Abstract To address why the relationship between affective organizational commitment and job performance varies, we draw on theorization of Meyer, Becker, Vandenberghe to propose moderation occupational transformational leadership, separately interactively. Data collected from 398 employees their supervisors supported our hypotheses. Specifically, was more strongly associated with for high commitment, or when a supervisor's leadership high. Importantly, in moderated mediation relationship,...

Purpose This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). integrates literature with theory hypothesize that individual’s upward LMXSC is positively correlated and feelings envy are mediated by relationship between behavior. Also, this proposes two-way three-way interaction patterns goal interdependence, which can influence LMXSC–envy relationships. Design/methodology/approach Two...

Abstract Based on the stressor‐emotion model, we propose that negative affect mediates relationship between three role stressors (i.e., ambiguity, conflict, and overload) counterproductive work behavior (CWB), while proactive personality moderates relationships affect, stressors, CWB. We tested our hypotheses using data from 332 employees in Mainland China. found mediated dimensions of Role ambiguity was most strongly associated with CWB, followed by conflict then overload. Proactive...

Purpose The purpose of this paper is to examine the underlying mechanism through which perceived organizational support (POS) influences job performance and satisfaction. Specifically, study aims at examining contingent role ability in associations POS affective commitment (AOC) with satisfaction, thus highlighting pivot social exchanges. Design/methodology/approach sample present included 269 employees a University Kenya. data were analyzed Mplus test hypotheses. Findings enhances AOC that,...

The study investigates how the excessive use of social networking sites (SNSs) on smartphones for social, hedonic, and cognitive purposes leads to three types technological friction; namely, friction between technology family, work, personal health (T-FWP friction), with moderating role guilt feelings, results in strain consequently intention discontinue SNSs. Time-lagged data collected from 505 smartphone-based SNS users provide general support our hypotheses.

While the sizable body of research focuses on various psychological effects enterprise social media (ESM), connecting link between ESM and cyber-slacking is still very sparse. Drawing from theories affordance bonding, we propose that negative relationship four genres (i.e., visibility, association, editability, persistence) mediated by bounding at workplace. Using a sample 277 respondents, found technology (except for persistence affordance) relates to bonding workplace, which in turn...

Summary The purpose of the present commentary is to discuss nature and correlates workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country origin extended residence, “contextualize” commitment. They did so by explicating institutional cultural characteristics context on emergence, meaning, evolution reference own research extant local research. Their responses not only...

Abstract Applying sensemaking research to acquisition integration, we outline factors that influence employee resistance acquisitions. While integration is widely viewed as important outcomes, there limited systematic study of how employees react the process. Using survey data from Chinese acquirers and applying partial least squares structural equation modeling, examine what changes with human task speed when are made explore relationships resistance. Consistent a temporal perspective...

We use the conservation of resources theory to explain why and how organizational commitment facets relate job performance. posit nature recourses central an employee differs thus performance corresponds efforts accumulate these resources. Analysis data collected from 403 sales representatives with their supervisors shows, although positive association affective normative was less different across levels transformational behavior, relationship strong when supervisor’s transactional behavior...

Purpose The purpose of this study is to investigate the effect after-hours work-related technology use on interpersonal, organizational and nonwork deviance through work–family conflict (WFC) by focusing moderating role other- self-initiated interruptions. Design/methodology/approach online survey included 318 valid samples from employees working in different organizations Anhui provinces People's Republic China. authors applied Statistical Package for Social Sciences (SPSS) process macros...

This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and moderating role supervisor responses (self-sacrificial self-serving leadership) to clarify why customer-directed CWB occurs how it can be reduced. A sample 392 customer-facing employees in USA completed measures assessing meaningfulness self-sacrificial leadership experiences. The moderated relationship between employee anger, a three-way interaction was found anger CWB. Implications for...

Purpose Job seekers frequently experience incivility during interactions with recruiters, which can negatively influence their job search behaviors. However, the underlying causes of such remain underexplored. Based on attribution theory, this study examines how recruiters’ attributions about leader–member exchange (LMX) psychological entitlement, in turn shapes toward seekers. Design/methodology/approach The survey data was collected three waves from 320 recruiters involved recruitment...

This article introduces the reader to articles contained in this special issue. It outlines how these studies contribute our understanding of career development light protean and boundaryless era which we now live. The issue also raise questions that serve as a road map for future research. As result working on issue, urge researchers better clarify differentiate among overlapping career-related concepts move research from context-free approach context-dependent one. Career attempts examine...

Prior research linking employee performance to abusive supervision suggests that supervisors have instrumental and non‐instrumental reasons for engaging in abuse while dealing with low performers the workplace. Drawing on social comparison theory, we argue high‐performing subordinates can make envious, which turn leads supervisory behavior. Furthermore, hypothesize supervisor orientation as a key boundary condition indirect positive effect of subordinate through envy; is, are more likely...

The research on work‐related antecedents of workplace incivility (WI) is well‐established, yet relatively less attention has been paid to non‐work‐related experiences as key employees’ at work. Drawing upon the spiraling framework and spillover theory, we use a moderated‐mediation model investigate impact experience family their behavioral WI through mediation negative emotions moderation self‐efficacy for emotional regulation (SEER). multisource field data also demonstrate general support...