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Creativity, the development of a new product, idea, or problem solution that is valuable within the local context, is vital to innovating, problem-solving, and facilitating change. An individual's ability to be creative largely depends on whether their environment supports creative work. This study explores how academic library employees in the United States and Canada perceive their work environment to better understand whether current academic libraries facilitate creative work in relation to management practices, organizational motivation, resources, and outcomes. The study finds that academic libraries fall at or below the median in all four categories. [ABSTRACT FROM AUTHOR]

Evidence has been somewhat mixed on how telework affects job satisfaction, career advancement, and relationships with supervisors. Larger samples and better measures of telework and control variables, however, suggest that frequent telework increased satisfaction with jobs, advancement opportunities, fair treatment, supervisors, and co-workers in both the 2012–2015 and the 2020 Federal Employee Viewpoint Surveys. A quasi-experimental analysis shows that switching to frequent telework during the pandemic decreased turnover intentions. Employees now understand the benefits of teleworking. Supervisors must learn to communicate and monitor performance online in this new reality or face increased resistance and turnover. [ABSTRACT FROM AUTHOR]

The purpose of this study is to explore how strategic internal communication and the quality of employee – organization relationship (EOR) can reduce organizational conspiracy beliefs among employees and thus prevent the negative outcomes thereof in the workplace. Using a national survey (N = 810) of full-time employees in the United States, this study found that high-quality EOR based on two-way symmetrical communication with employees is likely to reduce the potential for conspiracy theories and, in turn, for turnover intentions in the workplace. This finding provides meaningful insight into how internal communication managers can mitigate negative employee outcomes that are closely associated with organizational conspiracy theories in the workplace, namely by practicing strategic internal communication and developing high-quality EOR. This study theoretically advances conspiracy theory research by offering a theoretical explanation for belief systems of conspiracy theories that also considers strategic internal communication and the quality of EOR. [ABSTRACT FROM AUTHOR]

Leveraging data on organizational social distancing initiatives (SDIs) this paper examines the link between SDI implementation and perceived organizational support (POS). The paper discusses and tests the intended beneficiary heuristic to help explain why and when employment practices may induce POS. We suggest that SDIs, involving various ways to separate employees to keep them safe, have the important secondary benefit of increasing employees' perception that the organization cares about their well-being and values their contributions. Using the intended beneficiary heuristic we argue that such favorable treatment as SDIs relates positively to POS most when employees attribute their implementation to the organization's concern for the welfare of employees. Results of two studies, a cross-sectional study with 121 employees in the United States and a longitudinal study with 103 employees in South Korea, indicate that SDIs were positively associated with employees' POS, which in turn improved their job satisfaction (Studies 1 and 2), affective organizational commitment, and organizational citizenship behavior (Study 2). The results also show that these relationships were stronger when employees perceived SDIs to be implemented to protect their welfare rather than as a means of protecting the organization. [ABSTRACT FROM AUTHOR]

This study proposes thriving at work as a vehicle for promoting employees’ mental health and aims to investigate how restaurants’ commitment to employees’ mental health is translated into their experience of thriving and how the mechanisms vary upon employees’ self-compassion. Using the convenience sampling method, the 431 responses from full-service restaurant employees in the United States were recruited from Qualtrics. Structural equation modeling, bootstrapping analysis, and multi-group analysis were used to analyze the collected data. The results contribute to thriving literature by highlighting the role of a psychosocial safety climate as a triggering factor, employees’ psychological resource as an underlying mechanism, and the moderating effect of personal resources on the process of thriving at work. [ABSTRACT FROM AUTHOR]

The extant research on deviant workplace behavior has mainly examined the consequences of such behavior from a "victim-centric" perspective, while ignoring the psychological and behavioral responses of the employees who engaged in it. Drawing upon moral cleansing theory, we adopt a "victimizer-centric" perspective and contend that employees experience moral deficits after engaging in deviant workplace behavior, which consequently lead to subsequent proactive behavior. We also propose that the indirect relationship between deviant workplace behavior and proactive behavior is contingent upon individuals' moral courage. Specifically, employees with high moral courage are more inclined to perform subsequent proactive behavior upon perceiving a moral deficit than those with low moral courage. Our hypotheses are supported by empirical data from an experimental study involving 128 participants in the United Kingdom (Study 1) and a multi-wave survey-based field study with a sample of 180 employees conducted in the United States (Study 2). Our research provides contributions to the literature on deviant workplace behavior by demonstrating how and when deviant workplace behavior can lead to subsequent compensatory behavior, as well as practical insights for both employees and organizations. [ABSTRACT FROM AUTHOR]

