The more I want,the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation,depressive mood states,and citizenship behavior

Research has emphasized the negative effects of organizations' broken promises and failed obligations on employee attitudes and behaviors. However, not all employees respond in the same manner. This paper integrates research on psychological contracts and psychological entitlement to examine how individuals with exceedingly high demands and expectations react to a perceived letdown by the organization. Drawing on conservation of resources theory, we argue that a psychological contract violation is associated with employee depressive mood states, which, in turn, influence the amount of citizenship behavior displayed. We further posit that psychological entitlement moderates the link between contract violation and depressive mood states. Using Hayes' PROCESS macro to assess a moderated mediation model, findings from a multi‐source field study support our predictions. This research contributes to the work on psychological contracts and psychological entitlement on multiple fronts. Suggestions for future research and practical implications for managers are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

An empirical examination of the role of attributions in psychological entitlement and its outcomes

Psychological entitlement refers to the phenomenon in which individuals consistently believe that they deserve preferential rewards and treatment, often with little consideration of actual qualities or performance levels. This study examines the influence of psychological entitlement on workplace outcomes, using attribution theory to explain its effects. Results suggested that entitlement perceptions are positively associated with self‐serving attribution styles and that diminished need for cognition mediates this relationship. Self‐serving attribution styles, in turn, were associated with reduced job satisfaction and increased levels of conflict with supervisors. A direct positive relationship between psychological entitlement and turnover intent was also observed. Overall, results suggest that an attributional perspective is useful in explaining and understanding the influence of entitlement perceptions on workplace outcomes. Copyright © 2008 John Wiley & Sons, Ltd.     

Gainsharing and women's and men's relative pay satisfaction

There is some evidence that women have equal or higher pay satisfaction than similarly situated men, even though they may earn less than these men. Using Major's (1994) model of entitlement, this study examined gender differences in pay satisfaction in two companies before and after gainsharing bonus programmes were introduced. Results indicated that women had higher pay satisfaction than men prior to the introduction of gainsharing and there was some evidence that this difference was greater among lower‐paid employees. Women did not exhibit higher pay satisfaction after gainsharing was introduced. The potential association of gainsharing with changes in female–male pay satisfaction is discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Editorial safety science special issue road safety management

The articles presented in this Special Issue on Road Safety Management represent an illustration of the growing interest in policy-related research in the area of road safety. The complex nature of this type of research combined with the observation that scientific journals pay limited attention to this type of research was the background for SWOV Institute for Road Safety Research in the Netherlands to organise a workshop on Scientific Research on Road Safety Management. This workshop generated a lot of attention in the road safety research community as well in the policy making community, and it was decided – in addition to the nine articles based on the presentations at the workshop – to include another seven articles which are considered of relevance for the chosen topic of this special issue.     

Survival versus traditional methodologies for studying employee turnover: differences,divergences and directions for future research

Despite initial enthusiasm for using survival analysis techniques to gain new insights into employee turnover, nearly one decade later hardly any studies based on survival methodologies are evident in the literature. Consequently, the potential for survival analysis to open new avenues in turnover research remains unassessed, and the need for research on this topic is readily apparent. In this study, survival analysis methods were compared with those inherent in ‘traditional’ turnover research. Results indicated significant divergences between these two methods. The traditional turnover methodology reproduced findings characteristic of the vast majority of research on this topic—job withdrawal intentions emerged as the sole predictor of employee turnover behavior. In contrast, continuance commitment and ethnicity were directly predictive of turnover behavior using survival analysis methods. Implications of these results and directions for future research are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

6th National Occupational Injury Research Symposium: Advancing Occupational Injury Research Through Integration and Partnership

IntroductionThe National Occupational Injury Research Symposium (NOIRS) is the only regularly held forum exclusively dedicated to occupational injury research and prevention.MethodThe 2015 conference theme, advancing occupational injury research through integration and partnership, shaped the conference and is reflected in articles selected for this special issue.Results' ConclusionThe 6th NOIRS, held May 19–21, 2015, brought together more than 250 researchers, occupational safety practitioners and students to share and discuss occupational injury research. Articles in this special issue highlight some of the research presented at the conference, reflect multiple scientific disciplines and approaches, cover a breadth of occupational injury causes and worker populations, and provide examples of research advanced by partnerships.Practical ApplicationsThe next NOIRS, tentatively scheduled for 2018, will build upon the theme of integration and partnership as well as feedback from conference attendees.     

