 2017-11-27T01:30:48.001018-05:
      DOI: 10.1002/job.2248
       
  • Step by step: Capturing the dynamics of work team process through
           relational event sequences
    • Authors: Aaron Schecter; Andrew Pilny, Alice Leung, Marshall Scott Poole, Noshir Contractor
      Abstract: The emergence of group constructs is an unfolding process, whereby actions and interactions coalesce into collective psychological states. Implicitly, there is a connection between these states and the underlying procession of events. The manner in which interactions follow one another over time describe a group's behavior, with different temporal patterns being indicative of different team characteristics. In this study, we explicitly connect event sequences to the process of emergence. We argue that the temporal relationship between events in a sequence will vary depending on the team's psychological outcome. Further, certain patterns of behavior will be repeated at different rates in teams with varying emergent states. To support this approach, we apply a statistical methodology—relational event modeling—for analyzing sequences of interactions that builds on the foundation of social network analysis. Using a dataset comprised of 55 work teams of military personnel engaged in a tactical scenario, we found that individuals who perceived team process (regarding coordination and information sharing) as having different qualities engaged in significantly different patterns of behavior. Our findings indicate that individuals who had a positive perception of process quality were more likely to initiate communication events in a reciprocal, transitive, and decentralized fashion.
      PubDate: 2017-11-27T01:10:26.893778-05:
      DOI: 10.1002/job.2247
       
  • Need for recovery after emotional labor: Differential effects of daily
           deep and surface acting
    • Authors: Despoina Xanthopoulou; Arnold B. Bakker, Wido G.M. Oerlemans, Maria Koszucka
      Abstract: This diary study examines the psychological processes that contribute to daily recovery from emotional labor by combining emotion regulation with work-home resources theories. We hypothesized that overall perceptions of display rules relate positively to daily deep and surface acting. Daily surface acting was expected to relate positively to exhaustion and negatively to flow during work and consequently, to a higher need for recovery at the end of the workday. In contrast, daily deep acting was hypothesized to relate positively to flow and negatively to exhaustion and consequently, to a lower need for recovery at the end of the workday. In turn, need for recovery was expected to associate negatively to vigor at bedtime through reduced relaxation during leisure. Fifty Dutch and Polish employees first filled in a survey, and then a diary for five consecutive workdays, twice per day: at the end of the workday and before sleep. Multilevel path analyses largely supported these hypotheses suggesting that surface acting has unfavorable implications, whereas deep acting has favorable implications for daily well-being at work and recovery after work.
      PubDate: 2017-11-27T01:00:25.177458-05:
      DOI: 10.1002/job.2245
       
  • Workforce engagement: What it is, what drives it, and why it matters for
           organizational performance
    • Authors: Benjamin Schneider; Allison B. Yost, Andrea Kropp, Cory Kind, Holly Lam
      Abstract: Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split-sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
      PubDate: 2017-11-15T22:35:29.191044-05:
      DOI: 10.1002/job.2244
       
  • On a combined theory of pay level satisfaction
    • Authors: Yong Heng (Angus) Yao; Edwin A. Locke, Muhammad Jamal
      Abstract: For decades, research on pay level satisfaction has focused on two theories and one approach: the direct link theory, the discrepancy theory, and the no-difference-scores approach. However, there are still unsolved puzzles facing pay level satisfaction research. We develop a combined theory to consider the impact of the interaction of reported pay and pay discrepancy. With this newly developed theory, we expect that (a) both reported pay and pay discrepancy have main effects on pay level satisfaction; (b) reported pay and pay discrepancy also interact with each other, in that the effect of pay discrepancy on pay level satisfaction decreases as pay level increases; (c) equitable payment is more related to pay level dissatisfaction when pay level is low; and (d) overpayment in general is related to pay level satisfaction, not dissatisfaction. An empirical study (N = 481) using four types of comparison standards was conducted, and the results supported our predictions. The findings of our study have important implications for both academic research and management practice.
      PubDate: 2017-11-03T03:15:30.104537-05:
      DOI: 10.1002/job.2243
       
  • Feeling interrupted—Being responsive: How online messages relate to
           affect at work
    • Authors: Sabine Sonnentag; Leonard Reinecke, Jutta Mata, Peter Vorderer
      Abstract: Being constantly connected to others via e-mail and other online messages is increasingly typical for many employees. In this paper, we develop and test a model that specifies how interruptions by online messages relate to negative and positive affect. We hypothesize that perceived interruptions by online messages predict state negative affect via time pressure and that perceived interruptions predict state positive affect via responsiveness to these online messages and perceived task accomplishment. A daily survey study with 174 employees (a total of 811 day-level observations) provided support for our hypotheses at the between-person and within-person level. In addition, perceived interruptions showed a negative direct association with perceived task accomplishment. Our study highlights the importance of being responsive to online messages and shows that addressing only the negative effects of perceived interruptions does not suffice to understand the full impact of interruptions by online messages in modern jobs.
      PubDate: 2017-10-09T20:41:06.054153-05:
      DOI: 10.1002/job.2239
       
