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  Subjects -> ENVIRONMENTAL STUDIES (Total: 786 journals)
    - ENVIRONMENTAL STUDIES (715 journals)
    - POLLUTION (22 journals)
    - TOXICOLOGY AND ENVIRONMENTAL SAFETY (39 journals)
    - WASTE MANAGEMENT (10 journals)

ENVIRONMENTAL STUDIES (715 journals)            First | 1 2 3 4     

Showing 601 - 378 of 378 Journals sorted alphabetically
Revista AIDIS de Ingeniería y Ciencias Ambientales. Investigación, desarrollo y práctica     Open Access  
Revista Ambivalências     Open Access  
Revista Brasileira de Engenharia Agrícola e Ambiental     Open Access   (Followers: 1)
Revista Capital Científico     Open Access  
Revista Chapingo. Serie Ciencias Forestales y del Ambiente     Open Access  
Revista de Ciências Ambientais     Open Access  
Revista de Ciencias Ambientales     Open Access  
Revista de Direito Ambiental e Socioambientalismo     Open Access  
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 Geama     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 Mundi Meio Ambiente e Agrárias     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: 2)
RUDN Journal of Ecology and Life Safety     Open Access  
Russian Journal of Ecology     Hybrid Journal   (Followers: 1)
S.A.P.I.EN.S     Open Access   (Followers: 2)
Safety Science     Hybrid Journal   (Followers: 35)
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: 14)
Science of The Total Environment     Hybrid Journal   (Followers: 28)
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: 5)
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: 24)
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: 9)
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: 13)
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: 20)
Toxicology and Applied Pharmacology     Hybrid Journal   (Followers: 21)
Toxicology and Industrial Health     Hybrid Journal   (Followers: 8)
Toxicology in Vitro     Hybrid Journal   (Followers: 13)
Toxicology Letters     Hybrid Journal   (Followers: 14)
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: 234)
Trends in Environmental Analytical Chemistry     Hybrid Journal   (Followers: 3)
Trends in Pharmacological Sciences     Full-text available via subscription   (Followers: 25)
Tropicultura     Open Access  
UD y la Geomática     Open Access  
Universidad y Ciencia     Open Access   (Followers: 1)
Urban Studies     Hybrid Journal   (Followers: 58)
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: 43)
Water International     Hybrid Journal   (Followers: 16)
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  [1592 journals]
  • Speaking up and moving up: How voice can enhance employees' social status
    • Authors: Mona Weiss; Elizabeth W. Morrison
      Abstract: A central argument in the literature on employee voice is that speaking up at work carries image risk. Challenging this assumption, we propose that voice can in fact positively affect how employees are viewed by others, thereby enhancing their social status. Using theory on status attainment and the fundamental social perception dimensions of agency and communion, we suggest that employee voice will result in higher status evaluations by increasing the extent to which an employee is judged as confident/competent (agency) and other-oriented/helpful (communion). We conducted a survey study and two experiments to test these hypotheses. The results supported our predictions. Employees who voiced were ascribed higher status than those who did not, and this effect was mediated by judgments of agency (in all three studies) and communion (in two studies). These results highlight the implications of voice behavior for status enhancement within organizations.
      PubDate: 2018-01-12T02:35:24.648883-05:
      DOI: 10.1002/job.2262
       
  • Issue Information Page
    • Abstract: No abstract is available for this article.
      PubDate: 2018-01-08T21:37:35.081509-05:
      DOI: 10.1002/job.2224
       
  • Sexual harassment training effectiveness: An interdisciplinary review and
           call for research
    • Authors: Mark V. Roehling; Jason Huang
      Abstract: Although sexual harassment (SH) training is widespread, has many important consequences for individuals and organizations, and is of demonstrated interest to researchers across a wide range of disciplines, there has never been a comprehensive, interdisciplinary attempt to identify and systematically evaluate relevant research findings. This article addresses that need in the literature. It discusses the legal context of SH training and its relevance to research issues, provides an organizing framework for understanding the primary factors influencing SH training effectiveness, critically reviews empirical research providing evidence of the effectiveness of SH training, and sets forth a research agenda.
      PubDate: 2018-01-08T01:50:30.165592-05:
      DOI: 10.1002/job.2257
       
  • Oblivious, paranoid, and disclosed negative ties: An examination of the
           mechanisms underlying the relationship between negative ties and job
           performance
    • Authors: Amer Ali Al-Atwi
      Abstract: This study extends the literature on negative relationships by proposing a classification of negative ties that involve oblivious, paranoid, and disclosed ties. This classification provides a guide to explore the causal mechanisms that underlie the relationship of negative ties to individual job performance (productivity and task performance). Specifically, we hypothesize that (a) disclosed and oblivious ties can constrain opportunity to perform through structural empowerment and (b) disclosed and paranoid ties can constrain willingness to perform through psychological empowerment. Drawing on data from 121 faculty members working in a public college located in the south of Iraq, we found structural empowerment and psychological empowerment to be the mediating variables in the negative ties–performance relationship. The theoretical and practical implications of these findings are discussed.
      PubDate: 2018-01-04T03:17:30.187351-05:
      DOI: 10.1002/job.2261
       
