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Drawing on the model of proactive motivation, the purpose of this paper is to examine how transformational leadership influences followers’ voice behavior through three proactive motivation states, namely, “reason to,” “can do” and “energized to.” It also examines the moderating role of followers’ proactive personality in the relationship between transformational leadership and employee voice.

The online survey was distributed through Qualtrics using a two-wave design. In total, 1,454 participants completed the survey at Time 1, of those 447 also completed the survey at Time 2.

Transformational leadership influences employee voice via followers’ promotion focus, role-breadth self-efficacy and affective commitment. Followers’ proactive personality attenuates the impact of transformational leadership on voice, supporting the substitute for leadership hypothesis.

Self-reported data are the main limitation of the present study. Other limitations include treating employee voice as a unidimensional construct and oversimplifying the impact of positive affect on voice.

The present study suggests that training managers to demonstrate more transformational leadership behavior, enhancing employees’ proactive motivation and hiring proactive individuals are strategies to facilitate employee voice.

The present study contributes to a better understanding of employee voice from a proactive motivation perspective. It also demonstrates that followers’ proactive personality is important “boundary condition” to transformational leadership.

The authors tested whether the effect of alcohol consumption during work hours on workplace aggression was influenced by the combined impact of individuals' job insecurity and love of the job.

The authors employed a time-lagged design whereby 325 working adults (166 men; 159 women) provided data at two time points. Respondents were asked to report their typical alcohol consumption volume in a workday, the extent to which they loved their job, and how insecure they felt about their job. Approximately one week later, respondents completed a workplace aggression measure.

A substantial positive relationship was observed between the volume of alcohol consumed during work hours and the likelihood of aggressive acts. Beyond this preliminary finding, the authors found evidence for a three-way interaction. It appears that the fear of losing a beloved job creates a condition under which the drinking-aggression relationship is particularly strong.

Besides formal rules deterring alcohol consumption during work hours, managers may look to implement measures that nurture a sense of job love and job security, which can be beneficial in preventing aggression resulting from drinking in the workplace.

By examining alcohol consumption during a typical workday, the study captures the contextual and proximal effects of drinking, which are often not observed in workplace-focused studies that operationalize alcohol consumption in general terms. The findings also suggest that if employees who drink during work hours are afraid of losing the job they love, a particularly stressful situation is created in which workplace aggression is more likely to happen.

One significant trend in human resource practice that dominated the 1990s was the move away from traditional, full-time employment toward a variety of different forms of alternative work arrangements. Accompanying this trend was a growing concern about the effects of alternative forms of work for well being. We first review the different forms of alternative work arrangements, which vary in terms of temporal, numerical and locational flexibility. Thereafter, the effects of different forms of alternative work arrangements (e.g. part-time employment, job-sharing, outsourcing) on psychological and physical well being, and occupational safety and health are evaluated. We conclude by noting that alternative work arrangements do not necessarily exert uniformly negative effects on well being. Instead, the importance of the volitionality with which individuals assume alternative work arrangements must be considered: When individuals choose such arrangements because they want to, any potential negative effects are minimized. In contrast, when individuals assume such work arrangements because of a lack of perceived alternatives, there is a greater risk for negative effects. Finally, the need for future research which more rigorously accounts for the conceptual differences across alternative work arrangements is noted.

We introduce the construct of loving one's job as an overlooked, but potentially informative, construct for organizational research. Following both empirical findings and theoretical developments in other domains we suggest that love of the job comprises a passion for the work itself, commitment to the employing organization, and high-quality intimate relationships with coworkers. We also suggest that love of the job is a taxonic rather than a dimensional construct – one either loves their job or does not. In addition, we propose that loving your job is on the whole beneficial to individual well-being. Within this broad context, however, we suggest that loving one's job may buffer the effect of some stressors while at the same time increase vulnerability to others. These suggestions provide some initial direction for research focused on the love of one's job.

In our 8th volume of Research in Occupational Stress and Well Being, we offer eight chapters that examine theoretical, conceptual, and methodological advances to job stress research. Our lead chapter, by Christopher Rosen, Chu-Hsiang Chang, Emilija Djurdjevic, and Erin Eatough, provides a thorough review of conceptual and empirical research examining occupational stress and performance. They review and critique theories that help to explain the workplace stressor–performance relationship and they develop an eight-category taxonomy of workplace stressors. Finally, they evaluate how well contemporary research has dealt with limitations and weaknesses previously identified in earlier research.

Julian Barling received his PhD in 1979 from the University of the Witwatersrand (South Africa) and is currently associate dean with responsibility for the graduate and research programs. Julian is the author/editor of several books, including Employment, Stress and Family Functioning (1990, Wiley) and The Psychology of Workplace Safety (1999, APA). He is senior editor of the Handbook of Work Stress (2005, Sage) and the Handbook of Organizational Behavior (2008, Sage), and he is the author of well over 150 research articles and book chapters. Julian was formerly the editor of the Journal of Occupational Health Psychology. In 2002, Julian received the National Post's “Leaders in Business Education” award and Queen's University's Award for Excellence in Graduate Student Supervision in 2008. He is a fellow of the Royal Society of Canada, SIOP, APS, and the European Academy of Occupational Health Psychology. He is currently involved in research on leadership, work stress, and workplace aggression.

In this, the exciting first volume of a three-volume edited collection, you will be taken on a gender-focused adventure through action cinema's formative years. Through a series of in-depth case studies and analysis, each chapter focuses on the way that gender has been discussed in such films as the Mad Max franchise, sword and sorcery films, and the Angel trilogy. There are character case studies, including Ellen Ripley in Aliens, Sharon Stone in her ground-breaking work as femme fatale, Arnold Schwarzenegger and Keanu Reeves. We also take you on a journey through the action cinema of Wong Kar-Wai and Action Women in Colombian national cinema. The collection even takes you into the gendered dinosaur world of Jurassic Park. Whilst Action Cinema has often been derided, it has also been celebrated. We hope that this edited collection will make you want to revisit the action movies of the past, whilst we open them up to brand new interrogations.

Unlike Joss Whedon's cult series Buffy the Vampire Slayer (1997–2003), Angel (1999–2004) and Firefly (2002–2003), Dollhouse (2009–2010) is largely considered to be both a critical and commercial failure. Dollhouse is often dismissed as Whedon's worst television series, with critics citing their discomfort and disgust in watching hero Echo's (Eliza Dushku) repeated exploitation. Unlike other popular acclaimed TV series featuring a female action hero like Xena: Warrior Princess (1995–2001), Alias (2002–2006) and Nikita (2010–2013), the hero of Dollhouse is not empowered from the series' outset, but rather she slowly comes to her power and agency due to various traumatic and violent experiences. This chapter argues that Dollhouse stages a reworking of the cinematic female action hero figure by delaying empowerment and forcing the audience to linger in the hero's lack of agency. Dollhouse enables an unpacking of the female action hero popularised in films like Terminator 2: Judgement Day (1991), Long Kiss Goodnight (1996), The Fifth Element (1997) and the Alien franchise (1979, 1986, 1992, 1997). By exposing the mechanics of hero-creation, Dollhouse forces viewers to consider how heroes are made and who is exploited in the process. As such, this chapter considers Dollhouse as an intervention into the female action hero film and television cycle through an analysis of how the series adheres to and subverts the tropes of the cycle.