Each decision and each step in the process involves a bundle of benefits and losses that must be ... more Each decision and each step in the process involves a bundle of benefits and losses that must be considered (e.g., Edgerton, 2020;Weinreb & Tchernichovsky, 2020). [...]scholars are working on models that will assist decision makers in reaching informed decisions about the new future routine (e.g., Aizenman, 2020). [...]we assert that it is imperative to integrate psychological, social, and related costs into these models. [...]these high-risk individuals should be the last to be returned to their workplaces. [...]when considering whom to bring back to the office first, we should offer Y the first option to come back and let X to continue working from home.
Journal for East European Management Studies, 2018
The literature points to the positive role of Human Resource Management (HRM) best practices affe... more The literature points to the positive role of Human Resource Management (HRM) best practices affecting organizational innovation. However, it is still insufficiently clear which mechanisms produce this outcome. In this study, we focus on Human Resource Strength (HRS) as a major variable in that process. More precisely, we examine whether Human Resource Strength (HRS) is a mediator or a moderator in the relationship between four high commitment HR practices and organizational innovation. We investigated a sample of 323 Romanian managers. Our findings indicate that HR strength has a double role as a moderator (training only) and full mediator (training and education and performance appraisal only) in the relationship between HR practices and organizational innovation. The discussion elaborates on the theoretical implications and indicates ideas for future research.
Tippins et al. highlight the importance of volunteering among industrial-organizational (I-O) ps... more Tippins et al. highlight the importance of volunteering among industrial-organizational (I-O) psychologists, aligning with the policies of the Society for Industrial and Organizational Psychology (SIOP), which promote volunteering among its members (Rogelberg et al., Reference Rogelberg, King and Alonso2022). We have thus been encouraged by Tippin’s thought-provoking focal paper to share our activities as volunteers in nonprofit organizations. We describe challenges and sometimes criticize the volunteering process; however, we also make suggestions to improve the I-O psychologists’ volunteer activities thus creating a win–win situation for both volunteers and the nonprofit organizations. In this article, we present three different prisms of volunteer work in nonprofit organizations, namely, volunteering (a) as a calling, (b) to promote business interests, and (c) as a commitment of academic researchers to give back to the subjects of their research and to society.
This study investigated the underlying dynamics between team member exchange (TMX) quality, leade... more This study investigated the underlying dynamics between team member exchange (TMX) quality, leader-member exchange (LMX) quality, engagement, and turnover intentions through the lens of Job Demands-Resources (JD-R) theory. Data were collected from 407 employees working at United States and Israeli firms via a questionnaire. Findings indicated that work engagement mediates the relationship between TMX quality and turnover intentions and that LMX moderates this mediation. Specifically, in high and moderate LMX quality conditions, the impact of TMX quality on work engagement was stronger; and LMX moderated the impact of work engagement on turnover intentions by lowering turnover intentions further. When leader-member relations were not of high or moderate quality, TMX quality did not associate significantly with employee work engagement. Findings contribute to human resource development (HRD) literature on work engagement and turnover by addressing a) the connection between TMX and engagement, b) the mediation effect of engagement in the relationship between TMX and turnover intentions, and c) moderating effect of LMX. Implications for human resource development practices, in particular, for managerial training and leadership development and for performance appraisal, were discussed with the focus on team building to promote individual work engagement and reduce turnover.
This study examined coping with stress from an organizational perspective by positing a relations... more This study examined coping with stress from an organizational perspective by positing a relationship between Psychological Capital (PsyCap) and coping strategies (defined as change, accepting, or withdrawal). It was hypothesized that coping strategies would mediate the relationship between PsyCap and people’s well-being and performance. Questionnaire findings from a five hundred and fifty four employees showed a significant relationship between PsyCap and coping. Coping strategy in terms of change partially mediated the relationship between PsyCap and the outcomes of well-being and performance. Coping strategy in terms of withdrawal partially mediated the relationship between PsyCap and performance. PsyCap was found to have a strong, positive, and direct correlation with well-being and performance. Well-being was not found to associate significantly with performance. These findings suggest that the central variable in the model is not coping but PsyCap. PsyCap appears to have a strong, direct, and significant effect on the dependent variables. The theoretical implications are examined and future research avenues suggested.
