Personnel Review: Volume 49 Issue 8

Perceived organizational politics and counterproductive work behavior: The mediating role of hostility

Galit Meisler, Amos Drory, Eran Vigoda-Gadot

The purpose of this paper is to examine hostility as a mediator of the relationship between perceptions of organizational politics (POP) and counterproductive work behavior (CWB).

Human resource management and innovation in SMEs

Ludivine Adla, Virginie Gallego-Roquelaure, Ludivine Calamel

The purpose of this paper is to discuss the relation between human resource management (HRM) and innovation in small to medium size enterprises (SMEs) through gift/counter-gift…

Impact of workplace ostracism on unethical pro-organizational behaviors

Suchuan Zhang

The purpose of this paper is to examine the effect of workplace ostracism on unethical pro-organizational behavior (UPB), by focusing on the moderating role of value alignment of…

An examination of the relationship between careerism and organizational commitment, satisfaction, and performance

Ajay K. Jain, Sherry Sullivan

Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational…

The relative contribution of personality, cognitive ability and the density of work experience in predicting human resource competencies

Srikanth P.B.

The purpose of this paper is to conceptually define and empirically investigate the density of work experience along with individual characteristics (cognitive ability…

“I know your intention is good, but I still feel bad”: Cultural divergence and convergence in the effect of leader’s angry feedback

Bo Shao, Lee Martin

Drawing on a contagion-interpretation model of leader affective displays and leader effectiveness, the purpose of this paper is to examine the effects of leaders’ angry feedback…

A positive spiral of self-efficacy among public employees

Miguel Ángel Mañas Rodríguez, Yolanda Estreder, Vicente Martinez-Tur, Pedro Antonio Díaz-Fúnez, Vicente Pecino-Medina

The purpose of this paper is to test a positive spiral of self-efficacy among public employees. The spiral proposes that self-efficacy is positively related to extra-role…

Scale development and construct clarification of change recipient proactivity

Ahmad Bayiz Ahmad, Bangcheng Liu, Atif Saleem Butt

The purpose of this paper is to develop a standardized, psychometrically sound instrument for the emerging construct of change recipient proactivity (CRP), using a deductive…

Abusive supervision, high-performance work systems, and subordinate silence

Qin Xu, Yixuan Zhao, Meng Xi, Fangjun Li

The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational commitment…

Impact of psychopathy on employee creativity via work engagement and negative socioemotional behavior in public health sector: Role of abusive supervision

Ali Nawaz Khan, Naseer Abbas Khan, Ali Ahmad Bodla, Summan Gul

The purpose of this paper is to examine the impact of psychopathy on employees’ creativity through the mediating role of work engagement and negative socioemotional behavior…

Understanding employees’ intrapreneurial behavior: a case study

Georgiana-Alexandra Badoiu, Mercedes Segarra-Ciprés, Ana B. Escrig-Tena

The purpose of this paper is to provide a deeper insight into the organizational factors and personal motivations of intrapreneurs that may foster intrapreneurial behaviors of…

Linking employee loyalty with job satisfaction using PLS–SEM modelling

Swati Dhir, Tanusree Dutta, Piyali Ghosh

The purpose of the present study is to empirically test a model that illustrates how person–job fit (PJF), person–organization fit (POF) and perceived supervisor support (PSS) as…

Guanxi HRM practices and employee creative performance

Chen Yang, Fu Yang

The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as well as…

The cynical subordinate: exploring organizational cynicism, LMX, and loyalty

Kristyn A. Scott, David Zweig

Adopting a social exchange framework, this article examines the relationship between organizational cynicism and leader–member exchange (LMX) using two different methodologies.

Formal mentoring support, person–environment fit and newcomer's intention to leave: Does newcomer's uncertainty avoidance orientation matter?

Zhenyao Cai, Dandan Wu, Ying Xin, Yang Chen, Haining Wu

The purpose of this study is to investigate how and why formal mentoring support reduces newcomers' intention to leave from the perspective of uncertainty reduction theory.

Leapfrogging at work: influencing higher levels in the chain of command

Sharon L. Segrest, Martha C. Andrews, Scott W. Geiger, Dan Marlin, Patricia G. Martinez, Pamela L. Perrewé, Gerald R. Ferris

Acts of interpersonal influence are observed throughout organizations, and most typically, in direct supervisor–subordinate relationships. However, researchers have focused less…