The opaqueness of author naming and ordering, when coupled with power dynamics, can lead to a number of disadvantages in academic careers. In this commentary, we investigate gender differences in authorship experiences in a large prospective meta-analytic study (k = 46; n = 3,565; 12 countries). We find that women’s and men’s authorship experiences differ significantly with women reporting greater prevalence of problematic behaviors. We present seven actionable recommendations for improving the receipt and reporting of intellectual credit. Such actions are needed to ensure fairness in authorship, which is one of the most powerful factors in academics’ career outcomes.

Destructive leadership and its effects on followers all over the world have been emphasized in cross-cultural research in recent years. Despite continued scholarly and practitioner interest in both destructive leadership and job performance due to its implications for cross-cultural research, we have an incomplete understanding of the impact of cultural context on the relationship between destructive leadership and followers' task performance. We advance international business research by building and testing implicit leadership theory predictions about the impact of country-level cultural values as moderators of the relationship between destructive leadership and followers' task performance. We test our hypotheses and research question with a meta-analytic dataset that includes respondents from 12 countries (k = 72, N = 20,878). Our results demonstrate that several of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) framework's cultural value dimensions moderate the relationship between destructive leadership and followers' task performance across countries. The findings are driven by the strong predictive validity of the performance orientation, in-group collectivism, gender egalitarianism, and humane orientation cultural value dimensions. Our contributions are important because we generate nuanced knowledge about the independent, relative, and collective predictive validity of cultural values in explaining the strength of the relationship between destructive leadership and followers' task performance across countries.

Political skill has been established as an antidote to workplace stress and strain. However, despite the scholarly attention it has attracted, we still know very little about mediating mechanisms that explain this relationship and the role of political skill dimensions in mitigating workplace stressors. Thus, in this study, we investigate the impact of perceived control as a mediating mechanism between the political skill dimensions (i.e., social astuteness, interpersonal influence, networking ability, apparent sincerity) and interpersonal conflict (i.e., stress arising due to social interactions). Structural equation modeling was applied to analyze the data collected from 370 employees in a textile organization. The study found that perceived control mediated the relationship of social astuteness, interpersonal influence, and networking ability with interpersonal conflict. It, however, did not mediate the link between apparent sincerity and interpersonal conflict. Limitations, implications, and directions for future research are also discussed.

This two-study research package investigates the interactive effects of perceptions of organizational politics, political skill, and political will on psychological need satisfaction, which has been shown to predict a number of different important organizational outcomes. Drawing primarily on social/political influence and self-determination theories, we propose that although perceptions of organizational politics (i.e., as an important situational or contextual variable) can demonstrate need-thwarting effects for some, its effects can be need-satisfying for those individuals with high levels of political skill and political will. In Study 1, we analyze a sample of 142 individuals to demonstrate that possessing political skill attenuates the negative effects of perceptions of organizational politics on psychological need satisfaction. In Study 2, we analyze a sample of 420 individuals to demonstrate that respondents with high levels of both political skill and political will experience their highest levels of need satisfaction in highly political environments. Theoretical contributions, limitations and future research directions, and practical implications are discussed.

Summary This paper integrates field theory with a social network perspective to show that perceptions of the quality of the organization's change communication become collectively shared in friend groups, and that these collective perceptions positively influence collective job performance in those friend groups. Findings from two studies show that these collective perceptions influence collective performance both directly and by interacting with change history in friend groups. The results extend theory by highlighting the importance of friendships as a mechanism for change recipient reactions becoming collectively shared. The findings further suggest that collective histories and communication perceptions play a vital role in collective job performance during change. Practical implications and directions for future research are also discussed.

