Integrating Employment Contracts and Comparisons: What One Can Teach Us about the Other

This study examines the events that trigger individuals to consider the social exchanges involved in their employment relationships. Integrating social comparison and psychological contract literature streams, a parallel is drawn between system-referent comparisons and psychological contract evaluations. We hypothesize that self- and other-referent comparisons may be human triggers for engaging in this type of comparison. A variety of structural triggers are also proposed to influence psychological contract evaluations. This field study examines these primary and secondary contract makers as social comparison triggers. Results support the hypotheses that the triggers identified predict psychological contract evaluation and that psychological contract breach is correlated with these evaluations. Implications for future research and managerial practice are discussed

Burnout in Organizational Life

Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and directions for the future of burnout research.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline

Action Research as a Burnout Intervention: Reducing Burnout in the Federal Fire Service

Despite a rapidly growing body of work on the nature of stress and burnout in organizations, relatively little research has been conducted to develop strategies for reducing burnout. In this article, we discuss collaborative action research as a mechanism for the reduction of burnout. The authors demonstrate the efficacy of this approach in the context of a federal fire department. Findings suggest that action research has potential as a mechanism for the reduction of burnout, particularly because it is a more holistic approach that can be tailored to fit the needs of an organization.Yeshttps://us.sagepub.com/en-us/nam/manuscript-submission-guideline

Productive and counterproductive job crafting : a daily diary study

The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as seeking resources, seeking challenges, and reducing demands and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance

Self-regulation in entrepreneurs: integrating action, cognition, motivation and emotions

Psychological processes (e.g. cognition, motivation, emotions) have emerged as key to understanding entrepreneurial actions and success. Currently, we do not know enough about specific entrepreneurial psychological processes and particularly lack knowledge about their cumulative or interactive effects. Self-regulation offers some promise in understanding these issues. However, self-regulation in entrepreneurship has not been fully explored, which limits our understanding. We address this by introducing an integrated model of episodic self-regulation (the A-CEM-A model) to map the reciprocal regulatory effects of action, cognition, emotion, and motivation in entrepreneurship research and isolate a series of propositions stemming from the model. We further explore the resource implications of the A-CEM-A model for entrepreneurs managing several self-regulatory processes simultaneously. The A-CEM-A model offers a novel and unique insight on entrepreneurial action and psychological processes, and presents a roadmap for future researchers interested in adopting an episodic process perspective in entrepreneurship research

The Supportive Spouse at Work: Does Being Work-Linked Help?

Using a sample of 639 dual-career couples, we examined the role of work-related spousal support on work-family balance and subsequent outcomes for both the job incumbent as well as his or her spouse. We further investigated whether the resource of work-related spousal support contributed to greater balance for those couples who were work-linked (work in same organization, same occupation, or both) and those who were not. We found work-related spousal support contributed to work-family balance and subsequent improved family satisfaction and job satisfaction of the job incumbent. Furthermore, support crossed over to the spouse through increased work-family balance to decrease stress transmission to enhance family satisfaction and reduce relationship tension of the spouse. Implications for researchers and organizational leaders are discussed

The Work-family Interface and Promotability

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