Daniel C. Feldman's research while affiliated with University of Georgia and other places

Publications (145)

Article
While there has been considerable research on gender differences in core task performance, gender differences in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) have been largely ignored. Gender-consistent roles of females as being supportive would lead to the prediction that females engage in more OCB and less C...
Article
Previous research suggests that employees engage in voice behavior to reciprocate for the positive treatment they receive from employers, but less is known about individual differences in employees' willingness to engage in voice behavior to that end. The present study proposes that felt obligations to the organization relate more strongly to voice...
Article
This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their le...
Article
This study proposes that employees have to face a variety of obstacles over the course of their careers, each of which can create stress for employees and, in so doing, lower their subjective career success (SCS). Using a meta-analysis of 216 samples published over the past three decades (N = 94,090), we found that career hurdles associated with di...
Article
Full-text available
We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining how age directly affects different dimen-sions of objective and subjective P-E fit. Next, we illustrate how age can moderate the relationship between objective P-E fit and subjecti...
Article
Guided by conservation of resources theory, the present study examines six types of hurdles individuals face in their careers and how those hurdles impede the attainment of higher salaries. With a meta-analysis of 339 empirical studies conducted over the past 50 years, we observed that socio-demographic hurdles (e.g., being non-Caucasian), trait-re...
Article
Guided by conservation of resources theory, we propose that both organizational and community embeddedness are associated with increased work-to-family conflict (WFC) and family to-work conflict (FWC), which in turn are associated with strain-related outcomes. Because stress can have both short-term and long-term consequences, we examined negative...
Article
Guided by socio-emotional selectivity theory, the article proposes 2 competing hypotheses regarding whether older workers react more or less positively to job autonomy than younger workers do. In a meta-analysis of 415 empirical samples, we observed that job autonomy was positively and significantly related to a wide variety of positive work outcom...
Article
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected...
Article
One particularly persistent and prevalent negative age stereotype is that older workers experience more health problems. This study examines whether this negative age stereotype is evidence-based or not. In a meta-analysis of previous studies on the relationship between age and health, we found that older employees suffered no declines in either me...
Article
As the mean age of the workforce in industrialized countries trends upward, increasing attention has been paid to group-level differences between younger and older workers in terms of job performance. The present article takes an alternative perspective by examining within-person changes that occur with aging and how the process of aging affects em...
Article
There are two competing theoretical perspectives on how job tenure might affect job performance. Human capital theory suggests that as knowledge and skill increase with greater tenure, job performance will improve as well. In contrast, the literature on job design suggests that as job tenure increases, employees are likely to become more bored and...
Article
One particularly persistent and prevalent negative age stereotype is that older workers are less innovative and more resistant to change. Because older workers are also more likely to have longer organizational tenure, negative age stereotypes contribute to the perception that long-tenured workers are less innovative and more resistant to change, t...
Article
Guided by social information processing theory, this study examines how perceived supervisor embeddedness relates to employees’ own affect toward, attachment to, and behavior within the firm. Data were collected from 338 employees at 3 points in time over a 10-month period. The results supported the proposed model in 3 key ways. First, perceived su...
Article
Previous research has yielded mixed results regarding the effects of age on innovation-related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee poss...
Article
This article proposes and tests a model that highlights how organisational embeddedness relates to insomnia. It argues that support rendered by the organisation in general and by supervisors in particular decrease the likelihood that highly embedded employees will experience insomnia. Data collected from 192 managers at four points in time over a 1...
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Full-text available
Guided by social exchange theory, this study found support for the prediction that the relationship of psychological contract breaches to voice behaviour (both constructive and aggressive) would be moderated by changes in leader–member exchange and coworker exchange over time. Specifically, the positive relationship between psychological contract b...
Article
This study evaluates the cumulated empirical evidence on 6 common age stereotypes. These stereotypes suggest that older workers are: (a) less motivated, (b) generally less willing to participate in training and career development, (c) more resistant and less willing to change, (d) less trusting, (e) less healthy, and (f) more vulnerable to work‐fam...
Article
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees...
