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Political skill is measured with the political skill inventory (PSI), and the construct is composed of four distinct dimensions. Previous validation studies of the PSI found evidence in support of the four‐factor structure, but only using self‐reports. Furthermore, no efforts have been made to also identify a single, higher‐order factor solution through second‐order factor analysis. The present research aims to expand on prior work and report on a two‐study investigation of both the construct validity and antecedents and consequences of the political skill construct.

To test construct validity, Study 1 combined self‐ and other reports of political skill from 467 employees in a confirmatory factor analysis. Study 2 used longitudinal data from 202 employees to constructively replicate Study 1 results and to test hypotheses regarding the antecedents and consequences of political skill.

The results of Study 1 confirmed both a four‐factor and a single higher‐order factor solution of the political skill construct, thus supporting our hypothesis. Study 2 constructively replicated the Study 1 factorial validity results, and supported hypotheses regarding the dispositional and developmental experience antecedents, career‐related consequences, and mediation of these antecedents and outcomes by political skill.

These two studies test the construct validity of political skill using both self‐ and other‐reports. Further, this is the first research to test the Ferris et al. conceptualization of political skill, by examining its antecedents, consequences, and mediation of the antecedents‐consequences relationships.

The purpose of this study was to investigate the role of protégé self‐presentation by self‐disclosure, modesty, and self‐monitoring in mentoring.

This study used three data sources (i.e. employees, peers, and mentors) and a longitudinal design over a period of two years.

Employee self‐disclosure and modesty at time 1 predicted an increase in mentoring received and mentoring given at time 2. Further, self‐monitoring moderated the modesty‐mentoring given relationship such that employees high in self‐monitoring had the strongest positive relationship between modesty at time 1 and mentoring given two years later. Also, modesty interacted with self‐monitoring at time 1 to influence the number of mentors involved with employees. That is, the modesty – number of mentors relationship was positive for those high in self‐monitoring, and negative for those low in self‐monitoring.

Employees can exercise influence over the amount and type of mentoring experiences they receive based on the style on interaction they utilize with potential mentors, with specific reference to self‐monitoring and the use of modesty.

It is modesty, and early career employees' ability to present it well, that will lead to positive affect (i.e. liking) and behavior (e.g. benevolence and generosity) by senior managers.

Investigates the role of protégé self‐presentation by self‐disclosure, modesty, and self‐monitoring in mentoring.

This paper analyzes the phenomenon of popular management literature, proposing a reflection about its role in the managers’ subjectivity. Pop-management literature comprises books and magazines produced by the business media for fast consumption. Adopting the psychoanalytical approach to fairy tales as a perspective, we conducted a content analysis of two success stories published in the business media. We observed that the structure and key elements of fairy tales are present in these stories. We argue that the success stories help to reduce tensions and mitigate frustrations, supposedly offering answers for anxieties and professional problems. We also argue that continued access to these texts might keep individuals linked to their power fantasies and therefore might affect their development and maturing processes.

The purpose of this study is to examine the relationship between the productive structure and the size of the informal economy in Latin American countries.

The study employs econometric techniques for panel data covering the period from 2002 to 2017 and considering 17 Latin American countries. The evidence presented is based on the informal economy data generated by Medina and Schneider (2018) who estimate the size of the informal economy using a structural equation model and the share of manufacturing in total employment as a measure of the size of the manufacturing sector. Also, the study addresses the possible endogeneity bias in the relationship studied and makes the conclusions more robust, thus avoiding spurious correlations that weaken the findings.

The results indicate that most industrialized Latin American countries are associated with a smaller size of the informal economy.

The findings have important policy implications, as they suggest that Latin American economies need to switch the structure of the economy toward more sophisticated productive structures if they want to reduce the size of the informal economy. Thus, more efforts should be deployed to policies to diversify and upgrade economies.

The study contributes to the literature on the informal economy by connecting the country’s productive structure and informality. Specifically, the results show that the productive structure of countries is a plausible explanation for the size of the informal economy.

The purpose of this paper is to introduce a multi-level framework for semantic modeling (MFSM) based on four signification levels: objects, classes of entities, instances and domains. In addition, four fundamental propositions of the signification process underpin these levels, namely, classification, decomposition, instantiation and contextualization.

The deductive approach guided the design of this modeling framework. The authors empirically validated the MFSM in two ways. First, the authors identified the signification processes used in articles that deal with semantic modeling. The authors then applied the MFSM to model the semantic context of the literature about lean manufacturing, a field of management science.

The MFSM presents a highly consistent approach about the signification process, integrates the semantic modeling literature in a new and comprehensive view; and permits the modeling of any semantic context, thus facilitating the development of knowledge organization systems based on semantic search.

The use of MFSM is manual and, thus, requires a considerable effort of the team that decides to model a semantic context. In this paper, the modeling was generated by specialists, and in the future should be applicated to lay users.

The MFSM opens up avenues to a new form of classification of documents, as well as for the development of tools based on the semantic search, and to investigate how users do their searches.

The MFSM can be used to model archives semantically in public or private settings. In future, it can be incorporated to search engines for more efficient searches of users.

The MFSM provides a new and comprehensive approach about the elementary levels and activities in the process of signification. In addition, this new framework presents a new form to model semantically any context classifying its objects.

The topic of organizational culture has attracted the attention of numerous researchers from both quantitative and qualitative perspectives. A review of the literature shows that the quantitative assessment of organizational culture has been dominated by studies adopting the competing values framework developed by Quinn and his colleagues. The use of this model embraces the notion that the 4 cultural types depicted by the framework can be used not only to represent the culture of an organization but also to serve as a basis upon which one organization can be differentiated from others. Various attempts have been reported to support the validity of the framework for describing the culture of an organization; however, the claim that one organization can be differentiated from another on the basis of the 4 cultural types is yet to be empirically supported. The study reported here set out to show that the competing values model can be used to differentiate organizations from one another. Based on a survey administered to all academic staff in 7 out of the 8 government‐funded higher education institutions in Hong Kong, the study successfully confirmed the validity of the competing values model as a tool in differentiating organizations.

This chapter examines aggression at work perpetrated by individual insiders by bringing together streams of research that have often been examined separately. A comparison of the similarities and differences of aggression toward individuals, such as verbal abuse or physical attack, and aggression toward organizations, such as embezzlement or work slowdowns, is shown to provide important insights about the causes and consequences of workplace aggression. We propose a comprehensive model based on the integration of prior theoretical treatments and empirical findings. The model attempts to offer a framework to systematically examine psychological and organizational mechanisms underlying workplace aggression, and to explain the reasons why workplace violence policies and procedures sometimes fail. A set of research propositions is also suggested to assist in achieving this end in future research.