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With the growing interest in the joint effects of individual and contextual factors in predicting team member proactivity, this paper examines why and when pursuing one's career calling can lead to team member proactivity. Drawing on the Work as a Calling Theory, we propose that "living out a calling" explains why employees' perceived career calling positively relates to team member proactivity and especially when the employee receives high levels of mentoring support. Our hypotheses are tested using a multisource and time‐lagged study design with a sample of 296 dyads of Chinese employees and their direct supervisors. We found support for the mediating role of living out a calling (Time 2) in the positive relationship between perceiving a calling (Time 1) and team member proactivity (Time 3). Mentoring (Time 2) moderated the perceiving a calling and living out a calling link such that when employees received more mentoring, the relationship was positive, whereas under lower levels of mentoring, the relationship was negative. Similarly, the indirect relationship between perceiving a calling and team member proactivity through living out a calling was positive at higher levels of mentoring, but the relationship was negative at lower levels of mentoring. [ABSTRACT FROM AUTHOR]

During the transition from university to work, young adults face a stressful period in which leadership behavior serves as a guideline. Positive leadership behavior has the potential to increase internal resources, such as positive psychological capital (PsyCap). The research question addressed in this paper is if health‐oriented leadership and PsyCap as resources jointly influence the physical and mental health of novice teachers during the transition to work. In a longitudinal study, 776 novice teachers responded to three questionnaires with a time lag of 10 weeks during the first 5 months of their occupational experience. Results of a latent class growth analysis show that three trajectories of physical health and four trajectories of mental health can be distinguished. Health‐oriented leadership and PsyCap predict class membership separately, and the relationship between health‐oriented leadership and class membership is mediated by PsyCap. This implies that training supervisors in health‐oriented leadership can help novice teachers cope with stressors during their teacher training. Applying latent class growth models in this line of research is novel and adds to the understanding of internal and external resources in the process of adaptation to major life events, such as the transition from university to work. [ABSTRACT FROM AUTHOR]

While to date job crafting has been conceptualised as consisting of behaviours aiming at seeking more resources, decreasing hindering demands, and seeking more challenges, recent research suggests that individuals may restore the fit between their demands and preferences also by optimising their demands. Accordingly, optimising demands has been introduced in the resource‐based perspective to job crafting as an additional strategy that aims at making the work processes more efficient, simplifying procedures and eliminating obstacles. In this paper, we explore and provide evidence for the validity of a four‐factor, hierarchical structure of behavioural job crafting constituted by increasing resources, seeking challenges, decreasing demands, and optimising demands. Moreover, our results provide initial evidence suggesting that overall job crafting may be more strongly characterised by effortful actions to expand the work characteristics rather than to reduce them. [ABSTRACT FROM AUTHOR]

This paper describes a model of self-perceptions about what is owed and what is deserved in society based on research on self-interest and other-orientation. Scales measuring obligation and entitlement were developed using the responses of over 10,000 participants from around the world. Results show that obligation and entitlement are not ends on the same self-interest continuum but are better conceptualised as independent constructs. Obligation and entitlement were also shown to predict prosocial behavior including interpersonal organisational citizenship behaviors, volunteering, and charitable giving. Geographical differences in obligation and entitlement suggest that these constructs may be useful for understanding cultural differences in social investment around the world. A second study of employees in the United States investigated the role of obligation and entitlement in predicting work engagement and effectiveness in the workplace. Obligation predicted engagement and organisational citizenship behaviors, while entitlement was generally less predictive of workplace attitudes and behaviors. This paper concludes with a number of future directions for the continued study of obligation and entitlement in the workplace. [ABSTRACT FROM AUTHOR]

This paper presents a multi‐dimensional measure of organisational climate covering two domains of health behavior (healthy eating, physical exercise). To develop and validate the climate measure, we conducted three independent studies. In Study 1, items were generated and evaluated in expert ratings and confirmatory factor analyses (N = 483 employees), resulting in a total of 24 items comprising three dimensions (values and expectations, organisational practices, communication) within the domains of healthy eating and physical exercise. Study 2 cross‐validated the factor structure of this measure of organisational health behavior climate (OHBC), and examined its nomological net. Based on data from 464 employees, we found significant correlations among OHBC and other dimensions of organisational climate (e.g. employee welfare, safety climate), healthy eating and exercise identity, eating behavior, and body mass index (BMI). Study 3 demonstrated within‐organisation agreement and between‐organisation differences in OHBC, and replicated the factor structure with a multi‐level data set (N = 1,077 employees from 48 organisations). This new measure assesses organisational eating climate and exercise climate in a comprehensive way, opening up multiple avenues for future research and evaluation studies in organisations. [ABSTRACT FROM AUTHOR]

The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well‐being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions. [ABSTRACT FROM AUTHOR]

This study adopted social exchange theory to investigate whether work-to-family enrichment functioned as a mediator between work support (supervisor support, co-worker support, and organisational support) and job satisfaction among 543 employees in two cities in China. A series of confirmatory factor analyses ( CFA) supported a 10-item Work Support Scale measuring supervisor support, co-worker support, and organisational support. Structural equation modelling ( SEM) results showed that work-to-family enrichment fully mediated the association of supervisor support and organisational support with job satisfaction. Based on multiple group comparisons, the proposed model fit both genders and family types (single living with extended family vs. married living with family members). The critical ratios for parameter differences indicated that the relationship between work-to-family enrichment and job satisfaction was significantly stronger for females than for males. The implications of findings and directions for future research on work-family enrichment are discussed in the paper. [ABSTRACT FROM AUTHOR]

