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1 – 10 of 61Pedro Neves and Gökhan Karagonlar
The interest on leader humor styles is recent. By applying a trustworthiness framework, the authors examine (1) how leader humor styles contribute to performance and deviance via…
Abstract
Purpose
The interest on leader humor styles is recent. By applying a trustworthiness framework, the authors examine (1) how leader humor styles contribute to performance and deviance via trust in the supervisor and (2) who benefits/suffers the most from different leader humor styles.
Design/methodology/approach
The authors tested their hypotheses in a sample of 428 employee–supervisor dyads from 19 organizations operating in the services sector.
Findings
Affiliative and self-enhancing leader humor styles are particularly beneficial for employees with low core-self-evaluations, helping them develop trust in the supervisor and consequently improving their performance. An aggressive leader humor style, via decreased trust in the supervisor, reduces performance, regardless of employees' core self-evaluations. Self-enhancing and self-defeating leader humor styles also present significant relationships with organizational deviance.
Research limitations/implications
Limitations include the cross-sectional design and the limited number of mechanisms examined.
Practical implications
Organizations need to train leaders in the use of humor and develop a culture where beneficial humor styles are endorsed, while detrimental humor styles are not tolerated.
Originality/value
These findings contribute to the literatures on trust and humor, by showing that the use of humor is not as trivial as one could initially think, particularly for those with low core self-evaluations, and by expanding our knowledge of the mechanisms by which different leader humor styles may influence performance and deviance.
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Using insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’…
Abstract
Purpose
Using insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’ attitudes (affective organizational commitment) and behaviors (organizational citizenship behavior (OCB)). The purpose of this paper is to understand whether employees’ reactions depend on the attributions they make concerning who is responsible for the breach.
Design/methodology/approach
Cross-lagged design in which data were collected from 220 employees and their supervisors in a public company at two times. Moderated mediation was tested using the bootstrapping analysis outlined by Hayes (2012).
Findings
The results supported the authors’ predictions: employees’ blame attributions to the organization have a negative impact on OCBs (as rated by supervisors in time 2) through decreased affective organizational commitment, but blame attributions to the economic context act as a buffer to the relationship between blame attributions to organization and affective organizational commitment, with consequences for OCBs.
Research limitations/implications
Attributions can also be made to concrete persons (i.e. supervisor, coworker, self) rather than to just the organization or context.
Practical implications
When hiring, recruiters should provide accurate and realistic promises to the candidates. When facing hard times, managers should provide additional information to employees and adjust their expectations to the current situation of the firm.
Originality/value
This study makes a unique contribution to the literature by questioning the “single story” perspective about reactions to psychological contract breach, in which it is assumed that employees always respond negatively to such event.
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Pedro Neves, Luis Ribeiro, João Dias-Ferreira, Mauro Onori and José Barata Oliveira
This paper aims to provide a method and decision support tool to enhance swift reconfiguration of Plug&Produce (P&P) systems in the presence of continuously changing production…
Abstract
Purpose
This paper aims to provide a method and decision support tool to enhance swift reconfiguration of Plug&Produce (P&P) systems in the presence of continuously changing production orders.
Design/methodology/approach
The paper reviews different production scenarios and system design and configuration methods and more particularly specifies the need of decision support tools for P&P systems that integrate configuration and planning activities. This problem is then addressed by proposing a method that helps reduce the solution space of the reconfiguration problem and allows the timely selection of the most promising reconfiguration alternative.
Findings
The proposed method was found to be helpful in reducing the reconfiguration alternatives that need to be considered and in selecting the most promising one for different orders. The advantages and limitations of this method are identified, and an illustrative test case of the approach is presented, corroborating the method applicability in the absence of large queues in the system.
Originality/value
This paper addresses a less explored domain within the P&P systems research field, which is the system reconfiguration. It proposed a method to support system validation and reconfiguration jointly with an illustrative test case. This represents an original contribution to the P&P research field, and it can have impact in improving agility and decreasing the complexity of reconfiguration activities to cope with constantly changing production orders.
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Gökhan Karagonlar and Pedro Neves
The present research examined the interactive effect of subordinates' and their supervisors' social value orientations (SVO) on abusive supervision and its consequence for in-role…
Abstract
Purpose
The present research examined the interactive effect of subordinates' and their supervisors' social value orientations (SVO) on abusive supervision and its consequence for in-role performance.