Article
Full-text available
Using 20 years of employment and job mobility data from a representative German sample (N = 1259), we employ optimal matching analysis (OMA) to identify six career patterns which deviate from the traditional career path of long-term, full-time employment in one organization. Then, in further analyses, we examine which socio-demographic predictors a...
Article
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationsh...
Article
We propose that off-the-job embeddedness (OTJE) be reconceptualized as a separate and distinct, albeit related, construct from job embeddedness. We conceptualize OTJE as the totality of outside-work forces which keep an individual bound to his/her current geographical area and argue that this construct includes important factors which do not fall u...
Article
The present study offers competing hypotheses regarding the relationships of changes in organizational and community embeddedness with changes in work-to-family and family-to-work conflict. Data were collected from 250 U.S. and 165 Chinese managers and professionals, all of whom were married, at 3 points in time over a 10-month period. Results sugg...
Article
Informed by social exchange theory, this study examines whether and how employees reciprocate to their organizations for the idiosyncratic deals (i-deals) they receive. Specifically, the authors examined whether i-deals (in scheduling flexibility and professional development) are related to employees’ flexible work role orientation, social networki...
Article
The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary ben...
Article
Although voice (i.e. expressing change-oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationsh...
Article
Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N=11,416 respondents), the effect size for the relation between affec...
Article
This study examines the relationships among organizational achievement values, high-involvement work practices (HIWP), and business unit performance. Specifically, we examine whether HIWP mediate or moderate the effect of achievement values on retail store performance. Using data collected at three points in time from more than 1,000 employees, we...
Chapter
As the chapters in this volume highlight, a great deal of important theoretical research has been conducted on underemployment in a wide variety of disciplines: industrial-organizational psychology, labor economics, social psychology, sociology, organizational behavior, human resource management, macroeconomics, industrial and labor relations, comm...
Article
Using conservation of resources theory as a guide, this study examines why individuals with an internal locus of control (LOC) are more likely to feel embedded in their organizations. Two mediating processes are posited. First, people with high internal LOC are more likely to acquire greater work resources because they are more effective in negotia...
Article
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for fut...
Book
Underemployment: Psychological, Economic, and Social Challenges Douglas C. Maynard and Daniel C. Feldman, Editors While joblessness is a signature problem during times of economic stress, underemployment —the lack of adequate, meaningful work—affects large numbers of workers even during relative prosperity. Historically overshadowed by unemployme...
Article
It has often been argued that low turnover leads to less innovation in organizations, not only because fewer job vacancies are available for outsiders with new ideas, but also because longer-tenured employees might be more resistant to change. In this study, we propose that job embeddedness may actually strengthen employees' motivation to generate,...
Article
Although organizational research on age has largely focused on the age–performance relationship, the relationships between age and job attitudes have received less attention. Guided by socioemotional selectivity theory, this paper provides a comprehensive meta-analysis of the relationships of chronological age with the 35 job attitudes most frequen...
Article
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in...
Article
This study examined the relationships among psychological contract breaches, organizational commitment, and innovation-related behaviors (generating, spreading, implementing innovative ideas at work) over a 6-month period. Results indicate that the effects of psychological contract breaches on employees are not static. Specifically, perceptions of...
Article
This article examines the effects of organizational embeddedness on employees' activities to build social capital and human capital. To test a latent growth model, we collected data from 375 managers at multiple points over an 8-month period. We found that the more embedded employees perceived themselves to be at Time 1, the more likely they were t...
Article
The purpose of the current study is to examine the mediating processes through which human capital (e.g. education and work experience) contribute to objective indicators of career success (e.g. salaries and promotions). We are particularly interested in the ways in which cognitive ability and conscientiousness help explain the process through whic...
Article
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which indiv...
Article
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity a...
Article
Purpose The purpose of this paper is to examine the relationships of personality traits and interpersonal relationships with vocational indecision and the mediating role that identity construction plays in the development of those relationships. Design/methodology/approach Data are collected from 202 college students in Hong Kong at four points in...
