This study examined the relationship between CEO ethical leadership and corporate social responsibility by focusing on the mediating role of organizational ethical culture and the moderating role of managerial discretion. Based on a sample of 242 domestic Chinese firms, we found that CEO ethical leadership positively influences corporate social responsibility via organizational ethical culture. In addition, moderated path analysis indicated that CEO founder status strengthens while firm size weakens the direct effect of CEO ethical leadership on organizational ethical culture and (...) its indirect effect on corporate social responsibility. Theoretical and managerial implications of these results are discussed. (shrink)

This study examined the relationship between ethical leadership as perceived by employees and the family satisfaction of the employees’ spouses. It also considered the mediating role of the employees’ ethical leadership in the family domain as perceived by their spouses, and the moderating role of the employees’ identification with leader. The results, which were based on a sample of 193 employee–spouse dyads in China, indicated that employees’ perceptions of ethical leadership in the workplace positively influenced their spouses’ family satisfaction. Moreover, (...) employees’ ethical leadership in the family domain mediated this relationship. Furthermore, whereas identification with leader strengthened the relationship between the employees’ perceptions of ethical leadership in the workplace and their ethical leadership demonstrations in the family domain, it weakened the relationship between their ethical leadership demonstrations in the family domain and their spouses’ family satisfaction. The theoretical and managerial implications of these findings are discussed. (shrink)

In this study, we examined the relationship between workplace negative gossip, as perceived by the targets, and proactive behavior by focusing on the mediating role of the target’s emotional exhaustion and the moderating role of the target’s traditionality. Our results from dyadic data on 234 supervisor–subordinate relationships in China revealed that workplace negative gossip was negatively related to proactive behavior; emotional exhaustion mediated this relationship; and traditionality strengthened both the relationship between workplace negative gossip and emotional exhaustion and the indirect (...) effect of workplace negative gossip on proactive behavior via emotional exhaustion. Our findings have a number of theoretical and practical implications for the research on mistreatment and proactive behavior. (shrink)

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased WFC. Moreover, (...) WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures. (shrink)

The present study investigated the crossover effects of employee perceptions of servant leadership and job social support on the family satisfaction and quality of family life experienced by the employees’ spouses. These effects were explored through a focus on the mediating role of employee organization-based self-esteem. Results from a three-wave field survey of 199 employee–spouse dyads in the People’s Republic of China support our hypotheses, indicating that OBSE fully mediates the positive effects of servant leadership and job social support on (...) family satisfaction and quality of family life. These findings provide new theoretical directions for work–family research. (shrink)

This study examined how servant leadership influences employees in terms of work-to-family conflict and work-to-family positive spillover. These effects were explored through a focus on the mediating roles of emotional exhaustion and personal learning. The results, which were based on time-lagged data collection in China, indicated that employee perceptions of servant leadership related negatively to WFC and positively to WFPS. Moreover, reduced emotional exhaustion and enhanced personal learning mediated the relationship between servant leadership and WFPS. Furthermore, reduced emotional exhaustion mediated (...) the relationship between servant leadership and WFC. Our study’s results provide insightful theoretical and managerial implications and offer new directions for research on leadership and work–family relations. (shrink)

The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between workplace incivility (...) and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed. (shrink)

Drawing on the perspective of causal reasoning and the social cognitive theory of moral thought and action, this study explores the mechanisms underlying the association between exposure to exploitative leadership and employee workplace deviance. The results of a time-lagged survey conducted in China reveal that exposure to exploitative leadership can evoke a moral justification process that leads to increased employee organizational and interpersonal deviance. A tendency toward hostile attribution bias reinforces the direct link between exploitative leadership and moral justification and (...) the indirect effects of exploitative leadership on employee organizational and interpersonal deviance, via moral justification. The theoretical and practical implications of this study are discussed and potential directions for future studies are proposed. (shrink)

This study examines the mediating role of rumination, state anger, and blame attribution, and the moderating role of trait forgiveness in the relationship between workplace harassment intensity and revenge among employed students at a medium-sized Midwestern U.S. university and full-time employees from various industries in Shanghai, China. We tested the proposed model using techniques described by Hayes. Results within both samples suggested that workplace harassment intensity is positively associated with both major and minor revenge. Results of multiple mediation tests showed (...) that state anger and blame attribution mediated the relationships between workplace harassment intensity and both types of revenge behavior. Furthermore, trait forgiveness moderated the relationship between blame attribution and major revenge. (shrink)

