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We use the conservation of resources (COR) theory to propose a work-family model of stress in remote work. We propose that interruptions from family are a unique hindrance stressor, detrimental for the employee's challenge and hindrance stress responses in remote work, which, in turn, have distinct effects on resource-oriented attitudes and states of both the employee and spouse. Namely, we expect that both partners' satisfaction with the work arrangement, employee engagement, and spouse family overload will be associated with the way the employee experiences stress in remote work (stress response). We also integrate the effort-recovery model to examine whether two types of breaks taken by employees while working remotely replenish resources lost through interruptions. Using a sample of 391 couples, we find support for all hypotheses that pertain to the employee. Findings involving the spouse support the primacy of the resource loss tenet in COR theory, in that these detrimental effects are significant in crossing over to the spouse via hindrance but are not significant via challenge stress. We discuss the implications of these findings, emphasizing that interruptions are harmful for both types of stress experienced by remote employees (i.e., lower "good" and higher "bad" stress responses), and interruptions appear to have far-reaching effects on both partners. However, choosing to use breaks for both nonwork goals and self-care can buffer these otherwise detrimental effects.

Our work investigates the influence of supervisor bottom-line mentality (SBLM) (i.e., a one-dimensional focus on bottom-line outcomes to the exclusion of other organizational priorities) on employees’ organizational commitment via the work-family interface as well as the crossover effects of SBLM on the organizational commitment of the employees’ spouse. More specifically, we examined how SBLM contributes to work-family conflict (WFC) and impacts the experienced commitment of the dyad along three paths. We conducted two studies across three samples (Study 1, Sample A: 186 employees; Study 1, Sample B: 258 employees; Study 2: 399 employee-spouse dyads) to demonstrate the unique role of SBLM in this context and find support for the hypothesized relationships. First, the resource drain of SBLM had a spillover effect through WFC to decrease the employee’s commitment at work. Second, it crossed over to the spouse to reduce their own organizational commitment due to the employee being a source of family undermining, which subsequently influenced the spouse’s family-work conflict (FWC). Third, SBLM impacted the spouse such that it crossed back to contribute to decreased organizational commitment for the employee. Theoretical contributions and practical implications are discussed as well as directions for future research.

PurposeAbusive supervision research has clearly demonstrated its many negative effects. The present study uses social learning theory to shed light on mechanisms that could potentially alter the negative effect of abusive supervision.Design/methodology/approachUsing a sample of 162 full-time employees, we identify and test two potential variables that we believe may moderate, or soften, the trickle-down negative effects of abusive supervision.FindingsResults demonstrates that coworker support moderates the positive relationship between abusive supervision and coworker incivility such that this relationship is weaker when coworker support is high. In addition, we found that work engagement moderates the positive relationship between coworker incivility and turnover intentions such that this relationship is weaker when engagement is high. Next, we found that coworker incivility mediates the positive relationship between abusive supervision and turnover intentions and that this indirect effect is moderated by both coworker support and work engagement.Originality/valueWe combined three theoretical explanations, social learning theory, contagion effect and the trickle-down perspective, to theoretically argue not only how (through coworker incivility) but when (when coworker support and work engagement are low) abusive supervision impacts turnover intentions. In addition, we extended the research on work engagement by positioning it as a boundary condition. We found that when individuals are engaged in their work, the environment in which they work matters less (because the work matters more).

PurposeThe authors examine a boundary management tactic for managing the work–family interface: putting family first (PFF). PFF is a boundary management tactic defined as the voluntary behavior of intentionally putting family obligations ahead of work obligations in a way that violates organizational normsDesign/methodology/approachIn Study 1, The authors develop a theoretically derived measure of PFF and distinguish it theoretically and empirically from similar existing constructs, examining convergent and discriminate validity to demonstrate its uniqueness. In Study 2, the authors demonstrate PFF's predictive validity beyond the job incumbent using a three-way matched sample of 226 individuals, including the job incumbent's coworker and spouse.FindingsThe authors established and validated a measure of PFF, developing and replicating the nomological network. PFF crossed over to positively relate to coworker role overload, job frustration and work–family conflict and to spousal stress transmission and relationship tension. Similarly, PFF related negatively to spousal family satisfaction and organizational commitment.Originality/valueThe authors extend the work–family and boundary management literatures by proposing a new form of boundary management, PFF, which is a tactic for managing the work–family interface, and explore how its use influences not only the job incumbent but also the coworker and the spouse.