This paper examines the role of the belief in a just world as a personal resource when people are faced with the adverse consequences of inflation and financial crises by presenting results from two longitudinal studies. The first study, based on responses from 262 German residents, found that participants with a strong personal belief in a just world perceived a lower economic impact in light of price increases following a tax increase. This effect remained stable after controlling for the socioeconomic variables of gender, age, household income, and education. The second study, based on a sample of 177 German residents, found that residents with a strong personal belief in a just world perceived a lower economic impact in light of the global subprime mortgage crisis. Again, this effect remained stable after controlling for the socioeconomic variables of gender, age, household income, and education. Furthermore, the personal belief in a just world influenced perceived economic impact over time and the relationship between personal belief in a just world and perceived economic impact was partially mediated by differences between life satisfaction in the future as measured in a first wave and current life satisfaction as measured in a second wave. [ABSTRACT FROM AUTHOR]

The current paper investigated age-related differences in the relations of psychological contract breach with work outcomes over time. Based on affective events theory, we expected job satisfaction to mediate the longitudinal relationship of contract breach with changes in job performance. Moreover, based on socio-emotional selectivity theory, it was predicted that reactions to contract breach on job satisfaction and job performance would be stronger among younger workers than older workers. This two-wave panel study among 240 employees investigated interactions of age with psychological contract breach in relation to changes in job satisfaction and job performance over time. Moderated structural equation modeling showed that job satisfaction partially mediated the longitudinal relationships between contract breach and job performance. Moreover, the analyses supported socio-emotional selectivity theory; older workers reacted less intensely to psychological contract breach towards job satisfaction and job performance, indicating a general decreased responsiveness of older workers towards the psychological contract. It is concluded that age plays an important role in how contract breaches relate to changes in work outcomes over time. [ABSTRACT FROM AUTHOR]

This paper explores the deeper reasons that students identify to account for their endorsement of high task/high ego goals in the context of physical education (PE). Data from in-depth interviews suggest that although such individuals are thought to reflect a statistically homogenous subgroup, they outline remarkably different qualitative reasons to account for their endorsement of task and ego oriented items. Findings are discussed in terms of their relevance to Nicholls's achievement goal theory in the context of PE. [ABSTRACT FROM AUTHOR]

We investigate factors that skilled immigrants can improve in order to have better job search outcomes, in particular to avoid underemployment. We test an unfolding model which considers barriers faced by skilled immigrants during their job search (language and cultural barriers, and the lack of social support in the receiving country), job search constructs and job search outcomes (including underemployment). We collected data through an online questionnaire and obtained 357 usable responses from skilled immigrants in Canada. The hypotheses were tested with partial least squares (PLS). Language fluency and cultural knowledge were positively related to both job search clarity and job search self-efficacy. Social support was only related to job search self-efficacy. Job search clarity was related to job search intensity. Job search intensity was related to the number of interviews, which in turn, was related to the number of job offers. Finally, the number of job offers was negatively related to underemployment. Our paper contributes to the understanding of the job search of skilled immigrants by examining factors that can help them overcome obstacles and obtain better job search outcomes. [ABSTRACT FROM AUTHOR]

In this paper we briefly review the construct of personal values, and we examine whether achievement values may be incrementally related to performance beyond personality. We also consider the motivational processes that may mediate the relationships between characteristics of the individual (personality and values) and performance. In an academic setting, achievement values were related to course performance even after controlling for the relevant personality factors of Conscientiousness, Emotional Stability, and Extraversion. Further, motivational processes of goal content and goal striving mediated the relationships between individual characteristics (personality and values) and performance. [ABSTRACT FROM AUTHOR]

This article introduces the research community to the power of machine learning over traditional approaches when analyzing longitudinal data. Although traditional approaches work well with small to medium datasets, machine learning models are more appropriate as the available data becomes larger and more complex. Additionally, machine learning methods are ideal for analyzing longitudinal data because they do not make any assumptions about the distribution of the dependent and independent variables or the homogeneity of the underlying population. They can also analyze cases with partial information. In this article, we use the Household, Income, and Labour Dynamics in Australia (HILDA) survey to illustrate the benefits of machine learning. Using a machine learning algorithm, we analyze the relationship between job‐related variables and neuroticism across 13 years of the HILDA survey. We suggest that the results produced by machine learning can be used to generate generalizable rules from the data to augment our theoretical understanding of the domain. With a technical guide, this article offers critical information and best‐practice recommendations that can assist social science researchers in conducting machine learning analysis with longitudinal data. [ABSTRACT FROM AUTHOR]

