Managerial Psychology

PurposeLeader empathy, ethical values, and relations‐oriented behavior all appear to be relevant for effective leadership, but nobody has examined how all three variables are jointly related to leader‐member exchange quality (LMX). The purpose of this study is to examine these relationships and test a proposed model describing them.Design/methodology/approachData were collected with a questionnaire from subordinates of leaders in several organizations, and SEM path analysis was used to test alternative models.FindingsThe results indicated that a leader's relations‐oriented behavior fully mediated the relationship between leader empathy on LMX and partially mediated the relationship between ethical leadership and LMX. Recommendations for future research to verify and extend the results were provided.Originality/valueThis is the first empirical study to simultaneously examine the complex relationships among these four different aspects of leadership (i.e. a skill, values, behavior...

EDITORIAL BACK TO BASICS When I was invited to compile this special abstracts issue of the Journal of Managerial Psychology and provide this brief editorial, I considered what it is (and what it has been) that makes/has made the JMP such a success. Apart from the undoubted excellence of its material, it seems to me that a major clue lies in its title; after all, most managers deal in psychology. They may not appreciate it at the time but many managerial actions and interventions are just human actions and interventions, no more, no less; thus they are the applied science of the human mind.

Purpose. This study explores how the process of work identity construction unfolds for gig workers experiencing unstable working relationships in online labor markets. In particular, it investigates how digital platforms, intended both as providers of technological features and online environments, affect this process. Design. We conducted an exploratory field study and collected data from 46 interviews with freelancers working on one of the most popular online labor markets and from online documents such as public profiles, job applications, and archival data. Findings. Our findings reveal that the online environment constrains the action of workers who are pushed to take advantage of the platform's technological features to succeed. This interplay leads workers to add new characteristics to their work self and they end up developing an entrepreneurial orientation. Practical implications. Our study offers insights to platform providers interested in improving workers' experiences in online labor markets, highlighting mechanisms for uncertainty reduction, and diversifying a platform's services according to gig workers' identities and orientations. Value. Our study expands our knowledge on work identity construction processes of gig workers, detailing the relationship between work identity and IT, and documents previously unexplored antecedents of entrepreneurial orientation in non-standard working contexts.

PurposeOn the basis of theories of social cognition and moral identity and the meta-theoretical principle of “too-much-of-a-good-thing,” the purpose of this study is to develop and test a model that explains when and why leader honesty/humility promotes subordinate organizational citizenship behavior directed at individuals (OCBI) as mediated through subordinate moral identity centrality.Design/methodology/approachIn this field study, with online surveys, multisource data were collected from 218 United States Air Force officers and their subordinates. Data were analyzed with MEDCURVE SPSS macro tools.FindingsA nonlinear indirect effect of leader honesty/humility on subordinate OCBI through subordinate moral identity centrality was found. This conditional indirect effect occurred through a curvilinear (inverted U-shape) relationship between leader honesty/humility and subordinate moral identity centrality and a positive linear relationship between subordinate moral identity centralit...

PurposeThe purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).Design/methodology/approachHypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations.FindingsResults of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout.Practical implicationsThe conclusions may be particularly useful ...

Performance appraisal is also known as performance rating, performance evaluation, employee assessment, performance review, merit rating. Performance appraisal which is a part of human resource management, is a process of assessing the level of performance of its employees in an organisation. In other words, performance appraisal is the process by which an employee’s contribution to the organization during a specified period of time is assessed.

The current papers aimed to drive the attention of employee performance. The study has critically analysed past literature of prominent scholars` work who investigated on the significance of employee performance for businesses. The paper has highlighted towards a very crucial component pertaining to the role of organizational support in fostering performance. The study has reviewed studies from notable databases to suggest that enterprises aiming to enhance employees` performance need to provide and enhance their support features. Therein, such organizations should work on their employees to harness support prospects ranging from colleagues, supervisors and management. In a nutshell, the study has underlined that employees who perceive higher organizational support, they tend to perform better. Since there is a cooperation and support from the organization towards individual employees which this leads towards individuals perceiving enhanced performance.

The present study alms at comparing the direct and indirect effects of coping strategies (control and support coping) and work locus of control (externality) on the stress-strain relationships among managers in Greater China (Peopled Republic of China [PRC], Hong Kong, and Taiwan) using the Occupational Stress Indicator (OSI). Selfadministered survey method was employed to collect data from 249 (164 males, 85 females) managers in China, 280 (159 males, 120 females, 1 unclassified) managers in Hong Kong, and 347 (191 males, 151 females, 5 unclassified) managers in Taiwan. The direct and indirect effects of control coping, support coping, and locus of control on some stress-strain relationships were demonstrated in the studied samples. The similarities and differences in managerial stress in Greater China were discussed according to economic and socio-cultural variations. Acknowledgement 1. The data collection has benefited from financial support from the Research Committee, Lingnan C...