  • The role of self-regulation in the relationship between abusive
           supervision and job tension
    • Authors: Charn P. McAllister; Jeremy D. Mackey, Pamela L. Perrewé
      Abstract: Trait and state self-regulation both have critical influences on workplace behavior, but their influences are thought to operate quite differently. We draw from social exchange and ego depletion theories to investigate the relationship between trait and state self-regulation, as well as how they differentially affect the relationship between subordinates' perceptions of abusive supervision and job tension. Specifically, we examine (a) how the interaction between abusive supervision and trait self-regulation affects job tension and (b) how state self-regulation mediates the relationship between abusive supervision and job tension. Using 3 studies that include an experiment (n = 81) and 2 field studies with cross-sectional (n = 157) and time-separated (n = 109) data, we demonstrate that the interaction between abusive supervision and trait self-regulation increases experienced job tension for subordinates who report higher levels of abusive supervision and trait self-regulation than others. Also, we provide evidence that abusive supervision is indirectly associated with job tension through state self-regulation. This study's findings have important implications for abusive supervision and self-regulation research, as well as social exchange and ego depletion theories, because we extend our understanding of how trait and state self-regulation affect cognitive responses associated with abusive supervision.
      PubDate: 2017-10-06T01:20:30.063709-05:
      DOI: 10.1002/job.2240
       
  • Personality-based selection of entrepreneurial borrowers to reduce credit
           risk: Two studies on prediction models in low- and high-stakes settings in
           developing countries
    • Authors: Thorsten Johannes Dlugosch; Bailey Klinger, Michael Frese, Ute-Christine Klehe
      Abstract: Small business growth is critical for economic development and poverty reduction in emerging markets, yet there remains an over $2 trillion gap in financing these entrepreneurs. This study explores the potential of personality assessments to help lenders solve this problem and lend to more entrepreneurs and contributes to psychological selection research by examining the effect of high versus low stakes on response distortions and predictive validity in a new area—entrepreneurship with a new dependent variable—paying back credit. Results of Study 1 show that personality assessments are indeed related to credit risk, but response patterns depend significantly on whether or not the assessment is taken as a mandatory part of the credit application (high stakes) or as an optional research survey after the credit has already been provided (low stakes), and predictive relationships do not generalize between these situations. In Study 2, the distributions of personality dimensions relevant for entrepreneurs applying for a credit—conscientiousness, extraversion, and integrity—are shown to be different for applicants when in high- versus low-stakes settings. These findings convey several implications for the research on and practice of lending to entrepreneurs in emerging markets and offer new directions for future research.
      PubDate: 2017-09-28T04:50:41.029997-05:
      DOI: 10.1002/job.2236
       
  • Emotional intelligence and individual differences in affective processes
           underlying task-contingent conscientiousness
    • Authors: Amirali Minbashian; Nadin Beckmann, Robert E. Wood
      Abstract: Organisational researchers have recently begun to focus on the more dynamic aspects of personality in the workplace. The present study examines individual differences in the affective processes that underlie one such dynamic construct, task-contingent conscientiousness. Using experience sampling data collected over 3 weeks from 201 managers, we show (a) that individuals differ substantially from each other in the paths that connect task demand, positive and negative affect, and conscientious behaviour; (b) that these individual differences cohere to define person types or classes that represent meaningful differences in the extent to which task-contingent conscientiousness is mediated affectively; and (c) that emotional intelligence increases the likelihood of membership in classes that are characterised by affectively mediated effects. Theoretical implications of the findings are discussed with reference to the cognitive-affective personality system model, research on the consequences of affect in the workplace, and the literature on emotional intelligence. Practical applications are suggested for managers who wish to use personality assessment for developmental purposes, especially in relation to facilitating behavioural change.
      PubDate: 2017-09-18T02:50:21.88002-05:0
      DOI: 10.1002/job.2233
       
  • When can culturally diverse teams be more creative' The role of
           leaders' benevolent paternalism
    • Authors: Lin Lu; Fuli Li, Kwok Leung, Krishna Savani, Michael W. Morris
      Abstract: The current research examines the conditions under which cross-cultural teams can realize their creative potential—a consequence of their cultural diversity. We propose that in more culturally diverse teams, team members are less open when communicating with each other, which impairs the team's ability to elaborate on the information contributed by different members, ultimately limiting team creativity. We further theorize that leaders' benevolent paternalism, a leadership style that is particularly prevalent in East Asian contexts, can reduce the negative consequence of intercultural diversity on intercultural communication openness. On the basis of multiwave, multisource data from 48 culturally diverse teams in China, we found that perceived intercultural diversity is negatively related to intercultural communication openness, which, in turn, is positively related to information elaboration, and ultimately, team creativity. Leader benevolent paternalism attenuates the negative relationship between intercultural diversity and intercultural communication openness. These findings enrich the literature on intercultural diversity by calling attention to communication-related obstacles.
      PubDate: 2017-09-15T01:25:58.890726-05:
      DOI: 10.1002/job.2238
       