Building on the three‐way model of workplace bullying and its underlying theories, this study investigates the role of trait anger and trait anxiety in the link between daily interpersonal conflicts and daily exposure to bullying behaviors. Using a quantitative diary study design, we approached 57 military naval cadets participating in a tall‐ship voyage across the Atlantic, from Europe to North America, in 2017. They responded to a questionnaire on a daily basis over a period of 30 days—yielding 1428 measurement points. Prior to the voyage, participants also responded to a general questionnaire including measures of trait anger and trait anxiety. As hypothesized, multilevel analyses showed positive main effects of daily interpersonal conflicts on interpersonal conflicts the next day and exposure to bullying behaviors the same day. However, daily involvement in interpersonal conflicts did not predict exposure to bullying behaviors the next day. Moreover, and in support of the hypothesized moderating effects, trait anger (but not trait anxiety) interacted positively with daily interpersonal conflicts in the prediction of interpersonal conflicts the next day as well as exposure to bullying behaviors the same day. The study suggests that interpersonal conflicts persist and have an immediate effect on exposure to bullying behaviors and that this is particularly the case for individuals high (vs. low) on trait anger. We discuss how these findings contribute to the three‐way model of workplace bullying, as well as possible practical implications. [ABSTRACT FROM AUTHOR]

We argue that proactive work behavior's future orientation allows individuals to establish a connection with the future and thus to experience their work as meaningful. We further expect that this effect is enhanced when individuals are faced with an unpredictability of the future in their core job. We tested our hypotheses in three independent studies with employees. We first established the effect of proactive work behavior on work meaningfulness in a scenario‐based experiment (n = 140). A second experiment (n = 116) replicated this and also demonstrated that the effect was not driven by the benefits of proactive work behavior to others. A daily diary study (n = 107, k = 391) showed that day‐level proactive work behavior was positively associated with daily work meaningfulness and that this effect was again independent from having benefitted others. The results also confirmed that this relationship was stronger when an individual's job was characterized by unpredictability of the future. Our findings highlight the active role employees play for the experience of work as meaningful and suggests that encouraging proactive work behavior may be one avenue to promote work meaningfulness. [ABSTRACT FROM AUTHOR]

The purpose of this research was to develop and test the Regulatory Goals and Strategies Questionnaire (RGSQ) to promote conceptual and empirical clarity in the literature on regulatory focus theory (RFT). According to RFT, construing an end‐state as a maximal goal (ideal, gain, and advancement) elicits the adoption of an eager promotion‐focused strategy, whereas construing an end‐state as a minimal goal (ought, non‐loss, and security) elicits the adoption of a vigilant prevention‐focused strategy. This means that promotion‐focused eagerness and prevention‐focused vigilance can be elicited by various goals and that eager and vigilant strategies are in fact separate from goals. However, extant measurement instruments have not treated them as such. The RGSQ was developed to distinguish various maximal and minimal goals and to separate these goals from promotion‐ and prevention‐focused strategies of eagerness and vigilance. Across three studies that combine six samples (total N = 1848), we examined the factor structure and nomological network of the RGSQ (Study 1: four samples of students and adults) and its predictive validity in a task context (Study 2) and working sample (Study 3). Overall, we found support for the RGSQ's validity and demonstrated that the RGSQ operationalizes regulatory focus in accordance with the theory's core assumptions. [ABSTRACT FROM AUTHOR]

Female employees' experience of pregnancy can have an impact on their work performance and behavior. We investigate the impact of female employees' pregnancy status (whether pregnant or not) on their impression‐management motives (IMM) and their in‐role and extra‐role performance. We also examine the role of family‐supportive supervisor behavior (FSSB) in the relationship between employees' pregnancy status and their IMM. A three‐wave survey of 129 female employees (not pregnant: 74; pregnant: 55) and their direct supervisors in 52 organizations located in Eastern China revealed that female employees' pregnancy status had an indirect effect on their performance through IMM and that FSSB moderates this indirect relationship. Specifically, if female employees are pregnant, they have higher IMM, which is associated with higher performance when FSSB is lower. However, this indirect relationship is not significant for female employees who experience higher levels of FSSB. Both theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The sociometer theory of self‐esteem (STS) argues that one's self‐esteem is affected by one's perception of the quality of one's relationships with significant others. Although the STS has been widely used in individual differences research there have been few investigations of its validity and value in organizational settings. Here we provide a systematic review of articles published in organizational journals that took STS as their main theoretical framework (N = 8). We then drew on STS principles in an investigation of the validity of a model in which organizational socialization longitudinally mediates the link between workers' quality of relationships with colleagues and their levels of self‐esteem. A complete cohort of 320 workers (Mage = 23.02, SDage = 2.23) over a three‐year period completed a battery of questionnaires once a year for three consecutive years. Structural equation analyses corroborated our hypotheses. This contribution highlights the utility and validity of the STS in organizational contexts and should encourage researchers and practitioners to pay more attention to workers' perception of their interpersonal environment at work (in particular during the socialization and adjustment process to a new workplace) given that it may exert a significant impact on sense of personal self‐worth. [ABSTRACT FROM AUTHOR]

The purpose of the present four‐wave longitudinal study was to examine the differentiation and reciprocal associations between burnout and depression, and their associations with a series of correlates related to employees' physical and psychological health (sleep disturbances, somatic symptoms, self‐rated subjective health, and life satisfaction). A total of 542 early career Finnish workers filled out questionnaires four times over a period of 8 years. First, our results supported the superiority of a bifactor exploratory structural equation modeling (bifactor‐ESEM) representation of employees' burnout ratings, and the empirical differentiation between burnout and depression ratings over each measurement occasion. These results further revealed moderate cross‐sectional associations between burnout and depression, supporting their inter‐related character but also their empirical distinctiveness. Second, autoregressive cross‐lagged analyses revealed that both constructs presented a moderate level of stability over time and reciprocal associations that generalized to all time intervals considered. Finally, relations between depression and all correlates measures during the last wave of the study were in the expected direction, whereas burnout was found to be more weakly related to only a subset of these correlates. Taken together, these results thus support the distinctiveness of burnout and depression, and the presence of mutually reinforcing relations between them. [ABSTRACT FROM AUTHOR]

