Influencing the salesforce through perceived ethical leadership: the role of salesforce socialization and person–organization fit on salesperson ethics and performance

With today's emphasis on building strong customer relationships in the business-to-business sales environment, appropriate leadership is necessary to instill ethical and provide the proper guidance among employees to ensure ethical decision-making and improve sales performance. This research examines the role of perceived ethical leadership as it relates to both formal and informal marketing control mechanisms (i.e. salesforce socialization) that influence person–organization fit, and how this fit relates to salesperson unethical intent and performance. Results from a study of 408 business-to-business salespeople suggest that perceived ethical leadership both directly, and indirectly via salesforce socialization, affects salesperson ethical values person–organization fit, which in turn affects salesperson performance. Based on these findings, both theoretical and managerial implications are provided, as well as directions for future research.     

Altars for the Morrigan: the legitimizing agency of a goddess in the networked flow of authority of a YouTube sub-culture

ABSTRACT

The Pagan YouTube e-community is an informal, amorphous collectivity within which small sub-cultures evolve around more specific common practices, such as worship of a deity. One such sub-culture is that of altar-creation for the Irish goddess the Morrigan and the mediation of these altars through the recording and uploading of videos on YouTube. A clear culture and consistent aesthetic can be observed in the analysis of the altars mediated in this sub-culture. This article examines the operating authorities that can be traced across its development. Evidence for the networked nature of the group’s social formation—along with the aesthetically conservative nature of the culture evident therein—suggests that the authority structure of the e-community is networked and thus ‘horizontal’: a co-creation of the individuals within the collective. However, the formative influence of a prominent individual demonstrates a ‘vertical’ influence. This article thus argues that an axial horizontal–vertical theoretical model of authority most accurately describes the dynamics of this e-community. Ultimately, it is the implied authority of the Morrigan herself that mediates the flows of authority. It is due to the devotees’ understanding of the Morrigan as the legitimating force that the vertical influences are denied or deflected through a discourse of individualism.     

Zorba The Buddha: Capitalism,Charisma and the Cult of Bhagwan Shree Rajneesh

This essay suggests a new way of understanding the notorious Indian guru, Bhagwan Shree Rajneesh, by examining the intimate relationship between his religious teachings and his business practices. Rajneesh's ideal was in fact that of ‘Zorba the Buddha’, the perfect synthesis of the spiritual and material, the religious and capitalist impulses. After analysing and criticizing the classical Weberian concept of ‘charisma’, this paper argues that charismatic authority is by no means incompatible with bureaucratic organization or rational business practices. On the contrary, not only can charismatic authority be combined with a complex bureaucratic organization, but it can also be transformed into a kind of ‘commodity’ which is bought and sold on the consumer market. Rather than a ‘routinization of charisma’ what we find in the Rajneesh movement is a kind of ‘commodification’ and ‘commercialization’ of charisma. Bhagwan offered (and sold) his followers the promise of the same charismatic authority and divine freedom which he himself enjoyed (though, in practice, this authority could never actually be attained by any of his followers). Moreover, charismatic authority became the basis for a new kind of bureaucratic organization in Rajneesh's world-wide network of commercial enterprises—an organization characterized by a high degree of fluidity and flexibility, able to adapt itself rapidly to meet the changing demands of its consumer market.     

Gendered Constructions of Power During Discourse About Sexual Harassment: Negotiating Competing Meanings

A qualitative study using same-sex and mixed-sex focus groups and stimulated recall interviews was designed to identify and explore gendered constructions of power during discourse about sexual harassment. It was discovered that the men tended to construct power as hierarchically held by individuals with formal authority. Consequently, they tended to view sexual harassers as managers and supervisors. Women tended to view power as a negotiated process in which power was gained and lost through interactions. Consequently, the women tended to perceive all members of an organization as possible harassers. When these men and women were given an opportunity to discuss these issues during mixed gendered interactions, they failed to recognize the gendered constructions of power. Implications are discussed.     