Extensive research indicates that enhancing employee satisfaction and motivation leads to improved organizational performance. Given the crucial role public managers play in delivering quality public services, ensuring their satisfaction becomes paramount. This study, based on survey data from approximately half a million U.S. federal government employees, explores the factors influencing public managers' job satisfaction and investigates whether managerial positions moderate these effects. The findings reveal that overall job satisfaction is positively impacted by satisfaction with both intrinsic and extrinsic job aspects, irrespective of managerial status. However, the influence of intrinsic and extrinsic factors on overall job satisfaction undergoes significant changes when a public employee assumes a managerial position. [ABSTRACT FROM AUTHOR]

An analysis of 201 academic sexual misconduct cases between 2017 and 2019 in which a United States university employee was named as alleged perpetrator showed that 80% were publicly broken by a legacy journalistic news outlet. The analysis demonstrates that journalism, especially local and student journalism, remains a successful method for exposing sexual misconduct of university employees. In 97 cases, news stories did not mention the #MeToo movement, indicating that cases were treated as a single person's "bad behavior" rather than as a systemic societal problem linked to rape culture. Student journalists' reporting, however, regularly linked individual cases to broader systemic issues in society, thus recognizing and contributing to a shift in public discourse on sexual misconduct. [ABSTRACT FROM AUTHOR]

The document discusses the identification of epidermal growth factor-containing fibulin-like extracellular matrix protein 1-derived amyloid deposition in a rhesus macaque. The study found amyloid deposits in the veins of multiple tissues in a 37.5-year-old male rhesus macaque, similar to findings in humans. The research suggests that AEFEMP1 amyloidosis may be an age-related condition in macaques and highlights the need for further investigation to understand its implications fully. [Extracted from the article]

This article discusses the impact of queer activism on the labor movement, particularly in relation to LGBTQ+ workers. It highlights the challenges faced by queer workers, such as low wages, harassment, and difficulty addressing grievances, and how they are turning to unions for support. The article emphasizes the importance of intersectionality and the specific challenges faced by queer workers of color and trans workers. It also addresses the impact of difficult working conditions on LGBTQ+ individuals, including their likelihood of turning to informal economies. The Covid-19 pandemic has further exacerbated economic disparities for LGBTQ+ workers. The article concludes by noting recent advancements in workplace anti-discrimination legislation in the United States and the support of labor organizations for these rights. However, there is concern that these rights could be undermined by employers' religious freedom, and anti-LGBTQ+ organizations have successfully passed laws that roll back queer rights. Queer self-organizing networks within labor have emerged, advocating for anti-harassment and anti-discrimination policies and greater recognition of queer issues within unions. Building alliances and coalitions between organized labor and LGBTQ+ justice movements is seen as crucial for achieving economic and sexual justice. [Extracted from the article]

This study contributes to the growing body of research identifying work ethic as an integral part of organizational performance. IT work in the U.S. is an essential component of the contemporary work environment as the dependency on technological resources increases. Relying on IT workers as respondents, this study examined multiple aspects of work ethic including changes in its aggregate level over time, differences across work environments, relationships with demographics, and the influence of organizational culture. Results suggest that work ethic is relatively stable over time and across demographic categories. Important relationships between work ethic and organizational culture are discussed and the relevance to the IT profession are supported. [ABSTRACT FROM AUTHOR]

