Gig work and gig workers: An integrative review and agenda for future research

Gig workers have become an important component of the contemporary workforce and have generated extensive interest among researchers. The purpose of this article is to provide an integrative review of the literature on gig workers. Consistent with the more recent studies, we adopt a broad definition of gig work, which is characterized by the temporary nature of the work, project-based compensation, work flexibility, and non-membership in an organization. We first discuss the major themes in the literature based on an input–process–output framework. Specifically, we review what factors drive individuals to engage in gig work, how gig work impacts gig workers based on four theoretical approaches, and what outcomes individuals experience as a result of engaging in gig work. Based on the literature review, we highlight six future research agendas. We also discuss practical implications for gig workers, traditional organizations, digital labor platforms, and society.     

Multilevel outcomes of creativity in organizations: An integrative review and agenda for future research

Employee creativity is critical for an organization's innovativeness and survival in today's competitive business environment. As such, scholars have devoted significant attention to the predictors of employee creativity, seeking to understand how to best increase employees' creative output. However, employee creativity may not always translate into organizational innovation and performance. In fact, employee creativity may result in various outcomes for creative individuals, their coworkers, teams, and organizations. While there have been several integrative reviews on the antecedents of creativity, an in-depth review of the outcomes of creativity is still needed to gain a holistic understanding of the benefits and costs of employee creativity and identify fruitful areas for future research. Thus, we aim to provide a comprehensive multilevel examination of the theories, methods, and creativity-related constructs used to examine the outcomes of creativity. We also provide several theoretical and empirical opportunities for future research. This review may provide managers with knowledge of the pros and cons of employee creativity, enabling them to make informed decisions on how to better manage employee creativity.     

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.     

Self‐monitoring personality trait at work: An integrative narrative review and future research directions

In this narrative review, we provide an overview of the self‐monitoring literature as it applies to the workplace context. Our starting point to the review is a meta‐analysis of self‐monitoring literature published in 2002 by Day, Schleicher, Unckless, and Hiller. After providing an overview of the theoretical basis of self‐monitoring and its measurement, we present a summary of the broad literature on self‐monitoring to examine the implications of self‐monitoring for employees and organizations. Based on our review, we identify the main outcomes of self‐monitoring as well as findings of the literature treating self‐monitoring as a moderator. We provide evidence that self‐monitoring has potential downsides, which would benefit from further investigation. We conclude our review by identifying important potential future research directions.     

Entrepreneurial motivation: A review of the literature and an agenda for future research

Given the substantial impact that new ventures have on the global economy, understanding what motivates entrepreneurs is of both practical and theoretical importance. Although research on the nature, causes, and consequences of entrepreneurial motivation has grown rapidly, it has evolved in distinct theoretical silos that tend to isolate motives based on the phase of business development (e.g., initiation, growth, and exit) rather than acknowledge that individuals often traverse all these phases and experience multiple types of motivation throughout their entrepreneurial journey. To advance the study of motivation in the fields of entrepreneurship and organizational behavior and provide a means through which these advancements can contribute to our understanding of how motivation drives the start-up, growth, and exiting of businesses, we organize and review the extant literature on entrepreneurial motives based on the phases of the new venture process. In doing so, this article develops a roadmap of the current state of entrepreneurial motivation research and its nomological network and provides suggestions to guide future research in extending our understanding of motivation in the entrepreneurship domain as well as in traditional organizational settings.     

The relentless pursuit of perfectionism: A review of perfectionism in the workplace and an agenda for future research

The pursuit of perfectionism resonates with many individuals across workplaces resulting in a recent flurry of research on the topic. Although extant research has examined the costs and benefits of perfectionism at work, these efforts are scattered across multiple disciplines and utilize varying conceptualizations. As a result, we lack a coherent understanding of how perfectionism influences work behavior. To address this issue, we integrate the nascent but fragmented perfectionism at work literature, including both empirical findings and theoretical perspectives. We introduce and discuss a future research agenda that addresses not only the need to broaden understanding of perfectionism's antecedents, processes, and boundary conditions but also its multilevel applications and methodological limitations. Our review will enable organizational scholars to develop a deeper understanding of how perfectionism renders its influence in the workplace.     