Design/methodology/approach
In study 1, we provided a survey to 420 subordinates and 115 supervisors from 42 organizations. HLM was used to test the hypothesized cross-level moderated mediation model. In study 2, 78 participants were asked to imagine they were a supervisor and responded to a potential scenario where supervisor and subordinate prosocial and proself orientations toward the organization were manipulated (2 × 2 design).
Findings
Study 1 showed that when supervisors have a higher prosocial motivation, subordinates who are more self-interested (proself) report more abuse than those with a higher prosocial motivation, with negative consequences for in-role performance. Study 2 replicated the pattern: participants (in the role as supervisor) with induced prosocial goals rated abusive supervision behaviors as more justified and acceptable toward a proself employee than they did toward a prosocial employee.
Originality/value
This research is innovative by bridging SVO and organizational literatures and demonstrating that a dyadic interaction between a proself subordinate and a prosocial supervisor may produce a reactive perpetrator – provocative victim relationship characterized by higher abusive supervision.
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Miguel Pina e Cunha, Pedro Neves, Stewart R. Clegg, Sandra Costa and Arménio Rego
The reorganization of the Portuguese national healthcare system around networks of hospital centers was advanced for reasons promoted as those of effectiveness and efficiency and…
Abstract
Purpose
The reorganization of the Portuguese national healthcare system around networks of hospital centers was advanced for reasons promoted as those of effectiveness and efficiency and initially presented as an opportunity for organizational transcendence through synergy. The purpose of this paper is to study transcendence as felt by the authors’ participants to create knowledge about the process.
Design/methodology/approach
The paper consists of an inductive approach aimed at exploring the lived experience of transcendence. The authors collected data via interviews, observations, informal conversations and archival data, in order and followed the logic of grounded theory to build theory on transcendence as process.
Findings
Transcendence, however, failed to deliver its promise; consequently, the positive vision inscribed in it was subsequently re-inscribed in the system as another lost opportunity, contributing to an already unfolding vicious circle of mistrust and cynicism. The study contributes to the literature on organizational paradoxes and its effects on the reproduction of vicious circles.
Practical implications
The search for efficiency and effectiveness through strategies of transcendence often entails managing paradoxical tensions.
Social implications
The case was researched during the global financial crisis, which as austerity gripped the southern Eurozone gave rise to governmental decisions aimed at improving the efficiency of organizational healthcare resources. There was a sequence of advances and retreats in decision making at the governmental level that gave rise to mistrust and cynicism at operational levels (organizations, teams and individuals). One consequence of increasing cynicism at lower levels was that as further direction for change came from higher levels it became interpreted in practice as just another turn in a vicious circle of failed reform.
Originality/value
The authors contribute to the organizational literature on paradoxes by empirically researching a themes that has been well theorized (Smith and Lewis, 2011) but less researched empirically. The authors followed the process in vivo, as it unfolded in the context of complex strategic change at multiple centers.
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Li Jingjing, Nuno Guimarães Costa and Pedro Neves
– This paper aims to analyze the adjustment experience of Chinese expatriate managers in Portugal.
Abstract
Purpose
This paper aims to analyze the adjustment experience of Chinese expatriate managers in Portugal.
Design/methodology/approach
This exploratory study is based on the qualitative analysis of 12 semi-structured, open-ended interviews to Chinese expatriate managers in Portugal. Expatriates varied in terms of international experience, stage of career and industry. All expatriates had at least one-year working experience in Portugal. The coding process followed a reflexive approach between data and existing theory.
Findings
The process of adjustment of Chinese expatriate managers to the Portuguese context is arranged in five dimensions: perception: expatriates tend to perceive the differences between China and Portugal as not significant; guanxi replication: similarities between the two countries raised the question of whether the guanxi model could be replicated; resistance: although the two countries are perceived as close, there are significant differences, namely, in terms of some cultural aspects, the legal framework and the level of acceptance of the guanxi; adaptation: given these resistances, it is necessary for expatriates to change some practices that are commonly used in the Chinese context; and identity construction: Chinese expatriates are particularly concerned by their identity as foreigners and of the corresponding need to adjust.
Originality/value
This exploratory study revealed that guanxi should not be seen as a purely cultural product grounded in the Confucian tradition but instead should be taken as a business strategy that depends on the existence of specific factors, such as the relevance and quality of interpersonal relationships in a business context.
