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Given the high costs of workplace deviance to employees and organizations, the question of when and how leaders can reduce or prevent uncivil interpersonal interactions at work is important. In this regard, we sought to understand the implications of one of the most widely cited models of leadership, the Full Range Leadership model, on workplace incivility through the lens of active constructive and passive corrective leadership. Analyzing multi-source data collected from 239 employee–coworker dyads working in diverse organizations, we find that active constructive leadership is related to decreased incidence of workplace incivility through its positive impact on fairness perceptions, whereas passive corrective leadership is both directly and indirectly (through diminished fairness perceptions) related to workplace incivility. This study provides theoretical and practical implications regarding the strategic focus of organizational interventions related to leadership in an effort to reduce workplace incivility and the mechanism by which it operates.

To improve the CO₂/N₂ separation performance, mixed-matrix carbon molecular sieve membranes (mixed-matrix CMSMs) were fabricated and tested. Two carbon-based fillers, graphene oxide (GO) and activated carbon (YP-50F), were separately incorporated into two polymer precursors (Matrimid® 5218 and ODPA-TMPDA), and the resulting CMSMs demonstrated improved CO₂ permeability. The improvement afforded by YP-50F was more substantial due to its higher accessible surface area. Based on the gas permeation data and the Robeson plot for CO₂/N₂ separation, the performances of the CMSMs containing 15 wt % YP-50F and 15 wt % GO in the mixed polymer matrix surpassed the 2008 Robeson upper bound of polymeric membranes. Hence, this study demonstrates the feasibility of such membranes in improving the CO₂/N₂ separation performance through the appropriate choice of carbon-based filler materials in polymer matrices. ; Published version ; This work is supported by the National Research Foundation of Korea (NRF) grant funded by the Korea government MSIT (Reference number: NRF-2020R1F1A1064853).

This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an 'ethics of care' perspective.