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Drawing on the conservation of resources theory, the present research paper examines the moderating role of leaders' Machiavellianism in the relationships between the desire for promotion, workplace anxiety and exploitative leadership.

The authors collected matched time-lagged data from part-time MBA students and their subordinates. The subordinate questionnaires were paired and coded by the researchers and then directly distributed and instructed to be filled out, which would not be known to the MBA students. The final sample size came to 370 leader-subordinate dyads. The data were analyzed using SPSS 24 and Mplus 7.0.

Leaders' desire for promotion is positively related to exploitative leadership via workplace anxiety. Furthermore, this mediating effect is significant when Machiavellianism is high, but not when Machiavellianism is low.

For business ethics scholars and practitioners, this study points out that leaders with a desire for promotion can produce workplace anxiety, lead to subordinates' perception of exploitative leadership and how this process varies by key personality trait—Machiavellianism.

Takes a random sample of 156 respondents from municipal and rural police forces in Canada to examine the relationship between various factors concerning their careers. Finds that a significant number of officers perceive their career orientation to have changed over time. Presents findings on social activists, enforcers, careerists, specialists and self investors. Differs from previous research linking career orientation to personality type by seeing career orientation as changing with time, stages of career and circumstances. Remarks that policing needs to be technically sophisticated, cost‐effective, community‐based and sensitive to the realities of a multicultural society. Recommends that police departments consider the career orientation of recruits and establish a reward structure suited to the varied career types

The purpose of this paper is to describe the relationship between teachers’ professional role, their sense of empowerment, and their attitudes toward managerial promotion (career development) following the implementation of educational forms.

The study was conducted in Israel in 2015 and included 663 teachers, 250 elementary school teachers and 413 middle or high school teachers. A questionnaire and statistical analyses (ANOVA, multivariate analysis, and correlations) examined the attitudes of teachers in one of four professional roles toward managerial promotion (their desire for future promotion and sense of organizational fairness). This was compared with their sense of empowerment (comprising feeling respected, professional growth, influence, autonomy, self-efficacy, and decision making), while controlling for their demographic and professional backgrounds.

Four-fifths of teachers were interested in pursuing managerial promotion and they perceived the promotion process as moderately fair. The greater teachers’ sense of empowerment, the greater their desire for future promotion and their belief in the fairness of the promotional process. Teachers currently holding a leadership position expressed the strongest sense of empowerment.

The study presents a multivariate model to predict teachers’ attitudes to managerial promotion on the basis of their professional role and sense of empowerment. The findings have implications for educational policy-making, particularly where there is a national focus on increasing school autonomy.

The findings will contribute to local and international research on teacher empowerment and career development.

One of the most perplexing problems in human resource management is how to satisfy and motivate employees who originally joined an organisation with hopes of becoming “stars”, but who discover with time that their aspirations are unlikely to be matched by opportunities. The conventional pyramidal organisational structure guarantees that these opportunities will diminish as employees ascend the hierarchy and that therefore “stuckness” is a problem increasingly to be found the longer is employees' tenure or the higher their level. Faulkner's case studies of an ice hockey team and a symphony orchestra provide vivid examples of this process and its problematic consequences. They also serve as a useful analogue of what may be found in many business organisations.

The purpose of this paper is to examine the relationship of gender, work factors, and non‐work factors with aspirations to positions in senior management. A process model of senior management aspirations was developed and tested.

Data were collected via an online survey that resulted in a sample of 368 working professionals. Hierarchical multiple regression analysis was used to analyze results.

Women were less likely than men to desire promotion into a senior management position. Moreover, women's lower desired aspirations for promotion to senior management were due in part to the smaller degree of congruence that women perceive between personal characteristics and senior management positions and in part to the less favorable prospects for career advancement that women perceive relative to men.

The cross‐sectional, correlational research design does not permit strong inferences regarding the causal direction of observed relationships. In addition, the specific nature of the sample (working professionals enrolled in graduate study at one university in the USA) may limit the generalizability of the results.

Because women's career aspirations are affected by their perceived congruence with senior management positions and by their perceived opportunity to reach senior management, organizations should assure that senior management roles are not predominantly associated with masculine characteristics and should evaluate their promotion systems to eliminate artificial barriers to women's advancement into senior management.

This research distinguishes between desired and enacted aspirations as well as provides insights into some factors that explain why women hold weaker desired aspirations for senior management positions than men.

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague.

A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace.

Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination.

The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory.

While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.

The purpose of this study is to demonstrate how Facebook usage is positively related to envy and narcissism, which in turn increase users’ desire for self-promotion and propensity to engage in conspicuous consumption.

Data were collected via an online survey, with 674 usable responses collected from Facebook users of all ages.

The results support the hypotheses that increased Facebook usage is positively related to envy and narcissism. These two psychological constructs lead to stronger desires for self-promotion, spurring the behavioral response of conspicuous online consumption.

The findings are limited to the self-reported behaviors of a limited sample. Despite the limitations, the findings identify a process by which increased Facebook usage results in an increased desire to promote oneself through conspicuous consumption.

An understanding of the psychology linking social media use to conspicuous consumption can aid managers in developing marketing strategies to encourage the purchase and usage of positional goods. Specifically, more frequent users may be targeted by advertisers wishing to encourage the purchase and display of their products.

Facebook usage appears to elicit emotions – such as narcissism and envy – that most researchers would consider socially undesirable.

An emerging stream of research suggests that social media usage elicits both positive self-comparisons with others (i.e. narcissism) and negative (i.e. envy). This study is among the first to empirically test this effect on the purchase and consumption of positional goods.

This article reports a study of the promotion processes which existed within a single region of the Midland Bank (UK) plc. during 1986. In particular, the concept of a “promotion culture” is emphasised. This, it is suggested, is a major part of any organisational culture and it must be fully understood before the impact of changes in formal promotion systems can be anticipated.

This study developed a predictive model that established the user motivational factors that predict COVID-19 fake news sharing on social media.

The partial least squares structural equation modelling (PLS-SEM) was used for the analysis. Data were drawn from 152 Facebook and WhatsApp users in Nigeria to examine the research model formulated using the uses and gratification theory (UGT).

We found that altruism, instant news sharing, socialisation and self-promotion predicted fake news sharing related to COVID-19 pandemic among social media users in Nigeria. Specifically, altruism was the strongest predictor to fake news sharing behaviour related to COVID-19, followed by instant news sharing and socialisation. On the contrary, entertainment had no association with fake news sharing on COVID-19.

We suggest intervention strategies which nudge people to be sceptical of the information they come across on social media. We also recommend healthcare providers and the Nigerian government to provide relevant information on this current pandemic. That is, correct information should be shared widely to the public domain through various conventional and online media. This will lessen the spread of fake news on the concocted cure and prevention tips found online.

The salient contributions of this study are as follows: First, it brings to the fore that the desire for self-promotion is associated with fake news sharing on social media; second, it shifts the focus of studies on fake news from detection methods to sharing behaviour, which fuels the uncontrollable spread of falsehood; third, it expands the existing literature on misinformation sharing by demonstrating the user motivation that leads to fake news sharing using the UGT.

The findings are reported of a research study into certain personal organisational factors which may discriminate between two groups of employees, one which was categorised as plateaued and the other non‐plateaued. The respondents were drawn from a larger study of employees at the headquarters of a large local government authority in Western Australia. It was found that there was no difference between the two groups concerning job satisfaction. However, the plateaued group have a significantly lower desire for promotion, career development and facing challenging situations. It is also suggested that members of the plateaued group are significantly more aware than their non‐plateaued colleagues that they are overworked and that the job itself is boring.