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Adilson Aderito da Silva, Dimária Silva e Meirelles and Elvio Correa Porto
The purpose of this paper is to examine the development cycle of Brazilian banking sector during the lengthy period between 1889 and 2009, also identifying an equilibrium number…
Abstract
Purpose
The purpose of this paper is to examine the development cycle of Brazilian banking sector during the lengthy period between 1889 and 2009, also identifying an equilibrium number of financial institutions based on the carrying capacity of the environment.
Design/methodology/approach
The number of institutions in equilibrium is calculated based on the population density dependence model adopted under the organizational ecology theory. Quantitative data of founding and failure and qualitative data (interviews with the directors, officers and chief executive officers (CEOs) of selected companies) were used.
Findings
In all three bank segments (commercial, investment and multiple), the total number of banks in operation on December 31, 2009 was below the carrying capacity. However, in the multiple bank segment, the gap between the actual and potential figures is slightly smaller. As indicated by the respondents, there is almost no room for newcomers in the major bank segments. In counterpart, there is still space for new arrivals in the mid-market bank sector.
Research limitations/implications
The findings presented here may change, as carrying capacity is determined by political, legal and economic factors, including the availability of resources in niches and constraints imposed through laws, rules and other regulatory aspects. However, raising the life cycle of the entire population offers opportunities for future research on individual organizational trajectories, using new theoretical and methodological perspectives, such as dynamic capabilities and process theory.
Practical implications
The main contribution of this paper lies in indicating the growth potential for banking institution populations in Brazil, and may be used not only by potential newcomers eager to enter the sector, but also as a tool for assessing anti-trust policies.
Originality/value
The development cycle of Brazilian financial institution populations is unknown, and carrying capacity is a construct less explored by academic literature, particularly in Brazil. This is a unique study since a demography of an entire banking population in a developing country does not exist, besides there is not such a financial institution like the multiple bank in Brazil.
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Luisa Helena Pinto and Regina Caldas
– The purpose of this study is to examine how international workers engage into and make sense of expatriation and how sense-making enacts further action.
Abstract
Purpose
The purpose of this study is to examine how international workers engage into and make sense of expatriation and how sense-making enacts further action.
Design/methodology/approach
Given the corporate influence over expatriation, empirical data were collected from a single case study organization, a well-established Portuguese retail company. The primary data sources were the in-depth interviews with 13 international workers, while other secondary data sources included company documents that provided the background information required to understand the interviewees and describe the organization. The experiences of expatriation through the accounts and stories of these workers were subject to thematic content analysis.
Findings
The findings demonstrate that international workers act as sense-makers and sense-givers vehicles about expatriation. By doing so, they enact a plausible and dominant story that ultimately bounds the perception of divergent cues and limit their own action. While this ongoing dialogue between expatriation meaning and action can raise organizational actors’ capacities to negotiate and influence further meaning and action, it also validates existing practices and generates further compliance.
Originality/value
Despite being limited to a single organizational context, this study offers a contextualized approach to the study of expatriation that complements earlier research and highlights sense-making dynamics and related outcomes, further extending the applications of the sense-making perspective. This study suggests new research avenues exploring the politics and negotiation bonds from which expatriation sense-making can emerge as well as the opportunities for disruptive sense-making.
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Breno de Paula Andrade Cruz and Delane Botelho
The purpose of this study is to identify, in the context of virtual social networks (VSNs), other types of boycott which have not yet been addressed in the literature. We relate…
Abstract
Purpose
The purpose of this study is to identify, in the context of virtual social networks (VSNs), other types of boycott which have not yet been addressed in the literature. We relate the boycott(s) emerged on the VSNs with those found in the literature (economic, religious, of minorities, ecological and labor boycott), and verify the motivation that must be unique to such context.
Design/methodology/approach
Grounded theory was used in triangulation with netnography (interacting with 183 customers), non-participant observation (68 postings/47 complaints, from 2009 to 2012) and in-depth interview (15 consumers).
Findings
A new classification of boycott was proposed, which emerged on the basis of company service quality, named “relational boycott”, which can generate additional acts of repudiation, such as interaction, unity of the group and encouragement of third parties.
Research limitations/implications
The model of relational boycott proposed was not empirically tested, but insights for future test are provided.
Practical implications
A model of how the relational boycott is structured is provided, being a deliberate, primary act of the consumer resulting from the management problems of a company generating backlash actions.
Social implications
Since boycott represents a mechanism of protesting, it is a way that consumers pressure companies to provide better services and products, which may improve consumer’s wellbeing in the long range.
Originality/value
A new type of boycott emerges in the research, named relational boycott, structured in a model that can be tested empirically.
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