A formalism is developed that treats a robot as a subject that can interpret its own experience rather than an object that is interpreted within our experience. A regulative definition of a meaningful experience in robots is proposed in which the present sensible experience is considered meaningful to the agent, as the subject of the experience, if it can be related to the agent's temporal horizons. This definition is validated by demonstrating that such an experience in evolutionary autonomous agents is (...) embodied, contextual and normative, as is required for the maintenance of phenomenological accuracy. With this formalism it is shown how a dialectic similar to that described in Hegelian phenomenology can emerge in the robotic experience and why the presence of such a dialectic can serve as a constraint in the further development of cognitive agents. (shrink)

Current cognitive science models of perception and action assume that the objects that we move toward and perceive are represented as determinate in our experience of them. A proper phenomenology of perception and action, however, shows that we experience objects indeterminately when we are perceiving them or moving toward them. This indeterminacy, as it relates to simple movement and perception, is captured in the proposed phenomenologically based recurrent network models of brain function. These models provide a possible foundation from which (...) predicative structures may arise as an emergent phenomenon without the positing of a representing subject. These models go some way in addressing the dual constraints of phenomenological accuracy and neurophysiological plausibility that ought to guide all projects devoted to discovering the physical basis of human experience. (shrink)

Despite the increasingly multinational nature of the workplace, there have been few studies of the convergence and divergence in beliefs about ethics-based leadership across cultures. This study examines the meaning of ethical and unethical leadership held by managers in six societies with the goal of identifying areas of convergence and divergence across cultures. More specifically, qualitative research methods were used to identify the attributes and behaviors that managers from the People’s Republic of China (the PRC), Hong Kong, the Republic of (...) China (Taiwan), the United States (the U.S.), Ireland, and Germany attribute to ethical and unethical leaders. Across societies, six ethical leadership themes and six unethical leadership themes emerged from a thematic analysis of the open-ended responses. Dominant themes for ethical and unethical leadership for each society are identified and examined within the context of the core cultural values and practices of that society. Implications for theory, research, and management practice are discussed. (shrink)

Both cognitive science and phenomenology accept the primacy of the organism-environment system and recognize that cognition should be understood in terms of an embodied agent situated in its environment. How embodiment is seen to shape our world, however, is fundamentally different in these two disciplines. Embodiment, as understood in cognitive science, reduces to a discussion of the consequences of having a body like ours interacting with our environment and the relationship is one of contingent causality. Embodiment, as understood phenomenologically, represents (...) the condition of intelligibility of certain terms in our experience and, as such, refers to one aspect of that background which presupposes our understanding of the world. The goals and approach to modeling an embodied agent in its environment are also fundamentally different dependent on which relationship is addressed. These differences are highlighted and are used to support our phenomenologically based approach to organism-environment interaction and its relationship to brain function. (shrink)

The phenomenological goal of grounding the content of conceptual thought in the background understanding of everyday, skillful coping was approached using evolutionary autonomous agent methodology. The behavior of an EAA evolved to perform a specified motor task was identified with skillful coping. Changes in the dynamics of the EAA controller occurred when the EAA encountered an unexpected obstacle with loss of longer time scale components in its hierarchical temporal organization. These temporal changes are consistent with the phenomenological changes which we (...) experience with breakdown during equipment use with our adoption of a more immediate, determinate stance. Since this latter experience is the basis of conceptual thought, the EAA paradigm goes some way in providing a naturalized explanation for the grounding of the content of conceptual thought in everyday, skillful coping in a manner that is physiologically plausible and phenomenologically accurate. (shrink)

SmartData is a research program to develop web-based intelligent agents that will perform two tasks: securely store an individual’s personal and/or proprietary data, and protect the privacy and security of the data by only disclosing it in accordance with instructions authorized by the data subject. The vision consists of a web-based SmartData agent that would serve as an individual’s proxy in cyberspace to protect their personal or proprietary data. The SmartData agent (which ‘houses’ the data and its permitted uses) would (...) be transmitted to, or stored in a database, not the personal data itself. In effect, there would be no personal or proprietary raw data out in the open—it would instead be housed within a SmartData agent, much like we humans carry information in our heads; extending the analogy, it would be the human-like clone that would be transmitted or stored, not the raw data. The binary string representative of a SmartData agent would be located in local or central databases. Organizations requiring access to any of the data resident within the agent would query it once it had been activated. In this paper, we provide a preliminary overview of the SmartData concept, and describe the associated research and development that must be conducted in order to actualize this vision. (shrink)