Are You Actually Helping or Just Looking Out for Yourself?: Examining the Individual and Interactive Effects of Relationship Quality and Political Skill on Supervisor Motive Attributions

Scholars have argued for the importance of motive attributions in supervisors’ reactions and subsequent decisions about their subordinates’ organizational citizenship behaviors (OCBs). However, research examining models of attributions of OCBs have not considered the role of individual skill and relationship quality. The purpose of this two-experiment study is to examine the impact of subordinate political skill and leader–member exchange (LMX) on the attributions supervisors make of their subordinates’ OCBs and how these attributions affect subordinate performance ratings. Results from experiment 1 (n = 195) indicate that subordinates who are highly politically skilled and in high-quality relationships receive more favorable, other-serving attributions, which are related to higher evaluations of performance. Additionally, results from experiment 2 (n = 175) indicate that political skill may be a more potent contributor to motive attributions than LMX

Losing control of company information in the recruitment process: The impact of LinkedIn on organizational attraction

Social media provides access to diverse and potentially conflicting information about organizations to potential job candidates. However, little is known about the impact of conflicting information between social media and corporate websites for recruitment and attraction. Using an experimental design, we exposed participants to a fictitious company website promoting an employer brand of diversity. Participants were then randomly shown a fictitious Linked In employee search result page depicting high-or low-employee diversity. Using the instrumental-symbolic framework and warranting theory, we posit that consistent information from Linked In will result in more positive image perceptions of organizations, ultimately leading to higher organizational attraction. Results show that participants who were exposed to information consistent with the organizational website promoting diversity rated that organization higher in agreeableness, and perceived agreeableness fully mediated the relationship between the experimental condition and organizational attractiveness

When person-organization (mis) fit and (dis) satisfaction lead to turnover: The moderating role of perceived job mobility

Purpose - The present study examined the relationships between P-O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P-O fit-intent to turnover relationship and that perceived job mobility moderated the job satisfaction-intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover. Design/methodology/approach - Data were obtained utilizing a field survey from a sample of 205 full-time employed adults working in two geographic regions in the USA. Participants completed an HTML-based web survey that contained measures of the constructs of interest to this study. Findings - Mediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P-O misfit and job dissatisfaction do not necessarily lead to intent to turnover. Research limitations/implications - The potential for common method variability was present in the study, the impact of which could either attenuate or inflate estimated statistical relationships. Practical implications - While P-O fit researchers typically associate misfit with decreased job satisfaction and increased turnover, the present research suggests that intervening variables, such as job mobility, influence employee intentions to turnover. Originality/value - The phenomenon of misfit is understudied in larger context of P-O fit; thus this research represents one of the first studies in this area of research

Can autonomous ships help short-sea shipping become more cost-efficient?

There is a strong political focus on moving cargo transportation from trucks to ships to reduce environmental emissions and road congestion. We study how the introduction of a future generation of autonomous ships can be utilized in maritime transportation systems to become more cost-efficient, and as such contribute in the shift from land to sea. Specifically, we consider a case study for a Norwegian shipping company and solve a combined liner shipping network design and fleet size and mix problem to analyze the economic impact of introducing autonomous ships. The computational study carried out on a problem with 13 ports shows that a cost reduction up to 13% could be obtained compared to a similar network with conventional ships