for Journals by Title or ISSN
for Articles by Keywords
help
  Subjects -> ENVIRONMENTAL STUDIES (Total: 811 journals)
    - ENVIRONMENTAL STUDIES (738 journals)
    - POLLUTION (22 journals)
    - TOXICOLOGY AND ENVIRONMENTAL SAFETY (41 journals)
    - WASTE MANAGEMENT (10 journals)

ENVIRONMENTAL STUDIES (738 journals)            First | 1 2 3 4 5 6 7 8     

IAMURE International Journal of Ecology and Conservation     Open Access   (Followers: 3)
Ideas in Ecology and Evolution     Open Access   (Followers: 10)
IEEE Transactions on Network and Service Management     Hybrid Journal   (Followers: 10)
IMA Journal of Management Mathematics     Hybrid Journal   (Followers: 1)
Indiana Journal of Global Legal Studies     Full-text available via subscription   (Followers: 2)
Indoor Air     Hybrid Journal   (Followers: 1)
Information Systems Management     Hybrid Journal   (Followers: 17)
Information Technology and Management     Hybrid Journal   (Followers: 9)
IngenierĂ­a HidrĂ¡ulica y Ambiental     Open Access  
Inhalation Toxicology     Hybrid Journal   (Followers: 7)
Integrated Environmental Assessment and Management     Hybrid Journal   (Followers: 5)
Interdisciplinary Environmental Review     Hybrid Journal   (Followers: 4)
Interfaces     Full-text available via subscription   (Followers: 6)
International Aquatic Research     Open Access   (Followers: 3)
International Archives of Occupational and Environmental Health     Hybrid Journal   (Followers: 4)
International Environmental Agreements: Politics, Law and Economics     Hybrid Journal   (Followers: 11)
International Gambling Studies     Hybrid Journal   (Followers: 6)
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: 1)
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: 11)
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: 9)
International Journal of Ecological Economics and Statistics     Full-text available via subscription  
International Journal of Ecology     Open Access   (Followers: 8)
International Journal of Ecology & Development     Full-text available via subscription   (Followers: 2)
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: 5)
International Journal of Environment and Sustainable Development     Hybrid Journal   (Followers: 16)
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: 2)
International Journal of Environmental Policy and Decision Making     Hybrid Journal   (Followers: 11)
International Journal of Environmental Protection     Open Access   (Followers: 14)
International Journal of Environmental Research and Public Health     Open Access   (Followers: 16)
International Journal of Environmental Science and Technology     Hybrid Journal   (Followers: 6)
International Journal of Environmental Studies     Hybrid Journal   (Followers: 10)
International Journal of Exergy     Hybrid Journal   (Followers: 4)
International Journal of Forest, Soil and Erosion     Open Access   (Followers: 4)
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: 10)
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: 2)
International Journal of Regulation and Governance     Hybrid Journal   (Followers: 2)
International Journal of Reliability and Safety     Hybrid Journal   (Followers: 7)
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: 10)
International Journal of Sustainable Construction Engineering and Technology     Open Access   (Followers: 10)
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   (Followers: 1)
International Studies in the Philosophy of Science     Hybrid Journal   (Followers: 11)
Interventions : International Journal of Postcolonial Studies     Hybrid Journal   (Followers: 10)
IOP Conference Series: Earth and Environmental Science     Open Access   (Followers: 7)
Iranian Studies     Hybrid Journal   (Followers: 10)
Irish Educational Studies     Hybrid Journal   (Followers: 2)
Irish Journal of Earth Sciences     Full-text available via subscription  
Irish Political Studies     Hybrid Journal   (Followers: 10)
ISLE: Interdisciplinary Studies in Literature and Environment     Hybrid Journal   (Followers: 1)
Isotopes in Environmental and Health Studies     Hybrid Journal   (Followers: 1)
Israel Studies     Full-text available via subscription   (Followers: 5)
Italian Studies     Hybrid Journal   (Followers: 6)
Jahangirnagar University Environmental Bulletin     Open Access  
Journal of Bioremediation & Biodegradation     Open Access   (Followers: 2)
Journal of Earth Science & Climatic Change     Open Access   (Followers: 7)
Journal of Petroleum & Environmental Biotechnology     Open Access   (Followers: 2)
Journal of Advanced Research in Civil and Environmental Engineering     Open Access   (Followers: 1)
Journal of Advances in Environmental Health Research     Open Access   (Followers: 1)
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   (Followers: 1)
Journal of Agriculture and Environment for International Development     Open Access   (Followers: 6)
Journal of Agrobiology     Open Access   (Followers: 2)
Journal of Applied Ecology     Hybrid Journal   (Followers: 134)
Journal of Applied Meteorology and Climatology     Full-text available via subscription   (Followers: 8)