Purpose– The purpose of this paper is to investigate the mediating effects of work-home interference (WHI) on the relationships between work demand, work attitudes, and job performance, with a focus on the moderating effect of Chinese work values (CWV).Design/methodology/approach– A self-administered survey method was used. The sample comprised 1,032 employees from Mainland China, Hong Kong, and Taiwan. The moderated mediation framework was used to test the proposed model.Findings– The results showed that WHI mediated the relationships among work demand, job satisfaction, and affective organizational commitment (AOC), but did not mediate the relationship between work demand and job performance. CWV moderated the mediated relationships and exacerbated the mediation effects of WHI on the relationships between work demand and job satisfaction and AOC.Research limitations/implications– The use of a cross-sectional design prevented the drawing of causal inference. With the exception of j...

Purpose– The purpose of this paper is to seek to predict increases in political skill, and more specifically networking ability, based on hierarchical position, time involvement, and the moderating effects of job incumbents’ age.Design/methodology/approach– These hypotheses were tested in a panel design with hierarchical regression analyses over two years with 150 works councillors from Germany. Self-reported political skill, time involvement, and position were measured at time 1, and political skill was measured again two years later.Findings– Works council members increase their political skill when they hold a higher position and have more time involvement. Further, councillors’ age was found to moderate these relationships. That is, older councillors develop political skill (specifically networking ability) at a higher rate than middle aged employees.Research limitations/implications– Future research should test the hypotheses in different populations and also include other rati...

Purpose– The purpose of this paper is to examine how psychological diversity climate and leader inclusiveness relate to an employee’s self-reported propensity to engage in helping behaviors toward the leader or work group. The authors also tested whether these elements operate differently for women and racioethnic minorities.Design/methodology/approach– A sample of 534 respondents completed electronic surveys. Hypotheses were tested with hierarchical multiple regression.Findings– Results indicate a positive relationship between leader inclusiveness and leader-directed and work group-directed helping behaviors, particularly when accompanied by a positive psychological diversity climate. These relationships were stronger for racioethnic minorities and women relative to racioethnic majority members and men for leader-directed helping.Research limitations/implications– Data were self-report. Future research should incorporate data from other sources and additional outcomes.Practical/imp...

The prevalence of teams in contemporary organizations and the trend toward diversity in a workforce composed of members from multiple countries have drawn the attention of researchers on the consequences of diversity in workplaces. While there are potential benefits to diversity, relationship conflicts among team members may also result and affect team functioning. The aim of the present study was to explore how supervisors' social dominance orientation, a tendency to support the arbitrary dominance of specific social groups over others, may relate to relationship conflicts and reduced team commitment within teams. A two-wave study in a sample of 931 individuals from 108 workgroups was conducted to examine the relationship between supervisors' social dominance orientation and team functioning. Analyses indicated that supervisor social dominance orientation was associated with increased within-team differentiation of leader-member exchange (LMX) relationships based on team members' national origin. Such LMX differentiation (LMXD) was related to more within-team relationship conflict and in turn to reduced collective team commitment. The implications of these findings for research on supervisor social dominance orientation, within-team nationality diversity, and team functioning are discussed.

The prevalence of teams in contemporary organizations and the trend toward diversity in a workforce composed of members from multiple countries have drawn the attention of researchers on the consequences of diversity in workplaces. While there are potential benefits to diversity, relationship conflicts among team members may also result and affect team functioning. The aim of the present study was to explore how supervisors’ social dominance orientation, a tendency to support the arbitrary dominance of specific social groups over others, may relate to relationship conflicts and reduced team commitment within teams. A two-wave study in a sample of 931 individuals from 108 workgroups was conducted to examine the relationship between supervisors’ social dominance orientation and team functioning. Analyses indicated that supervisor social dominance orientation was associated with increased within-team differentiation of leader-member exchange (LMX) relationships based on team members’ n...