Article
Previous research on fit has largely focused on person-organization (P-O) fit and person-job (P-J) fit. However, little research has examined the interplay of person-vocation (P-V) fit and person-group (P-G) fit with P-O fit and P-J fit in the same study. This article advances the fit literature by examining these relationships with data collected...
Article
In their quantitative review of the literature, Healy, Lehman, and McDaniel [Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. Personnel Psychology, 48, 335–345] concluded that age is only weakly related to voluntary turnover (average r = −.08).However, with the significant changes in mobility pa...
Article
This study looks at the effects of education level on job performance in 2 ways. First, it provides a meta-analysis on the relationships between education level and 9 dimensions of job behaviors representing task, citizenship, and counterproductive performance. Results here show that, in addition to positively influencing core task performance, edu...
Article
This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these deal...
Article
Previous research on psychological contracts has focused on whether or not employees feel their employers have fulfilled the promises made to them. Instead, here we examine how perceptions of the external labor market, particularly about whether present psychological contracts could be replicated elsewhere, influence employees' attachment to their...
Article
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta-analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family iden...
Article
Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10...
Article
Manuscript Type: Conceptual Research Question/Issue: Prior research on corporate elites has focused on how interlocking directorships serve to create inter-organizational linkages and on what happens when board members lose their seats and those linkages are broken. Rather than focusing on the ties in corporate networks, here we focus on the nodes...
Article
The goals of this paper are to conceptually integrate and extend the diverse literature on job mobility. We introduce a multi-level theoretical framework that describes how individuals' job mobility unfolds. Three theoretical perspectives inform this framework. The structural perspective suggests that macro-level factors (e.g. economic conditions a...
Article
The current article provides an extension of the conceptual literature on the school-to-work transition (STWT). Specifically, we attempt to integrate this diverse literature by proposing a role identity approach to studying STWTs. Here, we suggest that an individual’s work role identity plays three roles in understanding the outcomes of STWTs: as a...
Article
This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness)...
Article
This article proposes a theoretical framework to study organizational embeddedness and occupational embeddedness. Organizational embeddedness is the totality of forces (fit, links, and sacrifices) that keep people in their current organizations, while occupational embeddedness is the totality of forces (fit, links, and sacrifices) that keep people...
Article
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism...
Article
Using a sample of several thousand faculty members and multiple measures of health, wealth, and productivity, this study examines the predictors of actual acceptance of 3 successive early retirement incentive offers. Consistent with previous research, the results here suggest that poorer health, lower salary, and higher pension benefits were signif...
Article
This article examines how the evaluation of disciplinary appeals in nonunion organizations is affected by the use of procedural guidelines. Data were collected from 142 managers in a simulation study designed to assess the impact of procedures that are common within arbitration and judicial systems but less common within non-union appeal systems. P...
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Full-text available
The Journal of Management, now one of the preeminent journals in the discipline, completed its 30th year of publication in 2004. To provide an understanding of the journal's development, this article reviews its origins as recounted in reflections by its past editors, examines three decades of publication statistics, and provides a brief look at th...
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Full-text available
Organizations trying to attract job applicants face a trade-off in the design of their recruiting advertisements. The use of general ads that include limited job attribute specificity has the potential to appeal to a wide array of job applicants and to increase the size of the applicant pool. However, such advertisements may also increase the numbe...
Article
Purpose – The main goal of this article is to present a new taxonomy of contingent employment that better represents the wide variety of part‐time, temporary, and contract employment arrangements that have emerged since Feldman's review. Design/methodology/approach – Reviews the literature over the past 15 years. Findings – The paper suggests tha...
Article
The use of executive coaching as a developmental intervention for managers has increased dramatically during the past decade. Consequently, there has been a burgeoning practitioner literature on the topic of executive coaching. Empirical research on executive coaching, however, has lagged far behind, and theoretical work on the processes underlying...
Article
Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective c...
Article
This article comments on a book on management education, titled Managers Not MBAs: A Hard Look at the Soft Practice of Managing and Management Development, by Henry Mintzberg. The first half of the book consists of a thorough analysis of the dysfunctional problems endemic in business schools, and it is as thoughtful, in its own way. Besides reviewi...