The aim of this study was to explore cross‐level mechanisms stimulating employees' innovative behavior in small firms, specifically emotional contagion between small business owners and their employees. Using data from three European countries and applying a multilevel approach, we tested how small business owners' work‐related affect—enthusiasm and comfort—relate to their employees' work‐related affect and innovative work behavior. The sample consisted of 85 small business owners and 711 employees from firms operating in the Netherlands, Poland, and Spain. Controlling for country, the results of multilevel modeling showed that small business owners' work‐related affect was positively related to their employees' work‐related affect. The hypothesized contagion of work‐related affect in small firms was, thus, supported. Employees' work‐related affect, in turn, was positively associated with their innovative behavior. Employees' work‐related affect mediated the relationship between small business owners' work‐related affect and employees' innovative behavior. The results also showed cross‐country differences in the strength of some of the relationships. The study is a step forward in understanding innovation in small firms, extending the insights gained from single‐level investigations. [ABSTRACT FROM AUTHOR]

Modern technologies can aid working processes as well as provide individuals with an opportunity to connect and form interpersonal relationships. However, they can also create a context for displaced aggression. In this study, we examine whether people experiencing work stressors may engage in online antisocial behavioral as a means of venting their negative emotions. Specifically, we investigate whether experiencing stressors at work fuels anger in the private context and whether this anger triggers subsequent displaced aggression in the form of antisocial online behavior (AOB) throughout the evening. Additionally, we examine the crossover of anger to AOB in couples in their private context. We conducted a diary study amongst 95 dual‐earner couples, twice a day, during five consecutive working days. Results confirmed that men's daily work stressors spilled over to their private context in the form of anger after work and AOB throughout the evening. No crossover effects were found from their partner. For women, a crossover effect was found of their partner's work stressors and anger on their own AOB. These results demonstrate gender differences in displaced online aggression. [ABSTRACT FROM AUTHOR]

Attachment personality theory provides an interpersonal and relational perspective of human functioning. The current research examines the role of attachment diversity within the theoretical framework of the categorization‐elaboration model (CEM). We hypothesized that teams comprised of diverse attachment orientations would be beneficial to team performance. Specifically, diverse anxiety teams may have members who would be more vigilant to team threats, whereas diverse avoidance teams could comprise individuals who may be more goal‐oriented. Also, we examined whether perceived organizational support (POS) moderates the association between attachment diversity and team performance. The study was conducted at a large private communications company. Data were obtained for 44 sales teams (N = 404). Supplementing this data, the company's administrative systems provided team performance ratings derived from team achievements. Findings indicated that the relationship between anxiety diversity and performance were stronger under lower POS levels than under higher POS levels. Interpersonal avoidance strategies seem to be less productive in avoidance diversity teams under lower levels of POS. However, higher POS levels buffered the negative impact of avoidance diversity on team performance. [ABSTRACT FROM AUTHOR]

As coaching becomes an established learning and development tool, it expands to new work contexts and relevant populations. Exploring coaching outcomes in insolvent entrepreneurs is a new and promising field. Business failure is a devastating experience for entrepreneurs, associated with negative emotions and adverse psychological and physiological reactions. Our study is the first to examine if coaching can help improve the coping resources, health, and cognitive performance of insolvent entrepreneurs. The results of our pre‐post‐test‐within‐subject analyses based on 19 participants show a positive improvement in psychological well‐being, vital exhaustion, and vigilance. By contrast, no improvements were found with regard to coping resources and biomarkers such as stress hormones concentrations in hair. Unexpectedly, the working alliance between client and coach did not increase the improvements following coaching. Our findings contribute to the growing literature on the effects of coaching; however, our results should be interpreted cautiously as unfortunately we had no opportunity to include a control group in our research design. [ABSTRACT FROM AUTHOR]

In two experiments (N = 160) we predicted and found that an optimised video science communication was more effective than either a press release science communication (Experiment 1) and a non‐optimised video science communication (Experiment 2) in promoting (a) a better comprehension of the communication, (b) a higher perceived pleasantness, and (c) a stronger manifest interest in learning more about its findings, as reflected in participants' explicit requests to receive supplemental material on the communicated and analogous findings. The results were consistent across experiments. They were also not influenced by the content type of the communication. Implications for communication professionals and future research in the field of media, social influence, education, and applied social psychology are discussed. [ABSTRACT FROM AUTHOR]

This study examines cross‐cultural differences in students' academic faking (indicated by claiming to have impossible knowledge about mathematical concepts) by relating data from the Programme for International Student Assessment (PISA) to the comprehensive cultural framework of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project. Data of N = 233,428 students from 41 countries showed a substantial amount of variance in academic faking between cultures. Students' academic faking was positively related to the cultural dimensions of gender egalitarianism, humane orientation, and in‐group collectivism. Additionally, the similarity between female and male students' academic faking was slightly greater in more gender‐egalitarian cultures than in less gender‐egalitarian cultures. Thus, educational stakeholders (e.g., teachers, principals, and policy‐makers) should be made aware of cross‐cultural differences in academic faking because faking gives fakers an unfair advantage. [ABSTRACT FROM AUTHOR]

