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.     

Interactive effects of APOE and CHRNA4 on attention and white matter volume in healthy middle-aged and older adults

In the present study, we investigated age-related changes in interactions between efficiency of neuronal repair mechanisms and efficiency of cholinergic neurotransmission in the context of attentional orienting. In addition, we explored white matter volume changes as possible neuronal underpinnings. A sample of 230 healthy middle-aged (53–64 years) and older (65–75 years) adults was genotyped for polymorphisms of APOE and CHRNA4, a nicotinic receptor subunit gene. Participants were administered a visuospatial attention task involving letter discrimination with location cues of varying validity. Genotype effects on white matter volume were also investigated in a subset of participants who received MRI scans. APOE interacted with CHRNA4, such that APOE-ε4 carriers who were also CHRNA4 TT homozygotes showed disproportionately slowed reaction time (RT) following invalid location cues. The interaction was stronger in the middle-aged participants than in the older participants. There was also a trend for individuals with combined APOE-ε4/CHRNA4 TT genotypes to show both lower white matter volume and slower overall RT on the attention task. The interaction of a neurotransmission gene (CHRNA4) and a susceptibility gene (APOE) suggests that the efficiency of neuronal repair mechanisms may modulate the cholinergic system to influence attentional function.     

Negative Consequences of Felt Violations: The Deeper the Relationship,the Stronger the Reaction

Drawing from past research suggesting that high prior commitment leads to stronger reactions to unfairness in the workplace (Brockner, Tyler, & Cooper‐Schneider, 1992), we predicted that those forming relational as opposed to transactional psychological contracts would exhibit stronger detrimental effects of felt violation on job satisfaction, turnover intentions, and job performance. We also predicted a combined effect of personality and violation on these outcomes. Self‐ and supervisor‐reported data (N= 331 dyads) collected from a variety of organisations supported our predictions. In general, relational contract terms were associated with stronger violation–outcome relationships, and transactional contract terms were associated with weaker relationships. Similarly, four of the Big Five dimensions (extraversion, neuroticism, agreeableness, and openness to experience) moderated the violation–outcome relationships such that it was stronger for higher levels of these traits.     

Ethical Decision Making in Autonomous Vehicles: The AV Ethics Project

Science and Engineering Ethics - The ethics of autonomous vehicles (AV) has received a great amount of attention in recent years, specifically in regard to their decisional policies in accident...     

Subordinate Performance, Leader-Subordinate Compatibility, and Exchange Quality in Leader-Member Dyads: A Field Study

A model examining factors related to quality of exchange in leader-member dyads was developed and tested. Subordinates and supervisors in 223 dyads in a manufacturing setting provided demographic data and completed measures of performance and attitude towards work. Results found organization citizenship behaviors, leader-member attitude similarity, and similarity of education to be related to quality of leader-member exchange.     

Pattern-directed attention in uncertain-frequency detection

The role of early pattern components as cues in uncertain frequency detection was investigated in four probe-signal experiments. Listeners heard two consecutive presentations of one of two 12-tone patterns in a noise background. One presentation of the pattern was complete, whereas the other was missing the 11th (primary) tone. Listeners were required to indicate which presentation was complete. On 20% of the test trials, the 11th component of the complete pattern was replaced with one of four probe tones. The results indicated that listeners were more sensitive to the primary tone than to probe tones, and this selective sensitivity changed on a trial-by-trial basis as a function of the attentional cues provided by early pattern components. The data suggested two cue functions: (1) an “informational” function in providing information regarding which of two primary tones is likely to occur on a given trial, and (2) a “frequency” function that “automatically” directs listening to an appropriate frequency range and narrows or “fine tunes,” the listening band.