Thriving at work but insomniac at home: Understanding the relationship between supervisor bottom-line mentality and employee functioning

Human Relations, Год журнала: 2020, Номер 75(1), С. 33 - 57

Опубликована: Ноя. 23, 2020

Bottom-line mentality (BLM) describes a one-dimensional frame of mind revolving around bottom-line pursuits, which pervades most organizations today. But how does working with high BLM supervisors affect employees’ functioning both at work and home? Guided by this question, we draw on social information processing theory insights from the person–environment fit literature for nuanced understanding effects supervisor BLM. Using data two field studies conducted in China (340 employees) United States (174 employees), find that increases employee perceptions competitive climate ultimately thriving insomnia outside work. We further trait competitiveness moderated indirect relationship (via perceived climate) between but not insomnia; employees (versus low) were found to thrive under stimulated supervisors. Taken together, our findings highlight need organizational leaders be cautious being too narrowly focused outcomes aware wider implications different domains their lives.

Язык: Английский

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How do leaders foster morally courageous behavior in employees? Leader role modeling, moral ownership, and felt obligation

Journal of Organizational Behavior, Год журнала: 2021, Номер 42(4), С. 483 - 503

Опубликована: Фев. 5, 2021

Summary Recent trends in the academic literature indicate growing interest bottom‐up strategies for addressing workplace misconduct. Scholars argue that leaders may empower employees to speak up and engage morally courageous behaviors (MCB) when they witness transgressions. In this research, we integrate social cognitive theory exchange explain how leaders—in their capacities as role models organizational representatives—promote employee MCB. Study 1, find leader ethical modeling influences MCB by nurturing moral ownership a sense of obligation organization. We show path from is stronger with high (versus low) efficacy. 2, similar results respect roles safety‐specific felt explaining safety safety‐related whistleblowing, specific form also replicate moderating effect efficacy on ownership—whistleblowing link. However, an unexpected negative obligation—whistleblowing discuss implications these findings understanding promoting workplace.

Язык: Английский

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Employee thriving at work: The long reach of family incivility and family support

Journal of Organizational Behavior, Год журнала: 2021, Номер 43(1), С. 17 - 35

Опубликована: Авг. 28, 2021

Summary Thriving at work has been linked to a wide range of positive individual and organizational outcomes. However, research date primarily focused on its work‐related antecedents, overlooking family‐related issues that constitute an essential part social interactions. To advance our understanding socio‐relational sources employee thriving work, we investigate the differential effects family incivility support work. Integrating work–home resources (W‐HR) model with boundary theory, develop test where influence via family–work conflict (FWC) enrichment (FWE), respectively. We further propose segmentation management preference moderates these mediating processes. Results from two survey data collected employees working in Nigeria United Kingdom provide for hypothesized relationships. The findings contribute richer how when is influenced by relationships life. discuss implications theory practice, limitations, avenues future research.

Язык: Английский

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The hot and the cold in destructive leadership: Modeling the role of arousal in explaining leader antecedents and follower consequences of abusive supervision versus exploitative leadership

Organizational Psychology Review, Год журнала: 2023, Номер 13(3), С. 237 - 278

Опубликована: Фев. 7, 2023

Due to its devastating consequences, research needs theoretically and empirically disentangle different sub-types of destructive leadership. Based on concepts derived from aggression distinguishing re- proactive aggression, we provide a process model differentiating abusive supervision exploitative High versus low arousal negative affect is installed as the central mediating factor determining (1) whether perceived goal-blockage (leadership antecedents) leads leadership (2) specific behavior active passive follower consequence). Further, theoretical anchoring individual contextual moderators onto model's paths provided exemplary hypotheses for concrete moderation effects are deduced. model, highlight four recommendations facilitate process-based construct differentiation in future To precisely understand differences commonalities forms will ultimately enable custom-tailored inter- prevention.

Язык: Английский

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Does emotional exhaustion influence turnover intention among early-career employees? A moderated-mediation study on Malaysian SMEs

Cogent Business & Management, Год журнала: 2023, Номер 10(3)

Опубликована: Сен. 3, 2023

The aim of the present study was to investigate relationship between early-career employees' emotional exhaustion and turnover intention in information technology sector. Given scarce empirical evidence on how can be reduced among employees, ethical leadership investigated as a mediator this based Social Exchange Theory (SET). Furthermore, using Conservation Resource (COR), sought understand moderating role specific organizational climate (i.e. self-interest climate) relationships exhaustion, leadership, intention. Data collected convenience sampling from 243 employees working small medium enterprises results structural equation modeling (SEM) indicated that significantly increases their This effect found mediated by low moderated climate. However, findings did not support contributes existing knowledge COR SET incorporating antecedents intention, which have significant impact decision-making regarding withdrawal. Additionally, addresses underexplored topic climates effects employees. By examining key antecedent operates within an climate, paper advances our understanding complex phenomenon. A discussion study's limitations suggestions for future research conclude paper.

