The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military and civilian employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable, and a series of attitudinal outcomes among military employees. Six profiles of employees characterized by different levels of global and specific work fatigue were identified using latent profile analyses: Low Fatigue, Physically and (...) Emotionally Depleted, Emotionally Depleted, Globally and Mentally Depleted, Globally and Emotionally Depleted, and Balanced. In both samples, employees corresponding to the Balanced profile displayed average levels of global and specific work fatigue. However, this profile slightly differed across sample, as indicated by the observation of work fatigue levels that were slightly higher among the military than among civilians. Militaries’ perceptions of psychological empowerment were significantly related to their likelihood of belonging to all profiles. In turn, militaries’ career satisfaction, job satisfaction, and turnover intentions were also found to differ as a function of profile membership. (shrink)

It has been theoretically proposed that employees’ perceptions of their supervisor social power in the organization entail a potential to influence their beliefs, attitudes, and behaviors. However, no study has investigated such potential. This lack of research stems from the absence of a common understanding around the meaning of perceived supervisor social power and the absence of any validated measure. Therefore, the purpose of this article is to establish PSSP definition and to validate a five-item scale to measure this construct. (...) Three studies encompassing four independent samples of employees from three different countries and three different languages were conducted to assess the validity of PSSP. Results showed that responses to the PSSP scale presented excellent psychometric properties. Furthermore, the structure of the proposed five-item measure of PSSP was found to be invariant across four samples. Finally, PSSP nomological validity was assessed. Study 1 and Study 2 showed that PSSP was positively related to affective organizational commitment. All three studies showed that PSSP acted as a positive moderator of the relation between affective commitment to the supervisor and affective organizational commitment. Together, these studies support the psychometric soundness of the PSSP scale and presented the first evidence of its potential to influence followers. Implications of these findings for future research on supervisor social power are discussed. (shrink)