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Sustainable employability is an important goal for individuals and organizations alike. However, scarce knowledge is available on possible cross-lagged relations of resilience among police officers and different aspects of their sustainable employability over time. Based on assumptions of COR theory, the purpose of this paper is to test these relations in a two-wave design.

A total of 532 police officers participated in a time-lagged survey design (time interval of six months) concerning their resilience and relevant aspects, i.e., self-reported vitality, workability and organization-reported individual absenteeism rates. Data were analyzed with structural equation modeling.

Results indicate cross-lagged effects between resilience and vitality with an acceptable model fit. Thus, the level of resilience at T1 affected the level of vitality at T2 and vice versa. In addition, a nearly significant negative effect of vitality on T1 was found on absenteeism on T2.

More measurements over time are needed to test reciprocal relations and possible gain spirals. Different samples are needed to assess generalizability. Cross-lagged effects may indicate a reciprocal relation between resilience and vitality that can be further facilitated.

For example, resilience can be addressed explicitly in training.

This study is the first to test the cross-lagged relations between resilience and indicators of sustainable employability among police officers. It is important to further study this for the sake of both police officers, as well as society as a whole.

The purpose of this paper is to test competing models of the relationship between job insecurity and two forms of impression management (self- and supervisor-focused) on job performance. Specifically, does job insecurity lead to greater subsequent impression management; or, does preventative use of impression management subsequently lead to reductions in job insecurity? Additionally, how do these both relate to in-role performance?

Using two-wave survey data collected from 184 working adults in the USA and the two-step approach recommended by Cole and Maxwell (2003) and Taris and Kompier (2006), the authors tested cross-lagged relationship between job insecurity and both forms of impression management by comparing four different models: a stability model, a normal causation model (with cross-lagged paths from T1 job insecurity to T2 impression management), a reversed causation model (with cross-lagged paths from T1 impression management to T2 job insecurity) and a reciprocal causation model (with all cross-lagged paths described in the normal and reversed causation model).

Results were supportive of the reversed causation model which indicated that greater use of supervisor-focused impression management at Time 1 predicted lower levels of job insecurity at Time 2 (after controlling for prior levels of job insecurity); moreover, job insecurity at Time 1 was then significantly associated with more positive in-role behaviors at Time 2. Moreover, the test of the indirect effect between T1 impression management and T2 performance was significant.

These results suggest that impression management clearly plays an important role in understanding the relationship between job insecurity and job performance. However, employees appear to utilize impression management as a means of pre-emptively enhancing their job security, rather than as a tool to reactively cope with perceived job insecurity.

Current challenges in the educational sector along with age-related changes during early adolescence contribute to an increased sense of school alienation (SAL) among students. Some of the central concerns of SAL are failure to participate in classroom and socially deviant behaviors. This study examined the change in and cross-lagged relationships among alienation from learning, teachers, and classmates, and different self-reported learning and social behaviors across 508 secondary school students spanning a one-year interval from Grade 7 to Grade 8. The results revealed a slight increase in SAL and a decline in classroom participation. Earlier SAL predicted students’ later in-class participation and delinquent behavior, but not vice versa. The three alienation domains were shown to have different relationships with targeted learning and social behaviors: Alienation from learning and from teachers negatively predicted student classroom participation. Alienation from teachers and from classmates contributed to subsequent delinquent behavior. The study results emphasized the importance of SAL for students’ participation in classroom activities as well as in disruptive behaviors. Theoretical and practical implications of the findings for educational research and practice are discussed.

In this chapter, the authors consider the role of time for research in occupational stress and well-being. First, temporal issues in studying occupational health longitudinally, focusing in particular on the role of time lags and their implications for observed results (e.g., effect detectability), analyses (e.g., handling unequal durations between measurement occasions), and interpretation (e.g., result generalizability, theoretical revision) were discussed. Then, time-based assumptions when modeling lagged effects in occupational health research, providing a focused review of how research has handled (or ignored) these assumptions in the past, and the relative benefits and drawbacks of these approaches were discussed. Finally, recommendations for readers, an accessible tutorial (including example data and code), and discussion of a new structural equation modeling technique, continuous time structural equation modeling, that can “handle” time in longitudinal studies of occupational health were provided.

Although numerous studies have been conducted to explore the impact of various factors on employees' turnover intention and intention to remain with the organization, the relationship between these two constructs remains largely unexplored. Considering the significance of these constructs, particularly in the context of the COVID-19 pandemic, the authors aimed to investigate their association within an academic environment using a dynamic modeling approach.

This study follows a quantitative approach and utilizes a longitudinal survey design. The authors utilized a cross-lagged panel model (CLPM) and employed the parametric efficient partial least squares (PLSe2) methodology to estimate the dynamic model using data gathered from lecturers associated with both public and private universities in Malaysia. In order to offer methodological insights to applied higher education researchers, the authors also compared the results with maximum likelihood (ML) estimation.

The findings of the authors' study indicate a reciprocal relationship between turnover intention and intention to remain with the organization, with intention to remain with the organization being a stronger predictor. Moreover, situational factors were found to have a greater influence on eliciting turnover intention within academic settings. As anticipated, the use of the PLSe2 methodology resulted in higher R² values compared to ML estimation, thereby reinforcing the effectiveness of PLS-based methods in explanatory-predictive modeling in applied studies.

The authors' findings suggest prioritizing policies that enhance training and consultation sessions to foster positive attitudes among lecturers. Positive attitudes significantly impact judgment-driven behaviors like turnover intention and intention to remain with the organization. Additionally, improving working environments, which indirectly influence judgment-driven behaviors through factors like affective work events, affect and attitudes, should also be considered.

