We explored the interaction of the United Nation's sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 (
= 246), we ...assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequently, we tested the hypotheses across two studies (
= 332, Study 2;
= 255, Study 3). In alignment with the ceiling effect of human energy theory, the three-way interaction results across the samples consistently indicate that high supervisory political support (SPS) significantly strengthens the negative interactions of psychological health risk factors and high job tension as adverse working conditions (SDG-8) on working-condition-related well-being as the human sustainability dimension (SDG-3). Similarly, synergistic effects were found of the side effects of work on health, high job tension, and high SPS on well-being in sample 3. We discuss theoretical and future research for human sustainability from occupational health and sustainable HRM perspectives.
Research examining the influence of perceptions of organizational politics (POPs) is currently at a nexus—capable of recognizing its previous contributions but also with an eye toward the future. ...Scholars credit much of the maturation over the past 30 years to Ferris, Russ, and Fandt’s seminal model. Despite the ever-increasing number of publications attributed to this topic, and model, opportunities to bridge and expand the current research base remain plentiful. We begin this review by differentiating POPs from political behavior and constructs considered overlapping conceptually. We then describe the evolution of two models responsible for guiding POPs research and conclude our review by summarizing meta-analytic studies investigating antecedents and outcomes of POPs. Doing so allows us to identify gaps currently impeding development and to recommend relevant approaches to extend research. Following this review, we introduce event systems theory as a guiding framework for integrating and expanding the knowledge base. This structure allows scholars to recast POPs as a discrete phenomenon capable of being evaluated in terms of its novelty, disruption, and criticality. Theoretically, this approach allows for greater precision in identifying causes and consequences of POPs, and it provides insight into how such perceptions emerge and evolve. Last, we discuss future research opportunities intended to improve understanding of this pervasive phenomenon, and we encourage much-needed future research examining the dynamics of POPs in contemporary work settings.
The present research was developed to examine the conceptualization and measurement of the political skill construct and to provide validation evidence for the Political Skill Inventory (PSI). The ...results of three investigations, involving seven samples, are reported that demonstrate consistency of the factor structure across studies, construct validity, and criterion-related validity of the PSI. As hypothesized, political skill was positively related to self-monitoring, political savvy, and emotional intelligence; negatively related to trait anxiety; and not correlated with general mental ability. Also, the PSI predicted performance ratings of managers in two samples. Implications of these findings and directions for future research are provided.
In recent years, personal initiative has been found to predict job performance. However, implicit in this direct initiative–performance relationship are more complex process dynamics that can be ...better understood when contextual antecedents, moderators, and mediators are considered. Drawing from perspectives of proactive behavior as a goal-directed process, a research model of personal initiative was tested in a three-study investigation intended to build upon and advance prior work. Specifically, the model indicates that climate for initiative interacts with the social astuteness dimension of political skill (i.e., opportunity recognition) to influence the demonstration of personal initiative, and this first part of the model is tested and supported in Study 1. Then, personal initiative is hypothesized to interact with the interpersonal influence dimension of political skill (i.e., opportunity capitalization) to predict supervisor assessments of job performance, and this part of the model is tested and supported in Study 2. Study 3 provided a test of the entire model and demonstrated support for moderated mediation, thus adding increased confidence in the validity of the theory and findings through constructive replication.
While a large portion of the abusive supervision literature has examined the negative consequences of such perceived mistreatment, little research has examined individual-level characteristics ...capable of helping victims survive under such conditions. The purpose of this two-sample study, therefore, is to examine the factors that attenuate the negative affective and behavioral reactions stemming from perceived abusive supervision. Supported by recent extensions of the Job Demand–Control model (JD–C; Karasek, 1979; Meier, Semmer, Elfering, & Jacobshagen, 2008), we suggest that individuals who exhibit proactive voice behaviors and perceive that they are better able to manage their resources will experience less dissatisfaction, emotional exhaustion, turnover intentions, and reductions in work effort when faced with perceived supervisory abuse than those not demonstrating proactive voice and incapable of managing their resources. Cross-sample findings demonstrated support for our hypotheses. Implications for theory and practice, strengths and limitations, and avenues for additional research are discussed.
