In this article, some information about the data used in article and a citation were not included. The details of corrections are provided.] This study uses 3-level, 2-wave time-lagged from random sample 55 high-technology firms, 238 teams, 1,059 individuals China to investigate multilevel combinational model employee creativity. First, we hypothesize that firm (macrolevel) high-commitment work systems conducive individual (microlevel) Furthermore, positive crosslevel main impact may be...

Based on person-environment fit theory, this study examined the effects of empowering leadership employee work engagement. We also investigated mediating mechanism person-job and person-group fit. In addition, we explored proactive personality's moderating role between above two kinds fit, then set indirect effects. Using a survey sample 6179 employees from technology company in China, found that has positively influence engagement though Further, moderated mediation analysis revealed...

Abstract Fit is generally conceptualized as a dynamic construct, but most research on person‐environment fit has focused in the current moment. We addressed this oversight by examining relationships among person‐job (PJ) fit, demand‐ability (DA) need‐supply (NS) and employee work attitudes over time using three‐wave survey design 12‐month period. Results from 168 employees revealed that change PJ was significantly related to changes job satisfaction affective organizational commitment. In...

Abstract We examine how CEO narcissism affects firm innovation ambidexterity—the relatively balanced development in existing domains through exploitative and new exploratory innovation. theorize that firms led by more narcissistic CEOs are less likely to achieve ambidexterity than those CEOs. Drawing on the trait activation theory, we further argue this negative relationship is strongest when CEO's power intermediate firm's reputation market intermediate. Our analyses of a large‐scale onsite...

Besides the previous social relationship perspective of employee-organization (EOR) research, this study takes cognitive to explore role team collective efficacy in mediating between EORs and performance. This further contends that cohesion moderates positive performance, thereby moderating indirect performance through efficacy. Data analyses 231 teams Study 1 63 2 support hypotheses. Therefore, provides theoretical contributions EOR literature by introducing a new at level discussing...

While several studies have investigated the effect of employees’ need for achievement on their work‐related outcomes, how leader‐follower congruence in is related to critical workplace outcomes remains underexplored. Integrating person‐environment theory and similarity‐attraction theory, this study influences followers’ job performance well‐being through mediating leader‐member exchange (LMX). Using cross‐level polynomial regression response surface analysis analyze data from 391 leaders...

摘要: 差异化变革型领导是团队领导领域的最新议题, 现有的研究局限于探讨其社会心理方面的作用机制。本文从社会网络机制出发解释差异化变革型领导对团队知识分享及团队创造力的影响。基于65家企业的225个工作团队样本的结构方程模型分析表明, 团队一致性变革型领导正向影响团队交流网络密度从而提高团队知识分享; 个体差异性变革型领导正向影响团队成员交流网络密度差异性从而降低团队知识分享; 团队知识分享正向影响团队创造力。本文的证据表明, 在中国情境下, 差异性团队领导行为不利于创造稠密的团队交流网络, 以及团队知识分享, 从而不利于提升团队创造力水平。

ABSTRACTThe effectiveness of empowering leadership has been the subject contrasting views. Numerous studies have adopted an interactive approach to reconciling these inconsistencies and emphasized role subordinates' competence capabilities. We join this stream discussions by pointing out that leader also plays a pivotal in subordinates. further postulate relational energy can mediate effects perceived on task performance. In Study 1, data analyses based sample 397 team members 112 leaders...

Drawing on team creativity literature and social comparison theory, we investigate how leader-member exchange (LMX) differentiation influences creativity. Using a survey based 91 R&D teams from Chinese companies, observe that LMX is negatively related to (β = -0.35, p < 0.01). More importantly, demonstrate behavioral integration mediates the relationship between (indirect effect size -0.72, with 95% CI of -1.91, -0.13), emotional intelligence (TEI) moderates 0.23, 0.05), such has weaker...

Whereas prior research has focused on the antecedents of unethical pro-organizational behavior (UPB)–unethical intended to benefit organization–the current is among first investigate consequences UPB. Building affective events theory, we develop and test a theoretical model how engaging in UPB at work increases employees’ work-to-family conflict. Spotlighting morally conflicting nature (unethical yet pro-organizational), propose that anxiety, especially for employees higher moral...

Drawing upon research into relative leader–member exchange (LMX) and social identity approaches to leadership, this study explores how congruence in the LMX quality of individuals their teammates affects team identification those individuals. This, turn, influences individuals’ job performance. Results polynomial regressions on 575 dyads support hypothesis. Further, we find asymmetrical incongruence effects which have lower poorer performance when is than compared opposite situation. These...

Past research illustrated that leaders could restrict followers' deviance by reinforcing social norms of appropriate behaviors. Nevertheless, we submit this understanding is incomplete without considering the effects on self-sanctions given most undesirable behaviors are controlled internally. This argues interactional justice an effective strategy for to enhance self-sanctions. Leaders' provides personalized information and dyadic treatment indirectly reduce employees' restraining moral...

Despite several studies on coworkers’ reactions to abusive supervision of a coworker, little is known about whether and how leaders’ characteristics may influence these effects. Building social information processing theory the identity model organizational leadership, we purported that coworkers would ostracize abused employees, but this effect critically depend in-group prototypicality. We further expected ostracism result in lower creativity target employee. Results from multi-wave survey...

This study uses three-level, two-wave time-lagged data from a sample of 55 high-technology firms, 238 teams, and 1,059 individuals in China to investigate the impact high- commitment work systems on individual employees’ creativity, with team cohesion task complexity as contingency variables for relationship. Consistent prior research, we hypothesize that high-commitment are conducive creativity. We further this positive main depends complexity, such creativity is stronger when high more...