The purpose of this study to ascertain if there is any variation in political skill dimensions ((a) social astuteness, (b) interpersonal influence, (c) networking ability and (d) apparent sincerity) exhibited by employees in India's seven industry sectors. In this study, the Political Skill Inventory (PSI) is used to examine such variations. Five hundred fifty survey respondents are employed in seven sectors viz. automobile, education, finance, fast moving consumer goods, health, information technology and telecom. The results exemplify that statistically significant differences are exhibited in these political skill dimensions by the employees in different industry sectors chosen for this research. Since these differences are reflected on four dimensions of the political skill, this study makes a unique contribution by developing an understanding of individual dimensions of political skill, thus, enabling greater insight into skill enhancement at various levels. Further, this study contributes by furnishing insights on skills useful for practitioners to understand dominance and lack of industry-specific skills within PSI inventory. The implications of this study could be in the areas such as personnel selection, framing skill development tools and programmes, enhancing job performance, achieving organizational goals and improvising organizational culture.

Purpose -Leader empathy, ethical values, and relations-oriented behavior all appear to be relevant for effective leadership, but nobody has examined how all three variables are jointly related to leader-member exchange quality (LMX). The purpose of this study is to examine these relationships and test a proposed model describing them. Design/methodology/approach -Data were collected with a questionnaire from subordinates of leaders in several organizations, and SEM path analysis was used to test alternative models. Findings -The results indicated that a leader's relations-oriented behavior fully mediated the relationship between leader empathy on LMX and partially mediated the relationship between ethical leadership and LMX. Recommendations for future research to verify and extend the results were provided. Originality/value -This is the first empirical study to simultaneously examine the complex relationships among these four different aspects of leadership (i.e. a skill, values, behaviors, and exchange relationship). The authors' measure of ethical leadership minimizes confounding with other constructs, which is a problem in earlier studies. The practical implication is that leader empathy and ethical leadership should be included in leadership selection and development programs.

PurposeLeader empathy, ethical values, and relations‐oriented behavior all appear to be relevant for effective leadership, but nobody has examined how all three variables are jointly related to leader‐member exchange quality (LMX). The purpose of this study is to examine these relationships and test a proposed model describing them.Design/methodology/approachData were collected with a questionnaire from subordinates of leaders in several organizations, and SEM path analysis was used to test alternative models.FindingsThe results indicated that a leader's relations‐oriented behavior fully mediated the relationship between leader empathy on LMX and partially mediated the relationship between ethical leadership and LMX. Recommendations for future research to verify and extend the results were provided.Originality/valueThis is the first empirical study to simultaneously examine the complex relationships among these four different aspects of leadership (i.e. a skill, values, behavior...

PurposeThe article's aim is to introduce the papers contained in this special issue of the Journal of Managerial Psychology.Design/methodology/approachSpecifically the present article starts by discussing the meaning of the factor age and by considering who is actually termed an older worker. Next, the consequences of cognitive, physical and mental changes during the aging process for work and organizations are being discussed. Before presenting a general introduction to the research contributions that are included in this special issue, a plea is made for a more positive approach to older employees. The article presents a literature review, a discussion of the main topics and suggestions for future pathways for research and HRM.FindingsIt is indisputable that some cognitive, physical and mental changes take place while people grow older. However, what is less certain is how these changes impede on employees' well‐being. Recently, scholars seem to agree that the picture is n...

In today's world of technology people are becoming more self-centered rather being others' oriented, which leads to narcissism and consequently end up with broken relationships. Nowadays, this is a major problem in our society. The present study was designed to address the narcissism effect on mental well being. Sixty middle ages participants were administered Narcissistic Personality Inventory and mental well-being questionnaire along with a demographic information sheet. On the basis of narcissism inventory score, they were classified in two categories. Results revealeda significant effect of narcissism on mental well being. It is observed that high narcissistic people have high levels of mental well-being in comparison to low narcissistic people. It was also found that significant differences exist in narcissism score and its seven component namely authority, selfsufficiency, superiority, vanity, entitlement, exhibitionism and exploitations.

