pinecone/core-2020-05-10-deduplication huggingface dataset:
Relationship between protean career orientation and work-life balance: A resource perspective

The article of record as published may be found at http://dx.doi.org/10.1002/job.1996Despite the commonly held belief that a protean career orientation (PCO) enables employees to
achieve more balance in their lives, little is known about the relationship between PCO and
work-life balance. Using two waves of data collection separated by 2.5 years, this study
examined the relationship between PCO and work-life balance among a sample of 367 college-educated
employees in the United States. Analysis was conducted to empirically distinguish
PCO from conceptually related constructs and structural equation modeling was used to examine
the process that explains the linkage between PCO and balance. We found that PCO was
positively related to work-life balance. We also found support for the role of several resources
(social capital, psychological capital, and perceived employability) that explain the relationship
between PCO and balance. In particular, PCO was associated with extensive career planning
activities that were related to the accumulation of three forms of career capital—human capital,
social capital, and psychological capital. In turn, social capital and psychological capital were
associated with high employability, which was related to greater work-life balance for
individuals who take a whole-life perspective on their careers. We discuss the theoretical and
practical implications of the findings and provide suggestions for future research
Editorial : taking an indigenous approach to study organizational behavior in China

Since the late Chinese leader Deng Xiaoping’s “reform and open policy” started in 1978, China’s economy has been growing rapidly and today is the second largest economy in the world. In the globalization age, China s economy has become more integrated and increasingly interdependent with the rest of the world. In this historical transformative moment, practitioners and academics alike have shown growing interests in management and organizational behavioral (OB) issues in the Chinese context. For example, we have seen an increasing number of OB studies using Chinese samples published in international OB and management journals each year. Although these OB studies have undoubtedly shed light on the uniqueness and complexity of OB issues in China, most of these studies tend to rely heavily on Western OB theories and paradigms in testing their proposed hypotheses and make little reference to the contextual factors or indigenous theorization process (Jia, You, & Du, 2011). Thus, there is still very limited evidence to suggest that these OB theories developed in the Western contexts are fully aligned with traditional Chinese culture and history, and current economic, social, and cultural developmental stages
Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?

To account for the double-edged nature of demographic workplace diversity (i.e,. relational demography, work group diversity, and organizational diversity) effects on social integration, performance, and well-being-related variables, research has moved away from simple main effect approaches and started examining variables that moderate these effects. While there is no shortage of primary studies of the conditions under which diversity leads to positive or negative outcomes, it remains unclear which contingency factors make it work. Using the Categorization-Elaboration Model as our theoretical lens, we review variables moderating the effects of workplace diversity on social integration, performance, and well-being outcomes, focusing on factors that organizations and managers have control over (i.e., strategy, unit design, human resource, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications
Bouncing back from psychological contract breach: how commitment recovers over time

The Post-Violation Model of the psychological contract (Tomprou, Rousseau, & Hansen, 2015) outlines four ways in which a psychological contract may be resolved after breach (i.e., psychological contract thriving, reactivation, impairment, and dissolution). To explore the implications of this model for post-breach restoration of organizational commitment, we recorded dynamic patterns of organizational commitment across a fine-grained longitudinal design in a sample of young academics who reported breach events while undergoing job changes (N = 109). By tracking organizational commitment up until 10 weeks after the first reported breach event, we ascertain that employees may indeed bounce back from a breach incidence, albeit that some employees do so more successfully than others. We further demonstrate that the emotional impact of the breach and post-breach perceived organizational support are related to the success of the breach resolution process. Additionally, we reveal a non-linear component in post-breach trajectories of commitment which suggests that processes determining breach resolution success are more complex than currently assumed
Contextualizing Leaders’ Interpretations of Proactive Followership

Though proactive followership behavior is often viewed as instrumental to group success, leaders do not always respond favorably to the actions of overly eager followers. Guided by a constructivist perspective, we investigated how interpretations of followership differ across the settings in which acts of leadership and followership emerge. In thematically analyzing data from semi-structured interviews with leaders of high-performing teams, we depict how the construal of follower behaviors relates to various contextual factors underscoring leader-follower interactions. Prototypical characteristics were described in relation to ideal followership (i.e., active independent thought, ability to process self-related information accurately, collective orientation, relational transparency). However, proactive followership behaviors were subject to the situational and relational demands that were salient during leader-follower interactions. Notably, the presence of third party observers, the demands of the task, stage in the decision making process, suitability of the targeted issue, and relational dynamics influenced which follower behaviors were viewed as appropriate from the leaderâ��s perspective. These findings provide insight into when leaders are more likely to endorse proactive followership, suggesting that proactive followership requires an awareness of how to calibrate oneâ��s actions in accordance with prevailing circumstance
Location, location, location: contextualizing workplace commitment