Researchers using survey methods can choose among a variety of methods aimed at detecting insufficient effort responding among the participants in their studies. Some of these methods entail modifying the survey questionnaire by adding bogus items, instructed‐response items, or instructed manipulation checks. While these methods have been found effective in detecting insufficient effort responding, it remains unclear whether their presence in a questionnaire can affect responses to items of substantive research interest. We conducted an experiment investigating this potential impact in a sample (N = 1,092) of working adults. Adopting an invariance testing approach, we assessed whether employing bogus items, instructed‐response items, or instructed manipulation checks, with or without warning study participants, respectively, would lead to non‐invariant estimates of parameters for substantive variables. Results suggest that, while most parameter estimates were invariant to the use of insufficient effort responding detection methods, the reliability of measurements may be adversely impacted, posing a threat to construct validity and statistical conclusion validity. However, reliability might be maintained when participants are warned at the beginning of the questionnaire. Results also suggest that bogus items may have some advantages over other methods in terms of parameter invariance. We discuss the implications of our findings. [ABSTRACT FROM AUTHOR]

This study investigated whether participating in inter-organisational (i.e. self-directed, non-strategic) employee volunteering, which is common but rarely studied, is associated with increased organisational commitment. We find evidence for this relation in a sample ( N = 385) of employee volunteers and their non-volunteering co-workers. We statistically account for self-selection into the volunteering program by incorporating individual motives for volunteering. Volunteers compared to non-volunteers exhibited relatively stronger motives of expressing altruistic values and avoiding negative affect, but a weaker motive of attaining career advancement. Our findings point to an efficient way of increasing organisational commitment that is relatively inexpensive to implement. They also complement existing research from other employee volunteering contexts, pointing to a possible trade-off between the desired outcomes of effectively managing volunteering programs. [ABSTRACT FROM AUTHOR]

Leadership may help break the silence in teams, but this may not be equally true for all employees. Using behavioral plasticity theory, we propose that authentic leadership—a set of leadership behaviors through which leaders enact their true selves—reduces silence and motivates speaking up in employees low on proactive personality, but hardly affects employees who are proactive by nature, because proactive employees are less susceptible to social influences. Using data from 223 employees (nested in 45 work teams), we indeed find authentic leadership to reduce silence in employees with less proactive personalities, but not in more proactive employees. We discuss theoretical and practical implications for silence and authentic leadership. [ABSTRACT FROM AUTHOR]

This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands‐Resources (JD‐R) Theory, we examined a potential motivational process in which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings, we add to JD‐R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing career competencies and job crafting. [ABSTRACT FROM AUTHOR]

This intra‐individual study examined relationships over time of job demands and resources with employee perceptions of psychological contract breach and violation, or the emotional impact of breach. Based on Conservation of Resources (COR) Theory, we expected job demands to increase the susceptibility of experiencing contract breach and violation over time, and we expected this relationship to be moderated by available job resources. In particular, autonomy and social support were expected to buffer relationships of job demands with breach, while development was expected to intensify relationships between job demands and breach. For violation, we expected job resources to intensify the relationships between job demands and breach, in line with the betrayal hypothesis. Analyses on weekly diary data showed that weekly job demands were related to higher contract breach perceptions in the following week when autonomy and social support were low and when development was high. Moreover, weekly job demands were related to higher violation in the next week, especially when social support was high. The study shows that job demands may be related to higher odds of experiencing a breach and higher violation, and job resources may play opposite roles in moderating the relationships of job demands with breach and violation. [ABSTRACT FROM AUTHOR]

Recent conceptual work draws meaningful distinctions between experiential and declarative well‐being (Shmotkin, ), but little has been done to apply such distinctions in organisational psychology. We use this framework to integrate self‐determination theory (Deci & Ryan, ) and flow theory (Csikszentmihalyi, ), leading to hypotheses proposing that flow experiences at work (experiential well‐being) lead to declarative well‐being outcomes through their influence on the satisfaction of basic psychological needs for competence and autonomy. Findings from a two‐week experience sampling study of full‐time employees offer support for our hypotheses. This study also shows support for the moderating effect of individual differences in personality on the relationships among flow experiences, need fulfillment, and declarative well‐being. [ABSTRACT FROM AUTHOR]

In this set of studies, we conduct an initial validation of the Implicit Psychological Capital Questionnaire‐Health (IPCQ‐H), a short, easy to administer and score measure of psychological capital designed to reflect implicit schemas or cognitions surrounding one's health. The results of two studies demonstrate that the implicit measure of IPCQ‐H is correlated with an explicit PsyCap‐Health measure (PCQ‐H), but has very little construct overlap with measures of personality. Moreover, scores of the IPCQ‐H were stable over time. Study 2 documents the predictive validity of the IPCQ‐H with a number of physical and mental health outcomes. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Two laboratory experiments were conducted to assess the extent to which goal setting theory explains the effects of goals that are primed in the subconscious on task performance. The first experiment examined the effect on performance of three primes that connote the difficulty levels of a goal in the subconscious. Participants (n = 91) were randomly assigned to one of three conditions where they were primed with either a photograph of a person lifting 20 pounds (easy goal), 200 pounds (moderately difficult goal), or 400 pounds (difficult goal). Following a filler task, participants were asked to “press as hard as you can” on a digital weight scale. Participants who were primed with the difficult goal exerted more effort than those who were primed with the moderate or easy goal. The second experiment examined whether choice of goal difficulty level can be primed. Participants (n = 133) were randomly assigned to one of two conditions. Those primed with a difficult goal consciously chose to set a more difficult goal on a brainstorming task than those who were primed with an easier goal. Similarly, their performance was significantly higher. Conscientiousness moderated the subconscious goal–performance relationship while the self‐set conscious goal partially mediated the subconscious goal–performance relationship. [ABSTRACT FROM AUTHOR]

