Recognizing the environmental changes and challenges that have impacted academics over past 20 years, we develop a model of academic career success from job demands-resources perspective. We define in terms salary satisfaction. link work stressors (family-to-work conflict role overload), positive shocks, negative shocks to through engagement. test hypothesized controlling for number alternative predictors with survey data collected an international sample 1,644 Academy Management members....

An immense amount of work has investigated how adverse situations affect anxiety using chronic (i.e., average) or episodic conceptualizations. However, less attention been paid to circumstances that unfold continuously over time, inhibiting theoretical testing and leading possible erroneous conclusions about stressors are dynamically appraised across time. Because stressor novelty, predictability, patterns central components appraisal theories, we use the COVID-19 crisis as a context...

Abstract Increasing precision of measurement is a goal scientific advancement, but Nunnally's (1978) .70 benchmark for coefficient alpha (alpha) has remained the omnibus test reliability nearly 40 years. This likely arises due to there only being scattered empirical evidence degree which field met or surpassed this standard. Using meta‐analytic techniques known as generalization (RG), we cumulate alphas across 36 commonly used individual differences, attitudes, and behaviours from 1675...

A common and important feature within models of career management is the goal, yet relatively little known about factors influencing goals when how goal setting occurs. Drawing from Ashforth's (2001) model role transitions we propose test a wherein mentoring experiences early professionals relate to short- long-term through professional identification. Using survey data collected at three points in time 312 professionals, find that psychosocial mentoring, but not positively relates For...

Using a mixed-methods design, we developed model of antecedents and outcomes professional identification. Based on sample 1,807 academics working in the management field from large organization, found that both positive negative career shocks were positively related to identification, while obstacles consisting perceptions injustice role overload negatively Professional identification was, turn, higher occupational satisfaction intentions devote more time research but was not teaching....

The need for cognition (NFC) is a construct that measures an individual’s inclination toward and enjoyment of complex challenging cognitive activity. This meta-analysis offers the first comprehensive quantitative summary relationship between oft-studied individual differences variables in management literature: intelligence personality. Using multiple indices intelligence, including contrast basic tests (e.g., Raven’s Progressive Matrices) are arguably more motivationally based GPA), Big 5...

Increasing precision of measurement is both an indicator and goal scientific advancement, but in applied psychology Nunnally’s (1978) .70 benchmark for coefficient alpha (alpha) has remained the omnibus test reliability nearly 40 years. Much its intractability likely arises due to there only being scattered empirical evidence degree which field met or surpassed this standard. Using meta-analytic techniques known as generalization (RG), we cumulate alphas across 36 commonly used individual...

A common and important feature within models of career management is the goal, yet relatively little known about factors influencing goals when how goal setting occurs. Drawing from Ashforth’s (2001) model role transitions, we propose test a wherein mentoring experiences early professionals relate to short- long-term through professional identification. Using mixed-methods design, find that psychosocial mentoring, but not positively related For short-term goals, identification relates...

Many theories explain counterproductive work behavior (CWB) as a reactionary response to negative stressors at work. The rationale is that cause affect states, leading employees want strike out target (i.e., the organization, coworkers or supervisors) buffer reduce emotional states. However, there some evidence CWB can occur for other reasons. So-called instrumental difference from reactive forms of in it premeditated, calculated, and employee's intent goal than an harm. For example,...

A significant amount of research has been devoted to understanding the benefits both organizational and team identification. However, processes outlined in social identity theory that are typically framed a positive light because they encourage behavior group (i.e., internalization norms) can just as easily have negative effects. In this study we examine dark side identification by proposing moderated-mediation model wherein interaction between masculinity contest culture results maladaptive...

Shared leadership posits that multiple leaders within a team can exist simultaneously, and each member assume complimentary role. This study examines the relationship between task-specific knowledge development of shared effect on intra-team conflict task performance in group 78 undergraduate teams. Results indicate social network measures density were positively related to emergence. leadership, turn, was negatively conflict. Higher levels associated with lower class project commitment,...

Although research related to individual differences has played an important role in understanding why individuals are perceived as leaders traditional contexts, much less is known about how difference variables impact leader perceptions a virtual environment. The current study attempts shed light on this issue by investigating the effects of several “cornerstone” (the Big 5 personality factors Extraversion and Conscientiousness, well general mental ability), along with two studied constructs...