Journal of Organizational Behavior最新文献_第4页

Understanding Why and When Supervisor Bottom-Line Mentality Inhibits Workplace Safety 理解主管底线心态为何以及何时阻碍工作场所安全

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2025-08-28 DOI: 10.1002/job.70017

Varun Sharma, Mayowa T. Babalola, Chandra Shekhar Pathki, Jatin Pandey, Michael K. Muchiri

{"title":"Understanding Why and When Supervisor Bottom-Line Mentality Inhibits Workplace Safety","authors":"Varun Sharma, Mayowa T. Babalola, Chandra Shekhar Pathki, Jatin Pandey, Michael K. Muchiri","doi":"10.1002/job.70017","DOIUrl":"https://doi.org/10.1002/job.70017","url":null,"abstract":"<div>\u0000 \u0000 <p>Ensuring workplace safety behaviors along with remaining profitable are two essential considerations for leaders in today's competitive world. However, the literature is yet to understand whether leaders focusing solely on achieving financial bottom-line (i.e., those who adopt a bottom-line mentality (BLM); supervisor BLM) are effective in enhancing employee workplace safety behaviors. Accordingly, in the present research, we draw from social information processing theory to examine the link between supervisor BLM and workplace safety behaviors. We theorize that supervisor BLM is negatively related to employees' perceptions of supervisor support for safety and furthermore negatively related to employee workplace safety behaviors. We also explore how employee job insecurity exacerbates this mediating process. Results from two studies (Study 1, a multi-wave study (<i>N</i> = 222) and an experimental study (<i>N</i> = 300)) provide empirical support for our hypothesized model. Implications of our findings and future research directions are discussed.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"808-822"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147262","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Embracing Creative Nonconformists and Promoting Them May Require Leaders' High Control Appraisals 拥抱有创造力的不墨守成规者并提拔他们，可能需要对领导者的控制能力进行高度评价

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-03-19 DOI: 10.1002/job.70082

Xue Peng, Wen Cheng, Man-Nok Wong

{"title":"Embracing Creative Nonconformists and Promoting Them May Require Leaders' High Control Appraisals","authors":"Xue Peng, Wen Cheng, Man-Nok Wong","doi":"10.1002/job.70082","DOIUrl":"https://doi.org/10.1002/job.70082","url":null,"abstract":"<p>Promoting creative employees is essential to innovation and organizational success. However, leaders do not always embrace the nonconformist nature of creative behaviors. This study examines how leaders' control appraisals—a personal orientation reflecting their belief in their own ability to control situations—influence their receptiveness and support in evaluating the promotability of creative employees. Drawing on theories of interpersonal trust, we posit that even when employees exhibit creative behavior, their leaders may not always develop emotional bonds (affect-based trust) with them because of the unpredictability and risk associated with their nonconformist nature. In particular, we suggest that leaders with higher control appraisals are more likely to form affect-based trust in their creative employees and promote them. Our findings (<i>n</i> = 812) obtained with multiple methods (i.e., a multi-wave survey and a business simulation experiment) support our theoretical model. Our study offers important implications for theory and practice and identifies avenues for future research on the promotion of creative employees.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"823-842"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70082","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147184","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Power of Narcissism Unleashed: Team Proactivity as a Function of Leader Narcissism, Collective Regulatory Focus, and Power Distance 自恋的力量释放：团队主动性作为领导者自恋的功能，集体监管焦点和权力距离

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-03-09 DOI: 10.1002/job.70077

Xin Liu, Jingni Dong, Limei Chen, Yu Yu, Peter Harms

{"title":"Power of Narcissism Unleashed: Team Proactivity as a Function of Leader Narcissism, Collective Regulatory Focus, and Power Distance","authors":"Xin Liu, Jingni Dong, Limei Chen, Yu Yu, Peter Harms","doi":"10.1002/job.70077","DOIUrl":"https://doi.org/10.1002/job.70077","url":null,"abstract":"<div>\u0000 \u0000 <p>Despite accumulating evidence surrounding the importance of leader narcissism for follower outcomes, its effects on team outcomes, particularly team proactivity, remain opaque. As team proactivity has proven to be a critical factor for organizations to survive and thrive in today's complicated business environment, it is necessary to come to a better understanding of how and when leader narcissism helps or hurts team proactivity. To clarify this relationship, we draw on the Narcissistic Admiration and Rivalry Concept (NARC) model and social learning theory to propose a dual-path mediation model where leader narcissistic admiration and leader narcissistic rivalry differentially influence team proactivity by fostering different collective regulatory foci. Moreover, we posit that these dual processes are conditioned by team power distance value. Using a field study with multisource and multiwave data from 100 teams, we found competing indirect effects of leader narcissistic admiration on team proactivity: a positive indirect relationship through collective promotion focus and an unexpected negative indirect relationship through collective prevention focus. We also found a negative indirect relationship between leader narcissistic rivalry and team proactivity through collective prevention focus. Furthermore, these two pathways were much stronger for teams with higher rather than lower power distance value. Our work advances the narcissism literature by demonstrating the double-edged effects of leader narcissism on team proactivity at the team level and identifying different mechanisms and conditions under which leader narcissism facilitates and impairs team proactivity.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"750-768"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147270","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Can Narcissistic Women Leaders Be Seen as Effective? A Multi-Method Examination 自恋型女性领导者能被视为高效领导者吗？多方法考试

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2025-08-25 DOI: 10.1002/job.70013