Moral emotions: A review and research agenda for management scholarship

By discussing “families” of moral emotions, we synthesize and review the moral emotions literature in an effort to advance organizational scholarship. First, we broadly discuss “what constitutes a moral emotion?” Second, we critically examine each family of moral emotions. We discuss key controversies and debates, particularly in terms of construct overlap, and provide recommendations. Third, we review scholarly work on each family of moral emotions in the workplace and offer ideas for future research. Finally, in our general future directions, we discuss a range of theoretical perspectives that can be used to advance the moral emotions literature in the management field.     

Understanding organizational diversity management programs: A theoretical framework and directions for future research

With the changing demographic composition of the workforce, managing diversity in organizations is an important organizational function. Organizations have employed varying approaches to diversity management (DM), resulting in varying organizational outcomes. Meanwhile, researchers have called for more theoretical development within the DM area. We present a framework rooted in social and cross‐cultural psychological research, to foster theory development and empirical testing in the area of DM. We also derive several propositions to guide future research on DM and note some boundary conditions that suggest research opportunities of their own. Our framework contributes a theoretical conceptualization that enhances our understanding of organizations' DM efforts, integrates current typologies, and suggests new directions of inquiry for management scholars as well as guidelines for practitioners in the area. Copyright © 2012 John Wiley & Sons, Ltd.     

Pedestrian falls: A review of the literature and future research directions

IntroductionPedestrian falls (PFs) – falls in public spaces without collisions with other road users – are a significant cause of serious transport-related injuries, amounting to three-quarters of all pedestrians admitted to hospital.MethodsThis scoping review examined peer-reviewed research on PFs published between 1995 and 2015. Electronic databases (Scopus, SafetyLit, and PubMed) were used to find studies identifying PFs or outdoor falls (the latter also including falls in gardens).ResultsWe identified only 28 studies reporting relevant information on PFs (i.e., 15 prospective, 10 retrospective, and 3 intervention studies). The results show that more walking is related to a lower risk of PFs. Older people, especially older women, have a higher risk of (injurious) PFs. Outdoor fall victims have equally good or better health characteristics and scores on balance tests compared to those who have not experienced such falls. Road factors such as uneven surfaces, busy junctions, stairs, and slippery surfaces seem to play an important role in PFs, but much of the research on these factors is of a qualitative nature.ConclusionsPF victims are generally in good health (apart from normal age-related problems) but at risk due to road factors.Practical applicationsWe recommend to adopt a human factors approach. The road system should be adapted to human capabilities and limitations including those of pedestrians. Measures such as preventing uneven surfaces and good winter maintenance seem to be effective. However, we advise more quantitative research on road factors to inform design guidelines and standards for public space authorities given the qualitative nature of current research on road factors.     

Human resource management systems and work attitudes: The mediating role of future time perspective

This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 employees of 76 business units, provide evidence that HRM systems have (i) direct effects on employees' FTP and (ii) indirect effects on job satisfaction and organizational commitment via FTP. In addition, three HRM bundles' (i.e., knowledge, skills, and abilities enhancing; motivation enhancing; and opportunity enhancing) corresponding indirect effects are explored. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.     

Beyond demographic identities and motivation to learn: The effect of organizational identification on diversity training outcomes

There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic-based identities and motivation to learn across two samples of employees involved in diversity-related training at their employing organizations. Organizational identification predicted unique variance in voluntary participation in diversity training, diversity training-related knowledge application, motivation to transfer diversity training, and diversity training-related organizational citizenship behavior intentions. Research and practitioner implications are discussed based on our findings.     

