Journal of Management & Organization最新文献

{"title":"Leader–follower interpersonal behaviors, emotional regulation and LMX quality","authors":"Oluremi B. Ayoko, P. P. Tan, Yiqiong Li","doi":"10.1017/jmo.2022.26","DOIUrl":"https://doi.org/10.1017/jmo.2022.26","url":null,"abstract":"Abstract We investigate how a leader's perception of a follower's behaviours may impact the follower's perception of a leader's behaviours which in turn may relate to a leader's rating of the LMX quality. Multilevel multisource data were collected from 315 leader–member dyads in 27 military teams. At the dyadic level, a leader's perception of a follower was related to the follower's assessment of a leader's behaviours, which in turn, was positively related to how the leader rated their LMX quality. Finally, the leaders' emotional reappraisal moderated the link between a follower's perception of the leader's behaviours and leader rated LMX quality. LMX research continues to interrogate the role of the follower in the leader–follower process. The study sheds further light on how followers contribute to the leadership process.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"29 1","pages":"553 - 570"},"PeriodicalIF":3.3,"publicationDate":"2022-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48948780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Mindfulness older workers and relational leadership","authors":"Maree Roche, Sudong Shang, T. Bentley, Bevan Catley, K. Blackwood, S. Teo, A. Sutton","doi":"10.1017/jmo.2022.11","DOIUrl":"https://doi.org/10.1017/jmo.2022.11","url":null,"abstract":"Abstract There is scant research examining both the psychological (individual) and leadership (environmental) influences on older workers. We firstly examine the influence of older workers' mindfulness on their job engagement, job satisfaction and turnover intentions. Secondly, we address effective leadership approaches for older workers, comparing two positive relational leadership styles, leader member exchange and leader autonomy support (LAS). We survey 1,237 participants from 28 organisations in New Zealand and employ structural equation modelling to test our hypotheses using AMOS 24.0. We find that mindful older workers enjoy greater wellbeing and are discerning of the leadership styles that most benefit their engagement, satisfaction and intentions to stay within the organisation. We find that mindfulness has direct importance and LAS has indirect importance on advancing the wellbeing of older workers. Mindful older workers exhibit greater work wellbeing than non-mindful workers, but they also demonstrate greater expectations and discernment of the leadership styles they encounter.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"29 1","pages":"571 - 588"},"PeriodicalIF":3.3,"publicationDate":"2022-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48081947","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"External observers' reactions to abusive supervision in the workplace: the impact of racial differences","authors":"D. Gligor, Sıddık Bozkurt, Nichole Gligor","doi":"10.1017/jmo.2022.12","DOIUrl":"https://doi.org/10.1017/jmo.2022.12","url":null,"abstract":"Abstract This research examines external observers' reactions to abusive supervision in the workplace while accounting for the impact of the abusive supervisor's race and the abused employee's race. We conducted four different studies to examine differences in external observers' protective behavior across the four possible abusive supervisor–abused employee racial combinations. The focus of these studies is on the two largest racial groups in the US: White Americans and African Americans. Our findings reveal that external observers' willingness to protect an abused employee depends significantly on the abused employee's race and the abusive supervisor's race.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"29 1","pages":"522 - 552"},"PeriodicalIF":3.3,"publicationDate":"2022-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45569532","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Ostracism, Bullying and Psychological Safety","authors":"Oluremi B. Ayoko","doi":"10.1017/jmo.2022.29","DOIUrl":"https://doi.org/10.1017/jmo.2022.29","url":null,"abstract":"environment and work-to-family conflict: Examining the mediating role of heavy work investment ” , Babic, Stinglhamber, Barbier and Hansez examine the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC)","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"28 1","pages":"221 - 225"},"PeriodicalIF":3.3,"publicationDate":"2022-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46416047","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Depleted dedication, lowered organisation citizenship behaviours, and illegitimate tasks in police officers","authors":"Erich C. Fein, B. McKenna","doi":"10.1017/jmo.2021.68","DOIUrl":"https://doi.org/10.1017/jmo.2021.68","url":null,"abstract":"\u0000 This study builds on the relatively limited work examining police officer