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Employee ethical behaviors are a critical criterion for organizations seeking to implement socially responsible, ethical business practices. In this article, we present a critical review of theoretical conceptualizations, taxonomies, and assessment of employee (un)ethical behaviors.

Effect size variability in meta-analyses is often overlooked or misinterpreted. We describe two methods for making practical interpretations of credibility intervals and determining whether a particular SDρ represents a meaningful level of variability.

We present and provide support for a theoretical framework conceptualizing negative commuting-health relations as a stress-strain process. Stress strongly accounts for commuting-health relations, particularly among parents. We discuss implications for commuting research and interventions.

In this commentary, we address the critical distinction between systematic and random sampling components of measurement error. We describe how both forms can be addressed using psychometric meta-analysis to build cumulative scientific knowledge.

We present a meta-analysis of demographic differences in protean, boundaryless, and proactive career orientations. We find that demographic differences are generally negligible to small. Age shows curvilinear relations with new career orientations.

We report meta-analyses of Big Five personality-job performance research conducted in South Africa. Results showed that the Big Five traits have similar validity for job performance as found in other cultural contexts.

Increased conceptual clarity and methodological rigor is needed in personality-outcome research. We describe the hierarchical nature of personality and the impact of multiple traits and errors on score interpretation.

This chapter reviews the measurement of interests and work values in IWO psychology, their impact on career choice, satisfaction, and success, as well as development, group differences, and practice challenges.

This chapter reviews diverse conceptualizations and theories of careers, empirical evidence regarding career choice, change, persistence, and success, and factors contributing to effective career management and development.

This chapter reviews conceptualizations of sustainability for organizations at both the individual and firm levels. We discuss the structure of sustainable actions, measurement issues, and antecedents and consequences of sustainability.

This workshop teaches the fundamentals of the theory and practice of meta-analysis.

We examine the relation between employee age and green behavior in a meta-analysis of samples from 11 countries. Age shows small positive relations with some forms of employee green behavior.

This conference paper explores the impact of diplomats' self-efficacy for international mobility on their well-being while abroad and the environmental factors that support mobility self-efficacy beliefs.

Failure to properly model dominant general factors in data analysis can have dramatic impacts on observed results. We review the shortcomings of common analytic and provide recommendations for future studies.

I examine the relations between intraindividual configurations of Big Five personality traits and Realistic vocational interests in 20 samples. Strengths for Openness to Intellect consistently predicted Realistic interests.

We examined intraindividual patterns of Big Five personality traits associated with creative interests. In 19 samples, artistic and scientific interests showed distinct personality profiles, especially for aspects of Openness.

We review the structure of employee green behaviors, their distinction from similar constructs, and their antecedents, as well as methods organizations can use to motivate environmental sustainability in their employees.

Individual work role performance drives the entire economy. It is OP/OB’s most crucial dependent variable. Alternative specifications for the definition and latent structure of individual performance are reviewed and summarized.

We extend cluster analysis to compare of objects across the entirety of multiple score distributions, rather than merely distribution means. Potential applications include development of test norms across populations.

Performance ratings have been frequently criticized for low reliability. This article examines how ratings reliability can be improved using multi-scale composite performance measures.

As workforces become older, post-retirement employment is increasingly important in the 21st century. We examine the psychological experience of aging to better understand why some people work after retirement.

We meta-analytically examine the relations between age and a variety of environmental sustainability constructs, including environmental concern, attitudes, values, intentions, and behaviors. Age shows negligible to small relations with sustainability.

We review research on the association of demographic characteristics, including gender, age, education, and socioeconomic status, with environmental attitudes and behaviors.

There is an often-lamented gap between organizational sustainability and environmental sustainability. We examine the role of employee commitment in mutually supporting these two sustainability goals.