Understanding how entrepreneurs’ positive affect influences firm innovation through the cognitive processes (e.g., entrepreneurial alertness to business opportunities) is important because emotions often impact evaluations and judgments of opportunities and (subsequent) firm engagement in innovative activities. Using data involving Iranian entrepreneurs, we find that (1) Tang, Kacmar, and Busenitz’s (2012) three alertness components unfold sequentially (i.e., information scanning and search leads to information association and connection which in turn leads to opportunity evaluation and judgment); (2) positive affect has a positive impact on all three alertness dimensions; and (3) evaluation and judgment impacts firm incremental innovation positively. Implications and future research directions are discussed.

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.

Using an interactionist perspective and conservation of resources (COR) theory, this study examined the interactive effects of resilience and role overload on family-work enrichment and the outcomes of surface acting, emotional exhaustion, and job satisfaction. The model was tested using a sample of 156 full time employees who completed surveys at two time periods. As expected, resilience was positively related to family-work enrichment and family-work enrichment was negatively related to surface acting and emotional exhaustion and positively related to job satisfaction demonstrating mediating effects for family-work enrichment. Role overload moderated the positive relationship between resilience and family-work enrichment such that the relationship was weaker when role overload was high indicating a boundary condition for the favorable effects of resilience. Finally, support was found for the conditional indirect effects of resilience on surface acting, emotional exhaustion, and job satisfaction through family-work enrichment such that the relationships were weaker when role overload was high.

This study examines the mediating role of work-to-family conflict and family-to-work conflict between the Big Five personality traits and mental health thereby enhancing theoretical development based upon empirical evidence. Integrating Conservation of Resources theory with the self-medication hypothesis, we conducted a mega-meta analytic path analysis examining the relationships among employees’ Big Five traits, work-to-family conflict and family-to-work conflict, anxiety and depression, and substance use. We produced a ten-by-ten synthetic correlation matrix from existing meta-analytic bivariate relationships to test our sequential mediation model. Results from our path analysis model showed that agreeableness and conscientiousness predicted substance use via mediated paths through both work-to-family conflict and family-to-work conflict and sequentially through depression as well as through family-to-work conflict followed by anxiety. Extroversion and openness-to-experience had relatively weaker influences on substance use through work-to-family conflict, anxiety, and depression. Neuroticism was the strongest driver of the two forms of conflict, the two mental health conditions, and substance use. From this model it can be inferred that work-to-family conflict and family-to-work conflict may be generative mechanisms by which the impact of personality is transmitted to mental health outcomes and then to substance use when analyzed via a Conservation of Resources theory lens.

We explored the impact of moral disengagement on individual experiences of guilt. We modeled three forms of workplace deviance (withdrawal, interpersonal deviance, and work-family deviance)...

Building on social exchange theory, this study examines the relationship between perceptions of organizational politics and employee performance and interpersonal skills. We hypothesized that perce...

This study investigated several dispositional predictors of a form of subjective well-being (life satisfaction) while controlling for social desirability. Results from 185 survey respondents collected at two time points three months apart demonstrated that of narcissistic entitlement, narcissistic superiority, and self-esteem, only the last two are significant predictors of life satisfaction. Impression management as a form of socially desirable responding and narcissistic entitlement were related to life satisfaction in bivariate correlations but not in the regression model. This suggests that these two traits share much of the same construct space as narcissistic superiority and self-esteem in their prediction of life satisfaction.

