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  Subjects -> ENVIRONMENTAL STUDIES (Total: 779 journals)
    - ENVIRONMENTAL STUDIES (715 journals)
    - POLLUTION (21 journals)
    - WASTE MANAGEMENT (8 journals)

ENVIRONMENTAL STUDIES (715 journals)            First | 1 2 3 4 5 6 7 8     

International Aquatic Research     Open Access   (Followers: 3)
International Archives of Occupational and Environmental Health     Hybrid Journal   (Followers: 5)
International Environmental Agreements: Politics, Law and Economics     Hybrid Journal   (Followers: 10)
International Gambling Studies     Hybrid Journal   (Followers: 5)
International Innovation - climate     Open Access   (Followers: 1)
International innovation. Environment     Open Access  
International Journal of Acarology     Hybrid Journal   (Followers: 1)
International Journal of Advancement in Earth and Enviromental Sciences     Open Access   (Followers: 2)
International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity     Hybrid Journal   (Followers: 2)
International Journal of Agricultural and Environmental Information Systems     Full-text available via subscription   (Followers: 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: 15)
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: 2)
International Journal of Process Systems Engineering     Hybrid Journal   (Followers: 1)
International Journal of Recycling of Organic Waste in Agriculture     Open Access   (Followers: 1)
International Journal of Regulation and Governance     Hybrid Journal   (Followers: 2)
International Journal of Reliability and Safety     Hybrid Journal   (Followers: 6)
International Journal of Renewable Energy Development     Open Access   (Followers: 6)
International Journal of Social Sciences and Management     Open Access  
International Journal of Soil, Sediment and Water     Open Access   (Followers: 8)
International Journal of Stress Management     Full-text available via subscription   (Followers: 9)
International Journal of Sustainable Construction Engineering and Technology     Open Access   (Followers: 7)
International Journal of Sustainable Engineering     Hybrid Journal   (Followers: 7)
International Journal of Sustainable Materials and Structural Systems     Hybrid Journal   (Followers: 5)
International Journal of Sustainable Society     Hybrid Journal   (Followers: 7)
International Journal of Testing     Hybrid Journal   (Followers: 1)
International Journal of the Commons     Open Access   (Followers: 3)
International Journal of Toxicology     Hybrid Journal   (Followers: 7)
International Journal of Water Resources and Environmental Engineering     Open Access   (Followers: 1)
International Review of Environmental and Resource Economics     Full-text available via subscription  
International Studies in the Philosophy of Science     Hybrid Journal   (Followers: 9)
Interventions : International Journal of Postcolonial Studies     Hybrid Journal   (Followers: 7)
IOP Conference Series: Earth and Environmental Science     Open Access   (Followers: 7)
Iranian Studies     Hybrid Journal   (Followers: 8)
Irish Educational Studies     Hybrid Journal   (Followers: 2)
Irish Journal of Earth Sciences     Full-text available via subscription  
Irish Political Studies     Hybrid Journal   (Followers: 9)
ISLE: Interdisciplinary Studies in Literature and Environment     Hybrid Journal   (Followers: 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: 9)
Journal of Agricultural Biotechnology and Sustainable Development     Open Access  
Journal of Agricultural Chemistry and Environment     Open Access  
Journal of Agriculture and Environment     Open Access  
Journal of Agriculture and Environment for International Development     Open Access   (Followers: 5)
Journal of Agrobiology     Open Access   (Followers: 2)
Journal of Applied Ecology     Hybrid Journal   (Followers: 221)
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: 10)
Journal of Applied Volcanology     Open Access   (Followers: 8)
Journal of Arid Environments     Hybrid Journal   (Followers: 8)
Journal of Asian Studies     Full-text available via subscription   (Followers: 24)
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: 3)
Journal of Climate     Full-text available via subscription   (Followers: 24)
Journal of Coastal Research     Full-text available via subscription   (Followers: 10)

  First | 1 2 3 4 5 6 7 8     

Journal Cover Journal of Organizational Behavior
   [28 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]
  • A cross‐cultural examination of subordinates' perceptions of and
           reactions to abusive supervision
    • Authors: Ryan M. Vogel; Marie S. Mitchell, Bennett J. Tepper, Simon L. D. Restubog, Changya Hu, Wei Hua, Jia‐Chi Huang
      Pages: n/a - n/a
