In this article, drawing from a relational perspective, we explore the relationship between moral leadership and employee creativity, treat employee identification with leader and leader–member exchange as two mediators, and develop a new theoretical model of employee creativity. Our data collected from 160 supervisor–subordinate dyads in the People’s Republic of China demonstrate that moral leadership is positively related to both employee identification with leader and LMX. Further, employee identification with leader partially mediates the (...) relationship between moral leadership and LMX. In particular, employee identification with leader greatly enhances LMX which leads to high creativity. Overall, the relationship between moral leadership and employee creativity is mediated by not only employee identification with leader but also LMX. Our findings offer a new theoretical framework for future theory development and testing on creativity as well as practical implications for researchers and managers in business ethics. (shrink)

Under some circumstances, individuals are willing to engage in unethical behaviors that benefit another entity. In this research we advance the unethical pro-organizational behavior construct by showing that individuals also have the potential to behave unethically to benefit their supervisors. Previous research has not examined if employees engage in unethical acts to benefit an entity that is separate from oneself and if they will conduct these acts to benefit a supervisor. Our research helps to address these gaps. We also (...) demonstrate that unethical behavior to benefit a supervisor, what we term unethical pro-supervisor behavior, is more likely to occur if individuals are more identified with their organization or supervisor. That is, feeling a sense of oneness with one’s organization or supervisor can result in employees engaging in unethical behavior to help their supervisor. Further, this positive relationship is weakened if the employee possesses higher levels of moral identity. We test our hypotheses with a two-part laboratory study, a field study, and a time-lagged field study. Theoretical and practical implications of this work are discussed. (shrink)

Under some circumstances, individuals are willing to engage in unethical behaviors that benefit another entity. In this research we advance the unethical pro-organizational behavior construct by showing that individuals also have the potential to behave unethically to benefit their supervisors. Previous research has not examined if employees engage in unethical acts to benefit an entity that is separate from oneself and if they will conduct these acts to benefit a supervisor. Our research helps to address these gaps. We also (...) demonstrate that unethical behavior to benefit a supervisor, what we term unethical pro-supervisor behavior, is more likely to occur if individuals are more (versus less) identified with their organization or supervisor. That is, feeling a sense of oneness with one’s organization or supervisor can result in employees engaging in unethical behavior to help their supervisor. Further, this positive relationship is weakened if the employee possesses higher levels of moral identity. We test our hypotheses with a two-part laboratory study, a field study, and a time-lagged field study. Theoretical and practical implications of this work are discussed. (shrink)

Previous corporate social responsibility studies at the employee level have focused on the influence of CSR on employees’ positive attitudes and behavior. However, little attention has been paid to the relationship between CSR and unethical behavior and the underlying mechanism. Based on social information processing theory, this study investigates how CSR affects employee cheating via employees’ organizational identification and perceived supervisor moral decoupling. Additionally, this study discusses the moderating effect of employee bottom-line mentality on these relationships. We test (...) this two-path model using a sample of MBA students in China. The results indicate that both organizational identification and perceived supervisor moral decoupling mediate the relationship between CSR and cheating, and employee bottom-line mentality moderates the effect of CSR on perceived supervisor moral decoupling. Specifically, for employees low in bottom-line mentality, CSR has a significantly negative impact on perceived supervisor moral decoupling, but the same relationship is insignificant for employees with a strong bottom-line mentality. Overall, our results uncover the relationship between CSR and employee cheating and extend the understanding of the influence of CSR on employees. (shrink)

In this study, we examine the nature of the relationship between ethical leadership and unethical pro-organizational behavior (UPB), defined as unethical behavior conducted by employees with the aim of benefiting their organization, and whether the strength of the relationship differs between subordinates experiencing high and low identification with supervisor. Based on three-wave survey data obtained from 239 public sector employees in China, we find that ethical leadership has an inverted u-shaped (curvilinear) relationship with UPB. As (...) the level of ethical leadership increases from low to moderate, UPB increases; as the level of ethical leadership increases from moderate to high, UPB decreases. Further, we find that the strength of this inverted u-curve relationship differs between subordinates with high and low identification with supervisor. That is to say, the inverted u-shaped relationship between ethical leadership and UPB was stronger when subordinates experienced high levels of identification with supervisor. The theoretical and managerial implications of our findings for understanding how to manage UPB in an organizational context are discussed. (shrink)

