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This study examines the relationships of extra-role time (ERT) behavior with burnout and occupational commitment among teachers through the lens of conservation of resources (COR) theory. Results reveal that teachers who invest in more ERT are also more likely to experience burnout and decreased commitment to teaching than those who invest less. However, results also indicate that the ethical practice of the employer fulfilling the psychological contract (keeping promises) entered into with the teacher offsets this negative spiral with implications for both teacher well-being and workplace outcomes.

This experiment demonstrated that rating the credibility of nonfamous faces results in a significant increase in rated credibility on a subsequent encounter relative to new nonfamous faces. The degree of credibility enhancement is comparable for both honesty and sincerity ratings and at both short (2-day) and long (14-day) interrating intervals. Furthermore, credibility enhancement was independent of recognition; ratings were significantly higher for repeated faces, regardless of whether they were remembered. Although female faces were rated more credible than male faces, there was no gender difference in the degree of credibility enhancement with repetition. Conditional analyses revealed that actual, rather than perceived, repetition formed the basis of credibility enhancement. Future research should compare repetition effects on both credibility and affect as well as the durability of such effects over time.

A psychological contract constitutes a perceived exchange agreement between parties based upon made or implied promises and obligations made in that relationship. Typically studied in organizations, psychological contracts include employees’ exchange of resources for promised tangible or socioemotional rewards from the organization. Organizational communication has a distinctive role in the formation and management of psychological contracts, and the fulfillment or breach of psychological contracts has implications for employment relationships, employee well‐being, and organizational behavior. Increasingly, new dimensions to the study of psychological contracts explore the motivational and health‐enhancing elements to psychological contract fulfillment and organizations’ ethical obligation to fulfill them.

This study investigated the performance of 13 graduate students' collaborative efforts toward a group research project in an Instructional Analysis, Design, and Evaluation online course. Gaps between course expectations from the instructor and student collaborative performance were identified through the review of the team agreement, the use of surveys, and focus group interviews. Performance gaps occurred in the areas of communication, assignment completion, and group cohesiveness. These performance gaps were caused by lack of knowledge and skills, motivation, and/or organizational support. Appropriate intervention strategies such as effective group interaction and communication, building relationships and establishing trust, periodic review of team agreements, mini‐training sessions on collaboration and supportive behaviors, and role differentiations and collaborative task designation are presented. Instructors who are interested in incorporating group research projects into their future online courses may consider implementing these interventions to facilitate the improvement of students' collaborative efforts.