  First | 1 2 3 4 5 6 7 8     

Journal Cover   Journal of Organizational Behavior
  [SJR: 3.102]   [H-I: 95]   [32 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  [1607 journals]
  • Reciprocation wary employees discount psychological contract fulfillment
    • Authors: Gökhan Karagonlar; Robert Eisenberger, Justin Aselage
      Abstract: The present study examined the moderating role of reciprocation wariness in the association of employees' psychological contract fulfillment with psychosomatic strain and voluntary turnover, as mediated by perceived organizational support. To study these relationships longitudinally, 169 graduating college seniors were surveyed upon job acceptance and again 3 weeks, 3 months, 6 months, and 18 months following the start of employment. The findings showed that psychological contract fulfillment was positively related to perceived organizational support. However, this positive relationship was eliminated by reciprocation wariness, and this influence was carried over to psychosomatic strain and voluntary turnover. Thus, it appears that reciprocation wariness leads employees to discount psychological contract fulfillment as an indication of the organization's valuation and caring. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-05-19T00:50:29.355062-05:
      DOI: 10.1002/job.2016
       
  • Introduction: The bright and dark sides of emotional labor
    • Authors: Paul E. Spector
      PubDate: 2015-05-07T08:22:10.443244-05:
      DOI: 10.1002/job.2018
       
  • When is pay for performance related to employee creativity in the Chinese
           context? The role of guanxi HRM practice, trust in management, and
           intrinsic motivation
    • Authors: Yong Zhang; Lirong Long, Tsung‐yu Wu, Xu Huang
      Abstract: This study aims to provide new insights into the reward–creativity link in the Chinese context by exploring the moderating effect of guanxi human resource management (HRM) practice—reflecting the extent to which HR decisions are influenced by personal relationships in an organization—on the relationship between pay for performance (PFP) and employee creativity. Using two independent samples that were composed of 222 and 216 supervisor–subordinate dyads from Mainland China and Taiwan, we found that the effect of pay for performance on creativity was invariantly moderated by perceived guanxi HRM practice in such a way that when guanxi HRM practice was low, PFP had stronger positive effects on creativity. Furthermore, trust in management, as reduced by guanxi HRM practice, mediated this moderating effect. Moreover, moderated path analysis revealed that intrinsic motivation mediated these moderated relationships among PFP, guanxi HRM practice, trust in management, and creativity. Findings shed light on the processes through which, and the conditions under which, PFP may promote creativity. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-29T03:36:49.628094-05:
      DOI: 10.1002/job.2012
       
  • Episodes of incivility between subordinates and supervisors: examining the
           role of self‐control and time with an interaction‐record diary
           study
    • Authors: Laurenz L. Meier; Sven Gross
      Abstract: Scholars have hypothesized that experiencing incivility not only negatively affects well‐being, but may even trigger further antisocial behavior. Previous research, however, has focused mainly on the relation between incivility and well‐being. Thus, little is known about the behavioral consequences of incivility. With this in mind, we conducted an interaction‐record diary study to examine whether supervisor incivility causes retaliatory incivility against the supervisor. Using the self‐control strength model as a framework, we further examined whether the target's trait (trait self‐control) and state (exhaustion) self‐regulatory capacities moderate this effect. In addition, we examined the role of time by testing the duration of the effect. When we analyzed the full data set, we found no support for our hypotheses. However, using a subset of the data in which the subsequent interaction happened on the same day as the prior interaction, our results showed that experiencing incivility predicted incivility in the subsequent interaction, but only when the time lag between the two interactions was short. Furthermore, in line with the assumption that self‐regulatory capacities are required to restrain a target from retaliatory responses, the effect was stronger when individuals were exhausted. In contrast to our assumption, trait self‐control had no effect on instigated incivility. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-28T01:05:50.983684-05:
      DOI: 10.1002/job.2013
       