Purpose The purpose of this paper is to examine the role of four impression management (IM) tactics as mediators to help job incumbents manage the impressions others have regarding the spillover of the incumbent’s family domain onto the work domain. Design/methodology/approach The authors examined the data from 296 matched job incumbents and coworkers. The authors tested a structural equation model and alternative models to find the best fit and subsequently tested both direct and indirect effects. Findings The authors found that family-to-work conflict related to job-focused and supervisor-focused IM behaviors, and family-to-work enrichment related to self-focused, coworker-focused and supervisor-focused IM behaviors. Supervisor-focused IM served as a mediator to the job incumbent’s attitude (job satisfaction) while job-focused, self-focused and coworker-focused IM served as mediators to the job incumbent’s behavior (job performance). Practical implications The research is important in that just as employees do not “leave work at the office,” they also do not “leave family at home.” Instead, experiences in the two domains affect one another in ways that are beneficial and harmful. Understanding the role that IM plays in this process adds insight into the spillover of family onto work. Originality/value The authors extend both the work-family and IM literatures by looking at potential family domain antecedents to engaging in IM behaviors and their impact on work life.

Does everyone around you seem to be juggling the work and family roles more successfully than you? This research examines the influence of social comparison of work–family balance in the work role overload to emotional exhaustion relationship through two paths – a spillover path to both job and family emotional exhaustion for the job incumbent and a crossover path to the spouse to their own family emotional exhaustion. Further, we examine whether the personality trait of social comparison orientation exacerbates these processes. We used matched responses over two time periods from 403 dual-earning, married couples living in the United States to test our hypotheses. We found support for all our hypothesized relationships. Social comparison plays a role in individuals’ perception of work–family demands, which may contribute to undesirable consequences for both the job incumbent and the spouse.

Based on the idea that both actor and audience member are present in impression management (IM), we argue that the effectiveness of IM usage can only be determined when ratings from both the actor and the audience are considered. Further, we use self-verification theory to explain how IM incongruence may impact workplace outcomes. To test our arguments, we employed congruence analysis (Cheung in Organizational Research Methods 12, 6–33, 2009a). Our approach differs from the majority of extant IM research that employs measures of IM only from the actor’s perspective. By incorporating assessments from the actor and the audience, we bring research on IM back to its theoretical roots and offer a rationale for the varied and inconsistent findings reported in the literature. Using a sample of 175 employees and their supervisors, we examined and compared IM ratings of subordinates’ ingratiation, self-promotion, and exemplification from both the employee and supervisor. Additionally, we investigate the ability of those ratings, individually and together, to predict both subordinate and supervisor ratings of key organizational outcomes. Implications for practice and suggestions for future research also are provided.

In this article, we replicate and extend the guest–server exchange (GSX) model to include guest return intentions as a mediator between guest satisfaction and unit-level sales. With the extended model, we establish that guest return intentions are strongly connected to financial performance and are a better indicator of unit-level sales when compared with guest satisfaction as previously modeled. Furthermore, our model confirms that guest satisfaction is a statistically significant consequent of service orientation, but is best treated as an antecedent to guest return intentions, rather than unit-level sales as previously modeled. Other results consistent with existing research on the GSX showed that line-level employees’ recognition of service delivery standards being in place is strongly connected to line-level employees’ perceptions of coworker and supervisor support. The former was significantly related to line-level employee guest orientation, which was related to guest orientation. Supervisor support was not found to affect guest orientation in the model, consistent with previous tests of the GSX.

A wide range of research has accumulated detailing the positive associations of perceived organizational support (POS) with desirable workplace outcomes (e.g., high performance, high commitment, low deviance). In the process, there has been an implicit assumption that these relationships are linear, with ever-increasing POS resulting in ever-increasing positive outcomes. However, there are theoretical and practical reasons to question whether these relationships may be nonlinear rather than linear. Our results offer support for the notion that the relationships between POS and key individual outcomes rated by the supervisor may best be represented as nonlinear. We conclude by highlighting the implications for both theory and practice.

Based on a framework that integrates job demands-resources theory (Bakker and Demerouti in J Manag Psychol 22:309–328, 2007), social cognitive theory (Bandura in Social foundations of thought and action, Prentice-Hall, Englewood Cliffs, 1986; in Pervin L, John O (eds) Handbook of personality, Guilford Press, New York, pp 154–196, 1999) and regulatory focus theory (Higgins in Am Psychol 52:1280–1300, 1997), the purpose of this research is to investigate the relationship between perceptions of organizational politics and subsequent moral disengagement and unethical behavior. We conducted a laboratory study and also collected data in two separate surveys 6 weeks apart from 206 individuals working full time to investigate the relationships presented in our model. In both studies, we examined the direct relationship of politics perceptions on unethical behavior in organizations as well as the indirect relationship through the influence of moral disengagement. We investigated the moderating effect of regulatory focus (prevention-focus and promotion-focus) on the relationship between moral disengagement and unethical behavior using the survey data. Results indicated that perceptions of politics were significantly related to our mediator, moral disengagement, which was significantly related to our dependent variable, unethical behavior. However, only prevention-focus moderated the relationships examined. Implications for future research and managerial practice are discussed.

Purpose The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each. Design/methodology/approach The model is grounded in regulatory focus theory (Higgins, 1997), and is tested with data collected at two times from 206 full-time workers. Findings Findings revealed mindfulness was positively related to prevention- and promotion-focus, while LMX was positively related to only promotion-focus. Prevention-focus mediated the relationship between mindfulness and role overload and burnout, while promotion-focus mediated the relationship between both mindfulness and LMX and role overload, but not burnout. Originality/value This research expands the nomological network describing individual and dyadic antecedents to regulatory focus. It also explores the nature of the relationships between regulatory focus and career management consequences, and may allow us to offer useful advice for practicing managers trying to understand employee career trajectories.

Supplemental material, Supplemental_Materials for Guest–Server Exchange Model and Performance: The Connection Between Service Climate and Unit-Level Sales in Multiunit Restaurants by Alex M. Susskind, K. Michele Kacmar and Carl P. Borchgrevink in Journal of Hospitality & Tourism Research

Building on the work-home resources model and crossover theory, we investigated how workplace ostracism both spills over and crosses over to emotional exhaustion for both the ostracism target and his or her spouse. We examine whether this occurs through the linking mechanisms of personal resources, specifically the target's positive mood and psychological distress. We draw on the work-home resources model and crossover theory to explain how being ostracized at work is damaging to the target of that ostracism and has implications for the target's life outside of work as well as for his or her spouse. Using longitudinal data from 3 separate points in time with a sample of 350 matched targets and their spouses, we examined how workplace ostracism flowed through positive mood and psychological distress to impact the target's job and family emotional exhaustion. Decreases in positive mood explained why workplace ostracism affected job emotional exhaustion, whereas increased psychological distress explained its crossover effect on family emotional exhaustion. Further, a crossover effect existed on spouses' family emotional exhaustion, and was explained by the target's increased psychological distress and family undermining behavior. Implications for research and practice are provided. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

While families have a large and undeniable impact on human behavior, management research is yet to fully embrace how aspects of families (e.g., family-member relationships, family structures, and f...

Using a sample of 51 full-service restaurants from three competing full-service restaurant companies, we extended the research on service process management by connecting the reactions of service-based employees to guests’ satisfaction with their service experience and firm-level performance. We replicated and confirmed previous tests of the existing guest–server exchange model connecting frontline-level employees’ attitudes toward their work as service providers to guests’ satisfaction in the restaurants. Most notably, we extended the guest–server exchange model by including the relationship between guests’ reports of satisfaction with service and firm performance, bringing together three unique sources of data. The findings from the test of our structural equation model revealed that 26% of the variance in firm performance was accounted for by guest satisfaction, showing that organizational policies and support for employees, are connected to a positive service climate, guest satisfaction, and firm performance, measured as sales per available seat in each restaurant.