Team mental models and their potential to improve teamwork and safety: A review and implications for future research in healthcare

The importance of team mental models (TMMs) - team members’ shared and organized understanding of relevant knowledge - for teamwork and team-performance, particularly in high-risk industries, has been recognized for almost two decades. In healthcare, however, systematic investigations on the influence of TMM on teamwork and team-performance had yet to be conducted at the time of this review, despite many authors considering the concept to be useful for medical teams. The lack of measurement procedures appropriate for settings as complex and dynamic as, for example, the operating room, represents a major obstacle for empirical research in healthcare. We systematically reviewed empirical studies on TMMs aiming to identify methods that could be applied in healthcare. In particular, we analyzed the methods used, and situations in which TMMs have been investigated. The reviewed studies were sorted according to task and team characteristics. We discuss the results of this review with regard to characteristics of healthcare teams including anaesthesia teams and teams of ward nurses. Each of these examples represents a distinct teamwork setting (e.g. long- vs. short-lived teams) and hence requires a different approach to TMM measurement (e.g. focus on task-model vs. focus on team-model). Implications for study design, feasible measurement approaches, and questions for future research on TMMs in healthcare are discussed. In sum, our findings highlight the possible significance of TMM research in healthcare and its potential benefits for team-performance and, ultimately, patient safety.     

CDC's research portfolio in older adult fall prevention: a review of progress, 1985-2005, and future research directions

PROBLEM: Falls are a leading cause of mortality and morbidity among adults age 65 and older. Population models predict steep increases in the 65 and older population bands in the next 10-15 years and in turn, public health is bracing for increased fall rates and the strain they place on health care systems and society. To assess progress in fall prevention, the Centers for Disease Control and Prevention conducted a research portfolio review to examine the quality, relevance, outcomes and successes of the CDC fall prevention program and its impact on public health. METHODS: A peer review panel was charged with reviewing 20 years of funded research and conducting a SWOT (strengths, weaknesses, opportunities, and threats) analysis for extramural and intramural research activities. Information was collected from grantees (via a survey instrument), staff were interviewed, and progress reports and products were reviewed and analyzed. RESULTS: CDC has invested over $24,900,000 in fall-related research and programs over 20 years. The portfolio has had positive impacts on research, policies and programs, increasing the public health injury prevention workforce, and delivering effective fall prevention programs. DISCUSSION: Public health agencies, practitioners, and policy makers recognize that while there are some evidence-based older adult fall prevention interventions available, many remain unused or are infeasible to implement. Specific recommendations across the public health model, include: additional research in gathering robust epidemiologic data on trends and patterns of fall-related injuries at all levels; researching risk factors by setting or sub-population; developing and testing innovative interventions; and engaging in translation and dissemination research on best practices to increase uptake and adoption of fall prevention strategies. CDC has responded to a number of suggestions from the portfolio review including: funding translation research of a proven Tai Chi fall intervention; beginning to address gaps in gender, ethnic, and racial differences in falls; and collaborating with partner organizations who share in CDC's mission to improve public health by preventing falls and reducing fall-related injuries. IMPACT ON INDUSTRY: Industry has an opportunity to develop more accessible and usable devices to reduce injury from falls (for example, hip protectors and force reducing flooring). By implementing effective, evidence-based interventions to prevent falls and reduce injuries from falls, significant decreases in health care costs can be expected.     

Applying models of employee identity management across cultures: Christianity in the USA and South Korea

Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity management strategies. Risks of disclosure and pressure to assimilate related to more distancing and less affirming strategies when religious centrality was low, but nation served as a boundary condition for the moderating effects of religious centrality. Distancing strategies related to negative outcomes regardless of religious centrality, but affirming strategies only related to positive outcomes when religious centrality was low. We discuss how this work contributes to theoretical and practical understanding of identity management in the workplace and across cultures. Copyright © 2014 John Wiley & Sons, Ltd.     

