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The authors test the daily perceived supervisor support (PSS) to job engagement relationship with respect to employees' extra-role displays. Additionally, the authors propose employees' turnover intentions (TIs) to minimize these indirect effects when high.

In Study 1, employees in a field sample responded to a repeated survey spanning ten days to test the proposed model. Study 2, then, used a scenario-based experiment with online panelists as a further test of the model.

Daily job engagement was found to mediate the relationships of daily PSS with OCBI, where high TI reduced this indirect effect in Study 1. Similar indirect and conditional indirect effects were supported for OCBI and OCBO likelihood in Study 2.

The paper highlights the importance of supervisors' ongoing supportive behaviors extended to their subordinates along with an awareness of employees' TI behavioral signals.

This study adds to research examining the reinforcing nature of PSS on employees' engagement and subsequent citizenship behavior. It also offers a potential boundary condition to such indirect effects by proposing TI as influencing such daily motivational effects.

The purpose of this paper is to examine the relations of job insecurity with pay and incentive satisfaction and the role of overall justice in these relationships.

The authors surveyed employees of an industrial equipment sales firm located in the Southeastern USA. Surveys were completed by 151 employees using instruments assessing job insecurity, overall justice, pay satisfaction, and incentive satisfaction.

The study results indicated job insecurity is negatively related to both pay and incentive satisfaction. Further, the study found that overall justice mediated the job insecurity to pay satisfaction relationship, but not the job insecurity to incentive satisfaction relationship.

Because overall justice only explained the job insecurity-pay satisfaction relationship, future research should examine other potential mediators to better understand these disparate effects when compared with incentive satisfaction. Future research should also examine the model with a larger sample using a time-lagged design to further mitigate the limitations of the study.

The results of this study suggest that employees who contain a strong fear of job loss tend to experience reduced pay and incentive satisfaction levels. Managers should do what they can to limit the impact of job insecurity on these attitudes and provide additional training to employees in coping strategies so that they might better deal with the job insecurity stressor.

Integrating the literatures on stress appraisal and organizational justice, the empirical model provides understanding of how job stressors and perceptions of organizational justice influence pay and incentive satisfaction.

The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships.

Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally.

Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships.

The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors.

The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change.

The authors examined the simultaneous indirect effects of proactive personality (PP) and core self-evaluations (CSEs) on the work outcomes of employee task performance and affective organizational commitment (AOC) via job engagement. Additionally, the authors tested the potential energizing capacity of high negative work affect in this process. The paper aims to discuss these issues.

Data were collected from a sample of teachers in the South-Eastern USA (n=193). The online survey assessed PP, CSE, work affect, job engagement and AOC. Employee task performance was obtained from archival sources.

The results indicated that job engagement mediated the relationships of PP and CSE with employee task performance and AOC. Additionally, negative work affect strengthened the PP-job engagement-work outcomes relationship when it was high.

PP and CSE individuals appear to devote their job engagement energies for differing reasons. These distinctions are further supported by high negative work affect being found to bolster the PP-job engagement-work outcomes relationship only. Future research should continue to investigate the unique contributions made by PP and CSE to job engagement.

By examining PP, CSE, negative work affect and job engagement within a conservation of resources (COR) lens, the authors were able to further distinguish through interpretation of the findings the motivational aspects of PP and CSE as well as providing an instance where negative work affect can incite additional job engagement.

This study examined the dual roles of supervisor-directed surface acting (SDSA) and unfairness talk emerging from low overall justice judgments and the impact of these variables on subordinates' job satisfaction and emotional exhaustion.

Working professionals (n = 203) were sampled from online panel services in a time-separated data collection design.

SDSA was found to mediate the relationships of overall justice with emotional exhaustion and job satisfaction. Additionally, unfairness talk reduced the debilitating effect of SDSA on emotional exhaustion, not job satisfaction.

The paper highlights the importance of supervisors understanding the problematic nature of ongoing interactions with subordinates after unjust events occur.

This study helps to better explain why overall justice assessments influence subordinates' job satisfaction and emotional exhaustion. Additionally, the findings show that unfairness talk may not be as detrimental as suggested in recent studies, and it acts as a coping mechanism when contending with high SDSA, especially when emotional exhaustion is considered.

This research examines the extent overall supervisor injustice reduces self-control resources while simultaneously enhancing anticipatory injustice beliefs. Minimized self-control resources, in turn, are expected to alter the anticipatory supervisor injustice beliefs’ impact on subsequent unjust encounters. Self-control resources therefore act as boundary conditions in the continued receipt of unjust treatment, potentially highlighting Pygmalion effects (self-fulfilling prophecies) connected with subordinates’ overall injustice judgments.

Using a two-survey, time-separated design, we test our hypothesized model in structural equation modeling (SEM) in MPlus with a sample of 163 US-employed adults recruited through online panel services. Main, interactive, and conditional indirect effects were used to examine our proposed relationships.

Empirical results showed that lower self-control resources and higher ASI beliefs resulted from subordinates holding high overall supervisor injustice judgments. Further, ASI beliefs were found to only explain the relationships of overall supervisor injustice with interpersonal injustice encounters, not informational justice encounters. This effect emerged when the subordinate’s self-control resources were low, not high.