Article
Purpose The present paper examines the effects of two decision‐framing inductions on young adults' set of career options: first, whether young adults use abilities or interests as the grounds for their vocational choices and, second, whether young adults approach the decision‐making task by including all career options to which they feel positively...
Article
This article examines the impact of physical disabilities on early career opportunities, particularly in vocational choice, the school-to-work transition, and becoming established in early career paths. Using motivation theory, the paper presents a framework for understanding how people with disabilities identify career goals, form expectancies abo...
Article
This article utilizes relative deprivation theory to examine the careers of non-tenure-track instructors and research associates. Demographic status, motivations for accepting contingent employment, and standards of comparison used to assess the quality of the job were all related to the degree of relative deprivation experienced by adjunct faculty...
Article
This article examines the phenomenon of early career indecision in young adults. First, it identifies the cognitive and affective components of the construct and illustrates the links between early career indecision and effectiveness of job search behavior (e.g., degree of procrastination, intensity, focus, and perseverance). Second, it identifies...
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Full-text available
Using a sample of 517 executives who lost their jobs as a result of downsizing, this study examined underemployment among managers in replacement jobs taken after their layoffs. Laid-off executives who were re-employed in jobs which paid less, were at lower levels of organizational hierarchies and which did not fully utilize their skills had consis...
Article
While there has been renewed interest in the trend toward longer working hours, neither economic nor sociological explanations have been able to fully account for the rapid increase in work hours observed among managers today. This article presents a multilevel framework for understanding under which conditions managers are most likely to increase...
Article
This field study examines the experiences of managers and professionals searching for jobs via the Internet. Results suggest that facility with Internet navigation is significantly associated with the amount of general job searching, particularly for those who want to explore job options initially in private without fear of retribution from supervi...
Article
As universities increasingly employ adjunct faculty in both teaching and research positions, how these individuals experience their jobs becomes of greater concern. This study uses both quantitative and qualitative data from a sample of 105 non-tenure-track instructors and research associates to examine the work experiences of adjunct faculty. The...
Article
As universities increasingly employ adjunct faculty in both teaching and research positions, how these individuals experience their jobs becomes of greater concern. This study uses both quantitative and qualitative data from a sample of 105 non-tenure-track instructors and research associates to examine the work experiences of adjunct faculty. The...
Article
While most previous research has studied underemployment among laid-o€ workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational ®rms, the results here suggest that several important job-and organizational-...
Article
In this study, we used a continuity theory of aging to examine bridge employment. Excellent health, organizational tenure, and having working spouses and dependent children were positively associated with accepting bridge employment, and age and salary were inversely related to accepting such employment. Bridge employment was strongly related to bo...
Article
This article examines the utilization, underutilization, and misutilization of expatriate skills in overseas assignments. Using quantitative data from 268 expatriates from six Fortune 500 multinational corporations, the research first examines expatriates' utilization of eight distinct skills and how patterns of skill utilization influence importan...
Article
The recent popularity of Scott Adams's "Dilbert" cartoon character highlights a phenome non already palpably evident in business today: Many employees are highly cynical about the effectiveness of management and view large, bureaucratic organizations with disdain and contempt. This article explores the dynamics and implications of this change for h...
Article
Overseas internship programs are intended to provide substantive learning and skill development opportunities for interns. At the same time, internships are intended to provide employers with bright students who can help meet staffing needs and opportunities to recruit superior candidates for future job openings. However, overseas internships can b...
Article
Overseas internship programs are intended to provide substantive learning and skill development opportunities for interns. At the same time, internships are intended to provide employers with bright students who can help meet staffing needs and opportunities to recruit superior candidates for future job openings. However, overseas internships can b...
Article
Examined whether the relationships between psychological contract violations and 3 types of employee behavior (intention to quit, neglect of in-role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of 804 managers (mean age 35 yrs), this study tested for mediator effect...
Article
This research examines whether the relationships between psychological contract violations and three types of employee behavior (intention to quit, neglect of in-role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of over 800 managers from a wide variety of research s...
