When and why does a “poker face” facilitate workplace creativity?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Weiyi Chen ◽  
Xinmei Liu ◽  
Xiaojie Zhang
Keyword(s):  
Design Methodology ◽  
Positive Relationship ◽  
Time Pressure ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Regression Analyses ◽  
Expressive Suppression ◽  
Content Type ◽  
Workplace Creativity

PurposeThe authors investigate when and why a subordinate's expressive suppression facilitates workplace creativity, building on the conservation of resources theory and considering the effect of the supervisor's expressive suppression and time pressure as boundary conditions.Design/methodology/approachMultisource data were collected from 132 teams in northwestern China, including 132 supervisors and 648 subordinates. Hierarchical regression analyses were used to test the effects.FindingsThe subordinate’s expressive suppression was positively related to their workplace creativity. Challenge time pressure was positively related to workplace creativity, and the subordinate’s expressive suppression was positively related to workplace creativity when challenge time pressure was lower and the supervisor's expressive suppression was higher. Hindrance time pressure was negatively related to workplace creativity, and a positive relationship between a subordinate's expressive suppression and workplace creativity was also found with less hindrance time pressure and greater expressive suppression by their supervisor.Originality/valueBy examining the role of the supervisor as a source of downward spillovers in various time pressure contexts, the study explains why a subordinate’s suppression facilitates workplace creativity from the conservation of resources perspective.

scholarly journals Expatriates' salary expectations, age, experience and country image

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Henrique Duarte ◽  
Umberto de Eccher ◽  
Chris Brewster
Keyword(s):  
Developing Countries ◽  
Latin American ◽  
Social Identity Theory ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Country Image ◽  
Content Type ◽  
Job Offers ◽  
Salary Expectations

PurposeThe purpose of this paper is to explain how candidates' expectations of salary in relation to job offers as expatriates in developing societies are related to country image and to age.Design/methodology/approachData were collected from over 500 engineers living in France, Portugal and Spain, evaluating two hypothetical expatriate proposals to six different African and Latin American countries. Multivariate hierarchical regression was applied to statistically detect significant predictors, with a broad range of control variables, to investigate expatriate salary expectations.FindingsResults evidence the role of age, seniority, previous international experience and culture attraction for the host country in influencing salary expectations for potential expatriate postings. These results are discussed at the light of selection, optimisation and compensation theory (SOC), conservation of resources theory (COR) and social identity theory.Practical implicationsFindings call for multinational companies to consider age, individual background, career attributes and location concerns when evaluating salary expectations involved in expatriation to developing countries.Originality/valueThe study shows how individual expectations about required salaries for accepting expatriate job offers in developing countries (hardly addressed in the extant literature) result from the potential for professional development opportunities and the responsibility of the jobs being offered, the country image, and the age and motivation of the individuals. Furthermore, it integrates research through use of SOC and COR theories.

Soldier or actor?

2019 ◽  
Vol 27 (1) ◽  
pp. 94-108
Author(s):  
Amit Shukla
Keyword(s):  
Empirical Evidence ◽  
Design Methodology ◽  
Positive Relationship ◽  
Psychological Ownership ◽  
Matched Sample ◽  
Content Type ◽  
Workplace Fairness ◽  
Strong Positive Relationship

Purpose Though widely studied, organisational citizenship behaviour (OCB) is yet to emerge as a thoroughly understood concept. For instance, citizenship behaviours emanating from self-serving motives remain largely unexplored. The purpose of this study is to investigate the role of psychological ownership in differentiating individuals with genuine motives (“soldiers”) from those with self-serving motives (“actors”). Design/methodology/approach The study defines and operationalises genuineness of OCBs by comparing self-rated and others-rated citizenship behaviours. It is hypothesised that psychological ownership is positively associated with citizenship behaviour, and this relationship is positively moderated by degree of genuineness. All the hypothesised relationships are tested on the basis of empirical evidence produced by a two-wave study on a cross-hierarchical matched sample (n = 338) in a large Indian IT MNC. Findings A strong positive relationship between psychological ownership and citizenship behaviour was observed. A positive moderation by genuineness was also found suggesting that relationship between psychological ownership and citizenship behaviour became stronger with higher genuineness. In a nutshell, the results indicated that soldiers and actors could be differentiated on the basis of their relative scores on psychological ownership. Originality/value Apart from theoretical contributions, the present study offers a headway to managers in identifying employees who engage in citizenship behaviour out of genuine motives toward their organisation. As citizenship behaviours increasingly find prominence in employees’ self-appraisal, this differentiation assumes importance in promoting workplace fairness.

