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  Subjects -> ENVIRONMENTAL STUDIES (Total: 771 journals)
    - ENVIRONMENTAL STUDIES (697 journals)
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ENVIRONMENTAL STUDIES (697 journals)            First | 1 2 3 4     

Showing 601 - 378 of 378 Journals sorted alphabetically
Revista Internacional de Ciências     Open Access   (Followers: 1)
Revista Meio Ambiente e Sustentabilidade     Open Access   (Followers: 1)
Revista Metropolitana de Sustentabilidade     Open Access  
Revista Monografias Ambientais     Open Access  
Revista Verde de Agroecologia e Desenvolvimento Sustentável     Open Access   (Followers: 2)
Ring     Open Access   (Followers: 1)
Riparian Ecology and Conservation     Open Access   (Followers: 7)
Rivista di Studi sulla Sostenibilità     Full-text available via subscription  
Russian Journal of Ecology     Hybrid Journal   (Followers: 1)
S.A.P.I.EN.S     Open Access   (Followers: 2)
Safety Science     Hybrid Journal   (Followers: 31)
San Francisco Estuary and Watershed Science     Open Access  
SAR and QSAR in Environmental Research     Hybrid Journal   (Followers: 1)
Saúde e Meio Ambiente : Revista Interdisciplinar     Open Access  
Scandinavian Journal of Work, Environment & Health     Partially Free   (Followers: 12)
Science of The Total Environment     Hybrid Journal   (Followers: 27)
Sciences Eaux & Territoires : la Revue du Cemagref     Open Access  
Scientific Journal of Environmental Sciences     Open Access   (Followers: 1)
Sepsis     Hybrid Journal  
Smart Grid and Renewable Energy     Open Access   (Followers: 7)
Social and Environmental Accountability Journal     Hybrid Journal   (Followers: 3)
Soil and Sediment Contamination: An International Journal     Hybrid Journal   (Followers: 2)
Soil and Tillage Research     Hybrid Journal   (Followers: 8)
SourceOCDE Environnement et developpement durable     Full-text available via subscription   (Followers: 1)
SourceOECD Environment & Sustainable Development     Full-text available via subscription  
South Pacific Journal of Natural and Applied Sciences     Hybrid Journal  
Southern Forests : a Journal of Forest Science     Hybrid Journal   (Followers: 5)
Sriwijaya Journal of Environment     Open Access  
Stochastic Environmental Research and Risk Assessment     Hybrid Journal   (Followers: 4)
Strategic Behavior and the Environment     Full-text available via subscription   (Followers: 2)
Strategic Planning for Energy and the Environment     Hybrid Journal   (Followers: 4)
Studies in Conservation     Hybrid Journal   (Followers: 11)
Studies in Environmental Science     Full-text available via subscription   (Followers: 5)
Sustainability     Open Access   (Followers: 20)
Sustainability in Environment     Open Access   (Followers: 2)
Sustainability of Water Quality and Ecology     Hybrid Journal   (Followers: 4)
Sustainable Cities and Society     Hybrid Journal   (Followers: 23)
Sustainable Development     Hybrid Journal   (Followers: 16)
Sustainable Development Law & Policy     Open Access   (Followers: 6)
Sustainable Development Strategy and Practise     Open Access  
Sustainable Environment Research     Open Access  
Sustainable Technologies, Systems & Policies     Open Access   (Followers: 7)
TECHNE - Journal of Technology for Architecture and Environment     Open Access   (Followers: 7)
Tecnogestión     Open Access  
Territorio della Ricerca su Insediamenti e Ambiente. Rivista internazionale di cultura urbanistica     Open Access  
The Historic Environment : Policy & Practice     Hybrid Journal   (Followers: 5)
The International Journal on Media Management     Hybrid Journal   (Followers: 5)
Theoretical Ecology     Hybrid Journal   (Followers: 11)
Theoretical Ecology Series     Full-text available via subscription   (Followers: 1)
Toxicologic Pathology     Hybrid Journal   (Followers: 20)
Toxicological & Environmental Chemistry     Hybrid Journal   (Followers: 4)
Toxicological Sciences     Hybrid Journal   (Followers: 12)
Toxicology     Hybrid Journal   (Followers: 18)
Toxicology and Applied Pharmacology     Hybrid Journal   (Followers: 19)
Toxicology and Industrial Health     Hybrid Journal   (Followers: 7)
Toxicology in Vitro     Hybrid Journal   (Followers: 11)
Toxicology Letters     Hybrid Journal   (Followers: 13)
Toxicology Mechanisms and Methods     Hybrid Journal   (Followers: 11)
Toxicon     Hybrid Journal   (Followers: 4)