Purpose The purpose of this paper is to explore surface acting as a mediator in the relationships between perceptions of organizational politics and personality, with stress, turnover intentions, and job satisfaction. Design/methodology/approach Data were obtained via survey from 276 working adults, and responses were subjected to structural equation modeling to confirm the measurement model and test hypotheses. Findings Surface acting was found to mediate the relationships between perceptions of organizational politics and intent to turnover and satisfaction, and between proactive personality and intent to turnover and satisfaction. No mediating effect for surface acting was found between agreeableness and the outcomes. Practical implications Individual differences and situational contingencies do affect surface acting in the workplace, and individual work-related outcomes. Managers need to be aware of personality characteristics and situational contexts that impact surface acting in organizations to help understand the effects of potential divergent attitudes and behaviors on employee outcomes. Originality/value Previous research examining surface acting assessed behavior in light of employee-customer interactions. This research extends the study of surface acting by examining the mediating role of surface acting among new predictors including organizational politics, proactive personality, and agreeableness with stress, turnover intentions, and job satisfaction.

The multitude of corporate scandals has prompted research that examines factors that influence an individual’s engagement in unethical behavior. This article extends previous research by examining the psychological processes through which unethical behavior may occur. We develop and test a model that uses self-regulation theory to explain and predict how and under what circumstances individuals are likely to engage in unethical behavior. Results from data collected from 107 professionals at two points in time and 205 employees from various industries confirm that job insecurity increases emotional exhaustion, which subsequently impairs an employee’s ability to activate self-regulating processes to avoid engaging in unethical behavior. However, the link between job insecurity and emotional exhaustion as well as the mediated relationship between job insecurity and unethical behavior through emotional exhaustion are weaker for employees who have high adaptability and stronger for employees who are highly embedded in their organization.

Drawing from Johns’s theory of self-serving behavior, we identified workplace politics as a contextual factor that affects the relative costs and benefits associated with supervisor rating behaviors. Our investigation tested these ideas by considering how politics influence the way in which raters combine information when evaluating subordinate performance. Specifically, we examined the three-way interaction of in-role behavior, extra-role behavior, and politics perceptions on overall ratings of performance in a two-study, multilevel investigation. Across two studies, results generally were consistent with the hypothesized three-way interaction, such that the joint effects of extra-role and in-role behavior on performance ratings varied across levels of politics. Implications of these findings and future research directions are discussed.

We propose a model of knowledge creation, transfer, and adoption based on theories of creativity and social networks. We test our hypotheses using a sample of 119 full professors in management departments at U.S. universities. We examine the effects that two research strategies, coauthoring and working in multiple research fields, have on the number of publications in each of three journal quality tiers during an 8-year period. In addition, we examined the influence that having strong ties and a dense network of professional colleagues each has on the total number of citations garnered by those publications. Results showed a heterogeneous pattern of coauthoring (distributing coauthoring activity evenly across a greater number of coauthors) is positively related to the number of publications in the highest-quality journals for the focal researcher. The heterogeneity of research fields in which a researcher works is also positively related to greater productivity, albeit in second- and third-tier publication outlets. In addition, we found that the number of strong ties in the focal author’s professional support network positively related to his or her total citation count, independent of the number and quality of publications. Implications for the social network theory of creativity, organizational knowledge theory, and models of management scholars’ productivity are explored.

Purpose – The purpose of this paper is to examine the moderated-mediational relationship between the impostor phenomenon (IP) and work-to-family conflict (WFC). Building on conservation of resources (COR) theory, the authors hypothesize that individuals who experience the IP lack the initial resources needed to meet work demands and, thus, experience emotional exhaustion, which leads to WFC. However, the authors hypothesize that additional resources provided by organizations, such as perceived organizational support (POS), may weaken the negative experiences of imposters. Design/methodology/approach – The authors tested a moderated-mediation model using data from a time-lagged survey study among 92 Midwest community college employees. Regression was used to examine the mediating effects of emotional exhaustion and the moderating effect of POS on the IP to WFC relationship. Findings – Results support the hypothesized model. Emotional exhaustion is a mediating mechanism in the relationship between the IP and WFC. POS is a moderator of this indirect relationship; the indirect relationship between the IP and WFC through emotional exhaustion is weaker when employees perceive high levels of POS. Practical/implications – The findings suggest that there are detrimental long-term effects associated with the IP for organizations. Thus, managers should curb feelings of impostorism within their organizations and provide impostors with organizational support in order to reduce their emotional exhaustion and WFC. Originality/value – The present study indicates that individual dispositions play an indirect role in WFC. Furthermore, the authors identify organizational outcomes associated with the IP, whereas previous research has rarely emphasized outcomes.

