RESUMEN
Recent research has introduced the concept of leader-member exchange (LMX) ambivalence and has shown that it can be detrimental to employee task performance. Drawing on self-determination theory and models of LMX development, this research investigates whether LMX ambivalence may also negatively influence employee well-being. In a two-wave field study with 278 employees in a large police organisation, we found that LMX ambivalence was significantly associated with two focal measures of work-related well-being: work engagement and emotional exhaustion, through its influence on psychological need fulfilment. Perceived positive meaning in work was found to buffer the negative effects of LMX ambivalence on psychological need fulfilment and well-being. Overall, these results contribute to the occupational health literature by demonstrating that psychological need fulfilment helps explain why LMX ambivalence negatively affects work related well-being outcomes and underscores the important role of positive meaning in work as a buffer for these relationships.
RESUMEN
This meta-analytic review examines the relationship between various dispositional characteristics and expatriate adjustment, including the Big Five constructs and other characteristics that have garnered more recent empirical attention (i.e., cultural empathy/flexibility, cognitive intelligence, emotional intelligence). Using 62 primary studies (n = 13,060), we found that the Big Five traits play an important role in expatriate adjustment; however, when assessing the relative influence of these predictors, characteristics such as cultural empathy, cultural intelligence (e.g., motivational CQ), and emotional intelligence appear to exert a stronger influence on adjustment outcomes. Various cultural variables (cultural distance, cultural tightness, gender inequality in the host country) and year of publication were found to moderate some relationships, indicating that sociocultural factors may temper some of these effects.
RESUMEN
Drawing on the theory of planned behavior (TPB), this field study (N = 282) investigates the impact of two focal personality traits, extraversion and conscientiousness, on employees' attitudes and intentions to actively participate in their local union. Consistent with the TPB, subjective norms, perceived behavioral control, and attitudes toward participation each explained unique variance in union participation intentions. Furthermore, results revealed that extraversion was positively related, and conscientiousness was negatively related to participation intentions, with attitudes toward participation mediating these effects. A significant interaction between extraversion and conscientiousness was also observed, such that introverted workers higher in conscientiousness were less inclined to express positive attitudes toward union participation. Overall, these results provide support for the utility of the TPB in predicting union participation intentions and highlight the vital role that personality traits may play in determining union participation attitudes and intentions.