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Based more on practical (and contextual), rather than theoretical grounds, over time, job satisfaction came to be the work attitude of choice for many early researchers interested in studying the relationship between employee attitudes and efficiency. Surprisingly, research examining the basis for why this belief is practically nonexistent. This paper addresses this apparent void in the organizational literature.

First, a historical overview of the development of job attitudes is introduced. Second, incorporating important early, but now mostly forgotten, research on employee boredom, fatigue and customer satisfaction, a “missing link” explanation is presented for job satisfaction eventually becoming the “job attitude of choice” in organizational research.

Integrating early research from two long‐forgotten streams of organizational research, this paper provides a practical (and contextual) framework for why job satisfaction became the most widely used measure of happiness in the happy/productive worker thesis.

Future research endeavors on the happy/productive worker thesis might greatly benefit from an awareness of the important, but now mostly forgotten, stream of early research on worker well‐being.

This historical paper provides the reader with a better understanding of the contextual framework for how the fascination with job satisfaction developed over time.

The relationship between job satisfaction and performance is a topic that has been intriguing scholars and managers for a long time. With the flourishing of positive psychology, it has been called the happy-productive worker thesis. New concepts led to new results but still divergent. This study aims to understand the past 20 years of research on the topic, also called the holy grail of the organizational sciences, helping to unwrap conclusions so far.

Bibliometric analysis was performed with R statistical tool’s support, complemented by content analysis, based on studies from three major databases between 1999 and 2019. The empirical studies were analyzed according to the constructs used, shedding light on when the happy-productive worker thesis is more likely to be confirmed.

Results show a variety of constructs and instruments used to operationalize the constructs. This lack of convergence accounts for a large part of the general inconclusiveness of the topic. Indicated research gaps can be useful to both academics and practitioners.

Only studies declared as related to the happy-productive worker thesis were considered.

Managers can benefit from considering the findings as a basis for decision-making regarding investments in employee happiness at work, focusing on the aspects of happy constructs that lead to productive criteria.

The application of mixed methods, complementing the bibliometric with thorough content analysis, provided a more detailed overview of current knowledge about the topic, helping to disentangle different concepts that were treated as similar. Thus, it is possible to understand in which situations happy workers are really more productive.

The need to maintain up-to-date technological skills despite an aging workforce makes it imperative that organizations increasingly focus on retraining older employees. This article develops an adult career model based on the acquisition of technological skills and gradual skill obsolescence. The model suggests the importance of retraining and provides practical implications to the development of retraining programs. Suggestions for future research are also offered.

This study used a convenience sample (N = 387) aggregated from several Japanese worksettings to replicate results obtained with the phase model of burnout in a substantial number of studies in North American loci. At several levels of analysis, the results of the present replication support the generic character of the phase model and its components. Thus Japanese respondents psychologically structure the items of the Maslach Burnout Inventory used to estimate individual scores on three subdomains of burnout in much the same ways as two large batches of U.S. respondents. These subdomain scores—depersonalization, personal accomplishment, and emotional exhaustion—are combined to generate assignments of Japanese respondents to phases of burnout. Moreover, the phase assignments covary significantly with a panel of marker variables, which are similar or identical to variables used in North American studies. Basically, as the phases progress I → VIII, individuals report worsening scores on all 6 marker variables—job involvement, number of health symptoms, helplessness, job satisfaction, job tension, and self‐rated productivity. The pattern of results is similar to that in almost all North American studies using the phase model. Japanese respondents get assigned to the three most advanced phases of burnout in markedly greater proportion than North American respondents. In comparison to most of its counterparts, the present study accounts for a smaller proportion of variance between the phases and marker variables.

This study investigates the role of personality disorders in the context of counterproductive knowledge behavior.

Data were collected through a survey administered to 120 full-time employees recruited from Amazon’s Mechanical Turk. Personality disorders were measured by means of the Millon Clinical Multiaxial Inventory-IV.

