Technology-enacted abusive supervision and its effect on work and family.

This study examines the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor's use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorize that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission.

The interactive effects of role overload and resilience on family-work enrichment and associated outcomes.

Using an interactionist perspective and conservation of resources (COR) theory, this study examined the interactive effects of resilience and role overload on family-work enrichment and the outcomes of surface acting, emotional exhaustion, and job satisfaction. The model was tested using a sample of 156 full time employees who completed surveys at two time periods. As expected, resilience was positively related to family-work enrichment and family-work enrichment was negatively related to surface acting and emotional exhaustion and positively related to job satisfaction demonstrating mediating effects for family-work enrichment. Role overload moderated the positive relationship between resilience and family-work enrichment such that the relationship was weaker when role overload was high indicating a boundary condition for the favorable effects of resilience. Finally, support was found for the conditional indirect effects of resilience on surface acting, emotional exhaustion, and job satisfaction through family-work enrichment such that the relationships were weaker when role overload was high.

Abusive supervision, leader-member exchange, and moral disengagement: A moderated-mediation model of organizational deviance.

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed.

Evolutionary history of two pollen self-incompatibility factors reveals alternate routes to self-compatibility within Solanum.

PREMISE OF THE STUDY: Self-incompatibility (SI) prevents self-fertilization and reduces inbreeding. While SI is common in plants, transitions to self-compatibility (SC) occur frequently. Little is known about the genetic changes and evolutionary steps underlying these shifts. METHODS: In the Solanaceae, SI is gametophytic, with specificity determined by S-RNases in the pistil and S-locus F-box proteins (SLFs) in pollen. We examined the role of two pollen factors, Cullin1 (CUL1) and SLF-23, in SI → SC transitions in wild tomato species from the Arcanum species group (Solanum arcanum, S. neorickii, and S. chmielewskii). Pollen compatibility was assessed on tester lines that reject pollen lacking functional SLF-23 or CUL1. Complementation tests, gene sequencing, and phylogenetic analyses were used to characterize both functional and nonfunctional alleles. KEY RESULTS: We found evidence for multiple independent SI → SC transitions. In S. arcanum and S. chmielewskii, SC is caused by loss of pistil S-RNase activity, while in S. neorickii SC is associated with expression of a functional SLF-23 that recognizes the S9 type S-RNase expressed in its pistils. Interestingly, we found identical deletion mutations in CUL1 exon 7 of S. chmielewskii as previously seen in S. habrochaites. CONCLUSIONS: Mating system transitions in the Arcanum group have occurred via both pistil loss-of-function and pollen gain-of-function SC mutations. Mutations common to S. chmielewskii and S. habrochaites must have arisen in a common ancestor, possibly to the entire tomato clade, then became fixed in different lineages after loss of pistil-side SI function.

Development and Validation of a Comprehensive Work-Related Needs Measure.

In a work context, employees tend to gravitate toward situations that are most conducive to meeting their needs. The purpose of this research is threefold. First, we define and specify the psychological needs under investigation, briefly highlight extant research, and differentiate needs from other individual difference variables. Second, we demonstrate the limitations of one of the most highly cited psychological needs instruments and introduce a new needs model. Third, we develop and evaluate a multi-dimensional needs inventory using a multi-study design. The strengths and limitations of the proposed and tested model are discussed, as are implications for future research.

Mutations in two pollen self-incompatibility factors in geographically marginal populations of Solanum habrochaites impact mating system transitions and reproductive isolation.

PREMISE OF THE STUDY: Self-incompatibility (SI) is a mechanism that prevents inbreeding in many plant species. The mutational breakdown of SI occurs frequently, yet relatively little is known about the evolutionary steps involved in the progressive loss of pistil and pollen SI function. METHODS: In Solanaceae, SI is the S-RNase-based gametophytic type. We used SI and SC populations of the wild tomato species Solanum habrochaites to study natural variation for two pollen SI factors: a Cullin1 (CUL1) protein and an S-locus F-box protein (SLF-23). Pollen compatibility was assessed on an allotriploid tester line encoding an S-RNase recognized by SLF-23. Both pollen factors are required for compatibility on this tester line. Complementation tests and gene sequencing were used to identify mutations in CUL1 or SLF-23. KEY RESULTS: We detected loss-of-function mutations in CUL1 and/or SLF-23 in SC populations collected near the northern and southern geographic margins of this taxon's natural range. Nonmarginal SC and all SI accessions expressed mostly functional alleles of these pollen factors. Comparison of the CUL1 sequences identified several shared deletion mutations present in both northern and southern margin SC accessions. CONCLUSIONS: Loss-of-function mutations in CUL1 and SLF-23 likely became fixed relatively late during SI to SC transitions, after loss of pistil SI function. Mutations in CUL1 establish unilateral incompatibility with SI populations and strengthen reproductive isolation. Point mutations common to northern and southern SC biotypes likely derive from shared ancestral variants found in more central SI populations.

Interrater agreement on employees' job performance: review and directions.

This paper reviews the literature on interrater agreement in 360 degree feedback systems. Multirater performance appraisals, e.g., 360 degree feedback systems, have long been advocated as important mechanisms for enhancing individual and organizational performance. Our review of the empirical literature indicates that interrater agreement is a highly desired but not often accomplished goal in 360 degree feedback systems. A revicw of the assumptions concerning interrater agreement suggests avenues for the evolution of assessment scales used for development and evaluation in organizations.