Communication technologies have made it increasingly feasible for employees to stay connected to work when not in the office. Yet we have little understanding of the implications for important aspects of work and work life. This study investigates how the use of communication technologies beyond normal work hours relates to work-related attitudes and work-to-life conflict. Results found that employees with higher ambition and job involvement were more likely to use communication technologies after hours. Furthermore, use of communication technologies after hours was associated with the employee's work-to-life conflict as reported by the employee and a significant other of the employee.

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Workplace voice has been the subject of much research over the past 30 years. Prior work has examined the precursors of a wide variety of voice types including prosocial voice, grievance filing, whistle-blowing, informal complaints, and participation in suggestion systems. However, research on each type of voice has largely been conducted in isolation from work examining alternate types of workplace voice. The goal of this article is to review and integrate the literature on the determinants of workplace voice. The authors' review of the literature is organized around the major categories of determinants that have been observed in the separate literatures on workplace voice. Based on the review, the authors identify commonalities and differences across alternative forms of voice in the determinants observed. Following this, they explore how the nature and purpose of voice varies, with emphasis on three dimensions of voice: formality, focus, and identifiability. The authors then explore whether this variation is relevant for understanding the pattern of determinants observed across alternative forms of voice. They close by discussing the implications of an integrative perspective of scholars' understanding of the processes that determine voice and for organizations as they strive to facilitate the productive use of workplace voice.

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Purpose -The purpose of this paper is to examine antecedents and consequences of parental involvement and over-parenting as it relates to college students' college experiences and workplace expectations. Design/methodology/approach -An online survey was completed by 482 undergraduate college students; the survey contained questions about parenting behaviors, personality and demographic items, and workplace scenarios to which participants responded. Findings -Statistical analyses revealed that over-parenting was more common when college students lived at home and had fewer siblings. Additionally, over-parenting (but not parental involvement) was associated with lower student self-efficacy as well as maladaptive responses to workplace scenarios. Research limitations/implications -Data are correlational and were collected from students only. Future longitudinal research that includes the parent and employer perspective is needed. Originality/value -This is one of the first studies to empirically examine the antecedents and outcomes associated with over-parenting. Over-parenting is assessed in relation to college and workplace outcomes. 314ET 56,4 toward post-graduation employment. Specifically, this study examines three general questions: What are the demographic predictors of over-parenting? How does over-parenting relate to young adults' college experiences? How does over-parenting relate to young adults' responses to workplace scenarios that demonstrate personal responsibility, ethics, and accountability? Previous researchHelicopter parenting is "a form of over-parenting in which parents apply overly involved and developmentally inappropriate tactics to their children" (Segrin et al., 2012, p. 237). These "hyperinvolved" tactics are designed to protect offspring from potentially negative outcomes and to ensure success. Helicopter parents are involved to the point where they prevent children from assuming responsibility for their own choices (Segrin et al., 2012). As such, the literature in this area primarily focusses on whether such parenting affects children 0 s emotional well-being and ability to take responsibility. Bayer et al. (2006) found a positive relation between over-involved parenting and internalizing difficulties of two-and four-year-old children (e.g. anxiety, depression, low self-esteem). Similar results were found for a mid-childhood sample (Bayer et al., 2010).Regarding young adults, Montgomery (2010) found a correlation between helicopter parenting and neuroticism, lower openness to new experience, and dependency. Relatedly, in a study of college students, LeMoyne and Buchanan (2011) found that helicopter parenting was negatively associated with psychological well-being and positively associated with recreational pain pill use and taking prescription medications for anxiety and depression. An additional study of over 500 parent-young adult pairs showed a relation between over-parenting and young adults' sense of entitlement, or the extent to which young adults believe others should solve their...

Recent events at Enron, K-Mart, Adelphia, and Tyson would seem to suggest that managers are still experiencing ethical lapses. These lapses are somewhat surprising and disappointing given the heightened focus on ethical considerations within business contexts during the past decade. This study is designed, therefore, to increase our understanding of the forces that shape ethical perceptions by considering the effects of business school education as well as a number of other individual-level factors (such as intra-national culture, area of specialization within business, and gender) that may exert an influence on ethical perceptions. We found significant effects for business education, self-reported intranational culture, area of specialization within business, and gender for some and/or all areas of ethics examined (i.e., deceit, fraud, self-interest, influence dealing, and coercion). One of our most encouraging findings is that tolerance for unethical behavior appears to decrease with formal business education. Despite the prevalent stereotype that business students are only interested in the bottom line or that business schools transform idealistic freshman into self-serving business graduates, our results suggest otherwise. Given the heightened criticism of the ethicality of contemporary managerial behavior, it is heartening to note that, even as adults, individuals can be positively affected by integration of ethics training.

The present study explored the impact of administration medium on examinees' affective reactions. The research compared managers' reactions with 3 versions of the Conflict Resolution Skills Assessment (J. B. Olson-Buchanan et al., 1998) that were identical in content but varied in terms of the level of technology used: a paper-and-pencil form, a written form administered by computer (i.e., a computerized page-turner), and a multimedia form administered by computer. Managers completing the multimedia assessment perceived the assessment as more face valid and had more positive attitudes, relative to managers who completed the other 2 assessments. Computerization, however, was not enough to make a difference; instead, it was the multimedia nature of the computer presentation that resulted in the most positive affective reactions. Study limitations and implications for research and practice are discussed.