In this paper, we aim to examine the indirect effects of moral leadership on unethical pro-organizational behavior (UPB). Drawing on Social Identity Theory, identification with supervisors (social identity) and taking responsibility (personal identity) were hypothesized as mediators linking moral leadership and UPB. In addition, we aim to investigate the moderating role of moral courage in the relationship between moral leadership and UPB. We conducted two studies with two distinct samples: one on a sample of 161 MBA students, (...) and the other on a sample of 205 enterprise employees in China. Data were collected through a self-reported questionnaire based on a two-wave research design and analyzed through Structural Equation Modeling. Results showed that moral leadership increased UPB through promoting identification with supervisors while reducing UPB via increasing taking responsibility. Additionally, the results also showed that moral courage moderated the mediating effects of identification with supervisors and taking responsibility upon the relationship between moral leadership and UPB. We contribute to the literature by demonstrating that moral leadership exerts its paradoxical effects on UPB indirectly through its impact on identification with supervisors and taking responsibility and therefore offers a better understanding of how and when moral leadership influences UPB. A number of managerial implications are also discussed. (shrink)

Abusive supervision has been shown to have significant negative consequences for employees’ well-being, attitudes, and behavior. However, despite the devastating impact, it might well be that employees do not always react negatively toward a leader’s abusive behavior. In the present study, we show that employees’ organizational identification and abusive supervision interact for employees’ perceived cohesion with their work group and their tendency to gossip about their leader. Employees confronted with a highly abusive supervisor had a stronger (...) perceived cohesion and engaged in less gossiping behavior when they identified more strongly with their organization. Our findings illustrate that organizational identification functions as a buffer for those confronted with an abusive supervisor. (shrink)

This study aims to explore the role of informal leader–member interactions in managing counterproductive work behavior in a non-Western context. We propose that under the Chinese background, guanxi with supervisor increases employees’ job satisfaction, which further reduces their CWB. Partial least square structural equation modeling with a sample of 272 Chinese employees confirms this mediating effect of job satisfaction. However, we also find that job satisfaction passes the effect of guanxi with supervisor on to CWB (...) targeting people, but not to CWB targeting the organization. Implications for research on CWB and guanxi with supervisor are discussed. (shrink)

New medical technologies promise to allow us to transform our core characteristics. Some see these technologies as filled with promise. Others see them as filled with existential risk. David DeGrazia argues that personal identity concerns raised by opponents to enhancement technology fail to impugn attempts by autonomous agents to bring about enhancements with which they autonomously identify. In advancing this argument DeGrazia evaluates five supposedly inviolable core narrative characteristics, concluding that none of these characteristics are in fact (...) inviolable so long as the individual contemplating transformation autonomously identifies with the change they decide to make. Employing insights gleaned from LA Paul’s recent work on the subject of transformative experiences I will argue that at least for some transformations, the prospects for autonomous identification are slim at best. The upshot will be that many of the core narrative traits discussed by DeGrazia will be inviolable in practice, if not in principle. (shrink)

The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected job resources, (...) in terms of support from supervisor, job autonomy, and participation in decision making, to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining work-family conflict, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with work-family conflict. Secondly, job resources, including support from supervisor and participation in decision making, buffered this association, which was stronger when resources were low. On the contrary, job autonomy did not buffer the association between workload and work-family conflict. Overall, the results of this study are consistent with the Job Demands-Resources model and contribute to to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely support from supervisor and participation in decision making, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing work-family conflict among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of work-family conflict. (shrink)

This article presents three studies examining the importance of identification with characters in research on media entertainment. In Study 1 it was found that identification with characters was associated with spectators' degree of enjoyment of feature films of different genres. Study 2 showed that identification with characters predicts the affective impact of a dramatic film and, also, it was associated with greater cognitive elaboration and a more complex reflexive process during the viewing (...) of the dramatic film. In Study 3 it was observed that identification with characters predicted the incidental impact of a full length fictional film on attitudes and beliefs. These results support the centrality of the construct of identification with characters in narrative persuasion research. (shrink)