In the current times of labor market transformations characterized by increasing globalization and digitalization processes, institutions and organizations are aiming at fostering employees' levels of employability via training interventions at work. Higher levels of employability sustain employees' competitiveness and job security as well as organizational productivity. Some scholarly authors define employability as a form of proactive adaptability specific to work that allows employees to identify and implement their career plans. It is also defined as the ability to transition effortlessly among the different occupations, allowing the individual to obtain employment. Given this, interventions aimed at fostering proactivity are deemed to be a possible way to foster employability. In recent years, researchers and practitioners have extensively examined employability, identifying different and separate antecedents, i.e., volition, support for career, skill development, job-related skills, willingness to change jobs, self-efficacy, and applicability of training on the job. In this study, we aim to give a contribution to such literature on training interventions to promote employability by proposing critical scrutiny around training interventions by which we will introduce job crafting intervention as a candidate to foster employability by supporting employees' proactive behaviors. Indeed, job crafting intervention is a specific training aimed at promoting proactive behavior. In particular, it focuses on four main employees' behavioral strategies, namely, (a) reducing job demands, (b) seeking challenges at work, (c) optimizing and (d) enhancing job resources. By promoting such behavioral strategies, employees can foster the applicability of learning by doing at work which directly affect the overall sense of employees' employability. For instance, seeking challenges strategies can indirectly lead to learn novel practices at work affecting their sense of competence and organizational belonging. Likewise, reducing job demands and enhancing job resources can be seen as behavioral strategies which can directly foster practical knowledge (i.e., know-how) and its applicability which in turn may lead to higher levels of perceived employability among employees. Hence, in this study, we will firstly outline the benefit of training interventions at the workplace within which job crafting can be seen as a possible training pathway to foster employability. Secondly, we will present the specific training strategies setting a research agenda for further developments. Ultimately, we aim at lecturing about the pragmatic and moral concern of the notion of employability by proposing a theoretical discussion for practical implications.

The purpose of this dissertation is the study of four different leadership functions on virtual teams and how can they impact differently the effectiveness of these teams. Data was collected from 332 employees. The results show that leadership functions in general are key for team leaders, it is through them that the leader structures all the work for the team. Additionally, the results indicate that being part of a virtual team or face-to-face team it is not statistically significant in terms of the impact of these functions in team effectiveness, since that when the leader works with leadership functions it will always lead to team effectiveness.O objetivo desta dissertação é o estudo de quatro funções de liderança em termos de eficácia de equipa, em equipas virtuais. Os dados foram recolhidos de 332 trabalhadores. Os resultados indicam que, as funções de liderança são, no geral, fundamentais para o líder de equipa, é através delas que o líder irá estruturar todo o trabalho a real...

Purpose– The purpose of these studies was to investigate how the repeated use of impression management (IM) tactics is related to supervisor perceptions in newly formed supervisor-subordinate dyads.Design/methodology/approach– Two studies were conducted – a lab study in which participants evaluated a confederate who performed an accounting task while using different types of IM across five trials, and a field study examining the IM tactics of new employees and their supervisors' ratings of likability and performance at two points in time.Findings– In the lab study, the repeated use of ingratiation had an increasingly positive effect on performance ratings, whereas repeated apologies had an increasingly negative effect on evaluations of performance. The influence of IM tactics on ratings of subordinate likability did not change with repeated use. In the field study, subordinates' use of apologies and justifications was more strongly associated with supervisor evaluations of l...

PurposeThe purpose of this paper is to address the research question of “How does a global career involving multiple international relocations influence the career capital of an individual manager?”, and to examine the typical career‐capital‐related characteristics, drivers and outcomes associated with global careers. The importance of understanding the careers of global leaders, whose work paths typically include various international positions and assignments, has increased due to the globalization of business. A particularly relevant approach for studying such careers is through a framework of career capital, which adopts an individualistic perspective to explain how actors consciously acquire portable capabilities, construct networks and identify their own motivations, applying them in their specific work contexts.Design/methodology/approachThe study adopts a qualitative design based on interviews with 20 managers on a global career path involving multiple international assignme...

This research investigates the relationship between occupational stress and job
satisfaction among teachers and school principals in Oman, focusing on the
differences between their experiences. Using a descriptive correlational design,
data were collected from 646 participants (432 teachers and 214 principals)
during the 2023-2024 academic year. Two validated tools, the Occupational
Stress Scale and the Job Satisfaction Survey were employed to measure key variables. The findings reveal that principals experience higher stress levels due to
administrative overload and role conflicts, while teachers report relatively
higher job satisfaction, attributed to fewer managerial responsibilities and intrinsic motivators. A significant inverse correlation was observed between occupational stress and job satisfaction for both groups, with stress having a
stronger adverse impact on principals. The research highlights the pressing
need for policy interventions, such as reducing administrative burdens, decentralizing governance, and enhancing professional development opportunities.
These measures aim to improve educators’ well-being and align with Oman’s
Vision 2040 educational goals. Future research is recommended to explore longitudinal trends and regional comparisons.

PurposeThe purpose of this paper is to explore the concept of career regret. It examines processes that give rise to it including social comparison, social influences on career choice and career satisfaction and explores its association with occupational commitment and intention to quit the profession.Design/methodology/approachHypotheses were tested among 559 British cardiac physiologists, using an online survey and structural equation modelling.FindingsResearch propositions were supported; social influences and social comparison are both associated with career regret. Direct and indirect pathways were found between career regret, occupational commitment and intention to quit the profession.Research limitations/implicationsThe paper provides a starting point for future career regret research using a range of methods.Practical implicationsCareers advisers both at the point of career choice and within organisations should encourage realistic occupation previews. Managers should becom...

