Subjects: Psychology >> Social Psychology submitted time 2023-09-12
Abstract： Objective This paper explores identity problem and identity management of dispatched employees in the development process of dual organizational identity (complementary and dynamic).
Methods Through two-stage interviews (consisting of a survey and an in-depth interview),this paper collected data from 34 dispatched employees in different industries. Three coders conducted open, axial and selective step-by-step coding analysis.
Results The results indicate that“Match-mismatch” of the comparison of expectations and experiences of dual organizational identity poses a psychological dilemma called identity embarrassment (identity problem) for dispatched employees. Subsequently, four identity defense strategies are adopted to deal with identity embarrassment.
Limitations The influence of individual characteristics or organizational situation on identity embarrassment and identity defense strategy is ignored, and the dynamic exploration of the dual organizational identity of dispatched employees is insufficient.
Conclusions It constructs a dynamic development model of the dual organizational identity of labor dispatched employees, and enriches identity theory and organizational socialization.
Subjects: Psychology >> Management Psychology submitted time 2023-07-12
Abstract： Subgroups within a team can result in differentiation, discord, and even the dissolution of the team. However, previous research has neglected to acknowledge the pivotal role of the team leader in directly coordinating activities among subgroups and has failed to conduct a thorough analysis of the tripartite relationship involving the team leader, subgroups, and the entire team. The study tends to integrate social network perspective to introduce a novel concept, team leaders’ simmelian brokerage, that is, team leaders acting as brokers between two or more subgroups, and explore its reconciliation of subgroups' conflicts and subsequent facilitations of team cooperation. This study not only advances the literature on subgroups, but also provides practical guidance for subgroup management.
Subjects: Psychology >> Social Psychology submitted time 2023-04-17
Abstract： The framing of charity advertising is important for charitable fundraising and common prosperity. Using a static perspective, previous research has identified different ways to classify charitable fundraising information, with framing such as positive vs. negative or for-self vs. for-other. In contrast, the current research focuses on the process of change and suggests classifying fundraising information from a new perspective that emphasizes recovery vs. improvement.
This research examines the following hypotheses: 1) a de Study 1, the secondary data analysis, confirmed that classifying fundraising information by a “recovery-improvement” framework is reasonable, and found that recovery-de Studies 1-4 showed that participants encountering uncontrollable events focused more on reducing loss, which is also the focus of recovery-de This research is the first to propose and demonstrate the validity of classifying fundraising information into recovery-de
Subjects: Psychology >> Social Psychology submitted time 2023-01-30
Abstract：
The framing of charity advertising is important for charitable fundraising and common prosperity. Using a static perspective, previous research has identified different ways to classify charitable fundraising information, with framing such as positive vs. negative or for-self vs. for-other. In contrast, the current research focuses on the process of change and suggests classifying fundraising information from a new perspective that emphasizes recovery vs. improvement.
This research examines the following hypotheses: 1) a description of recovery focuses on reducing loss, while that of improvement focuses on increasing gain; 2) uncontrollable events lead people to focus on reducing loss, while controllable events lead people to focus on increasing gain; and 3) matching the fundraising description and event controllability increases willingness to donate. One secondary data analysis and six experiments were conducted to test these hypotheses.
Study 1, the secondary data analysis, confirmed that classifying fundraising information by a “recovery-improvement” framework is reasonable, and found that recovery-description (vs. improvement-description) and uncontrollable events (vs. controllable events) often appear together in charity advertising. Study 2 adopted a one-factor (fundraising information: recovery vs. improvement) between-subjects design to conceptually replicate that association. The results showed that participants wrote down more uncontrollable events (vs.controllable events) when recalling a charity advertisement emphasizing recovery (vs. improvement). Using real and recalled fundraising information generated from Studies 1 and 2, Studies 3a and 3b adopted a one-factor within-subject design to demonstrate H1. Participants reported that recovery-description (vs. improvement-description) tended to focus more on reducing loss rather than increasing gain. Study 4 adopted a one-factor between-subjects design to demonstrate H2. Participants who encountered an uncontrollable (vs. controllable) event focused more on providing aid to help-seekers for reducing loss (vs. increasing gain).
Studies 1-4 showed that participants encountering uncontrollable events focused more on reducing loss, which is also the focus of recovery-description; whereas those encountering controllable events focused more on increasing gain, which is also the focus of improvement-description. Drawing on regulatory fit theory, Studies 5a and 5b aimed at showing that matching fundraising information and event controllability through their regulatory focus contributed to willingness to donate (i.e., H3). The results of these two studies showed that for uncontrollable events, recovery-description led to higher willingness to donate than improvement-description; for controllable events, improvement-description led to higher willingness to donate than recovery-description.
This research is the first to propose and demonstrate the validity of classifying fundraising information into recovery-description and improvement-description, and thus it contributes to the comprehensive understanding of how charitable appeal makes an effect. Moreover, by demonstrating that the regulatory fit between fundraising information and event controllability increases willingness to donate, this research adds to regulatory fit theory and offers practical strategies to increase personal donation.