In his essay, ‘Aimances de Rousseau: Sur La Nouvelle Héloise comme traité des passions,’ Etienne Balibar analyses the structure of transition from love to friendship which are more than passions or sentiments; they are affective structures, interconnected within an affective network the political relevance of which transcends the dichotomy between the domestic and political sphere. Belonging to the genre of sentimental novel, Rousseaus Nouvelle Héloise transgresses the canonical structure of the genre in the eighteenth century. His innovative literary strategy, according (...) to Balibar, consists in creating couples and triangles of egalitarian and hierarchical status that cannot be considered independently but exclusively through their relational nature. This critical review focuses on the ‘figures of authority’ involved in La Nouvelle Héloise that parallel the figure of the legislator in the Social Contract. I argue that Rousseau struggles with the riddle of deference to auctoritas that does not undermine the basic principles of republican citizenship. I suggest that in Rousseau’s guiding thread, rites and ceremonies amount to founding cultural myths that are indispensable for any individual and collective relational identity. Reclaiming a psychoanalytic interpretation of the charismatic leader, Freudian figures of authority attract Balibar’s attention regarding the perilous, unquestioned forms of mass identification they trigger. In this vein, I claim that identification with the prestigious authority of an allegoric ‘legislator’ as depicted in the Social Contract also amounts to a conceptual ‘line of flight’ in Rousseau, indispensable to conceive plainly the unsettling potential of transindividuality. (shrink)

: This essay examines the content and significance of the notion of "identification" as it appears in the works of theorists of deep ecology. It starts with the most frequently expressed conception of identification—termed "identification-as-belonging"—and distinguishes several different variants of it. After reviewing two criticisms of deep ecology that appear to target this notion, it is argued that there is a second, less frequently noticed type of identification that appears primarily in the work of Arne (...) Naess—"identification-as-kinship." Following this analysis, it is suggested that identification-as-kinship may be less vulnerable to the criticisms that are aimed at identification-as-belonging. (shrink)

Nowadays, binge-watching has become a widespread practice of media consumption, raising concerns about its negative outcomes. Nevertheless, previous research has overlooked the underlying psychological mechanisms leading to binge-watching. In the present work, we investigated some of the psychological variables that could favor binge-watching tendencies in a sample of TV series viewers. To this aim, psychological determinants of problematic digital technologies usage, as well as some of the mechanisms related to the enjoyment of media contents, were considered as predictors of the (...) tendency to binge-watch. Results indicated that higher feelings of loneliness were associated with higher levels of problematic digital technologies usage. Additionally, direct and indirect effects showed that only escapism – out of the four dimensions measuring the problematic use of Internet-related technologies – predicted participants’ stronger identification with media characters, which in turn promoted greater binge-watching tendencies. Overall, we suggest that binge-watching could be interpreted as a coping strategy for media escapists, who enjoy TV series as a privileged online space in which the need to escape finds its fulfillment, allowing them to manage loneliness by identifying with a fictitious character. (shrink)

The research presented in this paper aims to challenge the belief held by some education professionals that Roma pupils do not value education. The research sample included groups of Roma pupils from two countries (Slovenia and Serbia) and from different socio-economic backgrounds. The results suggest that the majority of the pupils are aware of the importance of education. However, there are significant differences in their sense of identification with school. Roma pupils from families whose socio-economic background is comparable (...) to that of the majority population are more appreciative of educational success, feel more accepted by teachers and classmates and are better able to connect education with their own lives. Roma pupils from families of lower socio-economic background associate school with failure, discrimination and rejection by teachers and classmates. Barriers to these pupils? learning and social participation may be related to their tendency to drop out of the compulsory education. (shrink)

Scholars have paid so much academic attention to UPB in the past decade. However, there is lacking a quantitative review to uncover the relationship between UPB and its antecedents. To address this, we make a meta-analytic review about UPB. Specifically, we propose a theoretical framework of antecedents of UPB and test it using meta-analysis technology (k = 67, n = 20,957). We found moral disengagement, organizational identification, identification with supervisors, leader UPB, ethical judgments, psychological entitlement, transformational leadership, (...) and job satisfaction are positively related to UPB. Moral identity and taking responsibility are negatively related to UPB. Besides, ethical leadership, abusive supervision, and authoritarian leadership have double-edged sword effects on UPB. For ethical leadership, it increases UPB via LMX, on the other hand, it decreases UPB via moral disengagement. For abusive supervision and authoritarian leadership, they increase UPB via moral disengagement and decrease UPB via LMX meanwhile. We discuss the results of the current meta-analysis and put some future research directions. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study (N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study (N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