Purpose-The purpose of this paper is to assess the extent to which the LEADS Framework guided healthcare leaders through organizational change and the COVID-19 pandemic in a western Canadian province. Design/methodology/approach-A qualitative exploratory inquiry assessed the extent to which health leaders applied competencies that aligned with the LEADS Framework. A purposeful sample of 22 healthcare leaders participated in the study representing senior, mid-level and front-line health-care leaders in various health-care organizations to ensure diverse representation of leader competencies. The authors conducted semi-structured interviews to collect the data and used Braun and Clarke's (2006) six-phase approach to guide data analysis.

Although the concept of alienation has been studied in the literature for years, it is a topic that has not lost its currency. This article delves into the enduring significance of the concept of alienation, examining its historical development, causes, and consequences within the context of organizational settings. Alienation, characterized by an individual's loss of faith in their environment and self, manifests as a disorder leading to profound loneliness and hopelessness. The study particularly focuses on workplace alienation, highlighting the inherent conflict between job demands and an employee's intrinsic nature. Organizational alienation is explored as a nuanced reflection of an individual's emotions arising from dissatisfaction within the employment context. The research conducts a thorough analysis of individual, social, and sociological consequences, unraveling the far-reaching impact of alienation on both personal and organizational levels. In response to the challenges posed by alienation in organizations, strategic interventions are proposed to mitigate its pervasive effects and cultivate a positive and cohesive organizational environment. This comprehensive exploration amalgamates insights from existing literature, providing a professional and detailed examination of the complex phenomenon of alienation. in this article, the influence of culture (Cultural Norms and Values, Communication Style, Inclusiveness and Diversity, Leadership Style, Organizational Structure, Workplace Rituals and Traditions, and Employee Recognition and Pay Systems) on organizational alienation and the importance of culture in this context are emphasized. The article contributes valuable information to deepen the understanding of alienation's implications for individuals and organizations, offering insights for developing strategies to address and prevent alienation in organizational contexts.

PurposeThe theoretical and practical criticality of self‐talk for leader success receives extensive multidisciplinary discussion, without a great deal of empirical research given the challenge of assessing actual self‐talk. The purpose of this paper is to advance research and theory on self‐leadership by examining leader self‐talk and its relationship to effectiveness and strain.Design/methodology/approachIn total, 189 senior executives' self‐addressed, future‐oriented letters were collected. The executives wrote these letters to themselves for their own personal development; thus, the language used represented a form of naturally occurring self‐talk. Two types of self‐talk were coded: constructive and dysfunctional. Supervisor and direct report ratings of leadership of others and creativity and self‐ratings of job strain were collected.FindingsExtensive variability among leaders in constructive self‐talk was found. Exemplars of constructive and dysfunctional self‐talk are prese...

This paper explores the concept of career regret. It examines processes that give rise to it including social comparison, social influences on career choice and career satisfaction and explores its association with occupational commitment and intention to quit the profession. Design/Methodology/Approach: Hypotheses were tested among 559 British cardiac physiologists, using an online survey and structural equation modeling. Findings: Research propositions were supported; social influences and social comparison are both associated with career regret. Direct and indirect pathways were found between career regret, occupational commitment and intention to quit the profession.

ÖZETBu çalışmanın amacı, işe alım mülakatları sırasında adayların kullandığı izlenim yönetimi taktiklerinin ( kendini yüceltme, ötekini yüceltme, görüş birliği) mülakatı yapan kişinin adayı ne kadar cazip algılayacağı üzerindeki etkisini incelemektir. Araştırma modeli farklı sektörlerde çalışan 88’I kadın ve 62’si erkek olmak üzere toplam 150 kişiye uygulanmıştır. Uygulanan anket; açıklama, mülakat senaryoları, mülakatçının algısı ölçeği ve demografik bilgiler olmak üzere 4 bölümden oluşmaktadır. Toplanan verilerin analizi SPSS 15 paket programıyla yapılmıştır.Yapılan güvenilirlik analizleri sonucu her bir senaryonun güvenirliğinin yüksek olduğu görülmüştür. Sonuçlar göstermiştir ki, mülakatçıların izlenim yönetimi taktiklerini kullanan adayların cazipliği konusundaki olumlu algısı ortalamanın üzerindedir. Kullanılan taktiklerden hangisinin mülakatçılar tarafından daha cazip bulunduğunu ölçmek amacıyla fark testleri uygulanmıştır. Genel olarak izlenim yönetimi taktiklerini kullanman...

