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The purpose of this paper is to provide an investigation of how different types of gig workers engage in the gig economy. Specifically, the authors distinguish between workers who view gig work as primary income (or not) and those workers who view it as a job (or not).

In total, 1,190 Mechanical Turk (MTurk) workers completed surveys across two studies examining whether types of workers differ based on demographic characteristics, utilization of MTurk, why they participate in the gig economy on MTurk (i.e. push and pull factors) and how this impacts life satisfaction.

Workers relying on MTurk as a primary income had lower incomes and spent more time completing large numbers of work units. This group of workers also reported fewer pull factors (e.g. enjoyment) as a reason for working in the gig economy and had lower levels of self-reported current and predicted future life satisfaction. Individuals who view MTurk as a job were more likely to treat MTurk like a job – engaging in online communities and having a regular work schedule. These workers were more likely to report pull factors (e.g. enjoyment and challenge) and did not differ on life satisfaction.

The current research contributes to our understanding of MTurk, one of the largest online platforms for gig work, as part of the diverse gig economy and highlights potential areas for future research.

The purpose of this paper is to describe common questionable research practices (QRPs) engaged in by management researchers who use confirmatory factor analysis (CFA) as part of their analysis.

The authors describe seven questionable analytic practices and then review one year of journal articles published in three top-tier management journals to estimate the base rate of these practices.

The authors find that CFA analyses are characterized by a high base rate of QRPs with one practice occurring for over 90 percent of all assessed articles.

The findings of this paper call into question the validity and trustworthiness of results reported in much of the management literature.

The authors provide tentative guidelines of how editors and reviewers might reduce the degree to which the management literature is characterized by these QRPs.

This is the first paper to estimate the base rate of six QRPs relating to the widely used analytic tool referred to as CFA in the management literature.

The purpose of this paper is to investigate whether the effectiveness of transformational leadership behaviors are moderated by a country’s cultural values and cultural practices.

The authors describe a meta-analytic review of the relationship between transformational leadership and employee performance (task performance and OCBs) using data from over 57,000 individuals, 215 samples and 34 countries. The authors examine whether this relationship is moderated by the cultural values and practices of the country in which the study was located – after first controlling for methodological factors.

The authors find that cultural values and practices moderate the transformational leadership – employee performance relationship such that the relationship is much stronger in countries whose culture is incongruent with transformational leadership.

Data were only available for 34 countries and it is unclear what role industry type and job type play in determining transformational leadership effectiveness or if these situational variables are confounded with culture. The findings call into question the generalizability of transformational leadership across countries and cultures.

The findings suggest that the value of transformational leadership behaviors may be limited in developed economies such as Western Europe and North America, while transformational leadership is most effective in Africa, the Middle East, South America and parts of Southeast Asia.

This is the first paper to examine the generalizability of transformational leadership across 34 countries and is by far the largest review ever conducted into the relationship between transformational leadership and subordinate performance.

Central to the fit concept is that congruence between individual and environmental attributes leads to improved outcomes. However, when discussing fit, researchers often describe congruence as alignment between distinctive or unique individual and environmental attributes. We suggest that current approaches to examining fit do not adequately account for this assumption of distinctiveness because they fail to consider normative expectations and preferences. As such, we propose an alternative theoretical and methodological approach to conceptualizing and measuring fit.

We introduce the normative theory of fit, outline how researchers can decompose fit into distinctive and normative components and identify areas for future research.

Management researchers have largely ignored the importance of decomposing fit into distinctive and normative components. This shortcoming necessitates additional research to ensure a more accurate understanding of fit and its relationship with outcomes.

We provide a clarification and critical examination of a pervasive construct in the field of management by introducing the normative theory of fit, identifying areas where researchers can employ this theoretical lens and suggesting a reevaluation of the importance placed on differentiation that is traditionally employed in practice.