In the past decade, identification with all humanity has been found to predict several positive behavioral outcomes like volunteering, a willingness to contribute to humanitarian relief, and cooperative health behavior during the COVID-19 pandemic. However, to this day, little is known about how individual differences in IWAH emerge. Therefore, the present study aimed to explore whether there is a relationship between individuals’ upbringing and their IWAH. For this purpose, data on IWAH, remembered parenting behavior, and remembered parental attachment (...) assessed by 3056 individuals were analyzed. Structural equation models were used to analyze the correlations between RPB, attachment, and IWAH and to test whether single facets of RPB and attachment could significantly predict IWAH when controlling for the other facets in a latent regression analysis. The facets of positive RPB correlated significantly positively with the two facets of IWAH and explained between 4.1 and 7% of their variance. Surprisingly, in the English sample, two facets of negative RPB also correlated significantly positively with IWAH. The explained variance in IWAH being significant but small, it is argued that parents’ attitudes or behavior specifically related to IWAH could have a greater impact on IWAH than more unspecific parenting behavior. For instance, we discovered that the extent to which participants perceived their parents as global citizens explained about one third of the variance in their own identification as global citizens. Fostering IWAH could constitute an effective approach to tackle important global challenges. Therefore, more research is needed to test the generalizability of the results and to further analyze the roots of people’s IWAH. (shrink)

Business Ethics, the Environment &Responsibility, EarlyView.

Identification with all humanity is viewed as a critical construct that facilitates global solidarity. However, its origins have rarely been explored in previous literature, and no study has yet investigated the role of pop-culture in cultivating IWAH. To address this gap, this study initially focuses on science fiction, a specific pop-culture genre with worldwide audiences, and examines its effect on IWAH. It hypothesized a direct association between sci-fi engagement and IWAH from the narrative persuasion approach, and an (...) indirect association via abstract construal based on the cognitive-literary approach. Moreover, the moderating role of actively open-minded thinking in the direct and indirect association was also assessed. Results were obtained through a cross-sectional survey conducted in China and showed that sci-fi engagement was positively associated with IWAH; this association was also partially mediated by abstract construal. Interestingly, and inconsistent with our hypotheses, AOT positively moderated the indirect effect but negatively moderated the direct effect. Theoretical and practical implications for cultivating IWAH from the media and pop-cultural perspective were discussed. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study ( N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study ( N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

Traditionally, conceptualizations of human values are based on the assumption that individuals possess a single integrated value system comprising those values that people are attracted by and strive for. Recently, however, van Quaquebeke et al. (in J Bus Ethics 93:293–305, 2010 ) proposed that a value system might consist of two largely independent value orientations—an orientation of ideal values and an orientation of counter-ideal values (values that individuals are repelled by), and that both orientations exhibit antithetic effects on people’s responses (...) to the social world. Following a call for further research on this distinction, we conducted two studies to assess the independent effects of ideal and counter-ideal values in leadership settings. Study 1 ( N = 131) finds both value orientations to explain unique variance in followers’ vertical respect for their leaders. Study 2 ( N = 136) confirms these results and additionally shows an analogous effect for followers’ identification with their leaders. Most importantly, we find that both value orientations exhibit their effects only independently when the content of the two orientations pertain to different value types in Schwartz’s (in J Soc Issues 50:19–46, 1994 ) circumplex model. Implications for theory and practice are discussed. (shrink)

Research on salesperson creativity remains as one of the most under-researched topics in the sales literature despite the evidence that encouraging creativity in the sales domain is a source of competitive advantage. This paper aims to fill this research gap by exploring the influence of perceived ethical climate on salesperson creative performance, paying special attention to the role that emotions play in this process. Data provided by 176 supervisor–salesperson dyads confirm that the trust/responsibility dimension of an ethical climate is (...) positively related to salesperson creative selling by increasing salespeople's organizational pride. Similarly, the perception of unethical selling practices negatively affects salesperson organizational pride, reducing the expression of creative behaviors. Moreover, the negative effect of unethical selling practices on creative performance is stronger (more negative) when salespeople's identification with an organization increases. Managerial implications and future research directions are also addressed. (shrink)

This research analyses the influence of the perception of Corporate Social Responsibility (CSR image) on consumer–company identification (C–C identification). This analysis involves an examination of the influence of CSR image on brand identity characteristics which provide consumers with an instrument to satisfy their self-definitional needs, thereby perceiving the brand as more attractive. Also, the direct and mediated influences (through their effect on brand attitude), of CSR-based C–C identification on purchase intention are analysed. The results offer empirical (...) evidence that CSR generates more C–C identification because it improves brand prestige and distinctiveness; brand coherence is also a powerful antecedent of brand attractiveness in the context of CSR communication. Finally, CSR-based C–C identification is able to generate directly better attitude towards the brand and greater purchase intention. (shrink)