This paper integrates fairness heuristics and ego depletion theories to highlight a previously understudied phenomenon–Pygmalion effects (e.g. expectations or anticipations becoming reality) pertaining to subordinates who hold high overall supervisor injustice judgments. The theoretical contribution and results offer a tantalizing lens regarding how anticipation may adversely affect future supervisor-subordinate interactions.

Based on a combination of career construction theory (CCT) and conservation of resources (COR) theory, this study proposes and examines a serial mediation model connecting proactive personality with supervisor-rated task performance sequentially through career adaptability and job engagement.

A sample of 177 supervisor–subordinate dyads in the United States participated in the multisource survey, and structural equation modeling was used to test the hypotheses. The proposed indirect effects were evaluated using a bootstrap procedure.

Results indicated that career adaptability mediated the relationship between proactive personality and job engagement, job engagement mediated the relationship between career adaptability and supervisor-rated task performance and career adaptability and job engagement sequentially mediated the relationship between proactive personality and supervisor-rated task performance.

Through an examination of the nomological network pertaining to career adaptability, the results provide strong evidence in support of integrating CCT with COR theory in this research stream. Future studies should continue to expand upon the model presented here by considering potential moderators that might influence certain paths within this relationship network and use longitudinal designs to allow for stronger causal inferences.

Given the central role proactive personality plays in career construction and job engagement, organizations should encourage workers to be more proactive while on the job. This may help engender career adaptability and work engagement among employees – ultimately contributing to organizational success.

This study responds to calls linking career adaptability to supervisory ratings of work performance. In doing so, it advances the literatures on proactive personality and career adaptability by highlighting the importance of considering the tenets of both CCT and COR theory.

Venture capital is a critical source of funding and development of new ventures. The investment decision of venture capitalists (VCs) is a multi-stage assessment process where the entrepreneurs’ characteristics are the most important criteria to determine the decision to accept or to reject the proposal at the screening stage. At this stage, the decision-making of VCs is influenced by their subjective characteristics and their interactions with the entrepreneurs who share the same characteristics as theirs. How do the entrepreneurial experiences of both VCs and entrepreneurs interact and bias the evaluation? Several studies have tried to provide an answer to this still pending question. Research concurs in that entrepreneurial experience drives primarily the screening decisions of VCs. Yet, if many studies have shown that VCs are prone to cognitive biases in their evaluations, research focusing on the relationship between of those biases and entrepreneurial experience in the context of investment decision is scarce. VCs’ cognitive biases have been linked to the subjective characteristics of VCs. Most precisely, many studies have shown that a common bias among investors is the similarity-attraction bias such that VCs’ evaluations improve when VCs and entrepreneurs share the same characteristics. As a result, it is likely that entrepreneurial experience plays a significant role in explaining biases in investment decisions. Overall, research points out the importance of entrepreneurial experience of both VCs and entrepreneurs, their interactions and the cognitive biases shaped by their respective experiences in explaining the investment decisions of VCs at the screening stage.

The purpose of this paper is to test a model predicting self-employment (SE) personal growth (learning opportunities and creativity) and SE exit intentions (exiting to work for someone else and exit likelihood) based on the job demands-resources model.

SEM was used to examine SE demands and resources, strain, and engagement predicting growth, exit intentions, job satisfaction, and life satisfaction. SE type (owners with employees and independent owners without employees) was a moderator variable. Data were analyzed from a national probability sample (n=464 self-employed respondents for whom SE was their primary work involvement), the National Study of the Changing Workforce.

Overall support for the model was found. Work–family conflict (demand) and work–family synergy (resource) had the strongest relationships with strain and engagement. Strain was positively related to both growth and exit intentions while engagement was inversely related to exit intentions but positively related to growth. The model was significantly different for business owners and independently self-employed.

These results provide guidance to researchers and educators regarding the challenges of self- employment engagement and strain with implications for selecting business types that minimize exit likelihood while maximizing work engagement and personal growth potential.

This study breaks new ground by testing a structural model of engagement and growth for self-employed individuals while also investigating two types of exit intentions. The authors report findings for growth and exit decisions that have received scant attention in the literature to date. Type of SE was a significant variable.

This chapter explores the complex intersection between students with disabilities and bullying prevention within educational settings. While bullying impacts all students, those with disabilities face unique challenges that make them more vulnerable to such experiences (Rose & Gage, 2016; Rose et al., 2011). By examining the underlying factors contributing to the heightened risk of bullying among students with disabilities, this chapter aims to provide a more comprehensive understanding of the issue. It delves into the specific ways in which students with disabilities are targeted and engage in bullying behaviors, such as through verbal, relational, or physical, and highlights the negative consequences on their overall well-being and academic performance. Moreover, this chapter examines existing interventions and strategies employed to prevent bullying among students with disabilities. It critically evaluates the effectiveness of individual, classroom, and school-wide interventions, highlighting the need for a comprehensive approach that addresses the unique needs and challenges faced by this subset of students. The importance of collaboration between educators, parents, and other stakeholders in implementing evidence-based practices is also emphasized. By promoting awareness, fostering inclusive school environments, and implementing targeted interventions, we can strive toward creating a safe and supportive atmosphere that enables students with disabilities to thrive academically and socially, free from bullying involvement.