      Abstract: This manuscript explores cross‐cultural differences in reactions to perceived abusive supervision. Based on an integration of fairness heuristic theory with principles about cross‐cultural differences in the importance of hierarchical status, we theorize that subordinates from the Anglo culture perceive and react to abusive supervision more negatively than subordinates from the Confucian Asian culture. The predictions were tested within two field studies. Study 1 results show that culture moderated the direct effect of perceived abusive supervision on interpersonal justice and the indirect effects of perceived abusive supervision (via interpersonal justice) on subordinates' trust in the supervisor and work effort. The negative effects of perceived abusive supervision were stronger for subordinates within the Anglo versus the Confucian Asian culture; subordinates from Anglo culture compared with Confucian Asian culture perceived abusive supervision as less fair. Perceived abusive supervision indirectly and negatively influenced subordinates' trust in the supervisor and work effort. Study 2 replicated the findings from Study 1 and extended them to show culture (Anglo vs. Confucian culture) moderated the effects because it influences subordinates' power distance orientation. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:24:04.8999-05:00
      DOI: 10.1002/job.1984
  • Effects of implicit achievement motivation, expected evaluations, and
           domain knowledge on creative performance
    • Authors: Jeremy L. Schoen
      Pages: n/a - n/a
      Abstract: This paper explores the effect of achievement motivation on creative performance. I also describe how expectations of differing types of evaluations and knowledge of the domain moderate the relationship between implicit achievement motivation and creativity. Results suggest achievement motivation, measured implicitly, is related to creative performance. Additionally, the effect of achievement motivation at the implicit level on creative performance is moderated by expectation of evaluation and domain knowledge in a three‐way interaction. The main effect for achievement motivation, assessed at the implicit level, as a predictor of creative performance holds when controlling for other factors previously tested as predictors of creativity, including a self‐report assessment achievement motivation. I conclude by discussing the implications of this research and provide suggestions for future research opportunities. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:10:29.977009-05:
      DOI: 10.1002/job.1982
  • Organizational embeddedness, turnover intentions, and voluntary turnover:
           The moderating effects of employee demographic characteristics and value
    • Authors: Vesa Peltokorpi; David G. Allen, Fabian Froese
      Pages: n/a - n/a
      Abstract: To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full‐time employees at three points in time over a 12‐month time period in a wide range of organizations in Japan, a relatively low turnover context with little prior embeddedness research. Findings show that gender and risk aversion moderate the relationship between organizational embeddedness and turnover intentions, which in turn predict voluntary turnover. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T07:03:28.162822-05:
      DOI: 10.1002/job.1981
  • Fear of terror and increased job burnout over time: Examining the
           mediating role of insomnia and the moderating role of work support
    • Authors: Sharon Toker; Gregory A. Laurence, Yitzhak Fried
      Pages: n/a - n/a
      Abstract: While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co‐worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co‐worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-25T06:06:06.806433-05:
      DOI: 10.1002/job.1980
  • Overqualification and counterproductive work behaviors: Examining a
           moderated mediation model
    • Authors: Songqi Liu; Aleksandra Luksyte, Le Zhou, Junqi Shi, Mo Wang
      Pages: n/a - n/a
      Abstract: The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-24T03:52:25.107735-05:
      DOI: 10.1002/job.1979
  • It pays to have an eye for emotions: Emotion recognition ability
           indirectly predicts annual income
    • Authors: Tassilo Momm; Gerhard Blickle, Yongmei Liu, Andreas Wihler, Mareike Kholin, Jochen I. Menges
      Pages: n/a - n/a
      Abstract: This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) relates to annual income. In a sample of 142 employee–peer–supervisor triads from a broad range of jobs and organizations, we find that people's level of ERA indirectly relates to how much they earn per year. The relationship between ERA and annual income is mediated sequentially through political skill and interpersonal facilitation. The results imply that emotional abilities allow people not only to process affect‐laden information effectively but also to use this information to successfully navigate the social world of organizations in the pursuit of prosperity. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-13T05:51:37.487517-05:
      DOI: 10.1002/job.1975
  • 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
  • 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
  • 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
  • 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
  • Changing of the guard at JOB … and a special issue to celebrate the
           contributions of the editorial team
    • Authors: Neal M. Ashkanasy
      Pages: 1047 - 1051
      PubDate: 2014-11-17T04:01:41.26301-05:0
      DOI: 10.1002/job.1972
  • Conceptual and empirical confounds in the organizational sciences: An
           explication and discussion
    • Authors: Mark J. Martinko; Paul Harvey, Jeremy D. Mackey
