Innovation across cultures: Connecting leadership,identification, and creative behavior in organizations

Innovation is considered essential for today's organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers' innovative work behavior (FIB). Yet, despite a large amount of research, three areas remain understudied: (a) The relative importance of different forms of leadership for FIB; (b) the mechanisms through which leadership impacts FIB; and (c) the degree to which relationships between leadership and FIB are generalizable across cultures. To address these lacunae, we propose an integrated model connecting four types of positive leadership behaviors, two types of identification (as mediating variables), and FIB. We tested our model in a global data set comprising responses of N = 7,225 participants from 23 countries, grouped into nine cultural clusters. Our results indicate that perceived LMX quality was the strongest relative predictor of FIB. Furthermore, the relationships between both perceived LMX quality and identity leadership with FIB were mediated by social identification. The indirect effect of LMX on FIB via social identification was stable across clusters, whereas the indirect effects of the other forms of leadership on FIB via social identification were stronger in countries high versus low on collectivism. Power distance did not influence the relations.     

Disagreeing about who we are

ABSTRACT

One argument that has been suggested for conventionalism about personal identity is that it captures that certain disagreements about personal identity seem irresolvable, without being committed to the view that these disagreements are merely verbal. In this paper, I will take the considerations about disagreement used to motivate conventionalism seriously. However, I will use them to motivate a very different, novel, and as yet unexplored view about personal identity. This is the view that personal identity is a non-representational concept, the nature of which isn’t to be accounted for in terms of what entity it represents, but its non-representational role. I highlight that we find structurally very similar concerns about disagreement in another philosophical debate, namely in meta-ethics. But, in meta-ethics, such sorts of considerations are, traditionally, thought to support one distinctive view: meta-ethical expressivism, a non-representational view about normative thought and discourse. This suggests that we should take a similar view seriously for personal identity. I also develop what such an unfamiliar view might look like, using expressivism as a template. On this view, judgements about personal identity are plans that regulate who to hold accountable.     

Conversion and the Family: Chinese Hare Krishnas

The multi-cultural and multi-religious context of the globalised world often results in unlikely interactions between the triad of people, cultures, and religion. The result may be that people embrace divergent systems of beliefs. This article explores the dynamics of such interaction within the private domain of the family, when ethnic Chinese adopt an alien faith, that of the Hare Krishna. Four typologies of interactions between convert and family members are proposed, ranging from the most volatile to the most harmonious. These are categorised as contentious, neutral, accommodative, and supportive. The combinations of factors that lead to each type of interaction, such as family–convert relationship, religious identity of family member, residence of the convert, family members’ perception of the Hare Krishna, and the extent of external practices adopted by the converts, are discussed. In particular, qualitative comparative analysis is applied to investigate how these variables combine to lead to each typology.     

How and When Do Core Self-Evaluations Predict Career Satisfaction? The Roles of Positive Goal Emotions and Occupational Embeddedness

We draw on theories of self-verification and situational strength to examine how and when core self-evaluations (CSE) predict career satisfaction. We tested our hypotheses using a time-lagged study with 139 alumni of two business schools across three measurement waves. Results showed that compared to individuals with lower CSE those with higher CSE were more satisfied with their careers because they associated more positive emotions with pursuing their career goals. However, a high degree of occupational embeddedness attenuated the indirect effect of the CSE–career satisfaction relationship through positive goal emotions and compensated for low levels of positive goal emotions. We discuss theoretical and practical implications.     

Interrogative Belief Revision Based on Epistemic Strategies

I develop a dynamic logic for reasoning about ??interrogative belief revision??, a new branch of belief revision theory that has been developed in a small number of papers, beginning with E. J. Olsson and D. Westlund??s paper ??On the role of the research agenda in epistemic change?? [12]. In interrogative belief revision, epistemic states are taken to include a research agenda, consisting of questions the agent seeks to answer. I present a logic for revision of such epistemic states based on the notion of an epistemic strategy, a stable plan of action that determines changes in the agent??s research agenda. This idea is a further development of an idea put forward in [6], that changes in the research agenda of an agent should be determined by stable, ??long term?? research interests. I provide complete axioms and a decidability result for the logic.     

Great apes infer others’ goals based on context

In previous studies claiming to demonstrate that great apes understand the goals of others, the apes could potentially have been using subtle behavioral cues present during the test to succeed. In the current studies, we ruled out the use of such cues by making the behavior of the experimenter identical in the test phase of both the experimental and control conditions; the only difference was the preceding “context.” In the first study, apes interpreted a human’s ambiguous action as having the underlying goal of opening a box, or not, based on that human’s previous actions with similar boxes. In the second study, chimpanzees learned that when a human stood up she was going to go get food for them, but when a novel, unexpected event happened, they changed their expectation—presumably based on their understanding that this new event led the human to change her goal. These studies suggest that great apes do not need concurrent behavioral cues to infer others’ goals, but can do so from a variety of different types of cues—even cues displaced in time.     

Resource-Building Processes Across Life Domains: Father-Child Interactions as Starting Points for Resource Caravans

Journal of Happiness Studies - In two studies, we examined preconditions of resource-building processes between family and work. Focusing on positive father-child interactions, we investigated...