identity, dedication, and organisation citizenship behaviours (OCB), by connecting illegitimate tasks to these outcomes. From the textual analysis of focus group responses by members of an Australian state police service, a clear social identity of ‘copper’ emerged among constables, and when this copper identity was threatened, the constables' dedication and levels of OCB depleted. The most serious threat to that identity was the need to perform illegitimate tasks based on perceived time-wasting activities. However, a new negative phenomenon, tasks reducing professional discretion, emerged as a third type of illegitimate task. The study also indicates that future studies of police dedication and OCB depletion need to consider the negative socio-political aspects of managerialism.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48628292","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"It's not all just tit-for-tat: the impact of relational identification on subordinate's attitudes and interpersonal citizenship behavior","authors":"David M. Sluss, Danielle Cooper, Daniel L. Morrell, Bryant S. Thompson","doi":"10.1017/jmo.2021.61","DOIUrl":"https://doi.org/10.1017/jmo.2021.61","url":null,"abstract":"\u0000 We explore how relational identification (RI) complements the influence of relational exchange within work role-relationships. In two temporally-lagged studies, we examine the contribution of RI, after accounting for relational exchange quality (REQ), in predicting organizationally-relevant behaviors and attitudes – namely, (1) interpersonal citizenship behaviors (ICBs; person-focused and task-focused), (2) job satisfaction, and (3) affective organizational commitment. Across samples of ‘non-professional’ (N = 152) and ‘professional’ (N = 197) employees, we found that RI (after accounting for REQ) significantly predicted outcomes. Indeed, we found RI to be the only predictor (after accounting for REQ) with affective commitment (‘non-professional’ sample only), person-focused ICBs (both samples), and task-focused ICBs (both samples). We discuss potential approaches for better specifying both identification and exchange as well as their unique and interactive effects within work role-relationships as well as managerial implications, limitations, and future research directions.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"1 1","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41620425","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Linking middle-managers' ownership feelings to their innovative work behaviour: the mediating role of affective organisational commitment","authors":"M. Mustafa, Siti Khadijah Zainal Badri, Hazel Melanie Ramos","doi":"10.1017/jmo.2021.67","DOIUrl":"https://doi.org/10.1017/jmo.2021.67","url":null,"abstract":"\u0000 Middle-managers' innovative behaviours are considered an essential determinant of firm-level innovativeness. While prior research has traditionally focused on the contextual determinants of middle-managers' innovative work behaviour (IWB), research regarding individual-level determinants continues to remain scant. Particularly lacking is research which explores how middle-managers' ownership feelings influence their IWB. This study investigates whether middle-managers' affective commitment mediates the relationship between their psychological ownership and their IWB. Data are collected from 110 middle-managers – supervisor dyads in a large Malaysian IT organisation. Findings from this study contribute to enhancing our understanding of the individual-level determinants of middle-managers' IWB.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2022-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43789006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leadership, Ethics and Corporate Social Responsibility","authors":"Oluremi B. Ayoko","doi":"10.1017/jmo.2022.13","DOIUrl":"https://doi.org/10.1017/jmo.2022.13","url":null,"abstract":"Organisational leaders and their employees still struggle with ethical decisions making, engineering ethical behaviours, and attaining corporate social responsibility (see Cheng, Bai & Yang, 2019). Celebrated organizational unethical behaviors are common. For example, the worldcom telecommunications company referred to as MCI inflated assets by as much as $11billion resulting in 30, 000 job losses and $180 billion losses for investors (see Rodriguez, 2013; Soltani, 2014). The company CEO was the major culprit. Similarly, Enron’s shareholders lost $74 billion’ while large numbers of workers lost their retirement accounts and jobs when the organisation filed for bankruptcy. Again, Eron’s Senior Executive and CEOs were involved in the fraud (Rodriguez, 2013) in 2006. The above unethical behaviours by organisational leaders are still fresh in our memories. Additionally, there are current ethical debates about excessive executive pay levels, the use of the environment, fake news, and inclusive practices. These cases and current debates raise significant questions about ethical leadership and