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Attention to shaping the direction of one's career according to personal needs and preferences is growing. However, there is limited understanding how contextual antecedents affect career authenticity. Moreover, little is known about whether antecedents of career authenticity operate in the same way for men compared to women and if the impact of these antecedents differs per position. In this study, we contribute to these gaps in the literature by analysing the role of five antecedents of career authenticity in the academic context. Our analysis is based on a cross-sectional survey collected among a sample of 398 academics working in The Netherlands. It shows that justice in promotion practices is the most important contextual antecedent in explaining career authenticity in academia. After analysing the data using multi-group Structural Equation Modelling (SEM), we found that some antecedents relate differently to career authenticity for men compared to women. Our data also showed how most antecedents operate differently per academic rank. These insights show that higher education institutes can boost their academics' career authenticity but should tailor such actions to academics of different genders and in different positions. [ABSTRACT FROM AUTHOR]

While the home has a history of being overlooked as a site of great social impact, this is clearly shifting as it becomes a site for diverse and significant social participation. Technological connectivity is reshaping the household towards an increasingly public life, remarkable for a domain that until relatively recently had been thought of primarily in terms of privatised care and leisure. This article brings together literature from creative industries, feminist and new domesticity fields with empirical data from interviews with home-based creative practitioners to generate insights into new work models, the coincidence of paid work and unpaid care work, and creative work at home as a locus for connecting to surrounding communities and natural environments. These lived examples are explored as signs of an altering domestic space where paid work and non-economic values are more balanced and the home itself is moving from the periphery towards the centre of social life. [ABSTRACT FROM AUTHOR]

Although academics are increasingly expected to share their research data and materials with other academics, many appear reluctant to do so. While extant research emphasises commercial involvement and peer influence as determinants of withholding behaviour, we hypothesise that the volume of competing commitments plays an important role in preventing academics from sharing. Using rich, multi-source data on 876 academics at a large research university, we explore how withholding behaviour is related to the breadth of professional and family roles. We find that academics engaged in more activities, including research, teaching and commercialisation, and with more young children, are more likely than their colleagues to withhold research data and materials from their previously published research. We explore the implications of these findings for scientific production and exchange, and for academics' workloads. [ABSTRACT FROM AUTHOR]

Drawing upon leadership behaviour differentials, psychological contract, and level of satisfaction, the experiential practices of non-profit sports leadership illustrate how the application of particular leadership behaviours can lead to positive or negative outcomes. The paper investigates the direct and indirect effects of psychological contract on job satisfaction. A quantitative methods approach was used to gather the data. One thousand and twenty-two surveys were completed from non-profit sports organizations. Servant leadership fully mediated the relationship between psychological contract and job satisfaction, while leader-member exchange (LMX) partially mediated this relationship. In addition, psychological contract was positively related to job satisfaction in the non-profit sports sector. No research has addressed the direct and indirect relationships between psychological contract and job satisfactions, using leadership behaviours as mediators in the non-profit sports sector. Practical implications of the findings are discussed, together with limitations and ideas for future research. [ABSTRACT FROM AUTHOR]

This article analyses the effect of perceived lean degree on job satisfaction in back-office environments in the financial services industry. The relationship between perceived lean principles and job satisfaction in general are analysed through an industry-wide survey and a focus on specific aspects of job satisfaction in a case study. The findings show a positive relationship between the perceived lean degree and job satisfaction, and highlight the importance of supervisors' roles, and of keeping the introduction of lean separate from reducing staff. Financial service companies can expect not only efficiency gains but also an increase in job satisfaction for employees perceiving lean management. However, the results point to aspects that should be considered in order to avoid negative effects. In conclusion, increased process efficiency using methodologies such as lean management does not necessarily have a negative effect on job satisfaction, or, thus, on employee well-being. [ABSTRACT FROM AUTHOR]