Article
Although mentoring can have positive consequences for the careers of proteges, many young adults become enmeshed in dysfunctional relationships with their mentors. To the extent that these destructive mentor–protege relationships have been examined, the prevailing underlying assumption has been that they are the mentors' fault because mentors are m...
Article
While previous research suggests that employees rarely believe organizations keep all of the commitments made to them, only in some cases do employees perceive these unfulfilled commitments as psychological contract violations and make active attempts to “get even” with their employers for the betrayal. This article presents a discrepancy model for...
Article
This research examines demographic diversity between mentors and proteges on international internships. Using a sample of 138 interns on six-month overseas assignments, the results indicate that interns who are different in nationality and gender from their mentors are much less likely to receive task-related, social-related, and career-related sup...
Article
This study examines the relationships betweenviolations of employees' psychological contracts andtheir exit, voice, loyalty, and neglect behaviors. Usinga sample of over 800 managers, this research found that psychological contract violations resultin increased levels of exit, voice, and neglectbehaviors and decreased levels of loyalty to theorgani...
Article
This study examines the relationships between violations of employees' psychological contracts and their exit, voice, loyalty, and neglect behaviors. Using a sample of over 800 managers, this research found that psychological contract violations result in increased levels of exit, voice, and neglect behaviors and decreased levels of loyalty to the...
Article
While the literature on expatriate adjustment has focused on the importance of back-home mentors and their instrumentality for future career advancement, this research explores the importance of on-site mentors for the effective socialization of expatriates into their current overseas assignments. Using a sample of 179 expatriates located in ninete...
Article
The authors examine the nature, extent, and consequences of psychological contract violations which occur in restructuring firms. Managers in restructuring firms were significantly more likely to perceive psychological contract violations in the areas of job security, input into decision making, opportunities for advancement, and amount of responsi...
Article
The literature on managing careers has traditionally been based on the twin assumptions of organizational growth and increased opportunities for individual advancement. Large-scale layoffs in the 1980s and continued downsizing in the 1990s, however, have left organizations questioning how to develop the careers of their employees under conditions o...
Article
In this article, the author examines the willingness of employees to follow their organization during corporate relocation. Over the past 10 year, several large organizations and business units have geographically relocated their own headquarters or major divisions of their organizations. Some of these relocation strategic decisions are supposed to...
Article
The authors examine the nature, extent, and consequences of psychological contract violations which occur in restructuring firms. Managers in restructuring firms were significantly more likely to perceive psychological contract violations in the areas of job security, input into decision making, opportunities for advancement, and amount of responsi...
Article
Using a sample of 812 employees in a major Korean electronics company, this study examines the predictors of acceptance of buyout incentives. As in the retirement research, the results here suggest that employees are more likely to accept buyouts the larger the size of the incentive, the older they are at the time of the offer and the poorer their...

Citations

... As people approach retirement, finances become salient for not only ongoing expenses but also retirement savings (Wang et al., 2008). Older workers often report needing to delay retirement or returning to post-retirement work in order to increase pension savings (Kim & Feldman, 2000). The financial motive is primarily associated with transactional contract and associated economic exchange relationships. ...
... During the pandemic, people are forced to pursue such options, merely to earn a living and sustain a standard of living. Decreasing demand for labor during the pandemic has caused many employees to be underutilized and undervalued (Maynard & Feldman, 2011). Thus, apart from people being unemployed, underemployment has prevented the full potential of individuals from being realized due to inadequate job opportunities during COVID-19. ...
... This sensemaking process following PC breach can thus result in various employee reactions, ranging from small to big negative changes in perceptions, emotions and behavior, as well as an intense negative emotional state, referred to as violation feelings (Morrison and Robinson, 1997). Breach and violation feelings are related to a variety of negative attitudinal, emotional and behavioral outcomes (for an overview see Zhao et al., 2007) such as decreased job satisfaction (Kickul et al., 2002), decreased trust in the organization (Robinson and Morrison 2000), and decreased organizational commitment (Coyle-Shapiro and Kessler, 2002), increased absenteeism (Deery et al., 2006), increased workplace deviance (Bordia et al., 2008), increased intention to quit (Turnley and Feldman, 2000) and actual turnover (Bunderson, 2001). ...