  • Why seeking feedback from diverse sources may not be sufficient for
           stimulating creativity: The role of performance dynamism and creative time
           pressure
    • Authors: Roy B. L. Sijbom; Frederik Anseel, Michiel Crommelinck, Alain De Beuckelaer, Katleen E. M. De Stobbeleir
      Abstract: We explore how the impact of seeking feedback from different sources (i.e., feedback source variety) on employee creativity is shaped by perceptions of the work environment. Specifically, we argue that two contextual factors, namely, performance dynamism (Study 1) and creative time pressure (Study 2), moderate the relationship between feedback source variety and creativity such that under conditions of high performance dynamism and low creative time pressure, individuals benefit from diverse feedback information. In Study 1 (N = 1,031), the results showed that under conditions of high performance dynamism, the relationship between feedback source variety and self-reported creativity was nonlinear, with employee creativity exponentially increasing as a function of feedback source variety. Similarly, in Study 2 (N = 181), we found that under conditions of low creative time pressure, the relationship between feedback source variety and employee creativity was nonlinear, with supervisor-rated creative performance exponentially increasing at higher levels of feedback source variety. Such results highlight that the relationship between feedback source variety and creative performance is affected by the perceptions of the work environment in which feedback is sought.
      PubDate: 2017-09-14T02:07:54.367689-05:
      DOI: 10.1002/job.2235
       
  • A meta-analysis of the antecedents of work–family enrichment
    • Authors: Laurent M. Lapierre; Yanhong Li, Ho Kwong Kwan, Jeffrey H. Greenhaus, Marco S. DiRenzo, Ping Shao
      Abstract: This study meta-analytically examined theoretically derived antecedents of both directions of work–family enrichment (sometimes labeled facilitation or positive spillover), namely, work–family enrichment and family–work enrichment. Contextual and personal characteristics specific to each domain were examined. Resource-providing (e.g., social support and work autonomy) and resource-depleting (e.g., role overload) contextual characteristics were considered. Domain-specific personal characteristics included the individuals' psychological involvement in each domain, the centrality of each domain, and work engagement. Results based on 767 correlations from 171 independent studies published between 1990 and 2016 indicate that several contextual and personal characteristics have significant relationships with enrichment. Although those associated with work tend to have stronger relationships with work–family enrichment and those associated with family tend to have stronger relationships with family–work enrichment, several antecedent variables have significant relationships with both directions of enrichment. Resource-providing contextual characteristics tend to have stronger relationships with enrichment than do resource-depleting characteristics. There was very little evidence of gender being a moderator of relationships between contextual characteristics and enrichment. Lastly, meta-analytic structural equation modeling provided evidence that a theoretical path model wherein work engagement mediates between several contextual characteristics and enrichment is largely generalizable across populations.
      PubDate: 2017-09-13T00:35:37.236129-05:
      DOI: 10.1002/job.2234
       
  • Antecedents of organizational and community embeddedness: The roles of
           support, psychological safety, and need to belong
    • Authors: Barjinder Singh; Margaret A. Shaffer, T.T. Selvarajan
      Abstract: Defining embeddedness as a psychological construct that influences individuals to stay, we draw on conservation of resources theory to develop and test a model of the influence of contextual social support resources on both organizational and community forms of embeddedness. In addition to the direct relationship between support and embeddedness, we also assess the mediating influence of organizational and community psychological safety and the moderating impact of need to belong. Using a multisource sample of employees and coworkers (N = 165), we found support for most of the hypotheses. Social support resources emanating from the organization and the community were positively associated with embeddedness in each domain, and psychological safety mediated these relationships. We also found that need to belong was an important boundary condition in the determination of organizational embeddedness. We discuss the theoretical contributions and practical implications of our findings.
      PubDate: 2017-09-13T00:20:32.403648-05:
      DOI: 10.1002/job.2223
       
  • Sleeping with a broken promise: The moderating role of generativity
           concerns in the relationship between psychological contract breach and
           insomnia among older workers
    • Authors: Patrick Raymund James M. Garcia; Prashant Bordia, Simon Lloyd D. Restubog, Valerie Caines
      Abstract: This paper examines the relationship between psychological contract breach and insomnia among older workers (aged 40 years and up). Drawing upon the conservation of resources theory, we conceptualize breach as a stressful event characterized by a perceived threat, failure to gain, or actual loss of valued resources, which increases psychological distress and insomnia. Moreover, we hypothesized that older workers' generativity concerns would act as a personal resource that would buffer the negative impact of breach. We tested our proposed model in 2 studies (Study 1 = 123; Study 2 = 168) of employee–spouse dyads. Results revealed that psychological distress mediated the relationship between psychological contract breach and insomnia. These mediated relationships were significant for those with low, but not for those with high levels of generativity concerns. These effects remained significant even after controlling for perceived organizational support (i.e., a social exchange mechanism). Theoretical and practical implications are discussed.
      PubDate: 2017-08-25T00:25:33.243587-05:
      DOI: 10.1002/job.2222
       