The impact of supervisor humor on newcomer adjustment

2016 ◽  
Vol 37 (4) ◽  
pp. 540-554 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Katerina Lioliou
Keyword(s):  
Design Methodology ◽  
Self Report ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Relational Identification ◽  
Cross Sectional Design ◽  
The Impact ◽  
The Relationship

Purpose – Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association. Design/methodology/approach – Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted. Findings – The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment. Research limitations/implications – Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships. Originality/value – To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

How job crafting relates to task performance

2016 ◽  
Vol 31 (3) ◽  
pp. 672-685 ◽  
Author(s):  
Daniela Weseler ◽  
Cornelia Niessen
Keyword(s):  
Task Performance ◽  
Design Methodology ◽  
Job Crafting ◽  
Hierarchical Regression ◽  
Future Research ◽  
Regression Analyses ◽  
Reduction Behavior ◽  
Content Type ◽  
Differential Relations ◽  
And Task

Purpose – The purpose of this paper is to investigate the relation between extending and reducing job crafting behavior, cognitive crafting and task performance. Design/methodology/approach – Hierarchical regression analyses of data from 131 employee-supervisor pairs were conducted to analyze the differential relations of five job crafting dimensions to self- and supervisor-rated task performance. Findings – The present study shows that reduction behavior is rated as counterproductive, and extension behavior is rated as productive in terms of task performance by employees themselves. Supervisors rated task performance higher when employees extended their tasks, and lower when they reduced relationships. Research limitations/implications – Future research should test the hypotheses in a longitudinal setting and should focus processes that moderate the differential job crafting-task performance relationships. Originality/value – By distinguishing extending and reducing task and relational boundaries and cognitive crafting, the authors give first evidence to possible negative sides of job crafting.

scholarly journals Linking service convenience to satisfaction: dimensions and key moderators

2017 ◽  
Vol 31 (6) ◽  
pp. 527-538 ◽  
Author(s):  
Sabine Benoit ◽  
Sonja Klose ◽  
Andreas Ettinger
Keyword(s):  
Design Methodology ◽  
Time Pressure ◽  
Sociodemographic Characteristics ◽  
Content Type ◽  
Service Convenience ◽  
Different Dimensions ◽  
Shopping Enjoyment ◽  
Moderator Model ◽  
Consumer's Perception

Purpose Demand for service convenience, defined as a consumer’s perception of minimized time and effort spent to obtain a service, has increased in conjunction with certain sociocultural and demographic changes. Previous research notes the significance of service convenience, but the importance of different dimensions of service convenience and the role of key moderators affecting the link between convenience and satisfaction (like customer psychographic and sociodemographic characteristics) remain unaddressed. Thus, the purpose of this research is to identify those customer groups for which offering convenience will have the highest leverage to increase satisfaction. Design/methodology/approach Two models are developed and tested: a multidimensional model of service convenience with a formative measure of five service convenience dimensions, namely, decision, access, search, transaction and after-sales convenience, and a moderator model hypothesizing different customer psychographic and sociodemographic characteristics (time pressure, shopping enjoyment, age, household size and income) that affect the link between service convenience and satisfaction. Findings This study reveals that search convenience, followed by transaction and decision convenience, exerts the greatest influence on the perception of overall service convenience. In addition, those who value service convenience most are high-income, time-pressed consumers in smaller households who experience low shopping enjoyment. Originality/value Providers have limited budgets for enhancing their services. Thus, it is important to identify which dimension has the greatest influence on the perception of service convenience and the customer segments for which service convenience is most critical.

Know yourself and find your partners

2019 ◽  
Vol 42 (12) ◽  
pp. 1333-1352 ◽  
Author(s):  
Jongseon Lee ◽  
Nami Kim
Keyword(s):  
Design Methodology ◽  
Manufacturing Firms ◽  
The Other ◽  
Hierarchical Regression ◽  
Exploration And Exploitation ◽  
Content Type ◽  
Innovative Strategy ◽  
Organizational Collaboration ◽  
Efficient Option

Purpose This paper aims to examine whether balancing exploration and exploitation rather than emphasizing one over the other leads to better performance. This study also examines the effects of different kinds of external collaboration on a firm’s performance in relation to the firm’s current innovative direction that shows firms’ internal weighting of exploration or exploitation. Design/methodology/approach Data on Korean manufacturing firms collected from the Korean Innovation Survey were used to test the hypotheses. This study suggested the concept of innovative direction (θ) to examine current innovation capabilities about how much the firms focused on exploration or exploitation. The directionality of exploration or exploitation has not been reflected in previous measures of ambidexterity. Factor analysis and hierarchical regression were used to test hypotheses. Findings The findings suggest that balancing exploration and exploitation is beneficial for a firm’s performance, and explorative collaboration is more beneficial for firms internally emphasizing exploitation. However, it showed that for exploration-oriented firms, exploitative collaboration does not supplement exploitative activities. Research limitations/implications Inter-organizational collaboration helps to develop ambidexterity that leads to better performance. Because inter-organizational collaboration involves substantial costs and is time-consuming, selecting and maintaining partners has to be conducted carefully. Based on the currently pursuing innovative directions, firms can make more appropriate decision for finding external cooperative partners with much of efficiency. When firms find collaborative partners, it is the first thing to look inside themselves. Originality/value Previous studies mainly focused on the selection and balance of the partnership between exploration and exploitation without considering the role of an internal innovative strategy firms are currently pursuing. Identifying firms’ current states and finding partners that can supplement any deficiencies provides the most efficient option for the ambidextrous organization. Consideration of inter-organizational collaborations based on the analysis of internal conditions will be fruitful for the study of ambidexterity.