This study pioneers the examination of the causal relationship between turnover intention and intention to remain with the organization, their stability over time and the association of changes in these variables using a dynamic CLPM in higher education. It introduces the novel application of the cutting-edge PLSe2 methodology in estimating a CLPM, providing valuable insights for researchers in explanatory-predictive modeling.

Purpose: The death of a child can elicit enduring and intense parental grief. Additionally, as parents are both confronted with the loss of their child, interpersonal processes come into play. This study aimed to examine the change in reported levels of grief among bereaved parents individually and at a couple-level. The authors examined the differences in grief trajectories between mothers and fathers and whether the reported level of grief of one partner predicts the other partner’s reported level of grief.

Design/methodology/approach: Our longitudinal study included 229 bereaved couples who completed the Inventory of Complicated Grief at 6, 13, and 20 months post-loss.

Findings: A latent growth curve analysis showed that parents reported consistently high average grief levels, mothers reported higher grief levels than fathers, and all parents reported a similar small decline in grief. A cross-lagged panel analysis showed that the grief of one parent affected the grief of the other parent with similar strength. Our results held regardless of the child’s gender and age, but an expected loss was associated with a lower grief level 6 months post-loss and a smaller decline in reported levels of grief.

Originality/value: These findings highlight bereaved parents as a particularly vulnerable population, increase our understanding of change in parental grief over time and of the interdependence of grieving in bereaved couples.

In recent decades, the use of capital punishment has declined, but in its place, a ‘new death penalty’ has arisen: life without parole (LWOP), which is being used far more frequently and for more crimes than capital punishment ever was. Yet, LWOP has received far less scholarly attention than the death penalty. Because of its greater scale, assessing the effects of LWOP on crime has important policy implications and is a better test of extreme penalties. Existing studies of LWOP focus on humanitarian issues and ignore its potentially reciprocal relationship with crime. Therefore, we use available LWOP data to fill these gaps in the literature, using models specifically designed to control for potential reciprocal effects. The results indicate there is no reciprocal causation between LWOP and violent crime and, at best, LWOP’s impact on crime is small, temporary, and, most importantly, no greater than the impact of life with parole.

Mentor secure-base support, characterized as mentor availability, noninterference and encouragement of growth, has important implications for newcomer socialization. Drawing on attachment theory, this paper aims to examine the relationship between mentor secure-base support and newcomers' workplace courage.

Data were collected at three time points with a new police officer sample (n = 124). A cross-lagged panel design was used to test the hypotheses.

Mentor secure-base support is causally precedent to newcomers' workplace courage, whereas the reverse relationship from workplace courage to mentor secure-base support was not held.

To help newcomers integrate into their organization and enhance their workplace courage, organizations should actively promote and foster mentoring relationships in which mentors can provide a secure base for mentees.

The authors' findings support that newcomers' workplace courage can be cultivated by mentor secure-base support. It provides insight for organizations to explore workplace courage development for newcomers.

Considering the adverse outcomes that job insecurity might have on employees and organizations (De Witte et al., 2016), this study aims to test the role of perceived justice in preventing job insecurity from occurring. Relying on social information processing theory (Salancik and Pfeffer, 1978) and fairness heuristic theory (Lind, 2001), the authors analyze both an assessment of the extent to which the person is treated fairly by the organization (i.e. self-focused justice) and an individual's evaluation of the extent to which the person's co-workers are treated fairly (i.e. other-focused justice). The authors expect other-focused and self-focused justice to be negatively related to job insecurity.

The hypotheses were tested using cross-lagged structural equation modelling based on two-wave data from 126 employees working in a public sector organization undergoing structural changes.

The study results revealed that other-focused overall justice but not self-focused overall justice predicted lower job insecurity one year later. Moreover, other-focused overall justice did have a cross-lagged effect on self-focused overall justice.

By investigating the relationship between other- and self-focused overall justice and job insecurity over time, this study provides solid evidence into so far neglected longitudinal relationships between justice and insecurity. The results show that in the context of organizational changes, other-focused overall justice predicted lower job insecurity as well as higher self-focused overall justice one year later.

Based on the resource-based theory, the purpose of this study is to investigate the relationship between operational employment levels of gender diversity and business performance over a multi-year period. This study also explores if gender parity moderates this relationship and how gender diversity is directionally developed.

A cross-lagged panel design and path analysis is applied to a global data set of women employees, women managers and women senior executives – in relation to revenue, of over 6,000 companies over the six-year period from 2012 to 2017.

Overall results confirm a positive relationship between women managers and revenue over a multi-year period for all companies. A moderating analysis also finds a positive relationship between total women employees (as well as women managers) and revenue growth of companies headquartered in countries with medium levels of gender parity. The overall and moderating analysis do not find a positive relationship between senior women executives and revenue growth. Longitudinal analysis also finds that the multiple operational levels of gender diversity directionally develop in a mutually cyclical manner.

To the best of the authors’ knowledge, this is the first diversity and business performance study to use a global data set of multiple operational levels of women employees, managers and senior executives over a multi-year period. This study contributes new perspectives on the positive relationship between women managers and business performance. This study also confirms prior findings of a positive relationship between women employees and business performance in medium gender-parity countries. Finally, this longitudinal study introduces the concept of the gender pipeline of executive advancement along the multiple operational levels of employment and finds that gender diversity is directionally developed in a mutually cyclical, bidirectional pattern.