Peer Review Status:
Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2022-06-26
Abstract：
Despite the burgeoning number of studies on negative workplace gossip (NWG), the literature has not reached an agreement on the relationship between NWG and targets’ behavioral responses. Drawing on the cognitive-affective personality system theory, this study proposes that targets’ perceived NWG influences their workplace behaviors through two psychological processes (i.e., the cognitive and the affective route) and explores the moderating role of NWG perceptions and cultural differences in the relationship between NWG and targets’ behaviors. Based on 51 studies and 21549 employees, this meta-analysis found a negative relationship between NWG and targets’ positive behaviors through interpersonal perception (i.e., the cognitive route) and targets’ affect (i.e., the affective route). Moreover, moderation analyses revealed that when employees perceive that they have been negatively gossiped about, they will show fewer positive behaviors, but when they perceive that they are about to be negatively gossiped about, they will show more positive behaviors. And in the context of Eastern culture, NWG has a stronger negative influence on targets’ positive behaviors than in the context of Western culture. Theoretical implications, practical implications, potential limitations, and future directions are also discussed.
Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2022-04-13
Abstract：
Ethical leadership (EL) is a positive leadership style demonstrated to be effective in promoting employee performance. However, previous research has mainly focused on the cognitive perspective to explain the positive effects of ethical leadership on employee outcomes, and the role of emotion has received little attention. In this research, we advance this stream of research by taking into account employees’ implicit beliefs of ethical leadership (i.e., ethical leadership prototype, ELP). Specifically, drawing from the theoretical model of discrete positive emotions in the workplace and implicit leadership theories, this paper theorized and tested the mediating role of elevation on the relationship between ethical leadership and employee task performance and organizational citizenship behavior (OCB) moderated by employee ELP.
We tested our hypotheses in a multi-source, multi-wave field study (Study 1). In Study 1, we tested our full theoretical model (i.e., H1 to H4) by collecting multi-wave and multi-source data from 193 leader-employee dyads. Empirical results in Study 1 only demonstrated the positive relationship between EL and employee elevation (H1) and the indirect relationship between EL and employee OCB via employee elevation (H2b).
To replicate these empirical findings and test the moderating role of employee ELP further, we conducted two vignette experiments (Study 2 and 3). In Study 2 and Study 3, we recruited 400 and 200 participants from two online survey panels (i.e., the Sojump and the Credamo) and manipulated ethical vs. unethical leadership (Study 2) and high vs. low ethical leadership (Study 3). Experimental results in both studies replicated the positive relationship between EL and employee elevation (H1) and the indirect relationship between EL and OCB via elevation (H2b); in addition, the moderating effects of employee ELP on the relationship between EL and elevation (H3) and the indirect relationship between EL and OCB via elevation (H4b) were demonstrated.
This research makes several theoretical contributions. First, this research contributes to our understanding of the process through which EL influences employee outcomes by identifying employee ELP as a crucial contingency. Second, by demonstrating the mediating mechanism of the positive moral emotion of elevation (with general positive affect being controlled), this research provides a finer-grained understanding of the affect-based mechanism for the effectiveness of EL. Third, by investigating when EL activates employee elevation, this paper enriches the knowledge of the antecedents of felt elevation. Finally, this paper extends implicit leadership theory by applying it to a specific leadership domain and highlighting the crucial role of ELP.
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Peer Review Status:Awaiting Review
Subjects: Psychology >> Management Psychology submitted time 2021-06-01
Abstract： " Organizational retaliatory behaviors, defined as employees’ retaliatory behaviors towards the organization and its agents due to unjust treatment toward employees, are a prevalent phenomenon in workplaces. Important progress have been achieved in the existing literature. First, researchers have established the concept and distinguish it from similar concepts. Furthermore, the scales that are respectively suitable for western and Chinese contexts are developed. Second, perception of injustice is identified as the most important antecedent of organizational retaliatory behaviors. Scholars have explored the main and interaction effects of different justice dimensions on organizational retaliatory behaviors from various theoretical perspectives. What is more, several studies have begun to explore the potential negative consequences of organizational retaliatory behaviors. Third, scholars in China have paid attention to this topic and reviewed some literature in this area. Although fruitful progress has been achieved in the past years, there are still some research gaps in the existing literature. First of all, few studies have reviewed existing 20-year literature on organizational retaliatory behaviors systematically. It not only hinders the discourse among existing literature but also prevents the development of future research. Second, current literature mainly focuses on the concepts and the antecedents of organizational retaliatory behaviors. However, the mechanisms that explain the effect of perception of injustice and organizational retaliatory behavior are relatively ignored. It is timely to review the existing literature and propose a new framework to integrate various perspectives given the salience of this topic and the above gaps. We categorize existing research on organizational retaliatory behaviors into four quadrants according to two dimensions. One of the dimensions is the complexity of justice types (one type or interaction of different types), and the other is the subject of injustice perception (receiver and observer). We fill the gaps mentioned above by categorizing, comparing, and integrating the underlying theories and mechanisms in each quadrant. Specifically, we summarize self-control theory, emotion-related theory, social exchange theory, and recent resource theory from the receiver’s perspective. On the other hand, we integrate cognitive and emotional mechanisms from the observer’s perspective. We also compare research from these two perspectives. The authors also propose future research directions by integrating various theories and mechanisms and calling for research from an observer perspective.
Peer Review Status:Awaiting Review
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