Informal Hierarchy and Team Creativity: The Moderating Role of Empowering Leadership

Although there is growing evidence that strong informal influence hierarchies can enhance teams' core task performance, recent theorising suggests that such informal hierarchies may, at the same time, stifle team creativity. The current study draws from the Motivated Information Processing in Groups (MIP-G) model to empirically examine this latter notion. Moreover, we build on functional leadership theories to propose that the link between informal hierarchy strength and team creativity hinges on a formal team leader's empowering leadership. Using a sample of 56 organisational work teams comprising 304 individuals from a wide range of industries, we found that stronger informal influence hierarchies related negatively with team creativity when the formal leader exhibited little empowering behaviour. When the formal leader acted in more empowering ways, by contrast, this negative relationship was dampened. These findings provide new knowledge on the role of informal influence hierarchies for team creativity and advance our understanding of how informal hierarchical relations and formal leadership processes can jointly shape important team outcomes.     

Adaptive and maladaptive narcissism among university faculty, clergy, politicians, and librarians

Some adaptive narcissistic characteristics may be prevalent in individuals in occupa-tions that involve leadership or authority, provide social attention and prestige, or require a confident social presentation. The present study investigated the expectation that narcissistic characteristics would be more prevalent in higher status occupations involving frequent opportunities for attention and admiration from others. Of four occupations sampled, politicians scored highest in total narcissism, as well as in leadership and authority; university faculty and librarians did not score particularly high or low on any narcissism indices; and clergy were lowest in exploitativeness and entitlement, which represent the more maladaptive aspects of narcissism. The results were discussed with respect to Holland's (1985) classification of vocational personali-ties.     

Comparing Personality Characteristics,Values, and Goals as Antecedents of Organizational Attractiveness

Person–organization (P–O) fit was examined as an antecedent of individuals’ attraction to organizations by operationalizing P–O fit as the similarity between individuals and organizations on three points of comparison: personality dimensions, values, and goals. It was hypothesized that compared to P–O fit on values and on goals, P–O fit on personality dimensions would be related more strongly to organizational attractiveness. It was also hypothesized that relative to P–O fit on goals, P–O fit on values would be related more strongly to organizational attractiveness. The results indicated that each of the points of comparison had a unique effect on organizational attractiveness and that individuals were more attracted to organizations that were similar to them than to organizations that were dissimilar to them.     

Work design as an approach to person-environment fit

Job characteristics theory may be conceptualized as a model of person-environment fit which focuses on matching the characteristics of jobs to the abilities and needs of jobholders. In this paper, we explore the potential costs and benefits of person-job congruence, and use recent developments in the person-environment fit literature to suggest ways in which characteristics of jobs and characteristics of individuals may influence one another. Implications for future research in the work design area are discussed.     

Web-based recruitment in the Millennial generation: Work–life balance,website usability,and organizational attraction

In this digital era, traditional recruitment efforts have increasingly been supplemented with or replaced by recruiting applicants on the Web. Concurrently, organizations are increasingly adapting to younger individuals from the Millennial generation as they enter the workforce. We combine these salient issues to examine Web-based recruitment of the Millennial generation by assessing predictors of organizational attraction. Using a sample of Millennials (N = 493), we found that perceptions of both work–life balance and website usability incrementally predicted attraction, when controlling for perceptions of other organization characteristics. In addition, person–organization fit mediated these relationships. These findings speak to the importance of examining how aspects of Web-based recruitment influence Millennial applicants.     

