This study focuses on the negative impact that family supportive supervisor behaviors may have on career advancement for women in addition to the positive impact of family supportive supervisor behaviors in reducing work-family conflict. Data was collected using an online questionnaire through a university research management system including student participants and snowball sampling through email and social media platforms for a combined sample of 154 participants. Our results showed that increases in family supportive supervisor behaviors is associated with decreases in work-family conflict in agreement with findings in the literature. More specifically, the study showed that family supportive supervisor behaviors are only related to work-family conflict when supervisor’s hold primarily egalitarian gender beliefs. Contrary to our hypotheses, family supportive supervisor beliefs were positively related to a predictor of career advancement: Career mentoring. While our findings provide clarity for subordinate outcomes when supervisors hold primarily egalitarian beliefs, future research should further examine the potentially negative impacts of family supportive supervisor behaviors in the context of subordinates who have supervisors that hold primarily traditional gender beliefs.

Research indicates that the current teacher shortage is in part due to stress and burnout. A topic that has not been examined is beginning expatriate English medium teachers (EMTs) with 5 years or less of teaching experience in the United Arab Emirates and the relationship between using individualized, self-initiated wellness paradigms and stress, job burnout, and intent to leave the teaching profession. The transactional model of stress and coping, Maslach's multidimensional theory of burnout, and the health promotion model were used to evaluate the moderating effects of the EMTs' burnout and stress levels on their wellness and intent to leave. In a quantitative, correlational design, multiple linear and moderated multiple regression were used to analyze data from a sample of 165 EMTs employed in schools in the United Arab Emirates. Results indicated that spiritual growth was a significant, negative predictor of intent to leave. EMTs' burnout and stress levels did not have a moderating effect on spiritual growth and intent to leave. There was a significant, positive relationship between emotional exhaustion, personal accomplishment, and intent to leave. These results can foster positive social change by bringing awareness to the stress and burnout that EMTs experience and by proposing that administrators, stakeholders, and school district personnel provide coping mechanisms for teachers to deal with stress, burnout, and intent to leave.

This study investigated the contributions that cognitive ability, social connectedness, and social exclusion make to employee workplace deviance. Positive correlations were predicted between social exclusion and workplace deviance. Participants with low cognitive ability were expected to respond to social exclusion with higher rates of deviance than persons with higher cognitive functioning. In addition, participants scoring high in social connectedness were expected to engage in less deviant behavior than those who generally feel disconnected from their environment. The measurements employed included the following: the Wonderlic Personnel Test, the Social Connectedness Scale, and the Bennett and Robinson (2000) Workplace Deviance Scale. Undergraduate participants were administered a series of vignettes and measures. Social condition was manipulated according to two levels (inclusion and exclusion). The results demonstrated no significant correlation between intelligence and CWB or social connectedness and CWB. Stronger correlations were observed between the social exclusion and workplace deviance. In addition, a significant interaction was detected in which persons with low cognitive ability who felt social disconnected were more likely to engage in organizational deviance under conditions of social exclusion than their socially connected counterparts with higher cognitive functioning.

This research used quantitative and qualitative methodologies to investigate how working professionals are impacted and account for workplace cultural differences. This paper also sought to make a case for additional quantitative and qualitative research into what shapes and maintains culture by looking at leadership's knowledge of their organization's way of doing things and the impact these multiple knowledge areas have on performance. The literature review section analyzed performance improvement models, the effect of leadership, the behavior engineering model (BEM) and related models, organization culture, and performance. This work also outlined the methodology utilized in studying and reviewing culture and performance. This research aimed to determine a better understanding and increase the use of performance improvement and cultural models to aid organizations in achieving their missions.

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To stay competitive, many employers are looking for creative and innovative employees to add value to their organization. However, current models of job performance overlook creative performance as an important criterion to measure in the workplace. The purpose of this dissertation is to conduct two separate but related studies on creative performance that aim to provide support that creative performance should be included in models of job performance, and ultimately included in performance evaluations in organizations. Study 1 is a meta-analysis on the relationship between creative performance and task performance, and the relationship between creative performance and organizational citizenship behavior (OCB). Overall, I found support for a medium to large corrected correlation for both the creative performance-task performance (ρ = .51) and creative performance-OCB (ρ = .49) relationships. Further, I also found that both rating-source and study location were significant moderators. Study 2 is a process model that includes creative performance alongside task performance and OCB as the outcome variables. I test a model in which both individual differences (specifically: conscientiousness, extraversion, proactive personality, and self-efficacy) and job characteristics (autonomy, feedback, and supervisor support) predict creative performance, task performance, and OCB through engagement as a mediator. In a sample of 299 employed individuals, I found that all the individual differences and job characteristics were positively correlated with all three performance criteria. I also looked at these relationships in a multiple regression framework and most of the individual differences and job characteristics still predicted the performance criteria. In the mediation analyses, I found support for engagement as a significant mediator of the individual differences-performance and job characteristics-performance relationships. Taken together, Study 1 and Study 2 support the notion that creative performance should be included in models of job performance. Implications for both researchers and practitioners alike are discussed.

The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn’s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore, analyses were run in order to determine the factor structure of work engagement, assess whether or not it exhibits differential validity from organizational commitment and job satisfaction, and confirm that it is positively related to the outcome variable of organizational citizenship behavior (OCB). The final sample consisted of 500 workers from an online labor market who responded to a questionnaire composed of measures of all constructs included in this study. Findings show that work engagement is best represented as a three-factor construct, composed of vigor, dedication and absorption. Furthermore, support was found for the distinction of work engagement from the related constructs of organizational commitment and job satisfaction. With regard to the proposed model, meaningfulness proved to be the strongest predictor of work engagement. Results show that it partially mediates the relationships that all job features have with work engagement. Safety proved to be a partial mediator of the relationships that autonomy, co-worker relations, supervisor support, procedural justice, interactional justice, and self-efficacy have with work engagement, and fully mediate the relationship between neuroticism and work engagement. Findings also show that availability partially mediates the positive relationships that extraversion and self-efficacy have with work engagement, and fully mediates the negative relationship that neuroticism has with work engagement. Finally, a positive relationship was found between work engagement and OCB. Research and organizational implications are discussed.