When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy

Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior (personal initiative in Study 1 and prosocial proactive behavior in Study 2). As expected, a 3-way interaction qualifies these main effects: In situations of high autonomy, transformational leadership relates positively to proactive behavior for individuals high (but not low) on self-efficacy. Vice versa, in situations low on job autonomy, transformational leadership relates positively to proactive behavior for individuals low (but not high) on self-efficacy. This pattern is found both for self-ratings and peer-ratings of employees' proactive behavior in Study 1 and for supervisor ratings of such behavior in Study 2.     

Servant leadership and employee outcomes: the moderating role of subordinates’ motives

Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice.     

Linking ethical leadership to employee performance: The roles of leader–member exchange,self-efficacy,and organizational identification

This research investigated the link between ethical leadership and performance using data from the People’s Republic of China. Consistent with social exchange, social learning, and social identity theories, we examined leader–member exchange (LMX), self-efficacy, and organizational identification as mediators of the ethical leadership to performance relationship. Results from 72 supervisors and 201 immediate direct reports revealed that ethical leadership was positively and significantly related to employee performance as rated by their immediate supervisors and that this relationship was fully mediated by LMX, self-efficacy, and organizational identification, controlling for procedural fairness. We discuss implications of our findings for theory and practice.     

When and why is helping others good for well‐being? The role of belief in reciprocity and conformity to society's expectations

This research investigates the relation between informal help and subjective well‐being and its underlying mechanisms using a cross‐national perspective. We focus on two potential mechanisms derived from the self‐determination theory and conformity to the social norms literature. From the standpoint of self‐determination theory, helping others is good for well‐being if it is intrinsically motivated, rather than driven by the expectation of reciprocity. On the other hand, from the perspective of the conformity literature, helping others is associated with a higher well‐being when it is linked to the benefits of social conformity, such as social approval. We tested these hypotheses using the data from a total of 23 countries. The results provided support for both mechanisms. First, we found that the lower individuals' beliefs in reciprocity are, the stronger is the positive effect of self‐reported helping behavior on their well‐being. Second, helping behavior was more strongly related to life satisfaction in countries where providing help represents a strong social norm (measured with two different cultural indicators). We conclude that both individual‐ and culture‐level mechanisms account for the relation between prosocial behavior and well‐being. Copyright © 2015 John Wiley & Sons, Ltd.     

The contribution of role satisfaction,meaning in life and work–home conflict to explaining well-being among working grandparents

Background and objectives: The study aimed to examine the relationship of satisfaction with occupied roles as well as the sense of meaning in life and experience of work–home conflict to well-being among working grandparents in Israel.

Design and methods: The research sample consisted of 316 employed grandparents aged 50–80 (153 grandfathers and 163 grandmothers), who were employed in various types of organizations. Data were collected using structured questionnaires. Structural equation modeling was used for data analysis.

Results: The research findings indicate that the sense of meaning in life mediated the relationship between role satisfaction and the two types of work–home conflict. A significant relationship was found between “work interferes with family” conflict and negative affect. Higher personal resources were associated with higher meaning in life. Gender was not related to the experience of work–home conflict or to any of the outcome variables.

Conclusions: The centrality of meaning in life in the model that explains the experience of work–home conflict and its outcomes among working grandparents, derives from its mediating role in the relationship between the experience of role satisfaction and both types of role conflict, as well as from its direct impact on positive and negative affect.     

Psychotherapists’ psychological well-being: The role of epistemic orientation and emotion regulation

Psychotherapists’ mental health has been traditionally associated with the harmful consequences of clinical practice. In contrast to this dominant model, a growing body of research in positive psychology has sparked an interest in therapists’ positive well-being. The main objective of this study was to examine the relations between therapists’ epistemic orientation modes, emotion regulation strategies and psychological well-being (PWB). This was a cross-sectional study in which participants were 674 therapists (78.5% women), with a mean age of 42.02 years (SD = 13.06). Therapists completed an online questionnaire containing self-report measures of all study variables. Structural equation modelling using latent variables was performed to test the study hypotheses. Results revealed no significant direct effects of epistemic orientation on PWB. Up- and downregulation strategies had the most substantial direct effects on total PWB. Furthermore, emotion regulation mediated the association between therapists’ epistemic orientation modes and PWB, accounting for 57% of the variance in the outcome variable. Implications for training, practice and therapist self-care are discussed.     

