Organizations are increasingly looking to hire employees who are willing to take initiative and go above and beyond expectations (Campbell, 2000). To that aim, proactive behaviors have been increasingly considered as a potentially important characteristic of today's workers (Campbell, 2000). With workplaces becoming more decentralized and work becoming increasingly innovative and self-directed, organizations require employees who are able and willing to be proactive (Campbell, 2000; Frese & Fay, 2001). Researchers have found many benefits to proactive behavior, including increases in individual performance and innovation (Seibert, Kraimer, & Crant, 2001; Tornau & Frese, 2013). While proactive behavior may have many benefits, there is some research that suggests, under certain circumstances, proactive behavior may have negative consequences for the enacting employee (Fuller, Marler, Hester, & Otondo, 2015; A. M. Grant, Parker, & Collins, 2009). This study investigated boundary conditions on the relationship between proactive behavior and positive outcomes for enacting employees. Specifically, it looked at the role of employee gender and organizational crisis on leader reactions to proactive behavior. A sample of college students participated in a laboratory experiment, where they role played as managers working with proactive employee confederates. With increased emphasis being placed on proactive behavior in the workplace, it is greatly important to understand conditions in which proactive behavior may be negatively received by leadership. Implications for theory and practice are discussed.

The present work is intended to bring awareness to medical professionals impacted by the occurrence of errors they have committed or witnessed (i.e., second-victims) and highlight the negative effects that may result from such errors. The purpose of this research is to test whether resilience and negative affect that is experienced after a medical error are related. Additionally, four variables are tested as moderators of this relationship, two of which are considered individual variables (i.e., self-efficacy and work meaningfulness), and two of which are characterized as external variables (i.e., co-worker support and organizational support). Twenty-two healthcare professionals from a hospital's Cardio-Vascular Intensive Care Unit participated in a short survey. Results showed a relationship exists between resilience and negative affect experienced by second victims, post-error. The limitations of the current work, practical implications, and ideas for future research will be expanded upon herein.

Temporary workers may experience unique and oftentimes stressful work situations that can precipitate negative outcomes for these workers, their coworkers, and their organizations. The current study considered broader implications of the various work experiences among temporary workers by testing the relationships of workplace stressors to temporary workers' behaviors. The workplace stressors examined were chosen based on their salience to temporary workers as shown throughout the current temporary worker literature, and included economic stressors, interpersonal mistreatment, and organizational constraints. It was hypothesized that these stressors would predict temporary workers' behaviors via emotional exhaustion and moral disengagement pathways, predicting the performance of counterproductive work behaviors (CWB). Three waves of data were collected from multiple sources, including at a temporary staffing agency, at a large university, and using the MTurk platform. Results showed that the temporary workers varied in their experiences of workplace stressors, which were linked to both cognitive and emotional reactions, which consequently predicted CWB. More specifically, temporary workers who experienced higher levels of workplace stressors reported higher levels of emotional exhaustion and moral disengagement, and then these reactions were linked to an increased likelihood of performing behaviors that are harmful to the organization and/or others within the organization.

The study of leadership in organizations has received much research attention over the past several decades. However, most of this research has examined hierarchical structures of leadership wherein one individual leads, or is perceived to lead, several other individuals. With a growing number of organizations structuring employees within teams or work groups, researchers have begun studying the ways in which leadership operates in groups. One alternative to the traditional hierarchical structure is for leadership to be distributed or shared in groups such that multiple group members contribute to the overall leadership function of the group. As a result, researchers have begun examining the construct of shared leadership, which is defined as the extent to which multiple group members share in the leadership function of the group. Because shared leadership is a relatively new concept in the research literature, our knowledge of the antecedents of shared leadership is limited. The primary aim of the present research was to explore group composition as a potential antecedent of shared leadership in teams. Group composition was examined in terms of the agreeableness, extraversion, collectivistic work orientation, and trait competitiveness within the group. Mean, minimum/maximum, and variance models of group composition were employed in the present research. A sample of 385 participants comprised a total of 97 groups of three to six individuals to complete a leaderless group discussion exercise and completed measures of shared leadership after completing the group exercise. Results from a series of hierarchical linear regression analyses found no significant relationships between any of predictors and shared leadership using either a social network analysis or a referent-shift approach. Given the short amount of time group members worked on the group task, a clear implication of these findings is that shared leadership requires adequate time to manifest in groups.

Perceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may have on the individual. Thus, the purpose of this paper is twofold: first, in an attempt to explain how perceived introvert mistreatment may develop and the impact it may have on the target, I develop a dynamic process model of elements that precede, follow, and compound perceived introvert mistreatment. This model encompasses a) a serial mediation process incorporating the situation, cognitive appraisals, attitudes, behavioral responses, and target outcomes that involve perceived introvert mistreatment, b) a dynamic process in which perceived introvert mistreatment, behavioral disengagement of the target, and negative behavioral reactions from others build upon each other cyclically, and c) target-based antecedents to behavioral disengagement of the mistreatment target. Second, in order to begin testing this theoretical model, I develop and validate a measure of perceived introvert mistreatment in four phases: a) item generation and reduction, b) examination of the reliability and factor structure of the scale, c) estimation of convergent and discriminant validity, and d) analyses of criterion-related validity. The paper concludes with a discussion of directions for future research.

Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, & Gray, 2016; Pascoe & Richman, 2009; Triana, Jayasinghe, & Pieper, 2015; Willness, Steel, & Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.

