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Organizational citizenship behavior (OCB) contributes to organizational effectiveness, but it can also create a burden for employees and their partners. In three studies, we examine how employees communicate with their partner about engaging in OCB and how this affects employees' OCB, their work–family conflict, and their partner's satisfaction. In Study 1, we use qualitative data to identify five ways employees communicate with their partner in order to engage in individual initiative OCB (e.g., staying late at work, volunteering for special assignments). In Study 2, using dual-concern theory, we hypothesize that self-concerned citizenship communication strategies will not only increase OCB, but also increase work–family conflict, and we predict that other-concerned communication strategies will reduce work–family conflict and increase partner satisfaction. Using survey data from employees and their partners, these hypotheses were partially supported. Finally, in Study 3, we use experimental vignette methodology to provide causal evidence that citizenship communication strategies influence partner satisfaction. Together, these studies increase our understanding of how employees communicate with their partner about OCB, indicate that there is no single communication strategy that has positive implications for both OCB and home life, and suggest that employees and their partners tend to think of OCB as involuntary for achieving family goals. [ABSTRACT FROM AUTHOR]

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study. [ABSTRACT FROM AUTHOR]

Summary: Recent academic research has proliferated around the construct of humble leadership. Humble leadership involves having an accurate view of oneself, recognizing the contributions of followers, and modeling teachability. Given the growing interest in this construct, we provide a review of the humble leadership literature. First, we clarify how humble leadership has been defined and measured in the current literature and discuss how it compares to moral‐based leadership approaches. Second, we review the extant literature by examining humble leadership's theoretical and nomological network, highlighting the antecedents, outcomes, moderators, and mediators. Third, we provide an overview of key methodological strengths and weaknesses. Finally, we conclude by drawing upon our review of the literature to present directions for future research that will advance the understanding of humble leadership. In sum, our review highlights the key elements and findings of where humble leadership has been and indicates ways to drive this literature forward. [ABSTRACT FROM AUTHOR]

Summary: Increasingly, organizations around the world need employees to work weekends and during hours that fall outside of a traditional 9‐to‐5, Monday through Friday, schedule. At the same time, in recent years, employees have sought more flexible working arrangements that result in longer work shifts that occur on fewer days each week. Although nonstandard work schedules have important organizational implications, much of this research has occurred outside of the management literature. Further, within the management literature, there has been little attempt to review and integrate the findings of prior studies of nonstandard work schedules. In this paper, we review research that has investigated nonstandard work shifts and how they affect work‐related outcomes (e.g., job behavior and job attitudes), health‐related outcomes (e.g., physiological, behavioral, and psychological consequences), and personal/family‐related outcomes (e.g., work–family conflict, divorce, and parent–child relations). Following our review, we identify avenues for future investigations, with a particular emphasis on methodological improvements and research that would facilitate the development of integrated conceptual models that more fully consider the implications of work schedules in the context of other important areas of organizational scholarship. [ABSTRACT FROM AUTHOR]