The role of individual and parental expectations in student-athletes’ career adaptability profiles

ObjectivesTo support holistic development, adolescent student-athletes are encouraged to integrate sport with education/academics (i.e., dual careers). Career adaptability, as a psychological resource, may help youth athletes cope with transitions and successfully manage their careers. Individuals with a plan and higher expectations for the future demonstrate higher career adaptability and are better prepared for the future. In the present study, we examined what kinds of distinct career adaptability profiles could be identified among youth athletes in Finland at the transition stage to a sports high school (i.e., specialized school for athletes). Moreover, we investigated whether youth athletes’ success expectations about school and sport, and corresponding parental expectations, predicted the probability of student-athletes demonstrating a certain career adaptability profile. Next, we examined how gender was represented in the different profiles. Design and methods: The present study is part of the Longitudinal Finnish Dual Career study. A total of 391 student-athletes (51% females) from six sports high schools in Finland, and 448 parents (42% fathers) participated in the study. The student-athletes answered questionnaires on career adaptability (Career Adapt-Abilities Scale – Dual Career Form) and success expectations at the beginning and then again at the end of the first year of sports high school. At the beginning of sports high school, parents responded to a questionnaire about their expectations of success for their children in both academics and in sport. The data were analyzed using structural equation modeling and latent profile analysis. Results: Five distinct adaptability profiles across time were identified: stable, very low adaptability, stable low adaptability, stable moderate adaptability, stable high adaptability, and increased adaptability. Student-athletes’ high success expectations in academics and sport, and mothers’ high success expectations in academics, increased the probability of student-athletes showing higher adaptability profiles. Conclusions: The student-athletes’ high level of expectations for both sport and academics are associated with career adaptability, and mothers’ high expectations of student-athletes’ academic success relate to higher career adaptability profiles among student-athletes and can thus be considered an important factor in supporting their dual careers.     

Is employee narcissism always toxic? – The role of narcissistic admiration,rivalry and leaders’ implicit followership theories for employee voice

Organizational researchers are increasingly interested in investigating the influence of narcissism on the workplace. Drawing on self-determination theory and recent research that distinguishes two dimensions of narcissism and their different underlying motivational dynamics, we hypothesized that employee empowerment and, in turn, voice are differentially influenced by the two narcissism facets admiration and rivalry. In particular, we expected that employees’ narcissistic admiration is positively related to voice via empowerment, whereas rivalry is negatively related to voice via empowerment. Moreover, we investigated leaders’ implicit followership theories (IFTs) as moderator of the relationships between narcissistic rivalry and narcissistic admiration with empowerment. We argue that a leader’s positive IFTs buffer the negative effect of narcissistic rivalry and foster the positive effect of narcissistic admiration on empowerment, and in turn voice (i.e., first-stage moderated mediations). We found support for most of our predictions in a multi-wave field study using data from 268 leader–employee dyads. Theoretical and practical implications are explored.     

When and How Does LMX Differentiation Influence Followers’ Work Outcomes? The Interactive Roles of One's own LMX Status and Organizational Context

The fundamental premise of the leader–member exchange (LMX) theory is that leaders’ relationships with their followers vary in quality. Although LMX differentiation (i.e., within‐group variation in the quality of LMX) is generally considered a sound leadership practice, its effects on group members’ work outcomes remain poorly understood. Drawing on LMX and upper echelons theories, this study suggests that employees’ reactions to LMX differentiation depend on the personal LMX status of employees and the characteristics of the organizational context. Analyses of multilevel data collected from 502 employees organized into 135 work groups in 34 firms show that the impact of LMX differentiation on work outcomes is more positive (or less negative) for employees with lower rather than higher LMX. The findings highlight the importance of organizational boundary conditions for these interactions: The negative moderation by one's own LMX status is stronger when top managers decentralize responsibilities to lower hierarchical levels and weaker when top managers impose a shared vision to guide the organization.     

When is your partner willing to help you? The role of daily goal conflict and perceived gratitude

Motivation to provide help might vary from day-to-day. Previous research showed that autonomously motivated help (i.e., helping because you enjoy/value this behavior), compared with controlled motivated help (i.e., helping because you feel you should do so), has beneficial effects for both the help provider and recipient. In a sample of chronic pain patients and partners (N?=?64 dyads), this diary study examined whether (1) same- and prior day perceived gratitude (i.e., received appreciation for providing support) in partners and (2) same- and prior day goal conflicts in partners (i.e., amount of interference between helping one’s partner in pain and other goals) predicted partners’ helping motivation. Partners provided more autonomously motivated help on days that they perceived more gratitude from their partner and when they experienced less goal conflicts. Lagged analyses indicated that perceived gratitude (but not goal conflict) even predicted an increase in autonomous helping motivation the next day. Implications are discussed in the context of Self-Determination Theory.     