•Prior politics perceptions research has failed to investigate cognitive processes associated with self-serving behavior.•We introduce and examine the moderating role of trait rumination on politics ...perceptions–work outcome relationships.•Across independent studies, rumination predicted negative outcomes when coupled with heightened politics perceptions.•For low ruminations, politics perceptions had minimal effects on these outcomes.•Nonlinear politics and rumination effects were confirmed questioning the assumed linearity of organizational phenomenon.
The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described.
Extending existing bottom-line mentality (BLM) perspectives, we provide a new theoretical account of how supervisors’ perceptions of top management BLM influence supervisors’ servant leadership (SL) ...behavior. Using role theory, we propose that these perceptions inhibit supervisors’ SL behavior by reducing their SL role conceptualization or the extent to which supervisors consider SL part of their work responsibility. Further, given that the process underlying the relationship between perceived top management BLM and supervisor SL behavior may be explained by social learning theory and human adaptive capacity perspectives, we examine the incremental validity of supervisor SL role conceptualization versus supervisor BLM and empathy as mediating mechanisms. We also propose low perspective-taking among supervisors as a boundary condition that exacerbates the negative effect of perceived top management BLM on SL role conceptualization, which then results in less servant leader behavior. Data from two multiwave field studies in China and the United Kingdom provided some support for our hypotheses. Across unique cultural contexts, our findings highlight the value of a role theory perspective in understanding perceptions of top management BLM. We discuss critical theoretical and practical implications of these findings and avenues for subsequent research.
Summary
Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research to date has primarily focused on its individual and work‐related ...antecedents, overlooking family‐related issues that constitute an essential part of social interactions. To advance our understanding of socio‐relational sources of employee thriving at work, we investigate the differential effects of family incivility and family support on thriving at work. Integrating the work–home resources (W‐HR) model with boundary theory, we develop and test a research model where family incivility and family support influence thriving at work via family–work conflict (FWC) and family–work enrichment (FWE), respectively. We further propose that employee segmentation boundary management preference moderates these mediating processes. Results from two survey data collected from employees working in Nigeria and the United Kingdom provide support for our hypothesized relationships. The findings contribute to a richer understanding of how and when thriving at work is influenced by social relationships in family life. We discuss implications for theory and practice, limitations, and avenues for future research.
Extensive research has documented the harmful effects associated with working for a narcissistic supervisor. However, little effort has been made to investigate ways for victims to alleviate the ...burdens associated with exposure to such aversive persons. Building on the tenets of conservation of resources theory and the documented efficacy of functional assets to combat job-related stress, we hypothesized that subordinates' resource management ability would buffer the detrimental impact of narcissistic supervisors on affective, cognitive, and behavioral work outcomes for subordinates. We found support for our hypotheses across three independent samples of US workers (N = 187; 199; 136). Specifically, higher levels of subordinate resource management ability attenuated the harmful effects of supervisor narcissism on employee-reported emotional exhaustion, job tension, depressed mood, task performance, and citizenship behavior. Conversely, these relationships further deteriorated for subordinates with lower levels of resource management ability. Overall, our research contributes to the literature that, although extensively documenting the harmful ramifications of narcissism in organizations, has neglected to investigate potentially mitigating factors.
Popular press accounts and emerging research suggest that organizations increasingly face the prospect of managing employees who are highly entitled, yet relatively little research has explored ...entitlement in work settings. Moreover, in the limited existing research, scholars have considered entitlement through a narrow lens, primarily viewing it as a stable individual difference without consideration of the social context that surrounds the individual. The conceptualization presented here, which we label "work-situated entitlement," depicts entitlement as a socially determined work condition that reflects a misalignment between perceptions of the individual employee and perceptions of the workgroup. Situating entitlement in the work context allows for explanation of both the processes through which work-situated entitlement develops and its emotional and behavioral effects. This model provides a broader conceptualization of entitlement and illustrates how organizations might intervene to limit its deleterious work-related consequences.