  • Empowering leadership: A meta-analytic examination of incremental
           contribution, mediation, and moderation
    • Authors: Allan Lee; Sara Willis, Amy Wei Tian
      Abstract: The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta-analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research.
      PubDate: 2017-08-18T00:30:41.818596-05:
      DOI: 10.1002/job.2220
       
  • Who gets the benefit of the doubt' The impact of causal reasoning
           depth on how violations of gender stereotypes are evaluated
    • Authors: Steffen Keck; Linda Babcock
      Abstract: A large body of research demonstrates that women encounter severe penalties for violating gender stereotypes. In this paper, we explore the conditions under which the reverse is true—when being subject to a stereotype can actually benefit a woman compared to a man who is not subject to the same stereotype. In particular, we suggest that in situations of causal ambiguity—uncertainty about the reasons that a behavior occurred—differences in how men and women are evaluated will be moderated by the extent to which observers engage in a low or a high level of deliberative causal reasoning. In 3 experimental studies, participants were asked to make judgments about an employee who violated a female gender stereotype by failing to provide help to a coworker when asked to do so, but the reasons for this behavior were unclear. When participants were prompted to engage in deliberative causal reasoning, women were evaluated more positively than men, but not in the absence of such a prompt. Moreover, when participants did engage in deliberative causal reasoning, the more positive evaluations of women compared to men were driven by participants' beliefs that women's behavior was due more to situational constraints than the same behavior by men.
      PubDate: 2017-08-17T05:25:29.26497-05:0
      DOI: 10.1002/job.2218
       
  • Recovery from work-related effort: A meta-analysis
    • Authors: Andrew A. Bennett; Arnold B. Bakker, James G. Field
      Abstract: This meta-analytic study examines the antecedents and outcomes of four recovery experiences: psychological detachment, relaxation, mastery, and control. Using 299 effect sizes from 54 independent samples (N = 26,592), we extend theory by integrating recovery experiences into the challenge–hindrance framework, creating a more comprehensive understanding of how both after-work recovery and work characteristics collectively relate to well-being. The results of meta-analytic path estimates indicate that challenge demands have stronger negative relationships with psychological detachment, relaxation, and control recovery experiences than hindrance demands, and job resources have positive relationships with relaxation, mastery, and control recovery experiences. Psychological detachment after work has a stronger negative relationship with fatigue than relaxation or control experiences, whereas control experiences after work have a stronger positive relationship with vigor than detachment or relaxation experiences. Additionally, a temporally driven model with recovery experiences as a partial mediator explains up to 62% more variance in outcomes (ΔR2 = .12) beyond work characteristics models, implying that both work characteristics and after-work recovery play an important role in determining employee well-being.
      PubDate: 2017-08-11T03:16:03.692943-05:
      DOI: 10.1002/job.2217
       
  • Innovative work behavior and sex-based stereotypes: Examining sex
           differences in perceptions and evaluations of innovative work behavior
    • Authors: Aleksandra Luksyte; Kerrie L. Unsworth, Derek R. Avery
      Abstract: Building on role congruity theory, we predict that innovative work behaviors are stereotypically ascribed to men more than to women. Because of this bias, women who innovate may not receive better performance evaluations than those who do not innovate, whereas engaging in innovative work behaviors is beneficial for men. These predictions were supported across 3 complementary field and experimental studies. The results of an experiment (Study 1; N = 407) revealed that innovative work behaviors are stereotypically associated with men more than women. In Studies 2 and 3, using multisource employee evaluation data (N = 153) and by experimentally manipulating innovative work behaviors (N = 232), respectively, we found that favorable performance evaluations were associated with innovative work behaviors for men but not for women. These studies highlight a previously unidentified form of sex bias and are particularly important for those wishing to increase innovative behaviors in the workplace: We need to address this phenomenon of “think innovation-think male.”
      PubDate: 2017-08-10T02:05:25.997366-05:
      DOI: 10.1002/job.2219
       
  • Inspired to perform: A multilevel investigation of antecedents and
           consequences of thriving at work
    • Authors: Fred O. Walumbwa; Michael K. Muchiri, Everlyne Misati, Cindy Wu, Meiliani Meiliani
      Abstract: Emerging research evidence across multiple industries suggests that thriving at work is critically important for creating sustainable organizational performance. However, we possess little understanding of how factors across different organizational levels stimulate thriving at work. To address this gap, the current study proposes a multilevel model that simultaneously examines contextual and individual factors that facilitate thriving at work and how thriving relates to positive health and overall unit performance. Analysis of data collected from 275 employees, at multiple time periods, and their immediate supervisors, representing 94 work units, revealed that servant leadership and core self-evaluations are 2 important contextual and individual factors that significantly relate to thriving at work. The results further indicated that thriving positively relates to positive health at the individual level, with this relationship partially mediated by affective commitment. Our results also showed that collective thriving at work positively relates to collective affective commitment, which in turn, positively relates to overall unit performance. Taken together, these findings suggest that work context and individual characteristics play significant roles in facilitating thriving at work and that thriving is an important means by which managers and their organizations can improve employees' positive health and unit performance.
      PubDate: 2017-08-04T05:46:19.149817-05:
      DOI: 10.1002/job.2216
       