... The proposed analytical framework is informed by the theory of person-environment fit, 62,63 which has a long history and has been successively developed in numerous studies across many work domains. [64][65][66] The theory has been used for explaining the work-health relation, especially regarding occupational stress 67 and employment with and after cancer. 68 The person-environment fit theory posits that the intersection between the person (employee) and the work environment is critical in understanding adjustments in organisations. ...
... To accurately define and measure commitment, extensive research has been conducted within an organizational context (Meyer & Herscovitch, 2001). Over the years, commitment has been conceptualized with diverse terms including organizational commitment (Allen & Meyer, 1990;Meyer & Allen, 1991;Mowday et al., 1979), commitment (Albrecht, 2012;Plewa & Quester, 2008), and commitment in the workplace (Feldman, 2004). Mowday et al. (1979) defined organizational commitment as the strength of identification and involvement of an individual employee in an organization, focusing on the attitudinal perspective of commitment. ...
... The lack of significant relationship of supervisory support between job resources and wellbeing could be because of gender stereotype such as the presence of feminine characteristics. In Europe, majority employed female view that the action of receiving or asking for support from others shows as a sign of weakness (Ng, Lam, & Feldman, 2016). These employed women believed that developing independent habits could help them grow stronger in effect of reaching their greatest potential in the workplace. ...
... Given the beneficial effect of voice behavior on employee's creativity (Zhou and George, 2001), team performance (Sherf et al., 2018), innovation performance ) and organization's marketing capability (King et al., 2020), much work has been done toward identifying the antecedents that reinforce or restrict voice behavior (e.g., Detert and Burris, 2007;Ng and Feldman, 2012;Venkataramani et al., 2016;Chamberlin et al., 2017). As voice behavior is pro-social (Van Dyne and LePine, 1998), one stream of research views voice behavior as a form of reciprocation and suggests that employees who perceive their organizational environments as positive are likely to reciprocate through voice behavior (e.g., Choi, 2007;Liu et al., 2010;Zhang et al., 2014;Ng and Feldman, 2015). However, individual differences associated with the norm of reciprocity have rarely been explored in the literature of voice behavior and state-like concepts relevant to reciprocity (e.g., felt obligation) rather than trait-like concepts are the focus of these studies. ...
... Employees who perceive that the organization is not fully fulfilling its psychological contractual responsibilities will generate disappointment, anger, unfairness, etc. [45]. This will affect the relationship between employees and the organization, such as a high turnover rate [46,47], low loyalty [48][49][50], low satisfaction [51,52] and low job performance [53]. The psychological contract theory is revolutionary in the field of marketing, because a good relationship with customers is considered an inexhaustible motivation for sustainable business development. ...
... Clearly, there is a good deal of theory and literature supporting the idea that control opportunities (i.e., "actual" control, perceived control) and striving (i.e., enacted control) are related to well-being across the lifespan. An abundance of literature has been dedicated to considering one or more forms and domains of control in relation to important outcomes (e.g., well-being) with age (see qualitative and quantitative reviews in Agrigoroaei & Lachman, 2010;Heckhausen et al., 2021;Lachman & Burack, 1993;Lachman et al., 2011;Ng & Feldman, 2015;Robinson & Lachman, 2017;Rodin, 1986;Skinner, 1996;Spector, 1986). We focus here on a sample of studies all hailing from largely the same theoretical space but with diverse control and well-being outcome operationalizations; we do so to highlight the range of reasonable specifications that control and aging scholars have to "choose" from in designing their studies and analyzing their data, and call attention to the broader population of possible, reasonable specifications which often go unreported. ...
... High levels of underemployment among African Americans mean that study of this work-related dimension may be fruitful. According to relative deprivation theory (Crosby, 1976), individuals develop feelings of frustration when they fail to achieve anticipated outcomes; through such a process, underemployment may promote negative affect (Feldman, 2011). Indeed, research has identified perceived underemployment as an important stressor that can negatively impact individual well-being (Harari et al., 2017). ...