Does LMX always promote employee voice? A dark side of migrant working in Saudi Arabia

PurposeDrawing on the self-consistency theory, this study aims to test a model where employees' supervisor-based self-esteem (SBSE) is positively related to their promotive and prohibitive voice and mediate the positive relationship between leader–member exchange social comparison (LMXSC) of an employee's promotive and prohibitive voice, but only for local rather than migrant workers.Design/methodology/approachTo test the study hypotheses, multi-source data were collected from 341 matched supervisor–supervisee dyads working in a diverse range of organizations in the Kingdom of Saudi Arabia.FindingsAs predicted, employees' SBSE is positively related to their promotive and prohibitive voice and mediates a positive relationship between their LMXSC and their promotive and prohibitive voice, but only for local workers. The study findings support the self-consistency theory perspective on LMX and provide new insight into the “dark side” of migrant working – a lack of voice.Originality/valueThis study responds to calls for more research that explores the roles played by macro-environmental factors on employees' voice. Implications for theory and practice are discussed.

Terminal Distributed Cooperative Guidance Law for Multiple UAVs Based on Consistency Theory

In order to realize a saturation attack of multiple unmanned aerial vehicles (UAVs) on the same target, the problem is transformed into one of multiple UAVs hitting the same target simultaneously, and a terminal distributed cooperative guidance law for multiple UAVs based on consistency theory is proposed. First, a new time-to-go estimation method is proposed, which is more accurate than the existing methods when the leading angle is large. Second, a non-singular sliding mode guidance law (NSMG) of impact time control with equivalent control term and switching control term is designed, which still appears to have excellent performance even if the initial leading angle is zero. Then, based on the predicted crack point strategy, the NSMG law is extended to attack maneuvering targets. Finally, adopting hierarchical cooperative guidance architecture, a terminal distributed cooperative guidance law based on consistency theory is designed. Numerical simulation results verify that the terminal distributed cooperative guidance law is not only applicable to different forms of communication topology, but also effective in the case of communication topology switching.

When and Why Perceived Organizational Environmental Support Fails to Work: From a Congruence Perspective

ABSTRACT Environmental responsibility has been increasingly emphasized in the management field. Perceived organizational environmental support is generally considered desirable within organizations. Nonetheless, both scholars and practitioners doubt that it is a panacea for enhancing employee green behavior (EGB), an important workplace behavior benefiting the environment and corporate sustainability. From a congruence perspective, this research explores when and why perceived organizational environmental support fails to increase EGB effectively. Drawing upon cue consistency theory and the corporate hypocrisy literature, we propose that perceived organizational environmental support backfires when it is incongruent with another critical cue signaling an organization's environmental stance – perceived supervisory environmental support (particularly when perceived organizational environmental support is higher than perceived supervisory environmental support). This is because the inconsistent signals of environmental support from the organization (in the form of policy commitment) and supervisor (in the form of supportive behaviors) arouse employees’ perception of corporate hypocrisy, which in turn inhibits EGB. Both the scenario experiment results (Study 1) and the polynomial regression results of the field survey data (Study 2) support our hypotheses. Theoretical contributions and managerial implications are discussed.

Managing Customer Uncertainty in Making Service Offshoring Decisions

Despite a long-standing interest in service offshoring from both academics and practitioners, the questions how and under what conditions customers react when a well-known national brand decides to outsource its services to an offshore service provider (OSP) is an understudied area. Drawing on cognitive consistency theory, we test a new construct called, “service offshoring fit” (SOF) that captures customer overall perceptual consistency in their memory networks between the focal firm and the OSP as indicated by the suitability, appropriability, and logicality of the alliance. Using 393 responses from a panel of customers of focal brands, we show that customer certainty mediates the relationship between SOF and intention not to switch by current customers. Our findings also reveal an inverted U-shaped relationship between marketing communications and customer certainty at different levels of SOF. Specifically, if firms communicate consumers’ benefits associated with offshoring, they can mitigate or avoid negative customer reactions (and subsequently increase customer certainty); however, after a certain point, such effects are reduced.

Optimization Strategy of Multiarea Interconnected Integrated Energy System Based on Consistency Theory

A collaborative optimization strategy of an integrated energy system aiming at improving energy efficiency is studied in this paper for the cluster optimization of an integrated energy system (IES). In this paper, an improved discrete consistency method based on the coordination optimization method for IES is proposed. An IES model considering the mixed energy supply of electricity, heat, and gas is constructed in a single region. And then an objective function with the maximum return is established, on the premise of assuming that the prices of electricity, heat, and gas can be used as an economical means to adjust the energy utilization. Finally, the consistency theory is applied to the IES, and the improved discrete consistency algorithm is utilized to optimize the objective function. In the case study, a certain region IES is taken as an example in Northeast China. The case study demonstrates the effectiveness and accuracy of the coordination optimization method for IES.

How and when Islamic work ethic (IWE) leads to employee promotive and prohibitive voice? The interplay of employee moral identity and perceived voice opportunity

Purpose This study aims to examine the moderated-mediation effects of employees’ Islamic work ethic (IWE) on their promotive and prohibitive forms of constructive voice behaviors through the integrated frameworks of social identity theory and self-consistency theory. Design/methodology/approach Using two-source data collection from employees and supervisors, data were collected from 217 participants working in various companies in the Kingdom of Saudi Arabia. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in the PROCESS macro for SPSS. Findings The results of this study supported the integration of social identity theory with self-consistency theory in explaining the indirect effects of employees’ IWE on their promotive and prohibitive forms of constructive voice behaviors through the mediation of moral identity. Furthermore, this study also indicated that the indirect effect was conditional on the employees’ perceptions of perceived voice opportunity, which significantly moderated the relationship between their moral identity and their prohibitive voice. However, no such effect was recorded for promotive voice. Originality/value This study is the first that explains how and when employees’ IWE leads them to exhibit promotive and prohibitive voice behaviors through the mediation of moral identity and the moderation of perceived voice opportunity. Thus, this study contributes to the IWE, moral identity and employee voice literature by addressing questions with useful theoretical and managerial implications for employees’ promotive and prohibitive forms of constructive voice behaviors in the workplace.