  • The impact of preventive coping on business travelers' work and private
           life
    • Authors: Cornelia Niessen; Teresa Müller, Sabine Hommelhoff, Mina Westman
      Abstract: Frequent business travel can be a burden for travelers' work and private life. We tested whether preventive coping (the proactive accumulation of resources in advance of potential stressors) makes such trips beneficial despite their potential to be stressful. In a longitudinal three-wave study, we investigated whether frequent travel relates to an increase or decrease in work–life balance, emotional exhaustion, work engagement, and relationship satisfaction depending on preventive coping. Findings from a sample of 133 frequent business travelers revealed significant indirect effects for emotional exhaustion, work engagement, and relationship satisfaction through work–life balance. Among employees who engaged less in preventive coping, a higher number of business trips was related to a decrease in work–life balance, which, in turn, was related to more emotional exhaustion, less work engagement, and lower relationship satisfaction. Among those who reported higher preventive coping, we found opposing indirect effects: Frequent travel was related to an increase in work–life balance and, in turn, to less emotional exhaustion, more work engagement, and higher relationship satisfaction. These findings advance our knowledge in the field of business travel, future-oriented coping, and work–life balance. They highlight that travelers and their organizations should resort to preventive coping to make frequent travel more beneficial.
      PubDate: 2017-08-02T01:00:31.692293-05:
      DOI: 10.1002/job.2215
       
  • Stayers versus movers: Social capital and early career imprinting among
           young professionals
    • Authors: Stanislav D. Dobrev; Jennifer Merluzzi
      Abstract: We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”
      PubDate: 2017-07-14T05:51:02.742905-05:
      DOI: 10.1002/job.2210
       
  • Work as good-minded undertakings and effortless assignments: Chinese
           meaning of working for hospitality workers and its motivational
           implications
    • Authors: Ryan Shuwei Hsu; James O. Stanworth
      Abstract: Meaning of working (MOW) or the understanding of the purpose of working is a cornerstone in organizational behavior. This study answers the call to explain the MOW in Eastern contexts characterized by interdependent identities. We collect our data from hospitality workers in Taiwan, where Chinese Confucian and Taoist cultural precepts are strong. Our findings reveal that our informants use 25 typical vocabularies of motive in establishing and maintaining five salient identities that gain significance through two Chinese work meanings (i.e., good-minded undertakings and effortless assignments). These meanings demonstrate the theoretical contributions of our findings to the MOW literature. We also explore the interplay between our emic findings (grounded in Taoism and Confucianism Chinese cultures) with etic motivation theory to advance understanding of prevention and promotion foci.
      PubDate: 2017-07-10T02:30:22.387194-05:
      DOI: 10.1002/job.2209
       
  • Two roads to effectiveness: CEO feedback seeking, vision articulation, and
           firm performance
    • Authors: Susan J. Ashford; Ned Wellman, Mary Sully de Luque, Katleen E.M. De Stobbeleir, Melody Wollan
      Abstract: Humble leadership is attracting increased scholarly attention, but little is known about its effects when used in conjunction with less humble leadership behaviors that rely on a perception of the leader as confident and charismatic. This study contrasts the effects on top management team (TMT) potency and organizational performance of a more humble (feedback seeking) and a less humble (vision) CEO leader behavior. We hypothesize that CEO feedback seeking increases TMT potency and firm performance by communicating to TMT members that the organization values their input and encouraging their own feedback seeking, whereas CEO vision articulation influences these outcomes by fostering greater clarity about the firm's direction, and an enhanced ability to coordinate efforts within the TMT. CEOs who have not developed a vision can achieve a similar positive impact on TMT potency and firm performance by seeking feedback. In a sample of CEOs and TMT members from 65 firms, both CEO feedback seeking and vision articulation exhibit positive direct relationships with firm performance. However, only feedback seeking displays an indirect effect on performance via TMT potency. Finally, CEO feedback seeking has its strongest effects on firm performance and TMT potency for CEOs who are not seen as having a vision.
      PubDate: 2017-07-10T02:21:39.329213-05:
      DOI: 10.1002/job.2211
       
