Identity accumulation,others' acceptance,job‐search self‐efficacy,and stress

This study examines identity accumulation, others' acceptance of one's aspired self, work role salience, and job‐search self‐efficacy in relation to job stress. One hundred and eighty insurance agents working in six branches of an international assurance company completed self‐report questionnaires. Results indicate that identity accumulation and others' acceptance have direct, significant, and negative relationships with job stress. Job‐search self‐efficacy is found to be effective in moderating the relationship between work‐role salience and job stress. Implications and limitations of the study are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

The Janus face of paternalistic leaders: Authoritarianism,benevolence, subordinates' organization‐based self‐esteem,and performance

We investigated how the two components of paternalistic leadership, namely authoritarianism and benevolence, jointly influenced work performance through their impacts on organization‐based self‐esteem (OBSE). Using a sample of 686 supervisor–subordinate dyads collected from a manufacturing firm in the People's Republic of China, we found that OBSE mediated the negative relationship between authoritarian leadership on one hand and subordinate task performance and organizational citizenship behavior toward the organization (OCBO) on the other. We also found that the negative effect of authoritarian leadership on subordinate OBSE, task performance, and OCBO was weaker when supervisors exhibited higher levels of leader benevolence. Also, OBSE mediated the joint effect of authoritarian leadership and benevolent leadership on subordinate task performance and OCBO. Copyright © 2012 John Wiley & Sons, Ltd.     

Client–project manager engagements,trust, and loyalty

This study addresses the behaviors of project managers under various conditions of cognitive and affective trust, and the implications for obtaining client loyalty. Theoretical foundations were drawn from interpersonal and interorganizational trust literature. A test of the proposed theoretical framework was conducted in a field setting utilizing a matched design of both project managers and their clients. The results show that reliable project performance positively impacted client loyalty intentions and service‐oriented OCBs positively impacted client secondary retention. An interaction showed that in low cognitive trust situations the project manager behavior of reliable project performance facilitated the obtainment of client loyalty intentions. Implications for research and practice are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

Bracketing team boundary spanning: An examination of task‐based,team‐level,and contextual antecedents

There is growing recognition that teams do not function in a vacuum and that external boundary activities are important predictors of team performance, effectiveness, and knowledge sharing. In the past, researchers have focused on the effects of team composition or task characteristics as antecedents of critical boundary spanning activities. However, less effort has been directed at understanding how antecedents at multiple levels can simultaneously influence boundary spanning behavior in teams. This paper takes stock of over 20 years of research on the topic of team boundary spanning. Adopting a “bracketing” approach etc., we develop a multi‐level theoretical model to guide future research on the determinants of team boundary spanning. This model specifies task‐based, team‐level, and contextual antecedents of team boundary spanning and outlines the contingencies shaping the emergence of effective boundary‐management behavior in teams. Copyright © 2008 John Wiley & Sons, Ltd.     

Beliefs about ‘improvability’ of career‐relevant skills: relevance to job/task analysis,competency modelling,and learning orientation

Based on data obtained from three samples of participants from both a work organization and a college setting, this paper addressed two major research objectives relevant to organizational behavior and applied psychology. First, we wanted to explore the nature of implicit theory of skill malleability in more detail than has been done before. This was done by drawing on KSAO dimensions from the task/job analysis literature, and examining linkages among: (a) task/job analysis; (b) implicit theories; and (c) competency modelling (an area in which there has been little empirical research). The studies found multiple factors of beliefs about KSAO improvability and showed a clear ordering of improvability beliefs (from most to least improvable) that follow predictions made in the Iceberg model of competencies. The present studies also found relationships between perceptions of KSAO importance and KSAO improvability, as well as evidence that this relationship is stronger for people who have been in a role/job longer, having had greater opportunity to observe critical KSAOs improve over time. A second major objective of the research was to explore improvability beliefs within a nomological network that would help to further establish the construct validity of the beliefs within the learning/development area. Using structural modelling, the improvability beliefs were tied to learning‐oriented concepts including self‐efficacy for learning and development, tendency to compare oneself to others when learning, as well as learning‐oriented attitudes and behaviors. The potential practical value of improvability beliefs is discussed, as are suggestions for future research. Copyright © 2003 John Wiley & Sons, Ltd.     

Weekly work–school conflict,sleep quality,and fatigue: Recovery self‐efficacy as a cross‐level moderator

This study employed a weekly diary method among a sample of 74 Midwestern college student workers in order to examine the within‐person relationships between work–school conflict, sleep quality, and fatigue over five weeks. Further, recovery self‐efficacy was proposed as a cross‐level moderator of the relation between sleep quality and fatigue. Results from multilevel analyses demonstrated that weekly work–school conflict was negatively related to weekly sleep quality and positively related to end‐of‐week fatigue, with sleep quality partially mediating the relation between work–school conflict and fatigue. These findings enhance understanding of the process by which work–school conflict contributes to college student workers' strain on a weekly basis. Additionally, student workers with low recovery self‐efficacy demonstrated a negative relation between sleep quality and fatigue; however, this relation did not exist for student workers with high recovery self‐efficacy. This finding suggests recovery self‐efficacy as an important resource that may reduce the association between poor sleep quality (as a result of work–school conflict) and fatigue. The current findings provide important theoretical and practical implications for researchers, organizations, and college institutions as a whole. Copyright © 2014 John Wiley & Sons, Ltd.