This study expands our understanding of the negative impact of work demands on work outcomes by examining this impact in light of the family domain. We explore how the family domain plays a role in this process by considering mechanisms that capture both spillover and crossover effects. We investigate the spillover of work demands (i.e., role conflict and role overload) through work-to-family conflict on work attitudes (i.e., job satisfaction and affective commitment) and self-reported work behaviors (i.e., citizenship behavior and absenteeism). We also consider the double crossover of work demands through work-to-family conflict to stress transmission, and back to the incumbent's family-to-work conflict on both attitudinal and behavioral work outcomes to examine the impact of work demands. Using a time-lagged matched sample of 389 dual career couples, we found spillover effects for the work attitudes and crossover effects for the work behaviors, suggesting work demands uniquely shape outcomes depending on the path they take. We close by offering implications for research and practice. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Leveraging perspectives from social cognitive theory, the attention-based view, and social networks literatures, we tested the relationship between unethical choice and network unethicality, which we define as respondents’ perceptions of their peer advisors’ unethical choices. Although social cognitive theory predicts that perceptions of peer advisor unethical choice are positively associated with unethical choice, we theorize that the nature of this relationship depends on the personality of the actor (core self-evaluation) and the situation (moral intensity). Results from a lagged study suggest that individual and situational variables may act as key buffers to the adverse impact of unethical social influence on ethical choice. Strengths, limitations, and directions for future research are discussed.

This research examines the impact of role boundary management on the work-family interface, as well as on organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation of resources theory with crossover theory, to build a theoretical model of work-family boundary management. Second, we extend prior work by exploring positive and negative paths through which boundary management affects work and family outcomes. Third, we incorporate spouse perceptions to create a dynamic, systems-perspective explanation of the work-family interface. Using a matched sample of 639 job incumbents and their spouses, we found that family-to-work boundary transitions was related to the job incumbents' work-to-family conflict, work-to-family enrichment, and job embeddedness as well as the boundary management strain transmitted to the spouse. We also found that the boundary management strain transmitted to the spouse mediated the relationship between family-to-work boundary transitions and both work-to-family conflict and work-to-family enrichment. Finally, we found significant indirect effects between family-to-work boundary transitions and job embeddedness and relationship tension through both the boundary management strain transmitted to the spouse and the incumbent's work-family conflict, but not through work-family enrichment. Thus, family-to-work boundary transitions offer some benefits to the organization by contributing to job embeddedness, but they also come at a cost in that they are associated with work-family conflict and relationship tension. We discuss the study's implications for theory, research, and practice while suggesting new research directions.

The desire to control how others see us is a ubiquitous phenomenon. Decades of research have suggested that the results associated with how others see us are too great an influence to ignore. The tactics we use and behaviors we engage in to control how others see us is known as impression management. This study examines the relationship between regulatory focus and the use of exemplification or supplication impression management tactics. We use regulatory focus theory to examine this phenomenon. First, we investigate the main effects that occur between prevention-focused individuals and exemplification, and between promotion-focused individuals and exemplification and supplication. We then introduce supervisor behavioral integrity as a moderator between regulatory focus and impression management. Our findings suggest a positive relationship between prevention-focused and exemplification, and between promotion-focused and exemplification and supplication. We also find that behavioral integrity strengthens the relationship between prevention-focused and exemplification and promotion-focused and supplication, but not promotion-focused and exemplification. Implications and future research directions are discussed.