Aim/Purpose: The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background: Since 2002, the United States Office of Personnel Management (OPM) has administered the Federal Employee Viewpoint Survey (FEVS), which measures employee perceptions of whether and to what extent successful organizational conditions exist in their agencies. Areas currently assessed within the FEVS include training, job satisfaction, leadership effectiveness, management effectiveness, work-life balance, and diversity, equity, inclusion, and accessibility. The exploration of variations in perceptions of leadership, DEIA efforts, and job satisfaction among U.S. federal employees by gender and other criteria are crucial areas for research that are underrepresented in the literature. This is not only important for the United States federal government, which is grappling with high attrition rates, but also for public administrations around the world. Methodology: A quantitative ex post facto research design was used to analyze data from responses of U.S. federal employees working for the Department of Justice. Leadership, job satisfaction, and DEIA were all measured using aggregate scores from pre-determined question sets. Differences based on gender were analyzed using t-tests. Additionally, chi-squares and Spearman's rank correlations were employed in order to explore whether there is a relationship between the perception of leadership and job satisfaction and the perception of DEIA efforts and job satisfaction among U.S. federal government workers. Contribution: The findings of this study aid in providing empirical data to support the need for federal government leadership to understand the impact of employees' perceptions on their willingness to continue working in the federal government. The research study was grounded in Public Service Motivation Theory, which centers around factors that motivate individuals to pursue and maintain careers in the public service sector. More specifically, this study supported the public service motivation theory in that it looked at gender as a mitigating factor in public service motivation as well as explored the role of leadership and DEIA as a correlating factor to job satisfaction. The results of this research have practical implications for federal government leaders interested in increasing employee motivation and retention and who should be considering the range of sociocultural and demographic characteristics that have been found in the research to impact employee perceptions and experiences. Findings: The analyses found differences in perceptions of leadership, DEIA, and job satisfaction among United States Federal Government employees based on gender. Additionally, perceptions of leadership and DEIA were both found to influence job satisfaction. The first research question explored in this study used a t-test to consider whether the perception of leadership among U.S. federal employees differed based on participant gender with significance found. The second research question examined whether the perceived job satisfaction of U.S. federal employees differed based on gender, with statistical significance detected. The third research question focused on whether perception of DEIA differed when gender was explored and the results of the t-test indicated a significant difference in perceptions of DEIA when gender was considered. The fourth research question considered the relationship between the perception of leadership and job satisfaction. A Chi-square and a Spearman Rank Correlation were performed, and a relationship was found to exist. Research question five explored whether a relationship exists between the perception of diversity, equity, inclusion, and accessibility initiatives and job satisfaction, with significance found following a chi-square and a Spearman rank correlation. Recommendations for Practitioners: Leadership behaviors of managers and the existence of DEIA policies play a critical role in employees' job satisfaction and commitment. The recommendations for organizational leadership in the public service sector include addressing gender inequality in work practices and environments and cultivating more inclusive organizational cultures. Recommendations for Researchers: The lack of inclusion of socio-cultural norms in the research on public service motivation is a gap that has yet to be sufficiently addressed and is an area of research that should be explored. Impact on Society: Research on public service motivation in local, state, national, and international government employment can aid organizations in developing strategies for improving recruitment, selection, and retention in public service organizations. This information can advance scientific knowledge on transforming management and leadership practices across sectors. Future Research: Future research can expound on what has been done here by examining in more detail how various identities, and more specifically intersecting identities, within the LGBTQIA+ community as well as other historically marginalized groups, impact such factors as perceptions of leadership, job satisfaction, employee motivation and retention, and work-life balance. Perceptions of specific DEIA initiatives should also be further explored. [ABSTRACT FROM AUTHOR]

Workplace incivility can result in detrimental effects for the members of the organization. One characteristic of the workplace incivility theory is that this low-intensity behavior can escalate into more severe forms of aggression through incivility exchange. Using the experimental vignette method and content analysis technique, the present study examined perpetrator-targeted reciprocated incivility and the moderating effects of agreeableness in order to clarify the effects of the incivility spiral. 296 employees in the United States were recruited from Amazon's Mechanical Turk. The results of the multilevel regression analyses suggest that the more an individual perceived their coworker's behavior as uncivil, the more likely they were to reciprocate incivility. Individuals high on agreeableness were less likely to reciprocate uncivil behavior. [ABSTRACT FROM AUTHOR]

The accelerating development of autonomous vehicles is expected to have important effects on society such as reducing the number of traffic accidents, preventing the disabilities and deaths attributed to car accidents, and reducing pollution. However, their adoption depends on the willingness of the population to accept this innovation and incorporate it in their everyday activities. This study investigated the association between socio-demographic factors, political ideology, and attitudes toward technology and its perceived potential impact on society on support for driverless cars. We conducted a secondary analysis of a large sample of employees in the United States (n = 2,470). Based on conceptual frameworks relevant to the study of technology adoption such as the self-interest hypothesis, the usefulness of the technology, ideological orientation, and socio-demographic gaps in attitudes toward technology, our results indicate that perceived social outcomes of driverless cars are strongly associated with their support. Age and gender are negatively associated with support for autonomous vehicles. In contrast, perceived positive outcomes of the introduction of technology in the workplace are positively associated with them. Individuals with a consistently conservative ideology are also less likely to be supporters of autonomous vehicles. Our findings indicate that the centrality of the expected societal impact of autonomous vehicles implies the need to provide the public with accurate facts about their expected effect. Doing so is critical to increasing the public's willingness to adopt the technology and support its production. People must also be reassured that regulations and product designs will be created to ensure their safety. [ABSTRACT FROM AUTHOR]