Workplace incivility: A review of the literature and agenda for future research

A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.     

Not if,but when we need resilience in the workplace

Workplace resilience is a necessity for organizations and employees given it assists them in overcoming adversity and ultimately succeeding. However, organizational scholars have largely overlooked this construct. In this Incubator, we briefly summarize extant research on workplace resilience to highlight opportunities for theory building and advancement of empirical research. Copyright © 2015 John Wiley & Sons, Ltd.     

He thought,she thought: The importance of subjective patterns to understanding team processes

Teams are often described using the mean and variance of their member's characteristics. Recently, research has advanced this paradigm by beginning to explore the importance of patterns of team member perceptions regarding themselves, their teammates, and their teams. We highlight this work and suggest several directions for future research. Copyright © 2016 John Wiley & Sons, Ltd.     

Dimensions,antecedents, and consequences of workaholism: a conceptual integration and extension

While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement issues, directions for future research, and implications for management practice are discussed as well. Copyright © 2006 John Wiley & Sons, Ltd.     

A critique on neuroscientific methodologies in organizational behavior and management studies

Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Risk analysis in research environment – Part II: Weighting Lab Criticity Index using the Analytic Hierarchy Process

A new methodology for risk analysis, namely Laboratory Assessment and Risk Analysis – LARA, is proposed in the companion paper to assess risks in research/academia environment. The core of this methodology relies on defining the adequate role player factors to assess risks in research environment and their mathematical combination to quantify and assess the risk. Quantitative outcome of the analysis results in a Lab Criticity Index – LCI, constructed as a rather comprehensive function of probability, severity, risk worsening factors, research specificities and Hazard Detectability. Even though the LCI model can be used at this stage, its “surjective” and “linear” properties were outlined; the non differentiation between LCI factors remains to be solved.The present article addresses this problematic, bringing a solution based on a Multicriteria Decision Making – MCDM modeling, namely Analytic Hierarchy Process – AHP. This leads to a refined criticity index being “bijective” and unique for every combination of factors.A preliminary risk assessment based on the LARA methodology is discussed for a research lab working with lasers.     

Two (or three) is not equal to one: Multiple jobholding as a neglected topic in organizational research

The objective of this Incubator is to stimulate research in the area of multiple jobholding (MJH), a long‐neglected topic in organizational behavior. We first discuss the prevalence of, and motivation for, MJH and then discuss possible dangers and benefits of MJH. Throughout, we discuss ideas for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Cultural diversity recomposition and effectiveness in monoculture work groups

In this article, we discuss different types of cultural diversity recomposition that can occur in monoculture work groups. Several direct effect propositions are set forth about the impact of cultural diversity recomposition type on monoculture group effectiveness, as are several moderating effect propositions. We identify potential moderators that have not been explored in prior research and discuss the implications that each has for organizational behavior and practice. We then discuss some implications for future research. We conclude this article with a call for establishing a research agenda that will guide our thinking as we explore this topic in more depth. Copyright © 2005 John Wiley & Sons, Ltd.     

A call for longitudinal research in positive organizational behavior

After defining and providing the current status of psychological capital (PsyCap), we address the need to better understand its stability (i.e., state vs. trait). Specifically, we issue a call for longitudinal research. The balance of this “incubator” article examines the relevance, potential obstacles, and advantages of this design in meeting PsyCap's future research needs. Copyright © 2008 John Wiley & Sons, Ltd.     

