This study deepens our theoretical and practical understanding of work-family balance, defined as the 'accomplishment role-related expectations that are negotiated shared between an individual his/her partners in work family domains' (Grzywacz & Carlson, 2007: 458). We develop a new measure balance establish discriminant validity it, conflict, enrichment. Further, we examine relationship with six key outcomes. Results suggest explains variance beyond explained by traditional measures...

In this study, the authors investigated effect of an individual's political skill on relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) supervisor evaluations performance. To test these relationships, used a matched sample 173 supervisor-subordinate dyads who worked full time in state agency. Findings showed that individuals high levels any were politically skilled achieved more desirable ratings...

Considering the implications of social exchange theory as a context for role behavior, we tested relations between ethical leadership and both person- task-focused organizational citizenship behavior examined roles played by employee gender politics perceptions. Although predicts that is positively associated with citizenship, nature this relationship may vary on basis Results from data collected 288 supervisor-subordinate dyads indicate pattern male versus female employees' depends...

We investigate the intersection of social media and workplace, focusing on job performance impacts employees' addictions reactions through work-family balance burnout. The research model is grounded in conservation resources theory, which suggests compulsions emotional to co-worker's posts will deplete energetic constructive resources, making it difficult achieve increasing likelihood burnout, ultimately degrade performance. A sample 326 full-time employees revealed a negative relationship...

The authors tested the hypothesis that communication frequency moderates relationship between leader-member exchange (LMX) and job-performance ratings. In a study of 188 private sector workers, they found LMX was more strongly related to ratings among individuals reporting frequent with supervisor than those infrequent communication. At high levels LMX, workers received favorable did contrast, at low less conducted 2nd 153 public provide constructive replication similar results.

This study employed a cognitive psychological approach to examining little studied phenomenon – university image among two groups of evaluators. The found that different used criteria when rating ten major US universities. Found significantly predict the universities sample current students were three factors: academic factors, athletic and extent news coverage university. same an adult, non‐student four combined factor including all attributes (including athletic); coverage; education level...

In studying the relationship between individualism–collectivism and team performance, empirical research has shown that individualistic members exert a negative influence on performance. However, theoretical understanding of why this exists is lacking. Addressing gap in literature, proposes model performance by integrating two previously distinct theories, social identity theory relations model. Drawing upon these we propose identification, meta-perception accuracy, will mediate Further,...

Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms positive mood and job satisfaction in relationship between work-family enrichment performance. We test this for both directions (work-to-family family-to-work). used two samples to using structural equation modeling. Results from Study 1, which included 240 full-time employees, were replicated 2, 189 matched subordinate-supervisor dyads. For work-to-family direction, results support our...

Purpose – Mindfulness is a well-studied phenomenon in many disciplines. Little known about its impacts on employees at work. The purpose of this paper to focus mindfulness work, defined as psychological state which intentionally pay full attention the present moment while executing job tasks. research model, grounded conservation resources theory, depicts how work may help develop (work-family balance and engagement) be associated with greater well-being (less distress more satisfaction)...

This paper draws from social exchange theory and cognitive to explore moral disengagement as a potential mediator of the relationship between abusive supervision organizational deviance. We also moderating effect leader-member (LMX) on this mediated relationship. Results indicate that employees with supervisors engaged in strategies subsequently deviance behaviors. Additionally, was stronger for those higher LMX. Important implications management research practice are discussed.

Purpose The purpose of this study is to understand the impact techno-overload and techno-invasion on work family. Specifically, we focus intention turnover in domain, work-family conflict family burnout domain. Furthermore, examines moderating role entitlement, a personality variable, process. Design/methodology/approach Using sample 253 people who were using technology complete their over two time periods, relationships examined hierarchical moderated regression analysis. Findings results...

Abstract The authors explored the process of evaluating contextual performance in context a politically charged atmosphere. They hypothesized that negative relationship between perceptions organizational politics and is weaker among workers high three Big Five model personality dimensions—agreeableness, extraversion, conscientiousness. Data were collected from matched sample 540 supervisors subordinates employed private sector. Results indicated interaction dimension agreeableness explained...

Abstract The purpose of this research was to explore the interactive effect organizational politics and impression management on supervisor ratings employee performance. We hypothesized that negative relationship between supervisor‐rated performance is weaker among employees who are high in than those low management. Data were collected from a matched sample 112 white‐collar their supervisors. Results indicated interaction explained significant incremental amount variance These findings...

Social media use in the workplace may simultaneously contribute to productive behaviors (task-oriented and relationship-building) as well unproductive (deviance) at work. Building on channel expansion theory authors examine impact of using social these organizational behaviors. Using a sample 220 working individuals they found that intensity contributed greater task-oriented behaviors, more relationship-building deviant Further, examined moderating effect preoccupation with has direct...

This research examines the impact of role boundary management on work-family interface, as well organizational (job embeddedness) and family (relationship tension) outcomes. First, we integrate conservation resources theory with crossover theory, to build a theoretical model management. Second, extend prior work by exploring positive negative paths through which affects Third, incorporate spouse perceptions create dynamic, systems-perspective explanation interface. Using matched sample 639...

Summary In this research, we develop a framework for understanding the emergence of transactive memory systems (TMS) in project‐based teams characterized by different levels group level positive affectivity (PA) and negative (NA). With focus on enhancing means transmission, test mediating role played psychological safety (PS) relationship between team TMS. From sample 107 software implementation project teams, lagged field study, find support mediated model which high NA, but not PA,...

This study addressed 2 relatively unexplored issues in the current job stress literature. First, a significant body of research has substantiated curvilinear relationship between tension and performance without examining potential impact work on other important outcomes. Second, past failed to control for influence role stressors variables that might alter job‐tension/work‐outcomes relationship. We hypothesized experienced would predict turnover intent, value attainment, satisfaction, this...

Drawing upon similarity-attraction theory (Byrne, 1971), we explore whether deep-level perceived similarity or surface-level actual is more predictive of agreement between supervisors and subordinates about the quality their relationship (LMX). To examine this question analyze supervisor-subordinate on four antecedents LMX: one variable (relational demography), three variables (common perspective, receptiveness, liking). Responses from a matched set 203 dyads indicate that deeplevel matters...