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ENVIRONMENTAL STUDIES (706 journals)            First | 1 2 3 4 5 6 7 8     

International Gambling Studies     Hybrid Journal   (Followers: 5)
International Innovation - climate     Open Access  
International innovation. Environment     Open Access  
International Journal of Acarology     Hybrid Journal   (Followers: 1)
International Journal of Advancement in Earth and Enviromental Sciences     Open Access   (Followers: 2)
International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity     Hybrid Journal   (Followers: 2)
International Journal of Agricultural and Environmental Information Systems     Full-text available via subscription   (Followers: 1)
International Journal of Alternative Propulsion     Hybrid Journal   (Followers: 1)
International Journal of Applied Psychoanalytic Studies     Hybrid Journal   (Followers: 2)
International Journal of Chinese Culture and Management     Hybrid Journal   (Followers: 1)
International Journal of Corrosion     Open Access   (Followers: 10)
International Journal of Critical Infrastructures     Hybrid Journal   (Followers: 3)
International Journal of Disaster Risk Reduction     Hybrid Journal   (Followers: 6)
International Journal of Disaster Risk Science     Open Access   (Followers: 8)
International Journal of Ecological Economics and Statistics     Full-text available via subscription   (Followers: 1)
International Journal of Ecology     Open Access   (Followers: 8)
International Journal of Ecology & Development     Full-text available via subscription   (Followers: 1)
International Journal of Energy and Environmental Engineering     Open Access   (Followers: 2)
International Journal of Environment     Open Access   (Followers: 3)
International Journal of Environment and Health     Hybrid Journal   (Followers: 7)
International Journal of Environment and Pollution     Hybrid Journal   (Followers: 6)
International Journal of Environment and Sustainable Development     Hybrid Journal   (Followers: 14)
International Journal of Environment and Waste Management     Hybrid Journal   (Followers: 6)
International Journal of Environment, Workplace and Employment     Hybrid Journal   (Followers: 3)
International Journal of Environmental Engineering     Hybrid Journal   (Followers: 5)
International Journal of Environmental Health Engineering     Open Access  
International Journal of Environmental Health Research     Hybrid Journal   (Followers: 3)
International Journal of Environmental Policy and Decision Making     Hybrid Journal   (Followers: 10)
International Journal of Environmental Protection     Open Access   (Followers: 12)
International Journal of Environmental Research and Public Health     Open Access   (Followers: 14)
International Journal of Environmental Science and Technology     Hybrid Journal   (Followers: 5)
International Journal of Environmental Studies     Hybrid Journal   (Followers: 11)
International Journal of Exergy     Hybrid Journal   (Followers: 4)
International Journal of Forest, Soil and Erosion     Open Access   (Followers: 3)
International Journal of Global Environmental Issues     Hybrid Journal   (Followers: 4)
International Journal of Global Warming     Hybrid Journal   (Followers: 5)
International Journal of Greenhouse Gas Control     Partially Free   (Followers: 6)
International Journal of Health Planning and Management     Hybrid Journal   (Followers: 6)
International Journal of Hygiene and Environmental Health     Hybrid Journal   (Followers: 6)
International Journal of Logistics Research and Applications : A Leading Journal of Supply Chain Management     Hybrid Journal   (Followers: 9)
International Journal of Philosophical Studies     Hybrid Journal   (Followers: 2)
International Journal of Phytoremediation     Hybrid Journal   (Followers: 1)
International Journal of Process Systems Engineering     Hybrid Journal   (Followers: 1)
International Journal of Recycling of Organic Waste in Agriculture     Open Access   (Followers: 1)
International Journal of Regulation and Governance     Hybrid Journal   (Followers: 2)
International Journal of Reliability and Safety     Hybrid Journal   (Followers: 5)
International Journal of Renewable Energy Development     Open Access   (Followers: 6)
International Journal of Social Sciences and Management     Open Access  
International Journal of Soil, Sediment and Water     Open Access   (Followers: 8)
International Journal of Stress Management     Full-text available via subscription   (Followers: 8)
International Journal of Sustainable Construction Engineering and Technology     Open Access   (Followers: 7)
International Journal of Sustainable Engineering     Hybrid Journal   (Followers: 7)
International Journal of Sustainable Materials and Structural Systems     Hybrid Journal   (Followers: 5)
International Journal of Sustainable Society     Hybrid Journal   (Followers: 7)
International Journal of Testing     Hybrid Journal   (Followers: 1)
International Journal of the Commons     Open Access   (Followers: 3)
International Journal of Toxicology     Hybrid Journal   (Followers: 6)
International Journal of Water Resources and Environmental Engineering     Open Access   (Followers: 1)
International Review of Environmental and Resource Economics     Full-text available via subscription  
International Studies in the Philosophy of Science     Hybrid Journal   (Followers: 9)
Interventions : International Journal of Postcolonial Studies     Hybrid Journal   (Followers: 5)
IOP Conference Series: Earth and Environmental Science     Open Access   (Followers: 7)
Iranian Journal of Environmental Health Science & Engineering     Open Access   (Followers: 1)
Iranian Studies     Hybrid Journal   (Followers: 7)
Irish Educational Studies     Hybrid Journal   (Followers: 1)
Irish Journal of Earth Sciences     Full-text available via subscription  
Irish Political Studies     Hybrid Journal   (Followers: 7)
ISLE: Interdisciplinary Studies in Literature and Environment     Hybrid Journal   (Followers: 2)
Isotopes in Environmental and Health Studies     Hybrid Journal   (Followers: 2)
Israel Studies     Full-text available via subscription   (Followers: 5)
