While applicant reactions to selection (un)fairness have often been investigated, less is known about applicants’ attributions and reactions to specific performance feedback. This paper discusses two studies into the influence of fairness perceptions and ...

Two studies were conducted to examine the significance of gender for how employees define workplace bullying and how severe they rate different forms of bullying to be. The first study showed that female employees emphasized emotional abuse and ...

This study examines the relationship between work-family conflict and objective absenteeism 1 year later, by demonstrating that several job resources buffer the impact of work-family conflict on absenteeism. Female employees (N = 386) of a large financial ...

The affective-motivational state of job engagement has been shown to differ between jobs with different characteristics, but its possible links with workers’ personal attributes have rarely been studied. Engagement was predicted to be a primary function ...

Individuals’ willingness to remain in their organizations contributes to workforce stability and organizational effectiveness. Working from the notion that different leadership styles encourage followers to self-regulate in distinct ways, we propose ...