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Drawing upon the conservation of resources theory and social exchange theory, we examined the effects of family supportive supervisor behavior (FSSB) and family support (FS) on work absorption at the within- and between-person levels. A 10-day study of 91 workers using 710 observations was employed. At the within-person level, the results suggested that daily relaxation at work mediated the relationships between daily FS, daily shifts in FS, and daily work absorption. However, at the between-person level, the results revealed that chronic relaxation at work mediated the relation between the average level of FSSB/FS and chronic work absorption. We conclude that FSSB/FS plays a vital role in relaxation at work and work absorption at the within- and between-person levels.

Work-family conflict (WFC) and work-family enrichment (WFE) have been shown to be important predictors of employees' domain-specific satisfaction and well-being. In this meta-analysis, we consider how the effects of WFC/WFE on various outcomes differ across different national cultures and economic settings. We hypothesized that WFC would have stronger effects on employees' domain-specific satisfaction and well-being in high individualistic nations and economies with higher levels of economic development, whereas WFE would have stronger effects on employees' domain-specific satisfaction and well-being in low individualistic nations and economies with lower levels of economic development. Results generally supported these hypotheses, suggesting that employees in more individualistic and more developed countries are more sensitive to how work interferes with family life, whereas employees in less individualistic and less developed countries are more sensitive to how work provides material, social, and cognitive resources that help in the fulfillment of family roles. Further research is needed exploring more detailed explanations for these differences and their implications for spillover theory and work-family practices in organizations.

PurposeThe main purpose of present study is to investigate how familial collectivism and gender affect the psychological contract violation–turnover intention relationship by comparing Chinese with American samples.Design/methodology/approachIn total, 688 and 892 full-time workers were recruited, respectively, from China and the USA to form the two samples. Then, three-way interaction regression models were used to test the hypotheses.FindingsThe results indicate that familial collectivism will negatively moderate the psychological contract violation–turnover intention relationship in the Chinese sample and positively moderate their relationship in the American sample. Moreover, the moderating effect of familial collectivism on the relationship between psychological contract violation and turnover intention is significant among the male employees and insignificant among the female employees for Chinese sample. Whereas for the American sample, the moderating effects are significant among both the male and the female employees.Originality/valueThis study improves the theoretical model of Turnley and Feldman (1999) by examining the moderating effect of familial collectivism and gender differences on the relationship between psychological contract violation and turnover intention. And two samples (China vs the USA) are used in the study, which helps to explain the possible difference in influencing the relationship between psychological contract violation and turnover intention between two nations. The main practical implication for managers is that organizations should recognize the importance of the gender role and individuals’ culture orientation when implementing different human resource management policies.

Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance. (PsycINFO Database Record

To understand the implications of the dynamic nature of daily interpersonal justice, we examined the relationship between daily shifts and variability in interpersonal justice over time and recovery experiences at home. A ten-day daily diary study of 58 workers with 422 observations was conducted. Results from multi-level modeling revealed that daily shifts in interpersonal justice at the within-person level, operationalized as residual changes across consecutive work days, positively predicted daily levels of psychological detachment, which in turn predicted daily levels of positive low-arousal affect at home. Variability in interpersonal justice at the between-person level, operationalized as the standard deviation of interpersonal justice over the ten-day period, was negatively related to the chronic level of psychological detachment, which in turn was related to chronic negative low-arousal affect at home. Variability in interpersonal justice explained unique variance in psychological detachment beyond the average level of interpersonal justice. We conclude that within-person daily shifts in interpersonal justice and between-person differences in interpersonal justice variability over time may play critical roles in the negative spillover of interpersonal injustice from work to home. Practical implications such as training on consistent treatment are discussed.

In light of recent scholarship on the role of fairness and legitimacy in occupational strain, we tested in two studies the hypothesis that workload is more strongly associated with depressive symptoms when it exceeds occupational norms for time pressure. First, analyses of an occupationally heterogeneous sample revealed that when workers reported workload levels that exceeded occupational norms for time pressure they were more likely to report depressive symptoms, even after controlling for depressive symptoms from a prior assessment approximately 10 years earlier. A second cross-sectional study found similar results, with some of the effect accounted for by psychological contract violation. These findings suggest that workload is most strongly associated with depressive symptoms to the extent that it exceeds occupational norms for time pressure. Psychological contract violation may explain some of these effects.

This study examines the impact of employees' perceptions of information privacy on their affective commitment to work organizations. Based on a survey of 320 Chinese employees, the findings suggest that, for information privacy, perceptions of information handling control and of legitimacy of organizational information practices positively relate with affective commitment. The relationship between perception of information handling control and affective commitment is only significant, however, for employees identifying weakly with collectivism and is stronger for male than for female employees. The relationship between perception of legitimacy of organizational information practices and affective commitment is only salient for female employees. The implications of these findings for organizational and legal polices are discussed.

Integrating the frameworks proposed by Glomb et al (2011) and Good et al (2016) regarding how mindfulness influences workplace outcomes, we theorize that mindfulness-based practices will increase i...

The emotional taxing nature of emotional labor at work has been increasingly recognized, but the effects of emotional labor at work on employees' spouses have not yet been explored. Drawing on the ...