The aim of this article was to open a hatch to the consumer psychology research through the eyes ... more The aim of this article was to open a hatch to the consumer psychology research through the eyes of Facet Theory. The Facet Theory enables to delve into a concept or an issue under investigation and define it formally, systematically, and comprehensively, but still parsimoniously. In order to better explain its philosophical basis and the principles of this theory, we apply and demonstrate it on the domain of marketing of higher education to students. There are four distinct facets identified in this regard, namely, (A) Achieving Personal Goals, (B) Institution’s Marketing Orientation, (C) Secondary Decision Criteria, and (D) Level of Education. Based on those facets and their related respective elements, a suggested definitional directive for the marketing of higher education to students is construed.
The construct of heavy-work investment (HWI) is bi-dimensional, revolving around the investment o... more The construct of heavy-work investment (HWI) is bi-dimensional, revolving around the investment of both time and effort at work. The current paper expands the research thinking and joins the pioneering studies that explore HWI as a relatively new concept in the work-related literature (since 2012). The prime aim of this conceptual paper is to develop a model regarding the intricate relationships between the dimensions of HWI and their work outcomes (with emphasis on possible conditional factors). In particular: (1) we refine the definition of HWI by accounting for the different levels of time and effort investment and (2) we outline multiplex propositions with regard to possible (positive and negative) outcomes of HWI, considering different moderators that can potentially impact these associations. Finally, we offer practical implications for human resource management.
Since "workaholism" was coined, a considerable body of research was conducted to shed l... more Since "workaholism" was coined, a considerable body of research was conducted to shed light on its essence. After at least 40 years of studying this important phenomenon, a large variety of definitions, conceptualizations, and measures emerged. In order to try and bring more integration and consensus to this construct, the current research was conducted in two phases. We aimed to formulate a theoretical definitional framework for workaholism, capitalizing upon the Facet Theory Approach. Two basic facets were hypothesized: A. Modalities of workaholism, with three elements: cognitive, emotional, and instrumental; and B. Resources of workaholism with two elements: time and effort. Based on this definitional framework, a structured questionnaire was conceived. In the first phase, the new measure was validated with an Israeli sample comparing two statistical procedures; Factor Analysis (FA) and Smallest Space Analysis (SSA). In the second phase, we aimed to replicate the findin...
International Journal of Psychological Research, 2017
Introduction: the choice of strategies to cope with stress has differential effects on individual... more Introduction: the choice of strategies to cope with stress has differential effects on individual and organizationaloutcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing intheir positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategiesto cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizationalsetting.Method: A questionnaire was filled out by 554 employees from different organizations representing a wide rangeof jobs and positions.Results: Structural Equation Modeling (SEM; c2(7) = 27:64, p < :01, GFI = :99, NFI = :91, CFI = :93,RMSEA = :07)Conclusion: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) werepositively related to coping by change and by acceptance and negatively related to withdrawal. The theoreticalimplications are discussed.
Adler et al. (2016) present a comprehensive review of the fundamental and painful problems of per... more Adler et al. (2016) present a comprehensive review of the fundamental and painful problems of performance appraisal in organizations, from which it appears that we cannot do without performance appraisal because of its benefits, and we cannot do with it because of its flaws. If so, how can organizations make a decision on this issue? Mend them or end them? (See also Culbertson, Krome, McHenry, Stetzer, & van Ittersum, 2013.)
Each decision and each step in the process involves a bundle of benefits and losses that must be ... more Each decision and each step in the process involves a bundle of benefits and losses that must be considered (e.g., Edgerton, 2020;Weinreb & Tchernichovsky, 2020). [...]scholars are working on models that will assist decision makers in reaching informed decisions about the new future routine (e.g., Aizenman, 2020). [...]we assert that it is imperative to integrate psychological, social, and related costs into these models. [...]these high-risk individuals should be the last to be returned to their workplaces. [...]when considering whom to bring back to the office first, we should offer Y the first option to come back and let X to continue working from home.
Journal for East European Management Studies, 2018
The literature points to the positive role of Human Resource Management (HRM) best practices affe... more The literature points to the positive role of Human Resource Management (HRM) best practices affecting organizational innovation. However, it is still insufficiently clear which mechanisms produce this outcome. In this study, we focus on Human Resource Strength (HRS) as a major variable in that process. More precisely, we examine whether Human Resource Strength (HRS) is a mediator or a moderator in the relationship between four high commitment HR practices and organizational innovation. We investigated a sample of 323 Romanian managers. Our findings indicate that HR strength has a double role as a moderator (training only) and full mediator (training and education and performance appraisal only) in the relationship between HR practices and organizational innovation. The discussion elaborates on the theoretical implications and indicates ideas for future research.