  • Mentoring with(in) care: A co‐constructed auto‐ethnography of
           mutual learning
    • Authors: Miranda M. W. C. Snoeren; Ragna Raaijmakers, Theo J. H. Niessen, Tineke A. Abma
      Abstract: Research into workplace mentoring is principally focussed on predictors and psychosocial and instrumental outcomes, while there is scarcely any in‐depth research into relational characteristics, outcomes and processes. This article aims to illustrate these relational aspects. It reports a co‐constructed auto‐ethnography of a dyadic mentoring relationship as experienced by mentor and protégé. The co‐constructed narrative illustrates that attentiveness towards each other and a caring attitude, alongside learning‐focussed values, promote a high‐quality mentoring relationship. This relationship is characterised, among other things, by person centredness, care, trust and mutual influence, thereby offering a situation in which mutual learning and growth can occur. Learning develops through and in relation and is enhanced when both planned and unplanned learning takes place. In addition, the narrative makes clear that learning and growth of both those involved are intertwined and interdependent and that mutual learning and growth enrich and strengthen the relationship. It is concluded that the narrative illustrates a number of complex relational processes that are difficult to elucidate in quantitative studies and theoretical constructs. It offers deeper insight into the initiation and improvement of high‐quality mentoring relationships and emphasises the importance of further research into relational processes in mentoring relationships. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-23T09:52:16.979305-05:
      DOI: 10.1002/job.2011
       
  • 25 years of higher‐order confirmatory factor analysis in the
           organizational sciences: A critical review and development of reporting
           recommendations
    • Authors: Marcus Credé; Peter D. Harms
      Abstract: We discuss how confirmatory factor analysis results should be used to examine potential higher‐order constructs and advocate that researchers present five types of evidence, which are as follows: (1) the ability of the higher‐order model to reproduce the observed covariation among manifest variables; (2) the ability of the higher‐order model to reproduce the observed covariation among manifest variables better than more parsimonious alternative models—and no less well than less parsimonious alternative models; (3) the ability of the higher‐order model to reproduce the observed covariation among lower‐order factors; (4) the ability of the higher‐order factor to explain variation in lower‐order factors; and (5) the ability of the higher‐order factor to explain variation in manifest variables. We illustrate how this type of evidence could be presented with a worked example and contrast our recommendations with the manner in which higher‐order confirmatory factor analysis has been used in the organizational sciences over the past 25 years to support claims regarding higher‐order constructs such as core self‐evaluations and transformational leadership. Our review shows that a substantial proportion of the 44 examined articles failed to present enough evidence to allow readers to understand the size and importance of higher‐order factors. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-21T06:28:17.0922-05:00
      DOI: 10.1002/job.2008
       
  • The dyadic level of conceptualization and analysis: A missing link in
           multilevel OB research?
    • Authors: Herman H. M. Tse; Neal M. Ashkanasy
      Abstract: Despite burgeoning multilevel research in organizational behavior over the past two decades, our understanding of dyadic relationships at work remains underdeveloped. Focusing on leader–member exchange, we discuss conceptual and methodological challenges that have hampered research at this level and illustrate how and why such analysis might provide new insights. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-21T06:27:45.806674-05:
      DOI: 10.1002/job.2010
       
  • Professional diversity, identity salience and team innovation: The
           moderating role of openmindedness norms
    • Authors: Rebecca Mitchell; Brendan Boyle
      Abstract: The impact of diverse composition in teams is neither straightforward nor direct, and evidence suggests that diversity can be either conducive or detrimental to team innovation. Professionally diverse healthcare teams are increasingly used to develop innovative clinical approaches and solve complex healthcare problems; however, there is evidence that collaboration across professional boundaries creates conflict and is frequently unsuccessful. Healthcare organizations consequently face a dilemma. If they embrace professional diversity in teams, they risk interprofessional hostility, but if they choose homogeneous teams, they diminish their teams' capacity to innovate. We respond to this quandary by utilizing social identity theory to better understand the mechanisms through which professional diversity can enhance team innovation. In particular, we argue that professional identity salience operates as a mediator capable of explaining both positive and negative outcomes of professional diversity, contingent on the moderating effect of openmindedness norms. Analysis of survey data from 70 healthcare teams supports our model and indicates that professional salience can both enhance and undermine team innovation, depending on the extent of team openmindedness. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-14T06:41:26.318723-05:
      DOI: 10.1002/job.2009
       
