Creativity and innovation drive competitiveness in the 21st century enterprises. Dynamic hyper-intensive competitive markets demand widespread innovations from all employees in most global enterprises. Leaders influence and set the contextual environments under which their employees express creativity. This paper will examine how different leadership models relate with individual creativity. It...

Family therapy is moving increasingly toward evidence-based practice and competency-based training. This article explores what might seem to be an unlikely link between social constructionist supervision, which is based on dialogic and fluid processes of meaning-making, and the increasing reliance on discrete core competencies in the education and training of family therapists. We propose an al...

In this paper, we propose the assignment problem of resources humans’ methodology by using the multiple knapsack approach to formulate the studied problem, and solve it by using the genetic algorithm for obtaining the optimal assignment of the new qualified employees that ensures the maximization the productivity by introducing constraints corresponding to the cost of each posts, and capacity o...

Over three decades ago scholars have recognized career studies as the vanguard for studying the link between individuals and organizations (Barley, 1989). Nevertheless, despite the growing evidence suggesting that individual career self-management has an important economic value for organizations (e.g., Somaya, Williamson, & Lorinkova, 2008), very little empirical studies have extended this lin...

Integrating the expanding job embeddedness (JE) literature, in this article we advance a multifoci model of JE that is theoretically grounded in conservation of resources (COR) theory. From COR theory, we posit that employees' motivation to acquire and protect resources explains why they become embedded and how they behave once embedded. Our COR-based JE model highlights contextual antecedents ...

Why do employees engage in innovative behavior at their workplaces? We examine how employees’ innovative behavior is explained by expectations for such behavior to affect job performance (expected positive performance outcomes) and image inside their organizations (expected image risks and expected image gains). We found significant effects of all three outcome expectations on innovative behavi...

structure. Social media and virtual teams are transforming the way employees interact and accomplish organizational objectives. Values and self-leadership are replacing commandand-control management. Companies are looking for employees with emotional intelligence and team competencies, not just technical smarts. Organizational Behavior, Seventh Edition, is written in the context of these emergi...

Career scholars have called for a broader definition of career success by inviting greater exploration of its antecedents. While success in various jobs has been predicted by intelligence and in other studies by competencies, especially in management, long term impact of having intelligence and using competencies has not been examined. Even in collegiate outcome studies, few have examined the l...