Tippins et al. highlight the importance of volunteering among industrial-organizational (I-O) ps... more Tippins et al. highlight the importance of volunteering among industrial-organizational (I-O) psychologists, aligning with the policies of the Society for Industrial and Organizational Psychology (SIOP), which promote volunteering among its members (Rogelberg et al., Reference Rogelberg, King and Alonso2022). We have thus been encouraged by Tippin’s thought-provoking focal paper to share our activities as volunteers in nonprofit organizations. We describe challenges and sometimes criticize the volunteering process; however, we also make suggestions to improve the I-O psychologists’ volunteer activities thus creating a win–win situation for both volunteers and the nonprofit organizations. In this article, we present three different prisms of volunteer work in nonprofit organizations, namely, volunteering (a) as a calling, (b) to promote business interests, and (c) as a commitment of academic researchers to give back to the subjects of their research and to society.
This study investigated the underlying dynamics between team member exchange (TMX) quality, leade... more This study investigated the underlying dynamics between team member exchange (TMX) quality, leader-member exchange (LMX) quality, engagement, and turnover intentions through the lens of Job Demands-Resources (JD-R) theory. Data were collected from 407 employees working at United States and Israeli firms via a questionnaire. Findings indicated that work engagement mediates the relationship between TMX quality and turnover intentions and that LMX moderates this mediation. Specifically, in high and moderate LMX quality conditions, the impact of TMX quality on work engagement was stronger; and LMX moderated the impact of work engagement on turnover intentions by lowering turnover intentions further. When leader-member relations were not of high or moderate quality, TMX quality did not associate significantly with employee work engagement. Findings contribute to human resource development (HRD) literature on work engagement and turnover by addressing a) the connection between TMX and engagement, b) the mediation effect of engagement in the relationship between TMX and turnover intentions, and c) moderating effect of LMX. Implications for human resource development practices, in particular, for managerial training and leadership development and for performance appraisal, were discussed with the focus on team building to promote individual work engagement and reduce turnover.
This study examined coping with stress from an organizational perspective by positing a relations... more This study examined coping with stress from an organizational perspective by positing a relationship between Psychological Capital (PsyCap) and coping strategies (defined as change, accepting, or withdrawal). It was hypothesized that coping strategies would mediate the relationship between PsyCap and people’s well-being and performance. Questionnaire findings from a five hundred and fifty four employees showed a significant relationship between PsyCap and coping. Coping strategy in terms of change partially mediated the relationship between PsyCap and the outcomes of well-being and performance. Coping strategy in terms of withdrawal partially mediated the relationship between PsyCap and performance. PsyCap was found to have a strong, positive, and direct correlation with well-being and performance. Well-being was not found to associate significantly with performance. These findings suggest that the central variable in the model is not coping but PsyCap. PsyCap appears to have a strong, direct, and significant effect on the dependent variables. The theoretical implications are examined and future research avenues suggested.
The aim of this article was to open a hatch to the consumer psychology research through the eyes ... more The aim of this article was to open a hatch to the consumer psychology research through the eyes of Facet Theory. The Facet Theory enables to delve into a concept or an issue under investigation and define it formally, systematically, and comprehensively, but still parsimoniously. In order to better explain its philosophical basis and the principles of this theory, we apply and demonstrate it on the domain of marketing of higher education to students. There are four distinct facets identified in this regard, namely, (A) Achieving Personal Goals, (B) Institution’s Marketing Orientation, (C) Secondary Decision Criteria, and (D) Level of Education. Based on those facets and their related respective elements, a suggested definitional directive for the marketing of higher education to students is construed.
The construct of heavy-work investment (HWI) is bi-dimensional, revolving around the investment o... more The construct of heavy-work investment (HWI) is bi-dimensional, revolving around the investment of both time and effort at work. The current paper expands the research thinking and joins the pioneering studies that explore HWI as a relatively new concept in the work-related literature (since 2012). The prime aim of this conceptual paper is to develop a model regarding the intricate relationships between the dimensions of HWI and their work outcomes (with emphasis on possible conditional factors). In particular: (1) we refine the definition of HWI by accounting for the different levels of time and effort investment and (2) we outline multiplex propositions with regard to possible (positive and negative) outcomes of HWI, considering different moderators that can potentially impact these associations. Finally, we offer practical implications for human resource management.