ISRN Ecology     Open Access  
ISRN Environmental Chemistry     Open Access  
Jahangirnagar University Environmental Bulletin     Open Access  
Journal of Bioremediation & Biodegradation     Open Access   (Followers: 2)
Journal of Earth Science & Climatic Change     Open Access   (Followers: 8)
Journal of Petroleum & Environmental Biotechnology     Open Access   (Followers: 2)
Journal of Advances in Environmental Health Research     Open Access  
Journal of Agricultural and Environmental Ethics     Hybrid Journal   (Followers: 7)
Journal of Agricultural Biotechnology and Sustainable Development     Open Access  
Journal of Agriculture and Environment     Open Access  
Journal of Agriculture and Environment for International Development     Open Access   (Followers: 6)
Journal of Agrobiology     Open Access   (Followers: 2)
Journal of Applied Ecology     Hybrid Journal   (Followers: 196)
Journal of Applied Meteorology and Climatology     Full-text available via subscription   (Followers: 7)
Journal of Applied Psychoanalytic Studies     Hybrid Journal   (Followers: 1)
Journal of Applied Sciences and Environmental Management     Open Access   (Followers: 1)
Journal of Applied Sciences in Environmental Sanitation     Open Access   (Followers: 6)
Journal of Applied Toxicology     Hybrid Journal   (Followers: 9)
Journal of Applied Volcanology     Open Access   (Followers: 6)
Journal of Arid Environments     Hybrid Journal   (Followers: 8)
Journal of Asian Studies     Full-text available via subscription   (Followers: 23)
Journal of Biochemical and Molecular Toxicology     Hybrid Journal   (Followers: 5)
Journal of Black Studies     Hybrid Journal   (Followers: 2)
Journal of Chemical Ecology     Hybrid Journal   (Followers: 2)
Journal of Chemical Health and Safety     Hybrid Journal   (Followers: 2)
Journal of Climate     Full-text available via subscription   (Followers: 24)
Journal of Coastal Research     Full-text available via subscription   (Followers: 11)
Journal of Computational Environmental Sciences     Open Access  
Journal of Contaminant Hydrology     Hybrid Journal   (Followers: 9)
Journal of Contemporary European Studies     Hybrid Journal   (Followers: 4)

  First | 1 2 3 4 5 6 7 8     

Journal Cover Journal of Organizational Behavior
   Journal TOC RSS feeds Export to Zotero [24 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  [1604 journals]   [SJR: 2.541]   [H-I: 83]
  • Workplace incivility: A review of the literature and agenda for future
    • Authors: Pauline Schilpzand; Irene E. De Pater, Amir Erez
      Pages: n/a - n/a
      Abstract: A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-28T02:42:55.050886-05:
      DOI: 10.1002/job.1976
  • Good acting requires a good cast: A meso‐level model of deep acting
           in work teams
    • Authors: William J. Becker; Russell Cropanzano
      Pages: n/a - n/a
      Abstract: This study proposes and tests a meso‐level model of deep acting in work teams that draws on emotional contagion theory to explain how shared means of complying with display rules can arise in work teams. We argue that the presence of influential deep actors can lead to greater convergence (lower dispersion) on individual deep acting in the team. That is, team members behave more similarly. When a team has greater convergence, deep acting by individual members should be related to lower emotional exhaustion and higher job satisfaction and in‐role performance. In a sample of mature work teams, these hypotheses received general support. Our findings suggested that team‐level deep acting effects can foster benefits for team members (lower emotional exhaustion and higher satisfaction) and organizations (higher job performance). Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:13:45.752699-05:
      DOI: 10.1002/job.1978
  • Effects of initial resources on the development of strains during a
           stressful training situation: Some counterintuitive results
    • Authors: Terry A. Beehr; Jennifer M. Ragsdale, Jonathan F. Kochert
      Pages: n/a - n/a
      Abstract: Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre‐existing resources, and workgroup quality) available to soldiers at the beginning of a stressful 3‐month training experience as predictors of the trajectories of their strains over that period of time. Based on conservation of resources theory and the job demands–resources model, we predicted that the trends of strains would be more favorable (would increase more slowly or decline more quickly) if participants started the training with greater resources. The resources, primarily emotional stability and lack of pre‐existing resource drain, tended to be negatively related to strains, consistent with the idea that they can reduce strains. Significant interactions predicting trends were found predicting two of the three strains (post‐traumatic stress symptoms and depression, but not reports of physical health). Contrary to expectations, however, the three resources that significantly predicted trends over time (emotional stability, previous experience, and low pre‐existing resource drain) were associated with worsening rather than improving strains. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:09:29.850368-05:
      DOI: 10.1002/job.1974
  • Leader–member exchange and job performance: The effects of taking
           charge and organizational tenure
    • Authors: Tae‐Yeol Kim; ZhiQiang Liu, James M. Diefendorff
      Pages: n/a - n/a
      Abstract: We theorized and tested the mechanisms by which leader–member exchange (LMX) quality is associated with job performance. The results obtained using 212 employee–supervisor pairs from eight Chinese companies indicated that LMX quality had an indirect and positive relationship with taking charge via psychological empowerment and had an indirect and positive relationship with job performance via taking charge. In addition, organizational tenure significantly moderated the relationship between taking charge and job performance, such that the positive effect of taking charge on job performance became weaker as organizational tenure increased. Furthermore, organizational tenure significantly moderated the indirect positive relationship between LMX quality and job performance via taking charge; the indirect effect became weaker as organizational tenure increased. These results suggest that organizations should encourage managers to develop high‐quality LMX with their subordinates, which may make them feel more empowered and engage in more taking charge, and result in better job performance. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-23T22:09:14.490568-05:
      DOI: 10.1002/job.1971
  • Spillover and crossover of sex‐based harassment from work to home:
           Supervisor gender harassment affects romantic relationship functioning via
           targets' anger
    • Authors: Angela M. Dionisi; Julian Barling
      Pages: n/a - n/a
      Abstract: We investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets' anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets' romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1). Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets' romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-22T21:59:22.539337-05:
      DOI: 10.1002/job.1969
  • On ethical leadership impact: The role of follower mindfulness and moral
    • Authors: Silke Astrid Eisenbeiss; Daan Knippenberg
      Pages: n/a - n/a
      Abstract: With the present paper, we aim to provide new conceptual insights and empirical evidence on ethical leadership contingencies: we analyze under what conditions ethical leadership can positively impact follower discretionary work behaviors (extra effort and helping). We argue that followers vary in terms of their sensitivity toward and processing of moral information, as conveyed by ethical leaders, and that these individual differences determine the strength of the link between ethical leadership and follower discretionary work behaviors. In a multisource study with 135 leader–follower dyads, we examine two prototypical examples of affective and cognitive individual differences that involve a heightened inclination toward morality: follower moral emotions and follower mindfulness. Our findings indicate that ethical leadership is more strongly related to follower extra effort and helping at higher levels of follower moral emotions and higher levels of follower mindfulness. We discuss the implications of this moral information processing perspective on ethical leadership for research and managerial practice. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-21T21:06:47.554948-05:
      DOI: 10.1002/job.1968
  • Idiosyncratic deals in contemporary organizations: A qualitative and
           meta‐analytical review
    • Authors: Chenwei Liao; Sandy J. Wayne, Denise M. Rousseau
      Pages: n/a - n/a
      Abstract: Idiosyncratic deals (i‐deals) research focuses on the emergence of customized work arrangements employees negotiate with their employers. This article provides a critical review and synthesis of i‐deals research, combining a qualitative review of i‐deals theory and research with a supplementary meta‐analysis of 23 empirical studies (k = 27 samples, N = 8110 individuals). The qualitative review examines the conceptualization and measurement of i‐deals and identifies patterns and gaps in i‐deals research, while the quantitative meta‐analysis tests the moderating effect of societal cultures on the predictors and consequences of ideals investigated to date. In each section, attention is given to strengths and weaknesses of current approaches to i‐deals theory and research. Future research directions are identified with particular emphasis on the largely unexamined role of i‐deals from a multilevel perspective. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-16T06:47:38.540037-05:
      DOI: 10.1002/job.1959
  • Best practice recommendations for data screening
    • Authors: Justin A. DeSimone; P. D. Harms, Alice J. DeSimone
      Pages: n/a - n/a
      Abstract: Survey respondents differ in their levels of attention and effort when responding to items. There are a number of methods researchers may use to identify respondents who fail to exert sufficient effort in order to increase the rigor of analysis and enhance the trustworthiness of study results. Screening techniques are organized into three general categories, which differ in impact on survey design and potential respondent awareness. Assumptions and considerations regarding appropriate use of screening techniques are discussed along with descriptions of each technique. The utility of each screening technique is a function of survey design and administration. Each technique has the potential to identify different types of insufficient effort. An example dataset is provided to illustrate these differences and familiarize readers with the computation and implementation of the screening techniques. Researchers are encouraged to consider data screening when designing a survey, select screening techniques on the basis of theoretical considerations (or empirical considerations when pilot testing is an option), and report the results of an analysis both before and after employing data screening techniques. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-13T05:42:00.403245-05:
      DOI: 10.1002/job.1962
  • Cronbach's alpha reliability: Interval estimation, hypothesis testing, and
           sample size planning
    • Authors: Douglas G. Bonett; Thomas A. Wright
      Pages: n/a - n/a
      Abstract: Cronbach's alpha is one of the most widely used measures of reliability in the social and organizational sciences. Current practice is to report the sample value of Cronbach's alpha reliability, but a confidence interval for the population reliability value also should be reported. The traditional confidence interval for the population value of Cronbach's alpha makes an unnecessarily restrictive assumption that the multiple measurements have equal variances and equal covariances. We propose a confidence interval that does not require equal variances or equal covariances. The results of a simulation study demonstrated that the proposed method performed better than alternative methods. We also present some sample size formulas that approximate the sample size requirements for desired power or desired confidence interval precision. R functions are provided that can be used to implement the proposed confidence interval and sample size methods. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-13T05:36:30.094874-05:
      DOI: 10.1002/job.1960
  • “Justice” and “fairness” are not the same thing
    • Authors: Barry Goldman; Russell Cropanzano
      Pages: n/a - n/a
      Abstract: Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-13T05:33:08.71286-05:0
      DOI: 10.1002/job.1956
  • It is time for justice: How time changes what we know about justice
           judgments and justice effects
    • Authors: Marion Fortin; Irina Cojuharenco, David Patient, Hayley German
      Pages: n/a - n/a
      Abstract: Organizational justice is an important determinant of workplace attitudes, decisions, and behaviors. However, understanding workplace fairness requires not only examining what happens but also when it happens, in terms of justice events, perceptions, and reactions. We organize and discuss findings from 194 justice articles with temporal aspects, selected from over a thousand empirical justice articles. By examining temporal aspects, our findings enrich and sometimes challenge the answers to three key questions in the organizational justice literature relating to (i) when individuals pay attention to fairness, including specific facets, (ii) how fairness judgments form and evolve, and (iii) how reactions to perceived (in)justice unfold. Our review identifies promising avenues for empirical work and emphasizes the importance of developing temporal theories of justice. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-08T19:45:46.327175-05:
      DOI: 10.1002/job.1958
  • A review of perceived diversity in teams: Does how members perceive their
           team's composition affect team processes and outcomes?
    • Authors: Meir Shemla; Bertolt Meyer, Lindred Greer, Karen A. Jehn
      Pages: n/a - n/a
      Abstract: In this paper, we review the growing literature on perceived diversity in teams. We aim to clarify the construct of perceived diversity and organize the findings in this emergent line of research. To do so, we develop a framework integrating research emerging on perceived diversity from across several different research fields. We propose that the nature of perceived diversity and its effects can be best understood by identifying the focal point of the diversity perceptions being studied: perceptions of self‐to‐team dissimilarity, of subgroup splits, and of group heterogeneity. Our review concludes that perceived self‐to‐team dissimilarity and perceived subgroup splits mostly have been linked to negative effects for individuals and groups, whereas perceived group heterogeneity has been shown to exert both positive and negative effects on group outcomes. Our review also draws attention to the problem that research on perceived diversity varies not only in definitions and conceptualizations, but also in the methodological approaches towards operationalizing perceived diversity. We conclude by discussing potential areas for future research. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-10-07T04:41:42.761736-05:
      DOI: 10.1002/job.1957
  • Heuristics as adaptive decision strategies in management
    • Authors: Florian Artinger; Malte Petersen, Gerd Gigerenzer, Jürgen Weibler
      Pages: n/a - n/a
      Abstract: In the management literature, heuristics are often conceived of as a source of systematic error, whereas logic and statistics are regarded as the sine qua non of good decision making. Yet, this view can be incorrect for decisions made under uncertainty, as opposed to risk. Research on fast and frugal heuristics shows that simple heuristics can be successful in complex, uncertain environments and also when and why this is the case. This article describes the conceptual framework of heuristics as adaptive decision strategies and connects it with the managerial literature. We review five classes of heuristics, analyze their common building blocks, and show how these are applied in managerial decision making. We conclude by highlighting some prominent opportunities for future research in the field. In the uncertain world of management, simple heuristics can lead to better and faster decisions than complex statistical procedures. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-22T03:32:12.594762-05:
      DOI: 10.1002/job.1950
  • Individual adaptive performance in organizations: A review
    • Authors: Dustin K. Jundt; Mindy K. Shoss, Jason L. Huang
      Pages: n/a - n/a
      Abstract: Modern work is frequently characterized by jobs where adaptive performance (AP) is crucial for employees to succeed in light of new or altered task demands. This recognition has fueled growing interest in AP as a dimension of workplace performance. To this point, however, research on AP has evolved from disparate perspectives and methods, resulting in fragmentation and a less than coherent knowledge base. This paper presents a comprehensive review of research studies regarding the nomological network of individual AP. In doing so, we synthesize the current knowledge base surrounding correlates of AP, elucidate current ambiguities, and suggest directions for future research efforts. We conclude that although the extant AP literature has amassed a critical body of studies linking various predictors to successful AP outcomes, much remains unknown, most critically regarding the implications of different methods of assessing AP, the effects of different types of changes in the task environment, the process of AP, and the steps organizations can take to foster AP among their employees. We hope that our synthesis and analysis paves the way for efforts to address these important questions. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-16T21:55:37.243651-05:
      DOI: 10.1002/job.1955
  • Weekly work–school conflict, sleep quality, and fatigue: Recovery
           self‐efficacy as a cross‐level moderator
    • Authors: YoungAh Park; Justin M. Sprung
      Pages: n/a - n/a
