This study deepens our theoretical and practical understanding of work–family balance, defined as the ‘accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains’ (Grzywacz & Carlson, 2007: 458). We develop a new measure of work–family balance and establish discriminant validity between it, work–family conflict, and work–family enrichment. Further, we examine the relationship of work–family balance with six key work and family outcomes. Results suggest that balance explains variance beyond that explained by traditional measures of conflict and enrichment for five of six outcomes tested: job satisfaction, organizational commitment, family satisfaction, family performance, and family functioning. We conclude with a discussion of the applications of our work.

In this study, the authors investigated the effect of an individual's political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, selfpromotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173 supervisor-subordinate dyads who worked full time in a state agency. Findings showed that individuals who used high levels of any of the tactics and who were politically skilled achieved more desirable supervisor ratings than did those who used the tactics but were not politically skilled. Opposite results were found when impression management usage was low. That is, individuals who were not politically skilled created a more desirable image in their supervisors' eyes than did their politically skilled counterparts when they did not use these tactics. Practical and research implications for the findings as well as directions for future research are offered.

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Considering the implications of social exchange theory as a context for social role behavior, we tested relations between ethical leadership and both person- and task-focused organizational citizenship behavior and examined the roles played by employee gender and politics perceptions. Although social exchange theory predicts that ethical leadership is positively associated with citizenship, social role theory predicts that the nature of this relationship may vary on the basis of gender and politics perceptions. Results from data collected from 288 supervisor-subordinate dyads indicate that the pattern of male versus female employees' citizenship associated with ethical leadership depends significantly on their perceptions of politics. Implications for theory and practice are discussed.

This study employed a cognitive psychological approach to examining a little studied phenomenon – university image – among two groups of evaluators. The study found that different groups used different criteria when rating ten major US universities. Found to significantly predict the image of the universities among a sample of current university students were three factors: academic factors, athletic factors, and the extent of news coverage of the university. Found to significantly predict the image of the same universities among an adult, non‐student sample were four factors: a combined factor including all university attributes (including academic and athletic); the extent of news coverage; the education level of respondents; and the respondents’ level of sports fanship. Recent research in attitude structure is used to explain how different image criteria are recalled and employed by the different groups.