Based on the literature on stakeholder management and family firm dynamics, this research analyses the relationship between three constructs: the identification of business families with their family firms, FFs’ orientation toward key non-family stakeholders, and the achievement of better economic performance. Data analyses from 374 family and non-family members of 173 Spanish FFs show that a high level of family identification with their firms affects the orientation of FFs toward key non-family stakeholders in setting corporate goals (...) and that this orientation will lead to higher economic performance only when it is built on family identification with the firm. Our results also show that the significance of both relationships changes with the degree of family involvement in the management of the FF. (shrink)

Extensive research has documented the harmful effects associated with working for a narcissistic supervisor. However, little effort has been made to investigate ways for victims to alleviate the burdens associated with exposure to such aversive persons. Building on the tenets of conservation of resources theory and the documented efficacy of functional assets to combat job-related stress, we hypothesized that subordinates’ resource management ability would buffer the detrimental impact of narcissistic supervisors on affective, cognitive, and behavioral work outcomes (...) for subordinates. We found support for our hypotheses across three independent samples of US workers. Specifically, higher levels of subordinate resource management ability attenuated the harmful effects of supervisor narcissism on employee-reported emotional exhaustion, job tension, depressed mood, task performance, and citizenship behavior. Conversely, these relationships further deteriorated for subordinates with lower levels of resource management ability. Overall, our research contributes to the literature that, although extensively documenting the harmful ramifications of narcissism in organizations, has neglected to investigate potentially mitigating factors. (shrink)

Based on the theoretical framework of cultural reproduction theory and ecosystem theory, this paper explores the impact of migrant children's identification with the college entrance examination policy on their educational expectations and the associated underlying mechanisms from the micro, meso, and macro levels. In total, 1,770 questionnaires were collected from students, and 436 people were interviewed, including students, their teachers, and their parents. They are all from China. Through multidimensional analysis, the results indicated that both individual academic achievement (...) and family social capital have positive impacts on migrant children's educational expectations and that social class segregation in school and perceived social discrimination have negative impacts on their educational expectations. Migrant children's identification with the policy has a significant positive impact on these children's educational expectations. Their identification with the policy enhances the positive impact of individual academic achievement and family social capital on their educational expectations and partially weakens the negative impact of social class segregation in school and perceived social discrimination on their educational expectations. The analysis suggests that college matriculation policy for migrant children drives a compensation mechanism that involves the “principle of justice”, a cultural mechanism that involves “promoting learning through examinations”, and an institutional mechanism involving “urban-rural integration” to increase educational expectations. This study enriches and develops the expectation theory of migrant children and provides a policy reference for local governments to improve their policies for college entrance examinations for migrant children and to promote household registration system reform. (shrink)

Based on social learning theory and the trickle-down effects, in which behavioral patterns cascade from one management level to the next, we attempt to answer whether upper-level managers’ temporal leadership can be transferred to lower-level managers to form their temporal leadership, and what the mediating mechanisms and boundary conditions for this occurrence are. By analyzing the data from 234 middle-level managers and 686 junior managers/employees, we found that top managers’ temporal leadership was positively associated with middle-level managers’ temporal leadership (...) through the mediating role of middle-level managers’ temporal leadership perspective and that the relationship was moderated by middle-level managers’ identification with the top manager. Identification with the top manager, in particular, strengthens both the top manager’s positive effect on middle-level managers’ temporal leadership and the top manager’s temporal leadership’s mediating role in this relationship through their temporal leadership perspective. The theoretical and managerial implications of these findings are investigated. (shrink)

School bullying among young adolescents is a globally pervasive problem, but is less common when bystanders are motivated to defend victims. Thus, the focus of this experimental study is on motivation to defend victims of bullying.Methods: A total of 388 students from two Turkish public schools participated in a vignette experiment. Students were randomized to one of two vignettes. Self-report measures of motivation to defend, trait anxiety, depression, and identification with the victim or bully were used.Results: Participants reported (...) more autonomous motivation in the cyberbullying condition, while those who witnessed direct bullying reported higher anxiety and depression.Results also revealed that this type of condition was associated with anxiety and depression, while anxiety was associated with autonomous motivation to defend. Finally, participants in the direct bullying condition were more likely to identify with the bully.Conclusion: Findings advance our understanding of when and why adolescents are motivated to help victims of bullying because they give a richer picture of what they assess when deciding whether or not they should intervene. (shrink)