  • Trust in work teams: An integrative review, multilevel model, and future
           directions
    • Authors: Ana Cristina Costa; C. Ashley Fulmer, Neil R. Anderson
      Abstract: This article presents an integrative review of the rapidly growing body of research on trust in work teams. We start by analyzing prominent definitions of trust and their theoretical foundations, followed by different conceptualizations of trust in teams emphasizing its multilevel, dynamic, and emergent nature. We then review the empirical research and its underlying theoretical perspectives concerning the emergence and development of trust in teams. On the basis of this review, we propose an integrated conceptual framework that organizes the field and can advance knowledge of the multilevel nature of trust in teams. Our conclusion is that trust in teams resides at multiple levels of analysis simultaneously, is subject to factors across levels in organizations, and impacts performance and other relevant outcomes both at the individual and team levels. We argue that research should not only differentiate between interpersonal trust between members from collective trust at the team level but also emphasize the interplay within and between these levels by considering cross-level influences and dynamics. We conclude by proposing 4 major directions for future research and 3 critical methodological recommendations for study designs derived from our review and framework.
      PubDate: 2017-07-07T00:00:30.925768-05:
      DOI: 10.1002/job.2213
       
  • What matters for work engagement' A diary study on resources and the
           benefits of selective optimization with compensation for state work
           engagement
    • Authors: Laura Venz; Alexander Pundt, Sabine Sonnentag
      Abstract: This diary study addresses the benefits of employees' daily use of selective optimization with compensation (SOC) for state work engagement. We hypothesized that day-level SOC not only directly fosters work engagement but that SOC also reveals its beneficial effects for work engagement in interaction with both external and internal resources. Specifically, we proposed SOC substitutes for job control, role clarity, and state of being recovered, thus helping employees manage low daily levels of these resources. We tested our hypotheses with a sample of 138 employees who completed two daily surveys over a total of 545 workdays. Results of multilevel analyses revealed that SOC benefits work engagement in both proposed ways. First, day-level SOC was positively related to state work engagement. Additionally, day-level role clarity and state of being recovered predicted state work engagement, but day-level job control did not. Second, SOC benefitted state work engagement by offsetting low levels of role clarity and being recovered, and by boosting job control in their respective relationships with work engagement. The results suggest that by using SOC at work, employees can actively enhance their own work engagement on a given workday. This knowledge provides promising starting points for the development of interventions.
      PubDate: 2017-06-28T00:07:42.619151-05:
      DOI: 10.1002/job.2207
       
  • Does homesickness undermine the potential of job resources' A
           perspective from the work–home resources model
    • Authors: Danyang Du; Daantje Derks, Arnold B. Bakker, Chang-qin Lu
      Abstract: Rapid economic development in recent decades has resulted in a considerable increase in the number of people working far away from their home locations. Homesickness is a common reaction to the separation from home. Our research uses the work–home resources model to explain how the experience of homesickness can undermine the positive effect of job resources on job performance (i.e., task performance and safety behavior). In addition, we hypothesize that emotional stability and openness are key resources that can buffer the negative interference of homesickness with the job resources–performance relationship. We conducted two studies to test our hypotheses. Study 1 was a two-wave longitudinal study using a migrant manufacturing worker sample. In this study, homesickness was measured at the between-person level, and performance was measured three months later. Study 2 was a daily diary study conducted in a military trainee sample. In this study, homesickness was measured at the within-person level to capture its fluctuations over 20 days, and daily job performance was assessed using supervisor ratings. Both studies showed evidence of the hypothesized moderating effect of homesickness and three-way interaction effects of job resources, homesickness, and key resources (i.e., emotional stability and openness) on task performance and safety behavior.
      PubDate: 2017-06-27T23:45:32.919464-05:
      DOI: 10.1002/job.2212
       
  • Making sense of organizational change: Is hindsight really 20/20'
    • Authors: Laura Gover; Linda Duxbury
      Abstract: This qualitative study explores the conceptual links between 2 different approaches to managerial cognition, sensemaking and cognitive bias, in the context of organizational change. A longitudinal case study utilizing both real-time assessments and retrospective sensemaking data from interviews with 26 hospital employees at 3 points in time was undertaken. Patterns related to individuals' retrospective accounts and real-time assessments were identified and used to construct 4 prototypical narratives. Data analysis revealed that organizational change was not a markedly negative experience for most informants, which is contrary to the prevailing theme in the literature. This and other findings are discussed in terms of sensemaking and cognitive bias. This study makes 2 contributions to our understanding of how individual's experience and make sense of organizational change over time as (a) little is known about how the process of change unfolds over time at the individual level and (b) extant research has not investigated the extent to which individuals' retrospective sensemaking about organizational change reflects or diverges from their real-time assessments over the course of the change. More broadly, the study provides insights and focused advice for management researchers regarding the use of retrospective data to understand individuals' perceptions of situations that have already occurred.
      PubDate: 2017-06-27T23:40:48.510536-05:
      DOI: 10.1002/job.2208
       
