What Does Leaders' Character Add to Transformational Leadership?

The influence of leaders' character (e.g., integrity, humility/forgiveness) has rarely been examined in leadership research. The current investigation focused on the impact of integrity and humility/forgiveness on both followers' perceptions of leaders' worthiness of being followed (WBF) and stress. Results from a scenario experiment (n = 347) and a field study (n = 110) indicated that these aspects incrementally predict WBF above and beyond the impact of transformational leadership. Similar results were found concerning followers' stress with the exception of leader integrity in the field study. According to relative importance analyses, integrity and transformational leadership predict WBF equally well. The results have conceivable implications for human resources (personnel selection and development). Future research should examine additional outcome variables that are affected by certain leader characteristics as well as potential negative effects of the examined character aspects.     

The empowering effect of punishment on forgiveness

We examined the process by which punishment enables forgiveness, testing the proposition that punishment restores a sense of justice to victims, an experience that is empowering. In Study 1 (N = 69), university students received insulting feedback and were given the opportunity (or not) to sanction the offender. In Study 2 (N = 91), participants imagined having the opportunity (or not) to recommend punishment for a person who had vandalized their house. A two‐step mediation model (punishment justice restoration empowerment forgiveness) was supported in these two studies. In Study 3 (N = 227), punishment options were expanded to test the role of victim voice in the context of third‐party and personal retributive and restorative justice responses to workplace bullying, as well as taking into account revenge as an alternative to justice restoration. When victims had voice, empowerment again played a central indirect role in relations between punishment and forgiveness.     

Do sales and service compete? The impact of multiple psychological climates on frontline employee performance

This research examines how employees’ climate perceptions – or psychological climate – influence their performance of climate-related outcomes. We focus on two specific climates arguably most relevant to boundary-spanning organizations: service and sales climates. Building from the resource-allocation framework, the authors examine the way employees reconcile these multiple psychological climates. Polynomial regression and response surface modeling are used to test for the influence of these distinct climates on employee outcomes using a sample of 252 marketing employees and their 68 immediate supervisors. Specifically, the authors examine relationships between service and sales climates and the employee performance outcomes of customer satisfaction, helping behavior, effort, and sales performance. Results provide insight into the benefits and pitfalls of sales and service climates co-existing. Specifically we find that while sales effort is highest in climates that heavily favor sales, sales performance may exist in both sales-favored and service-favored climates (yet not in the presence of both). From a customer satisfaction perspective we find no significant impact of increasing sales climate in the presence of high service perceptions. These findings – both significant and non-significant – provide implications for future research in the realm of service-sales ambidexterity and interface as well as insight and direction for frontline managers.     

Changing the Academic Integrity Climate on Campus Using a Technology-Based Intervention

This article focuses on the use of a technology-based intervention to change academic integrity (AI) knowledge and attitudes. Using a sample of more than 5,000 freshman students drawn from two major midwestern universities in the United States over a 3-year period, an online intervention was used to determine whether AI knowledge and attitudes could be changed. Based the results of this study, AI knowledge and attitudes can be improved using an online intervention. These results contribute to a better understanding of the AI climate on campus and suggest that technology-based interventions can be used to enhance knowledge and change attitudes toward AI on campus.     

The impact of sleep quality,fatigue and safety climate on the perceptions of accident risk among seafarers

IntroductionSeafaring is an extremely demanding profession that takes place in one of the most dangerous work environments possible. The unpredictable and demanding working conditions foster a high potential for risks and accidents.ObjectivesTo examine how sleep quality, fatigue and safety climate combine to influence perceptions of risk among seafarers.MethodParticipants were 151 seafarers working in the deck or machine departments on board 11 ships belonging to a Norwegian company. Questionnaires were administered at two different time points, approximately one week apart.ResultsPerceptions of risk of personal injuries and ship accidents increase when seafarers are fatigued. We also found that fatigue is related to poor sleep quality and that safety climate predicted both sleep quality and fatigue one week later.ConclusionsThe findings point to the importance for maritime organizations to be cognizant of the causes and consequences of fatigue among their employees, and that that policies and prioritizations are being perceived and interpreted by seafarers and may influence their sleep quality and vigilance when working at sea.     

高绩效工作系统对员工心理契约破裂的影响:一个跨层的被调节中介

对北京、上海、山东、辽宁等地39家企业的52名人力资源经理和253名员工进行配对问卷调查,用跨层次分析方法,考察了高绩效工作系统(HPWS)对员工心理契约破裂的影响及其作用机制。研究发现:组织实施的HPWS(O-HPWS)与员工心理契约破裂显著负相关,员工体验的HPWS(E-HPWS)在这一过程中起完全中介作用;互动公平氛围调节了O-HPWS与E-HPWS的关系,且进一步调节了上述中介作用。     

Teacher expectations, classroom context, and the achievement gap

In two independent datasets with 1872 elementary-aged children in 83 classrooms, Studies 1 and 2 examined the role of classroom context in moderating the relationship between child ethnicity and teacher expectations. For Study 1 overall and Study 2 mixed-grade classrooms, in ethnically diverse classrooms where students reported high levels of differential teacher treatment (PDT) towards high and low achieving students, teacher expectations of European American and Asian American students were between .75 and 1.00 standard deviations higher than teacher expectations of African American and Latino students with similar records of achievement. In highly diverse low-PDT classrooms in Study 1 and highly diverse low-PDT mixed-grade classrooms in Study 2, teachers held similar expectations for all students with similar records of achievement. Study 3 estimated the contribution of teacher expectations to the year-end ethnic achievement gap in high- and low-bias classrooms. In high-bias classrooms, teacher expectancy effects accounted for an average of .29 and up to .38 standard deviations of the year-end ethnic achievement gap.     

The who and when of internal gender discrimination claims: An interactional model

Although gender discrimination has been illegal in organizations since the passage of the Civil Right Act of 1964, individuals remain hesitant to claim internally by making members of their employing organization aware of gender discrimination. Yet surprisingly little research has examined the individual difference and contextual antecedents to internal discrimination claims. We advance an interactional model and hypothesize that gender identity (GI) and climate for diversity (CFD) will interact to predict internal claims of gender discrimination. Consistent with theory, laboratory and field studies demonstrate that strong GI individuals are more likely to make internal claims in organizations that value inclusion (i.e., positive CFD) than in organizations where discrimination is pervasive (i.e., negative CFD). In contrast to strong GI individuals, however, weak GI individuals are more likely to claim in a negative CFD than in a positive CFD. Implications for both individuals and organizations are discussed.     

领导-团队投入匹配对团队绩效的影响：团队满意度氛围的作用

基于领导-团队匹配的视角,研究以133名领导和645名成员的团队配对数据,采用二次多项式回归与响应面分析对领导工作投入与团队投入氛围的一致性匹配和不一致性匹配,以及团队满意度氛围如何影响团队绩效进行了探讨。结果发现：领导工作投入与团队投入氛围一致与不一致相比,团队绩效较好;并且一致性匹配具有加强效应,即当领导工作投入与团队投入氛围一致时,团队绩效随着双方投入的增加而提高;同时,团队满意度氛围在领导-团队投入的一致性匹配与团队绩效的线性关系中起到部分中介作用。     

多水平研究中的概念转换模式--以气氛研究为例

在组织环境中开展多水平研究会涉及到对处于组织中不同水平七的概念、变量或过程进行界定的问题。在已有概念基础上提出新的概念必须保证其有效性。本文以气氛研究为例介绍了与此问题相应的五种模式。