According to self-determination theory, employees' well-being is related to the autonomy-supportive style of a supervisor. However, the effect of supervision style on well-being remains understudied in low-skilled occupations. This study employed a mixed-method, multi-level approach to examine the impact of autonomy-supportive training (AST) on supervisors and employees and to identify factors contributing to the maintenance of supervisors' autonomy support (SAS). The quantitative phase evaluated the effect of AST on supervisory style and employees' well-being, with a sample of 44 supervisors and 240 employees in New Zealand. The qualitative phase used focus groups and interview with 15 supervisors to explore factors that could influence the maintenance of SAS. Overall, supervisors can be trained to adopt an autonomy-supportive style, but these skills can also be diluted by organisational factors such as pressures and managerial behaviour. This study contributes to autonomy-supportive style research in order to account for factors affecting the maintenance of SAS in low-skilled occupations.

As work teams have increasingly become the cornerstone of the post bureaucratic organization, there have been calls for a greater understanding of collective thought and action. Such understanding is deemed important for the design and management of teamwork. Theory suggests that feelings of ownership manifest themselves at the collective level, and positively affect team performance effectiveness. This study illuminates the role played by teamwork complexity and team self-management in the emergence of the psychological processes that are associated with the manifestation of job-focused collective psychological ownership (CPO). In addition, employment of serial mediation suggests that both teamwork dimensions put employees on two routes (intimate knowing of and the collective investment of the team members' selves into the job) that lead to the emergence of a collective sense of ownership, and together these two route variables and CPO sequentially mediated a positive relationship between teamwork design and team performance effectiveness.

This article examines the origins and development of oil futures trading in the United States to demonstrate the important role that energy concerns played in the financialization of the U.S. economy in the 1970s and 1980s. The article contextualizes the emergence of oil futures contracts by narrating the longer history of U.S. futures markets and financialization. It also explores the halting development of oil futures contracts, and analyzes the three kinds of legitimating narratives that accompanied oil futures trading: reason, the primacy of price, and power. As a whole, the article argues that energy crisis discourse contributed significantly to the financialization of the U.S. economy by framing futures markets as the only viable solution to the energy crisis. The much-celebrated oil futures contracts on the New York Mercantile Exchange supported and marked the emergent power of financial thinking as the United States entered a neoliberal era.