  • Leader–member exchange (LMX) differentiation and work outcomes:
           Conceptual clarification and critical review
    • Authors: Robin Martin; Geoff Thomas, Alison Legood, Silvia Dello Russo
      Abstract: According to leader–member exchange (LMX) theory, leaders develop different quality relationships with followers in their team (termed LMX differentiation). An important theoretical question concerns how different LMX relationships within a team affect followers' work outcomes. This paper provides a critical review of the concept of LMX differentiation. We propose that the LMX differentiation process leads to patterns of LMX relationships that can be captured by 3 properties (central tendency, variation, and relative position). We describe a taxonomy illustrating the different ways these properties have been conceptualized and measured. We identify 2 approaches to LMX differentiation as being a “perspective of the team” (that are shared perceptions amongst team members) or a “perspective of the follower” (subjective perceptions unique to each follower). These perspectives lead to different types of measures that predict different outcomes at the individual and team levels. We describe theoretical models employed to explain the effects of LMX differentiation (justice, social comparison, and social identity theories). Generally, the lower the within-team variation in LMX or the more a team member's LMX is higher than the mean team LMX, the better are the work outcomes, but many moderators condition these effects. Finally, we identify some key areas for future research.
      PubDate: 2017-06-27T04:47:39.169703-05:
      DOI: 10.1002/job.2202
       
  • Antecedents and consequences of satisfaction with work–family balance: A
           moderating role of perceived insider status
    • Authors: Jaepil Choi; Andrea Kim, Kyongji Han, Seongmin Ryu, Jong Gyu Park, Bora Kwon
      Abstract: This study developed a moderated mediation model to investigate how family-supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor-directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance mediated the linkages from family-supportive supervision to affective organizational commitment and supervisor-directed organizational citizenship behavior, and the linkage from family-supportive paid leave to affective organizational commitment. Results further showed that the entire mediational process for family-supportive supervision was more pronounced for those who perceived themselves to be an insider of their organizations, while the same pattern was not found for the meditational process related to family-supportive paid leave. Our findings provide theoretical implications for work–family balance research and offer practical suggestions to make employees satisfied with work–family balance.
      PubDate: 2017-06-22T04:30:26.689985-05:
      DOI: 10.1002/job.2205
       
  • Self-protective reactions to peer abusive supervision: The moderating role
           
    • Authors: Ping Shao; Andrew Li, Mary Mawritz
      Abstract: Across 3 studies, we apply a self-protection perspective of observed mistreatment to examine a moderated mediation model on “when” and “why” third parties are motivated by peer abusive supervision. We hypothesize that prevention-focused third parties will increase their performance effort as a response to peer abusive supervision, and this effect is mediated by performance instrumentality. In a field study of working adults (Study 1) and an experimental study that manipulated peer abusive supervision (Study 2), we found that peer abusive supervision interacted with third parties' prevention focus to predict their performance effort such that peer abuse was positively related to third parties' performance effort only for those high on prevention focus. Results were replicated in a second field study of working adults (Study 3). Further, we found support for the mediating effect of performance instrumentality. The theoretical and practical implications of our results are discussed.
      PubDate: 2017-06-19T05:20:54.701315-05:
      DOI: 10.1002/job.2206
       
  • Attachment theory at work: A review and directions for future research
    • Authors: Jeffrey Yip; Kyle Ehrhardt, Hunter Black, Dayna O. Walker
      Abstract: The influence of attachment theory on organizational scholarship is growing, with more articles published on the subject in the past 5 years than the preceding 25 years combined. Prior research and reviews have primarily focused on attachment styles and their relationship with organizational outcomes. However, in the past 5 years, organizational scholars have begun exploring new directions in attachment research such as situational influences on attachment states, attachment as a moderating variable, and attachment as a dynamic process in various forms of work relationships. These advances offer new directions for organizational behavior research, notably through the lens of the attachment behavioral system—an innate psychological system that accounts for why and how people seek support from others. In this paper, we provide an overarching framework for understanding attachment dynamics in organizations and review key findings from attachment theory research on dyadic relationships, group dynamics, and the employee–organization relationship. We further discuss promising areas for future organizational research on attachment, as well as methodological developments in the priming of attachment states.
      PubDate: 2017-06-08T05:15:26.874652-05:
      DOI: 10.1002/job.2204
       
  • Building personal resources through interventions: An integrative review
    • Authors: Elisabeth Gilbert; Trevor Foulk, Joyce Bono
      Abstract: In recent years, a variety of disparate literatures have emerged to test interventions intended to increase individuals' psychological, cognitive, and physiological resources. Although many of these interventions were originally designed for individual or clinical use, a growing number of commentators have called for their adoption in organizations. But controversy remains about their efficacy in the workplace. We review the research literature on 6 interventions that have been used to build volatile personal resources: malleable, individual-level constructs that are vital for withstanding work stress and proximal to work outcomes. In so doing, we evaluate the generalizability of these interventions to organizational settings, along with their potential benefits and costs. Our findings highlight new opportunities for both research and practice.
      PubDate: 2017-05-15T05:06:27.869791-05:
      DOI: 10.1002/job.2198
       
  • 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
       
  • 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
       
  • 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
       
  • Issue Information Page
    • Pages: 1295 - 1296
      Abstract: No abstract is available for this article.
      PubDate: 2017-11-16T22:51:20.493483-05:
      DOI: 10.1002/job.2190
       