Our primary aim was to gain a better understanding of how leisure activities (i.e., physical activity, mindfulness, and vacation) may beneficially relate to workaholism and work stress. Secondary aims included exploring motivations for participating in the three types of leisure activities. The job demands‐resources theory; conservation of resources theory; and detachment‐recovery, autonomy, mastery, meaning, and affiliation model provided context for hypothesized relationships among the variables. Full‐time employees in the United States (N = 367) were recruited via Amazon's Mechanical Turk community, and they completed an online survey. Leisure participation significantly moderated the relationship between workaholism and work stress (weakening it). The majority of motivations for mindfulness and vacation were related to mental/emotional health, with a more even split between mental/emotional health and physical health/appearance motivations for physical activities. Several policy and practice‐based recommendations for prioritizing leisure engagement are provided. [ABSTRACT FROM AUTHOR]

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study. [ABSTRACT FROM AUTHOR]

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The article focuses on the positive trend in quality professionals' salaries, noting that the increase in median salaries has exceeded baseline inflation, with the largest cohort reporting a significant year-over-year increase.

This article discusses the case of a 5-month-old infant with progressively worsening scaly patches and plaques on the skin. The patient initially presented with these symptoms at 1 month of age and was prescribed oatmeal baths and topical medication. However, the symptoms persisted and worsened over time. The diagnosis was determined to be erythrodermic allergic contact dermatitis, likely caused by an allergy to lanolin. The article highlights the challenges of diagnosing and treating contact allergies, particularly in pediatric patients, and emphasizes the need for further research in this area. [Extracted from the article]

The purpose of this study is to examine the role of transparent internal communication from multiple communication entities within organizations—CEO, supervisors, and peers—in employees' internal and external advocacy, respectively, with a consideration of the two mediators: employee-organization relationship (EOR) and employee empowerment. Results of an online survey with 403 full-time employees in the United States suggested that transparent communication from direct supervisors was positively related to employee advocacy via heightened EOR and empowerment. In addition, positive associations between CEOs' transparent communication and employees' external and internal advocacy via a favorable EOR were found, while transparent peer communication was positively related to employee advocacy through empowerment. Theoretical and practical implications for strategic internal communication are discussed. [ABSTRACT FROM AUTHOR]

In 2021, the Biden Administration issued mandates requiring COVID‐19 vaccinations for U.S. federal employees and contractors and for some healthcare and private sector workers. These mandates have been challenged in court; some have been halted or delayed. However, their costs and benefits have not been rigorously appraised. This study helps fill that gap. We estimate the direct costs and health‐related benefits that would have accrued if these vaccination requirements had been implemented as intended. Compared with the January 2022 vaccination rates, we find that the mandates could have led to 15 million additional vaccinated individuals, increasing the overall proportion of the fully vaccinated U.S. population from 64% to 68%. The associated net benefits depend on the subsequent evolution of the pandemic—information unavailable ex ante to analysts or policymakers. In scenarios involving the emergence of a novel, more transmissible variant, against which vaccination and previous infection offer moderate protection, the estimated net benefits are potentially large. They reach almost $20,000 per additional vaccinated individual, with more than 20,000 total deaths averted over the 6‐month period assessed. In scenarios involving a fading pandemic, existing vaccination‐acquired or infection‐acquired immunity provides sufficient protection, and the mandates' benefits are unlikely to exceed their costs. Thus, mandates may be most useful when the consequences of inaction are catastrophic. However, we do not compare the effects of mandates with alternative policies for increasing vaccination rates or for promoting other protective measures, which may receive stronger public support and be less likely to be overturned by litigation. [ABSTRACT FROM AUTHOR]