      Abstract: This study employed a weekly diary method among a sample of 74 Midwestern college student workers in order to examine the within‐person relationships between work–school conflict, sleep quality, and fatigue over five weeks. Further, recovery self‐efficacy was proposed as a cross‐level moderator of the relation between sleep quality and fatigue. Results from multilevel analyses demonstrated that weekly work–school conflict was negatively related to weekly sleep quality and positively related to end‐of‐week fatigue, with sleep quality partially mediating the relation between work–school conflict and fatigue. These findings enhance understanding of the process by which work–school conflict contributes to college student workers' strain on a weekly basis. Additionally, student workers with low recovery self‐efficacy demonstrated a negative relation between sleep quality and fatigue; however, this relation did not exist for student workers with high recovery self‐efficacy. This finding suggests recovery self‐efficacy as an important resource that may reduce the association between poor sleep quality (as a result of work–school conflict) and fatigue. The current findings provide important theoretical and practical implications for researchers, organizations, and college institutions as a whole. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-16T21:40:56.431066-05:
      DOI: 10.1002/job.1953
  • Language‐based diversity and faultlines in organizations
    • Authors: Mukta Kulkarni
      Pages: n/a - n/a
      Abstract: Language‐based diversity is a relatively understudied area within diversity research. Drawing upon the social identity‐based fault lines literature, the present paper describes the effects of language‐based diversity within organizations operating in India. Interview‐based findings indicate that organizationally mandated languages are occasionally disregarded by employees in both national and multinational organizations. Respondents noted how even benign and momentary language switching can lead to the formation of language‐based groups and cause negative consequences such as feelings of being devalued. Respondents also noted strategies that let them attenuate negative effects of multilingualism while simultaneously leveraging its benefits. Overall, the present study indicates that momentary exclusion based on incomprehensible language, when experienced on a daily basis, may have a far‐reaching influence on individual and team functioning. Findings thus point to language use as a trigger that can activate social identity‐based fault lines. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-12T05:46:25.89806-05:0
      DOI: 10.1002/job.1954
  • A double‐edged sword: The moderating role of conscientiousness in
           the relationships between work stressors, psychological strain, and job
    • Authors: Weipeng Lin; Jingjing Ma, Lei Wang, Mo Wang
      Pages: n/a - n/a
      Abstract: Although conscientiousness was commonly viewed as a type of personal resource to help individuals reduce strain or mitigate the impacts of stressors, empirical research demonstrated mixed results. Based on the personal resource allocation perspective, we posited that rather than functioning as personal resource per se, conscientiousness may act as a key factor influencing how individuals allocate their personal resources. The current study examined the moderating roles of conscientiousness in the relationships that work stressors (i.e., challenge stressors and hindrance stressors) have with employee psychological strain and job performance by using multi‐source, time‐lagged data collected from 250 employees working at two companies. The results showed that both challenge stressors and hindrance stressors were positively related to psychological strain. Conscientiousness moderated the relationships between both stressors and psychological strain, such that the positive relationships were stronger for individuals with high conscientiousness. Conscientiousness also moderated the relationship between challenge stressors and performance, such that the relationship was positive for individuals with high conscientiousness but negative for those with low conscientiousness. Altogether, the findings suggest that conscientiousness acts as a double‐edged sword that both promotes performance and exacerbates the stress reaction of employees when they are confronted with stressful situations. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-12T05:40:42.370302-05:
      DOI: 10.1002/job.1949
  • A critique on neuroscientific methodologies in organizational behavior and
           management studies
    • Authors: Dirk Lindebaum; Peter J. Jordan
      Pages: n/a - n/a
      Abstract: Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-02T07:17:29.116071-05:
      DOI: 10.1002/job.1940
  • Point/counterpoint introduction: Two views of organizational neuroscience
    • Authors: Paul E. Spector
      Pages: n/a - n/a
      PubDate: 2014-09-02T07:16:45.292363-05:
      DOI: 10.1002/job.1947
  • Neuroscience and organizational behavior: Avoiding both
           neuro‐euphoria and neuro‐phobia
    • Authors: Neal M. Ashkanasy; William J. Becker, David A. Waldman
      Pages: n/a - n/a
      Abstract: Organizational neuroscience has great promise for advancing organizational research and practice. The field, however, is developing rapidly and has also become the subject of technological and methodological challenges that must be considered when conducting or interpreting neuroscience research as applied to organizational behavior. We explore four issues we deem to be important in understanding the role of neuroscience in organizational behavior research: (i) neuroscientific research and reductionism; (ii) the need to address methodological and technological challenges in conducting this type of research; (iii) how neuroscientific research is meaningful in organizations (the “So what?” issue); and (iv) neuroscience as just another management fad. In addressing these issues, we hope to set out a roadmap that will enable organizational scholars to avoid past mistakes and thus serve to advance multidisciplinary research in organizational behavior using neuroscientific approaches. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-02T07:04:37.788556-05:
      DOI: 10.1002/job.1952
  • The politics of employment liability
    • Authors: Timothy P. Munyon; Rachel E. Kane‐Frieder
      Pages: n/a - n/a
      Abstract: Employment liability is an important check and balance against employee harm at work. In practice, however, an inadvertent consequence of employment liability is a potential shift in power from organizations to employees that affects subsequent managerial decision making. In this Incubator, we discuss behavioral and attitudinal ramifications of employment liability at work. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-09-01T21:03:34.314054-05:
      DOI: 10.1002/job.1951
  • When do emotionally exhausted employees speak up? Exploring the
    • Authors: Xin Qin; Marco S. DiRenzo, Minya Xu, Yilong Duan
      Pages: n/a - n/a
      Abstract: Two studies were conducted to address the potential nonlinear relationship between emotional exhaustion and voice. Study 1 developed and tested a model rooted in conservation of resources theory in which responses to emotional exhaustion are determined by individual‐level and group‐level conditions that influence the perceived safety and efficacy of voice and drive prohibitive voice behaviors by giving rise to either resource‐conservation‐based or resource‐acquisition‐based motivation. Specifically, there was a curvilinear (U‐shaped) relationship between emotional exhaustion and prohibitive voice under conditions of (i) high job security and (ii) high interactional justice climate, but a linearly negative relationship when these resources were low. Study 2 replicated and extended these findings to include an empirical examination of these effects on promotive versus prohibitive voice. Results confirmed the findings of Study 1, provided evidence of differences in the nomological networks of promotive and prohibitive voice, and indicated that prohibitive voice is more salient to the experience of high emotional strain. Implications of the findings and areas for future research are discussed. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-08-20T22:41:06.402499-05:
      DOI: 10.1002/job.1948
  • Is “feeling good” good enough? Differentiating discrete
           positive emotions at work
    • Authors: Xiaoxiao Hu; Seth Kaplan
      Pages: n/a - n/a
      Abstract: Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has focused on general positive affect, thereby implying that all positive affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demonstrating the unique nature and correlates of specific positive emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotions—pride, interest, and gratitude—and offer propositions regarding their differential effects on relevant workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strategies and ideas to facilitate those endeavors. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-07-21T01:53:55.231088-05:
      DOI: 10.1002/job.1941
  • Care and career: A family identity‐based typology of
           dual‐earner couples
    • Authors: Courtney R. Masterson; Jenny M. Hoobler
      Pages: n/a - n/a
      Abstract: The rise of dual‐earner couples challenges traditional gender stereotypes of women as “caregivers” and men as “breadwinners” and significantly impacts the ways in which partners define their roles as family members. The way in which individuals construe their family identities has implications not only for the decisions they make at home but also decisions in the workplace. In this paper, we propose an updated understanding of the different ways in which men and women can construe their family identity—specifically, in terms of care and/or career. Based upon this nuanced understanding of family identity, we outline five dual‐earner couple types—traditional, non‐traditional, family first, outsourced, and egalitarian—that stem from distinct combinations of partners' family identities. We also outline an agenda for theory and research that challenges scholars to further explore our proposed construals of family identity, work–family decisions at the couple level of analysis, and the interplay between family identity and social context. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-07-10T06:40:29.846037-05:
      DOI: 10.1002/job.1945
  • Rewards and employee creative performance: Moderating effects of creative
           self‐efficacy, reward importance, and locus of control
    • Authors: Muhammad Abdur Rahman Malik; Arif N. Butt, Jin Nam Choi
      Pages: n/a - n/a
      Abstract: The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Specifically, we propose that extrinsic rewards for creativity positively predict creative performance only when employees have high creative self‐efficacy and regard such rewards as important. We likewise propose that extrinsic rewards positively affect the intrinsic motivation of employees with an internal locus of control, thus enhancing their creative performance. Results based on a sample of 181 employee–supervisor dyads largely supported these expectations. The current analysis enriches the creativity literature by combining different perspectives in a coherent framework, by demonstrating the positive effects of extrinsic rewards on intrinsic motivation, and by demonstrating that the rewards–creativity relationship varies across employees depending on their individual differences. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-07-02T20:57:57.19532-05:0
      DOI: 10.1002/job.1943
  • Employee judgments of and behaviors toward corporate social
           responsibility: A multi‐study investigation of direct, cascading,
           and moderating effects
    • Authors: Pavlos A. Vlachos; Nikolaos G. Panagopoulos, Adam A. Rapp
      Pages: n/a - n/a