Toxin Reviews     Hybrid Journal   (Followers: 1)
Trace Metals and other Contaminants in the Environment     Full-text available via subscription   (Followers: 2)
Trace Metals in the Environment     Full-text available via subscription   (Followers: 2)
Transactions on Environment and Electrical Engineering     Open Access  
Transportation Research Part D: Transport and Environment     Hybrid Journal   (Followers: 25)
Transylvanian Review of Systematical and Ecological Research     Open Access  
Trends in Ecology & Evolution     Full-text available via subscription   (Followers: 222)
Trends in Environmental Analytical Chemistry     Hybrid Journal   (Followers: 3)
Trends in Pharmacological Sciences     Full-text available via subscription   (Followers: 26)
Tropicultura     Open Access  
UCLA Journal of Environmental Law and Policy     Open Access   (Followers: 4)
UD y la Geomática     Open Access  
Universidad y Ciencia     Open Access   (Followers: 1)
Urban Studies     Hybrid Journal   (Followers: 58)
Veredas do Direito : Direito Ambiental e Desenvolvimento Sustentável     Open Access  
VertigO - la revue électronique en sciences de l’environnement     Open Access   (Followers: 3)
Villanova Environmental Law Journal     Open Access  
Waste Management & Research     Hybrid Journal   (Followers: 9)
Water Environment Research     Full-text available via subscription   (Followers: 41)
Water International     Hybrid Journal   (Followers: 15)
Water, Air, & Soil Pollution     Hybrid Journal   (Followers: 23)
Water, Air, & Soil Pollution : Focus     Hybrid Journal   (Followers: 9)
Waterlines     Full-text available via subscription   (Followers: 2)
Weather and Forecasting     Full-text available via subscription   (Followers: 17)
Weather, Climate, and Society     Full-text available via subscription   (Followers: 12)
Web Ecology     Open Access   (Followers: 5)
Wetlands     Hybrid Journal   (Followers: 24)
Wilderness & Environmental Medicine     Hybrid Journal   (Followers: 4)
Wildlife Australia     Full-text available via subscription   (Followers: 2)
Wiley Interdisciplinary Reviews - Climate Change     Hybrid Journal   (Followers: 17)
Wiley Interdisciplinary Reviews : Energy and Environment     Hybrid Journal   (Followers: 5)
William & Mary Environmental Law and Policy Review     Open Access   (Followers: 2)
World Environment     Open Access   (Followers: 1)
World Journal of Entrepreneurship, Management and Sustainable Development     Hybrid Journal   (Followers: 6)
World Journal of Environmental Engineering     Open Access   (Followers: 2)
Worldviews: Global Religions, Culture, and Ecology     Hybrid Journal   (Followers: 8)
Zoology and Ecology     Hybrid Journal   (Followers: 4)
气候与环境研究     Full-text available via subscription   (Followers: 1)

  First | 1 2 3 4     

Journal Cover Journal of Organizational Behavior
  [SJR: 2.412]   [H-I: 119]   [39 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  [1579 journals]
  • When expressions of fake emotions elicit negative reactions: The role of
           observers' dialectical thinking
    • Authors: Ivona Hideg; Gerben A. Kleef
      Abstract: Fake displays of emotions are common in social and organizational settings. It is therefore important to understand their consequences. To reconcile mixed previous findings, we develop a model in which the consequences of expressing fake emotions depend on the observers' level of dialectical thinking, a cognitive style characterized by acceptance of inconsistencies. We propose that observers lower, but not higher, on dialectical thinking may infer that interaction partners who fake emotions are untrustworthy and, in turn, react negatively. We found support for our model in 2 studies. In a field fundraising experiment (Study 1), fundraisers who displayed fake (vs. genuine) happiness received smaller monetary donations and elicited lower intentions to volunteer from donors lower, but not higher, on dialectical thinking. In a laboratory negotiation experiment (Study 2), negotiators who displayed fake anger (vs. genuine anger or no emotion) were trusted less and received higher demands from counterparts lower, but not higher, on dialectical thinking. Trust mediated the moderating effect of dialecticism on the relation between fake anger (vs. genuine anger and no emotion) and demands. We discuss the theoretical and practical implications of the findings.
