1,721,006 research outputs found
Affective processes in the work-family interface: global considerations
No full textThis chapter presents a review of the literature that examines the role of affect in the work-family interface. First, we review research on affective processes underlying work-family spillover and crossover effects. Second, we review research on domain-specific (e.g., work-related and family-related) and global affective outcomes of different kinds of work-family interface, including conflict, enrichment, and balance. Finally, we propose directions for future research linking affect and the work-family interface, with a particular focus on the role of culture in this field
Pride: Implications for Leader Behaviors and Effectiveness
No full textAlthough scholars have increasingly recognized the role of affect in leadership processes, research to date has mostly focused on generalized affect rather than discrete emotions. In the current study, we focus on the emotion of pride. Specifically, we conduct two field studies to examine leaders’ experiences of authentic and hubristic pride and their relations with leadership behaviors. In Study 1, a field study of leader-follower dyads, leader trait authentic and hubristic pride have positive and negative impacts on leadership effectiveness, respectively, and these effects occur via their use of effective (i.e., consideration, initiating structure) and ineffective (i.e., abusive supervision) leadership behaviors. In Study 2, a daily diary study with organizational leaders, we find that on days when leaders experience more authentic pride than usual, they are also more likely to engage in effective leadership behaviors than usual, and on days when leaders experience more hubristic pride than usual, they are also more likely to engage in abusive behaviors toward their subordinates than usual. We also found some evidence of cross-level moderating effects, such that those higher (vs. lower) on trait pride, generally exhibited stronger within-person relationships between pride and leadership behaviors. Overall, this work highlights the importance of pride for leadership processes and the utility of studies examining discrete emotional experiences within organizational settings
The Asian-White Leadership Gap: Interpersonal and Intrapersonal Explanations Based on Leader and Follower Stereotypes
Get PDFDespite demonstrating high levels of academic and professional competence, Asians are underrepresented in North American organizational leadership roles. The limited research on this issue has found that Asian Americans are perceived by others, and by themselves, as poorer leaders than White Americans; however, the reasons underlying these perceptions are poorly understood. As a result, in my research, I examine the mechanisms that may contribute to this Asian-White leadership gap, both from an interpersonal (Essay 1) and intrapersonal (Essay 2) perspective. Namely, I argue that both other- and self-perceptions that Asians are less suited for leadership roles than Whites may be due to a perceived mismatch between traits underlying Asian stereotypes (e.g., compliant) and traits commonly associated with leaders (e.g., assertive), as well as a perceived match between stereotypes surrounding Asians’ industry and the traits of an ideal follower (e.g., hardworking). In Essay 1, across four experiments, I find some unexpected evidence for an Asian leadership advantage, rather than a disadvantage, that is driven by perceptions by others that Asian Americans are more industrious and dutiful than White Americans (i.e., the traits of an ideal follower). At the same time, two field studies in Essay 2 revealed a weaker desire among Asians for leadership roles than Whites, which was driven by Asians perceiving themselves as more conforming, in line with Asian stereotypes, and less intelligent and more incompetent, counter to Asian stereotypes, than Whites. Overall, this research further substantiates the paradox behind the underrepresentation of Asians in North American organizational leadership roles and uncovers additional complexities to this issue that warrants greater future examination
Personal Endorsement of Ambivalent Sexism and its Impact on Objective and Subjective Career Success
Get PDFThe gender wage gap is a persistent problem that has remained stubbornly stagnant over recent decades. Although significant efforts have been expended to understand why it exists and persists, we argue that an important contributor—personal endorsement of hostile and benevolent sexist beliefs—may have been overlooked. We examine whether and how one’s sexist attitudes shape one’s perceptions and actions that can affect one’s career success, both objective and subjective. Our results indicate that personal endorsement of hostile sexist beliefs helps to explain the gender wage gap. For objective career success, a serial mediation model was supported, such that gender predicted hostile sexism (with men more likely to endorse these attitudes than women), hostile sexism predicted seeking out men for career advice, and seeking out men for career success then predicted objective career success. Interestingly, although benevolent sexism was related to greater career interruptions for women (but not men), career interruptions was negatively related to pay for men (but not women). Finally, although there was no gender difference in subjective career success overall, we uncovered an indirect effect between gender and subjective career through hostile sexism and defensive voice, serially. These results highlight the importance of studying how personal endorsement of sexism influence one’s workplace outcomes in addition to the effects of others’ sexist beliefs and behaviours
On Diversity Climate in Organizations
Get PDFDiversity climate, the extent to which workers perceive that organizations’ personnel practices are fair and successful in integrating diverse personnel, is of immense interest to both scholars and practitioners in contemporary organizations. In this dissertation, I examine the implications of diversity climate for workers’ psychological contracts (Essay 1) and conduct an investigation of the underlying factor structure of diversity climate (Essay 2). In Essay 1, I explored whether and how diversity climate is incorporated as an ideological commitment in psychological contracts during recruitment and the resulting impacts on workers. In two studies, a three-wave longitudinal field study and an experimental vignette study, fulfilment and breach of diversity climate promises were related to workers’ attitudes and behaviours, but unexpectedly, more weakly so for racial minority compared to majority group individuals. Further, in the field study, more frequent use of diversity recruitment was associated with job-seekers’ perceptions that ideological diversity climate promises were made pre-employment, and subsequent perceptions of breach of these promises has negative effects on worker attitudes and behaviours above and beyond “traditional” psychological contract breach. In Essay 2, I explored the factor structure of diversity climate by investigating workers’ responses to a sample of existing diversity climate measures developed under differing conceptual considerations. In two studies, I find evidence that measures of diversity climate can be decomposed into three dimensions about the workplace environment: 1) fairness, inclusion, and synergy, 2) organizational pro-diversity initiatives, goals, and values, and 3) absence of discrimination, which exhibited differential relationships with a range of attitudinal, socio-emotional, and behavioural criteria. Finally, I present some limited evidence that racial minority status can have differential moderating effects on the relations between each dimension and outcomes
