Sandy Lim

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment.

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns = 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.

Relationships, Layoffs, and Organizational Resilience Airline Industry Responses to September 11

The terrorist attacks of September 11, 2001, affected the U.S. airline industry more than almost any other industry. Certain airlines emerged successful and demonstrated remarkable resilience while others languished. This investigation identifies reasons why some airline companies recovered successfully after the attacks while others struggled. Evidence is provided that layoffs after the crisis, although intended to foster recovery, instead inhibited recovery throughout the 4 years after the crisis. But, layoffs after the crisis were strongly correlated with lack of financial reserves and lack of a viable business model prior to the crisis. Digging deeper, the authors find that having a viable business model itself depended on the development and preservation of relational reserves over time. Our model shows that the maintenance of adequate financial reserves enables the preservation of relational reserves and vice versa, contributing to organizational resilience in times of crisis.

Organizational and Personal Predictors of Teacher Commitment: The Mediating Role of Teacher Efficacy and Identification With School

This study tested a predictive and mediation model of teacher commitment. Teacher efficacy and sense of identification with school were hypothesized to mediate the relations of an individual antecedent (teaching experience) and two organizational antecedents (perceived organizational politics and reflective dialogue) to teacher commitment. Multigroup structural equation modeling was used to test and validate the mediation model across two independent samples of teachers. Perceived organizational politics was found to be negatively related to teacher commitment, whereas reflective dialogue and teaching experience were positively related. Teacher efficacy and identification with school were found to completely mediate the relations between the three antecedents and teacher commitment.

Work and Nonwork Outcomes of Workplace Incivility: Does Family Support Help?

This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.

Graded Nodal/Activin Signaling Titrates Conversion of Quantitative Phospho-Smad2 Levels into Qualitative Embryonic Stem Cell Fate Decisions

Nodal and Activin are morphogens of the TGFbeta superfamily of signaling molecules that direct differential cell fate decisions in a dose- and distance-dependent manner. During early embryonic development the Nodal/Activin pathway is responsible for the specification of mesoderm, endoderm, node, and mesendoderm. In contradiction to this drive towards cellular differentiation, the pathway also plays important roles in the maintenance of self-renewal and pluripotency in embryonic and epiblast stem cells. The molecular basis behind stem cell interpretation of Nodal/Activin signaling gradients and the undertaking of disparate cell fate decisions remains poorly understood. Here, we show that any perturbation of endogenous signaling levels in mouse embryonic stem cells leads to their exit from self-renewal towards divergent differentiation programs. Increasing Nodal signals above basal levels by direct stimulation with Activin promotes differentiation towards the mesendodermal lineages while repression of signaling with the specific Nodal/Activin receptor inhibitor SB431542 induces trophectodermal differentiation. To address how quantitative Nodal/Activin signals are translated qualitatively into distinct cell fates decisions, we performed chromatin immunoprecipitation of phospho-Smad2, the primary downstream transcriptional factor of the Nodal/Activin pathway, followed by massively parallel sequencing, and show that phospho-Smad2 binds to and regulates distinct subsets of target genes in a dose-dependent manner. Crucially, Nodal/Activin signaling directly controls the Oct4 master regulator of pluripotency by graded phospho-Smad2 binding in the promoter region. Hence stem cells interpret and carry out differential Nodal/Activin signaling instructions via a corresponding gradient of Smad2 phosphorylation that selectively titrates self-renewal against alternative differentiation programs by direct regulation of distinct target gene subsets and Oct4 expression.

Microarray with Micro‐ and Nano‐topographies Enables Identification of the Optimal Topography for Directing the Differentiation of Primary Murine Neural Progenitor Cells

During development and tissue repair, progenitor cells are guided by both biochemical and biophysical cues of their microenvironment, including topographical signals. The topographical cues have been shown to play an important role in controlling the fate of cells. Systematic investigation of topographical structures with different geometries and sizes under the identical experimental conditions on the same chip will enhance the understanding of the role of shape and size in cell-topography interactions. A simple customizable multi-architecture chip (MARC) array is therefore developed to incorporate, on a single chip, distinct topographies of various architectural complexities, including both isotropic and anisotropic features, in nano- to micrometer dimensions, with different aspect ratios and hierarchical structures. Polydimethylsiloxane (PDMS) replicas of MARC are used to investigate the influence of different geometries and sizes in neural differentiation of primary murine neural progenitor cells (mNPCs). Anisotropic gratings (2 μm gratings, 250 nm gratings) and isotropic 1 μm pillars significantly promote differentiation of mNPCs into neurons, as indicated by expression of β-III-tubulin (59%, 58%, and 58%, respectively, compared to 30% on the control). In contrast, glial differentiation is enhanced on isotropic 2 μm holes and 1 μm pillars. These results illustrate that anisotropic topographies enhance neuronal differentiation while isotropic topographies enhance glial differentiation on the same chip under the same conditions. MARC enables simultaneous cost-effective investigation of multiple topographies, allowing efficient optimization of topographical and biochemical cues to modulate cell differentiation.

Family incivility and Job Performance: A Moderated Mediation Model of Psychological Distress and Core Self-Evaluation

This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.

Supervisor support: : Does supervisor support buffer or exacerbate the adverse effects of supervisor undermining?

Empirical investigations concerning the interplay between supervisor support and supervisor undermining behaviors and their effects on employees yielded contradictory findings, with some studies suggesting that support buffers the adverse effects of undermining, and others suggesting that support exacerbates these adverse effects. Seeking to explain such contradictory findings, we integrate uncertainty-management perspectives with coping theory to posit that relational uncertainty is inherent in the mixture of supervisor support and undermining. Hence, whether supervisor support buffers or exacerbates the adverse effects of supervisor undermining on employee health and well-being depends on factors pertaining to employee ability to resolve and manage such relational uncertainty. Specifically, we hypothesize a buffering effect for employees with high self-esteem and high quality of work life, and an exacerbating effect for employees with low self-esteem and low quality of work life. Analyses of 2-wave data collected from a probability stratified sample of U.S. Air Force personnel supported our predictions. Two supplementary studies of the U.S. military replicated our core findings and demonstrated its practical significance.

Attributed causes for work–family conflict: Emotional and behavioral outcomes

Work–family conflict may give rise to different emotional reactions, depending on the causal attributions people make for the experience of work–family conflict. These emotional reactions, in turn, may result in specific behavioral reactions, that may either be adaptive or maladaptive in nature. In this essay, we advance this thesis using attribution theory and theory of emotions that specifies different behavioral outcomes associated with different attribution-induced negative emotions. We develop a model of causal attributions for work–family conflict that includes differentiated emotional reactions (e.g., guilt and shame) and both adaptive (e.g., job crafting, self-development) and maladaptive (e.g., withdrawal, aggression, turnover) behavioral outcomes of work–family conflict. We conclude the article with directions for future research, guided by the proposed model.

Emotional Mechanisms Linking Incivility at Work to Aggression and Withdrawal at Home

We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit the effects of workplace incivility to specific family behaviors at home. Fifty full-time employees from southeast Asia provided 363 observations over a 10-day period on workplace incivility and various emotional states. Daily reports of employees’ marital behaviors were provided by the spouses each evening. Results showed that state hostility mediated the link from workplace incivility to increased angry and withdrawn marital behaviors at home. Also, trait hostility served as a moderator such that the relationship between workplace incivility and hostile emotions was stronger for employees with high trait hostility.