Management literature has repeatedly shown that an absence of voice can have serious negative influences on team and organization performance. However, employees often withhold suggestions or advices when they have ideas, concerns, or opinions. The present study proposes leader behavioral integrity as a key antecedent of employee voice, and investigates how and when leader behavioral integrity influences employee voice. Specifically, we argue that leader behavioral integrity affects employee voice via team independence climate. In addition, we propose a moderating effect of (...) corporate ethical values. The results from a study of 134 managers and 408 employees provide support for this moderated mediation model. Leader behavioral integrity positively affects employee voice via team independence climate, but only when ethical values are emphasized in organizations. These results suggest that leader behavioral integrity, along with team independence climate and corporate ethical values, is very important for fostering employee voice. (shrink)

This study explored the relationship between the integrity of the supervisor and the manager and the creativity of employees who are below the supervisor. Drawing on social learning theory, we proposed a moderated mediation model for the trickle-down effects of perceived supervisor integrity. Using a sample of 716 employees and their supervisors, we found positive associations between both managers’ and supervisors’ integrity and employee creativity. Supervisors’ integrity partially mediates the relationship between managers’ integrity and employee creativity. In addition, supervisors’ perceptions (...) of professional ethical standards moderate the indirect effects of the managers’ integrity on employee creativity. Theoretical and managerial implications are discussed. (shrink)

Riassunto: L’antico teatro della Casa Ufficiale è un antico teatro esistente nell’area Montuosa del Taihang nella Provincia dell’Henan Settentrionale, il quale nacque nel periodo centrale della Dinastia Qing. L’aspetto dell’antico teatro della Casa Ufficiale è legato all’ambiente naturale locale, alla cultura popolare e alla produttività agricola. Ci sono otto antiche fasi della casa ufficiale nell’area Montuosa del Taihang nella Provincia dell’Henan Settentrionale, che forniscono prove fisiche per lo studio del dramma teatrale popolare nell’area Montuosa del Taihang durante la dinastia Qing. (...) Le iscrizioni sulle stele e sul palcoscenico dell’opera tradizionale cinese riflettono alcune caratteristiche del dramma teatrale rappresentato dai funzionari fin dalla dinastia Qing in Cina. I tipi di opere eseguite sono opere locali, le quali rappresentano dei preziosi materiali per lo studio storico. In una certa misura, è possibile ricostruire il percorso lo sviluppo regionale della società, della cultura e della vita quotidiana locale. (shrink)

Humility and modesty are both emphasized in Eastern and Western societies. However, people usually conflate them in everyday usage. To reduce the confusion of the two constructs, it is very vital to carefully differentiate the two constructs and examine whether they lead to similar or different effects on job performance. In this study, we scrutinized the effects of the two constructs on four dimensions of job performance simultaneously, including task performance, citizenship behavior, unethical pro-organizational behavior, and innovative behavior. Using a (...) dataset of 239 employees and 77 supervisors, we showed that modesty is not related to task performance and voicing, but that it is positively related to unethical pro-organizational behavior and negatively related to helping and innovative behavior. In contrast, we showed that humility is negatively related to unethical pro-organizational behavior and positively related to task performance, helping, voicing, and innovative behavior. Our findings reveal that modesty and humility can lead to very divergent work outcomes. The results strongly support the idea that modesty and humility are distinct constructs embedded in separate nomological networks and strongly suggest that organizations should encourage employees’ humility rather than modesty. The theoretical and practical implications of this work are discussed. (shrink)