      Abstract: Do employee judgments of their organization's corporate social responsibility (CSR) programs relate to CSR‐specific performance and in‐role job performance? Can middle managers influence the formation of such judgments and what factors might moderate such cascading influences? To answer these yet unaddressed questions, we conduct three studies. Study 1 takes an organizational justice perspective and tests our baseline model. Results show that employees' CSR judgments trigger their affective commitment and performance on extra‐role CSR‐specific behaviors; however, extra‐role CSR‐specific performance is unrelated to in‐role job performance. Study 2 replicates Study 1's findings while, in addition, applies a social information processing approach and offers novel insights by demonstrating the cascading effects of managers' CSR judgments on employee CSR judgments. Investments made in CSR programs in order to improve employee judgments and behaviors may be unsuccessful if employees' CSR judgments are based on social information that remains unchanged. In addition to replicating the findings from studies 1 and 2, study 3 draws from middle management involvement and leadership theories to show that leadership styles and managers' involvement in implementing deliberate strategy can strengthen or weaken these cascading effects. This highlights the important role of middle managers as “linking pins” in the CSR strategy implementation process. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-07-02T20:55:56.883055-05:
      DOI: 10.1002/job.1946
  • Two (or three) is not equal to one: Multiple jobholding as a neglected
           topic in organizational research
    • Authors: Michael T. Sliter; Elizabeth M. Boyd
      Pages: n/a - n/a
      Abstract: The objective of this Incubator is to stimulate research in the area of multiple jobholding (MJH), a long-neglected topic in organizational behavior. We first discuss the prevalence of, and motivation for, MJH and then discuss possible dangers and benefits of MJH. Throughout, we discuss ideas for future research. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-06-18T22:23:27.47463-05:0
      DOI: 10.1002/job.1944
  • Making sense of the sensemaking perspective: Its constituents,
           limitations, and opportunities for further development
    • Authors: Jörgen Sandberg; Haridimos Tsoukas
      Abstract: Through a wide-ranging critical review of relevant publications, we explore and articulate what constitutes the sensemaking perspective in organization studies, as well as its range of applications and limitations. More specifically, we argue that sensemaking in organizations has been seen as consisting of specific episodes, is triggered by ambiguous events, occurs through specific processes, generates specific outcomes, and is influenced by several situational factors. Furthermore, we clarify the application range of the sensemaking perspective and identify, as well as account for, the types and aspects of organizational sensemaking that have been under-researched. We critically discuss the criticism that the sensemaking perspective has received so far and selectively expand on it. Finally, we identify the main limitations of the sensemaking perspective, which, if tackled, will advance it: the neglect of prospective sensemaking, the exclusive focus on disruptive episodes at the expense of more mundane forms of sensemaking implicated in routine activities, the ambiguous status of enactment, the conflation of first-order and second-order sensemaking, and the lack of proper attention to embodied sensemaking. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-06-05T21:38:10.177749-05:
      DOI: 10.1002/job.1937
  • Recovery from job stress: The stressor-detachment model as an integrative
    • Authors: Sabine Sonnentag; Charlotte Fritz
      Abstract: This paper reviews empirical evidence on psychological detachment from work during nonwork time. Psychological detachment as a core recovery experience refers to refraining from job-related activities and thoughts during nonwork time; it implies to mentally disengage from one's job while being away from work. Using the stressor-detachment model as an organizing framework, we describe findings from between-person and within-person studies, relying on cross-sectional, longitudinal, and daily-diary designs. Overall, research shows that job stressors, particularly workload, predict low levels of psychological detachment. A lack of detachment in turn predicts high strain levels and poor individual well-being (e.g., burnout and lower life satisfaction). Psychological detachment seems to be both a mediator and a moderator in the relationship between job stressors on the one hand and strain and poor well-being on the other hand. We propose possible extensions of the stressor-detachment model by suggesting moderator variables grounded in the transactional stress model. We further discuss avenues for future research and offer practical implications. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-04-11T08:25:42.47213-05:0
      DOI: 10.1002/job.1924
  • Social context: Key to understanding culture's effects on creativity
    • Authors: Rikki Nouri; Miriam Erez, Cynthia Lee, Jian Liang, Brendan D. Bannister, Warren Chiu
      Abstract: This paper proposes that the social context moderates the effect of culture on creativity by drawing on the constructivist dynamic approach. We assess creativity by the level of fluency, originality, and elaboration on the usefulness and appropriateness of ideas in three contexts: working under a supervisor, in a group, and alone. We hypothesized that in high power distance cultures, working under a supervisor inhibits creativity, whereas in individualistic cultures, the presence of peers attenuates creativity. Results from two parallel experiments, one in the United States (N = 79) and the other in China (N = 83), partially support the hypotheses. The Chinese originality level was significantly lower when working under a supervisor than when working alone. American subjects generated fewer ideas and elaborated less when working in the presence of peers and elaborated less in the presence of peers than when under a supervisor. We conclude that the social context moderates the culture–creativity relationship by making consensual cultural values more accessible in a social context than when working alone. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-04-01T04:48:23.736988-05:
      DOI: 10.1002/job.1923