Social undermining involves covertly negative behaviors aiming to impede individual's ability to achieve work-related goals and success and ruin positive relationships and reputations (Duffy et al., 2002); however, the role that undermining behaviors plays in governmental workplaces remain poorly understood. Using data from 14,515 U.S. federal employees, this article tests the impacts of social undermining on employees' work attitudes and outcomes. After controlling for individual and contextual predictors, being undermined at work was associated with increased levels of job stress and decreased levels of job satisfaction and commitment. Additionally, experiencing undermining behaviors can lower individual productivity and boost turnover intent. [ABSTRACT FROM AUTHOR]

Given that the number of racial/ethnic minorities has substantially increased in the U.S. workforce, it is critical to effectively manage employees with racial/ethnic backgrounds. The aim of this study is to broaden current knowledge of job satisfaction among public employees with racial/ethnic minority backgrounds by systematically comparing job satisfaction between racial/ethnic minorities and non-minorities and by identifying moderating effects of racioethnicity on job satisfaction. The Federal Employee Viewpoint Survey 2018 data (about half a million) was used in this study and t-tests and ordinary least squares (OLS) regression analyses were conducted. According to the findings in this study, racial/ethnic minorities reported similar or higher job satisfaction in diverse aspects of a job than non-minorities, and the effects of diverse intrinsic/ extrinsic aspects of a job on overall job satisfaction changed significantly by racioethnicity. [ABSTRACT FROM AUTHOR]

This study aimed to explore misinformation correction strategies for effective internal crisis communication. Using an experimental study (N = 1196) with full‐time employees in the United States, this study found that a corrective strategy using more elaborated facts was effective in protecting internal reputation and that timely, proactive communication to debunk crisis misinformation was a significant factor influencing employees' cognitive reactance (counterarguing) and behavioural outcomes. This research can help crisis communicators better understand how to prevent negative outcomes that undermine the effectiveness of evidence‐based communication efforts. Specifically, the findings suggest the use of more proactive internal crisis communication to correct misinformation and to prevent damage caused by employees' misconceptions and related communication behaviours. Furthermore, the study theoretically extends the literature on debunking crisis‐misinformation by elucidating the cognitive and behavioural processes of crisis misinformation in internal crisis communication. [ABSTRACT FROM AUTHOR]

Although not widely known, public works employees in the United States were designated as emergency providers during critical incidents in 2003 and have provided these public works services, when activated. These public works employees may be either employees of a specific government entity or, more recently, privately contracted employees who provide similar services for a government entity. First responders working critical incidents are at risk for psychological trauma and posttraumatic stress disorder (PTSD). It is less clear, however, whether government/contracted public works employees working the same critical incidents are subject to the same risk of onset. This paper reviewed 24 empirical studies assessing this possible association from 1980 to 2020. These studies included 94,302 government/contracted employees. Psychological trauma/PTSD was reported in all 24 manuscripts assessing PTSD. Three of these studies additionally reporting serious somatic health problems. Public works employees are at risk for onset and this is a worldwide issue. Study findings and treatment implications are presented. [ABSTRACT FROM AUTHOR]

Research shows that stressful workplace changes in 2020 disproportionately impacted historically marginalized workers. However, we need more information on enduring inequalities of stress post‐2020. Thus, drawing from surveys with employees working in the United States, United Kingdom, Australia, Canada, and India (N = 5,242), we use logistic regression to explore how worker identities (race/ethnicity, gender, sexual identity, and social class) might matter for stress as measured through respondents' self‐assessments of their own feelings of stress ("helplessness") and states counter to stress ("self‐efficacy"). Taking a sociological approach to analyze worker responses to the perceived stress scale (PSS‐10), we found that historically marginalized workers (in terms of race, gender, sexual identity, and social class) reported greater feelings of stress (helplessness). However, we also found that employees identifying as racially minoritized at work and employees in India reported high self‐efficacy scores on the PSS‐10—a surprising relationship given that feelings of self‐efficacy have been previously theorized to have an inverse relationship with stress (helplessness). Though based on a convenience sample, our research suggests that historically marginalized workers worldwide are feeling more significant amounts of stress. In addition, our findings may have implications regarding how researchers use the PSS‐10 to measure stress across diverse worker groups and international contexts. [ABSTRACT FROM AUTHOR]

