Bruce Louis Rich

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Verified

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• PhD
• Professor at University of Florida

We theorize that engagement, conceptualized as the investment of an individual’s complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual’s self. Results of a study of 245 firefighters and their supervisors supported our hypothe...

We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positiv...

The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the co...

Our chapter is organized as follows. First we briefly review Kahn’s (1990) theory of personal engagement. We then more thoroughly explore the psychological conditions of meaningfulness, safety, and availability, and summarize research on antecedent factors that drive engagement through these respective psychological mechanisms. This is followed by...

The original 18-item Job Engagement Scale (JES¹⁸) operationalizes a multidimensional hierarchical conceptualization by Kahn (1990) of the investment and expression of an individual’s preferred self in-role performance. Encompassing three dimensions (i.e., physical, cognitive, and emotional), job engagement is a known predictor of organizational per...

This study investigates the treatment of culturally inclusive teaching practices in schools of business. A content and quantitative analysis were performed on 392-course syllabi selected from management departments in the United States, representing 131 AACSB-accredited schools of business. Syllabi were coded for content, pedagogy, accommodation st...

We develop and test a theoretical model that explores how individuals appraise different types of stressful job demands and how these cognitive appraisals impact job performance. The model also explores how charismatic leaders influence such appraisal and reaction processes, and, by virtue of these effects, how leaders can influence the impact of s...

Many employees feel ethically conflicted at work, but research has yet to identify the specific mechanisms that give rise to this sense of ethical conflict. The authors propose that ethical conflicts occur when companies encourage employees to behave counter to their own sense of right and wrong during the process of organizational socialization. E...

Past research has revealed significant relationships between organizational justice dimensions and job performance, and trust is thought to be one mediator of those relationships. However, trust has been positioned in justice theorizing in 2 different ways, either as an indicator of the depth of an exchange relationship or as a variable that reflec...

Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, resu...

We theorize that engagement, conceptualized as the investment of an individual's complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual's self. Results of a study of 245 firefighters and their supervisors supported our hypothe...

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results a...

Karl Llewellyn 2 saw section 2-302, the doctrine of unconscionability, as providing a mandate for courts to police contracts.3 He did not see it as providing the machinery for accomplishing or guiding this grant of judical power.4 The doctrine of unconscionability and the best "machinery" for its implementation has been the source of scholarly disc...