Daniel C Feldman
Biographic Data
| ID | 416806 |
|---|---|
| NAME | Daniel C Feldman |
| GIVEN NAMES | Daniel C |
| FAMILY NAME | Feldman |
| SIGNATURE | FELDMAN D C |
| AFFILIATIONS | University of South Carolina |
| VERIFIED | No |
| TOTAL WORKS | 36 |
| TOTAL CITATIONS | 276 |
| AUTHOR COUNT | 36 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 10 |
Retraining
Retraining refers to teaching individuals the knowledge, skills, and abilities, which will be necessary for them to obtain jobs in new occupations or organizations.
Ethical leadership: Meta-analytic evidence of criterion-related and incremental validity.
This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes a…
Subjective career success: A meta-analytic review
The Moderating Effects of Age in the Relationships of Job Autonomy to Work Outcomes
Guided by socio-emotional selectivity theory, the article proposes 2 competing hypotheses regarding whether older workers react more or less positively to job autonomy than younger workers do. In a meta-analysis of 415 empirical samples, we observed that job autonomy was positively and significantly related to a wide variety of positive work outcomes (in both cross-sectional and longitudinal designs). The results provide partial support for each …
Community embeddedness and work outcomes: The mediating role of organizational embeddedness
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; thi…
A meta‐analysis of the relationships of age and tenure with innovation‐related behaviour
One particularly persistent and prevalent negative age stereotype is that older workers are less innovative and more resistant to change. Because older workers are also more likely to have longer organizational tenure, negative age stereotypes contribute to the perception that long‐tenured workers are less innovative and more resistant to change, too. Guided by human capital theory, this study argues that the capacity to contribute to innovation‐…
Theoretical Approaches to the Study of Job Transitions
This paper integrates the research on the job transitions individuals experience over the course of their careers, including: transfers and promotions; domestic and international geographical relocation; transitions out of unemployment, underemployment, and contingent employment; changes in occupations; and transitions into bridge employment or retirement. We especially consider the contributions which embeddedness theory, person–environment fit …
Evaluating Six Common Stereotypes About Older Workers with Meta‐Analytical Data
This study evaluates the cumulated empirical evidence on 6 common age stereotypes. These stereotypes suggest that older workers are: (a) less motivated, (b) generally less willing to participate in training and career development, (c) more resistant and less willing to change, (d) less trusting, (e) less healthy, and (f) more vulnerable to work‐family imbalance. The meta‐analysis included 418 empirical studies ( N = 208,204) and examined the rela…
Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality
Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a o…
A comparison of self-ratings and non-self-report measures of employee creativity
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationships of a wide array of personal characteristics and contextual factors with both types of creativity…
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are …
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
A three-phase model of retirement decision making
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fi…
The Relationships of Age With Job Attitudes: A Meta-Analysis
Organizational Tenure and Job Performance
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also…
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
The relationship of age to ten dimensions of job performance.
Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, …
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Careers: Mobility, Embeddedness, and Success
This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career succes…
Dimensions, antecedents, and consequences of workaholism: A Conceptual Integration and Extension
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement …
Predictors of Objective and Subjective Career Success: A Meta‐analysis
Using the contest‐ and sponsored‐mobility perspectives as theoretical guides, this meta‐analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonst…
Working in Retirement: The Antecedents of Bridge Employment and Its Consequences for Quality of Life in Retirement.
In this study, we used a continuity theory of aging to examine bridge employment. Excellent health, organizational tenure, and having working spouses and dependent children were positively associat...
Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators
This research examines whether the relationships between psychological contract violations and three types of employee behavior (intention to quit, neglect of in-role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of over 800 managers from a wide variety of research sites, this study tests for mediator effects using both hierarchical regression analyses and structur…
The antecedents and consequences of underemployment among expatriates
While most previous research has studied underemployment among laid-off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job- and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assign…
A three-phase model of retirement decision making
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fi…
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
Finding New Jobs After a Plant Closing: Antecedents and Outcomes of the Occurrence and Quality of Reemployment
In a longitudinal study of laid-off industrial workers, we examined the factors which influenced whether individuals got reemployed after a plant closing as well as the factors which influenced whether individuals got satisfactorily or unsatisfactorily reemployed. Financial pressures, levels of optimism and self-blame, and the amount of problem-focused and symptom-focused coping that individuals engaged in were significant predictors of reemploym…
Dimensions, antecedents, and consequences of workaholism: A Conceptual Integration and Extension
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement …
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
Underemployment among recent business college graduates
This article explores an increasingly salient employment issue, namely, underemployment of recent college graduates. Using a sample of 283 recent business college graduates, the paper examines the consequences of underemployment on individuals' attitudes towards their jobs, their careers, and their lives in general. It explores, as well, how recent college graduates cope with underemployment and the impact of those coping strategies on individual…
A comparison of self-ratings and non-self-report measures of employee creativity
Both self-ratings and non-self-report measures of employee creativity (supervisor ratings, peer ratings, and objective measures of creativity) have been used frequently in the literature, but there have been no attempts to compare research results using different types of creativity measures. In the present meta-analysis, we examined the relationships of a wide array of personal characteristics and contextual factors with both types of creativity…
Age and innovation‐related behavior: The joint moderating effects of supervisor undermining and proactive personality
Previous research has yielded mixed results regarding the effects of age on innovation‐related behavior (IRB; i.e., generating, disseminating, and implementing new ideas). This paper hypothesizes that the relationship of age with IRB is jointly moderated by undermining behavior on the part of the supervisor and the extent to which the employee possesses a proactive personality. We collected data from 196 employees at three points in time over a o…
Individual Responses to Job Loss: Empirical Findings from Two Field Studies
This research examined the responses and coping strategies that laid-off employees use to deal with job loss. Data were gathered from two samples: (1) 198 former industrial workers who lost their jobs through a plant closing, and (2) 163 managerial, clerical, and technical employees who lost their jobs after the space-shuttle Challenger disaster. Financial distress and attachment to the previous job were the strongest predictors of negative react…
Community embeddedness and work outcomes: The mediating role of organizational embeddedness
The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; thi…
The Moderating Effects of Age in the Relationships of Job Autonomy to Work Outcomes
Guided by socio-emotional selectivity theory, the article proposes 2 competing hypotheses regarding whether older workers react more or less positively to job autonomy than younger workers do. In a meta-analysis of 415 empirical samples, we observed that job autonomy was positively and significantly related to a wide variety of positive work outcomes (in both cross-sectional and longitudinal designs). The results provide partial support for each …
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment
This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are …
The Dilbert Syndrome: How Employee Cynicism about Ineffective Management is Changing the Nature of Careers in Organizations
The recent popularity of Scott Adams's "Dilbert" cartoon character highlights a phenomenon already palpably evident in business today: Many employees are highly cynical about the effectiveness of management and view large, bureaucratic organizations with disdain and contempt. This article explores the dynamics and implications of this change for how organizations and individuals manage careers. First, the article examines why individuals no longe…
Becoming Professional
Social Desirability Response Bias in Self-Report Choice Situations.
The susceptibility to social desirability response bias of four alternative methods of measuring the importance of job and organizational characteristics is examined. Data were collected from 86 gr...
A multivariate analysis of the determinants of job turnover.
Individual Responses to Job Loss: Empirical Findings from Two Field Studies
This research examined the responses and coping strategies that laid-off employees use to deal with job loss. Data were gathered from two samples: (1) 198 former industrial workers who lost their jobs through a plant closing, and (2) 163 managerial, clerical, and technical employees who lost their jobs after the space-shuttle Challenger disaster. Financial distress and attachment to the previous job were the strongest predictors of negative react…
Underemployment among recent business college graduates
This article explores an increasingly salient employment issue, namely, underemployment of recent college graduates. Using a sample of 283 recent business college graduates, the paper examines the consequences of underemployment on individuals' attitudes towards their jobs, their careers, and their lives in general. It explores, as well, how recent college graduates cope with underemployment and the impact of those coping strategies on individual…
Finding New Jobs After a Plant Closing: Antecedents and Outcomes of the Occurrence and Quality of Reemployment
In a longitudinal study of laid-off industrial workers, we examined the factors which influenced whether individuals got reemployed after a plant closing as well as the factors which influenced whether individuals got satisfactorily or unsatisfactorily reemployed. Financial pressures, levels of optimism and self-blame, and the amount of problem-focused and symptom-focused coping that individuals engaged in were significant predictors of reemploym…
The Nature, Antecedents and Consequences of Underemployment
Despite the growth of underemployment in the United States, relatively little theoretical or empirical attention has been paid to this phenomenon. This article presents a multidimensional conceptualization of underemployment in terms of education, work duties, field of employment, wages, and permanence of the job. The article then presents testable propositions on both the hypothesized antecedents of underemployment (e.g., economic factors, job c…
Predictors of coping behavior after a layoff
In a longitudinal study of laid-off industrial workers, we examined the effects of individual differences and situational characteristics on individuals' use of six job loss coping strategies. In each case the predictors explained a significant portion of the variance (30–47 percent) although different predictors were significantly associated with each of the six coping strategies. The results also suggest that the use of problem-focused and symp…
Moving on out: When are employees willing to follow their organization during corporate relocation
This research examines the willingness of employees to follow their organization when the entire business unit is geographically relocating. The site for the study was a large government defense agency moving from a major U.S. northeastern metropolitan area to a rural area south of Washington, D.C. The study participants were 380 employees who were deciding within the next 6 months if they would relocate, too. Attachment to the present community,…
Mentor–protege diversity and its impact on international internship experiences
This research examines demographic diversity between mentors and proteges on international internships. Using a sample of 138 interns on six-month overseas assignments, the results indicate that interns who are different in nationality and gender from their mentors are much less likely to receive task-related, social-related, and career-related support from them. Moreover, this deficit in mentoring is associated with poorer socialization to inter…
Working in Retirement: The Antecedents of Bridge Employment and Its Consequences for Quality of Life in Retirement.