Side hustles, independent and temporary income generating jobs performed in conjunction with full-time work, have drastically increased in popularity over the past decade. Despite the proliferation of side-hustles, scholars know fairly little about the consequences for individuals and organizations, as side-hustles may enrich or conflict with full-time jobs. The purpose of this paper is to address this gap in knowledge by synthesizing self-determination theory with role enrichment and role conflict perspectives to evaluate how psychological need satisfaction and frustration within side-hustle and full-time work environments interact to predict attitudinal and behavioral outcomes. Using polynomial regression and surface response methodology, we analyzed data from 136 side-hustlers who rated their psychological need satisfaction and frustration in both side-hustle and full-time domains and then reported their psychological well-being, full-time job satisfaction, and full-time organizational citizenship behavior. Although results were mixed, the preponderance of the evidence supported a role-conflict paradigm, where low need satisfaction or high need frustration created negative spillover into full-time attitudes and behaviors. Contributions to theory, limitations, directions for future research, and implications for practitioners are discussed.

This study examined a restricted nonlinearity perspective of the relationship between perceptions of organizational politics (POPs) and work outcomes (i.e., job satisfaction and job performance), dependent upon the level of employee loyalty. Consistent with prior work, we conceptualized POPs as a demand that can have positive effects on job satisfaction and performance, up to certain levels, before negative effects are observed as levels of POPs continue to increase to more extreme levels. Drawing upon the transactional theory of stress, we then argued that this relationship would hold for more loyal employees. However, we hypothesized that these relationships would take a more linear and negative form for less loyal employees. Data analyses of a sample of 177 financial services employees offered mixed support for our hypotheses, replicating prior work that showed a nonlinear, inverse-U-shaped relationship between POPs and job satisfaction, and demonstrating an inverted U-shaped relationship between POPs and both satisfaction and performance for more loyal employees, but not for less loyal employees. We discuss contributions to theory and research, limitations, directions for future research, and practical implications.

Despite continued scholarly and practitioner interest in destructive leadership, we have an incomplete understanding of why, how, and the extent to which destructive leaders affect their followers' task performance differently across the various societal contexts in which this relationship is embedded. We remedy this problem by drawing from 69 independent samples of empirical data (k = 69, N = 19,692) to generate a meta-analytic data set that enables us to build and test implicit leadership theory predictions about why GLOBE's cultural value dimensions moderate the relationship between destructive leadership and followers' task performance across countries. We extend implicit leadership theory to explain why salient violations of followers' expectations for leadership behaviors exacerbate or attenuate the relationship between destructive leadership and followers' task performance. The results demonstrate that GLOBE's cultural value dimensions meaningfully predict the relationship between destructive leadership and followers' task performance, especially uncertainty avoidance, power distance, gender egalitarianism, human orientation, and performance orientation cultural value dimensions. Our examination of cross-national differences in violations of implicit leadership theory expectations generates theoretical, empirical, and practical contributions for research and practice.

Politics pervade our organizational lives. Thus, as Mintzberg noted, to survive and thrive in organizations, individuals need to possess both political skill and political will. However, political skill has received the lion’s share of scholarly attention. With the current research, we aim to advance the field toward empirical and theoretical balance as it relates to political will and its antecedents and evaluate its short- and long-term effects. We draw on social cognitive and social information processing theories and propose that political will is a learned individual characteristic. Furthermore, we extend the motivation, ability, opportunity framework by suggesting that political will interacts with political skill to shape opportunities, which in turn enhance job/contextual performance, and career success. Results across three studies, including five samples from three different cultural settings (USA, China, and Europe), provide support for a social information processing theory perspective, in that perceptions of supervisor political behavior and individuals’ history with organizational politics predict political will. In addition, we find support for the joint effect of political will and political skill on task performance and citizenship behavior, via leader-member exchanges. Finally, we demonstrate that political skill moderates the effect of political will on objective career success (overall and organization-specific) through career engagement. Our research contributes to a more nuanced understanding of political will and its role as an individual difference within an organizational politics paradigm and carries important implications for management theory and practice.

Purpose The purpose of this paper is to review the scholarship on political skill and political will so that the authors might inspire future work that assesses these constructs individually and in tandem. Design/methodology/approach The "political skill" and "political will" concepts were introduced about 40 years ago, but they only have been measured and produced empirical results much more recently. Since that time, substantial research results have demonstrated the important roles political skill and political will play in organizational behavior. This paper provides a comprehensive review of this research, draws conclusions from this work and provides a meta-theoretical framework of political skill and political will to guide future work in this area. Findings Scholarship in this area has developed quite rapidly for political skill, but less so for political will. The authors hope that recent developments in a political will can set the stage for scholars to create a theoretical and empirical balance between these two related constructs. Originality/value The authors corral the vast and widespread literature on political skill and will and distill the information for scholars and practitioners alike.