Research has demonstrated how age stereotypes influence judgment and decision making at work, but older workers are more than just older. All individuals are members of multiple demographic categories, yet we know surprisingly little about how multiple category membership affects judgments and decision making at work. Competing models have been suggested, such as the category activation and inhibition model (Kulik et al., 2007) and the intersectional salience of ageism at work model (Marcus & Fritzsche, 2015). However, empirical tests of these models are scarce. In the present study, the age and gender of job applicants were manipulated in a mock job interview. Job context was also manipulated through a recruitment ad that described the ideal applicant using age and gender stereotypic language. One hundred and seventy-three human resource professionals rated the mock interview. It was expected that when the demographic characteristics of the job applicant matched the stereotypes identified by the job ad, hiring professionals would rate the applicant as more suitable in hireability, qualifications, and recommended starting salary. Results showed a bias against older job applicants, as they were rated as less qualified and as requiring higher starting salaries than younger job applicants, even though their interview transcripts were identical. Moreover, a 3-way interaction showed that the highest salaries were suggested for older job applicants whose gender matched the gender stereotypes presented in the job ad. These results illustrate a hurdle faced by older workers; they will be perceived as less capable yet more expensive. Ageism emerged as the most salient category in this study of individuals seeking re-employment beyond traditional working age, but the results suggest intersectional effects as well. Future research should further examine how ageism is experienced by different multi-group members in other job contexts.

Counterproductive work behaviors (CWBs) have been identified as pervasive employee behaviors with the potential to cause significant harm in the workplace (e.g., Sackett & DeVore, 2001). Because of the considerable threat CWBs pose to organizational and employee well-being, a literature has emerged to better understand the structure of these behaviors and identify the factors and conditions that effect employee engagement in counterproductive acts. While past research has distinguished between types of CWBs, i.e., theft, sabotage, withdrawal, less attention has been paid to the specific forms these behaviors take. For example, being two hours late to work is more serious and harmful than being five minutes late, and traditional frequency-based measures fail to distinguish between these behaviors. In order to understand and account for the full range of variation in employee CWBs, research must advance in ways that incorporates severity. The current study introduces a novel conceptualization of CWB severity that distinguishes between intra-behavioral differences and develops modified versions of the CWB-C (Spector et al., 2006; Bennett & Robinson, 2000) which assess engagement in low and high severity versions of each CWB. These new measures are utilized to test a hypothesized model of CWB severity that predicts how individual (negative affect) and contextual factors (self-control & perceived consequences) interact to predict low and high severity CWBs. This research seeks to expand our understanding of the diverse ways employees respond to stressful work conditions and represents an important first step in identifying the types of employees and work environments that are associated with the most harmful, high severity, CWBs. Implications for future CWB research are discussed.

Situational Judgment Tests (SJTs) are frequently used by organizations as a face-valid selection measure with low adverse impact and a relatively strong relationship with relevant criteria. Despite their common use, there remain several research questions regarding the theoretical foundations and characteristics of SJTs. Additionally, developments in SJT scoring provide fertile ground for research to validate new scoring techniques to better predict criteria of interest. Motowidlo and his colleagues (2006) recently developed a scoring technique for SJTs based on the principle of Implicit Trait Policies (ITPs) which are implicit beliefs concerning the effectiveness of different behavioral choices that demonstrate varying levels of targeted traits. Individuals high in these targeted traits will rate item responses that demonstrate high levels of that particular trait as more effective. Taking into consideration this new method, and also considering the multitude of scoring methods already available to test developers, it logically follows that these different scoring methods will have different correlations with constructs of interest, and that by using this new method it may be possible to achieve a much higher correlation with personality. The effects of scoring technique on relationships between SJT scores and constructs of interest such as personality will in turn have effects on the criterion validity of the SJT. This research explored how scoring methods affected the relationship SJT scores have with general mental ability, personality traits, typical performance, and maximum performance. Results indicated significant differential validity as a function of the respondents‟ race. For minority participants, SJT scores predicted "maximum performance ratings" in a simulation exercise but not "typical performance ratings" provided by familiar peers. However, the reverse was true for Caucasian participants. The two scoring methods demonstrated differential validity. However, the nature of these differences varied as a function of the iv performance dimension in question (i.e., agreeableness, extraversion). Implications for future research will be discussed as well as the practical implications of these findings.

The changing nature of work, in conjunction with union power decline, has resulted in increasing levels of job insecurity and precarious work among the global workforce (Benach et al., 2014; Hoffman et al., 2020). Additionally, research has shown that older workers experience work differently than younger workers (Ng & Feldman, 2012), and represent 44% of the workforce in the United States (Bureau of Labor Statistics, 2020). The present study explores the extent to which the confluence of precarious work and age creates a scenario where these workers respond to job insecurity in ways which differ from what is typically depicted in models of job insecurity. Data were collected from 460 working adults in the US (Age M=40.90, SD=10.29) and analyzed using structural equation modeling. Results suggest that aspects of precarious work, specifically vulnerability to mistreatment and uncontracted work, were indirectly related to several work- related outcomes (i.e., job search behaviors, employee voice, well-being, and presenteeism) via job insecurity. No support was found for second-stage moderation by age, but findings from supplementary analyses suggested that age interacted with part-time work to predict presenteeism, which refers to going to work while ill, with older full-time workers engaging in presenteeism more often than older part-time workers. Together, this suggests that older workers represent a heterogenous subgroup of workers, and the variability in their experiences merits future research, with special regard for older workers in precarious work conditions. Theoretical and practical implications are discussed.