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The purpose of this manuscript is to provide a step-by-step primer on systematic and meta-analytic reviews across the service field, to systematically analyze the quality of meta-analytic reporting in the service domain, to provide detailed protocols authors may follow when conducting and reporting these analyses and to offer recommendations for future service meta-analyses.

Eligible frontline service-related meta-analyses published through May 2021 were identified for inclusion (k = 33) through a systematic search of Academic Search Complete, PsycINFO, Business Source Complete, Web of Science, Google Scholar and specific service journals using search terms related to service and meta-analyses.

An analysis of the existing meta-analyses within the service field, while often providing high-quality results, revealed that the quality of the reporting can be improved in several ways to enhance the replicability of published meta-analyses in the service domain.

This research employs a question-and-answer approach to provide a substantive guide for both properly conducting and properly reporting high-quality meta-analytic research in the service field for scholars at various levels of experience.

This work aggregates best practices from diverse disciplines to create a comprehensive checklist of protocols for conducting and reporting high-quality service meta-analyses while providing additional resources for further exploration.

The present study examined the relationships between P‐O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P‐O fit‐intent to turnover relationship and that perceived job mobility moderated the job satisfaction‐intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover.

Data were obtained utilizing a field survey from a sample of 205 full‐time employed adults working in two geographic regions in the USA. Participants completed an HTML‐based web survey that contained measures of the constructs of interest to this study.

Mediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P‐O misfit and job dissatisfaction do not necessarily lead to intent to turnover.

The potential for common method variability was present in the study, the impact of which could either attenuate or inflate estimated statistical relationships.

While P‐O fit researchers typically associate misfit with decreased job satisfaction and increased turnover, the present research suggests that intervening variables, such as job mobility, influence employee intentions to turnover.

The phenomenon of misfit is understudied in larger context of P‐O fit; thus this research represents one of the first studies in this area of research.

Employing a service-profit chain (S-PC) framework, this manuscript investigates the relationship between employee engagement (EE) and customer engagement (CE) within service contexts and explores how a mediating mechanism, service employee work performance (SEWP), links EE with CE.

Meta-analytic procedures ascertain the magnitude of the relationship between EE and SEWP (k = 102, ρ^ = 0.45) and between SEWP and three dimensions of CE: customer purchases (k = 42, ρ^ = 0.47), customer knowledge (k = 4, ρ^ = 0.33) and customer influence (k = 7, ρ^ = 0.42). The current meta-analysis reports an effect size for the EE-overall SEWP relationship nearly 1.50 times greater than related extant meta-analyses.

Results suggest SEWP, consisting of service employee task performance and contextual performance, serves as an important intervening mechanism between EE and CE by considering nine dimensions of SEWP. Such findings suggest that to maximize SEWP, service employees must go beyond simply being satisfied in their work roles; instead, service employees must feel energized, find fulfillment and meaning and be engrossed in their work to maximize the service they provide to customers.

This research extends previous meta-analytic efforts, bridges the multi-disciplinary gap between EE and CE research, provides an empirical link allowing for informed decision-making for managers and stakeholders, underscores the importance of service employees surpassing required job responsibilities to meet and exceed customer needs and suggests an agenda for future service research integrating EE and CE.

Social cognitive theory suggests that entrepreneurs' characteristics affect entrepreneurial outcomes through interaction with their environment. This study examines the relationship between entrepreneurs' characteristics and performance in the context of entrepreneurial nascence.

This study investigated lagged-panel responses from a sample of 100 confirmed nascent entrepreneurs. Data collected on three separate occasions included core self-evaluations, commitment, fear of failure and success. PLS analysis was used to assess mediation of commitment on the self-evaluation – success relationship.

Core self-evaluations are an important predictor of entrepreneurial success in nascent-stage entrepreneurs participating in pre-venture assistance programs; positively affecting success and commitment, while negatively affecting fear of failure.

This investigation contributes to a fuller understanding of social cognitive theory as it pertains to nascent entrepreneurship. Furthermore, contrary to general expectations found in the entrepreneurship literature, the authors uncover a context where entrepreneurs' characteristics are relevant predictors of early entrepreneurial outcomes.

Results showed core self-evaluations as a robust predictor of perceived success in nascent entrepreneurs. Administrators of pre-venture assistance programs should consider screening applicants to programs designed to assist nascent entrepreneurial opportunity development for signs of high core self-evaluations.