The restaurant industry is often described as a toxic workplace due to high levels of incivility and bullying among employees. This paper presents a study investigating the negative influence of workplace incivility conducted by coworkers on employee engagement and employee well-being, and whether these relationships may be stronger for those in racial-ethnic minority groups. Employing a sample of hourly restaurant employees in the United States, we found that workplace incivility negatively impacts engagement and that engagement mediates the relationship between workplace incivility and well-being. Furthermore, those who identified as being in a racial-ethnic minority group perceive the effect to be more detrimental. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This study focused on employees' work-related social media use outside regular work hours and explored its antecedents and outcomes. Drawing from boundary theory and employee-organization relationship management literature, this study investigated how employees' preference for work–family segmentation and quality employee-organization relationship affected employees' work-related social media use. In addition, informed by the effort-recovery model, the current study proposed low psychological detachment from work and high work–family conflict as outcomes of work-related social media use. Through an online survey with 815 employees in the United States, findings of the study supported the proposed antecedents and outcomes. Specifically, employees with a stronger preference for segmenting the work from the home domain engaged less in work-related social media use, and in turn, experienced higher levels of psychological detachment from work and less work–family conflict. On the other hand, those who had high-quality relationships with their organizations reported higher engagement levels in work-related social media, which resulted in lower psychological detachment from work and higher work–family conflict. [ABSTRACT FROM AUTHOR]

Studies on employee responses to the information security policy (ISP) demands to show that employees who experience stress over the demands would resort to emotion‐focused coping to alleviate the stress and subsequently violate the ISP. However, their intent to engage in problem‐focused coping to meet the ISP demands and possibly reduce ISP violations has yet to be analysed. We argue that both types of coping responses coexist in employee responses to ISP demands and they together influence ISP violation intention. Drawing upon the Transactional Model of Stress and Coping, we examine how security‐related stress (SRS) triggers inward and outward emotion‐focused coping, and problem‐focused coping to the ISP demands, which together influence employee ISP violations. We also examine how ISP‐related self‐efficacy and organisational support moderate the effects of SRS on coping responses. We surveyed 200 employees in the United States to test our model. The results indicate that SRS triggers all three coping responses, and ISP‐related self‐efficacy and organisational support reduce the effects of SRS on inward and outward emotion‐focused coping. Problem‐focused coping then decreases ISP violation intention, whereas inward and outward emotion‐focused coping increases it. The model was further verified with ISP compliance as the outcome construct, which yielded consistent results. Understanding various coping responses to SRS and the factors that facilitate or inhibit the responses can assist managers in effectively designing and implementing the ISP to reduce employee ISP violations. [ABSTRACT FROM AUTHOR]

Conventional accounts describe whistleblowing as prosocial behavior, where whistleblowers are largely driven by a desire to help or improve their organization. Yet individuals are not only members of their organization; they also belong to internal social groups that affect behavior and influence decision making. In this paper, we focus on these intraorganizational dynamics and theorize two ways in which group affiliations are likely to affect whistleblowing. When an individual observes wrongdoing committed by a person affiliated with the same group, higher group cohesion decreases the likelihood of blowing the whistle because of potential whistleblowers' greater loyalties toward group members and a desire to protect the reputation of the group. When an individual observes wrongdoing committed by a person not affiliated with the same group, higher group cohesion increases the likelihood of blowing the whistle, as potential whistleblowers feel they have the support of fellow group members, lessening fears of retaliation. Using unique data on actual and hypothetical whistleblowing among U.S. federal employees in 24 departments and agencies coupled with a vignette experiment, we find support for our arguments. By showing how group affiliations inform whistleblowing decisions, we reveal how variation in social structure leads to heterogeneity in responses to wrongdoing. Together, these results reveal tradeoffs in the detection of misconduct and help explain why wrongdoing in organizations may be so difficult to eradicate. [ABSTRACT FROM AUTHOR]