Язык: Английский

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Supervisory Security Provision: The Effect of Authoritarian Leadership on Psychological Safety

Small Group Research, Год журнала: 2025, Номер unknown

Опубликована: Март 12, 2025

By integrating the concepts of supervisory security provision, we extend current research on how authoritarian leaders may impact perceptions psychological safety in their workgroups. We conducted a laboratory experiment Study 1 to examine differing power-oriented groups under low- and high-authoritarian leadership manipulations. In 2, performed vignette study investigate mediating effect attachment projections. Our findings suggest significant links between perceived both high-power groups. Furthermore, found leadership, projections, power orientation.

Язык: Английский

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Allies or rivals: how abusive supervision influences subordinates’ knowledge hiding from colleagues

Management Decision, Год журнала: 2021, Номер 59(12), С. 2827 - 2847

Опубликована: Фев. 26, 2021

Purpose Previous research suggests that abusive supervision has a positive effect on subordinates’ behaviors of knowledge hiding. However, the authors argue this depends level team differentiation. Drawing conservation resources (COR) theory and social comparison theory, study tries to explain how differentiation, in conjunction with individuals' own experiences supervision, influences focal subordinate's hiding from their colleagues. Design/methodology/approach The paper addresses sample 412 employees nested 73 groups tests an original model using structural equation modeling. Findings Results show would indirectly promote subordinates' toward coworkers via emotional exhaustion, differentiation moderating above indirect relationship. Practical implications Human resource management (HRM) practices should be used reduce both at individual minimize employees' thereby affecting coworkers. Originality/value whether experience leads exhaustion This finding adds literature about

Язык: Английский

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Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

Information Technology and People, Год журнала: 2023, Номер 37(3), С. 1126 - 1155

Опубликована: Апрель 6, 2023

Purpose Cyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests a coping response stressful events. Our contributes the latter literature. The key objective our study examine whether could means cope with event-abusive supervision, if yes, what mediating boundary conditions are involved. For this investigation, authors leveraged Stressor-Emotion-CWB theory which posits that individuals engage in CWB negative affect generated by stressors relationship moderated at first stage personality traits. Design/methodology/approach Using multi-wave survey design, collected data from 357 employees working Indian IT firm. Results revealed support three out four hypotheses. Findings Based on theory, found work-related fully mediated positive between abusive supervision cyberloafing, locus control (WLOC) affect. did not find any evidence direct cyberloafing. Also, indirect through was WLOC such effect stronger (weaker) high (low) levels WLOC. Originality/value This demonstrates way supervisors.

Язык: Английский

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Hidden in plain sight: Abusive leaders and group blind spots

Organizational Psychology Review, Год журнала: 2025, Номер unknown

Опубликована: Янв. 21, 2025

Much of the research on silence as a response to group-level abuse suggests that group members, despite collectively recognizing leader's abuse, choose remain silent and accept due fear retaliation. However, there is also growing evidence groups can be vulnerable development blind spots distort or entirely preclude any recognition misdeeds. In this paper, we draw upon existing theory present conceptual framework outlines characteristics dynamics leading such spots—impediments prevent accurate appraisal psychological committed by leader. The aim explain why may unwittingly tolerate abusive leaders, provide insights into complexities leader influence.

Язык: Английский

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An Identity Threat Appraisal Framework Explaining Distinct Reactions to Active- and Passive-Aggressive Abusive Supervision

Journal of Management, Год журнала: 2025, Номер unknown

Опубликована: Янв. 29, 2025

Previous research has predominantly focused on the overt acts of supervisory abuse or taken a general approach that fails to differentiate between its distinctive forms. Integrating literature hot versus cold identity threats and threat appraisal, we examine how different forms abusive supervision influence employee outcomes. We argue active-aggressive supervision, characterized by supervisors’ abuse, embodies stimulates employees’ identity-protection responses, such as supervisor-directed aggression, form derogation. By contrast, passive-aggressive involving covert represents triggers identity-restructuring manifesting feedback seeking directed at coworkers work withdrawal. These two pathways operate through distinct mechanisms—decreased group self-esteem increased self-uncertainty, respectively—and are influenced moderators. The results from experiments one field study largely supported hypothesized relationships. differentiating examining their effects, this enhances our understanding nuanced nature impacts, underlying mechanisms, contingencies.

Язык: Английский

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