Research examining the influence of perceptions of organizational politics (POPs) is currently at a nexus—capable of recognizing its previous contributions but also with an eye toward the future. Scholars credit much of the maturation over the past 30 years to Ferris, Russ, and Fandt’s seminal model. Despite the ever-increasing number of publications attributed to this topic, and model, opportunities to bridge and expand the current research base remain plentiful. We begin this review by differentiating POPs from political behavior and constructs considered overlapping conceptually. We then describe the evolution of two models responsible for guiding POPs research and conclude our review by summarizing meta-analytic studies investigating antecedents and outcomes of POPs. Doing so allows us to identify gaps currently impeding development and to recommend relevant approaches to extend research. Following this review, we introduce event systems theory as a guiding framework for integrating and expanding the knowledge base. This structure allows scholars to recast POPs as a discrete phenomenon capable of being evaluated in terms of its novelty, disruption, and criticality. Theoretically, this approach allows for greater precision in identifying causes and consequences of POPs, and it provides insight into how such perceptions emerge and evolve. Last, we discuss future research opportunities intended to improve understanding of this pervasive phenomenon, and we encourage much-needed future research examining the dynamics of POPs in contemporary work settings.

Recently, there has been an increase in the number and type of studies in the organizational sciences that examine curvilinear relationships. These studies are important because some relationships have context-specific inflection points that alter their magnitude and/or direction. Although some scholars have utilized basic techniques to make meta-analytic inferences about curvilinear effects with the limited information available about them, there is still a tremendous opportunity to advance our knowledge by utilizing rigorous techniques to meta-analytically examine curvilinear effects. In a recent study, we used a novel meta-analytic approach in an effort to comprehensively examine curvilinear relationships between destructive leadership and followers' workplace outcomes. The purpose of this chapter is to provide an actionable guide for conducting curvilinear meta-analyses by describing the meta-analytic techniques we used in our recent study. Our contributions include a detailed guide for conducting curvilinear meta-analyses, the useful context we provide to facilitate its implementation, and our identification of opportunities for scholars to leverage our technique in future studies to generate nuanced knowledge that can advance their fields.

Although political skill has attracted scholars’ notice as an important moderator, its main effects and functional mechanisms of political skill have been less explored. Drawing on Conservation of Resource Theory (COR), we regarded political skill as employees’ personal resource that could be invested in to establish leader-member exchange (LMX) relationships with supervisors, which sequentially might benefit performance and organizational citizenship behavior (OCB). Furthermore, shared group political climate, as an external resource-deteriorating signal, could enhance the resource attainment from political skill to LMX relationship, and the resource investment from LMX to performance as well as OCB. Time-lagged, multisource data including 223 employees as well as 58 supervisors provided support for our cross-level, dual-stage moderated mediation model. Specifically, the results showed that group political climate not only strengthens the positive linkage from political skill to LMX, but also strengthens the positive connections from LMX to (a) performance and (b) OCB. Theoretical implications for organizational politics research, future research directions together with practical implications are provided.

