In this study, we explored the interplay of leader competence and self‐serving behaviour on followers’ perceptions psychological safety its downstream implication team performance. Using a time‐lagged study 166 leaders 514 followers from six firms in central China, found that was an important contingent factor for how subordinates perceive their leader. Specifically, when competent were perceived as being non‐self‐serving, well performance enhanced. contrast, such positive influences...

Having friends in the workplace not only provides an employee joy and meaning, but also facilitates one's positive behavior. In this study, we argue that friendship has influence on employee's interpersonal citizenship Drawing upon conservation of resources theory, present study explores how when fosters citizenship. Using a time-lagged, multisource data 620 employees from 83 workgroups, found increases relational energy, which subsequently, leads to greater Moreover, discovered...

Summary In this paper, we investigate the differential implications of employee narcissism for radical versus incremental creativity. Drawing on self‐affirmation theory, argue that narcissistic employees are likely to demonstrate more than creativity in workplace because a extreme form can strongly affirm their feelings uniqueness and superiority. Results from scenario experiment three‐wave, multisource survey reveal creative self‐efficacy is key underlying mechanism facilitates exhibit The...

Abstract Our research investigates when and why voice sustains or ceases at work. Based on the issue‐selling framework approach/avoidance theory of power, we argue that leader humble behaviour is a power‐equalising facilitates subsequent after present voice. By contrast, abusive power‐asymmetry‐exacerbating inhibits The results from one experiment conducted in United States two‐wave, two‐source survey study China demonstrated employee was accompanied by behaviour, psychological safety...

Abstract Although leaders in organizations may set stretch goals (i.e., extremely difficult that seem unattainable given employees' current capabilities) to motivate employee development, the extreme difficulty of such also demotivate them. Understanding when foster rather than hinder development is critical. By exploring contingent role leader goal support, this research delves into motivational and demotivational effects goals. The results an experimental study a multi‐wave field suggest...

In this article, drawing on leader categorization theory, we examined the influencing processes of team leaders’ humor their teams’ performance. Using a time-lagged study, including 244 leaders and 815 followers in manufacturing firm Northern China, found that is positively related to subordinates’ perceptions transformational leadership, which turn, has positive effect team’s addition, relationship conflict between his or her members moderates positive, indirect performance through...

Employee green behavior has received considerable attention in recent years because of its contribution to an organization’s environmental performance. However, little is known about how personal and organizational factors can simultaneously affect employee voluntary behavior. The present study draws on person-environment fit theory investigate when be facilitated by employee-organization fit. Based a time-lagged survey 413 employees from three different manufactures chemical products, the...

Although employees come up with creative (i.e., novel and useful) ideas, many of those ideas are not endorsed or implemented by managers. In shedding light on this phenomenon, we propose that managers who have lower social status in the organization more likely to reject employees’ (but still ideas. Guided associative-propositional evaluation theory (AP-E) literature psychology having low status, hypothesize when (compared mundane) it triggers greater feelings insecurity threat low-status...

In this paper, we explore why and when perfectionistic leaders are likely to abuse subordinates. The results of a multi‐wave, multi‐source survey study 253 pairings leader–subordinate dyads indicate that perceive less control than non‐perfectionistic thus show more abusive behaviour towards addition, subordinate feedback‐seeking moderates mediated relationship. Specifically, the subordinates seek feedback from leaders, themselves have will exhibit Implications for theory, practice, future...

Abstract When and why do narcissists take charge in the workplace? Integrating narcissism literature self‐identity theory, we argue that coworker is a key contingency triggers narcissistic employees' comparative identity, which subsequently facilitates their taking behaviours. The results of two studies (Study 1: two‐wave survey study 351 frontline employees 67 team leaders; Study 2: scenario‐based experimental 190 workers) provide evidence moderates relationship between employee such...

Employee learning from failures is key to effective employee functioning and long-term sustainable development. Although failure an essential part of the process, it less certain why individuals would learn benefits associated with it. Thus, significant explore cause consequence failures. Drawing upon self-determination theory, we antecedent, consequence, boundary condition Random full-time employees in China were recruited participate two-wave survey study via online platform. Empirical...

Purpose Although leader humility is generally considered a positive leadership behavior, this study aims to examine when the influences of are likely weakened. Design/methodology/approach Data were collected from two-wave survey. Ordinary least squares regression analyses conducted test hypotheses. Findings positively related perceived support, relationship weakened environment uncertain, resulting in comparatively lower follower performance. Practical implications Leaders should be aware...

Purpose The airline industry has been one of the hardest-hit industries during Corona Virus Disease 2019 (COVID-19) pandemic. This study aims to examine which flight attendants are likely positively reappraise job insecurity and subsequently elevate their performance COVID-19 Design/methodology/approach A two-wave (i.e. Time 1 2), multi-source chief attendants) survey was conducted. final sample consists 408 matched with 57 attendants. Hierarchical linear modeling used test hypotheses....

Purpose The purpose of this paper is to investigate the negative consequences employee perceptions supervisor self-interested behavior (SIB). Using social exchange theory, authors argue that perceived SIB reduces affective commitment (ACS), which in turn fosters employees’ reciprocal form counterproductive work – interpersonal (CWBI) and organizational (CWBO). In addition, identify power distance orientation (PDO) as an important contingent factor influences indirect effects....

Purpose Supervisor consultation is conducive to promoting employee voice. This research examines an underlying mediating mechanism and a boundary condition that strengthens the influence of supervisor consultation. Design/methodology/approach Two-wave survey data were collected from 302 full-time employees. Path analysis was adopted test hypotheses. Findings positively related Employee felt obligation for constructive change (FOCC) serves as mechanism. more FOCC subsequent voice when...

Purpose Encountering work failures is not uncommon for employees. Employee learning from critical to knowledge management and employee development. This study aims examine leaders’ role in facilitating failures. Design/methodology/approach A two-wave survey featuring full-time employees China was conducted test the hypotheses. Linear regression analyses were adopted. Findings Leader consideration leader structure initiation are positively related strengthens positive relationship between...

Drawing upon social support resource theory, this study examines the negative influences of co-worker incompetence accusations on a focal employee's relational energy and subsequent creativity moderating role servant leadership in mitigating these influences. The results two-wave, multi-source survey reveal that are negatively related to through decreased energy. In addition, moderates relationship between Specifically, indirect is weaker when supervisors demonstrate higher leadership....

Abstract In this study, we adopt the experience sampling method to investigate within‐person consequences of workplace envy. Specifically, influences daily envy on employees' self‐regulatory resource depletion and subsequent organizational deviance. Drawing theory, argue that diminishes resources, driving them behave in ways deviate from norms same day. addition, propose ethical leadership prevents depleted employees engaging The results a two‐week study support hypotheses. Insights into...

Purpose A plethora of organizational studies have found employee narcissism to be an unfavorable trait that impedes job functioning. Yet, the elevated confidence and self-assuredness associated with narcissistic personality can also drive individuals show initiative behavior. This paper aims investigate how when employees personalities potentially contribute positively effective Design/methodology/approach Data were collected from 91 supervisors 273 subordinates in a corporate setting...

The present research investigated how and when workplace ostracism affects employee loneliness and, subsequently, job performance. Drawing on belongingness theory, we argued that fosters an employee's feeling of loneliness, which in turn, deteriorates one's task We also identified relational-interdependent self-construal leader perspective-taking behavior as two boundary conditions to the negative influences imposed by ostracism. Results from a three-wave, 235 dyads data revealed elicited...