  • Sustainability and organizational behavior: A micro-foundational
           perspective
    • Authors: Sir Cary L. Cooper; Peter Stokes, Yipeng Liu, Shlomo Y. Tarba
      Pages: 1297 - 1301
      Abstract: Organizational behavior is a well-established academic field comprising a comprehensive and wide range of extant literature. In contrast, sustainability and micro-foundational literature constitute significant but nevertheless more relatively recent emergent bodies of work with each having developed particular predilections in the manner in which they are cast and discussed. There is scope, therefore, to bring to bear a range of organizational behavioral insights in conjunction with these areas thereby creating a fusion that surfaces the drivers and antecedents that operate and play out in the dynamic between these domains. The mechanism employed to do this is through the development of a special issue of papers, drawing on a range of methodological approaches and sectorial perspectives. This is important and has the aim of generating fresh insights and challenging conventional ways of viewing the behavioral dimensions of sustainability and especially through a micro-foundational lens. The analyses in special issue underline and demonstrate the value of engaging a range of national contexts, sectorial settings, and historical and contemporaneous perspectives that shed novel light on the confluences of sustainability, organizational behavior, and micro-foundations. Special issue also suggests future directions that subsequent research may take in these arenas.
      PubDate: 2017-11-16T22:51:18.827887-05:
      DOI: 10.1002/job.2242
       
  • Taoist leadership and employee green behaviour: A cultural and
           philosophical microfoundation of sustainability
    • Authors: Yijun Xing; Mark Starik
      Pages: 1302 - 1319
      Abstract: Existing research shows that leadership behaviours can influence the proenvironment beliefs of employees and their green behaviours. However, the mechanisms that nurture the proenvironment attitudes of employees remain unclear. By juxtaposing Taoist philosophy and Aldo Leopold's land ethic, this paper explores how the former can theoretically advance the latter from a cultural and philosophical microfoundational perspective. Taoism, which treats human beings and the natural environment as components of an integral oneness, has important implications for both Taoist leadership behaviours and the management of sustainability. We posit that the attributions of Taoist leadership—rejection of domination, reverse thinking, and selflessness—can nurture employee proenvironment attitudes. Using the narratives of Chinese leaders and employees, our research empirically shows that the proenvironment attitudes and green behaviours of employees can be nurtured through Taoist leadership. Our paper contributes the field of sustainability management by suggesting Taoism as a cultural and philosophical microfoundation for sustainability.
      PubDate: 2017-08-25T00:45:30.240925-05:
      DOI: 10.1002/job.2221
       
  • MNE microfoundations and routines for building a legitimate and
           sustainable position in emerging markets
    • Authors: Ulf Elg; Pervez N. Ghauri, John Child, Simon Collinson
      Pages: 1320 - 1337
      Abstract: A number of studies have analysed how multinational enterprises (MNEs) develop appropriate strategies for managing the institutionally different contexts of various markets. However, we still know rather little about how MNEs manage different institutional pressures when they operate in emerging markets. These markets have a higher level of uncertainty as their values and structures undergo change. This paper investigates the microfoundations and routines that can be part of developing a firm's capability to achieve a legitimate and environmentally sustainable position in emerging markets. We focus upon the microfoundations and routines for managing regulative, normative, and cultural–cognitive pressures. The paper utilizes an extensive qualitative case study approach. It reports a study at corporate and subsidiary levels of 3 Swedish MNEs in the in 4 markets: Brazil, Russia, India and China. The study identifies a set of routines for managing each of the 3 institutional forces and supporting microfoundations at individual, interactive, and structural levels. We are thus able to offer new insights on how the institutional context interacts with MNE strategies and identify more generic routines and microfoundations behind the capability for developing a sustainable market position.
      PubDate: 2017-07-31T04:16:30.187593-05:
      DOI: 10.1002/job.2214
       
  • The microlevel actions undertaken by owner-managers in improving the
           sustainability practices of cultural and creative small and medium
           enterprises: A United Kingdom–Italy comparison
    • Authors: Manlio Del Giudice; Zaheer Khan, Muthu De Silva, Veronica Scuotto, Francesco Caputo, Elias Carayannis
      Pages: 1396 - 1414
      Abstract: This article discusses microlevel actions undertaken by owner-managers, and how such actions affect stakeholders in enhancing the sustainability of small and medium enterprises (SMEs), the knowledge on which is lacking in the extant literature. The paper, by adopting an inductive analytical approach, draws key insights from the literature on microfoundations and sustainability and evidence from representatives of 5 Cultural and Creative Industry SMEs in Italy and of 5 in the United Kingdom. The findings suggest that owner-managers play a crucial role when engaging in sustainability activities jointly with employees and other stakeholders, through which individual-level actions enhance collective organizational-level sustainability practices. The U.K. and Italian cases highlight 2 contrasting approaches to dealing with sustainability; thus, the paper contributes to the emerging literature on SME microfoundations and sustainability.
      PubDate: 2017-10-05T05:10:27.046325-05:
      DOI: 10.1002/job.2237
       
 
 
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