Given the pervasiveness of mobile technologies, it is important for organizations to gain a better understanding of the potential benefits and unexpected negative consequences of mobile use. Recent research outlined that 76% of employees in the United States handled work-related e-mails during nonwork time, and this phenomenon has been further amplified by the COVID-19 pandemic, which emphasized the pivotal role of constant connectivity and distributed work arrangements. Our research aims at providing a better understanding of why individuals engage in excessive use of mobile devices for work purposes during nonwork time and to elucidate the effects of such behavior. Our results show that investing time and energy in family demands during work time reduces individuals' ability to fulfill job demands and leads to excessive mobile use during nonwork time. Such excessive use increases the individual perception productivity, but it comes at a cost in terms of physiological, psychological, and relational well-being because it prevents individuals to restore their energies. Our results show also that a competitive climate within the organization exacerbates such negative effects on well-being, thus elucidating the pivotal role of organizational policies and interventions in supporting a responsible use of mobile technologies. While acknowledging the many benefits of anytime-anywhere connectivity, recent research has called for further investigation into the maladaptive side of mobile technology use in the work-family interface realm. We rely on resource drain theory to investigate how family-work conflict (FWC) is linked to excessive use of mobile devices for work purposes during nonwork hours, which, in turn, affects individual productivity and physiological, psychological, and relational well-being. Furthermore, we examine the role of competitive climate as a boundary condition. We conducted a field study across two measurement periods involving 324 individuals and their live-in partners. Our results suggest that FWC affects productivity and well-being through excessive mobile use and that competitive climate amplifies these effects. The study contributes to a better understanding of the excessive mobile use phenomenon focusing on its determinants and its consequences. We discuss the implications of our findings both for theory and practice, and we outline directions for future research. History: Yulin Fang, Senior Editor; Likoebe M. Maruping, Associate Editor. Supplemental Material: The online appendix is available at https://doi.org/10.1287/isre.2022.1121. [ABSTRACT FROM AUTHOR]

This study demonstrates how authentic leadership and the quality of employee-organization relationships (EOR) influence employee behavioral reactions to dissatisfying events at work. We conducted a nationwide survey of 644 full-time employees in the United States. The results from the structural equation modeling (SEM) revealed that authentic leadership was positively and directly related to employees' considerate voice but was not directly associated with other behavioral responses. Additionally, the quality of EOR was found to be a strong mediator between authentic leadership and employee behaviors—particularly in enhancing considerate voice and patience and reducing exit—in the context of dissatisfying workplace events. The implications of developing authentic leadership to build and maintain the quality of EOR are discussed. [ABSTRACT FROM AUTHOR]

Research on job satisfaction and gender has yielded mixed results, underscoring the need to understand how men and women may experience job satisfaction differently. This study builds on extant literature by examining how extrinsic rewards, intrinsic rewards, work relations, work-life balance, and work design contribute to job satisfaction among men and women. Moreover, the study examines these relationships in the context of the COVID-19 pandemic. Using measurement items from the International Social Survey Programme Work Orientation Module, the study examined data from 766 employees in the United States who were employed throughout the pandemic. Findings revealed that women and men reported similar levels of job satisfaction, although the drivers of job satisfaction differed across genders. The findings and implications of the study can assist managers in maximizing job satisfaction among employees. [ABSTRACT FROM AUTHOR]

We analyze a large-scale survey of small business owners, managers, and employees in the United States to understand the effects of the COVID-19 pandemic on those businesses. We explore two waves of the survey that were fielded on Facebook in April 2020 and December 2020. We document five facts about the impact of the pandemic on small businesses. (1) Larger firms, older firms, and male-owned firms were more likely to remain open during the early stages of the pandemic with many of these heterogeneities persisting through the end of 2020. (2) At businesses that remained open, concerns about demand shocks outweighed concerns about supply shocks though the relative importance of supply shocks grew over time. (3) In response to the pandemic, almost a quarter of the firms reduced their prices with price reductions concentrated among businesses facing financial constraints and demand shocks; almost no firms raised prices. (4) Only a quarter of small businesses had access to formal sources of financing at the start of the pandemic, and access to formal financing affected how firms responded to the pandemic. (5) Increased household responsibilities affected the ability of managers and employees to focus on their work, whereas increased business responsibilities impacted their ability to take care of their household members. This effect persisted through December 2020 and was particularly strong for women and parents of school-aged children. We discuss how these facts inform our understanding of the economic effects of the COVID-19 pandemic and how they can help design policy responses to similar shocks. This paper was accepted by Tomasz Piskorski, finance. Funding: The authors thank the Norges Bank Investment Management for funding through a grant to the Volatility and Risk Institute atNew York University, Stern School of Business. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2022.4327. [ABSTRACT FROM AUTHOR]

The article offers information on the 36 American Society for Quality (ASQ) Salary Survey for 2022 which results categories of salaries by job title, certifications, Six Sigma and experience to provide insights into the compensation and benefits of quality professionals in different industries and job roles. It highlights both the mean and the median salary for every year the ASQ Salary Survey has reported the median, which began in 2008.

