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The current study aims to examine stress mindset as a moderator of the relationship between the work–family interface – work–family conflict (WFC) and enrichment (WFE) – and two work outcomes: job satisfaction and turnover intentions.

To examine these relationships, a cross-sectional online survey was conducted in Ireland (N = 314). Bootstrapping in SPSS was used to test the proposed hypotheses.

In addition to direct relationships between WFC/WFE and job satisfaction and turnover intentions, analyses showed that stress mindset is a moderator of the relationships between WFC and job satisfaction and turnover intentions, as well as of the relationship between WFE and job satisfaction, but not WFE and turnover intentions.

Providing general support of the propositions of the conservation of resources theory, stress mindset was found to act as a personal resource affecting the relationships between WFC/WFE and most outcomes. The study findings indicate a need to further examine stress mindset in relation to employees' work and family interface.

In line with other research, this study recommends organizational efforts to reduce WFC and increase WFE. Further, as stress mindsets can be altered, practitioners may consider implementing stress mindset training to encourage employees' view of stress as enhancing rather than debilitating to reduce the negative impact of stress on employees in the workplace.

Beliefs about the enhancing aspects of stress may allow employees to more effectively navigate transitions between work and family domains and maximize beneficial aspects of participating in both work and family roles.

This is the first paper to investigate the role of stress mindset as a moderator of the associations between the work–family interface and employee work-related outcomes. The findings are relevant to work–family researchers, managers and human resource professionals.

SINCE their introduction into this country a few years ago, the inert‐gas‐shielded welding processes have rapidly become preeminent in the light‐alloy field, where their advantages are well known. At the Luton Establishment of Messrs D. Napier and Son, Ltd., these processes have been the subject of intensive development during the last three years, and this work has made possible their current adoption in various forms as normal productive processes. Wherever possible, mechanization has been introduced for reasons discussed later, and components are being produced in a variety of light alloys. The majority of the applications are highly stressed fabrications whose physical soundness and dimensional accuracy require to be of a particularly high standard.

This is a reprint of a book that was first published in 1932. As there has been no revision of the contents since the original publication, no work done in the last twenty‐five years is included. Nevertheless, the book includes a con‐siderable amount of material that is still of interest.

Incivility is widespread in the workplace and has been shown to have significant affective and behavioral consequences. However, the authors still have a limited understanding as to whether, how and when discrete incivility events impact team performance. Adopting a resource depletion perspective and focusing on the cognitive implications of such events, the authors introduce a multi-level model linking the adverse effects of such events on team members’ working memory – the “workbench” of the cognitive system where most planning, analyses, and management of goals occur – to team effectiveness. The model which the authors develop proposes that that uncivil interpersonal behavior in general, and rudeness – a central manifestation of incivility – in particular, may place a significant drain on individuals’ working memory capacity, affecting team effectiveness via its effects on individual performance and coordination-related team emergent states and action-phase processes. In the context of this model, the authors offer an overarching framework for making sense of disparate findings regarding how, why and when incivility affects performance outcomes at multiple levels. More specifically, the authors use this framework to: (a) suggest how individual-level cognitive impairment and weakened coordinative team processes may mediate these incivility-based effects, and (b) explain how event, context, and individual difference factors moderators may attenuate or exacerbate these cognition-mediated effects.

Self-regulation does not only play a pivotal role in coping with job demands and major life events, but also shapes personality development in a way that builds protective resilience, integrative abilities in holistic processing of negative and positive experiences, and autonomous functioning. Therefore, in facing setbacks and failures, intrapsychic self-regulatory mechanisms determine recovery and learning processes, in order to stabilize well-being and ensure psychological functioning. In the present chapter, the author will focus on such self-regulatory mechanisms, which influence coping processes after experiences of failure and setbacks at work. In doing so, the author draw from the Personality–System–Interaction Theory, which provides in-depth insights into different motivational and volitional processes of self-regulation. Firstly, the author elaborates on inter-individual differences in self-regulation, which can be conceptually distinguished into action and state orientation. Whereas state orientation impedes effective coping with setbacks and failures, action orientation enables building resilience and goal-focused self-regulation, especially when employees are confronted with setback experiences. Secondly, the present chapter involves findings on recovery processes and mindsets, which are relevant for the theoretical understanding about the impact of setbacks and failures on employees’ psychological functioning. Thirdly, the author discusses affect modulation as a specific form of self-regulation, which allows for reducing negative affects and increasing positive affects, in order to facilitate holistic and integrative processing of setback experiences. Finally, proceeding from insights into how employees can overcome setback experiences and learn from failure, The author will provide practical implications for human resource management, training, and leadership.

The term “library management” covers many different aspects of the way that a library is operated and conjures up different concepts in the minds of different people, depending on their own interests, agendas and requirements. Research into the subject is even more difficult to define because the application of research in one field can be vital to the development of another. Some researchers would not consider their research central to library matters at all, whereas the practising librarian might well see it as casting new light on a difficult area of understanding or development.

Academic libraries are increasingly involved in the support of student entrepreneurship on their campuses, both in programming and the curriculum. As the understanding that librarians are a key component for student success as part of the entrepreneurial ecosystem widens, libraries have been adapting and designating various staffing models in response. This chapter includes a literature review of case studies to examine various types of staffing in academic libraries providing support to entrepreneurship and innovation programs. The chapter highlights best practices for each of several staffing models. Potential models range from entrepreneurial outreach done by business librarians, creation of the entrepreneurship librarian position within an institution, how library-owned innovation/incubator spaces are staffed, and other creative models deployed for providing support to the entrepreneurial student.

Estimates the extent to which electronic data interchange (EDI) is currently used in the motor carrier industry and examines motor carrier EDI issues. The analysis is based on data collected from a survey of 266 Class I and II motor carriers. The major findings include: the use of EDI industry‐wide is fairly significant in terms of freight revenues coming from EDI shippers; smaller motor carriers lag behind in the use of EDI; the motor carrier decision to implement EDI appears to be customer‐service – or marketing‐driven; and EDI use by motor carriers is evolving towards standardization. Suggests that further research is needed to gain a better understanding of the degree to which the trucking industry is sharing in the benefits of EDI use and the role which the smaller carrier will have in the growth of EDI use.

This chapter explores religion and spirituality as a form and source of demographic differences relevant to the study of occupational stress and well-being. The purpose of the chapter is to provide a resource and starting point to occupational health and stress researchers who may be interested in religion/spirituality. A review of critical religion/spirituality concepts is provided, along with a discussion of how religion/spirituality can be integrated into common occupational stress theories and reconciled with commonly studied variables within this domain. A series of future research directions involving religion/spirituality and occupational health and stress are ultimately presented.