Michal Biron
Biographic Data
| ID | 5789617 |
|---|---|
| NAME | Michal Biron |
| GIVEN NAMES | Michal |
| FAMILY NAME | Biron |
| SIGNATURE | BIRON M |
| AFFILIATIONS | University of Haifa, Israel and Tilburg University, The Netherlands |
| VERIFIED | No |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 53 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 5 |
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
Temporal issues in person–organization fit, person–job fit and turnover
Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To a…
Job burnout and depression
Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout-depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout-depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by …
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
The impact of structural empowerment on individual well-being and performance
We integrate psychological and socio-structural perspectives on empowerment by examining: a) the impact of actual structural empowerment initiatives (as opposed to perceptions of such empowering acts) aimed at enhancing employee influence over which tasks to perform (as opposed to how to perform them) on employee well-being and performance, b) the degree to which self-efficacy mediates these effects, and c) the extent to which, by applying such i…
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance
Perceived organizational ethical values refer to employees' beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), …
Temporal issues in person–organization fit, person–job fit and turnover
Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To a…
The impact of structural empowerment on individual well-being and performance
We integrate psychological and socio-structural perspectives on empowerment by examining: a) the impact of actual structural empowerment initiatives (as opposed to perceptions of such empowering acts) aimed at enhancing employee influence over which tasks to perform (as opposed to how to perform them) on employee well-being and performance, b) the degree to which self-efficacy mediates these effects, and c) the extent to which, by applying such i…
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance
Perceived organizational ethical values refer to employees' beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), …
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
The impact of structural empowerment on individual well-being and performance
We integrate psychological and socio-structural perspectives on empowerment by examining: a) the impact of actual structural empowerment initiatives (as opposed to perceptions of such empowering acts) aimed at enhancing employee influence over which tasks to perform (as opposed to how to perform them) on employee well-being and performance, b) the degree to which self-efficacy mediates these effects, and c) the extent to which, by applying such i…
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance
Perceived organizational ethical values refer to employees' beliefs concerning what practices are acceptable or appropriate in their organization (Trevino, 1990). Previous work suggests that these perceptions can be a significant factor in employee behavior, with normative influence often assumed to be the underlying mechanism (Peterson, 2002). The current article incorporates another theoretical lens, namely social exchange theory (Blau, 1964), …
Job burnout and depression
Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout-depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout-depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by …
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
Temporal issues in person–organization fit, person–job fit and turnover
Person–environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person–environment fit as a static phenomenon, and without examining how different types of person–environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To a…
Job Satisfaction and Organizational Behavior (6 works) · Psychology (5 works) · Management (4 works) · Social Psychology (4 works) · Economics (3 works) · Social Psychology (3 works) · Work-Family Balance Challenges (3 works) · Burnout (2 works) · Clinical Psychology (2 works) · Computer Science (2 works)