      PubDate: 2017-04-26T06:06:25.580562-05:
      DOI: 10.1002/job.2196
  • Why dual leaders will drive innovation: Resolving the exploration and
           exploitation dilemma with a conservation of resources solution
    • Authors: Samuel T. Hunter; Lily D. Cushenbery, Bradley Jayne
      Abstract: Using conservation of resources theory, we challenge traditional unity of command models of leadership and propose that a dual-leadership framework can serve as a potential solution to the inherent challenges of innovation. Leading for innovation demands are depicted as uniquely disparate from other forms of leadership, resulting in several types of conflict and resource depletion for individual leaders. We contend that this exploration–exploitation role conflict and the resulting need to manage incongruent role identities produce stress, strain, and resource depletion that in turn hamper innovative goal achievement for both a single leader directly and via subordinates more indirectly. We propose, however, that as an extension of the resource investment tenet of the conservation of resources theory, a dual-leadership approach may alleviate many of these challenges for innovation. Specifically, the addition of a second leader can add resources to innovation and in turn decrease the role conflict inherent in managing the generation and implementation of creative ideas. Limitations and areas for future research are offered.
      PubDate: 2017-04-26T06:02:10.545626-05:
      DOI: 10.1002/job.2195
  • Loyal rebels? A test of the normative conflict model of constructive
    • Authors: Jason J. Dahling; Melissa B. Gutworth
      Abstract: Constructive deviance is a voluntary behavior that violates organizational rules but is conducted with honorable intentions to benefit the organization or its stakeholders. Despite emerging interest in this behavior, the antecedents of constructive deviance remain unclear, with particular ambiguity concerning the relationship between organizational identity and constructive deviance. In this article, we address this ambiguity with the normative conflict model, which posits that organizational identity drives constructive deviance in the workplace only when people perceive normative conflict with organizational rules. In Studies 1a and 1b, we develop and validate a measure of normative conflict. In Study 2, we conduct a preliminary test of the model with employed students and find that identity is positively related to constructive deviance only when normative conflict is high. In Study 3, we replicate and extend the model to show that the moderating effect of normative conflict is mediated by experienced psychological discomfort and that organizational identity is positively related to constructive deviance among working adults only when discomfort is high. In total, our findings demonstrate the utility of the normative conflict model for explaining when constructive deviance is mostly likely to occur in the workplace.
      PubDate: 2017-04-17T01:21:00.893162-05:
      DOI: 10.1002/job.2194
  • Supervisors' emotional exhaustion and abusive supervision: The moderating
    • Authors: Catherine K. Lam; Frank Walter, Xu Huang
      Abstract: Drawing from conservation of resources theory, this study aims to create new knowledge on the antecedents of abusive supervision. Results across 2 independent field studies within a manufacturing context (Study 1) and a customer service context (Study 2) consistently demonstrated a 3-way interaction pattern, such that supervisors' experiences of emotional exhaustion, perceived subordinate performance, and self-monitoring were jointly associated with subordinates' abusive supervision perceptions. A supplementary scenario experiment further corroborated this pattern. Together, the present studies illustrate a contingency model of abusive supervision's origins, highlighting emotional exhaustion as an important risk factor that is particularly likely to trigger abusive behavior among supervisors with lower (rather than higher) self-monitoring who are faced with a relatively underperforming subordinate. As such, this research advances the abusive supervision literature by offering new insights into the complex resource conservation processes that may give rise to subordinates' abuse perceptions.
