Reducing conflict-related employee strain: The benefits of an internal locus of control and a problem-solving conflict management strategy

Workplace conflict is a potent stressor, but most previous research has focused on its effect on productivity and performance rather than on individual well-being. This paper examines the moderating roles of an individual's internal locus of control and a problem-solving conflict management strategy. In the cross-sectional study, among 774 health care workers in the Netherlands, employees' internal locus of control did moderate the relationship between experienced conflict at work and psychological strain, which was measured using a 13-item Dutch adaptation of the Occupational Stress Indicator. In addition, this moderation was mediated by the active conflict management strategy of problem solving; people with a more internal locus of control use a problem-solving conflict management strategy more often and, as a result, experience less psychological strain in cases of workplace conflict. Implications for conflict theory, for future research, and for practice are discussed

Exposure Path Perceptions and Protective Actions in Biological Water Contamination Emergencies

This study extends the Protective Action Decision Model, developed to address disaster warning responses in the context of natural hazards, to “boil water” advisories. The study examined 110 Boston residents’ and 203 Texas students’ expectations of getting sick through different exposure paths for contact with contaminated water. In addition, the study assessed respondents’ actual implementation (for residents) or behavioral expectations (for students) of three different protective actions – bottled water, boiled water, and personally chlorinated water – as well as their demo-graphic characteristics and previous experience with water contamination. The results indicate that people distinguish among the exposure paths, but the differences are small (one-third to one-half of the response scale). Nonetheless, the perceived risk from the exposure paths helps to explain why people are expected to consume (or actually consumed) bottled water rather than boiled or personally chlorinated water. Overall, these results indicate that local authorities should take care to communicate the relative risks of different exposure paths and should expect that people will respond to a boil water order primarily by consuming bottled water. Thus, they should make special efforts to increase supplies of bottled water in their communities during water contamination emergencies

Complex relationships among personality traits, job characteristics, and work behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N = 161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self-efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self-efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction

Special issue on Talent management

Research on Talent Management (TM) has been lagging behind businesses in offering vision and leadership in this field. After sketching a comprehensive outline of knowledge about TM, theoretical as well as practical, we introduce the papers in this special issue and their important contributions. This introductory article contributes to filling the knowledge gap by offering a research agenda at multiple levels and in multiple contexts. We also discuss methodological issues in the study of TM, and conclude by identifying several key trends that are now, and will continue to influence the practice and study of TM in the future. Keywords: Talent management, Future of talent management, Global talent management, Research method