Promoting changes in human behavior is crucial for mitigating and reducing environmental damage. While there is much research focused on private-sphere or generalized pro-environmental behavior, there is a relative dearth of research explicitly examining public-sphere pro-environmental behavior from a collective action perspective. In response to the mixed empirical results from previous applications of the value-belief-norm model in organizational contexts, this study explores the full value-belief-norm model, taking into account public-sphere and private-sphere pro-environmental behaviors. A sample of 504 hospitality industry employees in Kazakhstan and 515 hospitality industry employees in the United States participated in this study. The results indicate a hierarchical relationship between values, beliefs, and behaviors and confirm that values indirectly influence pro-environmental behaviors through belief variables. The findings suggest that these beliefs play vital roles in translating values into actionable behaviors. Theoretical and practical implications are provided. • NEP is positively related to AC. • AC is positively related to AR. • AR is positively related to pro-environmental PN. • PN positively influences pro-environmental behaviors. [ABSTRACT FROM AUTHOR]

Restaurant employees in the United States have experienced unprecedented challenges to their mental health and well-being (MHW) during the COVID-19 pandemic, yet little is known about communication regarding MHW in the restaurant industry. Drawing on health, organizational, and interpersonal communication concepts, this exploratory, survey-based study probed whether, how, and why or why not restaurant employees in western Washington State conversed about MHW with one another and their managers during the winter of 2021. Key findings include that there are many reasons why some restaurant employees do not engage in conversations about MHW with other members of the workplace. However, when such conversations do occur, they are typically mutual, positive, and relationally-oriented--more so among coworkers than between employees and managers. Additionally, both coworkers and managers are sources of social support and resource exchange during these conversations, although the evidence is stronger among coworkers. Our findings contribute to the extant literature on mental health communication in the workplace and demonstrate the merit in more closely examining superior-subordinate and coworker communication about personal and sensitive topics, like MHW. Comparative analysis of employees' MHW-related communication with coworkers versus managers revealed both similarities and differences that carry implications for managerial practice and future research. [ABSTRACT FROM AUTHOR]

This article discusses the historical perspectives on automation and artificial intelligence (AI) from the 1930s to the 1950s. It highlights the contrasting viewpoints on automation, including fear of its potential dangers and fascination with its entertainment and convenience. The article also addresses the concern of job displacement due to automation, arguing that it can invigorate the economy and improve quality of life. The author encourages further research into the history and modern attitudes towards AI and its impact on society. The article provides links to newspaper articles from that time period for readers to explore. [Extracted from the article]

The ability to retain employees is a tenacious phenomenon in the restaurant workplace. Focusing on job embeddedness (JE) as possible explanatory factor in the application of the broaden-and-build theory and the social exchange theory, this study assesses the relationships among restaurant employees' workplace humor, perceived workplace fun, perceived workplace aggression, and organizational JE (OJE). It examines to what extent these relationships vary across contexts, depending on national culture. A structural modeling analysis of data from 540 employees in restaurants in the United States and China provides broad support for our hypothesis: Workplace fun is positively associated with restaurant employees' OJE while only coworker aggression is negatively related to employees' OJE. Restaurant employees' use of affiliative humor and aggressive humor is positively related to perceived workplace fun and negatively associated with perceived workplace aggression. Furthermore, national culture moderates the relationships between affiliative humor and perceived workplace aggression, aggressive humor and perceived workplace fun, as well as between workplace fun and OJE. Our findings contribute to clarifying the dynamics between perceptions of certain organizational factors for understanding when employees may develop OJE. The implication is that restaurant companies with international operations can foster OJE by placing various levels of emphasis on types of humor, workplace fun, and workplace aggression, in societies where individuals perceive these variables differently. [ABSTRACT FROM AUTHOR]

This study proposes and examines the role server-friendly customers play in the customer-employee exchange stage of service encounters, and how customer-employee exchange relates to employee organizational citizenship behaviors toward customers, colleagues, and hotel organizations. To further explain how service employees could reenergize through the psychological resources gained from server-friendly customers at the point of customer-employee exchange, conservation of resources theory was applied. Hotel employees in the United States and China were sampled to jointly examine our proposed model. Findings of this study contribute valuable theoretical implications by emphasizing the role of customer-employee exchange in the formation of employee citizenship behaviors, as well as practical implications with regard to mentoring employees, thus strategically reenergizing psychological resources and obtaining tacit knowledge of citizenship behavior and its practice. [ABSTRACT FROM AUTHOR]