  • A process perspective on psychological contract change: Making sense of,
           and repairing, psychological contract breach and violation through
           employee coping actions
    • Authors: Sarah Bankins
      Abstract: Psychological contracts are dynamic, but few studies explore the processes driving change and how employees influence them. By adopting a process approach with a teleological change lens, and drawing upon the sensemaking and coping literatures, this study positions individuals as active and adaptive agents driving contract change. Employing a mixed methodology, with a four‐wave longitudinal survey (n = 107 graduate newcomers) and qualitative interviews (n = 26 graduate newcomers), the study focuses on unfolding events and develops an “adaptive remediation” process model aimed at unraveling contract dynamics. The model demonstrates how breach or violation events trigger sensemaking, resulting in initially negative employee reactions and a “withdrawal” of perceived contributions, before individuals exercise their agency and enact coping strategies to make sense of, and adapt and respond to, these discrepancies. A process of contract “repair” could then occur if the coping actions (termed “remediation effects”) were effective, with individuals returning to positive exchange perceptions. These actions either directly addressed the breach and repaired both it and the psychological contract (termed “remedies”) or involved cognitive reappraisal of the broader work environment and repaired the contract but not the breach (termed “buffers”). The results highlight the unfolding, processual nature of psychological contracting. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-10T03:16:00.414711-05:
      DOI: 10.1002/job.2007
       
  • Perceived prosocial impact, perceived situational constraints, and
           proactive work behavior: Looking at two distinct affective pathways
    • Authors: Sabine Sonnentag; Anita Starzyk
      Abstract: This paper examines the role of affect as a linking mechanism between experiences at work (perceived prosocial impact and situational constraints) and two distinct components of proactive work behavior (issue identification and implementation). Based on a dual‐tuning perspective, we argue that both positive affect and negative affect can be beneficial for proactive work behavior. Multi‐level path analysis using daily‐survey data from 153 employees showed that perceived prosocial impact predicted positive affect and that situational constraints as a typical hindrance stressor predicted negative affect. Negative affect, in turn, predicted issue identification, and positive affect predicted implementation. Overall, our study suggests that both positive and negative affects can be valuable in the organizational context by contributing to distinct components of proactive behavior. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-10T03:15:43.147325-05:
      DOI: 10.1002/job.2005
       
  • Perceived workplace racial discrimination and its correlates: A
           meta‐analysis
    • Authors: María del Carmen Triana; Mevan Jayasinghe, Jenna R. Pieper
      Abstract: We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta‐analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-04-07T08:24:33.080083-05:
      DOI: 10.1002/job.1988
       
  • Personality and social networks in organizations: A review and future
           directions
    • Authors: Blaine Landis
      Abstract: Recent research linking individuals' personality characteristics to their social networks has brought a new understanding of how individual patterns of behavior affect networks in organizations. This review summarizes the major advancements in the three areas of social network research relevant to organizational behavior: (a) brokerage and structural holes; (b) network centrality and network size; and (c) strength of ties. This review also provides an agenda outlining three key opportunities for future research. These opportunities involve personality and social network change, bidirectional and dyadic processes, and the potential effect of network position on personality expression. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-27T04:11:54.346227-05:
      DOI: 10.1002/job.2004
       
  • From manager's emotional intelligence to objective store performance:
           Through store cohesiveness and sales‐directed employee behavior
    • Authors: Celeste P. M. Wilderom; YoungHee Hur, Uco J. Wiersma, Peter T. Van Berg, Jaehoon Lee
      Abstract: The relationships among manager's emotional intelligence, store cohesiveness, sales‐directed employee behavior, and objective store performance were investigated. Non‐managerial sales employees of a large retail electronics chain in South Korea (N = 1611) rated the emotional intelligence of their own store managers as well as the group cohesiveness within their stores. Store managers (N = 253) separately rated the sales‐directed behavior of their employees. Objective sales data were collected one month later for each store. No direct relationship between manager emotional intelligence and objective store performance was found. Instead, the results supported the hypothesized four‐variable, three‐path mediation model: store manager's emotional intelligence was related to store cohesiveness, which in turn was related to the sales‐directed behavior of the frontline employees, which ultimately predicted the objective performance of the stores. Manager emotional intelligence and store cohesiveness are seen as intangible organizing resources or socio‐psychological capital for non‐managerial store employees. Implications for future research and more effective management of retail firms are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-25T06:34:24.210383-05:
      DOI: 10.1002/job.2006
       