  • The effects of passive leadership on workplace incivility
    • Authors: Crystal M. Harold; Brian C. Holtz
      Abstract: In this article, we examine the effects of passive leadership on workplace incivility across two studies. Study 1 examines passive leadership–incivility relationships in a sample of employee–supervisor dyads, and Study 2 examines these relationships in a sample of employee–coworker dyads. Results from these studies suggest that passive leadership has a significant direct effect on behavioral incivility and an indirect effect through experienced incivility. Moreover, our results suggest that the relationship between experienced incivility and behavioral incivility is conditional on the level of passive leadership, such that the effect of experienced incivility on behavioral incivility is stronger at higher levels of passive leadership. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-03-24T21:15:20.387022-05:
      DOI: 10.1002/job.1926
  • The moral self: A review and integration of the literature
    • Authors: Peter L. Jennings; Marie S. Mitchell, Sean T. Hannah
      Abstract: The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-02-20T17:28:53.25955-05:0
      DOI: 10.1002/job.1919
  • Significant work events and counterproductive work behavior: The role of
           fairness, emotions, and emotion regulation
    • Authors: Fadel K. Matta; H. Tuğba Erol-Korkmaz, Russell E. Johnson, Pinar Bıçaksız
      First page: 920
      Abstract: In this diary study, we investigated multi-level predictors of daily counterproductive work behavior (CWB) relying on the theoretical frameworks of affective events theory and the emotion-centered model of CWB. We assessed significant work events, event-based fairness perceptions, negative emotional reactions to work events, and employee CWB over a 10-day period. We tested within-person relations predicting CWB, and cross-level moderating effects of two emotion regulation strategies (suppression and reappraisal). Results from a multi-level path analysis revealed that significant work events had both direct and indirect effects on negative emotional reactions. Further, negative emotional reactions in turn mediated the relationships between significant work events and all forms of daily CWB as well as the relationship between event-based fairness perceptions and daily CWB-O. Results also supported the moderating role of reappraisal emotion regulation strategy on relations between significant work events and negative emotional reactions. Less support, however, was found for the moderating influence of suppression on the link between negative emotional reactions and CWB. Among the broad work event categories we identified, our supplemental analyses revealed that negative work events involving interactions with supervisors elicited the highest levels of employee negative emotional reactions. We discuss the theoretical and practical implications of these findings. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-05-13T20:55:30.30269-05:0
      DOI: 10.1002/job.1934
  • Tracking managerial conflict adaptivity: Introducing a dynamic measure of
           adaptive conflict management in organizations
    • Authors: Peter T. Coleman; Katharina G. Kugler
      First page: 945
      Abstract: Since Darwin, adaptation to change has been associated with survival and fit. Yet, despite this, leaders and managers often get stuck in dominating approaches to conflict, and few scholars have examined the role of adaptation in managing conflicts effectively over time and across changing situations. The goal of this paper is threefold. First, we develop a new measure for assessing conflict adaptivity of managers [the Managerial Conflict Adaptivity Assessment (MCAA)], based on a situated model of conflict in social relations. We define conflict adaptivity as the capacity to respond to different conflict situations in accordance with the demands specified by the situation. The measure consists of 15 distinct work-conflict scenarios and provides five behavioral response options, which represent five primary strategies employed in conflict. Individuals who tend to respond to the conflicts in a manner consistent with the situations provided are considered to be more adaptive. Second, we test and find that managerial conflict adaptivity is related to higher levels of satisfaction with conflict processes at work as well as higher levels of well-being at work. Third, we test the MCAA's construct validity and provide evidence that the MCAA is positively related to behavioral flexibility and self-efficacy. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-05-14T22:11:16.453084-05:
      DOI: 10.1002/job.1935
  • Collective fit perceptions: A multilevel investigation of
           person–group fit with individual-level and team-level outcomes
    • Authors: Amy L. Kristof-Brown; Jee Young Seong, David S. Degeest, Won-Woo Park, Doo-Seung Hong
      First page: 969
      Abstract: This study describes a multilevel examination of person–group (PG) fit perceptions in a sample of 1023 individuals working in 92 teams at a private sector R&D firm. Using confirmatory factor analysis and multilevel random coefficient modeling, we provide evidence that perceptions of team-level collective fit are unique from aggregated individual-level PG fit perceptions at the individual and team levels. We demonstrate that collective values-based and abilities-based fit perceptions showed unique and positive relationships with team cohesion, team efficacy, and team performance, after accounting for aggregated individual perceptions of PG fit. Results also demonstrate that cohesion partially mediates the relationship between collective fit and team performance. Cross-level effects were also supported, indicating that collective fit explains additional variance in individual-level outcomes, beyond individual-level PG fit perceptions. The usefulness of employing a multilevel approach to studying PG fit is discussed. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-06-11T00:26:10.028403-05:
      DOI: 10.1002/job.1942
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