Both work engagement and job embeddedness have seen dramatic growth in research interest over the past few years. Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption. Job embeddedness, in contrast, captures components of an individual's attachment to their job and can be said to consist of links, perceptions of personÁenvironment fit, and the sacrifices involved in quitting. Despite some strong similarity in the constructs in their theoretical bases, there has been no attempt to distinguish them empirically. Thus, the primary research question driving this study was whether work engagement and job embeddedness were empirically distinct constructs. Using a sample of US employees from a wide variety of industries and occupations (n 0587), their supervisors, and their closest co-worker, we found via confirmatory factor analysis that engagement and embeddedness were unique constructs. Moreover, using usefulness analysis, we found that engagement and embeddedness each shared unique variance with in-role performance and intention to leave. We discuss the implications of these findings relative to work on motivation and attachment and develop practical implications from our findings as well as directions for future research.

The authors propose that a reciprocal resource gain spiral forms between coworker-based

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Student‐recruited sampling, a technique involving the use of student recruiters to find participants on behalf of a researcher, has been increasingly used in organizational research; yet there has been little attempt to understand its implications for the conclusions scholars draw from research. In this study, we meta‐analyse studies of engagement and perceptions of politics in order to examine whether student‐recruited sampling leads to samples that differ from other samples and whether those differences result in different observed relationships between variables. We found that student‐recruited samples were not substantively demographically different from non‐student‐recruited samples. Further, we found few differences in the observed correlations of student‐recruited samples compared with non‐student‐recruited samples; the differences found would not lead to different practical conclusions from the findings. We discuss the implications of these results for future studies and provide guidance for researchers, reviewers, and editors regarding the use of student‐recruited samples in organizational research. Practitioner points The type of sample used can lead to over‐ or under‐representation of demographic characteristics with the sample, which has unknown affects on analyses of data. Student‐recruited samples may lead to smaller effect sizes of observed statistical relationships.

PurposeThe present study examined the relationships between P‐O fit, job satisfaction, perceived job mobility, and intent to turnover. It was hypothesized that job satisfaction mediated the P‐O fit‐intent to turnover relationship and that perceived job mobility moderated the job satisfaction‐intent to turnover relationship such that the combined effect of high job dissatisfaction and high perceived job mobility predicted intent to turnover.Design/methodology/approachData were obtained utilizing a field survey from a sample of 205 full‐time employed adults working in two geographic regions in the USA. Participants completed an HTML‐based web survey that contained measures of the constructs of interest to this study.FindingsMediated and moderated regression analyses revealed statistical support for the hypothesized relationships, which were interpreted as evidence that P‐O misfit and job dissatisfaction do not necessarily lead to intent to turnover.Research limitations/implicationsThe potential for common method variability was present in the study, the impact of which could either attenuate or inflate estimated statistical relationships.Practical implicationsWhile P‐O fit researchers typically associate misfit with decreased job satisfaction and increased turnover, the present research suggests that intervening variables, such as job mobility, influence employee intentions to turnover.Originality/valueThe phenomenon of misfit is understudied in larger context of P‐O fit; thus this research represents one of the first studies in this area of research.

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In this study, we examine the relationship between employee perceptions of supervisor abuse, emotional exhaustion, psychological entitlement, and subsequent co-worker abuse. We hypothesize that higher levels of employee psychological entitlement moderate the abusive supervisor -emotional exhaustion relationship -and this interaction mediates the abusive supervision -co-worker abuse relationship. Using multilevel-moderated mediation analysis to analyse day-level survey data from a lagged panel design across five working days from 132 working adults and their co-workers across multiple industries, we found support for our hypothesized model. We discuss implications for theory, future research, and management practice that result from our study. Practitioner pointsPsychologically entitled employees who perceive more abusive supervision are more emotionally exhausted and more likely to abuse their co-workers; therefore, organizations need to identify patterns indicative of these types of employees. Stressed environments likely exacerbate these relationships, and organizations might consider regular workforce surveys assessing employee emotional exhaustion, which is a trigger for harmful employee work behaviours.

The authors investigated the individual characteristic of political skill and its relation to 5 different career-related outcomes (total compensation, promotions, career satisfaction, life satisfaction, and perceived external job mobility). They examined data obtained from a sample of 191 employees working a wide range of occupations. The results reveal that political skill is associated with 4 of the 5 outcomes. In addition, they examined the 4 dimensions of political skill and found that the networking ability dimension dominates the relations with the examined outcomes. The authors discuss practical implications, limitations, and directions for future research.