Douglas R May

Biographic Data

ID4004951
NAMEDouglas R May
GIVEN NAMESDouglas R
FAMILY NAMEMay
SIGNATUREMAY D R
AFFILIATIONSUniversity of Nebraska–Lincoln
VERIFIEDNo
TOTAL WORKS8
TOTAL CITATIONS18
WORKS AS AUTHOR8
WORKS AS EDITOR0
FIRST PUBLICATION YEAR1983
LATEST PUBLICATION YEAR2023
H-INDEX1

  • “Called” To Speak Out

    Open AccessJiatian Chen, Douglas R May et al.ARTICLEJournal of Career Development2023

    This study is the first one to explore the relation between career calling and employee voice and two potential mediators of this relationship, felt responsibility for constructive change and employee optimism about the future. Surveys from 406 employees of a law enforcement agency in the Midwest U.S. were analyzed using logistic regression and bootstrapping method with Structural Equation Modeling (SEM) to examine support for the hypotheses’ mai…

  • The Benefits to the Human Spirit of Acting Ethically at Work

    Open AccessMatthew D Deeg, Douglas R MayARTICLEJournal of Business Ethics2022

  • Fostering the Human Spirit

    Douglas R May, Jiatian Chen et al.CHAPTEROxford Handbook of Meaningful Work2019

    This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a p…

  • The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work

    Open AccessDouglas R May, Richard L Gilson et al.ARTICLEJournal of Occupational and…2004

    Building on Kahn's (1990) ethnographic work, a field study in a U.S. Midwestern insurance company explored the determinants and mediating effects of three psychological conditions — meaningfulness, safety and availability — on employees' engagement in their work. Results from the revised theoretical framework revealed that all three psychological conditions exhibited significant positive relations with engagement. Meaningfulness displayed the str…

  • The Impact of Ethical Leadership Behavior on Employee Outcomes

    Open AccessWeichun Zhu, Douglas R May et al.ARTICLEJournal of Leadership &…2004Cited by: 18References: 12

    The topics of authentic leadership and the ethical behavior of leaders have received significant interest in recent years due to the plethora of ethical scandals in corporations. In this paper, we developed a theoretical framework that maintains that employees' psychological empowerment mediates the relationship between leaders' ethical behaviors and employees' organizational commitment and trust in leaders. We also argue that authenticity (i.e.,…

  • Age and work outcomes

    Open AccessCATHERINE E SCHWOERER, Douglas R MayARTICLEJournal of Organizational Behavior1996References: 2

    This field study addressed the relationship between age and work outcomes by investigating the effects of two potential moderators of age–work outcome relations: self-efficacy and perceptions of tool design effectiveness, while controlling for job tenure, job demands, and gender. Findings revealed that job-focused self-efficacy beliefs moderated the relationship between age and absenteeism, while tool design moderated the relationship between age…

  • Age and work outcomes

    Open AccessCATHERINE E SCHWOERER, Douglas R MayARTICLEJournal of Organizational Behavior1996

  • Productivity

    Douglas R May, Douglas May et al.ARTICLECanadian Public Policy1983