In a globalised world, more and more organisations have to select from pools of applicants from different cultures, often by using personality tests. If applicants from different cultures were to differ in the amount of faking on personality tests, this could threaten their validity: Applicants who engage in faking will have an advantage, and will put those who do not fake at a disadvantage. This is the first study to systematically examine and explain cross‐cultural differences in actual faking behavior. In N = 3,678 employees from 43 countries, a scenario‐based repeated measures design (faking vs. honest condition) was applied. Results showed that faking differed significantly across countries, and that it was systematically related to countries’ cultural characteristics (e.g. GLOBE's uncertainty avoidance, future orientation, humane orientation, and in‐group collectivism), but in an unexpected way. The study discusses these findings and their implications for research and practitioners. [ABSTRACT FROM AUTHOR]

The question why some entrepreneurs self‐select out of entrepreneurial careers following exits from successful and failed businesses is of growing interest to entrepreneurship scholars. Using two studies and Regulatory Fit Theory as the theoretical lens, we address this question. Study 1 uses the experimental vignette methodology to test whether business exits under harvest and distress conditions diminished or intensified the serial entrepreneurship intentions of 74 experienced entrepreneurs. Study 2 examines the relationship between the serial entrepreneurship intentions of 196 entrepreneurs who exited businesses and their recall of prior experiences with business success or failure. In both studies, we find evidence of a negative relationship between prevention‐focused cognition and serial entrepreneurship intentions that intensifies from the regulatory fit of distress business exits. The results of both studies suggest that the cognitive lenses used by entrepreneurs to process their business exits play important roles in their intentions to pursue serial entrepreneurship. [ABSTRACT FROM AUTHOR]

We propose the use of Twitter analysis as an alternative source of data to document weekly trends in emotion and stress, and attempt to use the method to estimate the work recovery effect of weekends. On the basis of 2,102,176,189 Tweets, we apply Pennebaker's linguistic inquiry word count (LIWC) approach to measure daily Tweet content across 18 months, aggregated to the US national level of analysis. We derived a word count dictionary to assess work stress and applied p‐technique factor analysis to the daily word count data from 19 substantively different content areas covered by the LIWC dictionaries. Dynamic factor analysis revealed two latent factors in day‐level variation of Tweet content. These two factors are: (a) a negative emotion/stress/somatic factor, and (b) a positive emotion/food/friends/home/family/leisure factor, onto which elements of work, money, achievement, and health issues have strong negative loadings. The weekly trend analysis revealed a clear “Friday dip” for work stress and negative emotion expressed on Twitter. In contrast, positive emotion Tweets showed a “mid‐week dip” for Tuesday‐Wednesday‐Thursday and “weekend peak” for Friday through Sunday, whereas work/money/achievement/health problem Tweets showed a small “weekend dip” on Fridays through Sundays. Results partially support the Effort‐Recovery theory. Implications and limitations of the method are discussed. [ABSTRACT FROM AUTHOR]

This article considers determinants of innovative performance of entrepreneurs in developing countries. Innovation is viewed from a personal initiative perspective. We distinguish two mechanisms through which entrepreneurs who show personal initiative are innovative. The first mechanism is business planning. The second mechanism is the acquisition of resources that can be accessed through a social network of relations. We argue that the two mechanisms depend on the context of innovation. Planning will be more beneficial in more dynamic environments. In dynamic and individualistic‐oriented environments it will be more beneficial to actively develop networks. In more static, collectivistic‐oriented environments personal initiative will be less beneficial. The model was tested using a sizable survey of 283 rural and 290 urban entrepreneurs in Uganda, a country located in East Africa. [ABSTRACT FROM AUTHOR]

Individuals engage in job crafting to create a better fit between their job and their preferences, skills, and abilities. However, the individual focus may overlook the impact of job crafting on the job context or well-being of colleagues. Therefore, an important question that is addressed in this study is whether the crafting of one person is related to the job characteristics and well-being of a colleague. This study explores the potential negative effects of a seemingly positive strategy for the individual on a colleague. Namely, we predict that when employees decrease their hindering job demands, their colleagues will be more likely to report a higher workload and more conflict. In turn, we hypothesise that colleague reports of workload and conflict are related to colleague burnout. Data were collected among 103 dyads and analyzed with the Actor- Partner Interdependence Model. The results largely supported the hypothesised relationships: Decreasing hindering job demands was positively related to colleague workload and conflict, which, in turn, related positively to colleague burnout. These findings suggest that proactively decreasing hindering job demands not only relates to personal job experiences, but also to colleague job characteristics and well-being. [ABSTRACT FROM AUTHOR]