In this study, we used a continuity theory of aging to examine bridge employment. Excellent health, organizational tenure, and having working spouses and dependent children were positively associat...
Re-examining the effects of psychological contract violations: Unmet expectations and job dissatisfaction as mediators
This research examines whether the relationships between psychological contract violations and three types of employee behavior (intention to quit, neglect of in-role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of over 800 managers from a wide variety of research sites, this study tests for mediator effects using both hierarchical regression analyses and structur…
The antecedents and consequences of underemployment among expatriates
While most previous research has studied underemployment among laid-off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job- and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assign…
The Dilbert Syndrome: How Employee Cynicism about Ineffective Management is Changing the Nature of Careers in Organizations
The recent popularity of Scott Adams's "Dilbert" cartoon character highlights a phenomenon already palpably evident in business today: Many employees are highly cynical about the effectiveness of management and view large, bureaucratic organizations with disdain and contempt. This article explores the dynamics and implications of this change for how organizations and individuals manage careers. First, the article examines why individuals no longe…
Predictors of Objective and Subjective Career Success: A Meta‐analysis
Using the contest‐ and sponsored‐mobility perspectives as theoretical guides, this meta‐analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonst…
Dimensions, antecedents, and consequences of workaholism: A Conceptual Integration and Extension
While the concept of workaholism has received a good deal of attention in the popular press, theoretical and empirical research have lagged behind. In part, the lack of a formal, agreed upon definition of the construct and its dimensions has hampered research on this topic. The purpose of this review is to offer a cohesive definition of workaholism, discuss its underlying dimensions, and identify its key antecedents and consequences. Measurement …
Careers: Mobility, Embeddedness, and Success
This article proposes refinements of the constructs of career mobility and career embeddedness and reviews the array of factors that have been found to energize (discourage) employees to change jobs, organizations, and/or occupations. The article also reviews the literature on career success and identifies which types of mobility (and embeddedness) are most likely to lead to objective career success (e.g., promotions) and subjective career succes…
The relationship of age to ten dimensions of job performance.
Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, …
Long work hours: A social identity perspective on meta‐analysis data
The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to e…
Occupational embeddedness and job performance
While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects …
Age, work experience, and the psychological contract
The purpose of the current paper is to examine the ways in which age and work experience shape how individuals experience psychological contract breaches. We first introduce the concepts of contract malleability (the degree to which individuals can tolerate deviations from contract expectations) and contract replicability (the degree to which individuals believe that their psychological contracts can be replicated elsewhere). Next, we discuss the…
The Relationships of Age With Job Attitudes: A Meta-Analysis
Organizational Tenure and Job Performance
This study provides a meta-analysis on the relationships between organizational tenure and three broad classes of job behaviors: core-task behaviors, citizenship behaviors, and counterproductive behaviors. Across 350 empirical studies with a cumulative sample size of 249,841, the authors found that longer tenured employees generally have greater in-role performance and citizenship performance. It is interesting that organizational tenure was also…
Employee voice behavior: A meta‐analytic test of the conservation of resources framework
Although voice (i.e. expressing change‐oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a conservation of resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of r…
A three-phase model of retirement decision making
The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fi…
Psychology (31 works) · Social Psychology (22 works) · Job Satisfaction and Organizational Behavior (21 works) · Economics (15 works) · Social Psychology (14 works) · Employment and Welfare Studies (12 works) · Retirement, Disability, and Employment (12 works) · Business (10 works) · Management (10 works) · Sociology (10 works)