  • Supervisor expediency to employee expediency: The moderating role of
           leader–member exchange and the mediating role of employee unethical
           tolerance
    • Authors: Rebecca L. Greenbaum; Mary B. Mawritz, Julena M. Bonner, Brian D. Webster, Joseph Kim
      Abstract: We utilize social learning theory to test the role-modeling effect of supervisor expediency (i.e., a supervisor's use of unethical practices to expedite work for self-serving purposes). In particular, we examine the relationship between supervisor expediency and employee expediency, as moderated by leader–member exchange (LMX) and mediated by employee unethical tolerance. We predict that employees are more likely to model their supervisors' expedient behaviors when their relationship is characterized by high-LMX (a high-quality exchange relationship that is rich in socioemotional support). Furthermore, we argue that supervisor expediency, especially when LMX is high, influences employees' attitudes of unethical tolerance, which then affects employees' expedient behaviors. Across 2 multisource field studies and a third time-lagged field study, we found general support for our theoretical predictions. Theoretical and practical implications are discussed.
      PubDate: 2017-12-30T05:50:38.659331-05:
      DOI: 10.1002/job.2258
       
  • Examining the nature, causes, and consequences of profiles of
           organizational citizenship behavior
    • Authors: Anthony C. Klotz; Mark C. Bolino, Hairong Song, Jason Stornelli
      Abstract: Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles of citizenship in a sample of 129 workers in a medium-sized firm. Some employees used either high levels (prosocial citizens), above average levels (contributors), or low levels of all 5 OCBs (disengaged). Another profile of employees (specialists) displayed relatively high levels of civic virtue and altruism, and a final profile of employees (moderates) engaged in below-average levels of all OCBs except conscientiousness. We also found that organizational concern citizenship motives related to these profiles. In Study 2, using a more generalizable sample of over 400 employees, we replicated 4 of the 5 profiles and identified a group of employees who mainly engaged in OCBs aimed at others (good coworkers). Using data collected at 3 points in time, we also found that citizenship motives (impression management, prosocial values, and organizational concern) predicted all 5 OCB profiles and that these profiles predicted job performance ratings, workplace status, and citizenship fatigue.
      PubDate: 2017-12-29T02:05:32.895942-05:
      DOI: 10.1002/job.2259
       
  • Societal individualism–collectivism and uncertainty avoidance as
           cultural moderators of relationships between job resources and strain
    • Authors: Seulki Jang; Winny Shen, Tammy D. Allen, Haiyan Zhang
      Abstract: The job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and uncertainty avoidance shape individual-level job resource–strain relationships, as they dictate which types of resources (i.e., individual vs. group preference-oriented and uncertainty-reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism–collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross-cultural specificity versus generalizability of the job demands–resources model.
      PubDate: 2017-12-20T00:51:36.515726-05:
      DOI: 10.1002/job.2253
       
  • Igniting and resolving content disagreements during team interactions: A
           statistical discourse analysis of team dynamics at work
    • Authors: Nale Lehmann-Willenbrock; Ming Ming Chiu
      Abstract: Disagreements are integral to fruitful team collaboration but have rarely been studied within actual team interactions. We develop a temporal account of how disagreement episodes begin and are resolved during team interactions, testing explanatory factors at multiple levels: team context (team conflict states and team productivity), individual characteristics and perceptions (individual status and perceptions of team viability), and behavioral patterns (problem solving versus off-task communication) with a statistical discourse analysis of 32,448 turns of talk by 259 employees during 43 team meetings. As hypothesized, problem-solving behaviors (e.g., describing problems and proposing solutions) ignited content disagreements, often by participants who perceived greater team viability. In contrast, after off-task behaviors or talk by higher status team members, participants started fewer content disagreements. Moreover, content disagreements started by higher status individuals were more likely than those started by others to be resolved with agreements, especially via agreements with higher status individuals. Also, problem-solving behaviors facilitated the resolution of disagreement episodes with agreement, whereas off-task behaviors hindered them. Contrary to our hypotheses, team conflict states and productivity were not linked to starting or ending disagreements. We discuss the conceptual and methodological importance of capturing team interaction dynamics at work and derive practical implications for managing content disagreement.
      PubDate: 2017-12-15T04:16:53.896508-05:
      DOI: 10.1002/job.2256
       
  • Employee reactions to talent management: Assumptions versus evidence
    • Authors: Giverny De Boeck; Maria Christina Meyers, Nicky Dries
      Abstract: Two assumptions about employee reactions are currently driving debates around talent management (TM): First, that TM leads to positive outcomes in employees identified as talents; and second, that TM creates differences between talents and employees not identified as talents. This review critically evaluates these assumptions by contrasting theoretical arguments from the non-empirical literature on employee reactions to TM with the empirical evidence available. Our analysis partly supports both assumptions. Although positive reactions to TM were indeed found in terms of affective, cognitive, and behavioral employee outcomes, our review also found evidence for negative affective reactions in employees identified as talents. Significant differences between talents and non-talents were found for behavioral reactions, but not for affective and cognitive reactions; for the latter types of reactions, our review found mixed effects. We summarize these findings in an integrative framework on the basis of social exchange theory, which our review shows is the dominant theory underlying assumptions about employee reactions to TM. We propose that 3 elements are missing in our current understanding, which can help explain our review findings: uncertainty, power, and social identity. We conclude with recommendations for TM research and practice.
      PubDate: 2017-12-13T19:50:22.083296-05:
      DOI: 10.1002/job.2254
       
  • 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
       
 
 
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