The relationship between extrinsic rewards and creativity has been subject to ongoing debate within the human resource management literatures. More research on mechanisms boundary conditions called for. In this study, using 187 employee-supervisor dyads in an electronics manufacturing company, we investigated how when creativity-contingent (CER) may foster among employees. Drawing self-determin...

The sustainable competitiveness of an organization is largely dependent upon its effectiveness in developing and maintaining high levels socializees’ work engagement. Based on COR (conservation resources) theory, the present study proposes integrative model engagement pathway to organizational socialization. LMX (leader–member exchange) seen create fertile or infertile ground for creation limit...

This study investigated leader-member exchange (LMX) and abusive supervision (AbS) as predictors of psychological well-being (PWB) among bankers. Participants were 299 bank employees consisting hundred thirty (130) males (40.5%) one sixty-nine (169) female (59.5%). Their ages ranged from 26-54years with a mean age 40.5 standard deviation 8.51. The adopted correlation design multiple regression ...

Coliform group has been extensively used as an indicator of drinking water quality and historically led to the public health protection concept. Multiple tube fermentation technique has been currently used for assessment of the microbial quality of drinking water. This method, however, has limitations. Enzymatic assay constitute an alternative approach for detecting indicator bacteria, namely t...

This research investigated the link between ethical leadership and performance using data from the People’s Republic of China. Consistent with social exchange, social learning, and social identity theories, we examined leader–member exchange (LMX), self-efficacy, and organizational identification as mediators of the ethical leadership to performance relationship. Results from 72 supervisors and...

The authors explored the validity of two perspectives as to how managers evaluate subordinates who resist downward influence attempts: a uniformly dysfunctional perspective (i.e., managers regard all manifestations of resistance as indicators of ineffective influence and rate subordinates unfavorably when they resist) and a multifunctional perspective (i.e., managers regard some manifestations ...