Background: This study examines how an organization's climate for innovation influences employees' affective workplace outcomes through the behavioral mechanism of the innovation process and the quality of Leader-Member Exchange relationships. Methods: Survey data were collected from 567...

Using the Job Demands-Resources theory, this study examines how organisational politics and self-concept affect women employees' voice and workplace well-being (WWB). It employs an explanatory-sequential design, with study 1 (quantitative research, n = 463) using experimental vignettes and scale...

The existing research on bottom-line mentality has mainly focused on understanding why it leads employees to unethical behaviors. The current study aimed at understanding why, how, and when supervisor bottom-line mentality (SBLM) discourages positive employee behavior (e.g., voice, and...

Career calling is an individual orientation that leads people to see work as central to their identity, as a source of passion and as a way to find purpose in life. This study's aim is to examine antecedents of calling and how organizations can foster it. Doing so is important as those who feel...

With the focus on organizations to emotionally engage employees at the workplace, the research intends to illustrate the importance of negative emotions like workplace envy (WPE) and positive emotions like perceived organizational support (POS) toward outcomes like job satisfaction (JS) and...