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The purpose of this paper is to investigate the psychological and motivational processes involved in the relationship between two forms of destructive leadership (tyrannical and laissez-faire) and employee health (burnout, affective commitment and job performance). Drawing on self-determination theory, this paper links tyrannical and laissez-faire leadership to employee health through psychological need frustration and poor-quality (controlled) work motivation.

A total of 399 Canadian nurses took part in this cross-sectional study. Structural equational modelling analyses were conducted.

Results show that tyrannical leadership frustrates nurses’ needs for autonomy, competence and relatedness, whereas laissez-faire leadership frustrates nurses’ need for autonomy only. The frustration of needs for autonomy and competence predicts low-quality (controlled) work motivation, which is consequently associated with impaired health (burnout and lower affective commitment as well as performance).

This study contributes to the scarce knowledge regarding the distinct outcomes of destructive forms of leadership and uncovers the specific psychological and motivational pathways through which these types of leadership influence employees’ health.

Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships.

This cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested.

As expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention.

The results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment.

Perceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication).

By promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group.

Although past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

This study aims to compare the risk‐return characteristics and performance of real estate investment trust (REIT) hotel companies (hotel REITs hereafter) with those of C‐corporation hotel companies (hotel C‐corps hereafter).

The risk‐return characteristics and performance of hotel REITs and C‐corps were examined by estimating single‐factor and Fama‐French three‐factor asset pricing models for each portfolio. Differences between the hotel REIT and C‐corp estimations were tested using Wald test statistics.

Little evidence was found that hotel REITs have significantly different risk‐return characteristics and performance than hotel C‐corps, which suggests that hotel REITs and C‐corps are not significantly different in terms of market risk‐return characteristics and performance. The market portfolio had a significantly positive effect on the returns of both hotel REITs and C‐corps. The size and book‐to‐market factors of common stock also had a significant explanatory power for the returns of hotel REITs and C‐corps. Both hotel REITs and C‐corps performed similarly to the market portfolio, on a risk‐adjusted basis, during the 2000s.

Despite the fact that the three‐factor asset pricing model explains a significantly greater proportion of the variation in the hotel firms' returns than the single‐factor asset pricing model, approximately 30 percent of the total variation still remains unexplained.

The risk‐return characteristics and performance of hotel REITs and C‐corps revealed by this study will render hotel investors' decisions between the two organizational structures less complicated. In addition, the findings can be used by portfolio managers to construct a well‐diversified portfolio.

A multifactor asset pricing model was used for the first time in this article to examine the risk‐return characteristics and performance of hotel companies. In addition, the importance of understanding differences between REIT and C‐corp structures in the lodging industry is emphasized.

Purpose – This chapter argues that more opportunities for diversity-related content should be purposefully included in library and information science (LIS) graduate curricula.

Design/Methodology/Approach – Nine semi-structured interviews were conducted with LIS graduates and current LIS graduate students. The data were analyzed for patterns and themes, and a narrative developed that expounds on the experiences and insights of practicing LIS professionals.

Findings – The data emphasize that more work needs to be done to incorporate, de-tokenize, and normalize meaningful conversations about diversity and social justice and incorporate them across LIS curricula. Reframing and re-centering the curriculum to foster critical, inclusive, and culturally competent professional engagement is greatly needed in LIS programs and in the profession at large.

Originality/Value – This chapter details and analyzes a set of original interviews in which both current and aspiring librarians discuss their experiences with diversity and social justice content in their graduate programs.

Although a great deal has been written about the challenges and opportunities for collaboration between librarians and professors in higher education, most recommendations for faculty–library collaboration are written by librarians, published in librarian-oriented venues, and rely on second-hand accounts of professorial perceptions and experiences. Dialogue between librarians and professors is missing. In this chapter, the authors present a duoethnographic inquiry into a librarian–professor collaboration: the authors collaboratively examine their four years working together on the senior seminar course “Small Business Management” at Acadia University, Canada. In considering the evolution of their course and their collaboration, the authors reflect on six dimensions of their experiences: the way their collaboration has shaped the course learning outcomes, the value the authors have derived from collaboratively reflexive teaching, the workload tensions the authors have navigated, the challenge of “fitting in,” and the role of library champion. The authors then conclude with four insights from their professorial–librarian collaboration that might be transferable to other contexts of higher education: the importance of openness, collegiality, time for collaboration, and attention to the cultural gaps between professorship and librarianship.

Presents the outcome of a study into the extent to which a sample of brand managers were cognizant of the legality of a set of activities. In a mail survey, sample members were asked to record their belief in the legality of various business practices. An assessment of the results suggests that the brand managers are able to identify the legal status of many activities, but lack knowledge on the legality of various important practices, especially those relating to pricing. Generally, managers employed by small firms were less informed than those employed by larger enterprises.

The purpose of this paper is to examine how one of Dale Carnegie's historically best selling self‐help books, How to Stop Worrying and Start Living, resonates with the contemporary conceptualization of psychological capital (PsyCap).

The authors use a narrative historical interpretation to analyze Dale Carnegie's book How to Stop Worrying and Start Living. Initially, two of the co‐authors independently identified passages mirroring each of the four PsyCap capacities, while in the final stage a consensus on the interpretation was reached with the remaining co‐authors.

The components of the PsyCap construct resonate well with the prescriptions that Carnegie narrated and outlined in his best selling book How to Stop Worrying and Start Living.

The findings of this study should be interpreted with a recognition that an alternative critical approach to narrative analysis could have been conducted based on the narrative logic of social power structure.

This paper is unique in placing an emphasis on the insights researchers and practitioners alike can gain by re‐evaluating the self‐help books from the past.

Research has shown that for young adults, marital attitudes (e.g., desire, importance, and expectation) are associated with relationship quality. However, how this association plays out for young adults of color is less known. Additionally, the influence of skin tone perception on the relationship between marital attitudes and relationship quality remains understudied. To explore these associations, the authors examined African American and Latinx young adults (N = 57, M_age = 20.71 years, SD = 1.28; 75.4% female) attending a Midwestern university. Exploratory results indicated that marital expectations were positively associated with relationship quality in that young adults who expected to marry one day, reported greater relationship satisfaction, commitment, and intimacy in their current relationships. Additionally, skin tone perception moderated the association between marital attitudes and relationship quality in two ways (i.e., between expectations and satisfaction and between importance and intimacy). Collectively, findings suggest that differing levels of marital attitudes and skin tone perception contributes to young adults’ perceptions of relationship quality. Considering these psychological factors of attitudes, skin tone perception, and relationship quality, together with systemic racial/ethnic discrimination, the authors discuss future research and practice considerations.