The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country of origin or extended residence, to "contextualize" workplace commitment. They did so by explicating institutional and cultural characteristics of their context on the emergence, meaning, and evolution of commitment by reference to their own research and extant local research. Their responses not only supported the utility of three-component model of commitment but also revealed the differential salience of various commitment constructs (e.g., components and foci of commitment) as well as possible contextual moderators on the development and outcomes of commitment. The commentators also described changes including the growing prevalence of multicultural workforces within national borders and changes in employment relationships and cultural values in their national contexts and considered future research directions in culture and commitment research
Group absenteeism and positive affective tone :\ud
a longitudinal study

This study investigates temporal variation in group absence behavior, and the relationship between group absenteeism and the group’s positive affective tone. Absenteeism data were obtained from 97 work groups, aggregated over each of the four quarters of a year. The group’s positive affective tone was measured through two employee opinion surveys. Multi-level regression analyses were carried out, in which linear, quadratic, and cubic change trends were tested as predictors of change over time in group absenteeism. All three change trends explained unique variance in the group absenteeism data, indicating that the level of group absenteeism changes over time. We also found that there was significant variation between groups in the strength and direction of the linear and quadratic change trends. Positive affective tone was negatively related to the level of group absenteeism, and change in positive affective tone predicted the strength and direction of the linear change trend for group absenteeism
Navigating uneven terrain : the roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes.

Drawing from social/political influence, leader–member exchange (LMX), and social comparison theories, the present two-study investigation examines three levels of LMX differentiation (i.e., individual-level, meso-level, and group-level LMX differentiation) and further tests a model of the joint effects of political skill and LMX differentiation on LMX, relative LMX, and employee work outcomes. In Study 1, we used data from 231 employees and found support for the interactive effect of political skill and individual perceptions of LMX differentiation on LMX quality. We also found partial support for the moderating role of individual-level LMX differentiation on the indirect effects of political skill on self-rated task performance and job satisfaction via LMX. In Study 2, we used data from 185 supervisor–subordinate dyads and examined both meso-level and group-level LMX differentiation via a multilevel moderated mediation model. Results supported the moderating role of group-level LMX differentiation and group mean LMX on the indirect effects of political skill on supervisor-rated task performance and contextual performance/citizenship behavior as well as job satisfaction via relative LMX. Overall, the results suggest that politically skilled employees reap the benefits of LMX differentiation, as they enjoy higher absolute LMX and relative (i.e., to their peers) LMX quality
An organizational ethic of care and employee involvement in sustainability-related behaviors: A social identity perspective

We expand on the emergent research of an ethic of care (EoC) to theorize why and how an organizational EoC fosters employee involvement in sustainability-related behaviors at work. Across two studies, we explore the socio-psychological mechanisms that link an EoC and involvement in sustainability-related behaviors. The results of Study 1, in which we applied an experimental design, indicate that an EoC is significantly related, through employees' affective reaction towards organizational sustainability, to involvement in sustainability-related behaviors. In Study 2, in which we used time-lagged data, we further drew on social identity theory to suggest that an EoC is both directly and indirectly, through enhanced organizational identification, related to employees' satisfaction with organizational sustainability. Through these two mechanisms, we explain the process by which an EoC can drive employee involvement in sustainability-related behaviors. These theoretical developments and empirical findings help to better understand the micro-foundations of organizational sustainability by building upon the moral theorizing of care
Rumors of the death of emotional intelligence in organizational behavior are vastly exaggerated

