How to Expand and Fill the Self in Organizations: The Role of Interpersonal Processes in the Employee Organizational Identity Construction

In the era of Volatility, Uncertainty, Complexity, and Ambiguity (VUCA), the fluidity of organizations and the variability of individual work gradually replace the traditional stability and continuity. The question of how to connect employees and organizations has long intrigued researchers and practitioners. Employee organizational identity is the stable force that binds employees to organizations. Drawing on social identity theory, we argue the role of interpersonal processes in the employee organizational identity construction. We suggest that an employee’s relationship-building behaviors can promote employee organizational identity through the connected self. The indirect effect is stronger for employees who make more social comparisons because they are more sensitive to social influence. We collected data through questionnaires of 333 employees using a two-wave research design in China. The results indicate that an employee’s relationship-building behaviors enhance employee organizational identity. The connected self fully mediates the positive relationship between relationship-building and employee organizational identity. The outcomes also show that the positive effect of relationship-building toward connected self is intensified, when an employee engages in more social comparisons. The findings imply that interpersonal processes play an important role in the employee organizational identity construction. Then, the theoretical and practical implications are discussed.

“Reluctant stayers do not get what they want”: the relationship between procedural injustice and workplace incivility

PurposeResearch has explored the behavioural responses of reluctant stayers to various organisational perceptions. This study extends current research to explain how employees who perceive procedural injustice respond, when they intend to leave but are unable to, due to limited job alternatives. This study postulates that employees who perceive procedural injustice are more likely to develop turnover intentions. Procedural injustice is expected to indirectly influence workplace incivility, with turnover intentions as the mediator. Further, the availability of job alternatives is expected to moderate the relationship between turnover intentions and workplace incivility, to form a moderated-mediation model.Design/methodology/approachData was collected from 204 retail employees across five major shopping malls within the Caribbean nation of Trinidad, using a two-wave research design. A path-analytic approach was used to test the research hypotheses.FindingsThe findings provided support for the propositions that procedural injustice predicts turnover intentions, that turnover intentions mediate the procedural injustice – workplace incivility relationship, and that the availability of job alternatives moderate the relationship between turnover intentions and workplace incivility.Originality/valueThis study addresses a clear research gap since no study has examined how employees' perceptions of procedural injustice affect their behaviour when they intend to leave but are unable to, due to limited job alternatives. This study extends research on the behaviour of reluctant stayers.

Biometrikus beszélőazonosító rendszerek performanciája összehasonlításának elmélete és gyakorlata

A biometrikus (automatikus) beszélőazonosítás széleskörűen alkalmazott mind a hazai, mind a nemzetközi kriminalisztikai gyakorlatban. A módszertan nagy sebességgel, kiválóan automatizálható adatfeldolgozási lehetőségekkel rendelkezik, pontos és valid eredményeket szolgáltat. A biometrikus azonosító rendszerek az összevetett hangfelvételeken beszélők azonosságának valószínűségét adják meg. Egy rendszer performanciájának meghatározásához azonosítási mátrixot kell előállítani, amely a valószínűségi értékeket tartalmazza. Tanulmányomban ismertetem a mátrixok előállításának folyamatát és szempontjait, az adatstruktúra felépítését. 136 beszélő személy hangmintáját használtam fel, amelyeket különböző időpontokban és eszközökkel rögzítettem. Az Oxford Wave Research Ltd. Vocalise és Phonexia biometrikus azonosító rendszerekkel létrehoztam a mátrixokat, illetve a match és non-match adatokat, amelyeket a Bio-Metrics performanciamérő szoftverrel értékeltem ki. Az eredmények értékelése megmutatta, hogy a teljesítőképesség meghatározásához több típusú kimenetet is fel kell használni, nem elegendő a leggyakrabban publikált Egyenlő Hibaarány (EER) közlése. A közel 40 ezer vizsgált valószínűségi érték elemzése alapján a megadott rendszerek megbízhatóan, megfelelő diszkriminatív erővel képesek azonosítani az egyező, és megkülönböztetni az eltérő személyeket.

Linking performance pressure to employee work engagement: the moderating role of emotional stability

PurposeThe purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process.Design/methodology/approachData were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations.FindingsPerformance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement.Practical implicationsThis study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement.Originality/valueBuilding on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.

Linking performance pressure to employee work engagement: the moderating role of emotional stability

PurposeThe purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process.Design/methodology/approachData were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations.FindingsPerformance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement.Practical implicationsThis study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement.Originality/valueBuilding on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.

Linking performance pressure to employee work engagement: the moderating role of emotional stability

PurposeThe purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process.Design/methodology/approachData were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations.FindingsPerformance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement.Practical implicationsThis study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement.Originality/valueBuilding on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.

Impact of differential leadership on innovative behavior of employees: A double-edged sword

We investigated if differential leadership predicts the innovative behavior of employees, and examined the mediating roles of work engagement and ego depletion in this relationship. Using a three-wave research design we collected leader–member dyad data from 198 leaders and 485 employees at nine Chinese companies. Results show that differential leadership had opposite effects, that is, it positively predicted the innovative behavior of employees through the mediator of work engagement, and it negatively predicted the innovative behavior of employees through the mediator of ego depletion. These findings contribute to understanding of the relationship between differential leadership and employees' innovative behavior, and provide a new theoretical perspective on differential leadership.

Otto Stern’s Legacy in Quantum Optics: Matter Waves and Deflectometry

Otto Stern became famous for molecular beam physics, matter-wave research and the discovery of the electron spin, with his work guiding several generations of physicists and chemists. Here we discuss how his legacy has inspired the realization of universal interferometers, which prepare matter waves from atomic, molecular, cluster or eventually nanoparticle beams. Such universal interferometers have proven to be sensitive tools for quantum-assisted force measurements, building on Stern’s pioneering work on electric and magnetic deflectometry. The controlled shift and dephasing of interference fringes by external electric, magnetic or optical fields have been used to determine internal properties of a vast class of particles in a unified experimental framework.