Self-kindness when facing stress: The role of self-compassion,goal regulation,and support in college students’ well-being

This project brought together the constructs of goal and emotion regulation as a way of understanding college students’ well-being, building on previous work that identified the ability to disengage in goal pursuit and to redirect energy toward alternative goals as an important contributor to well-being. In Study 1, we assessed the amount of variance in well-being accounted for by measures of goal management, adding to the regression measures of student stress and self-compassion, the latter defined as a healthy form of self-acceptance and characterized as a tendency to treat oneself kindly in the face of perceived inadequacy. In Study 2, the stress scale was replaced by measures of perceived need and availability of support. Across studies, although factors such as goal management, stress, and need for and availability of support were important predictors of well-being, self-compassion accounted for a significant amount of additional variance in well-being.     

The role of leadership perception as a mediator between managers’ self-monitoring and subordinate attitudes

Although the role of social cognition in leadership perception has been emphasized frequently in recent years, research using this approach in an organizational context is rare. This study investigated subordinates’ perceptions of their managers as leaders (that is, to what extent they perceive their manager as a leader) as a potential mediating factor explaining the relationship between managers’ self-monitoring and their subordinates’ attitudes toward their organizations. The study was carried out with middle-level managers (N = 64) and their subordinates (N = 210) from various business organizations in Turkey. Results indicate that subordinates’ leadership perceptions of their managers mediate the relationship between managers’ self-monitoring and their subordinates’ affective and normative organizational commitment. These results provide insight into some of the antecedents and outcomes of leadership perception.     

The impact of telework on emotional experience: When,and for whom,does telework improve daily affective well-being?

Teleworking has become increasingly popular in organizations around the world. Despite this trend towards working outside of the traditional office setting, research has not yet examined how people feel (i.e., their affective experiences) on days when working at home versus in the office. Using a sample of 102 employees from a large US government agency, we employed a within-person design to test hypotheses about the relationship between teleworking and affective well-being. We also examined four individual differences (openness to experience, rumination, sensation seeking, and social connectedness outside of work) as cross-level moderators. Results show that employees experience more job-related positive affective well-being (PAWB) and less job-related negative affective well-being (NAWB) on days when they were teleworking compared to days they were working in the office. Findings show that several of the individual differences moderated the relationships. Discussion focuses on the need to consider the affective consequences of telework and the characteristics that determine who will benefit more or less from working at home.     

Worn out relationship? The role of expectations in judgments of relational boredom

This study examined the role of growth and security expectations in shaping people's judgments of relational boredom and conflict (for discriminant validity). In Studies 1 and 2, the type of expectation gaps (growth vs. security) in hypothetical relationships (as well as the occurrence of a gap in Study 2) was manipulated, and people's judgments of relational boredom and conflict were assessed; Study 3 assessed these associations in people's own relationships. Across all studies, people were more likely to diagnose boredom in other people's relationships (Studies 1 and 2) and their own relationship (Study 3) if the expectation gap for growth (vs. security) was greater. People reported more conflict in their own relationship if the expectation gap for security (vs. growth) was greater.     

Personality roots of well-being,religiosity, and its handmaiden—virtue

Intensive and comprehensive personality studies of healthily developing men and women reveal that well-being's component physical and mental health and happiness are highly intercorrelated. Health and happiness are reliably related to success and fulfillment in an adult's various roles. However, traditional measures of religiosity are related neither to well-being nor to measures of adults' success and fulfillment in their principal roles. When religion is defined in terms of ethical values, then it powerfully predicts success and well-being. Androgyny, especially stereotypic feminine interpersonal strengths, and psychological maturity are the most powerful predictors of an adult's well-being, success, and virtue.He was formerly Research Consultant to the Academy of Religion and Mental Health.     

When is received social support related to perceived support and well-being? When it is needed

How do perceptions of being supported relate to the amount of social support received? Received and perceived support have generally been found to be only moderately related. Previous research has however focused on the amount of support received regardless of whether it was needed. We hypothesized that a measure of support received when needed would predict perceived support and well-being better than would an unqualified measure of received support. Study 1 found that correlations between received support and perceived support measures were, on average, twice as high when received support was measured as the proportion of times support was received when needed (average r = .54) than when it was measured as the number of times support was received (average r = .28). Similar results were found for correlations between received support and mental health which rose from r = .04 to r = .31 when need for support was considered. Study 2 replicated the strong relationship between support received when needed and both perceived support and mental health. Received support measures should be adapted to take the need for support into consideration in future investigation of these relationships. Social support interventions may only be beneficial if the recipient’s support needs are not already being met.     

Do situational expectations produce situational inferenes? The role of future expectations in directing inferential goals

Little is known about the conditions that lead observers to adopt different inferential goals in the context of their everyday lives. Four studies examined whether future expectations created situational inferential goals. In 2 quasiexperimental studies, students made more situational inferences for targets in their expected future careers. In 2 experiments, situational expectations were manipulated, and participants made more situational inferences when they expected to be in the same situation as the target. This tendency was stronger when observers devoted minimal cognitive effort to their inferences, suggesting that when observers have situational expectations, making situational inferences is less effortful than making dispositional inferences.