Reviews of self–supervisor, self–peer, and peer–supervisor ratings have generally concluded that there is at best a modest correlation between different rating sources. Nevertheless, has been much inconsistency across studies. Accordingly, meta‐analysis was conducted. The results indicated relatively high peer supervisor (ρ= .62) but only moderate self‐supervisor .35) self‐peer .36). While format (dimensional versus global) scale (trait behavioral) had little impact as moderators, job type...

The antecedents and consequences of ethical leadership were examined in a study 894 employees their 222 immediate supervisors major financial institution the United States. leader personality traits agreeableness conscientiousness positively related to direct reports' ratings leader's leadership, whereas neuroticism was unrelated these ratings. Ethical influenced followers' voice behavior as rated by supervisors. This relationship partially mediated perceptions psychological safety....

We develop a model in which cognitive and affective trust the leader mediate relationship between behavior team psychological states that, turn, drive performance. The is tested on sample of 191 financial services teams Hong Kong U.S. Servant leadership influenced performance through affect-based safety. Transformational indirectly cognition-based trust. Cognition-based directly potency (through trust) effects were fully mediated variables states. explained an additional 10% variance beyond...

We review and summarize the literature on work stress with particular emphasis those studies that examined effects of characteristics employee health. Although there is not convincing evidence job stressors cause health effects, indirect strongly suggestive a effect. This comes from occupational show differences in mortality are easily explained by other factors within-subject demonstrate causal effect experiences physiological emotional responses. argue relying self-reports working...

The authors investigated the relationship between transformational leadership behavior and group performance in 218 financial services teams that were branches of a bank Hong Kong United States. Transformational influenced team through mediating effect potency. on potency was moderated by power distance collectivism, such higher more collectivistic exhibited stronger positive effects model supported data both States, which suggests convergence how function East West highlights importance values.

The present study distinguished between two modal emotional display rules, demands to express positive efference and suppress negative efference, that partially constitute the work roles of many employees. Perceived emotion were positively related health symptoms primarily among those reporting: (1) lower identification with organization; (2) job involvement; (3) adaptability. effects various personality traits situational variables on perceived labor differed depending nature labor....

We develop and test a model linking ethical leadership with unit culture, both across within organizational levels, examining how culture relate to cognitions behaviors of lower-level followers. The data were collected from 2,572 U.S. Army soldiers representing three levels deployed in combat. Findings provide limited support for simple trickle-down mechanisms but broader multilevel that takes into account leaders embed shared understandings through their influence on the units at various...

Abstract This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced societal culture. Power distance, but not country or individualism, between perceived and satisfaction, performance, absenteeism. The effects these outcomes were stronger among individuals scoring lower power distance index, most participants in U.S. (versus Hong Kong) sample. Limitations implications findings for...

Abstract An earlier model of the consequences role conflict and ambiguity is expanded to incorporate antecedent job conditions outcome organizational commitment. This newer clarifies impact stressors on commitment other established outcomes (i.e. tension, dissatisfaction, turnover intention). The are added in consideration research indicating that do not directly influence affective behavioral reactions when perceptions work environment included analysis. A LISREL analysis this with...

Although authoritarian leadership is viewed pejoratively in the literature, general it not strongly related to important follower outcomes. We argue that relationships between and individual employee outcomes are mediated by perceived insider status, yet different ways depending on work unit power distance climate role breadth self-efficacy. Results from technology company employees China largely supported our hypothesized model. observed negative indirect effects of job performance,...

This study identifies job self-efficacy as a moderating variable that may determine whether control contributes positively or negative to coping with work stressors.Data from two samples (health professionals and an occupationally diverse group) demonstrated similar interactions between demands, control, predicting blood pressure.These results reconcile the previous inconsistent largely method-bound support for Karasek's demands-control model suggest efforts improve be important reducing...

The relationship between perceived participative decision making and employee performance was examined in matched samples of employees from the Hong Kong U.S. branches one organization.Self-efficacy regard to participating decisions idiocentrism moderated decision-making opportunity individual performance.Perceptions participation efficacy a work unit allocentrism cuid group performance.Idiocentrism appeared explain regional differences how perceptions interacted predict...

This study tested hypotheses concerning how similarity of personality traits between promotion candidates and their peers supervisors influence decisions in different work unit cultures.Candidates working units with higher mean levels reported individualism were more likely to be chosen for the extent characteristics similar peers.Candidates which collectivistic orientations predominated did not show such peer influence, but them supervisor/subordinate was a significant predictor...

This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with demands. Perceiving higher mitigated effects demands on psychological health symptoms turnover intentions only among American bank tellers reporting high self-efficacy. Among low self-efficacy, perceived exacerbated However, a matched Hong Kong sample, collective interacted same way as self-efficacy had sample. These appear to be explained by individual attributes...

In a randomized field experiment involving 173 salaried employees, treatment subjects received an explanation for ongoing pay freeze. This explained the fairness of decision process leading to freeze and implementation The mitigated effect resultant economic hardship on employee attitudes, turnover intentions, perceptions procedural justice

Trait negative affectivity (NA) has been asserted to be a factor that spuriously inflates relationships between self-reported stressors and strain outcomes. We tested this hypothesis with conventional work stress instrument responses physiological assessments obtained from 311 fire police department employees. Confirmatory analyses indicated NA did not measure in common measures of subjective strain. Latent-variable structural equations analyses, however, found estimating the effects on...

This study extends existing research about how peers and leaders influence newcomers' adjustment to an organization or profession by examining specific trust perceptions evolve over time. We test a model of affect-based in leader work unit develops from basis cognition-based later influences organizational identification role-related performance. U.S. Army soldiers were examined at the beginning, middle, end intensive, 14-week residential entry program training collective socialization....