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This study examines whether group-level homogeneity in telecommuting status is associated with performance differences between teleworkers and non-teleworkers at the individual level. The authors further investigate the impact of group-level task interdependence on this relationship.

A group of 225 employees in 41 work groups were surveyed, and employee performance data from the organization was used. A multilevel perspective was used to examine the influence of normative telecommuting on individual performance.

It was found that while performance differences between telecommuters and non-telecommuters in mixed groups favor non-telecommuters, those differences become non-significant as the proportion of telecommuters increases. Results further show that when group task interdependence is low, there are no performance differences between telecommuters and non-telecommuters. When group task interdependence is high, telecommuters perform better as the proportion of telecommuters in the group increases.

Future studies should examine the group norms that are formed in predominantly telecommuting groups that support successful telecommuting outcomes.

Telecommuters perform better in groups with proportionally more telecommuters, even when task interdependence is high.

This study furthers our understanding around how telecommuting can be managed at the group level to maximize performance potential.

This study aims to investigate the link between amotivation and workplace deviance. The authors further outlined how the relationship between amotivation and deviant behavior can be mitigated via proactive work strategies such as job crafting and career outcome expectations.

The authors conducted a convergent design, mixed-method study to investigate workplace deviance as an outcome of amotivation or the lack of motivation towards an activity. The quantitative data from cross-sectional surveys entailed 127 respondents. The qualitative data comprised of 25 in-depth interviews. The authors sought insights from individuals' lived experiences to understand how amotivated individuals behave at work.

The quantitative findings contended a significant relationship between amotivation and organizational deviance. The authors also found evidence for the buffering role of career outcome expectations on amotivation and deviance. Finally, avoidance job crafting has been shown to significantly attenuate the aforementioned relationship. The qualitative study identified three broader themes about amotivated individuals' work outcomes.

Amotivation can arise among individuals who feel trapped in a job they want to exit and can result in a range of dysfunctional outcomes including workplace deviance. While amotivated employees may be hard to flag, employers can keep such individuals from demonstrating workplace deviance through placing interventions such as job crafting and career development programs.

The existing literature on work motivation has predominantly overlooked the role of amotivation in determining employee outcomes. The current research generates a new line of inquiry by identifying workplace deviance as an outcome of amotivation. The authors further highlighted that such dysfunctional outcomes of amotivation can be mitigated by job crafting and career outcomes expectancies.

The purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.

The current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.

In Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.

The current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.

The purpose of this qualitative exploratory study was to investigate the capacity of job crafting to serve as a viable response to abusive supervision. Although considerable literature has emerged on employee reactions to abusive supervision, the role of job crafting as a coping mechanism has received relatively little attention.

Using qualitative exploration, we conducted semi-structured interviews to examine how individuals engage in job crafting as a means to respond to or cope with abusive supervision. Critical Incident Interview Technique (CIIT) was used to obtain in-depth details of this topic. We analyzed the interview-based data using the thematic analysis (TA) technique. We also integrated topic modeling to cluster the identified categories of job crafting behaviors within our TA. The cultural context of our findings was further analyzed using interpretive phenological analysis (IPA).

The results of our thematic analysis led to four recurring themes in the interview-data: (1) Job crafting as a viable coping response to abusive supervision; (2) The type of coping relates to the type of crafting: Approach and Avoidance; (3) The role of perceived control; (4) Emotions play a role in the type of crafting employed. Findings from our IPA generated the following super-ordinate themes. (1) Job crafting fluidity, (2) effectiveness of job crafting, (3) resilience and (4) cultural dynamics.

This research reveals the ways in which individuals may turn to job crafting behaviors as a means to cope following instances of abusive supervision. Given the qualitative exploration of our research approach, we identify generalizability to be an issue.

Job crafting is a proactive phenomenon that equips employees with coping abilities in the workplace. While Wrzesniewski and Dutton (2001) suggested that job crafting behaviors tend to be hidden from management, there may be merit in organizations explicitly acknowledging the benefits of allowing employees to be active agents in their work, capable of using multiple domains of job crafting to improve their personal and professional lives (Petrou et al., 2017).

The current research reveals the ways in which individuals may turn to job crafting behaviors as a means to cope, following instances of abusive supervision. We further fine-grained our analysis to explicate employee job crafting behaviors in response to abusive supervision within a cross-cultural domain.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers from North America established a relationship between career outcome expectations and different forms of job crafting through survey data of 151 employees from different professions. A second study, based on interviews, confirmed that when employees experience unfulfilled career expectations, they try to realign their work situations. This may lead to job crafting behaviors.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

North American study shows connection between amotivation and organisational deviance. The authors also found evidence for the mitigating role of career outcome expectations on deviance and amotivation. A final observation was that avoidance job crafting reduced the risks significantly.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

To rescue at-risk historical scientific data stored at the McGill Observatory, the objectives of the Data Rescue Archive Weather (DRAW) project are: to build a repository; to develop a protocol to preserve the data in weather registers; and to make the data available to research communities and the public. The paper aims to discuss these issues.

The DRAW project adopts an open archive information system compliant model as a conceptual framework for building a digital repository. The model consists of data collection, conversion, data capture, transcription, arrangement, description, data extraction, database design and repository setup.

A climate data repository, as the final product, is set up for digital images of registers and a database is designed for data storage. The repository provides dissemination of and access to the data for researchers, information professionals and the public.

Doing a quality check is the most important aspect of rescuing historical scientific data to ensure the accuracy, reliability and consistency of data.

The DRAW project shows how the use of historical scientific data has become a key element in research analysis on scientific fields, such as climatology and environmental protection.

The historical climate data set of the McGill Observatory is by nature unique and complex for preservation and research purposes. The management of historical scientific data is a challenge to rescue and describe as a result of its heterogeneous and non-standardized form.

This study uses the most recent national data from the National Center for Education Statistics, Schools and Staffing Survey (SASS), 2011–2012 and Teacher Follow-up Survey (TFS), 2012–2013 to investigate attrition trends among Black teachers, and Black female teachers in particular, to inform a qualitative analysis of proposed and adopted teacher retention policy interventions. This study asks: Why do Black teachers report leaving, and what would bring them back to the classroom? What working conditions are associated with Black teacher attrition? What policy interventions can meet the needs of Black teachers in having successful and supported teaching experiences? How have these interventions been successful, and what are the considerations for applying them more broadly? We find that Black teacher turnover rates are significantly higher than those of other teachers and that there are several substantive differences in their preparation, school characteristics, and reasons for leaving. We describe policy interventions that target these conditions, such as teacher residencies, loan forgiveness, mentoring and induction, and principal training programs. We include in that discussion the relative benefits and challenges of each implications for policymaking.