A5088275237- Job Satisfaction and Organizational Behavior
- Conflict Management and Negotiation
- Cultural Differences and Values
- Team Dynamics and Performance
- International Student and Expatriate Challenges
- Language, Discourse, Communication Strategies
- Management and Organizational Studies
- Social and Intergroup Psychology
- Gender Diversity and Inequality
- Experimental Behavioral Economics Studies
- Knowledge Management and Sharing
- Work-Family Balance Challenges
- Motivation and Self-Concept in Sports
- Workplace Spirituality and Leadership
- Corporate Management and Leadership
- Emotions and Moral Behavior
- Communication in Education and Healthcare
- Environmental Sustainability in Business
- Mindfulness and Compassion Interventions
- Socioeconomic and Demographic Analysis
- Business and Economic Development
- Social Power and Status Dynamics
- Stuttering Research and Treatment
- Employee Welfare and Language Studies
- Workaholism, burnout, and well-being
Institut d'Economie Scientifique Et de Gestion
2015-2025
Lille Économie Management
2021-2025
Centre National de la Recherche Scientifique
2021-2025
Université de Lille
2021-2025
Universidad de Navarra
2014
Universidad Externado de Colombia
2009
Summary This multistudy research examines the unit‐level relationship between promotive voice behavior and management innovation. Study 1 utilizes multisource data from 62 work units reports that willingness to discuss ideas mediates The results of also show unit's available resources make stronger ideas. 2 employs a scenario‐based design constructively replicate expand 1, utilizing sample 100 working adults. second study resource availability positively moderates Furthermore, shows indirect...
Multinational team members commonly face challenges to influence their peers attain shared work goals in a language different from mother tongue. However, the mechanisms linking multinational members' official corporate fluency and displays of informal are not well understood. Drawing status characteristics theory, we propose that peer-granted mediates relationship between influence. We tested this prediction across two field studies experiments utilizing three operationalizations influence:...
Voice endorsement—managers' approval of employees' voiced suggestions—has largely been regarded as positive, yet little research examines how managers' emotional expressions during endorsement affect employees. Drawing on the Emotions Social Information (EASI) model, we propose that not all instances voice endorsements are necessarily positive events for Specifically, anger while endorsing voice, negatively impact perceptions psychological safety and their future behavior. Across two...
Abstract Although the literature on voice suggests that subordinates low in power distance values (i.e. those who neither believe nor accept unequal distribution of organisations) should engage behaviour more frequently, empirical research has returned equivocal findings. Drawing from person–supervisor (P–S) research, we propose subordinates' decision to depends joint effects leaders and values. Specifically, investigate varying configuration leader–subordinate congruence incongruence voice....
Abstract Given that not all suggestions can be implemented, understanding how supervisors turn down employee voiced while discouraging employees voicing in the future is critical for theoretical and practical reasons. Supervisors may use humour when endorsing employees' as they attempt to ease tension by injecting something lighthearted, but doing so, we argue, uniformly beneficial. Hence, conducted a preregistered study tests supervisors' of turning an employee's suggestion affects voice...
Purpose Researchers have studied supervisors’ proactive personality in its relationship with employees’ attitudes. However, little attention has been given to how employees react instances of behavior. Drawing from P-E fit theory, we propose that the between supervisor weekly taking charge behavior (TCB, quintessential behavior) and job attitudes depends on personality. Design/methodology/approach Utilizing a diary study, investigate moderates within-person TCB (measured as satisfaction...
Purpose Drawing from the emotions as social information theory, this paper aims to investigate differential effects of in inter vs intracultural negotiations. Design/methodology/approach The authors used one face-to-face negotiation and two experimental scenario studies influence (anger happiness) type (intercultural intracultural) on concession behavior. Findings Across three studies, results consistently show that angry opponents a different national culture obtain larger concessions...
While research has so far focused on role identity conflict’s adverse consequences at work, we know little about how it may contribute positively to organizational functioning. To address this gap, present and empirically test a theoretical model that explains when employees’ work conflict triggers their workplace creativity in hierarchical organizations. Drawing the symbolic interactionism perspective of theory, hypothesize creative process engagement mediates relationship between...
Abstract This study (among 256 employees and 97 immediate supervisors) examines whether supervisors' learning goal orientation performance are related to employees' mindfulness whether, in turn, is creativity organisational citizenship behavior (OCB). Whereas goals focus on non‐judgmental from mistakes, emphasise impressing others obtaining positive evaluations. Accordingly, reasoning the perspective of socio‐cognitive theory, we proposed found that positively relates employee whereas...
This peer commentary investigates how individuals assign blame to non-native supervisors after an accident where employee suffers a workplace in multilingual organization. Extending research presented the focal article by Obenauer and Kalsher's (2023), authors propose that with accents are likely be blamed they tried prevent due stereotypes increased cognitive effort processing accented speech. The discuss scenarios where, even when effectively conduct verbal safety briefing warning...
The author of this research examines the group-level relationship between voice behavior and management innovation using multisource data from 62 working teams. results reported in article show that teams’ available resources to innovate moderate innovation. Group is positively related when teams have a greater extent at their disposal. discusses implications for on
Voice is defined as discretionary behaviors aimed at improving the organization. Four papers in this symposium investigate outcomes of different voice types (prohibitive versus promotive voice, private public and challenging supportive voice) using novel theoretical frameworks rigorous research designs. These address questions related to how characteristics voicers affect relationships between employees leaders well their work groups organizations. Judging an Idea by Its Voicer:...
In this paper, we describe the strategic and operational scope of a support training based development model formulated for all Colombian territorial entities. This was created to help local governments satisfactory achieve fulfill different aspects requirements established Interaction Transaction phases by national online government strategy.
In their quest for increasing profits, multinational companies (MNC) expand operations across multiple markets. However, language barriers often thwart the effort that drives MNCs to open new markets in foreign countries. Language affect communication among considerable number of MNC’s employees who have express themselves a language. This issue becomes increasingly problematic since lack fluency shared company may prevent from expressing voice. this conceptual article, I bring together...
Drawing from theories of generalized exchange and the norm indirect reciprocity, we examine how leaders’ helping behaviors trickle down to subordinates’ behaviors. Trickle-down effects suggest that perceptions, attitudes, or individuals in higher organizational positions affect those lower positions. We propose test a conceptual model which subordinates who receive help their leaders increase affective trust leader, allows them indirectly reciprocate this by colleagues (Studies 1 2). further...
One means by which employees can constructively contribute to organizations is engaging in voice. Previous research shows that are more likely engage voice when speaking up line with their personal values. However, it unclear whether would if fits own values but goes against those of the supervisor. Drawing from model proactive motivation, our seeks understand psychological process and boundary conditions relate individual value power distance orientation Utilizing data 234 subordinates...
While previous literature has predominantly focused on the adverse impact of identity conflict for individuals and their work, we know little about its constructive influence organizational functioning. To address this gap, investigate how leads people to be creative at work. Drawing control theory, propose that sparks creativity by means process engagement. We further suggest mediating is more prominent those who have high levels relational identification with managers. test our hypotheses...