      PubDate: 2017-04-11T01:55:38.913368-05:
      DOI: 10.1002/job.2193
  • Tired of innovations? Learned helplessness and fatigue in the context of
           continuous streams of innovation implementation
    • Authors: Goo Hyeok Chung; Jin Nam Choi, Jing Du
      Abstract: The business environment faced by contemporary organizations is highly uncertain and constantly changing. Thus, organizations have adopted and implemented a continuous stream of innovations to achieve sustainable growth and survival. Considering the demand for additional resources to implement innovations, the present study explores organizational conditions that may lead to innovation-targeted burnout and fatigue among employees, which impede their active participation in a subsequent innovation. To this end, we propose a theoretical framework that elucidates the effects of previous innovations on the subsequent implementation behavior of employees. We identify two dimensions of the cognitive appraisal of previous innovations (i.e., intensity and failure) that shape employees' beliefs regarding innovations, such as innovation-targeted helplessness, which ultimately results in innovation fatigue. Data collected from 84 managers and 397 employees of Chinese and Korean organizations prove the significant role of employee perceptions of previous innovations in shaping the innovation-targeted helplessness and fatigue of employees, which ultimately affect employee behavior toward a subsequent innovation. The present conceptual and empirical analyses suggest that given continuous streams of innovation implementation, managers should carefully consider employee's perceptions of previous innovations (i.e., intensity and failure) for successful implementation of a subsequent innovation. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-04-03T04:32:35.469925-05:
      DOI: 10.1002/job.2191
  • Isms and schisms: A meta-analysis of the prejudice-discrimination
           relationship across racism, sexism, and ageism
    • Authors: Kristen P. Jones; Isaac E. Sabat, Eden B. King, Afra Ahmad, Tracy C. McCausland, Tiffani Chen
      Abstract: Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly associated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-03-07T06:15:54.465444-05:
      DOI: 10.1002/job.2187
  • Getting away from them all: Managing exhaustion from social interaction
           with telework
    • Authors: Jaime B. Windeler; Katherine M. Chudoba, Rui Z. Sundrup
      Abstract: Drawing on the conservation of resources and recovery literatures, we examine how social job characteristics—interpersonal interaction, job interdependence, and external interaction—relate to work exhaustion. We then explore the efficacy of a part-time telework (PTT) practice in alleviating work exhaustion associated with social interaction. Study 1 is a within-subject assessment of work exhaustion before and after a PTT practice; participants are 51 information technology professionals in a financial services firm. Study 2 is a between-subject assessment of work exhaustion among part-time teleworkers and non-teleworkers; participants are 258 U.S. workers spanning a variety of industries. Study 2 replicated the model tested in Study 1, and we extended the conceptualization of interpersonal interaction to examine both quantity and quality of interaction. In both studies, PTT provided a recovery opportunity, attenuating the relationship between interpersonal interaction and work exhaustion; however, after PTT but not before, work exhaustion increased as external interaction increased. In Study 2, work exhaustion decreased as interaction quality increased; in contrast, work exhaustion increased as interaction quantity increased and PTT attenuated this relationship. Our recommendations aim to help balance telework practices in light of social job characteristics and their opposing effects on work exhaustion. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-28T05:25:42.59402-05:0
      DOI: 10.1002/job.2176
  • Fifty shades of green: How microfoundations of sustainability dynamic
           capabilities vary across organizational contexts
    • Authors: Karoline Strauss; Jan Lepoutre, Geoffrey Wood
      Abstract: Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-24T01:36:20.927449-05:
      DOI: 10.1002/job.2186
  • The effects of managerial and employee attributions for corporate social
           responsibility initiatives
    • Authors: Pavlos A. Vlachos; Nikolaos G. Panagopoulos, Daniel G. Bachrach, Frederick P. Morgeson
      Abstract: Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work-related behavior, as is the role of contextual factors such as leadership processes in shaping these attributions. Drawing from attribution and social learning theories, we develop a multilevel social influence theory of how CSR affects employees. We integrate managers as second observers in the baseline actor (i.e., firm)—observer (i.e., employee) dyad, whereas most attribution theory research has focused on single actor–observer dyads. Multisource field data collected from 427 employees and 45 managers were analyzed using hierarchical linear modeling. Managers' genuine (self-serving) CSR attributions are positively related to employees' genuine (self-serving) CSR attributions; and the strength of the relationship between managers' and employees' genuine CSR attributions depends on managers' organizational tenure. Employees' genuine CSR attributions also are positively related to employee advocacy, whereas—interestingly—employees' self-serving CSR attributions do not appear to harm employee advocacy. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-23T06:05:31.180691-05:
      DOI: 10.1002/job.2189
  • Encouraging environmental sustainability through gender: A
           micro-foundational approach using linguistic gender marking
    • Authors: Amir Shoham; Tamar Almor, Sang Mook Lee, Mohammad F. Ahammad