Compulsory reemployment courses aim to increase unemployed people's chances of reemployment by enhancing their employability and job search activities. However, the course outcomes vary greatly. This study examined the conditions and mechanisms that influence the outcomes of reemployment courses. In a two-wave study of 643 participants, we assessed participants' course experience (perceived choice and perceived usefulness), motivation for finding reemployment (internalisation), and employability and job search before and after the course. The results confirmed that a more internalised motivation was positively related to most course outcomes. Unexpectedly, perceived choice was unrelated to internalised motivation and course outcomes. Instead, high perceived choice was beneficial for motivation and some course outcomes only when the participants perceived the course to be useful for finding reemployment but was detrimental when they perceived the course to be useless. Perceived usefulness was also directly and positively related to the participants' internalised motivation, which was in turn positively associated with most employability dimensions and job search activities after the course. Our results imply that the compulsory nature of reemployment courses may not be detrimental to people's motivation and course outcomes as long as they perceive the course to be useful for finding reemployment. [ABSTRACT FROM AUTHOR]

The authors integrate existing theory on work-family integration and interpersonal capitalisation on positive work events by examining the effects of sharing positive work events with one's spouse on employee life satisfaction. A field study was conducted with 131 employees of a large Midwestern university, who completed surveys online. Participants provided accounts of their most important positive event during the prior week and indicated whether they had shared this event with their spouse. They also retrospectively rated their positive affect and life satisfaction over the course of the study. Results based on hierarchical regression analysis indicated that having shared that event with one's spouse was positively associated with positive affect and life satisfaction after controlling for personality and event characteristics. These results were corroborated in a subsample of 99 employees whose spouses provided independent reports of whether the event was shared with them. This research reveals that sharing positive events with others has unique and significant contributions to positive affect and life satisfaction. More importantly, these findings show that the interpersonal act of sharing is effective when conducted cross-domain: the act of sharing positive work events with family members increases positive affect and life satisfaction. [ABSTRACT FROM AUTHOR]

People working on a task can make errors along the way. How people deal with an error, however, depends on the type of error approach they apply. One approach, error management, focuses on increasing the positive and decreasing the negative consequences of errors. A second approach, error prevention, focuses on working faultlessly. In two experiments, we manipulated error approach through task instructions and measured on-task thoughts and off-task thoughts. In Experiment 1 ( N = 78), error management resulted in more on-task thoughts, but no differences were found for off-task thoughts. Experiment 2 ( N = 76) replicated the findings of Experiment 1, and further demonstrated that error management resulted in better analogical and adaptive transfer performance, and that these effects were mediated by on-task thoughts. Our findings point toward the benefits of error management instructions for people and organisations. Specifically, error management instructions make people more focused on the task during practice, as indicated by on-task thoughts, which in turn results in higher performance after practice. [ABSTRACT FROM AUTHOR]

Researchers have obtained inconsistent results on the relationship between leader narcissism and leader effectiveness evaluations. Here we draw on social role theory and recent findings on prescriptive gender stereotypes to propose that leader's and follower's gender influence the degree to which narcissistic leaders are perceived as effective. Narcissistic female leaders lack stereotypically gender appropriate qualities (e.g. kindness) and demonstrate undesirable qualities associated with the other gender (e.g. arrogance). This combination is potentially threatening to the traditionally higher status of males, thus resulting in poor leader effectiveness ratings, especially by male subordinates. Conversely, we expect narcissism to be tolerated in male leaders. We find support for this idea in a study on 145 leader subordinate dyads. Female narcissistic leaders were seen as less effective than male narcissistic leaders. However, looking more closely, these lower ratings were only found when male subordinates served as raters. Specifically, male subordinates rated female narcissistic leaders lower while their effectiveness ratings of male leaders were not affected by narcissism. Female subordinates showed no gender bias in their effectiveness evaluations of narcissistic leaders. Thus, gender differences may be an important source of inconsistencies in evaluations of narcissistic leaders. [ABSTRACT FROM AUTHOR]

Scientific research on the relationship between suppression and aggression is rather scarce. Consequently, practitioners searching for means to reduce workplace aggression do not have adequate data on which factors are related to aggressive behavior in the workplace. To shed light on this relationship, this study investigated emotional suppression in a sample of 17 participants by using functional magnetic resonance imaging ( fMRI) and examined their aggressive behavior by using an inventory assessing five types of aggressive behavior. Results of fMRI analysis suggest that the insula, cingulate cortex, and calcarine sulcus are involved in suppression. When the blood-oxygen-level-dependent signals of all the significant regions were tested for correlation with the ratings of the five types of aggression given by the participants' significant others (e.g. family members and/or close friends), a significant correlation was found between activation in the calcarine sulcus during suppression and property aggression. The findings not only indicate the potential neural correlates of observed aggressive behaviors but also emphasise the detrimental effect of unsuccessful, superficial emotion regulation on organisations. [ABSTRACT FROM AUTHOR]

This study uses cognitive consistency theory to develop a model linking proactive personality to employees' work outcomes. This model was tested using a sample of 161 subordinate-supervisor dyads. HLM analysis results revealed that organisation-based self-esteem fully mediated the relationships between proactive personality and the behaviors of job performance and organisational citizenship behavior-voice and partially mediated the relationships between proactive personality and the attitudes of job satisfaction and affective organisational commitment. Furthermore, perceived insider status moderated the relationship between proactive personality and organisation-based self-esteem in such a way that the relationship was stronger for individuals lower rather than higher in perceived insider status. [ABSTRACT FROM AUTHOR]

