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PurposeThe purpose of this paper is to investigate the extent to which employees' perceptions of alienation (personal and social) are related to positive (career satisfaction) and negative (careerist orientation) career‐related outcomes and to examine the mediating role of career satisfaction.Design/methodology/approachThe paper used a cross‐sectional design, with questionnaires administered to 165 employees working in organizations in the USA to test the relationship between alienation and careerism through career satisfaction.FindingsAlienation was found to be a positive predictor of employee careerism, and a negative predictor of their career satisfaction. The data were consistent with a model positioning career satisfaction as a mediator of the alienation to careerism relationship.Research limitations/implicationsFuture research should examine the relationship between alienation and career outcomes in other organizations and job families, to enhance generalizability. Data should be also collected longitudinally, to extend the current cross‐sectional design.Practical implicationsUnderstanding the empirical link between alienation and career outcomes can provide useful information to reduce negative career outcomes.Originality/valueThe findings point toward a positive relationship between employee alienation and their careerism. In doing so, the paper adds to a body of work where careerism was connected with structural rather than individual predictors.

In a set of two studies, based on employees from two countries, we examined how emotion regulation moderates the relationship between psychological contract breach and (a) feelings of violation and (b) proactive behaviors (knowledge sharing and taking charge). We found that cognitive change buffers the negative effect of breach on feelings of violation and knowledge sharing (Study 1, United States). We replicate this result using taking charge as an outcome. In addition, we demonstrate that using high levels of attentional deployment as an emotion regulation strategy accentuates the negative effect of both social and generative breach on employees' taking charge (Study 2, the Netherlands). Based on our results, we call for additional research on how emotion regulation modifies the relationship between psychological contract breach and work outcomes.

Floral visitors are often overlooked in those plants considered invasive and widespread weed species. Martynia annua L. is an example of an introduced species to the old world being native from tropical America, however, information of its endemic pollinators in the Neotropical region is missing. In this study, the floral visitors of M. annua were evaluated in Chamela Field Station (Chamela-Cuixmala Biosphere Reserve) in Jalisco, Mexico. Our aim was to provide information of the breeding system of M. annua and then indicate the potential pollinators. We included morphological and sexual features to estimate the outcrossing index (OCI). The frequency, behavior, and pollen loads were considered to find the potential pollinator. Despite the evidence of protandry and OCI indicating a xenogamous breeding system, the lack of herkogamy suggests M. annua is a facultative xenogamous species. The highest frequency of visits corresponded to the maximum diameter of corolla. Euglossa viridissima was the most recurrent visitor. However, this species often carried a high proportion of heterospecific pollen and did not touch any sexual structure of the flower. In contrast, Centris agilis performed as the most likely pollinator. Flowers of M. annua offer valuable rewards to its visitors and may be a good source of energy to those foragers capable of reaching the nectaries, though small bees are apparently unable to penetrate the flowers. We consider that there are evidence that suggests M. annua is a specialized melittophilic plant, pollinated by moderate to large-sized hairy bees throughout its distribution.