The impact of stress on personal and work-related outcomes has been studied in the information systems (IS) literature across several professions. However, the cybersecurity profession has received little attention despite numerous reports suggesting stress is a leading cause of various adverse professional outcomes. Cybersecurity professionals work in a constantly changing adversarial threat landscape, are focused on enforcement rather than compliance, and are required to adhere to ever-changing industry mandates – a work environment that is stressful and has been likened to a war zone. Hence, this literature review aims to reveal gaps and trends in the current extant general workplace and IS-specific stress literature and illuminate potentially fruitful paths for future research focused on stress among cybersecurity professionals.

Using the systematic literature review process (Okoli and Schabram, 2010), the authors examined the current IS research that studies stress in organizations. A disciplinary corpus was generated from IS journals and conferences encompassing 30 years. The authors analyzed 293 articles from 21 journals and six conferences to retain 77 articles and four conference proceedings for literature review.

The findings reveal four key research opportunities. First, the demands experienced by cybersecurity professionals are distinct from the demands experienced by regular information technology (IT) professionals. Second, it is crucial to identify the appraisal process that cybersecurity professionals follow in assessing security demands. Third, there are many stress responses from cybersecurity professionals, not just negative responses. Fourth, future research should focus on stress-related outcomes such as employee productivity, job satisfaction, job turnover, etc., and not only security compliance among cybersecurity professionals.

This study is the first to provide a systematic synthesis of the IS stress literature to reveal gaps, trends and opportunities for future research focused on stress among cybersecurity professionals. The study presents several novel trends and research opportunities. It contends that the demands experienced by cybersecurity professionals are distinct from those experienced by regular IT professionals and scholars should seek to identify the key characteristics of these demands that influence their appraisal process. Also, there are many stress responses, not just negative responses, deserving increased attention and future research should focus on unexplored stress-related outcomes for cybersecurity professionals.

The impetus for this paper was the Channel 5 documentary Who Cares for Gary? and the combined efforts of the author, her family and friends to challenge practice within one of the units featured. The paper describes a fundamentally disruptive sequence of decisions and events in the life of the author's brother and affirms that the consequences of abuse and mechanisms to challenge it go beyond individual suffering.

Opioid substitution treatment (OST), such as Buprenorphine, has become a well-established evidence-based approach for the treatment of inmates with opioid use disorder (OUD) in most of the developed world. However, its application in Lebanon remains mainly as a community-based intervention. The purpose of this paper is to highlight the need of its implementation within the Lebanese correctional system.

The work is a pilot cross-sectional study that compares two groups: 30 male adult prisoners with OUD convictions receiving symptomatic treatment and 30 male adult community patients with OUD receiving Buprenorphine. The objective was to measure the difference in the patients’ general perception and satisfaction of the treatments available. OUD was diagnosed using the Diagnostic and Statistical Manual of Mental Disorders 5th Edition criteria and the level of satisfaction was measured by “Treatment Perceptions Questionnaire (TPQ).”

The prison group reported significantly lower satisfaction when compared to the community group (total TPQ mean scores: M=34.73, SD =4.12 and M=16.67, SD =4.78, respectively, with t (56.76) =15.68, p=0.000). Furthermore, age, marital status, education level and elapsed time in treatment had no significant interactions with the total TPQ score.

The major principles of the ethics of care and evidence-based safe practices will be proposed for the introduction of Buprenorphine to Lebanese prisons. This work provides an opportunity for the expansion of the Lebanese OST program and consequently other countries in the region could benefit from this experience.

This study aims to introduce a new cognitive style, dialectical thinking, to demonstrate how it can influence a leader’s impact on team conflict and employee performance. Specifically, this study intends to answer the research questions “whether and how leader’s dialectical thinking would influence employee performance” with conflict management perspective in the Chinese context.

Multilevel structural equation modeling was used to test the theoretical model with 222 employees in 43 teams from Chinese high-tech manufacturing firms.

The authors found that the leader’s dialectical thinking had positive relationships with employee creativity and in-role performance and that the relationships were mediated by the leader’s conflict management approach and team conflict in sequence.

Selecting, recruiting or promoting of leaders with a dialectical thinking style or providing training to enhance leaders’ dialectical thinking is important for facilitating team conflict management and employee performance.

This is the first empirical paper to introduce dialectical thinking into the leadership, conflict and employee performance literatures.