Although research has extensively examined work–family issues in the private sector, little is known about sector-related differences. Here, we used data from the 2002 National Study of the Changing Workforce and multiplegroup structural equation modeling to compare the levels and mechanisms through which work pressure and 3 workplace social resources (i.e., work– family culture, supervisor sup...

Supervisor and research community support are among the key determinants of a positive experience for PhD candidates. Yet, empirical evidence individual variation in experienced social candidates is still limited. In this study, we adopted person-centered approach to detect distinct profiles their relationship with experiences engagement. We also examined how certain background variables explai...

Much of the abusive supervision research has focused on the supervisor-subordinate dyad when examining the effects of abusive supervision on employee outcomes. Using data from a large multi-source field study, we extend this research by testing a trickle-down model of abusive supervision across three hierarchical levels (i.e., managers, supervisors, and employees). Drawing on social learning th...

Expediency is subtle, but it detrimental to the organization. This study aims discover what at workplace prompts supervisor expediency. Based on literature, predicted that expediency results from high-performance goals. Furthermore, bottom-line mentality acts as a moderator between goals and such high strengthens this relationship. The present study’s theoretical framework grounded transactiona...