This paper uses data from a 2011 survey of Canadian workers to examine complications in the work–family interface due to the rising expectations of constant connectivity – that is, technological tethering – between work and home domains. We analyze whether the relationship between job contact outside of normal hours and work-to-family conflict is differently experienced by cohorts of digital natives versus digital immigrants. Digital natives' unique upbringing in a technology-driven sociocultural landscape has led to widespread assumptions regarding their heightened ability to handle communication demands delivered via work extending technologies. However, we find that being a digital native does not weaken the focal relationship, irrespective of additional gender and occupational status contingencies. We discuss the implications of this null finding for theoretical views about digital natives, as well as for communication practices in the modern workforce. [ABSTRACT FROM AUTHOR]

Evaluations of people’s work value form the cornerstone of several important group processes, but few studies examine how team task structure shapes evaluations of group members’ contributions. This research proposes and tests a theoretical model outlining how two qualitatively different forms of task interdependence influence individual evaluations of the absolute and relative value of team members’ work. Resource and Process interdependence have traditionally been confounded in studies on task interdependence. Resource interdependence refers to the degree to which people hold different expertise, while process interdependence is the degree to which people synchronize and coordinate their work (Courtright et al. 2015). I hypothesize that while high resource and high process interdependence should both enhance perceptions of the absolute importance of one’s own and others’ work contributions, they should exert opposite influence over relative work evaluations. Results from a 4-condition laboratory experiment indicate that resource and process interdependence differentially impact the development of work evaluations, although not in the way predicted.High resource interdependence actually emphasizes needing others more than being needed, while high process interdependence equally promotes perceived mutual dependence.Additional analyses also suggest that task structure and perceived task competence affect perceptions of group members’ work-value through different mechanisms. [ABSTRACT FROM AUTHOR]

This research reexamines Durkheim’s classic premise that the division of labor influences whether social integration is founded around collective perceptions of similarity versus mutual dependence. Utilizing a laboratory experiment to examine the division of labor on an interactional level, this paper tackles two questions. First, do task specialization and task overlap differentially encourage collective perceptions of ingroup similarity and mutual need? Second, do task specialization and task overlap differentially utilize perceptions of ingroup similarity and mutual need when developing social attachment? This research investigates whether task-overlapping teams are more likely to develop “mechanically”-based social integration than “organically”-based integration, and vice versa for task-specialized teams. Results show that while task specialization was more likely to foster “expertise-based” need for others, this perception did not produce feelings of social integration. Instead, task-specialized teams were more likely to develop cohesion and attachment based around perceptions of in-group similarity. Further, task-overlapping teams were not more likely to build social solidarity around perceived similarity, but were more likely to foster group cohesion and attachment around perceived need for partners. Findings underscore the importance of reexamining the concept of mutual need and suggest Durkheim’s original argument has unexpected complexities when analyzed on an interactional level. [ABSTRACT FROM AUTHOR]

We know little about how perceptions of conflict between work and family shape the subjective views of dual-earner parents. Given time constraints and the prevalence of gendered parenting norms, gender ideologies and work-family conflicts may help explain perceived parental success. Using data from the 2002 National Study of the Changing Workforce, I explore whether gender ideology moderates how conflicts between work and family relate to perceived parental success. Among dual-earner mothers, work-to-family conflict was negatively related to perceived parental success. For dual-earner fathers, work-to-family conflict was positively associated with perceived parental success among more traditional fathers, while the opposite was the case for more egalitarian fathers. Family-to-work conflict was only negatively related to the perceived parental success of more traditional fathers. These findings suggest that gender ideologies are more central in explaining how work-family conflicts relate to fathers’ perceived parental success compared to that of mothers. [ABSTRACT FROM PUBLISHER]

Grounded in ecological systems theory, this study modeled family satisfaction as a function of family-unfriendly work culture, work–family blurring, and personal mastery, examining both individual crossover effects. Analysis of data from 273 married dual-earner parents revealed that family-unfriendly work culture was negatively related to family satisfaction, whereas personal mastery was positively related to family satisfaction. Mothers' family-unfriendly work culture and work–family blurring were negatively related to their husbands' family satisfaction, but no parallel crossover findings were obtained for fathers, suggesting gender differences in crossover. Results were consistent with the notion that family life can be compromised by work cultures that create demands spanning both work and family domains. Implications for the management of work and family boundaries are discussed. [ABSTRACT FROM AUTHOR]

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context. [ABSTRACT FROM AUTHOR]