corporate social responsibility (CSR). Leadership is about influence (Yukl, 2002), and leadership literature is replete with differing leadership styles and traits that relate to organisational performance (Yasir & Mohamad, 2015). However, we are aware that the leadership skills and styles of a leader may not be enough to build an ethical organisation (Brown, et al., 2005). In this regard, the ethical orientation, values, and integrity of a leader are as critical as the leadership styles and skills in promoting ethical behaviour among employees and consequently in the organisation (see Carlson and Perrewe, 1995). This means that the challenge of creating an ethical organisation remains strongly with organisational leadership and top management team and especially the need for the leader to have strong ethical orientation such, as honesty and integrity (Kirkpatrick & Locke, 1991). The leader and the top management team must be ethical to co-create the ethical tone in the organisation (Brown & Treviño, 2014). While ethical leadership may be difficult to define, there is a consensus among researchers that it includes a “demonstration of normatively appropriately conduct through personal actions and interpersonal relationships, and the promotion of such conduct to followers through a two -way communication, reinforcement and decision -making” (Brown et al., 2005). Ethical leaders are expected to behave in appropriate and credible ways in the context they are operating while engaging in ethical discussion and drawing subordinates’ attention to ethical issues in their organisations. Additionally, they set clear guidelines to regulate their subordinates’ behaviour by setting transparent ethical standards and reinforcing them through reward and disciplinary systems. They also weigh up the ethical consequences of their decisions and make moral choices that can be emulated ","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"28 1","pages":"1 - 8"},"PeriodicalIF":3.3,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49598203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How employee perceptions of HR practices in schools relate to employee work engagement and job performance","authors":"Jeske Van Beurden, M. van Veldhoven, K. Van de Voorde","doi":"10.1017/jmo.2021.66","DOIUrl":"https://doi.org/10.1017/jmo.2021.66","url":null,"abstract":"\u0000 This study examines how employee perceptions of the availability and the (in)effectiveness of human resource (HR) practices in schools relate to employee performance via work engagement. Incorporating the views of 208 Dutch primary and secondary education teachers, this study's findings show that both the availability and effectiveness of HR practices are positively associated with teacher work engagement and in turn job performance. However, when employees perceive the available HR practices as effective, this has a stronger effect on teacher work engagement compared to when they only perceive the HR practices as available. Moreover, results show that HR practices that are mentioned as available, but considered ineffective, are negatively related to employee engagement and job performance. Finally, our results provide initial evidence for potential differential effects of ability-, motivation- and opportunity-enhancing HR bundles on work engagement and job performance, depending on whether the availability, ineffectiveness or effectiveness of HR practices is studied.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45458059","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"So tired, I can't even help you: how work-related sleep deprivation evokes dehumanization of organizational leaders and less organizational citizenship behavior","authors":"D. De Clercq, Renato Pereira","doi":"10.1017/jmo.2021.65","DOIUrl":"https://doi.org/10.1017/jmo.2021.65","url":null,"abstract":"\u0000 To unpack the relationship between employees' work-induced sleep deprivation and their organizational citizenship behavior, this study details a mediating role of their propensities to dehumanize their organizational leaders, as well as a moderating role of perceived job formalization. Survey data collected from employees who work in the oil distribution sector show that a critical reason that persistent sleep problems, caused by work, reduce the likelihood that they engage in voluntary work efforts is that they treat organizational leaders as impersonal objects. Perceptions of the presence of job formalization or red tape invigorate this detrimental effect. For organizational practitioners, this study accordingly reveals a notable danger for employees who have trouble sleeping due to work: They do not take on extra work that otherwise could add to their organizational standing. This counterproductive dynamic is particularly salient when employees believe that their work functioning is constrained by strict organizational policies and guidelines.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46753317","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}