Extensive research has documented the harmful effects associated with working for a narcissistic supervisor. However, little effort has been made to investigate ways for victims to alleviate the burdens associated with exposure to such aversive persons. Building on the tenets of conservation of resources theory and the documented efficacy of functional assets to combat job-related stress, we hypothesized that subordinates’ resource management ability would buffer the detrimental impact of narcissistic supervisors on affective, cognitive, and behavioral work outcomes (...) for subordinates. We found support for our hypotheses across three independent samples of US workers (N = 187; 199; 136). Specifically, higher levels of subordinate resource management ability attenuated the harmful effects of supervisor narcissism on employee-reported emotional exhaustion, job tension, depressed mood, task performance, and citizenship behavior. Conversely, these relationships further deteriorated for subordinates with lower levels of resource management ability. Overall, our research contributes to the literature that, although extensively documenting the harmful ramifications of narcissism in organizations, has neglected to investigate potentially mitigating factors. (shrink)

In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then relate employees’ proactive (...) behavior. Meanwhile, the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: Perceived supervisor support significantly relates employee proactive behavior. Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform. (shrink)

Dysfunctional customer behavior is common in service settings. For frontline employees, negative encounters can cause short-term despondency or have profound, long-term psychological effects that often result in both direct and indirect costs to service firms. Existing research has explored the influence of dysfunctional customer behavior on employee emotions, but it has not fully investigated the psychological mechanism through which customer misbehavior transforms into employee responses. To maintain service quality and employee well-being, it is important to understand the impact of customer (...) misconduct on employee emotions and its effect on subsequent service behavior. To assess the process through which dysfunctional customer behavior manifests as negative emotions in frontline service employees, and the influence of negative employee emotions on their prosocial service behavior, we surveyed 185 frontline banking service employees. We sought information on service employee experiences, attitudes, and feelings regarding dysfunctional customer behaviors, the perceived level of supervisor support, and employee prosocial service behavior intentions. Structural equation modeling and hierarchical linear modeling were used for statistical analysis and hypothesis verification. Results indicate that dysfunctional customer behavior has a positive relationship with bank service employee negative emotions and a negative influence on employee prosocial service behavior. The study found that negative emotions fully mediated the relationship between dysfunctional customer behavior and prosocial service behavior. The moderating role that perceived supervisor support plays on the relationships between dysfunctional customer behavior and negative emotion was also investigated. The results show that perceived supervisor support moderates the relationship between dysfunctional customer behavior and negative employee emotions. Finally, the study provides bank managers with effective strategies to assist frontline employees to manage and deter dysfunctional customer behavior, and presents employees with internal recovery strategies when encountering dysfunctional customer behavior. (shrink)

ABSTRACTSpatial cueing paradigms are popular tools to assess human attention to emotional stimuli, but different variants of these paradigms differ in what participants’ primary task is. In one variant, participants indicate the location of the target, whereas in the other they indicate the shape of the target. In the present paper we test the idea that although these two variants produce seemingly comparable cue validity effects on response times, they rest on different underlying processes. Across four studies using both variants (...) and manipulating the motivational relevance of cue content, diffusion model analyses revealed that cue validity effects in location tasks are primarily driven by response biases, whereas the same effect rests on delay due to attention to the cue in identification tasks. Based on this, we predict and empirically support that a symmetrical distribution of valid and invalid cues would reduce cue validity... (shrink)

Personal positions and voices of a patient diagnosed with borderline personality disorder and the therapist during long-term psychotherapy were studied aiming to find differences in the patterns formed in these aspects of subjectivity according to the level of elaboration of the change episodes achieved by the patient. This case study considered a stage of qualitative analysis where change episodes of the patient were traced through the Change Episodes Model. Later, through the Model of Analysis of Discursive Positioning in Psychotherapy, (...) the voices and personal positions of the patient and her therapist were identified in each of the change episodes. In the stage of quantitative analysis, dynamic patterns in the voices and personal positions were established, accounting for hypothetical attractors using the Space State Grid technique in each of the three different levels of subjective elaboration that constitute the change episodes. The results established differentiated dynamic patterns in the change episodes, coherent with the patient’s change process, and formation of propositive/reflective specific patterns as the patient evolved in the three different levels of subjective elaboration. The above suggests that a subjective transformation process is displayed, and this is manifested in the different voices and personal positions that emerged as the change episodes evolve. The identified dynamic patterns can be considered nonlinear and emergent subjective exchanges between the patient and the therapist throughout the psychotherapy. (shrink)