Justin B. Ames, David A. Waldman, Joohyung (Jenny) Kim, Brad Owens, Pierre A. Balthazard

引用次数: 0

How Narcissistic Followers Navigate Leader Relationships: Bonding Efforts, Strategic Support-Seeking, and Gossip 自恋的追随者如何驾驭领导关系：联系努力、战略支持寻求和八卦

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-04-14 DOI: 10.1002/job.70091

Judy Qiu, Selin Kesebir

{"title":"How Narcissistic Followers Navigate Leader Relationships: Bonding Efforts, Strategic Support-Seeking, and Gossip","authors":"Judy Qiu, Selin Kesebir","doi":"10.1002/job.70091","DOIUrl":"https://doi.org/10.1002/job.70091","url":null,"abstract":"<div>\u0000 \u0000 <p>The grandiose self-concept of narcissistic individuals is at odds with occupying subordinate positions in organizations. We examine how narcissistic followers navigate this tension through distinctive leader-directed relational strategies. In three studies, we find that narcissistic followers are (1) more likely to strive to cultivate a personal bond with their leaders, (2) more likely to seek career-enhancing support from them, and (3) more willing to share negative gossip about co-workers with them. Narcissistic followers also believe that they enjoy superior relationships with their leaders compared to their peers (high LMXSC), and this perceived relational advantage partly explains their leader-directed behaviors. These effects persist after controlling for followers' absolute relationship quality, psychopathy, and Machiavellianism, indicating that they reflect uniquely narcissistic tendencies. This work advances our understanding of narcissistic followers, identifies narcissism as an antecedent of LMXSC, and demonstrates that narcissists' grandiosity extends to relational perceptions when the relationship has instrumental value. Overall, the findings suggest that narcissistic followers do not passively accept their subordinate status but actively seek to reduce both psychological and hierarchical distance from their leaders.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"729-749"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Some of Them Want to Use You: Antecedents and Consequences of Supervisors' Employee-Directed Objectification 他们中的一些人想利用你：主管以员工为导向的物化的前因后果

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-03-16 DOI: 10.1002/job.70071

Katerina Tsantila, Frank Walter

{"title":"Some of Them Want to Use You: Antecedents and Consequences of Supervisors' Employee-Directed Objectification","authors":"Katerina Tsantila, Frank Walter","doi":"10.1002/job.70071","DOIUrl":"https://doi.org/10.1002/job.70071","url":null,"abstract":"<p>Although objectification is prevalent in leadership relations, little is known about (a) why some supervisors objectify their employees to a greater extent than others and (b) when and how such objectification manifests in a supervisor's leadership behavior. Drawing from self-construal and role identity theories, we propose that supervisors' self-definitions both in relation to others (i.e., their self-concept levels) and in relation to their leader role (i.e., their leader identity) are critical in this regard. Across two studies in Germany and the United States, our results show that employee-directed objectification mediates the positive indirect relationship between the individual self-concept and autocratic leadership, but only among supervisors with a strong leader identity. Similarly, our second study finds that such objectification mediates the negative indirect relationship between the relational self-concept and autocratic leadership, but only among supervisors with a strong leader identity. Moreover, Study 2 shows objectification to mediate the negative (positive) indirect relationship between the individual (relational) self-concept and empowering leadership, irrespective of a supervisor's leader identity. Overall, these findings advance our theoretical understanding of objectification in leadership contexts, providing new insights into the antecedents, behavioral consequences, and boundary conditions associated with supervisors' employee-directed objectification.</p>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"786-807"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/job.70071","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147026","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Polluted Air, Polluted Minds: The Psychological Costs of Air Pollution Events on Employee Work and Life 污染的空气，污染的心灵：空气污染事件对员工工作和生活的心理成本

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-06-02 Epub Date: 2026-02-11 DOI: 10.1002/job.70066

Dong Liu, Yang Chen, Jianfeng Jia, Ruonan Zhao

{"title":"Polluted Air, Polluted Minds: The Psychological Costs of Air Pollution Events on Employee Work and Life","authors":"Dong Liu, Yang Chen, Jianfeng Jia, Ruonan Zhao","doi":"10.1002/job.70066","DOIUrl":"https://doi.org/10.1002/job.70066","url":null,"abstract":"<div>\u0000 \u0000 <p>A growing body of literature has illuminated the impacts of climate change on employees' physiological health. This research advances the field by uncovering evidence of the damaging psychological effects of air pollution on employees, along with an organizational alleviation mechanism. Integrating affective events theory and terror management theory, we theorize that air pollution event disruption leads to increased employees' workplace loneliness and decreased sleep quality at night via the mediating role of employees' anxiety. However, the negative impacts of air pollution can be significantly mitigated for those who experience higher levels of organizational support. We first conducted two quantitative studies (Studies 1 and 2) using the experience sampling method to test the hypotheses. To further enrich the insights derived from these quantitative tests, we also carried out a qualitative study (Study 3) using in-depth interviews. Taken together, our research generates valuable theoretical and practical implications for understanding the impacts of air pollution events and developing effective organizational coping strategies.</p>\u0000 </div>","PeriodicalId":48450,"journal":{"name":"Journal of Organizational Behavior","volume":"47 5","pages":"857-882"},"PeriodicalIF":6.8,"publicationDate":"2026-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"148147208","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-04-23

引用次数: 0

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-04-07

引用次数: 0

IF 6.8 2区管理学

Journal of Organizational Behavior Pub Date : 2026-03-31

引用次数: 0