Using relative deprivation theory, we examined the role of narcissism in moderating the relationships between objective overqualification and perceived overqualification, job satisfaction, and career-related work stress. Permanently employed participants ( N = 292) completed an online survey, which included measures of narcissism, overqualification, and job attitudes. The exploitiveness/entitlement subscale of narcissism was positively associated with perceived overqualification, though only modestly ( r = .13). Both exploitiveness/entitlement and perceived overqualification were associated with lower job satisfaction and higher career-related work stress. Hierarchical multiple regression analyses revealed that, unlike non-narcissistic employees, employees scoring high on exploitiveness/entitlement reported feeling overqualified even when they did not possess surplus education relative to job requirements. Surprisingly, while objective overqualification was positively associated with work stress for non-entitled employees, highly entitled employees did not experience greater work stress when objectively overqualified. We explore possible explanations for this finding, and outline future directions for research on narcissism and overqualification. [ABSTRACT FROM AUTHOR]

This study investigates differences in 'dark side' traits between those in the public and private sectors, as well as between managers in three distinct industries. In all, 5,693 British adults were tested, roughly half of whom clearly worked in public sector jobs and half in the private sector. We also tested three groups of people (total 1,102) working in very different sectors: finance, insurance, and emergency services. They all completed the Hogan Development Survey ( HDS; Hogan & Hogan, 1997), which is a measure of dysfunctional personality styles or potential management derailers. It has 11 dimensions and three higher order factors. Multivariate and univariate analyses of co-variance (controlling for sex, age, and social desirability) and logistic regressions showed many significant differences, with private sector employees scoring higher on the factor Moving Against/ Cluster B and lower on the factor Moving Away/ Cluster A. The analysis of the three groups showed that those in the emergency services differed on most traits while Finance and Insurance industry personnel were very similar. [ABSTRACT FROM AUTHOR]

This study examines the effect of justice sensitivity on the life satisfaction and job-seeking behavior of unemployed individuals and considers the likelihood of experiencing long-term unemployment. We focus on two facets of dispositional justice sensitivity that reflect individual differences in perception and reactions to perpetrating injustice against others (perpetrator sensitivity) or suffering from the injustice of others as an innocent victim (victim sensitivity). We hypothesised that the negative effect of unemployment on life satisfaction is stronger among individuals with higher levels of victim sensitivity and perpetrator sensitivity. The former are more likely to perceive themselves as victims of an unjust situation, such as fate or the employer's decisions, whereas the latter are more likely to perceive themselves as perpetrators against the rules of social justice. Using survey data from approximately 400 participants, we found that unemployed individuals were less satisfied with life than employed individuals and that this relationship was stronger for perpetrator-sensitive individuals. Unemployed perpetrator-sensitive individuals were more likely to engage in active job-seeking behavior and faced a lower likelihood of long-term unemployment. The results are discussed in terms of the importance of justice-related personality aspects of unemployed individuals for their well-being and labor market outcomes. [ABSTRACT FROM AUTHOR]

This meta-analytic study of 71 independent samples from 66 studies ( N = 48,528) examined the relationship between job control and burnout. Based on the Conservation of Resources model, job control was hypothesised to have a stronger relationship with depersonalisation and personal accomplishment than with emotional exhaustion. Overall, results supported the main hypothesis. Moderator analyses indicated that the relations tended to be different depending on job types, the national power distance scores of the samples, and the response formats of the Maslach Burnout Inventory. The results imply that interventions in job control can reduce depersonalisation and enhance personal accomplishment. [ABSTRACT FROM AUTHOR]

Few studies have examined the relationship between customer injustice and employees' retaliatory counterproductive behaviors toward customers, and those that have done so have been conducted in a Western setting. We extend these studies by examining the relationship in a Singaporean context where retaliatory behaviors by employees might be culturally constrained. While the previously established positive relationship between customer injustice and counterproductive behaviors was not replicated using peer-reported data from employees across two hotels in Singapore, we found that individuals' self-efficacy and perceived social support moderated it. Specifically, the injustice-to-counterproductive behaviors relationship was positive for individuals with high self-efficacy, and for those who perceived high levels of supervisor social support. The findings offer insights into when Singaporean employees and, potentially, employees from other Confucian Asian societies will retaliate against customer injustice, and provide practical implications of how managers can help employees cope with customer injustice. [ABSTRACT FROM AUTHOR]

This diary study examines the impact of daily recovery experiences on daily work-home interference ( WHI) and daily burnout symptoms within a group of smartphone users. A total of 69 employees using smartphones on the initiative of their employer completed a diary questionnaire on five successive workdays ( N = 293 data points). We hypothesised that particularly for intensive smartphone users it would be important to engage in activities fostering psychological detachment and relaxation in order to reduce the risk of WHI. We predicted that smartphone use would be positively related to WHI. Finally, we predicted that the positive relationship between WHI and state levels of burnout would be stronger for intensive smartphone users. Overall, the results of multi-level analyses supported these hypotheses. The findings emphasise the importance of a clear organisational policy regarding smartphone use during after-work hours. [ABSTRACT FROM AUTHOR]