This study advances theory by (1) demonstrating the value of assessing nascent entrepreneurs' core self-evaluations as a specific predictor of early-stage entrepreneurial outcomes, (2) suggesting social interaction amidst participation in pre-venture assistance programs makes commitment a salient part of perceived success and (3) providing evidence that entrepreneur-level characteristics need consideration in the context of nascent entrepreneurship and pre-venture assistance programs.

Pluralistic ignorance is defined as a situation in which an individual holds an opinion, but mistakenly believes that the majority of his or her peers hold the opposite opinion. The purpose of this paper is to refocus attention on pluralistic ignorance as an important, applied, and multilevel concept to organizational researchers by developing a theory of pluralistic ignorance in organizational contexts.

The paper reviews the literature with regard to the causes and consequences (for individuals, groups and organizations) of pluralistic ignorance and develops an integrated understanding of how pluralistic ignorance influences employees and organizations.

The paper finds that pluralistic ignorance is a complex phenomenon that has important consequences for organizations with relation to behavior of individuals.

The development of a model of pluralistic ignorance, with research propositions, will assist researchers seeking to conduct research on this topic.

This paper is original in that it is the first to delineate the processes underlying pluralistic ignorance in a managerial/organizational context.

The present research has three goals: to examine the prevalence of smoke‐free workplace policies; to examine how coverage by a smoke‐free workplace policy differs among racial/ethnic groups; and to examine the impact of smoke‐free workplace policy (SFWP) coverage on health outcomes.

The research uses secondary analysis of data from the Behavioral Risk Factor Surveillance System (BRFSS) from 1998‐2006.

It was found that SFWP coverage is below government goals – especially for Hispanic workers and that SFWP coverage was associated with health outcomes.

The relatively slow progress in coverage by smoke‐free workplace policies during the last eight years suggests the possibility that a ceiling has been reached in smoke‐free workplace policy coverage. Limitations include factors that might negatively influence SFWP reporting (e.g. lack of knowledge about SFWP; language barriers), availability of data after 2006, and a cross‐sectional design for health outcomes.

The findings suggest that there is health value in SFWP, but that coverage is not at 100 percent and a federal‐level mandate might be necessary to reach that level. In situations where customers are allowed to smoke, it may be more difficult to justify and enforce a smoke‐free workplace policy.

This is the first study to examine SFWP coverage by race over time. This study allows for examination of progress toward published SFWP goals.

The article synthesizes the interview responses from ten authors who have published heavily cited research in the fields of organizational behavior and human resource management. The authors of these “great works” provided insights on their own works while also providing guidance to authors who aspire to produce future great works in management. The article utilizes facets of the grounded theory approach to analyze the qualitative responses of the authors, which enabled the presentation of common themes of the authors’ responses that might be useful to both management scholars and practitioners engaged in the research process.

The present paper seeks to understand the influence of great works through the relationship between theoretical and empirical publications. The authors examined three samples of articles published in the Academy of Management Review and used the grounded theory approach of qualitative analysis to help identify differences and similarities between theory articles that have led to empirical tests and those articles that have not. It was found that those theory articles with concise introductions drawn from disparate academic domains, proposed empirical designs, methodologies, and measurement strategies, and discussions that reiterate the need for the prescribed theory are more likely to receive empirical consideration than those theory articles that do not include these factors.

Temporary labor is a widespread phenomenon in the workforce. Motivating the temporary worker (temp) requires a different framework than managing the permanent workforce. This issue appears to have received only scant attention and, paradoxically, applies to 90 percent of all private employers. We have reviewed the issues that surround the motivation of temps and have suggested a research framework and some research issues which may be used to help us gain some insight into this process.

Although the concept of groupthink (the extreme concurrence‐seeking tendency displayed by decision making groups), has been an influential one, empirical research has provided equivocal support for the groupthink model. In this paper, we review previous case and laboratory work on groupthink and identify empirical and theoretical inconsistencies. We then describe a model of groupthink as social identity maintenance (SIM) that is capable of reconciling these inconsistencies and summarize laboratory experiments that specifically test the SIM hypothesis. We use the model to suggest possible pitfalls of previous proposals for preventing groupthink when SIM pressures are operative. Finally, we suggest intervention strategies capable of mitigating groupthink due to SIM that have two objectives: (a) the reduction of pressures toward identity protection and (b) the stimulation of intellectual conflict.