      Abstract: While studies show that organizational diversity is beneficial to their practice of environmental sustainability, we know very little about the effect that the gender of an individual director can have on sustainability practice. In this empirical paper, we employ a micro-foundational approach to examine whether the number of women on an organization's board of directors has a direct effect on its attitude towards environmental sustainability, regardless of the national culture in which the organization is located. Culture in this study is measured through grammatical gender marking, a unique approach to measuring women-oriented cultural effects. Previous studies show that certain cultures have more gender roles than others do, which in turn affect general and organizational behavior in that society. Grammatical gender marking enables us to study the impact of gender of the individual director on the organization's attitude towards environmental sustainability across cultures, by empirically examining data from 71 countries, sampling 4500 organizations for multiple years and industries. Our findings show that organizations become significantly more proactive in environmental sustainability with the appointment of even one woman to the board of directors, regardless of the local culture. We further show that the organization's level of disclosure regarding its sustainability activities increases with the number of women on the board of directors. Our data also show a significantly negative relationship between various gender-based language indices and the presence of women on the board of directors. In cultures defined by a language that has clear grammatical gender markings, there is a tendency to appoint fewer women to boards of directors, thereby influencing indirectly the organization's attitude towards environmental sustainability. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-23T06:00:47.073003-05:
      DOI: 10.1002/job.2188
  • Work–family conflict and mindfulness: Investigating the effectiveness of
           a brief training intervention
    • Authors: Kaitlin M. Kiburz; Tammy D. Allen, Kimberly A. French
      Abstract: This experimental switching replications design study examined the effectiveness of a brief mindfulness-based training intervention that included a one-hour mindfulness-based workshop followed by 13 days of behavioral self-monitoring (BSM) in an attempt to reduce work–family conflict. The intervention increased participants' mindfulness and decreased work-to-family conflict, but did not reduce family-to-work conflict. In addition, those who participated in BSM reported greater mindfulness, less work-to-family conflict, and less family-to-work conflict than did those who did not participate in BSM. Theoretical and practical implications, as well as future research directions, are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-15T03:05:29.313873-05:
      DOI: 10.1002/job.2181
  • An organizational ethic of care and employee involvement in
           sustainability-related behaviors: A social identity perspective
    • Authors: Abraham Carmeli; Stephen Brammer, Emanuel Gomes, Shlomo Y. Tarba
      Abstract: We expand on the emergent research of an ethic of care (EoC) to theorize why and how an organizational EoC fosters employee involvement in sustainability-related behaviors at work. Across two studies, we explore the socio-psychological mechanisms that link an EoC and involvement in sustainability-related behaviors. The results of Study 1, in which we applied an experimental design, indicate that an EoC is significantly related, through employees' affective reaction towards organizational sustainability, to involvement in sustainability-related behaviors. In Study 2, in which we used time-lagged data, we further drew on social identity theory to suggest that an EoC is both directly and indirectly, through enhanced organizational identification, related to employees' satisfaction with organizational sustainability. Through these two mechanisms, we explain the process by which an EoC can drive employee involvement in sustainability-related behaviors. These theoretical developments and empirical findings help to better understand the micro-foundations of organizational sustainability by building upon the moral theorizing of care. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-09T03:31:12.448281-05:
      DOI: 10.1002/job.2185
  • Targeted workplace incivility: The roles of belongingness, embarrassment,
           and power
    • Authors: M. Sandy Hershcovis; Babatunde Ogunfowora, Tara C. Reich, Amy M. Christie
      Abstract: Research to date has largely been unclear about whether a single perpetrator is sufficient to instigate the well-documented negative consequences of workplace incivility. In the current research, we examine the extent to which perceived belongingness and embarrassment mediate the relationship between incivility from a single perpetrator and two important outcomes (job insecurity and somatic symptoms), and the extent to which the perpetrator's power moderates these relationships. Across two studies using different methods, we find that incidents of single perpetrator incivility are associated with target feelings of isolation and embarrassment, which in turn relate to targets' perceived job insecurity and somatic symptoms (Studies 1 and 2) both the same day and three days later (Study 2). Moreover, we find that perpetrator power moderates the relationship between incivility and embarrassment, such that targets are more embarrassed when the perpetrator is powerful. Implications for theory and practice are discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-02-07T02:16:31.72001-05:0
      DOI: 10.1002/job.2183
  • Little things that count: A call for organizational research on
    • Authors: Alice M. Brawley; Cynthia L.S. Pury