The Effect of Perceived Feedback-Seeking Motive on Feedback Givers' Effort
Get PDFAlthough people are generally motivated to perform well in their job roles, there is often ambiguity regarding whether they are meeting their organization’s standards. As such, people often seek feedback from others. To date, feedback-seeking research has emphasized the feedback seeker, identifying traits and circumstances associated with feedback-seeking. However, far less is known about this process from the feedback giver’s point of view. This is an important omission, because delivering high-quality feedback requires effort, and we expect that feedback-givers will vary in the degree to which they are willing to allocate effort toward delivering feedback. Specifically, we predict that effort allocated toward a feedback episode will be determined by the feedback-giver’s perceptions of the feedback-seeker’s motives for seeking feedback. We predicted that perceived instrumental motives (a desire to improve one’s performance) would be positively related to the amount of effort put toward delivering feedback, whereas perceived image enhancement motives (a desire to impress the feedback giver) would be negatively related to effort allocation. A field study wherein managers were asked to report on a recent episode in which a subordinate had sought their feedback provided initial support for these predictions. We also present results from an experimental study conducted to replicate and extend upon the first study. This research speaks to the often-overlooked role that the feedback giver plays in feedback-seeking. It sheds light upon factors that influence the quality of feedback that seekers receive, which could affect the likelihood that feedback-seeking will result in improvements in the seeker’s future performance
The Idea of a Follower: An Investigation of Implicit Followership Theories and Their Correlates
Get PDFImplicit followership theories (IFTs) are our subjective assumptions, or lay beliefs, about characteristics of followers. These beliefs can exert a powerful influence on workplace relationships between leaders and followers. This dissertation examines the correlates and structure of IFTs to provide further clarification as to why people have differing views of followers and the nature of these views. In Essay 1, I seek to understand why people diverge in their follower views by drawing on self-construal and trait activation theories to examine correlates of people’s follower views. Specifically, I conduct a cross-sectional study across two samples (students and employees) to investigate how people’s self-construals are differentially related to their IFTs, and whether situational factors interact to influence these relationships. I find that trait independent and interdependent self-construal is correlated with individuals’ negative and positive follower views, respectively. Moreover, for workers, performance pressure strengthened the positive relationship between independent self-construal and anti-prototypical IFTs. Thus, Essay 1 contributes insights as to how individuals’ traits and situational contexts individually and jointly relate to beliefs about followers. In Essay 2, I focus on explicating our ideal follower prototypes themselves—which, IFT theory argues, consist of configurations or patterns of follower traits—and whether different groups hold different prototypes due in part to how they have been socialized (i.e., work and leadership experience, socio-demographic background). In particular, I use latent profile analysis (LPA) to examine ideal IFT prototypes as patterns of traits within individuals and examine whether different groups hold different prototypes. I find that students and workers hold one of two, or three, prototypes, respectively (i.e., Dutiful and Productive, Passive, or Energetic but Overconfident). I also find that differences in socialization, specifically leadership and cultural region experiences, are related to differences in which ideal follower prototypes people tend to espouse. Finally, I also examine relationships between people’s ideal follower prototypes and their leadership and followership attitudes to provide initial understanding as to how ideal follower prototypes may influence individuals’ choices around adopting leadership or followership positions. Thus, Essay 2 contributes insights as to why and how people may hold different ideal IFT prototype views, as well as how these views are related to attitudes that potentially shape the trajectory of one’s career
Motives and Emotions behind Destructive Leader Behaviors towards Subordinates: A Supervisor Sensemaking Perspective
Get PDFCauses of destructive leader behaviors – i.e., intentional leader actions that harm organizations or their members that are normatively perceived as deviant – have been investigated extensively from followers’ perspectives, while leaders’ perspectives – particularly how they engage in sensemaking around destructive incidents – have been neglected. Theory on attributions suggests that leader and follower perspectives on destructive leader behaviors are likely to be different, with leaders (more so than followers) being likely to make external, or situational, attributions for their destructive actions. Thus, this study uses an inductive approach that asks 338 leaders to report on their sensemaking activities regarding destructive incidents, specifically their motivations or explanations for engaging in destructive leader actions, as well as the emotions they experienced afterwards. Reported motives suggests that leaders make a variety of external attributions for their destructive behaviors, which suggests that leader bias in perspective may affect how they rationalize their actions, potentially enabling them to shift blame externally to the situation. As well, at least a third of emotions reported after the incident are neutral or positive, which suggests that a substantial minority of leaders may feel inclined or justified to engage in destructive behaviors toward their followers again
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
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