A three-way synergistic effect of work on employee well-being : Human sustainability perspective

We explored the interaction of the United Nation’s sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 (n = 246), we assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequently, we tested the hypotheses across two studies (n = 332, Study 2; n = 255, Study 3). In alignment with the ceiling effect of human energy theory, the three-way interaction results across the samples consistently indicate that high supervisory political support (SPS) significantly strengthens the negative interactions of psychological health risk factors and high job tension as adverse working conditions (SDG-8) on working-condition-related well-being as the human sustainability dimension (SDG-3). Similarly, synergistic effects were found of the side effects of work on health, high job tension, and high SPS on well-being in sample 3. We discuss theoretical and future research for human sustainability from occupational health and sustainable HRM perspectives

Psychopathic leadership a case study of a corporate psychopath CEO

This longitudinal case study reports on a charity in the UK which gained a new CEO who was reported by two middle managers who worked in the charity, to embody (respectively) all or most of the ten characteristics within a measure of corporate psychopathy. The leadership of this CEO with a high corporate psychopathy score was reported to be so poor that the organisation was described as being one without leadership and as a lost organisation with no direction. This paper outlines the resultant characteristics of the ensuing aimlessness and lack of drive of the organisation involved. Comparisons are made to a previous CEO in the same organisation, who was reportedly an authentic, effective and transformational leader. Outcomes under the CEO with a high corporate psychopathy score were related to bullying, staff withdrawal and turnover as effective employees stayed away from and/or left the organisation. Outcomes also included a marked organisational decline in terms of revenue, employee commitment, creativity and organisational innovativeness. The paper makes a contribution to both leadership and to corporate psychopathy research as it appears to be the first reported study of a CEO with a high corporate psychopathy score

Multi-study packages in organizational science research

Purpose: The purpose of this chapter is to examine the frequency of multi-study research packages in the organizational sciences and advocate for their use by detailing strengths and recognizing limitations. Methodology/approach: Philosophy of science research, focusing on multi-study research packages, is discussed followed by a 20-year review of incidence of these packages in top organizational sciences journals. Findings: The publication of multi-study research packages have increased over the past 10 years, most notably in micro-level journals. Social implications: For reasons of validity and generalizability, society benefits if scholars adopt multi-study approaches to knowledge generation and disseminate. Originality/value of the chapter: This chapter provides the most comprehensive review of multiple-study research packages in the organizational sciences to date, examining publication trends in eight leading micro-and macro-level journals. We also summarize the use of multi-study packages in our own research and offer recommendations for improving the science of replication

La Atalaya : diario de la mañana: Año XXXIV Número 12328 - 1926 diciembre 5

Copia digital. Madrid : Ministerio de Educación, Cultura y Deporte. Subdirección General de Coordinación Bibliotecaria, 201

Optimism And The Nonlinear Citizenship Behavior-Job Satisfaction Relationship In Three Studies

Despite a voluminous body of work demonstrating the positive benefits of organizational citizenship behaviors (OCB), recent theory has highlighted the potential trade-offs individuals face when performing such activities. This evidence calls into consideration the more is always better philosophy, suggesting the existence of potentially more complex OCB-work outcome relationships. The present research investigates the interactive relationship between optimism and OCB on job satisfaction in a series of three independent samples, examining moderated polynomial relationships. Based on self-regulation and self-perception theories, the authors hypothesized that optimism would moderate the relationship between OCB and job satisfaction, demonstrating a linear relationship for those high in optimism and a nonlinear relationship (i.e., assuming an inverted U-shaped form) for those low in optimism. Consistent results were found across all three studies, providing support for the hypothesized moderated polynomial OCB-optimism relationship. Contributions of the research are discussed, as are strengths and limitations, directions for future research, and practical implications. © The Author(s) 2010

Subjectivity in fairness perceptions: How heuristics and self-efficacy shape the fairness expectations and perceptions of organisational newcomers

The very nature of perceived injustice cuts to the heart of employees\u27 cognition, attitudes and behaviours in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundation to drive our hypothesis development, we conducted a multi-study investigation to examine individual-level correlates of unfairness expectations and perceptions in the context of newcomer organisational entry. Across two studies, we found support for the positive association between prior unfairness experiences (i.e. global unfairness heuristic) and expectations of unfairness (i.e. anticipatory injustice) at work. As an extension, Study 2 examined and found support for the interactive effect of global unfairness heuristics and competency-related beliefs (i.e. self-efficacy) on the formation of anticipatory injustice. Furthermore, Study 2 documented both direct and indirect associations between employees\u27 global unfairness heuristic, anticipatory injustice, perceived injustice, job satisfaction and counterproductive work (CWB) behaviours. Overall, our work sheds light on the importance of perceiver-specific factors for better informing the complex, idiosyncratic nature of perceived work unfairness. We discuss theoretical contributions, future research directions and practical implications