      Abstract: The purpose of this Incubator is to encourage organizational researchers to attend to the most common type of business in the United States—the microbusiness. After defining and describing these businesses, we propose research questions on defining and managing performance, organizational citizenship, and work–family conflict in this novel business setting. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-26T20:10:42.072344-05:
      DOI: 10.1002/job.2184
  • Picture this: A field experiment of the influence of subtle affective
           stimuli on employee well-being and performance
    • Authors: Xiaoxiao Hu; Yujie Zhan, Xiang Yao, Rebecca Garden
      Abstract: Prior literature examining the antecedents of employee affect has largely ignored subtle affective influences in the workplace and their impact on employees' affective experiences and behaviors. A substantial body of evidence from basic psychology research suggests that individuals' affect can be influenced by minimal stimulus input. The primary objective of this research is to take an initial step towards understanding the “real-world” impact of subtle affective stimuli in the workplace. Specifically, in a field experiment with a within-subjects design, we collected data from 68 sales representatives and examined the effect of a subtle affective stimulus (i.e., a black-and-white picture of a woman smiling printed on the backdrop of paper–pencil surveys) on employees' affect, well-being, and performance. Results showed that the smiling picture significantly enhanced participants' positive affect, which in turn influenced employees' extra-role performance and emotional exhaustion. The smiling picture also indirectly influenced employees' in-role performance and emotional exhaustion via negative affect. Theoretical and practical implications of these findings are discussed at the end of the paper. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-26T05:01:53.843953-05:
      DOI: 10.1002/job.2177
  • Best practice recommendations for scale construction in organizational
           research: The development and initial validation of the Character Strength
           Inventory (CSI)
    • Authors: Thomas A. Wright; James Campbell Quick, Sean T. Hannah, M. Blake Hargrove
      Abstract: Proper scale development and validation provide the necessary foundation to facilitate future quantitative research in the organizational sciences. Using the framework provided by the Researcher's Notebook, the purpose of this study is twofold. First, we present a modern summary of best practice procedures for scale development, reliability analysis, and validity analysis. Second, we explain and illustrate these best practice procedures by describing each procedure in the context of developing and psychometrically analyzing a new Character Strength Inventory (CSI). Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-24T05:35:30.788123-05:
      DOI: 10.1002/job.2180
  • Using a pattern-oriented approach to study leaders: Implications for
           burnout and perceived role demand
    • Authors: Kara A. Arnold; Catherine E. Connelly, Ian R. Gellatly, Megan M. Walsh, Michael J. Withey
      Abstract: Using a pattern-oriented approach, we identified clusters of leaders who shared theoretically meaningful combinations of transformational, contingent reward, management by exception active, management by exception passive, and laissez-faire leadership styles. Drawing upon conservation of resources theory, we examined whether leaders who shared a similar pattern of leadership styles differed from leaders who belonged to other profile groups, with respect to felt burnout and perceived role demands. Hypotheses were tested using a time-lagged field study involving 183 leaders. Using latent profile analyses, we found four theoretically interpretable patterns. Leaders who belonged to the comprehensive cluster (elevated scores on the transformational, contingent reward, and the passive styles; 14.2%) experienced the highest levels of burnout and role demands, whereas those who were disengaged (low scores on all styles; 33.3%) reported the lowest levels. Leaders who exhibited a passive behavioral pattern (elevated scores on management by exception active, management by exception passive, and laissez-faire relative to the other styles; 27.3%) experienced more burnout and role demands than did leaders who exhibited an optimal pattern (elevated scores on transformational and contingent reward styles relative to the passive styles; 25.1%). The theoretical and practical implications of a pattern-oriented approach to leadership research were discussed. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-22T21:30:26.802875-05:
      DOI: 10.1002/job.2182
  • Does job insecurity threaten who you are? Introducing a social identity
           perspective to explain well-being and performance consequences of job
    • Authors: Eva Selenko; Anne Mäkikangas, Christopher B. Stride
      Abstract: This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well-being and job performance. A three-wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Furthermore, social identity as an employed person influenced well-being and in-role job performance and mediated the effect of job insecurity on these two variables over time. Different to the expectations, social identity as an employed person and organisational proactivity were not connected. The findings deliver interesting evidence for the role of social identity as an employed person in the relationships between job insecurity and its consequences. Theoretically, this perspective illustrates the individual and group-related nature of job insecurity and offers a novel way of connecting work situations with individual well-being, behaviour and attitudes. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-22T21:25:27.209297-05:
      DOI: 10.1002/job.2172
  • Whether power holders construe their power as responsibility or
           opportunity influences their tendency to take advice from others
