Theresa M Glomb
Biographic Data
| ID | 6542006 |
|---|---|
| NAME | Theresa M Glomb |
| GIVEN NAMES | Theresa M |
| FAMILY NAME | Glomb |
| SIGNATURE | GLOMB T M |
| AFFILIATIONS | University of Minnesota |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1997 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 1 |
Amplifying the gender gap in academia
We examine the effects of the COVID‐19 pandemic on faculty using survey data. First, we uncover heterogeneity in the immediate effects on research productivity and burnout. Three groups emerged (Career Accelerated, Career Insulated, and Career Headwinds) with female faculty disproportionately represented in Career Headwinds, experiencing both high burnout and declines in research productivity. Second, we examine how greater caregiving demands at …
The balance between positive and negative affect in employee well‐being
We examine the effects of the balance between positive and negative affect experienced at work on well‐being outcomes. An extensive literature on affect balance suggests that it is not only positive affect (PA) and negative affect (NA) alone that affect well‐being; rather it is the balance between them that matters. We use experience sampling methods and polynomial regression to test the notion that daily PA and NA at work, along with their inter…
Coping with home demands can be contagious
Contemplating Mindfulness at Work
Mindfulness research activity is surging within organizational science. Emerging evidence across multiple fields suggests that mindfulness is fundamentally connected to many aspects of workplace functioning, but this knowledge base has not been systematically integrated to date. This review coalesces the burgeoning body of mindfulness scholarship into a framework to guide mainstream management research investigating a broad range of constructs. T…
Pay satisfaction and work–family conflict across time
On the basis of justice and exchange theories, the authors propose that employees offset their levels of work–family conflict (WFC) with their levels of pay satisfaction. Results based on two waves of data indicate that pay satisfaction has a negative relationship with WFC after controlling for actual pay and other work‐related and family‐related variables. Analysis of pay satisfaction dimensions reveals that satisfaction with benefits and pay st…
Mindfulness at Work
In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing literature on mindfulness, provide a brief history and definition of the construct, and discuss its beneficial effects on physical and psychological health. Second, we delineate a model of the mental and neurobiological processes by which mindfulness and mindfulness-based pract…
Emotional labor
Ambient Sexual Harassment
Pay satisfaction and work–family conflict across time
On the basis of justice and exchange theories, the authors propose that employees offset their levels of work–family conflict (WFC) with their levels of pay satisfaction. Results based on two waves of data indicate that pay satisfaction has a negative relationship with WFC after controlling for actual pay and other work‐related and family‐related variables. Analysis of pay satisfaction dimensions reveals that satisfaction with benefits and pay st…
The balance between positive and negative affect in employee well‐being
We examine the effects of the balance between positive and negative affect experienced at work on well‐being outcomes. An extensive literature on affect balance suggests that it is not only positive affect (PA) and negative affect (NA) alone that affect well‐being; rather it is the balance between them that matters. We use experience sampling methods and polynomial regression to test the notion that daily PA and NA at work, along with their inter…
Ambient Sexual Harassment
Emotional labor
Mindfulness at Work
In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing literature on mindfulness, provide a brief history and definition of the construct, and discuss its beneficial effects on physical and psychological health. Second, we delineate a model of the mental and neurobiological processes by which mindfulness and mindfulness-based pract…
Pay satisfaction and work–family conflict across time
On the basis of justice and exchange theories, the authors propose that employees offset their levels of work–family conflict (WFC) with their levels of pay satisfaction. Results based on two waves of data indicate that pay satisfaction has a negative relationship with WFC after controlling for actual pay and other work‐related and family‐related variables. Analysis of pay satisfaction dimensions reveals that satisfaction with benefits and pay st…
Contemplating Mindfulness at Work
Mindfulness research activity is surging within organizational science. Emerging evidence across multiple fields suggests that mindfulness is fundamentally connected to many aspects of workplace functioning, but this knowledge base has not been systematically integrated to date. This review coalesces the burgeoning body of mindfulness scholarship into a framework to guide mainstream management research investigating a broad range of constructs. T…
Coping with home demands can be contagious
The balance between positive and negative affect in employee well‐being
We examine the effects of the balance between positive and negative affect experienced at work on well‐being outcomes. An extensive literature on affect balance suggests that it is not only positive affect (PA) and negative affect (NA) alone that affect well‐being; rather it is the balance between them that matters. We use experience sampling methods and polynomial regression to test the notion that daily PA and NA at work, along with their inter…
Amplifying the gender gap in academia
We examine the effects of the COVID‐19 pandemic on faculty using survey data. First, we uncover heterogeneity in the immediate effects on research productivity and burnout. Three groups emerged (Career Accelerated, Career Insulated, and Career Headwinds) with female faculty disproportionately represented in Career Headwinds, experiencing both high burnout and declines in research productivity. Second, we examine how greater caregiving demands at …
Psychology (8 works) · Social Psychology (6 works) · Work-Family Balance Challenges (4 works) · Clinical Psychology (3 works) · Gender Diversity and Inequality (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Anxiety, Depression, Psychometrics, Treatment, Cognitive Processes (2 works) · Applied Psychology (2 works) · Construct (python library) (2 works) · Demographic economics (2 works)