Orienting Oneself for Leadership: The Role of Goal Orientation in Leader Developmental Readiness.

The ways in which individuals approach achievement situations influence their use of self-management activities such as goal setting, feedback seeking, and developmental strategies, and ultimately impact success in leader development.

Explaining Emotional Labor's Relationships with Emotional Exhaustion and Life Satisfaction: Moderating Role of Perceived Autonomy / Explicando las relaciones de labor emocional con exhaustividad emocional y satisfacción de vida: moderando el papel de la autonomía percibida

This study assessed the extent to which two kinds of emotional labor (surface and deep acting) can lead to emotional exhaustion, reducing one's overall life satisfaction. Based on Self-Determination theory, the importance of perceived autonomy was also studied in relation to how it moderates the relationship between emotional labor and emotional exhaustion. Data collected online from 241 staff employed at a university in central United States revealed that the relationship between surface acting and emotional exhaustion was stronger among people with lower perception of autonomy, which had an impact on overall life satisfaction. No significant relationship between deep acting and emotional exhaustion was found. Future directions should include studying the model on other samples and using a longitudinal design.

Este estudio evaluó el grado en el cual dos clases de labores emocionales (acción profunda y superficial) pueden conducir a la exhaustividad emocional, reduciendo en general la satisfacción de vida. Basados en la teoría de la Auto-Determinación, la importancia de la autonomía percibida puede ser estudiada en relación a cómo es moderada la relación entre labor emocional y exhaustividad emocional. Los datos se recogieron via web desde 241 empleados en una universidad en la zona centro de Estados Unidos y revelaron que la relación entre acción superficial y exhaustividad emocional fue más fuente entre personas con bajos niveles de percepción de autonomía, la cual podría tener un impacto sobre la satisfacción de vida. No se encontraron relaciones significativas entre las acciones profundas y la exhaustividad emocional. Futuras investigaciones deberían incluir en el estudio del modelo utilizar otras muestras y utilizar un diseño longitudinal.

Introduction and empirical assessment of executive functioning as a predictor of job performance.

The primary purposes of this study were (a) to introduce the concept of executive functioning (higher-level cognitive processes which monitor events, actions, and outcomes) to the employee selection literature and (b) to provide an empirical assessment of executive functioning in relation to key selection variables. Two of the three main components of executive functioning (set shifting and inhibition) appear to have considerable potential for selection because of their unique nature (e.g., self-directed, goal-oriented) and because they appear to be only modestly associated with general mental ability. While our empirical results were inconsistent, there may be underlying reasons for this, such as the unstable nature of the retail job sector. We believe there is considerable justification for continued exploration of this unique and potentially promising construct, and identify a number of directions for future research.

Feeling good and doing great: the relationship between psychological capital and well-being.

This study seeks to determine the relationship between psychological capital and an employee's eudaimonic and hedonic well-being. Panel data were collected from 102 extension agents over a 2-week interval. In addition, daily surveys were collected from 67 of the participants. Results from the panel data indicated that the relation between psychological capital and hedonic well-being, measured two weeks later, is mediated by eudaimonic well-being. Results from the daily surveys found that daily eudaimonic work well-being was significantly associated with both daily positive mood and daily life satisfaction and that variance in eudaimonic work well-being was predicted by one's psychological capital.

Leader-member exchange and work-family interactions: the mediating role of self-reported challenge- and hindrance-related stress.

The authors examined the relations among 4 components of the leader-member exchange (LMX) relationship (i.e., contribution, affect, loyalty, and professional respect) and the level of work-family conflict and work-family facilitation that an employee experiences. Further, the authors examined the mediating role of challenge- and hindrance-related self-reported stress on relations. In doing this, the authors linked positive and negative aspects of LMX, stressors, work-family conflict, and work-family facilitation. Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work-family interactions. Also, results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components of LMX and (b) work-family conflict. The authors discuss the implications and limitations of their findings.

Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers.

In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace.