Does Professionalism Matter in the IT Workforce? An Empirical Examination of IT Professionals

This paper investigates the role of professionalism in the information technology (IT) workforce. We develop a model that describes how professionalism relates to attitudes, perceptions, and behaviors among IT professionals. Specifically, we hypothesize that dimensions of professionalism influence attitudes (including intrinsic motivation, job satisfaction, and organizational commitment), perceived job alternatives, job performance, and turnover. We test the research model with data, which includes supervisor evaluations and actual turnover data drawn from 214 IT professionals. Results show that some dimensions of professionalism demonstrate a positive relationship with intrinsic motivation, job satisfaction, and job performance. Other dimensions have no effect or positively influence awareness of job alternatives, driving turnover intention. As the IT workforce grows increasingly professional, managers may benefit from more satisfied, harder-working IT personnel at the cost of having a workforce more connected to the labor market

Informal Leadership Status and Individual Performance: The Roles of Political Skill and Political Will

Informal leadership has been a topic of growing interest in recent years, with the recognition that much remains to be known about this phenomenon. In the present study, an integrative social-political conceptualization of informal leadership is proposed and tested. The research question was tested through individual self-report survey questions, a network-based consensus informal leadership measure whereby each employee identified informal leaders in their network, and individual performance provided by the organization. Specifically, the mediated moderation test demonstrated that employees high in political will, as operationalized by power motivation, were more likely to be collectively recognized as informal leaders than those low in political will, and the performance of these informal leaders was found to be contingent on their political skill. By capturing informal leadership using a consensus measure, the results of this study provide a first look at informal leadership in an organizational setting, not team or group. Furthermore, the current research offers a social networkpolitical conceptualization of informal leadership in organizations that contributes to theory, research, and practice

Psychological, Behavioral, and Interpersonal Effects and Clinical Implications for Health Systems of the Coronavirus (COVID-19) Pandemic: A Call for Research

The novel coronavirus disease (COVID-19) emerged at the end of 2019 and was classified as a pandemic by the World Health Organization (WHO) on March 11, 2020. Both the COVID-19 emergency and the extraordinary measures to contain it have negatively affected the life of billions of people and have threatened individuals and nations. One of the main goals of clinical and health psychology during this pandemic is to investigate the behavioral, cognitive, emotional, and psychobiological responses to the COVID-19 emergency as well as to the preventive measures that have been imposed by governments to limit the contagion, such as social isolation. Psychological research has the responsibility to deliver sound empirical evidence to inform public health policies and to support and advise governments and policymakers in their introduction of sustainable, feasible, and cost-efficient prevention and intervention guidelines. Hence, the goal of this call for research is to stimulate theoretical discussions and empirical investigations on the bio-psycho-social impacts of COVID-19 for individuals, groups, and nations. We invite contributions that address the challenges that the COVID-19 emergency has imposed on couples, families, and social systems. In addition, we call for studies that assess the specific effects of the COVID-19 pandemic on highly vulnerable populations such as children, adolescents, pregnant women, patients suffering from chronic and life-threatening conditions, healthcare workers, and elderly citizens. Papers focusing on the impact of emotion regulation and coping strategies are encouraged. Original research, data reports, study protocols, single case reports and community case studies, theoretical perspectives, and viewpoints are invited to help improve our understanding of the COVID-19 pandemic

Tensions Between Diversity and Shared Leadership: The Role of Team Political Skill

Maintaining workplace diversity is an important legal and ethical issue in modern organizations. However, demographic heterogeneity might discourage the development of shared leadership in work teams as individuals are inherently not inclined to share leadership roles with dissimilar others. The present study is designed to investigate how political skill assists team members to overcome interpersonal dissimilarities and become engaged in mutual influence with their peers. By studying 63 student project teams using multiwave, multisource surveys, we find that team demographic faultlines on gender and race are negatively associated with shared leadership magnitude and therefore discourage team task performance. However, such destructive direct (on shared leadership magnitude) and indirect (on team performance) effects of team demographic faultlines can be mitigated when the team is staffed with many politically skilled members. Our findings bring important implications for organizations in building and encouraging shared leadership, especially in newly formed professional work teams

Bullying in global organizations: A reference point perspective

Why does bullying occur in an organization? How will the globalization of an organization facilitate the process and encourage bullying to occur in that organization? What can be done to reduce the level/impact of bullying in an organization that is in transition? These are the focal questions addressed in this paper. Reference Point Theory (RPT) is applied to the bullying phenomena in an effort to illustrate the various reference points that can be used by the bully, the bullied, 'others' in the global organizations, as well as the management of the organization. The divergent reference points used by individuals in the organization can encourage bullying to occur and make attempts to reduce the resulting conflict much more difficult to implement. The paper develops a process to reduce the level of bullying during the transition to global organization and to limit the impact of bullying events that do occur in the organization.Bullying Reference Point Theory Multiple perspectives on bullying Innate characteristics of bullies Social context of bullying

Informal Leadership Status and Individual Performance: The Roles of Political Skill and Political Will

Informal leadership has been a topic of growing interest in recent years, with the recognition that much remains to be known about this phenomenon. In the present study, an integrative social–political conceptualization of informal leadership is proposed and tested. The research question was tested through individual self-report survey questions, a network-based consensus informal leadership measure whereby each employee identified informal leaders in their network, and individual performance provided by the organization. Specifically, the mediated moderation test demonstrated that employees high in political will, as operationalized by power motivation, were more likely to be collectively recognized as informal leaders than those low in political will, and the performance of these informal leaders was found to be contingent on their political skill. By capturing informal leadership using a consensus measure, the results of this study provide a first look at informal leadership in an organizational setting, not team or group. Furthermore, the current research offers a social network—political conceptualization of informal leadership in organizations that contributes to theory, research, and practice

Does Professionalism Matter In the IT Workforce? An Empirical Examination of IT Professionals

This paper investigates the role of professionalism in the information technology (IT) workforce. We develop a model that describes how professionalism relates to attitudes, perceptions, and behaviors among IT professionals. Specifically, we hypothesize that dimensions of professionalism influence attitudes (including intrinsic motivation, job satisfaction, and organizational commitment), perceived job alternatives, job performance, and turnover. We test the research model with data, which includes supervisor evaluations and actual turnover data drawn from 214 IT professionals. Results show that some dimensions of professionalism demonstrate a positive relationship with intrinsic motivation, job satisfaction, and job performance. Other dimensions have no effect or positively influence awareness of job alternatives, driving turnover intention. As the IT workforce grows increasingly professional, managers may benefit from more satisfied, harder-working IT personnel at the cost of having a workforce more connected to the labor market