Is “feeling good” good enough? Differentiating discrete positive emotions at work

Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has focused on general positive affect, thereby implying that all positive affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demonstrating the unique nature and correlates of specific positive emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotions—pride, interest, and gratitude—and offer propositions regarding their differential effects on relevant workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strategies and ideas to facilitate those endeavors. Copyright © 2014 John Wiley & Sons, Ltd.     

Backtracking and prospect on LNG supply chain safety

The safety issues of Liquefied Natural Gas (LNG) in production, storage, loading/unloading, transportation/shipping, and re-gasification have became a major concern, since an accident in the LNG industry would be very costly. Understanding the threat of LNG not only contributes to the process safety and reliability in the research and development (R&D) system, but improves the efficiency of loss prevention, fire protection and emergency responses. As of April 2019, in order to obtain the present status and trend of LNG safety research, basing 1122 documents of the Web of Science database about safety research of LNG as a data source, CiteSpace and VOS viewer were used for network knowledge map analysis. A comprehensive knowledge map of LNG safety field was obtained from several research aspects including scientific research power, research hot spots and trends, research knowledge base and frontier. According to the study results, the development of LNG safety research was divided into four stages from 1970s to 2019, China and South Korea made a lot of contributions, and the United States is the most influential. Among them, the research from 2005 to 2019 was the most representative. Current research results indicate that a combination of Formal Safety Assessment (FSA) methodology and Dynamic Procedure for Atypical Scenarios Identification (DyPASI) will fully identify risks; The PHAST and TerEx programs quickly define safety zones. Computational Fluid Dynamics (CFD) software package can provide accurate quantitative data for the study of LNG safety. Research on quantitative risk assessment (QRA) and LNG evaporated gas (BOG) has been a hot topic and trend in this field. The application of expansion foam in LNG accident mitigation covers most of the research content in this field, and the optimization of LNG liquefaction process has a great influence on this industry. As the international demand for LNG energy output increases, floating liquefied natural gas (FLNG) will have considerable development, and increasingly researchers attach vital importance to the safety of LNG offshore production integrated unit.     

Getting the ‘pulse’ of your employees: the use of cardiovascular research in better understanding behavior in organizations

Cardiovascular disease has severe consequences for both individual betterment and organizational health. Yet, organization‐based cardiovascular research remains quite limited. This commentary addresses this void by integrating research dating from the famous Hawthorne experiments with current medical science. It then suggests future organizational research on cardiovascular health and recommends use of specific composite cardiovascular measures to advance our understanding of the organizational implications of cardiovascular disease. Copyright © 2006 John Wiley & Sons, Ltd.     

Neuroscience and organizational behavior: Avoiding both neuro‐euphoria and neuro‐phobia

Organizational neuroscience has great promise for advancing organizational research and practice. The field, however, is developing rapidly and has also become the subject of technological and methodological challenges that must be considered when conducting or interpreting neuroscience research as applied to organizational behavior. We explore four issues we deem to be important in understanding the role of neuroscience in organizational behavior research: (i) neuroscientific research and reductionism; (ii) the need to address methodological and technological challenges in conducting this type of research; (iii) how neuroscientific research is meaningful in organizations (the “So what?” issue); and (iv) neuroscience as just another management fad. In addressing these issues, we hope to set out a roadmap that will enable organizational scholars to avoid past mistakes and thus serve to advance multidisciplinary research in organizational behavior using neuroscientific approaches. Copyright © 2014 John Wiley & Sons, Ltd.     

General and specific measures in organizational behavior research: Considerations,examples, and recommendations for researchers

Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article, we provide a review of this general issue and some specific recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role of researcher preferences, distinction between reflective and formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self‐evaluations, we first discuss how the general–specific debate has progressed in core self‐evaluations research. We then discuss three other important areas in which this debate has played out: intelligence, five‐factor model of personality, and job attitudes. Finally, we offer a framework to help guide decisions about whether to utilize general measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright © 2011 John Wiley & Sons, Ltd.