Affect-driven impact of paradoxical leadership on employee organizational citizenship behaviour

Paradoxical leadership is an emerging leadership style which describes leadership behaviours that are ostensibly contradictory but in reality are interrelated and address workplace demands simultaneously and over time. The present study is based on affective events theory (AET), which states that occurrences or events at work result in prompt positive or negative affect in employees. The purpose of the study is to examine the mediating role of positive affect on the relationship between paradoxical leadership and employee organizational citizenship behaviour (OCB). We also examine the moderating role of procedural fairness on the relationship between employee positive affect and OCB. Data collected in two phases in small- and medium-sized Chinese companies indicate that positive affect fully mediates the relationship between paradoxical leadership and employee OCB, and this relationship was found to be stronger when procedural fairness was higher rather than lower. We provide theoretical and practical implications of these findings.

Success Talk: Narrative Accounts of Organizational Change

Based on evidence from narrative accounts of organizational change, the potential of dialogic approaches that privilege joint construction of both change challenges and interventions appears very promising. This evidence also demystifies the notion of “well-planned” change, may further strengthen moves away from n-step programmatic approaches to change intervention, reminds readers of the importance of procedural fairness, and invites further research in terms of collective leadership. Where retrospective stories through which participants distinguished perceived success and failure provide the data for analysis, it is important that findings are understood within a narrative rather than an objective frame of reference.

THE IMPACT OF PROCEDURAL FAIRNESS AND INTERPERSONAL TRUST ON BUDGETING WORK PRESSURES (At the Regional Financial and Asset Management Revenue Agency On the Island of Java)

This research empirically investigates the sustainability of the effect of budget participation on the work pressures of the Regional Revenue, Financial and Asset Management Agency (BPPKAD) in Java Island. The Revenue Budget on BPPKAD is very likely to cause work pressure for the agency head or the concerned service employee. The population of this study is an employee of the Regional Revenue, Financial and Asset Management Agency (BPPKAD) in Java Island. Sampling using random sampling techniques. Data collected as many as 60 respondents and tested was conducted with a partial least square structural equation model (PLS-SEM) in the form of the warps 3.0 program. The test results proved that budget participation had a causal relationship on procedural fairness and interpersonal trust. Procedural fairness has a significant impact on interpersonal trust and work pressures. Interpersonal trust has a substantial impact on work pressures.

Associations between Procedural Fairness in Physician Communication and Lifestyle Behaviors in Patients with Obesity

ObjectiveTo investigate how patient perception of procedural fairness in primary care physician communication among diverse patients with obesity is associated with the patient’s willingness to follow recommendations, self-efficacy beliefs, and lifestyle behaviors. Methods We conducted a cross-sectional, secondary data analysis of 484 primary care patients (43.6% Black, 40.7% Hispanic/Latino, 56.4% Female, Mage=50 years) with a BMI ≥ 25 kg/m2 enrolled in a weight management study in two New York City healthcare systems. To evaluate direct and indirect associations between PF and outcome variables, we used ordinary least squares path analyses with bootstrapping procedures controlling for age and gender. Results Patients who perceived their primary care physician as fairer reported higher willingness to follow recommendations and higher dietary self-efficacy, which were associated with healthier dietary behaviors (willingness: indirect=.08, SE=.03; 95% CI[.04 to .14]; dietary self-efficacy: indirect=.03, SE=.01; 95% CI[.01 to .05]). Higher perceived PF was also associated with higher exercise self-efficacy, which was associated with increased physical activity (indirect=.03, SE=.01; 95% CI[.01 to .05]).ConclusionPF was associated with lifestyle behaviors via willingness to follow recommendations and self-efficacy beliefs. PF holds promise as a novel communication target to enhance patient-physician communication related to weight management in primary care.

Reconceptualising fair access to highly academically selective universities

The higher education regulator for England has set challenging new widening access targets requiring universities to rethink how merit is judged in admissions. Universities are being encouraged to move away from the traditional meritocratic equality of opportunity model of fair access, which holds that university places should go to the most highly qualified candidates irrespective of social background, in accordance with the principles of procedural fairness. Instead, they are being asked to move towards what we term the meritocratic equity of opportunity model, which holds that prospective students’ qualifications should be judged in light of the socioeconomic circumstances in which these were obtained to enhance distributive fairness, a practice known in the UK as contextualised admissions. In this paper, we critically discuss the theoretical underpinnings of these two competing perspectives on fair access and review the existing empirical evidence base, drawing together for the first time insights from our ESRC and Nuffield Foundation funded studies of fair access to highly academically selective universities in England. We argue that reconceptualising fair access in terms of distributive fairness rather than procedural fairness offers a more socially just set of principles on which to allocate valuable but scarce places at the most academically selective universities in England, unless or until such time as the vertical stratification of higher education institutions is reduced or eliminated entirely.

Judicial Oversight of Procedural Fairness and Propriety in Europe: Diversity Within Commonality

This chapter explores the common and distinctive elements that emerge from the comparative analysis of legal systems, in terms of commonality and diversity in administrative law. It begins by outlining the main institutional features of the legal systems selected for the comparison, with an initial focus on the idea of a 'divide' between civil law and common law. The two important features of the legal systems examined in this book include judicial independence and judicial specialization. The chapter then discusses the procedural requirements at the heart of the factual analysis. It concludes by reflecting on the relevance and significance of this analysis for the general enquiry concerning the common core of European administrative laws.

Remedies

When an applicant for judicial review succeeds in demonstrating that an administrative decision was unlawful because it breached the principles of institutional structures, procedural fairness or substantive review, the court must then decide whether to grant a remedy. This Chapter first discusses the nature of the remedies available to a reviewing court, explaining how the different characteristics of the so-called ‘prerogative writs’ and their successors can be understood in terms of the values of individual self-realisation, good administration, electoral legitimacy and decisional autonomy. It highlights how judges’ choices whether to issue a remedy and how to structure a remedy can also be understood as being influenced by these values. The chapter then addresses several aspects of judicial discretion not to grant a remedy and the ability to sever problematic aspects of a decision, again demonstrating the influence of administrative law values.