    • Authors: Frank R.C. De Wit; Daan Scheepers, Naomi Ellemers, Kai Sassenberg, Annika Scholl
      Abstract: Empirical evidence suggests that power elicits a generic tendency to disregard advice. We examined different responses power holders may show in their tendency to take advice depending on the construal of power. We report a field study and an experiment among managers and other powerful professionals (Studies 1 and 2) and an experiment in which participants were assigned to a powerful role (Study 3). Across studies, we found a higher tendency to take advice among those who construed their power as a responsibility rather than as an opportunity. This effect of the construal of power on advice taking was mediated by a heightened perceived value of advice, not by decreased confidence in own judgments or sense of power. Accordingly, the increase in advice taking when power was construed as a responsibility was observed regardless of whether the advice came from subordinates (Study 1), expert advisors (Study 2), or a less powerful teammate (Study 3). This highlights the relevance of considering how power holders construe their power in order to understand their tendency to take advice from others. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-19T02:49:00.45591-05:0
      DOI: 10.1002/job.2171
  • Good marriage at home, creativity at work: Family–work enrichment effect
           on workplace creativity
    • Authors: Yipeng Tang; Xu Huang, Yongli Wang
      Abstract: To advance the understanding of socio-relational sources of employee creativity, we investigate the effect of a good marriage on workplace creativity. Drawing on family–work enrichment theory, we propose and test the idea that a satisfying marriage boosts a spillover of psychological resources from family to work that enhances employees' workplace creativity. Using survey data collected from 548 spouse–employee–supervisor triads, we find an indirect positive relationship between employees' marital satisfaction and workplace creativity through a spillover of psychological resources from family to work. We also find that this spillover is most pronounced when both employees and their spouses are satisfied with their marriage. The results further demonstrate that the indirect effect of marital satisfaction on workplace creativity through the spillover of psychological resources is significant for employees with a low creative personality, but not for those with a high creative personality. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-19T00:45:44.506774-05:
      DOI: 10.1002/job.2175
  • Post-acquisition integration processes in publicly owned professional
           service companies: Senior professional behaviour and company performance
    • Authors: Mark Edward Pickering
      Abstract: The client relationships and tacit knowledge of professionals are professional service firms' (PSFs') major value creating resources producing challenges in generating post-merger and acquisition value and risks of reducing the productivity or losing key professionals and their clients. The recent emergence of publicly owned PSFs and rapid growth through consolidating smaller privately owned firms potentially increases this risk by integrating small firms and their professionals into large public companies that may be governed very differently. This study explores post-acquisition integration processes: professional behaviours and associated performance implications in two highly acquisitive publicly owned accounting companies. In one company, the integration process was rapid and heavily directed by senior management, while in the second company, integration was more gradual, initially undirected but then facilitated by senior management. The findings suggest that integration processes can impact the behaviour of professionals and acquiring firm performance. This research contributes to the understanding of post-acquisition integration processes in PSFs and decision-making and professional behaviour in recently emerged publicly owned PSFs. The study contributes to knowledge-based theory by identifying factors that can affect the decision authority of executives and how organisational behaviour can constrain the implementation of executive integration decisions. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-12T20:15:34.663457-05:
      DOI: 10.1002/job.2173
  • Bridging the gap between green behavioral intentions and employee green
           behavior: The role of green psychological climate
    • Authors: Thomas A. Norton; Hannes Zacher, Stacey L. Parker, Neal M. Ashkanasy
      Abstract: How do employees' perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between-persons relationship of corporate environmental strategy and pro-environmental or “green” psychological climate; and whether green psychological climate moderates the within-person relationship of employees' daily green behavioral intentions and their green behavior on the following day. To test our hypotheses, we collected survey data from 74 employees across 10 workdays. Results showed that corporate environmental strategy is positively related to green psychological climate that, in turn, moderates the relationship between green behavioral intentions and next-day employee green behavior. Specifically, we found the relationship to be positive only when employees perceive a positive green psychological climate. We discuss implications of our findings for future research on employee green behavior and for organizations interested in encouraging employee green behavior. Copyright © 2017 John Wiley & Sons, Ltd.
      PubDate: 2017-01-12T01:05:43.125809-05:
      DOI: 10.1002/job.2178
  • Issue Information Page
    • Pages: 305 - 306
      Abstract: No abstract is available for this article.
      PubDate: 2017-03-01T05:11:03.617887-05:
      DOI: 10.1002/job.2140
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