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AbstractSince the second half of the latest century the disaster landscape has experienced important changes. Disasters are not only increasing in quantity, they are also qualitatively different and seem to distress humanity to a considerably higher degree than in the past. This evolution does not only deeply affect modern societies; it might also have a disruptive impact on the intervening units of emergency management organizations. Recent disaster research mainly focuses on mitigation efforts, risk reduction and resilient societies. Though, despite good mitigation efforts and up-to-date preparation initiatives, still millions of people are affected and thousands killed annually by some kind of disaster. As a consequence, disaster response remains a vital aspect of disaster management and will even become more important in the future taking into consideration the changing disaster landscape. On that account, our study aims to remodel the response phase of the disaster management life cycle, focusing on a new and fresh approach. We consider the response phase as an unfolding global process and its ensuing sub-processes rather than just an enumeration of potential activities.

This study uses Cable and Turban's (2001) employer knowledge framework as a conceptual model to formulate hypotheses about a broad range of possible factors affecting the attractiveness of an organization (i.e. armed forces) among potential applicants (576 high-school seniors). Results show that gender, familiarity with military organizations, perceptions of job and organizational attributes (task diversity and social/team activities), and trait inferences (excitement, prestige, and cheerfulness) explained potential applicants' attraction to military organizations. Relative importance analyses showed that trait inferences contributed most to the variance, followed by job and organizational attributes, and employer familiarity. Finally, we found some evidence of interactions between the three dimensions. Specifically, trait inferences and job and organizational attributes had more pronounced effects when familiarity was high. From a theoretical perspective, these results generally support the framework of employer knowledge. At a practical level, implications for image audit and image management are discussed.

PurposeThis research sought to examine the potential association between workers' financial worry and counterproductive work behavior. Based on the basic psychological need theory, we propose that psychological need satisfaction explains this relationship and we position this volitional pathway as an alternative to a cognitive capacity pathway based on the cognitive load theory.Design/methodology/approachWe conducted a two-week interval-lagged survey study with three measurement points among 180 US workers. The mediation models were tested using structural equation modeling.FindingsThe results support the conclusion that, while cognitive capacity could have an impact on counterproductive work behavior, its mediating effect is less strong than that of need satisfaction.Practical implicationsBased on the results, we recommend that organizations design their compensation and benefits system to shield employees from financial worries. At the same time, we advise offering the employees who do experience financial worries assistance in managing their budgets and offering other forms of financial coaching.Originality/valueThis study is innovative because we show that the negative effects of financial worry extend much further than initially thought and affect not only employees' cognition but also their motivation.

We assess the relative value of participative and directive leadership for improving the accuracy and speed of decision-making in crisis management teams, contingent on whether teams face an emergency that is familiar or unfamiliar to them. Testing our theory, using randomized experiments, with 72 teams tasked with managing simulated crises, we found that participative leadership improves decision accuracy in unfamiliar emergencies, whereas directive leadership improves accuracy in familiar crises; directive leadership produces speedier decisions than participative leadership when the team is familiar with the crisis. We discuss implications of our findings for leaders and crisis management experts.

The continuation of work that undermines employee well-being necessitates an investigation into the antecedents of work design. Therefore, we examined how autonomy supportive and controlling leadership—as defined in self-determination theory (SDT)—relate to employees' job resources, job demands, and well-being. Using a cross-sectional ( N = 501) and a daily diary study ( N = 123), we found that autonomy supportive leadership relates to employees' work engagement via job resources both at the between- and within-person levels. However, only the cross-sectional study evidenced a relationship between autonomy supportive leadership and exhaustion via job resources. Controlling leadership related to exhaustion via job demands at the between-person level in both studies but not at the within-person level. Alongside implications for the literature on SDT, work design theory, the leadership literature, and workplace re-enchantment, we advance concomitant insights to practitioners.JEL CLASSIFICATION: I31, J81, M12

Values guide our attitudes and behavior, but to what extent and how do individual values determine our overall well-being? Self-determination theory holds that particular types of values (i.e., intrinsic or extrinsic) matter most, but the person-environment fit perspective argues that any values can be beneficial as long as they align with values prevalent in one's environment. The evidentiary support for these competing claims is inconclusive. We use the World Value Survey to see how these perspectives do in predicting life satisfaction, happiness, and health in youngsters aged 18 to 30 around the world. Our results generally confirm hypotheses derived from self-determination theory, showing that the type of values held by youngsters and the type of values prevailing in their environments account for significant variation in young peoples' life satisfaction, happiness, and health. The pattern of evidence suggests that youngsters benefit from attaching greater importance to intrinsic values related to affiliation and community contribution rather than to extrinsic values that relate to financial success and accumulation of power.