The researchers used generalizability theory to examine whether reputation judgments about corporations function in a manner consistent with contemporary theory in the corporate-reputation literature. University professors (n = 86) of finance, marketing, and human resources management made repeated judgments about the general reputations of highly visible American companies. Minimal variability in the judgments is explained by items, time, persons, and field of specialization. Moreover, experts from the different specializations reveal considerable agreement in how they weigh different aspects of corporate performance in arriving at their global reputation judgments. The results generally support the theory of the reputation construct and suggest that stable estimates of global reputation can be achieved with a small number of items and experts.

Purpose – The purpose of this paper is to discuss the importance of norms and inference, while providing national overall and subgroup norms for the updated Job Descriptive Index and Job in General measures of job satisfaction. Design/methodology/approach – A stratified random sample was drawn from an online panel to represent the US working population on key variables. Validity evidence is provided. Determination of subgroup norms was based on practical significance. Findings – The revised measures fit the theorized model and patterns of results are consistent with the literature. Practical subgroup differences were found for some stratification variables. Subgroup norms are made available; the first US overall norms are provided. Research limitations/implications – An updated job satisfaction measurement system is made available, complete with nationally representative overall and subgroup norms. A major limitation and direction for future research is the lack of norms for other nations. Practical implications – The revised measurement system is available for use in practice. National overall norms improve decision-makers’ ability to infer respondents’ relative standing and make comparisons across facets and employees. The JDI is useful for dimensional diagnostics and development efforts; the JIG is useful for evaluating overall job satisfaction levels. Social implications – By facilitating valid inferences of job satisfaction scores, the revised measurement system serves to enhance the quality of life at work. Originality/value – The authors provide the only publicly available job satisfaction measurement system that has US national overall norms.

PurposeThis research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and discriminated against in the workplace. The authors review virtue theory research and illustrate how it can be used to better support the meaningful employment of PWD.Design/methodology/approachThis research reviews the current literature in the areas of virtue theory and the employment challenges of PWD to create a new framework that can assist in the integration of PWD into the workplace.FindingsLiterature on the employment of PWD indicates that significant differences exist in the employment experiences between PWD and persons without disabilities (PWOD). Problems such as stigmatization impede the integration of PWD into the work environment. The review of the virtue theory literature supports the development of a new framework that provides additional ways to address this ongoing problem.Practical implicationsThis paper suggests human resource management practices that virtuous organizations could use to address the problem of the under‐employment and stigmatization of PWD.Originality/valueNo research currently applies virtue theory to the under‐employment problem of persons with disabilities.

Purpose -The purpose of this paper is to describe two studies that investigate the suppression of negative emotions in the context of elder care, including the emotional job demands that may, together with display rules, elicit negative suppression (Study 1) and the association between negative suppression and job attitudes (Study 2). Design/methodology/approach -Group interviews were conducted to understand the emotional demands of elder care (Study 1), and a survey was administered to direct care providers that included measures of negative suppression, job satisfaction, and job stress (Study 2). Findings -Difficult events with patients (e.g. deterioration) are an emotional demand that may interact with display rules to elicit negative suppression (Study 1). Negative suppression is generally associated with less favorable job attitudes, controlling for individual differences in affectivity (Study 2). Research limitations/implications -This investigation is the first both to qualitatively examine the emotional demands of elder care (Study 1) and to empirically demonstrate links between negative suppression and job attitudes (Study 2). Practical implications -Practitioners face difficulties with recruitment and retention in elder care; the results suggest that negative suppression is a possible point of intervention. Social implications -There is a shortage of direct care providers in the context of elder care, and the results of the present investigation potentially suggest how to improve working conditions. Originality/value -The focus on negative suppression in the context of elder care is unique.

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