A transactional stress theory of global work demands : A challenge, hindrance, or both?

We integrate research on global work demands (Shaffer et al., 2012) with transactional stress theory to examine both the harmful and beneficial effects of three global work demands—international travel, cognitive flexibility, and nonwork disruption—for employees engaged in global work. We propose that global work demands have indirect, and conditional, effects on burnout and work-to-family conflict (WFC), as well as thriving and work–family enrichment, through employees’ appraisals that their global work is both hindering and challenging, respectively. We tested the hypotheses with a matched sample of 229 global employees and their spouses. We found that cognitive flexibility demands are related to harmful and beneficial outcomes: It increases WFC through hindrance appraisals of the global work, but also increases thriving through challenge appraisals. In comparison, international travel demands have only beneficial outcomes, such that it positively related to employee thriving through challenge appraisals, but only among employees working in jobs that have fewer nonwork disruption demands. Finally, nonwork disruption demands had only harmful effects in that it positively related to burnout and WFC through hindrance appraisals. Exploratory analyses also revealed that nonwork disruption demands negatively related to employee thriving, through challenge appraisals, when employees experienced lower levels of cognitive flexibility demands. These findings contribute to our understanding of how employees may react to their global work demands and to the transactional theory of stress by providing a more nuanced understanding of when and why job demands contribute to appraisals that work is hindering and/or challenging.© 2022, American Psychological Association. This paper is not the copy of record and may not exactly replicate the final, authoritative version of the article. Please do not copy or cite without authors' permission. The final article will be available, upon publication, via its DOI: 10.1037/apl0001009fi=vertaisarvioitu|en=peerReviewed

First direct observation of Dirac fermions in graphite

Originating from relativistic quantum field theory, Dirac fermions have been recently applied to study various peculiar phenomena in condensed matter physics, including the novel quantum Hall effect in graphene, magnetic field driven metal-insulator-like transition in graphite, superfluid in 3He, and the exotic pseudogap phase of high temperature superconductors. Although Dirac fermions are proposed to play a key role in these systems, so far direct experimental evidence of Dirac fermions has been limited. Here we report the first direct observation of massless Dirac fermions with linear dispersion near the Brillouin zone (BZ) corner H in graphite, coexisting with quasiparticles with parabolic dispersion near another BZ corner K. In addition, we report a large electron pocket which we attribute to defect-induced localized states. Thus, graphite presents a novel system where massless Dirac fermions, quasiparticles with finite effective mass, and defect states all contribute to the low energy electronic dynamics.Comment: Nature Physics, in pres

Building Strong Faculty/Student Relationships in Online Graduate Business Programs

It is clear that online education has quickly become a prominent, and increasingly important, component of higher education. Yet the barriers between students and faculty - both physical and psychological - that are inherent in online education can make the formation of strong relationships difficult to achieve. Using the Community of Inquiry framework as a basis for discussion, this paper/presentation will outline the techniques that the author has found to be successful in helping to create relationships with students within a completely asynchronous online graduate business progra

Don\u27t Shoot the Messenger: Delivering Bad News

This is an embryo case submission. The case focuses on a manager who discovers a significant financial issue within their organization - one that company stakeholders are either skeptical of, or outright refuse to believe exists. The case explores issues of whistle blowing, using power and influence to persuade stakeholders in multiple directions, and delivering bad news to management. The case is targeted for advanced undergraduate and graduate students in courses dealing with organizational behavior topics

Incorporating Evidence-Based Management into Management Curricula: A Conversation with Gary Latham

An interview with author Gary P. Latham, professor of organizational effectiveness of Rotman School of Management at the University of Toronto in Ontario, is presented. He outlines his philosophy on teaching management from an evidence-based management (EBMgt) perspective. Latham offers tips on how to engage skeptical students during the first day of their class. It focuses on Latham\u27s integration of research evidence on such as management, organizational behavior and human resource management

From the \u3cem\u3eAMLE\u3c/em\u3e Editorial Team: \u3cem\u3eBeing\u3c/em\u3e an \u3cem\u3eAMLE\u3c/em\u3e Reviewer

Work published in Academy of Management Learning and Education

Plugged In or Disconnected? A Model of the Effects of Technological Factors on Employee Job Embeddedness

Technology continues to play an ever-increasing role in both our work and private lives. In parallel with this expanding reliance on technology has been a shift in how people now view their jobs. Therefore, the purpose of this article is to provide a theoretical model that bridges these two areas—technology and employee attitudes (more specifically, work-related feelings of embeddedness). Within our model, we consider aspects of common work-related technologies and key perceptual variables related to technology, and how both areas can influence embeddedness in one\u27s job. We conclude the article by providing examples of how specific technologies that are commonly found in today\u27s work environment may influence job embeddedness perceptions, and we discuss the implications of the model on both theory and practice

Linking POS and Exchange Ideology to Behavioral Outcomes: A Social Exchange Framework

In the present study, we develop and test a model where POS and exchange ideology are the two interdependent antecedents of in-role performance and organizational citizenship behavior (OCB) and their influences are mediated by social exchange relationship variables (i.e., felt obligation and affective organizational commitment). Based upon a meta-analytic path analysis, our findings supported our prediction by showing that (a) exchange ideology and POS are negatively related to each other, (b) exchange ideology is negatively related to in-role performance and OCB, whereas POS is positively related to both behavioral outcomes, and (c) these relationships are mostly mediated by felt obligation. We contribute to organizational support theory by providing meta-analytic evidence that both POS and exchange ideology are important antecedents of behavioral outcomes, and that felt obligation plays a key role in explaining the influences of POS and exchange ideology on behavioral outcomes. We further provide suggestions for future research directions, as well as meta- analytic correlations of exchange ideology with important individual difference, social exchange, attitudinal, and behavioral variables

The Power of Stressors: New Directions in the Challenge and Hindrance Stressor Framework

The focus of this research symposium centers on new lines of inquiry related to the challenge/hindrance stressor framework. Prior research has shown that job demands (or stressors) can have either a debilitating or a motivating effect on individuals, depending on whether the stressor is viewed by the individual as a hindrance (e.g., politics, “red tape”, role ambiguity) or a challenge (e.g., workload, time pressure, task complexity; Cavanaugh, Boswell, Roehling, & Boudreau, 2000; LePine, Podsakoff, & LePine, 2005; Seley, 1976). Building on prior work that has generally focused on re-examining past research, the proposed symposium brings together five studies that offer new insights into the challenge and hindrance framework from a number of different perspectives. The first two papers look at the mediating role of stressor appraisals in the relationship between various job characteristics and attitudinal outcomes. Our third paper examines the crossover effects of family-related stressors on both work and family engagement perceptions. In turn, the fourth paper explores a new temporal perspective of the challenge/hindrance framework by investigating the effects of job demands on a daily basis. Finally, our last paper takes this research stream into the global arena, and looks at how partner/relationship attributes moderate the relationships between multiple global work-related demands and challenge/hindrance perceptions. Our proposed symposium ends with a panel discussion with three of the participants who have focused (or will focus) on this framework for their dissertation research

Educating Healthcare Compliance Professionals: Identification of Competencies

This study aims to identify business competencies required of healthcare compliance professionals for the purpose of developing university-based curricula for the field. A survey was distributed to members of the Health Care Compliance Association. Information was captured on respondents’ ranking of required competencies for the field. Required competencies fell into four general categories: 1. Specific healthcare compliance knowledge; 2. Skills needed to implement the requirements of the profession; 3. Business leadership skills; and 4. Traditional business skills. The data provide a useful foundation to design and implement a university-based curriculum for the demanding and complex healthcare compliance field