In the first of two articles presenting the case for emotional intelligence in a point/counterpoint exchange, we present a brief summary of research in the field, and rebut arguments against the construct presented in this issue.We identify three streams of research: (1) a four-branch abilities test based on the model of emotional intelligence defined in Mayer and Salovey (1997); (2) self-report instruments based on the Mayer–Salovey model; and (3) commercially available tests that go beyond the Mayer–Salovey definition. In response to the criticisms of the construct, we argue that the protagonists have not distinguished adequately between the streams, and have inappropriately characterized emotional intelligence as a variant of social intelligence. More significantly, two of the critical authors assert incorrectly that emotional intelligence research is driven by a utopian political agenda, rather than scientific interest. We argue, on the contrary, that emotional intelligence research is grounded in recent scientific advances in the study of emotion; specifically regarding the role emotion plays in organizational behavior. We conclude that emotional intelligence is attracting deserved continuing research interest as an individual difference variable in organizational behavior related to the way members perceive, understand, and manage their emotions
The case for the ability-based model of emotional intelligence in organizational behavior

In this second counterpoint article, we refute the claims of Landy, Locke, and Conte, and make the more specific case for our perspective, which is that ability-based models of emotional intelligence have value to add in the domain of organizational psychology. In this article, we address remaining issues, such as general concerns about the tenor and tone of the debates on this topic, a tendency for detractors to collapse across emotional intelligence models when reviewing the evidence and making judgments, and subsequent penchant to thereby discount all models, including the ability-based one, as lacking validity. We specifically refute the following three claims from our critics with the most recent empirically based evidence: (1) emotional intelligence is dominated by opportunistic academics-turned-consultants who have amassed much fame and fortune based on a concept that is shabby science at best; (2) the measurement of emotional intelligence is grounded in unstable, psychometrically flawed instruments, which have not demonstrated appropriate discriminant and predictive validity to warrant/justify their use; and (3) there is weak empirical evidence that emotional intelligence is related to anything of importance in organizations. We thus end with an overview of the empirical evidence supporting the role of emotional intelligence in organizational and social behavior
The Perils of Positivity

The passion and productivity that characterizes research on positive organizational behavior (POB) is impressive. Yet POB research is accumulating so rapidly that it may exceed what the field's conceptual, methodological, and ideological foundation can bear. I discuss here six concerns prompted by the articles in this special issue. These concerns are (1) the emphasis of positive organizational scholarship on individual-level phenomena, (12) the ahistorical character of POB research and writing, (3) the construct validity of key concepts, (4) over-reliance on a particular research strategy, (5) implicit acceptance of fundamental flaws in how work and organizations are designed, and (6) the seductiveness of new research paradigms.Psycholog
Optimism and the Boundaryless Career: The Role of Developmental Relationships

This research explores an important psychological capacity in the current boundaryless career environment—optimism. Optimism has been associated with flexibility and adaptability amidst stressful situations (Shifren & Hooker, 1995), which, we argue here may be particularly useful in the current unpredictable career environment. We explore the relationship between optimism and the structure and quality of individuals‘ developmental networks in a sample of young adults. Analyses are based upon a 10-year longitudinal study (1996-2006) of a cohort of 136 individuals who graduated from business school in 1996. Cross-sectional analyses show that the amount of psychosocial support received by individuals, but not career support, is positively associated with optimism. Then, considering the longer-term nature of help-giving, longitudinal relational data suggest that the greater one‘s early-career psychosocial and career support, the greater one‘s optimism many years hence. In addition, we examined how the rate of change in developmental network support over time is associated with optimism. Findings show that increasing amounts of career and psychosocial support over time were associated with greater optimism later in career. Implications for future research on the boundaryless career, optimism, and developmental relationships are discussed
Cognitive processes in procedural justice judgments. The role of ease-of-retrieval, uncertainty, and experience

In a field experiment with 517 job applicants, the processes underlying the formation of procedural justice judgments were investigated. It was hypothesized that procedural justice judgments may be based not only on content information (e.g., “What are fair aspects of the selection procedure?”), but also on the felt ease or difficulty with which this content information can be retrieved from memory (ease-of-retrieval; e.g., “How easily can I recall fair aspects of the selection procedure?”). Evaluations of the company's online application procedure show that job candidates based procedural justice judgments on content information or on ease-of-retrieval, depending on their uncertainty regarding the online application procedure as well as their prior experiences with online applications. Specifically, experienced applicants who felt certain based their judgments on ease-of-retrieval, whereas all other applicants based their judgments on content information. Implications for research on the formation of justice judgments as well as practical applications are discussed
New directions for boundaryless careers: agency and interdependence in a changing world

