Meghna Virick
Biographic Data
| ID | 241183 |
|---|---|
| NAME | Meghna Virick |
| GIVEN NAMES | Meghna |
| FAMILY NAME | Virick |
| SIGNATURE | VIRICK M |
| AFFILIATIONS | San Jose State University |
| ORCID | 0000-0001-6825-577X |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 20 |
| AUTHOR COUNT | 5 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 2 |
Proactive Personality as a Double-Edged Sword: The Mediating Role of Work–Family Conflict on Employee Outcomes
In this study, we examine the effects of proactive personality on employees’ perceptions of conflict in the work and family domains and work-related outcomes. We test our hypotheses using survey data collected from 1,150 employees. Our results indicate that proactive personality is associated with increased work-interference-in-family (WIF) but decreased family-interference-in-work (FIW). These opposing, domain-specific effects have masked hither…
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type
The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisf…
The Dynamic Nature of Justice: Influential Effects of Time and Work Outcomes on Long-Term Perceptions of Justice
Life after the layoff: Getting a job worth keeping
The competitive environment of business today makes corporate layoffs an organizational reality, and losing one's job can be a highly stressful experience. We propose and test a model that places objective underemployment and subjective underemployment in a causal sequence between organizational actions and employees' restoration of equilibrium by obtaining jobs worth keeping. We longitudinally examine relationships between layoff fairness, worke…
A gender‐sensitive study of McClelland's needs, stress, and turnover intent with work‐family conflict
Purpose The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict. Design/methodology/approach Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses. Findings Results suggest that McClelland's needs act as an antecedent of work‐family conflict, and tha…
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type
The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisf…
Life after the layoff: Getting a job worth keeping
The competitive environment of business today makes corporate layoffs an organizational reality, and losing one's job can be a highly stressful experience. We propose and test a model that places objective underemployment and subjective underemployment in a causal sequence between organizational actions and employees' restoration of equilibrium by obtaining jobs worth keeping. We longitudinally examine relationships between layoff fairness, worke…
The Dynamic Nature of Justice: Influential Effects of Time and Work Outcomes on Long-Term Perceptions of Justice
A gender‐sensitive study of McClelland's needs, stress, and turnover intent with work‐family conflict
Purpose The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict. Design/methodology/approach Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses. Findings Results suggest that McClelland's needs act as an antecedent of work‐family conflict, and tha…
Life after the layoff: Getting a job worth keeping
The competitive environment of business today makes corporate layoffs an organizational reality, and losing one's job can be a highly stressful experience. We propose and test a model that places objective underemployment and subjective underemployment in a causal sequence between organizational actions and employees' restoration of equilibrium by obtaining jobs worth keeping. We longitudinally examine relationships between layoff fairness, worke…
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type
The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisf…
The Dynamic Nature of Justice: Influential Effects of Time and Work Outcomes on Long-Term Perceptions of Justice
Proactive Personality as a Double-Edged Sword: The Mediating Role of Work–Family Conflict on Employee Outcomes
In this study, we examine the effects of proactive personality on employees’ perceptions of conflict in the work and family domains and work-related outcomes. We test our hypotheses using survey data collected from 1,150 employees. Our results indicate that proactive personality is associated with increased work-interference-in-family (WIF) but decreased family-interference-in-work (FIW). These opposing, domain-specific effects have masked hither…
Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Perception (3 works) · Social Psychology (3 works) · Work-Family Balance Challenges (3 works) · Economics (2 works) · Mathematics (2 works) · Structural equation modeling (2 works) · Work (physics (2 works)