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Based on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.

Human resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.

Results indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.

Our findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.

The research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

This study aims to explore how the motivational construct of intrinsic motivation for an international assignment relates to variables of interest in international expatriation research.

Questionnaire data from 331 employed business school alumni of a high‐ranking Canadian MBA program was analyzed. The sample consisted of respondents from a wide variety of industries and occupations, with more than half of them in marketing, administration or engineering.

Higher intrinsic motivation for an international assignment was associated with greater willingness to accept an international assignment and to communicate in a foreign language. Externally driven motivation for an international assignment was associated with perceiving more difficulties associated with an international assignment. Intrinsic and extrinsic motivations for an international assignment were, however, associated with comparable reactions to organizational support.

Drawing from self‐determination theory, this study explores the distinction between authentic versus externally controlled motivations for an international assignment. It underscores the need to pay more attention to motivational constructs in selecting, coaching, and training individuals for international expatriation assignments. It extends a rich tradition of research in the area of motivation to the international assignment arena.

The purpose of this paper is to address the theoretical ordering of the associations between work hours, psychological demands, decision latitude, and psychological distress.

A mediation model, predicting that the association between long work hours and psychological distress is mediated by psychological demands and decision latitude, was tested with a representative sample of 7,802 individuals in full‐time paid employment surveyed by a government agency. Structural equation modeling was used and the full mediation model was replicated for subsamples of men and women. The analysis controlled for demographic variables, work characteristics and socioeconomic status.

As expected, decision latitude is associated with less and psychological demands with more psychological distress. Long work hours are associated with more decision latitude and psychological demands. The association between long work hours and psychological distress is mediated by psychological demands and decision latitude. The mediation process was supported in male and female sub‐samples.

Considering the weak associations between work hours and psychological strain reported in previous research, the findings of this study support new theorizing about this association. Accordingly, long work hours may be viewed as a distal variable influencing the duration of exposure to psychological demands. The study reported here also underscores the need to further investigate the positive consequences of long work hours within the context of psychological contracts.

This is one of the few studies that conceptualize work hours as something other than an occupational risk factor or as a job demand with a direct impact on psychological strain. It thus provides a new basis for thinking about the process through which long work hours may influence psychological strain.

This study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient identity domains. The aim of the study is to integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion.

Using a questionnaire methodology, data were obtained from full‐time, permanent, human resource professionals from multiple organizations.

As predicted, the lack of verification that occurs when an employer denies a professional the opportunity to engage in the responsibilities associated with a salient role was associated with more emotional exhaustion. Moreover, in a way consistent with identity theory, both role prestige and affective commitment to the profession moderated this relationship, providing additional support for the identity‐relevant stress proposition.

Identity theory offers a valuable perspective for work stress research, one that appears to be especially applicable to highly professionalized occupations.

In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks.

A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations.

Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career success.

This study contrasted and tested two theoretical perspectives on career success. The mediated indirect association between person-organization fit and career success provided support for the rationale of the sponsored mobility model of social advancement. The direct association between external marketability and career success suggests that success can be achieved even without organizational sponsorship on the basis of expressions of one’s human capital.

Because the low participation rate of women in international management is problematic, this study seeks to identify which international mobility policies and practices appear to be most responsive to the needs of women. Based upon 337 responses to a questionnaire survey, the results show significant gender differences on five career‐related international mobility policies and practices. While career support has been recognized as an important condition of expatriate success, the study results suggest that this form of support is critical for encouraging women to accept international assignments. No significant gender differences were found on family‐supportive international mobility policies and practices. Financial support received generally high importance ratings by both women and men.

A model of knowledge creation was tested by analyzing the effects of early retirements on social capital, conditions for exchange and combination and social knowledge. The qualitative data obtained from nurses and head nurses from six care units in three hospitals reveal how early retirements shaped various aspects of social capital and the conditions for social capital development. Indications of variations in social knowledge were also evident in much of the data. Further evidence suggests that other management decisions and circumstances compounded the effects of early retirements on the dynamics of social knowledge creation.

The purpose of this study is to address two gaps in the existing literature. The first is why some team members have peers depend on them for material, information, and support (referred to as initiated task interdependence) more so than do others, ceteris paribus. The second is the appropriateness of initiated interdependence given a team's composition.

In an ex post facto field study, task interdependence in 267 members of 18 intact teams were examined. The teams worked on complex and inherently interdependent tasks in a high‐technology manufacturing organization.

Whether team members perceived initiated task interdependence was explained by the degree to which members themselves depend on their peers (received interdependence), team members' belief in the value of teamwork, and team members' self‐efficacy for teamwork. As predicted, both collectivism and past job performance were associated with self‐efficacy for teamwork. The relationship between initiated interdependence and individual effectiveness was moderated by the team's collectivist orientation, such that team members were considered relatively effective by their peers when they were high in initiated task interdependence and when their team was composed of collectivists; or when they were low in initiated interdependence and when their team was composed of individualists.

Although a one‐factor test suggests that common method bias is not an overriding concern in interpreting our findings, the possibility of common method bias inflating the associates tested cannot be rules out. Also, we cannot say with certainty that exogenous variables “caused” changes in endogenous variables.

Study findings suggest ways to resolve a lack of task interdependence and the importance of team composition when considering peer performance ratings.

This paper offers a significant contribution to the literature on task interdependence and person‐group fit.

This paper aims to examine the content domain of employee business awareness, individual non‐managerial employee realization, perception or knowledge of the employing organization's business environment as demonstrated when involved in decision making or problem solving.

Interviews with 20 employees from two organizations yielded 81 critical incidents in which employees participated in workplace decision making or problem solving beyond their immediate task environment. These were examined using interpretative analysis.

This inductive approach generated 35 indicators of EBA organized according to three themes: the external environment, business strategy, and business processes.

EBA may represent a valuable knowledge resource worthy of further study.

EBA is a new construct that presents opportunities for innovation in research and practice.