People are the engine of each organization and constitute the foundation upon which it is built. However, unhealthy employees may cause this foundation to crumble due to high levels of absenteeism and subsequent increasing costs. In order to prevent such negative effects, the organizational sciences have paid much attention to the negative aspects of work life (Wright & Cropanzano, 2004), such as job burnout (Halbesleben & Buckley, 2004). But due to this negative focus, the positive aspects of working life have largely been ignored. This is unfortunate, as mentally and physically healthy employees are likely to perform very well (e.g., Fisher, 2003). The current chapter aims to enhance our understanding of the relation between the positive side of employee well-being and job performance. The basic tenet of this chapter is that job performance is optimal if employees are in an affective-motivational state of mind that is called work engagement (Bakker & Demerouti, 2007). We present o...

People are the engine of each organization and constitute the foundation upon which it is built. However, unhealthy employees may cause this foundation to crumble due to high levels of absenteeism and subsequent increasing costs. In order to prevent such negative effects, the organizational sciences have paid much attention to the negative aspects of work life (Wright & Cropanzano, 2004), such as job burnout . But due to this negative focus, the positive aspects of working life have largely been ignored. This is unfortunate, as mentally and physically healthy employees are likely to perform very well (e.g., . The current chapter aims to enhance our understanding of the relation between the positive side of employee well-being and job performance. The basic tenet of this chapter is that job performance is optimal if employees are in an affective-motivational state of mind that is called work engagement . We present our ideas on the relation between work engagement and job performance in a theoretical framework. After consideration of previous work on the effect of employee well-being on organizational outcomes, we discuss research on the relation between employee engagement and performance based on the Job Demands-Resources Model . After arguing for more systematic research on this topic, attention is first paid to our current knowledge on job performance followed by introducing a taxonomy of job performance. Finally, this chapter proposes two explanations of why high levels of work engagement make employees better performers than low levels of work engagement. The chapter closes with a short summary of the theoretical framework and an agenda for future research.

The present study examined associations of effort-reward imbalance (ERI) and over-commitment at work with burnout among police officers using data from 200 (mean age = 46 years, 29% women) officers enrolled in the Buffalo Cardio-Metabolic Occupational Police Stress Study. ERI and overcommitment were assessed using Siegrist's "effort/reward" questionnaire. The Maslach Burnout Inventory-General Survey was used to assess burnout and its three subscales (exhaustion, cynicism, and professional efficacy). Analysis of covariance was used to examine mean values of burnout scores across quartiles of ERI and overcommitment. Linear regression was used to test for linear trend. ERI and overcommitment were positively and significantly associated with cynicism and exhaustion (trend p value < .001), while professional efficacy showed an inverse association with overcommitment (p = .026). Cynicism and exhaustion scores were significantly higher in officers who reported both overcommitment and ERI compared with their counterparts (p < .001). The results suggest that ERI and overcommitment at work are determinants of higher cynicism and exhaustion. The inverse association of overcommitment with professional efficacy (an indicator of engagement at work) suggests that extreme involvement in work may negatively affect efficacy. Overcommitment may be related to a need for approval and inability of officers to withdraw from work, even in an off-duty status. Police agencies should consider organizational remedies to maintain acceptable levels of commitment by officers. In addition, there is a need to monitor and improve effort-reward imbalance experienced by officers.

نامه به حضرت آقای فیلوپولیس یکی از منابع درسی بوده است که در پاییز و زمستانِ سال 1403 در گروه فلسفۀ دانشکدۀ ادبیات و علوم انسانی دانشگاه تهران برگزار شد. این درس که با عنوانِ انتخابیِ «روسو و روشنگری» ذیل درسِ «تاریخ فلسفۀ جدیدِ 2» به تدریس جناب آقای دکتر شاهد طباطبائی تعریف شده بود، با حضور تنی چند از دانشجویانِ کارشناسی فلسفه و بعضی رشته‌های دیگر (عمدتاً ورودی‌های 1400 و 1401) برگزار شد. ضمن سپاسگزاری از جناب آقای دکتر طباطبائی از بابت فراهم‌ساختنِ این فرصت مغتنم، ترجمۀ پیش‌رو را به یادبودِ گفت‌وگوهای دلپذیرِ کلاس به آن دانشجویان تقدیم می‌کنم.

