Gary J. Greguras

TL;DR: The authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit with employee affective organizational commitment and overall job performance.

TL;DR: It is argued that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general) and this has implications for the study of job attitudes.

TL;DR: 2 studies that examined surface acting and deep acting from a person-centered perspective reveal new insights into the nature of emotion regulation in emotional labor contexts and how different employees may characteristically use distinct combinations of emotionregulation strategies to manage their emotional expressions at work.

TL;DR: In this article, the authors integrated the proactive personality and the self-concordance model literatures to hypothesize and test a model that explicates the processes through which proactive personality relates to employee life satisfaction, in-role performance, and organizational citizenship behaviors (OCBs).

TL;DR: Power distance is a value that differentiates individuals, groups, organizations, and nations based on the degree to which inequalities are accepted either as unavoidable or as functional as mentioned in this paper, and power is fundamental to all relationships.