Since "workaholism" was coined, a considerable body of research was conducted to shed l... more Since "workaholism" was coined, a considerable body of research was conducted to shed light on its essence. After at least 40 years of studying this important phenomenon, a large variety of definitions, conceptualizations, and measures emerged. In order to try and bring more integration and consensus to this construct, the current research was conducted in two phases. We aimed to formulate a theoretical definitional framework for workaholism, capitalizing upon the Facet Theory Approach. Two basic facets were hypothesized: A. Modalities of workaholism, with three elements: cognitive, emotional, and instrumental; and B. Resources of workaholism with two elements: time and effort. Based on this definitional framework, a structured questionnaire was conceived. In the first phase, the new measure was validated with an Israeli sample comparing two statistical procedures; Factor Analysis (FA) and Smallest Space Analysis (SSA). In the second phase, we aimed to replicate the findin...
International Journal of Psychological Research, 2017
Introduction: the choice of strategies to cope with stress has differential effects on individual... more Introduction: the choice of strategies to cope with stress has differential effects on individual and organizationaloutcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing intheir positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategiesto cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizationalsetting.Method: A questionnaire was filled out by 554 employees from different organizations representing a wide rangeof jobs and positions.Results: Structural Equation Modeling (SEM; c2(7) = 27:64, p < :01, GFI = :99, NFI = :91, CFI = :93,RMSEA = :07)Conclusion: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) werepositively related to coping by change and by acceptance and negatively related to withdrawal. The theoreticalimplications are discussed.
Adler et al. (2016) present a comprehensive review of the fundamental and painful problems of per... more Adler et al. (2016) present a comprehensive review of the fundamental and painful problems of performance appraisal in organizations, from which it appears that we cannot do without performance appraisal because of its benefits, and we cannot do with it because of its flaws. If so, how can organizations make a decision on this issue? Mend them or end them? (See also Culbertson, Krome, McHenry, Stetzer, & van Ittersum, 2013.)
Rabenu, E. (2021). 21st-Century Workplace Challenges: Perspectives and Implications for Relationships in New Era Organizations. Lexington books. Introduction, 2021
This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st... more This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly due to shifting environmental conditions “in a turbulent world,” such as the advent of cyber entities, mass migration, globalization, and the COVID-19 pandemic. Accordingly, the fluctuations in how work is done, the structure of organizations, and workforce characteristics, led to changes in the psychological relationships in the workplace. The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical. The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments. The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.
Twenty-First Century Workplace Challenges Perspectives and Implications for Relationships in New Era Organizations, 2021
This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st... more This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly due to shifting environmental conditions “in a turbulent world,” such as the advent of cyber entities, mass migration, globalization, and the COVID-19 pandemic. Accordingly, the fluctuations in how work is done, the structure of organizations, and workforce characteristics, led to changes in the psychological relationships in the workplace. The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical. The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments. The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.
21st-Century Workplace Challenges: Perspectives and Implications for Relationships in New Era Organizations, 2021
This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st... more This comprehensive and enlightening book deepens organizations’ understanding of work in the 21st Century through the “lens” of psychological relationships in organizations. The volume outlines how the workplace has changed significantly due to shifting environmental conditions “in a turbulent world,” such as the advent of cyber entities, mass migration, globalization, and the COVID-19 pandemic. Accordingly, the fluctuations in how work is done, the structure of organizations, and workforce characteristics, led to changes in the psychological relationships in the workplace. The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical. The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments. The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.
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The challenges should not be overstated. Nevertheless, the book discusses in detail how these developments affect current and future psychological relationships at work, especially in developed countries. The debate presented in this book is based on profound and groundbreaking thinking, sometimes critical.
The author, Dr. Edna Rabenu, has extensive proficiency in theoretical research and in-depth knowledge of the field. Readers will be enriched by the book’s frank and structured coverage of a wealth of subject matter and the many timely suggestions on how organizations might best respond to the new developments.
The book is a must-read for management, HR personnel, and industrial/organizational psychologists, and, indeed, for anyone who has the interest of excellence in executive leadership at heart.