  • Sometimes less is more: Directed coping with interpersonal stressors at
           work
    • Authors: Robert R. Wright; Cynthia D. Mohr, Robert R. Sinclair, Liu‐Qin Yang
      Abstract: Within the coping literature, researchers have long been interested in identifying ways in which individuals can improve their coping efforts, making them more effective and thereby reducing the harmful effects of stressful encounters. Although Lazarus and Folkman's transactional model has greatly advanced understanding of the coping process, there continues to be methodological and conceptual challenges that have hindered understanding of the mechanisms behind effective coping. Addressing these issues in the use of a novel approach of analyzing variation in coping (i.e., directed coping) at both the coping event and person coping levels, the current study examined the process of coping with work stress and the beneficial coping outcomes associated with using a directed coping strategy. A total of 143 nurses completed up to 12 weekly surveys online, reporting on weekly stressful interpersonal conflicts and how they coped with them. Results from multilevel analyses supported predictions that greater directed coping at both the level of the coping event and person is associated with improvements in occupational health outcomes even after controlling for other coping factors. Implications of these results are discussed in relation to future research on coping effectiveness and workplace applications. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-25T06:21:30.554914-05:
      DOI: 10.1002/job.2002
       
  • A time‐lagged investigation of the impact of coworker behavior on
           the effects of demographic dissimilarity
    • Authors: Emily M. David; Derek R. Avery, L. A. Witt, Patrick F. McKay
      Abstract: Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be absent, tardy, or more likely to turnover. However, we expected coworker withdrawal behavior to moderate whether or not dissimilar personnel act on these desires. Results from hierarchical multilevel modeling analyses of data from 470 U.S. call center workers nested in 51 work groups revealed that racioethnic dissimilarity was positively related to time‐lagged changes in absenteeism and tardiness as well as heightened turnover likelihood. These effects emerged only among employees whose coworkers engaged in greater withdrawal behavior. Importantly, racioethnically dissimilar employees working in more permissive climates (i.e., those with high levels of coworker absenteeism, tardiness, or turnover) exhibited the greatest increases in absenteeism and tardiness over three months and had the highest supervisor‐rated turnover likelihood. Implications for diversity management are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:42:22.723909-05:
      DOI: 10.1002/job.1999
       
  • The psychological contracts of violation victims: A post‐violation
           model
    • Authors: Maria Tomprou; Denise M. Rousseau, Samantha D. Hansen
      Abstract: Organizations may fail to keep their commitments to their employees, at times leading to psychological contract violation. Although many victims of violation remain with their employer despite such adverse experiences, little research exists on their responses in the aftermath of violation. This paper develops a post‐violation model to explain systematically how violation victims respond to and cope with violation and the effects this process has on their subsequent psychological contract. Central to post‐violation are the victims' beliefs regarding the likelihood of violation resolution and the factors affecting it. The model specifies how the victim engages in a self‐regulation process that results in an array of potential psychological contract outcomes. Possible outcomes include reactivation of the original pre‐violation contract, the formation of a new contract that may be more or less attractive than the original, or a state of dissolution wherein the victim fails to form a functional psychological contract with the employer. The research and practical implications of this model are discussed. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:41:59.589898-05:
      DOI: 10.1002/job.1997
       
  • Interpersonal harmony and creativity in China
    • Authors: Tingting Chen; Kwok Leung, Fuli Li, Zhanying Ou
      Abstract: This research examined the influence of interpersonal harmony on employee creativity in China. The dualistic model of harmony differentiates harmony enhancement, a genuine desire for a harmonious and mutually beneficial interpersonal relationship, from disintegration avoidance, a tendency to avoid the disruption of an interpersonal relationship to protect self‐interest. A survey in China showed that the harmony enhancement motive had a positive relationship, and the disintegration avoidance motive had a negative relationship, with creativity mediated by creative effort. Reward for creativity showed different moderating effects on the two mediated relationships, such that it mitigated the positive relationship between harmony enhancement and creativity mediated by creative effort, and buffered the negative relationship between disintegration avoidance and creativity mediated by creative effort. We replicated some major findings with a multi‐wave survey study and provided direct evidence for the underlying mechanisms that account for the opposite relationships between the two harmony motives and creative effort. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-03-06T07:38:43.866021-05:
      DOI: 10.1002/job.2001
       