Subordinates’ negative workplace gossip leads to supervisor abuse: based on the conservation of resources theory

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cunjun Ye ◽  
Bin He ◽  
Xu Sun
Keyword(s):  
Psychological Distress ◽  
Abusive Supervision ◽  
Self Esteem ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Content Type ◽  
Mediating Role ◽  
Internal Mechanism ◽  
Time Lagged

Purpose Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision. Design/methodology/approach Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data. Findings Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion). Originality/value The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.

Empowerment, passion and job performance: implications from Ghana

2019 ◽  
Vol 41 (2) ◽  
pp. 132-151
Author(s):  
William Ansah Appienti ◽  
Lu Chen
Keyword(s):  
Job Performance ◽  
Hierarchical Regression ◽  
Curvilinear Relationship ◽  
Conservation Of Resources ◽  
Empowering Leadership ◽  
Content Type ◽  
Moderation Effect ◽  
Research Findings ◽  
Passion For Work

Purpose Drawing upon the “too-much-of-a-good-thing (TMGT)” effect and conservation of resources (COR) theory, the purpose of this paper is to examine the mediation mechanism between empowering leadership and employee job performance. Specifically, the authors propose a curvilinear relationship between empowering leadership and job performance, and also suggest that employee harmonious and obsessive work passions mediate the curvilinear relationship between empowering leadership and job performance. Further the moderation role of collectivism orientation (CO) in the relationship between empowering leadership and job performance is also examined. Design/methodology/approach Questionnaires are used to obtain survey data from 256 supervisor–subordinate dyads in three companies in the communication sector of Ghana. A follow-up interview was also conducted to enhance explanation of research findings. Hierarchical regression analysis is used to analyze the associations among the variables. Findings The results revealed that the significant inverted U-shaped relationship between empowering leadership and subordinate job performance is mediated by both harmonious and obsessive passion for work. A significant moderation effect of CO in the empowering leadership–job performance relationship could not be established. Originality/value This study adapts the “TMGT” effect and COR theory in the explanation of an integrated model including empowering leadership, job performance, employee passion for work, and CO in the Ghanaian context.

Who will pay for customers' fault? Workplace cheating behavior, interpersonal conflict and traditionality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chenghao Men ◽  
Weiwei Huo ◽  
Jing Wang
Keyword(s):  
Indirect Effect ◽  
Design Methodology ◽  
Interpersonal Conflict ◽  
Conservation Of Resources ◽  
Content Type ◽  
Cheating Behavior ◽  
Time Lagged ◽  
The Relationship ◽  
Customers Perspective

PurposeDespite workplace cheating behavior is common and costly, little research has explored its antecedents from customers' perspective. The current study aims to investigate the indirect mechanisms between customer mistreatment and cheating behavior, and exam the moderated role of traditionality.Design/methodology/approachDrawing on conservation of resources theory, the authors examine how customer mistreatment affects workplace cheating behavior. They test their hypotheses using a time-lagged field study of 183 employees.FindingsThe results show that customer mistreatment is positively related to interpersonal conflict with customers, which positively affects workplace cheating behavior. Traditionality moderates the indirect effect of customer mistreatment on workplace cheating behavior.Originality/valueThis study calls for researchers' attention to exploring the antecedents of workplace cheating behavior from customers' perspective, and first provides empirical evidence on the relationship between customer mistreatment and workplace cheating behavior, which has never been examined.

Paradigms of choice in manufacturing strategy

2010 ◽  
Vol 30 (12) ◽  
pp. 1219-1245 ◽  
Author(s):  
Giovani J.C. da Silveira ◽  
Rui S. Sousa
Keyword(s):  
Best Practices ◽  
Design Methodology ◽  
Manufacturing Strategy ◽  
Regression Analyses ◽  
Content Type ◽  
Performance Improvements ◽  
Metal Products ◽  
Internal Fit ◽  
Practical Implications

PurposeThe paper sets out to test relationships between performance improvements and the three classical manufacturing strategy paradigms of fit, best practices, and capabilities defined by Voss.Design/methodology/approachRegression analyses are carried out on an international sample of 697 manufacturers of fabricated metal products, machinery, and equipment.FindingsThe results indicate that capability learning and best practices are positively related to performance improvements in quality, flexibility, and dependability, whereas internal fit appears to be negatively related to flexibility improvements.Research limitations/implicationsThe study reinforces the need for research to explore the nature and role of the three paradigms jointly rather than in isolation. In particular, more research is needed to assess the merits of maintaining fit between operations structure and processes.Practical implicationsImproving performance in areas such as quality, flexibility, and delivery can be achieved through building capabilities and/or adopting best practices, but not apparently by maintaining internal fit between operations structure and processes.Originality/valueThe study validates two of the three classical paradigms of manufacturing strategy and makes the case for research to further specify and test the merits of maintaining internal fit between operations structure and processes.

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