Another Test of Gender Differences in Assignments to Precarious Leadership Positions: Examining the Moderating Role of Ambivalent Sexism

Women face significant hurdles in the attainment of leadership positions. When they do attain them such positions tend to be riskier than those attained by men, a form of bias called glass cliff. This study investigates ambivalent sexism as an individual difference that influences the occurrence of glass cliff. Little research examines individual differences contributing to glass cliff. It is proposed that individuals with high hostile and benevolent sexism are more likely to perceive women to be suitable for leadership of a poorly‐performing organization and men to be suitable for leadership of a well‐performing organization. The sample of our experimental study consisted of 378 students who rated either a female or a male candidate under a poor or good performance condition. We tested our hypotheses using a moderated regression analysis. Both components of sexism impacted how individuals evaluated male and female leaders under different organizational performance conditions. Hostile sexism was the dimension that led to glass cliff. Benevolent sexism had an unexpected effect on leadership choice. The differences between the two types of sexism and the different role each type plays in preference for masculine and feminine leadership are discussed. Leader gender and perceiver's sexist attitudes influence evaluations for leadership positions.     

Authority Defied: Need for Cognitive Closure Influences Regulatory Control When Resisting Authority

The present studies examined whether differences in need for cognitive closure (NCC) were related to differences in regulatory control when confronted with authority. In two studies, levels of regulatory control were measured when participants resisted (Study 1; N = 46) or prepared to resist the influence attempt of an authority figure (Study 2; N = 50). Results showed that resisting the influence attempt from a high‐authority figure was more depleting for participants higher in NCC compared to individuals lower in NCC. However, when they were given instructions and time to prepare the act of resistance, individuals high in NCC actually showed an increase in regulatory control. Authority is usually viewed as a general principle of influence; however, the present studies suggest that there are individual differences that influence how people may experience interactions with authorities.     

Forgotten but not gone: An examination of fit between leader consideration and initiating structure needed and received

We examined the effects of fit between leader consideration and initiating structure needed and received on employees' work-related attitudes (i.e., trust in the supervisor, job satisfaction, and affective commitment to the organization). Consistent with predictions that derive from the person-environment fit research tradition, results from Study 1 suggested that deficient amounts of both leadership behaviors were associated with unfavorable attitudinal outcomes. However, while excess levels of consideration were associated with favorable attitudinal outcomes, excess levels of initiating structure were associated with unfavorable attitudes, and for both forms of leadership, higher levels of absolute fit were associated with more favorable outcomes. Results from Study 2 suggested that attitudes generated by the fit between leadership needed and received influence employees' organizational citizenship behavior as reported by their supervisors. The relationship between consideration needed and received and subordinates' organizational citizenship behavior relating to individuals (OCBI) and organizational citizenship behavior relating to the organization itself (OCBO) was partially mediated by employees' trust in the supervisor, while the relationship between initiating structure needed and received and OCBI was fully mediated by trust in the supervisor, and for OCBO was partially mediated. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

抑制性建言：影响因素与实施效果

抑制性建言(Prohibitive Voice)是近年来建言行为领域的一个新兴话题,其强调的是对防危问题的关注而不是工作创新改进,是组织健康的一种重要保障。研究者主要从抑制性建言的概念、测量及实证研究等方面,对国内外研究进行系统性的评述及梳理。未来研究应注意从个体情境互动视角探究抑制性建言的诱因、双刃剑效应视角识别抑制性建言的实施效果和对抑制性建言的中国本土化权变作用等方面继续努力完善。     

抑制性建言：影响因素与实施效果

抑制性建言(Prohibitive Voice)是近年来建言行为领域的一个新兴话题,其强调的是对防危问题的关注而不是工作创新改进,是组织健康的一种重要保障。研究者主要从抑制性建言的概念、测量及实证研究等方面,对国内外研究进行系统性的评述及梳理。未来研究应注意从个体情境互动视角探究抑制性建言的诱因、双刃剑效应视角识别抑制性建言的实施效果和对抑制性建言的中国本土化权变作用等方面继续努力完善。     

Engineering interaction: Structural change,locus of identification,and the formation and maintenance of cross-unit ties

