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Journal of Business and Psychology
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#1Seulki Jang (OU: University of Oklahoma)
#2Tammy D. Allen (USF: University of South Florida)H-Index: 57
Last. Joseph Regina (USF: University of South Florida)
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In The New York Times, Grant and Sandberg (2015) made the case that women perform more office housework and experience more burnout, yet receive fewer career benefits, from performing office housework than do men. However, this claim has not been formally tested. Based on gender role theory, conservation of resources theory, and shifting standards, we test the relationships between gender, office housework, burnout, and promotion. Results revealed that women performed more office housework overa...
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Although the detrimental effects of laissez-faire leadership are well documented, research on the underlying mechanisms and the boundary conditions associated with these effects remains scarce. Using the identity orientation framework and social exchange theory, we propose that employees with stronger relational self-concepts are more likely to be affected by laissez-faire leadership. As these employees define themselves through dyadic relationships, they may react more negatively to laissez-fai...
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#1Radostina K. Purvanova (Drake University)H-Index: 7
#2Steven D. Charlier (College of Business Administration)
Last. Lindsey M. Greco (OSU: Oklahoma State University–Stillwater)H-Index: 4
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Leadership emergence theory discusses two pathways to leadership emergence—achievement (i.e. leaders’ behaviors) and ascription (i.e. leaders’ traits). Drawing from multilevel leadership emergence theory (Acton, Foti, Lord, & Gladfelter, 2019) which suggests that context influences the saliency of leadership emergence antecedents, our study simultaneously examined the incremental and relative importance of achievement and ascription antecedents to leadership emergence in contexts of low, medium,...
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#1Dina Van Dijk (BGU: Ben-Gurion University of the Negev)H-Index: 8
#2Ronit Kark (BIU: Bar-Ilan University)H-Index: 2
Last. Russell E. Johnson (MSU: Michigan State University)H-Index: 38
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In the original manuscript, the model presented in figs. 1 & 2 erroneously depicted both mediating variables as “Promotion collective regulatory focus”. The second mediator should be “Prevention collective regulatory focus”. There are no changes in the main text nor in the dataset themselves. We apologize for any confusion that may have resulted.
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#1Yasin RofcaninH-Index: 8
#2Mireia Las Heras (University of Navarra)H-Index: 10
Last. Taryn L. Stanko (California Polytechnic State University)H-Index: 3
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Fierce competition coupled with an increasing presence of dual-earning couples and blurred boundaries between work and family, increasingly render work–family lives of employees important. In this context, one strategy to enable employees achieve greater work–family interface is via Family Supportive Supervisor Behaviors (FSSBs), defined as supervisors’ informal discretion to implement family-friendly policies at work. Inspired by the growth in research on FSSBs, the over-arching goal of this st...
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#1Saima Naseer (IIUI: International Islamic University, Islamabad)H-Index: 3
#2Dave Bouckenooghe (Brock University)H-Index: 19
Last. Shadab Qazi (IIUI: International Islamic University, Islamabad)H-Index: 1
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This study expands the behavioral ethics literature by unraveling how and when the malevolent side of organizational identification promotes unethical work behaviors (i.e., pro-organizational and self-interested). Specifically, we examine whether employees’ engagement in unethical pro-organizational behaviors may be caused by overidentifying with their organization, which yields a sense of psychological entitlement that fosters careerist orientation and counterproductive work behaviors. We also ...
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