Developing the injury prevention and safety promotion thesaurus,international English edition: An interdisciplinary tool for indexing and searching for research literature. Progress report 1

Introduction: Research relevant to injury prevention and safety promotion (IPSP) is conducted within more than 30 disciplines. A thesaurus under development identifies and clarifies important IPSP concepts from these disciplines and standardizes their corresponding terms.The primary function of the IPSP thesaurus will be as an indexing and search tool so that users can conduct online searches with satisfactory completeness but with a minimum amount of irrelevant material. Without this cross-disciplinary thesaurus, researchers may miss relevant information in parallel or disparate fields, which in turn may lead them to recreate information already developed or to miss important connections that could advance each discipline.Methods: The five-year development process involves (1) gathering candidate concepts and their terms by examining existing thesauri and glossaries, reviewing the archives of 30 professional journals, and analyzing search terms used by visitors to the SafetyLit website; (2) compiling the terms for IPSP-related concepts into a list with a categorical hierarchy; (3) convening panels of experts to advise the process and (4) publishing the final print and electronic versions of the thesaurus.Progress: This paper describes the overall project and its progress so far. We are currently working on compiling the structured list (step 2). To date, more than 8800 IPSP-related terms have been selected for inclusion. These terms are being defined and placed into a suitable taxonomic hierarchy created for this project.The paper also calls for additional expert panel member volunteers to provide their input.     

新体制下我国基层防震减灾工作研究——以天津市为例

为了深入分析和研究新体制下我国基层防震减灾工作的具体思路,采用文献检索、实地调研、对比分析等方法,对以天津市为代表的基层防震减灾工作机构的改革现状、工作特点和存在问题等进行分析研究,并结合工作实际,提出新体制下基层防震减灾工作管理体系框架,并有针对性地提出具体工作建议,研究成果对进一步加强应急管理新体制下的地震基层工作具有一定的实践指导意义。     

Sources of individual differences in interviewer effectiveness: A model and implications for future research

In response to recent suggestions that employment interview researchers adopt an idiographic approach focusing on differences in effectiveness across interviewers, this article proposes a model of sources of individual differences in interviewer effectiveness. The model is used as a framework for evaluating existing research. This review of the literature reveals individual differences across interviewers in a number of areas, but indicates that research has failed to examine adequately the possible sources of individual differences and their links to effectiveness. Suggestions for future research are offered.     

Subjective time in organizations: Conceptual clarification,integration, and implications for future research

Despite the rapid growth of organizational research on subjective time, the extant literature is fragmented due to a lack of conceptual clarification and integration of temporal constructs. To address this fragmentation, we synthesize temporal research from both organizational behavior and adjacent disciplines (i.e., strategy, entrepreneurship, and organizational theory) and introduce a framework that allocates temporal constructs according to their basic conceptual nature (trait–state) and level of analysis (individual–collective). We employed the Linguistic Inquiry and Word Count text analysis to determine the trait–state property of the constructs and a coding method to determine their level of analysis. This framework categorizes four generic types of subjective time: individual temporal disposition, individual temporal state, collective temporal state, and collective temporal disposition. We clarify the conceptualizations of the temporal constructs belonging to each of the four archetypes of subjective time and review their key findings in the organizational literature. Based on this integrative framework, we identify critical knowledge gaps in the current state of research and chart a future agenda with specific suggestions.     

Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior

Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other hand, are highly motivated to enhance how they feel about themselves and thus identify affectively with groups. Across three studies, we develop measures of cognitive and affective identification and then show that neuroticism is positively related to cognitive identification, whereas extraversion is positively related to affective identification. We also find that affective identification provides incremental predictive validity over and above cognitive identification in the prediction of organizational commitment, organizational involvement, and organizational citizenship behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

Thriving at work: Impact of psychological capital and supervisor support

Thriving at work is a positive psychological state characterized jointly by learning and vitality. Conventional wisdom and some initial research indicate that such thriving benefits both employees themselves and their organizations. This study specifically tests thriving at work by linking it to a theoretically important personal outcome variable (self‐development), refining its relationship with agentic work behaviors (task focus and heedful relating), and proposing and testing two new antecedent variables (psychological capital and supervisor support climate). Using structural equation modeling on a sample of 198 dyads (employees and their supervisors), strong support was found for the theory‐driven hypothesized relationships. The results contribute to a better understanding of positive organizational scholarship and behavior in general and specifically to the recently emerging positive construct of employees' thriving at work. Copyright © 2013 John Wiley & Sons, Ltd.