Devasheesh P Bhave
Biographic Data
| ID | 6542171 |
|---|---|
| NAME | Devasheesh P Bhave |
| GIVEN NAMES | Devasheesh P |
| FAMILY NAME | Bhave |
| SIGNATURE | BHAVE D P |
| AFFILIATIONS | Singapore Management University |
| ORCID | 0000-0001-9243-3724 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 1 |
Covid-19 and the workplace
Employee perceptions of organisational legitimacy as impersonal bases of organisational trustworthiness and trust
Prior research has amply demonstrated that employees’ personal relationship with the organisation influences their trust in it. In this two-study investigation, we examine how employees’ beliefs about the organisation’s legitimacy relate to their organisational trust because legitimacy signals organisational trustworthiness in the impersonal system of the institutional environment. Results from Study 1, which drew on data from one organisation, r…
“You Wouldn’t Like Me When I’m Sleepy”
We examine the daily sleep of leaders as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreas…
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…
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…
Employee perceptions of organisational legitimacy as impersonal bases of organisational trustworthiness and trust
Prior research has amply demonstrated that employees’ personal relationship with the organisation influences their trust in it. In this two-study investigation, we examine how employees’ beliefs about the organisation’s legitimacy relate to their organisational trust because legitimacy signals organisational trustworthiness in the impersonal system of the institutional environment. Results from Study 1, which drew on data from one organisation, r…
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…
“You Wouldn’t Like Me When I’m Sleepy”
We examine the daily sleep of leaders as an antecedent to daily abusive supervisory behavior and work unit engagement. Drawing from ego depletion theory, our theoretical extension includes a serial mediation model of nightly sleep quantity and quality as predictors of abusive supervision. We argue that poor nightly sleep influences leaders to enact daily abusive behaviors via ego depletion, and these abusive behaviors ultimately result in decreas…
Employee perceptions of organisational legitimacy as impersonal bases of organisational trustworthiness and trust
Prior research has amply demonstrated that employees’ personal relationship with the organisation influences their trust in it. In this two-study investigation, we examine how employees’ beliefs about the organisation’s legitimacy relate to their organisational trust because legitimacy signals organisational trustworthiness in the impersonal system of the institutional environment. Results from Study 1, which drew on data from one organisation, r…
Covid-19 and the workplace
Job Satisfaction and Organizational Behavior (3 works) · Psychology (3 works) · Social Psychology (3 works) · Social Psychology (2 works) · Abusive supervision (1 work) · Applied Psychology (1 work) · Behavioral Health and Interventions (1 work) · Business (1 work) · Conservation of resources theory (1 work) · Demographic economics (1 work)