This paper reconnects to the intellectual climate from which the formulation of the boundaryless career perspective emerged in the 1990s. Based on 17 years of cumulative research, we develop the case for extending beyond a primary focus on boundaryless careers as forms (e.g., contractor or global itinerant). We argue that opportunities for further theory development in this field can emerge from addressing some of its fundamental debates, and developing a more systematic understanding of career agency. In this respect, we see promise in research that develops our understanding of interdependent notions of career agency. To guide further research, the paper identifies six features of agency related to individual variation, social referencing, practice, outcomes, contexts, and learning. We propose that each of these illustrates contrasting assumptions about independent and interdependent views of the career. We discuss how the other papers of this special issue inform our understanding of these six features and identify promising directions for further research. We conclude that the future relevance of the boundaryless career perspective will depend on its openness to the challenges of careers within the inherently dynamic, uncertain, and complex arena of an interdependent global society
From the outside in: The negative spillover effects of boundary spanners' relations with members of other organizations

Contrary to much boundary spanning research, we examined the negative consequences of boundary spanning contact in multi-organizational contexts. Results from a sample of 833 Dutch peacekeepers show that employees' boundary spanning contact with members of other organizations was associated with reports of negative relationships with external parties (e.g., work-specific problems, culture-specific problems). These negative relationships also had a spillover effect such that they mediated the effect of boundary spanning contact on boundary spanners' negative attitudes toward their own jobs and organization (e.g., job attractiveness and confidence in the organization). Copyright (C) 2010 John Wiley & Sons, Ltd.status: publishe
Dynamic patterns of flow in the workplace: characterizing within-individual variability using a complexity science approach

As a result of the growing interest in studying employee well-being as a complex process that portrays high levels of within-individual variability and evolves over time, this present study considers the experience of flow in the workplace from a nonlinear dynamical systems approach. Our goal is to offer new ways to move the study of employee well-being beyond linear approaches. With nonlinear dynamical systems theory as the backdrop, we conducted a longitudinal study using the experience sampling method and qualitative semi-structured interviews for data collection; 6981 registers of data were collected from a sample of 60 employees. The obtained time series were analyzed using various techniques derived from the nonlinear dynamical systems theory (i.e., recurrence analysis and surrogate data) and multiple correspondence analyses. The results revealed the following: 1) flow in the workplace presents a high degree of within-individual variability; this variability is characterized as chaotic for most of the cases (75%); 2) high levels of flow are associated with chaos; and 3) different dimensions of the flow experience (e.g., merging of action and awareness) as well as individual (e.g., age) and job characteristics (e.g., job tenure) are associated with the emergence of different dynamic patterns (chaotic, linear and random)
Potential of the adhesion of bacteria isolated from drinking water to materials

Heterotrophic bacteria (11 genera, 14 species, 25 putative strains) were isolated from drinking water, identified either biochemically or by partial 16s rDNA gene sequencing and their adherence characteristics were determined by two methods: i. thermodynamic prediction of
adhesion potential by measuring hydrophobicity (contact angle measurements) and ii. by measuring adherence to eight different substrata (ASI 304 and 316 stainless steel, copper, polyvinyl chloride, polypropylene, polyethylene, silicone and glass). All the test organisms were
hydrophilic and inter-species variation in hydrophobicity occurred only for Comamonas acidovorans.
Stainless steel 304 (SS 304), copper, polypropylene (PP), polyethylene (PE) and silicone thermodynamically favoured adhesion for the majority of test strains (>18/25), whilst adhesion was generally less thermodynamically favorable for stainless steel 316 (SS 316), polyvinyl chloride (PVC) and glass. The predictability of thermodynamic adhesion test methods was validated by comparison with 24-well microtiter plate assays using nine reference strains and three adhesion surfaces (SS 316, PVC and PE). Results for Acinetobacter calcoaceticus, Burkolderia cepacia and Stenotrophomonas maltophilia sp. 2 were congruent between both methods whilst they
differed for the other bacteria to at least one material. Only A. calcoaceticus had strongly
adherent properties to the three tested surfaces. Strain variation in adhesion ability was detected only for Sphingomonas capsulata. Analysis of adhesion demonstrated that in addition to physicochemical surface properties of bacterium and substratum, biological factors are involved in early adhesion processes, suggesting that reliance on thermodynamic approaches alone may not accurately predict adhesion capacity.European Commission Research Project
SAFER; Portuguese Foundation
for Science and Technology; University of Manchester