Workplace aggression and employee performance: A meta-analytic investigation of mediating mechanisms and cultural contingencies.

We present a meta-analytic investigation of the theoretical mechanisms underlying why experienced workplace aggression is harmful to the three core performance outcomes (i.e., task performance, citizenship behavior, and deviant behavior).

Understanding the impact of witnessed workplace mistreatment: A meta-analysis of observer deontic reactions and employee outcomes.

This meta-analysis aims to understand the impact of witnessed workplace mistreatment. Bringing together two streams of research, it examines (a) the boundary conditions of observer reactions that reflect a principled moral disapproval of violations of interpersonal justice (i.e.

Role of work breaks in well-being and performance: A systematic review and future research agenda.

Recovery from work is a critical component for employees' proper functioning. While research has documented the beneficial effects of after-work recovery, it has focused far less on the recovery that happens while in the form of work breaks. In this review, we systematically review available empirical evidence on the relationship between work breaks and well-being and performance among knowledge workers.

A meta-analysis of leadership and workplace safety: Examining relative importance, contextual contingencies, and methodological moderators.

Given the high human and economic costs of workplace safety, researchers and practitioners have paid increasing attention to how leadership behaviors relate to workplace safety. Previous research has demonstrated that leadership behaviors are important for workplace safety. In this meta-analysis, we extend our understanding of the leadership-workplace safety relationship by (a) examining the associations between a broader range of five leadership categories-change-oriented, relational-oriented, task-oriented, passive, and destructive-and seven workplace safety variables; (b) investigating the relative importance of these leadership categories in explaining variance in these workplace safety variables; and (c) testing contextual and methodological contingencies of the leadership-workplace safety relationship.

Observer reactions to workplace mistreatment: It's a matter of perspective.

Workplace mistreatment regularly occurs in the presence of others (i.e., observers).

Masculinity contest culture reduces organizational citizenship behaviors through decreased organizational identification.

Masculinity contest culture (MCC) encourages fierce competition and race for status at all costs. Across three experiments ( = 554), we investigated how MCC affects discretionary performance at work (i.e.

Disability Severity, Leader-Member Exchange, and Attitudinal Outcomes: Considering the Employee and Supervisor Perspectives.

Purpose Although the effects of disability on employee work outcomes are well-documented, the mechanism that explain these relationship remains unclear. We propose that the quality of relationships employees with disabilities develop with their supervisors explains the link between disability severity and employee work outcomes. More specifically, we examine the mediating role of leader-member exchange (LMX) in the relationship between employee disability severity and presenteeism, job accommodation, supervisor-rated performance, job satisfaction, and resilience.