Purpose -Despite widespread recognition of the importance of mindfulness in organizational science literature, little is known about how mindfulness motivates individuals to configure information processing and team member exchange relationships to increase creative process engagement. Drawing on motivated information processing theory, this study conceptualizes and empirically examines whether and how mindfulness motivates individuals toward creative process engagement. Design/methodology/approach -The authors collected data through an online survey from 311 respondents working in the Research and Development (R&D) departments of organizations in multiple industries in Pakistan. For analytical purposes, the authors have applied the structural equation modeling technique. Findings -This study advances a different view of individual mindfulness on the creative process engagement in the following ways. First, mindfulness enables individuals to self-regulate in specific situations and become Mindfulness and creative process engagement

WORKPLACE BULLYING is a persistent problem in the NHS (Hoel & Cooper, 2000; NHS staff surveys; Quine, 1999), with significant negative implications for individuals, teams and organisations (Illing et al., 2013; Salin, 2009). Definitions vary, but Einarsen et al. (1994) define bullying as ‘a situation where one or several individuals persistently over a period of time perceive themselves to be on the receiving end of negative actions from one or several persons, in a situation where the target of bullying has difficulty defending him or herself against these actions.’Bullying is regarded as ‘a significant source of social stress at work… and a more crippling and devastating problem for employees than all other work-related stress put together’ (Einarsen & Mikkelsen, 2003, p.127). It has been associated with poorer psychological health and well-being, including social isolation and maladjustment, depression, helplessness, anxiety, and despair (Leymann, 1990). Bullying is linked to hig...

Coaching is turning into a vital area for human resource development experts. Human resource development professionals, researchers, training related experts and organizational psychologists have started to explore intensively the nature of managerial coaching and its outcomes. Managerial coaching has become a very popular human resource development and organizational development tool to improve various employees’ attitudes and behavior at workplace. The managerial coaching lacks empirical evidence regarding its effectiveness. This study aims to examine the direct influence of managerial coaching on employee job performance as well as indirect influence through mediating effect of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. The data were collected from a publicsector organization of Pakistan. The self-administered questionnaires were used to collect data from 183 respondents. The Partial Least Square Structural Equation Modeling (PLS-S...

This study examined the relationship between personality and self-leadership in a sample of vocational college academics. Structural equation modelling was used to assess the factor structure of self-leadership and its relationship with personality. Contrary to prior research the best fitting model was a one-factor model for self-leadership. The results did support the distinctiveness of locus of control, general self-efficacy and conscientiousness from overall self-leadership, but not from the behaviour-focused, natural reward and constructive thought pattern dimensions. General self-efficacy and conscientiousness were found to be positive predictors of self-leadership practices. The practical and research implications of the results for self-leadership are discussed.

PurposeThe purpose of this paper is to investigate whether managers at different levels differ in terms of ability and personality.Design/methodology/approachAssessment centre results for over a thousand managers on two cognitive and two non‐cognitive tests were subject to analysis of variance.FindingsNon‐manager specialists scored highest on one ability test, but lowest on the other. Senior managers had highest Expressed Inclusion and Control scores but lowest Wanted Inclusion and Control scores. Non‐managers were found to be most diligent and dutiful.Research limitations/implicationsLevel is inevitably confounded with age and experience, which may impact onto the individual difference variables making it difficult to accurately attribute causality.Practical implicationsIt is important to use psychometric test data to help in selection of all managers. Different levels require different profiles.Originality/valueAn exploration of individual differences in a large sample of managers...

We begin with a review of the upward influence literature and its relationship with human resource decisions of performance ratings, promotability assessments and salary progression. In particular, we examined whether men and women display different influence behavior in diverse settings in Asia, especially in Pakistan. It is well recognized in studies of managerial behavior that a manager's effectiveness highly depends upon his/her success in dealing with interpersonal relationships. Within the past decade, organizational theory and research have made substantial contributions to our understanding of the upward influence process in organizations. Conspicuously missing from this research literature is information on the relationship between the use of upward influence tactics to gender, Age and type of Industry. Few studies have examined upward influence behavior in the gender context, and even fewer have used Asian samples. Therefore, given the limited study of Asian upward influence behavior and the importance of Asia to the world economy ("War of the Worlds," 1994), it is important for business people on both sides of the pacific to understand how influence behavior in Asia might converge or diverge with those behaviors in the West. The purpose of this conceptual paper is to look at how the tactics of upward influence adopted by the manager's play a role in their career advancement and whether gender, type of industry and Age differences exist in the choice of upward influence tactics. A set of potentially testable propositions regarding the relation between use of influence tactics, gender, age and industry is developed and discussed.

Purpose – Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement. Design/methodology/approach – Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2). Findings – The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers. Research limitations/implications – Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career. Practical implications –...