Personality disorders play an important role in the context of counterproductive knowledge behavior: employees suffering from various personality disorders are likely to hide knowledge from their fellow coworkers and engage in knowledge sabotage. Of particular importance are dependent, narcissistic and sadistic personality disorders as well as schizophrenic and delusional severe clinical syndromes. There is a need for a paradigm shift in terms of how the research community should portray those who engage in counterproductive knowledge behavior, reconsidering the underlying assumption that all of them act deliberately, consciously and rationally. Unexpectedly, most personality disorders do not facilitate knowledge hoarding.

Organizations should provide insurance coverage for the treatment of personality disorders, assist those seeking treatment, inform employees about the existence of personality disorders in the workplace and their impact on interemployee relationships, facilitate a stress-free work environment, remove social stigma that may be associated with personality disorders and, as a last resort, reassign workers suffering from extreme forms of personality disorders to tasks that require less interemployee interaction (instead of terminating them).

To the best of the authors’ knowledge, this work represents one of the first attempts to empirically investigate the notion of personality disorders in the context of knowledge management.

This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender.

Survey data were collected from 193 employees working in different organizations in Pakistan.

Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men.

Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB.

This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

July 21, 1966. Negligence — Contributory negligence — Plaintiff workman crushed by guide car in steelworks — Movement of car without warning after plaintiff discharged from car to repair another vehicle —Car driver's admitted negligence — Plaintiff's assumption that guide car would not be moved — Whether assumption justified — Whether failure to keep a proper look out — Whether contributory negligence. Damages — Quantum — Semi‐paraplegic — Grave injuries to lower part of body — Plaintiff fit for light work and mobile — Proper amount of damages.

This study describes and explains the ways in which three urban cultural institutions/museums provide opportunities to students for learning in the social studies. Through interviews, observations, and a content analysis of museum-produced materials, I examine the opportunities for various audiences (elementary, middle, and high school students) to engage with, and utilize, museum resources to facilitate meaningful social studies learning. This article includes a discussion of state standards, field trips, and use of technology to engage social studies learners. This study has implications for both classroom and museum-based educators.

In a study of catalog and mail‐order houses, both perceptual and objective measures of risk supported the U‐shaped risk‐return association proposed by Fiegenbaum and Thomas. Results also supported prospect theorists contention that there is a steeper slope for firms below the target performance. Unlike the prediction by prospect theory that steeper slopes exist around the referent point, steeper slopes were found in the outermost tertiles.

This commentary aims to reveal how a steering committee has effectively responded to advancing accessibility to harm reduction resources, hepatitis C virus (HCV) policy and health strategies within adult prison settings in New South Wales (NSW).

By reviewing the audit approach taken by the of the Justice Health and Forensic Mental Health Network and Corrective Services New South Wales Harm Reduction Reference Group (JHFMHN/CSNSW HRRG), this commentary emphasizes the committee’s success in identifying contemporary harm reduction issues that affect people in custodial settings. This commentary is a compilation of data gathered through the 2018 JHFMHN/CSNSW HRRG audit and corresponding program materials. Conclusions regarding the effectiveness of the working group’s audit were drawn by critically appraising the JHFMHN/CSNSW HRRG’s Final Audit Report (JHFMHN and CSNSW, 2018) with reference to current harm reduction literature.

The HRRG has provided leadership, professional representation and strategic advice on the development, implementation, monitoring and evaluation of best practice harm reduction strategies in prison settings. The HRRG developed and maintained networks and information exchange between the state-wide HCV health network, corrections services and the NSW harm reduction sector at large. Public health partnerships and advocacy that involve all key players, such as the HRRG, will continue to be crucial to remove barriers to enhancing HCV harm reduction measures especially in NSW prison settings.

Strategies such as primary prevention and treatment can mitigate the spread of HCV in the custodial system. This audit of access to harm reduction resources was conducted on behalf of the diverse group of professionals, scholars and stakeholders comprising the HRRG. This audit and other advocacy efforts of this committee can facilitate future access to quality healthcare and the necessary policies required to support a healthier prison population at large.

Collaborating with health authorities, researchers and social service workers can enable prison health-care systems to be guided by wider health workforce programs and public health standards. This collaboration can reduce the professional isolation of custodial health-care staff and promote a balanced approach to harm reduction policies by ensuring an equitable focus on both health and security imperatives.