The outcomes and correlates of job search objectives: searching to leave or searching for leverage?

The authors investigate a previously overlooked yet important objective for employee job search--seeking leverage against the current employer. They explore the outcomes and correlates of leverage-seeking search and how it may differ from the more traditional objective for engaging in job search--to change jobs. Results show that leverage-seeking and separation-seeking search objectives associate with different outcomes. The authors also find that characteristics of the work situation and individual differences associate with leverage-seeking search and relate differently with the 2 job search objectives. Implications for practice and the advancement of job search research are discussed.     

Toward a decolonial global ethics

This paper argues that decolonial theory can offer a distinctive and valuable ethical lens. Decolonial perspectives give rise to an ethics that is fundamentally global but distinct from, and critical of, moral cosmopolitanism. Decolonial ethics shares with cosmopolitanism a refusal to circumscribe normative commitments on the basis of existing political and cultural boundaries. It differs from cosmopolitanism, though, by virtue of its rejection of the individualism and universalism of cosmopolitan thought. Where cosmopolitan approaches tend to articulate abstract principles developed from within a particular Western tradition, decolonial approaches reject abstract global designs in favour of inter-cultural dialogue amongst multiple people(s), including peoples who deem collective and non-human entities to be of fundamental moral importance. In addition, decolonial global ethics rejects universality in favour of ‘pluriversality’.     

Is burnout static or dynamic? A career transition perspective of employee burnout trajectories

Despite decades of theory and empirical research on employee burnout, its temporal and developmental aspects are still not fully understood. This lack of understanding is problematic because burnout is a dynamic phenomenon and burnout interventions may be improved by a greater understanding of who is likely to experience changes in burnout and when these changes occur. In this article, we advance existing burnout theory by articulating how the 3 burnout dimensions should differ in their pattern of change over time as a result of career transition type: organizational newcomers, internal job changers (e.g., promotions or lateral moves), and organizational insiders (i.e., job incumbents). We tested our model in a broad sample of 2,089 health care employees, with 5 measurement points over 2 years. Using random coefficient modeling, we found that burnout was relatively stable for organizational insiders but slightly dynamic for organizational newcomers and internal job changers. We also found that the dimensions of emotional exhaustion and depersonalization were more sensitive to career transition type than reduced personal accomplishment. Finding some differences among different types of employees as well as the dimensions of burnout may begin to explain longstanding inconsistencies between theory and research regarding the dynamics of burnout, offering directions for future research that address both dynamism and stability.     

Maternal Guilt and Shame: Relationship to Postnatal Depression and Attitudes towards Help-Seeking

Existing literature indicates that women can experience feelings of shame and guilt in relation to motherhood. This study investigated whether maternal feelings of shame and guilt were associated with postnatal depressive symptoms and attitudes towards help-seeking. A cross-sectional, correlational design was employed. Shame and guilt were measured as both dispositional factors and contextual factors i.e. in relation to motherhood (event-related shame and guilt). A UK community sample of 183 mothers with an infant between 4?weeks and 1?year of age completed a series of online questionnaires. The results indicated that shame proneness significantly predicted postnatal depressive symptoms once demographics and social support had been accounted for. Furthermore, shame proneness significantly predicted less positive attitudes towards help-seeking. Guilt proneness was not a significant predictor of postnatal depressive symptoms or attitudes towards help-seeking. These findings highlight the potential negative consequences of maternal feelings of shame in the postnatal period.     

Be Fair,Your Employees Are Watching: A Relational Response Model of External Third‐Party Justice

There is growing theoretical recognition in the organizational justice literature that an organization's treatment of external parties (such as patients, community members, customers, and the general public) shapes its own employees’ attitudes and behavior toward it. However, the emerging third‐party justice literature has an inward focus, emphasizing perceptions of the treatment of other insiders (e.g., coworkers or team members). This inward focus overlooks meaningful “outward” employee concerns relating to how organizations treat external parties. We propose a relational response model to advance the third‐party justice literature asserting that the organization's fair treatment of external parties sends important relational signals to employees that shape their social exchange perceptions toward their employer. Supporting this proposition, in two multisource studies in separate healthcare organizations we found that patient‐directed justice had indirect effects on supervisory cooperative behavior ratings through organizational trust and organizational identification.     

The Influence of Regulatory Focus on Risky Decision-Making

Although studies show that regulatory focus influences decision making and risk taking, theories of risky decision making typically conflate different regulatory orientations and the related distinctions between the positive and negative risks associated with acts of omission and commission. In contrast, we argue that different regulatory orientations influence risk perception and risk propensity in different ways and underpin complex emotional responses in risky decision making. We propose a new model of these processes and suggest that regulatory focus may be important in priming and managing risk taking behavior. We conclude by discussing implications for research and practice.
Bien que des recherches montrent que le centre de régulation influence la prise de décision et la prise de risque, les théories de la prise décision risquée regroupent habituellement différentes formes de régulation et les distinctions connexes entre les risques positifs et négatifs associés au passage à l'acte ou non. Contrairement à ces théories, nous avançons que les différentes formes de régulation influencent la perception et la propension au risque selon différentes modalités et sous-tendent les réponses émotionnelles complexes dans la prise de décision risquée. Nous proposons un nouveau modèle de ces processus et suggérons que le centre de régulation peut être important dans l'amorce et la gestion du comportement de prise de risque. Nous concluons en discutant des implications de ces résultats pour la recherche et la pratique.