Purpose Researchers have identified various recruiter and organization characteristics that individually influence staffing effectiveness. In extending contemporary research, the purpose of this paper is to address a straightforward question unexamined in previous research, namely, does recruiter political skill interact with organization reputation to influence applicant attraction in the recruitment process? Specifically, the authors hypothesized that for recruiters high in political skill, as organization reputation increases, applicant attraction to the organization increases. Alternatively, for recruiters low in political skill, as organization reputation increases, there is no change in applicant attraction to the organization. Design/methodology/approach Three studies were conducted to create the experimental manipulation materials, pilot test them and then conduct tests of the hypotheses. Study 1 created and tested the content validity of the recruiter political skill script. Study 2 reported on the effectiveness of the recruiter political skill experimental manipulation, whereby a male actor was hired to play the part of a recruiter high in political skill and one low in political skill. Finally, Study 3 was the primary hypothesis testing investigation. Findings Results from a 2×2 between-subjects experimental study (N=576) supported the hypotheses. Specifically, high recruiter political skill and favorable organization reputation each demonstrated significant main effects on applicant attraction to the organization. Additionally, the authors hypothesized, and confirmed, a significant organization reputation × recruiter political skill interaction. Specifically, findings demonstrated that increases in organization reputation resulted in increased applicant attraction to the organization for those exposed to a recruiter high in political skill. However, the effect was not for a recruiter low in political skill. Research limitations/implications Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from gathering multiple sources of data. In addition, no experimental research to date exists, examining political skill in a laboratory context. This finding has important implications for the growing research base on political skill in organizations. Practical implications First impressions are lasting impressions, and it is very costly to organizations when recruiters lose good candidates due to the failure to make a memorable and favorable impression. This paper supports the use of political skill in the recruitment process and highlights its capability to influence and attract job applicants to organizations successfully. Originality/value Despite its scientific and practical appeal, the causal effects of political skill on important work outcomes in an experimental setting have not been formally investigated. As the first experimental investigation of political skill, the authors can see more clearly and precisely what political skill behaviors of recruiters tend to influence applicant attraction to organizations in the recruitment process.

Organizational politics has been an oft-studied phenomenon for nearly four decades. Prior reviews have described research in this stream as aligning with one of three categories: perceptions of organizational politics (POPs), political behavior, or political skill. We suggest that because these categories are at the construct level research on organizational politics has been artificially constrained. Thus, we suggest a new framework with higher-level categories within which to classify organizational politics research: political characteristics, political actions, and political outcomes. We then provide a broad review of the literature applicable to these new categories and discuss the possibilities for future research within each expanded category. Finally, we close with a discussion of future directions for organizational politics research across the categories.

This chapter develops a conceptual model of pregnancy in the workplace and examines multi-level factors that can lead to stigmas and discrimination against pregnant employees. The authors argue that covering demands, stigmatized identities, and perceptions of discrimination will lead pregnant employees to engage in concealing and covering behaviors at work. Societal factors which include cultural norms and stereotypes affect the organizational culture and the covering demands put upon those who do not fit the prototypical employee. When employees engage in concealing and covering behaviors, these identity management strategies can deplete self-regulatory resources and lead to feelings of inauthenticity which affect personal and work outcomes.

Researchers have identified various recruiter and organization characteristics that individually impact recruitment effectiveness. The present study examined applicants’ attraction to organizations based on political skill of the recruiter and the reputation of the organization. Results from a 2 x 2 experimental (N = 576) study hypothesized, and found support for, the interaction between recruiter political skill and organization reputation, demonstrating that applicants’ attraction to organizations increases as organization reputation increases for recruiters high in political skill, but not for recruiters low in political skill. Contributions of these results to theory and research, strengths and limitations, directions for future research, and practical implications are discussed.

With wider recognition that most data in the organizational sciences are nested, multilevel research has flourished in management and organizational research. Two persistent and related issues that lack convergence are how to empirically justify aggregating lower-level responses to form higher-level constructs and whether aggregated higher-level variables can reliably differentiate one unit from another. Various agreement and reliability indices and their corresponding thresholds have been proposed over the years, but the extent to which these indices and cut-off values are empirically supported, generalizable across constructs, or are influenced by unit characteristics has not been fully understood. Drawing from reliability generalization research, we meta-analyze established unit agreement and reliability indices – i.e., rwg, ICC(1), and ICC(2) – for the most commonly studied unit-level constructs. Based on 667 samples (62,114 units), results show that the levels of rwg and ICC(1) reported in the literature were generally above suggested arbitrary thresholds, whereas the levels of ICC(2) were generally lower than the suggested cut-off value of .70. There was some degree of variability and stability in the aggregation indices within and across different constructs. Additionally, relevant study features accounted for varying portions of the variability in the aggregation indices for different constructs. Overall, the results allow for researchers to contextualize their findings in terms of the variables they seek to aggregate, characteristics of their sample, and the specific indices they use.