  • Are older workers more active copers? Longitudinal effects of
           age‐contingent coping on strain at work
    • Authors: Guido Hertel; Cornelia Rauschenbach, Markus M. Thielgen, Stefan Krumm
      Abstract: This study addresses coping processes as explanation of age‐related differences in strain experience. Based on the life‐span theory of control, we posit that older workers employ more active problem‐focused and more active emotion‐focused coping strategies than younger workers, which should mediate age effects on strain at work. The correlation between age and passive avoidance coping, in contrast, is expected to be qualified by external resources such as job control. Hypotheses were tested in a two‐wave panel study (8 months lag) with 634 workers (age range 16–65 years). Job demands were considered as control variables. As predicted, older as compared with younger workers reported more active problem‐focused coping, which mediated age differences on strain in the longitudinal analysis. No mediation was found for active emotion‐focused coping. Moreover, age‐contingent effects of passive avoidance coping were moderated by job control. When job control was low, younger as compared with older workers reported more avoidance coping, which in turn decreased strain in the longitudinal analysis. Finally, reverse longitudinal effects of age‐contingent strain on active problem‐focused and active emotion‐focused coping provide initial evidence for age‐contingent resource spirals. Together, the results reveal specific strengths of older workers for stress management at work. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-02-16T10:20:23.715058-05:
      DOI: 10.1002/job.1995
       
  • Employee well‐being in organizations: Theoretical model, scale
           development, and cross‐cultural validation
    • Authors: Xiaoming Zheng; Weichun Zhu, Haixia Zhao, Chi Zhang
      Abstract: In this study, we explore the theoretical model and structural dimensions of employee well‐being (EWB) in organizations. Specifically, using both qualitative and quantitative methods, we find that EWB comprises three dimensions: life well‐being, workplace well‐being, and psychological well‐being. We establish the reliability and validity of the newly developed EWB scale through a series of quantitative studies, which indicate that EWB is significantly correlated with affective organizational commitment and job performance based on the data collected from multiple sources at two points in time. We find that EWB has measurement invariance (configural invariance) across Chinese and American contexts. We also discuss the theoretical contributions of these findings to cross‐cultural organizational behavior studies, along with the practical implications of our results. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:17:03.985173-05:
      DOI: 10.1002/job.1990
       
  • Serving one another: Are shared and self‐leadership the keys to
           service sustainability?
    • Authors: Charles C. Manz; Bruce C. Skaggs, Craig L. Pearce, Christina L. Wassenaar
      Abstract: Service has received increasing attention in the management literature, yet sustainability of service is often overlooked. In this Incubator we examine the potential for client involvement through shared and self‐leadership to foster empathy enhanced service and reduced costs, both of which may support a more sustainable service delivery process. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:34.303789-05:
      DOI: 10.1002/job.1991
       
  • Relationship between protean career orientation and work–life
           balance: A resource perspective
    • Authors: Marco S. Direnzo; Jeffrey H. Greenhaus, Christy H. Weer
      Abstract: Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college‐educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole‐life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-25T23:16:08.226791-05:
      DOI: 10.1002/job.1996
       
  • Convergence and emergence in organizations: An integrative framework and
           review
    • Authors: C. Ashley Fulmer; Cheri Ostroff
      Abstract: In reaction to the growing attention to connecting individual‐level and unit‐level constructs, we first briefly review emergence terminology and theories that address the dynamic process by which a higher‐level phenomenon emerges from lower‐level elements. Next, we review the extant theory and research on emergence and convergence in organization science using an organizing framework that simultaneously considers the content area of lower‐level elements, the emergent factors, and the target of the emergent property. In addition to organizing and bridging current literature on emergence and convergence, gaps of existing research and new directions for future research, including compilation and divergence, are identified. Copyright © 2015 John Wiley & Sons, Ltd.
      PubDate: 2015-01-15T06:21:26.571883-05:
      DOI: 10.1002/job.1987
       
  • 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
      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
       
  • Workplace incivility: A review of the literature and agenda for future
           research
    • Authors: Pauline Schilpzand; Irene E. De Pater, Amir Erez
      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
       
  • 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
      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
       
  • Idiosyncratic deals in contemporary organizations: A qualitative and
           meta‐analytical review
    • Authors: Chenwei Liao; Sandy J. Wayne, Denise M. Rousseau
      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
       
  • 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
      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
      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
       
  • 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
       
 
 
JournalTOCs
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Email: journaltocs@hw.ac.uk
Tel: +00 44 (0)131 4513762
Fax: +00 44 (0)131 4513327
 
About JournalTOCs
API
Help
News (blog, publications)
JournalTOCs on Twitter   JournalTOCs on Facebook

JournalTOCs © 2009-2015