Cross-unit ties–relationships that facilitate discretionary information sharing between individuals from different business units–offer a range of organizational benefits. Scholars argue that organizations can promote cross-unit ties by: (a) formally bringing together individuals from different business units into structural links (e.g., cross-unit strategic committees) to encourage the formation of new cross unit ties and, (b) transferring individuals across units, which can increase cross-unit interaction when ties to the prior unit are maintained. This study considers the notion that the success of these formal interventions in fostering cross-unit interaction is contingent on identification with the local unit relative to identification with the broader organization. Specifically, we propose that structural links are more likely to foster cross-unit ties when organizational identification is high and unit identification is low. In contrast, lateral transfers are more likely to result in cross-unit ties when both organizational identification and unit identification are high. We find general support for these propositions in data obtained from a sample of senior leaders of a Fortune 200 agribusiness company before and after a restructuring designed to stimulate cross-unit information sharing. Our model and results make important contributions to our understanding of the relationship between formal and informal structure and reconcile conflicting views regarding the moderating effect of unit identification on intergroup relations.     

Measuring epistemic authority: studies of politicians and professors

Two studies assessed the perception of epistemic authority (denoting a source of information which has a determinative influence on the acquisition of knowledge) by means of a scale (Epistemic Authority Scale) which was constructed for this purpose. The first study showed that individuals perceive political leaders with similar political orientations as greater epistemic authorities than political leaders with different political orientations. In addition, the study investigated the reasons used by the subjects to explain reliance or lack of reliance on political leaders. In general, the responses showed that leaders' expressed opinions and characteristics were important determinants in epistemic authority selection. The second study found that students of statistics departments have a greater tendency to perceive their professors as epistemic authorities in their disciplinary knowledge than students of psychology departments, while the latter are more likely than the former to perceive their professors as epistemic authorities in general knowledge domains. Analysis of the Reason scores for reliance on the professors in the two departments reveals that expertness received the highest ratings.     

匹配对创造性的影响: 集体主义的调节作用

以305名大学生为研究对象, 检验创造性氛围的供给-期望匹配、个人创造性能力的要求-能力匹配与个人创造性的关系, 考察集体主义价值观对这种关系的影响。结果显示供给-期望匹配中实际创造性氛围、要求-能力匹配中的实际创造性能力对个人创造性有显著作用。对于高集体主义价值观的个人, 环境因素(实际创造性氛围和要求创造性能力)对他们创造性影响作用更为显著, 展现出集体主义价值观对创造性的间接积极作用。     

The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

Are facilitated mentoring programs beneficial? A randomized experimental field study

Results from a pretest–posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees’ performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment, person-organization fit and performance by participants in both mentoring programs with larger gains made by the high-level-facilitated group. These results suggest that a formal mentoring program can have positive effects on employee’s work-related attitudes, cognition and behavior with significantly greater gains made by formal mentoring programs with higher levels of facilitation.     

Explaining the procedural justice–perceived legitimacy relationship: Relying on relational concern or instrumental concern?

People can extract relational information (i.e., relational concern) as well as instrumental information (i.e., instrumental concern) from decision‐making procedures. Thus, both instrumental and relational concerns are assumed to influence the procedural justice–perceived legitimacy relationship. Drawing from social exchange theory, the different kinds of concerns may lead to form different exchange relationships (social exchange relationship vs. economic relationship), which can be indicated by two forms of trust (affect‐based trust vs. cognition‐based trust). We built a model of trust mediation in which procedural justice predicted affect‐based and cognition‐based trust. Further, we also tested the hypothesis that high (compared with low) group identification individuals are more likely to rely on relational concern to construct procedural justice and judge legitimacy of authority, because they use procedural fairness information to infer the quality of their relationships with the authority. The results of an experiment (Study 1) demonstrated that both affect‐based trust and cognition‐based trust mediated the procedural justice–perceived legitimacy relationship. Moreover, a field study (Study 2) showed that affect‐based trust mediated the relationship between procedural justice and perceived legitimacy primarily among individuals with high group identification whereas cognition‐based trust mediated this relationship primarily among those with low group identification.