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

Using data collected from 280 full-time employees from a variety of organizations, this study examined the effects of employee perceptions of the behavioral integrity (BI) of their supervisors on job tension. The moderating effect of procedural justice (PJ) on this relationship also was examined. Substitutes for leadership theory (Kerr and Jermier, 1978) and psychological contract theory (Rousseau, Empl Responsib Rights J 2:121–139, 1989) were used as the theoretical foundations for the hypothesized relationships. Results indicated a negative relationship between BI and job tension. PJ moderated this relationship such that it was weakened under conditions of high PJ. Implications for research and managers are discussed.

Purpose – The purpose of this study is to test the effects of cognitive legitimacy and the assets of newness in the new venture context. The authors wish to provide evidence related to how best to market and manage some of the assets and liabilities of newness. Design/methodology/approach – 236 customers of three recently opened retailing businesses were surveyed to investigate the relationships among organizational energy, organizational flexibility, cognitive legitimacy, and customer satisfaction. A mediation model including all four variables is developed and tested in the paper. Findings – Evidence is presented suggesting cognitive legitimacy plays a significant mediating role in both the positive relationship between organizational energy and customer satisfaction, and the positive relationship between organizational flexibility and customer satisfaction. Research limitations/implications – The paper offers thoughts regarding the theoretical implications of the study, as well as future research opportunities related to future marketing and entrepreneurship studies. Practical implications – Entrepreneurs are informed how to further market and manage the characteristics that mark their new ventures. Originality/value – The study is the first to link the assets of newness, cognitive legitimacy, and customer satisfaction. Given the importance of customer perceptions in the new venture context, the manuscript offers insight into how to possibly increase customer satisfaction by managing the perceptions of customers related to newness.

Based on role accumulation theory and boundary theory we propose and examine a model that represents the process by which family involvement influences promotability through enrichment, and the moderating roles of employees’ boundary management preferences (i.e., segmentation/integration) in that process. Data collected from 347 registered nurses and their supervisors ( N = 40) across three periods showed that as employees’ family involvement increases, they are able to accumulate resources from their family role and transfer them to the workplace. This increase in family-to-work enrichment (FWE) benefits employees by increasing supervisor perceptions of employees’ promotability. As hypothesized, an integrating boundary management preference serves as a double-edged sword for employees such that it strengthens the positive influence of family involvement on FWE, but weakens the relationship between FWE and supervisor perceptions of promotability.

We investigate whether leader political skill (LPS) increases employees’ perceptions of ethical leadership, even among leaders who acknowledge engaging in deviant behaviors. Study 1 indicated a positive relationship between LPS and ethical leadership perceptions, resulting in improved commitment and reduced stress levels among employees. Study 2 indicated that politically skilled leaders who engaged in deviant behaviors were perceived to be more ethical than deviant leaders with low political skill. Study 2 also suggested that LPS was negatively associated with employee deviance. These results suggest that political skill promotes ethical employee behaviors and other beneficial outcomes but might also help leaders disguise deviant intentions.

This paper posits that ethical leadership increases important organizational and individual outcomes by reducing politics in the workplace. Specifically, we propose that perceptions of organizational politics serve as a mechanism through which ethical leadership affects outcomes. We further argue that the modeled relationships are moderated by political skill. By means of data from 136 matched pairs of supervisors and subordinates employed by a state agency in the southern US, we found support for our predictions. Specifically, we found that perceptions of organizational politics fully mediated the relationship between perceptions of ethical leadership and helping and promotability ratings. In addition, political skill was found to moderate the direct and indirect effects.

The recognition and development of new opportunities are at the heart of entrepreneurship. Building from Kirzner's (1973, 1999) work, cognition theory, and McMullen and Shepherd's (2006) recent development, we offer a model involving three distinct elements of alertness: scanning and search, association and connection, and evaluation and judgment. We then conduct multiple studies to develop and validate a 13-item alertness scale that captures these three dimensions. Results demonstrate appropriate dimensionality, strong reliability, and content, convergent, discriminant, and nomological validity. The resultant instrument provides researchers with a valuable tool for probing the entrepreneurial opportunity development process including antecedents and outcomes.