      Pages: 1052 - 1063
      Abstract: Confounding occurs when the definitions and measurements of constructs overlap. It is considered a fundamental flaw in both conceptualizing and testing relationships between variables. Although this logical and methodological error is well known, we argue that a significant amount of the published research and models of organizational behavior is undermined by definitional (i.e., conceptual) and subsequent measurement confounds. Throughout this article, examples of confounding are described. The article ends with a discussion of preventive measures that can be taken to reduce both the conceptual and measurement errors that result from confounding. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:38.084903-05:
      DOI: 10.1002/job.1961
  • Multiple goals: A review and derivation of general principles
    • Authors: Kerrie Unsworth; Gillian Yeo, James Beck
      Pages: 1064 - 1078
      Abstract: A great deal of literature has examined the factors involved in single‐goal pursuit. However, there is a burgeoning realization that employees hold multiple goals at any one point in time and that findings from the single‐goal literature do not necessarily apply to multiple‐goal situations. Research is now being conducted on multiple goals, but it is being conducted across a broad range of disciplines, examining different levels of the goal hierarchy. Consequently, researchers are using the same label to refer to distinct concepts (the “jangle” fallacy) or different labels to refer to similar concepts (the “jingle” fallacy), and some aspects of the multiple‐goal space are yet to be examined. We derive seven general principles of the multiple‐goal process from a broad review of the literature. In doing so, we provide a common architecture and an overarching perspective of the theory for ongoing research as well as highlighting a number of areas for future research. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:39.438609-05:
      DOI: 10.1002/job.1963
  • Reflecting on reviewing: Applying conflict management research
    • Authors: Dean Tjosvold
      Pages: 1079 - 1092
      Abstract: Reviewing manuscripts is vital for developing knowledge and promoting the capabilities of researchers. This article uses conflict management research to examine the opportunities and obstacles in making reviewing constructive for the field and for individual researchers. Although dissensus has been thought to reflect how individual biases and organizational dynamics frustrate reviewing, research suggests that when, discussed open‐mindedly, conflicts can stimulate effective reviewing. Research on open‐mindedness provides guidance for how researchers, editors, and referees can voice their conflicts and integrate their ideas to make high quality decisions and learn. However, current practices make it challenging to manage conflict openly and constructively. Fostering open‐minded discussion among researchers, editors, and referees could be an important component in making traditional and new forms of reviewing effective. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:37.116147-05:
      DOI: 10.1002/job.1964
  • To retire or not to retire: That is not the question
    • Authors: Terry A. Beehr
      Pages: 1093 - 1108
      Abstract: Retirement decisions are multiple choice, not true–false, because retirement takes many forms. Multiple theories have been used to predict retirement and to do research on it, but rational‐economic decision‐making theories, often assuming intentional behavior, dominate the retirement research domain. Although employment serves both manifest (economic) and latent (psychological) functions, research on the decision to move from employment to retirement has focused on the manifest function. Economics tend to play a strong role in employees' retirement decisions, with health probably a close second predictor. Three phases of retirement decision‐making are evident: (i) imagining the possibility of one's future life during retirement; (ii) assessing the past to help decide when to retire; and (iii) the transition to retirement. Both predictors and consequences of retirement are reviewed, with special attention given to bridge employment, the phenomenon of retirees working for pay. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:40.42657-05:0
      DOI: 10.1002/job.1965
  • Methodologies for the study of organizational behavior processes: How to
           find your keys in the dark
    • Authors: Paul E. Spector; Laurenz L. Meier
      Pages: 1109 - 1119
      Abstract: The field of organizational behavior is very much concerned with process—the temporal sequence by which conditions, events, and states unfold. Such processes are implied in tests of mediation and more complex causal chains. The popular approach of analyzing data from cross‐sectional designs with complex statistics is not particularly helpful in understanding process. The optimal way to investigate process involves the proper use of a combination of qualitative and quantitative, experimental and nonexperimental methods that allow us to assess variables in a temporal sequence with appropriate lags informed by how long it takes for one step to lead to the next. Two general approaches are possible: take observations before and after each step in a process to show how a variable changes from before to after an event, or continuously monitor a variable to see how it changes as events occur. A variety of nonexperimental approaches can be used including content analysis of archival materials, direct observation, panel designs, retrospective event histories, and sequence analysis. With the quantitative approach, daily diary and experience sampling approaches can be particularly useful in studying processes that occur within‐person. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:40.891789-05:
      DOI: 10.1002/job.1966
  • Future time perspective, regulatory focus, and selection, optimization,
           and compensation: Testing a longitudinal model
    • Authors: Boris B. Baltes; Kevin Wynne, Mgrdich Sirabian, Daniel Krenn, Annet Lange
      Pages: 1120 - 1133
      Abstract: This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three‐wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete online questionnaires. Results demonstrated strong support that FTP was found to influence regulatory focus, which then influenced the use of selection, optimization, and compensation behaviors. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:38.475696-05:
      DOI: 10.1002/job.1970
  • The like it or not proposition: Implications of societal characteristics
           for the cultural expertise and personal values of organization members
    • Authors: Mark F. Peterson; Tais Siqueira Barreto
      Pages: 1134 - 1152
      Abstract: Extensive statistical discussion about societal and individual levels of analysis continues in international organizational behavior (IOB). This discussion can be improved by drawing from other social science fields, particularly anthropology, sociology, and experimental psychology. We use such literature to develop a cultural expertise and personal values or “like it or not” proposition about the implications that societal culture has for individuals. This proposition suggests that a society's culture strongly shapes its members' cognitive structures and moderately influences its members' support for the society's prevailing value orientation. We use the family of individualism and collectivism values to illustrate the differences and relationships between levels of analysis. We conclude by reconsidering how to study societal culture and psychological dimensions in IOB. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:37.551847-05:
      DOI: 10.1002/job.1977
  • Putting your best “face” forward: The role of
           emotion‐based well‐being in organizational research
    • Authors: Thomas A. Wright
      Pages: 1153 - 1168
      Abstract: Organizational researchers have long been interested in the role played by employee “happiness” in workplace life. What remains less clear is what exactly constitutes happiness. The present purpose is not to invent a new definition of happiness. Rather the goal is to present the extant body of knowledge about “happiness” in a more manageable and consistent manner to assist future research endeavors. To that end, an overview of the literature is provided, which summarizes the differing approaches to the study of the “happiness” and “well‐being” constructs into a more coherent framework. More specifically, the four faces of happiness taxonomy is used to highlight the conceptual diversity of happiness. These four faces include objective indicators, eudaimonic well‐being, facets of satisfaction, and emotion‐based conceptualizations of well‐being. The present research highlights the importance of emotion‐based measures of well‐being (Category 4) in the prediction of such important organizational variables as job performance and employee retention. Several avenues for future research endeavors on workplace happiness and well‐being are suggested, including the possibility of additional faces of happiness. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:39.897031-05:
      DOI: 10.1002/job.1967
  • Understanding the physical environment of work and employee behavior: An
           affective events perspective
    • Authors: Neal M. Ashkanasy; Oluremi B. Ayoko, Karen A. Jehn
      Pages: 1169 - 1184
      Abstract: Despite the fact that so many employees in the modern industrialized world work in office settings, organizational behavior researchers to date have been slow to recognize how important it is to study the effects of the physical work environment on office workers. Consequently, we have yet to form a clear understanding of the connection between the workplace physical environment and office workers' behaviors and outcomes. In this essay, therefore, we seek to unpack some of the broad issues, including the effects of major characteristics of the physical environment of work—such as personal space and spatial density, personalization and identity, territoriality, conflict, and emotions—that can help to advance our knowledge in this field. We focus on open‐plan office settings and suggest that this particular physical environment constitutes a source of “affective events” that, in turn, shape office workers' behaviors and attitudes. Copyright © 2014 John Wiley & Sons, Ltd.
      PubDate: 2014-11-17T04:01:38.915189-05:
      DOI: 10.1002/job.1973
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