Perceived organization support (POS) has greater influence in employees’ job satisfaction. The purpose of the present study is to address the impacts of POS on job satisfaction of the employees of Malaysian private Telecommunication companies. Two antecedents of POS such as organizational rewards and job conditions were proposed to enhance employees’ perception of the supports of their organizations. POS and job satisfaction variables were proposed as the intervening and outcome variables respectively. The data of this study have beencollected from a group of employees in the telecommunication Malaysian industry through questionnaire survey. The data were analyzed using SPSS. The findings revealed that POS antecedents includingorganizational rewards and job conditions have significant relationship with POS. Likewise; this study suggested that POS can improvethe employees’ job satisfaction by presenting a significant relationship between POS and job satisfaction.

Despite the importance of diverse expertise in helping solve difficult interdisciplinary problems, measuring it is challenging and often relies on proxy measures and presumptive correlates of actual knowledge
and experience. To address this challenge, we propose a text-based measure that uses researcher’s prior work to estimate their substantive expertise. These expertise estimates are then used to measure team-level
expertise diversity by determining similarity or dissimilarity in members’ prior knowledge and skills. Using this measure on 2.8 million team invented patents granted by the US Patent Office, we show evidence of
trends in expertise diversity over time and across team sizes, as well as its relationship with the quality and impact of a team’s innovation output.

The current research intends is to explore the predictive liaison concerning
perceived social support and work-family balance in working females. After reviewing the literature, it remained hypothesized that, 1) Work-family balance would be significantly predicted by perceived social support in working females.; 2) There would be significant differences in the scores of work family balance and perceived social support in married and unmarried working females; and 3) There would be significant differences in the scores of work-family balance and perceived social support in working females living in nuclear and joint family systems. The sample comprised of 288 participants, which includes doctors, teachers, and registered nurses, with age ranges between 21-40 years. The sample was recruited from various hospitals and educational institutions of Hazara division, Khyber Pakhtoon Khwa, Pakistan, by using a purposive sampling technique. Participants were assessed by using the Multidimensional Perceived Social Support Scale (MSPSS,(Zimet et al., 1990) and Work-Family Balance Scale (WFBS, (Zhang et al., 2012)followed by the administration of demographic information form. SPSS; V-25 is used to analyze the data. Descriptive statistics were used for the demographic information, whereas, regression analysis and t-test were used to make inferences regarding investigation of hypotheses. Results showed significant predictive association between perceived social support and work-family balance [r=.130 ; R2=.017, F= (4.93); p<.05; work-family enrichment .143, p<.05 & work-family conflict .106, p>.05). The results of the current study concludes that perceived social support helps in strengthening work family balance, enhancing the work-family enrichment and reducing work-family conflict among female employees.

Self-leadership theory predicts that specific self-leadership practices will enable individuals to better accomplish their goals. However, little is known about the role that these practices play in conventional leadership (leading or influencing others). This study compares leaders to nonleaders (N = 318) in nonprofits and examines both the extent to which self-leadership practices are employed and the strength of beliefs concerning their importance. Leaders practiced self-goal setting (d = .47) and self-observation (d = .45) more than non-leaders. Non-leaders practiced more self-reward (d = .33) and self-punishment (d = .37) than leaders. The only differences in belief concerning the importance of the self-leadership practices were due to leaders believing self-goal setting (d = .46) and self-observation (d = .36) were more important than non-leaders did. If self-leadership practices contribute to leadership effectiveness or emergence, this study indicates that goal setting and self-observation (monitoring progress toward goals) may contribute positively to the leadership of others whereas self-reward and self-punishment may contribute negatively. Self-leadership may not be as important to the leadership of others as is often claimed or implied. This is the first study to look at how self-leadership practices differ between leaders and non-leaders.

Background: Over the last few years, a variety of studies for the causes and effects of the job satisfaction and turnover of nurses have been conducted. In recent years, the nursing shortage and anticipated increase in demand for nursing services as well as the importance of nurses’ job satisfaction in qualify of patient care have brought increased interest in discovering ways to enhance job satisfaction and improve nurse retention. Objective: The purpose of this research was to study the relationship between humor, job satisfaction and organizational citizenship behavior (OCB) among hospital’s nurses in Iran. After distributing questionnaires, 294 accurate questionnaires have been used for data analysis. This research was conducted using three separate Questionnaires. Structural Equation Modeling (SEM) was conducted to examine the relationship between humor, job satisfaction and organizational citizenship behavior. Results: The finding showed that humor influences on job satisfacti...