Search results

Drawing on a contagion-interpretation model of leader affective displays and leader effectiveness, the purpose of this paper is to examine the effects of leaders’ angry feedback on followers’ cognitive and affective reactions, and ultimately, perceived leader effectiveness across different cultural contexts.

In this paper, two experimental studies were conducted with a total of 528 participants.

The results revealed a culturally divergent cognitive effect: in Western cultures where vertical collectivism is low, leaders’ angry feedback reduced followers’ inferred developmental intention and subsequently, perceived leader effectiveness, whereas in East Asian cultures where vertical collectivism is high, leaders’ angry feedback reduced the two variables to a lesser extent or did not have any effect. In contrast, there was a culturally convergent emotional effect: the impact of leaders’ angry feedback on followers’ negative emotions and subsequently, perceived leader effectiveness was the same, regardless of the level of vertical collectivism.

This research is the first to demonstrate that culture – in particular, the dimension of vertical collectivism – has different impacts on the two mechanisms (i.e. cognitive and affective) through which leader’s angry feedback influences followers’ perceived leader effectiveness.

Leaders often provide negative feedback to underperforming followers with the intention of helping improve their performance. However, the anger expression that is often involved in the delivery of the feedback may cause followers to infer negative intentions and, thus, harm the effectiveness of the leader. The purpose of this paper is to examine, from a relational perspective, the condition under which the negative effect of leader anger expressions on leader effectiveness can be alleviated.

Data were collected from 355 participants in total through two main studies and two validation studies.

The author found that leader anger expression in negative feedback delivery had detrimental effects on leader effectiveness through follower-inferred negative intentions. More importantly, the detrimental effects of leader anger expressions on leader effectiveness were alleviated when followers had high levels of trust in their leaders.

Integrating leader emotion and trust literatures, the present research is the first to examine from a relational perspective (i.e. follower trust) the boundary condition under which leader anger expressions influence leader effectiveness.

Previous research draws on the dualistic model of passion (harmonious and obsessive passion) overlooks how the different two types of passion interact within individuals using a variable-centered approach. The purpose of this paper is to identify work passion profiles and their antecedent and consequences adopting a person-centered approach, and to explain inconsistences in previous studies.

This paper conducts three studies (n=2,749 in total) using a latent profile analysis. Study 1 identifies three work passion profiles, namely, dual passion, pro harmonious passion and pro obsessive passion; study 2 examines dialectical thinking as an antecedent to work passion profile membership; study 3 examines how each profile relates to work performance and well-being.

This paper finds that the participants with a dual passion profile showed higher task performance and subjective well-being than the participants with the other two profiles; the participants with a pro obsessive passion profile were higher in task performance, interpersonal performance and psychological well-being than the participants with a pro harmonious profile.

This paper is the first that uses a latent profile analysis approach to examining work passion configurations. It provides a unique perspective to investigate how different types of passion configure and interact within individuals; it explores an antecedent (i.e. dialectical thinking) and outcomes (i.e. performance and well-being) of the three work passion profiles.

The purpose of this paper is to examine the moderating effect of organizational politics on the relationships between work engagement, in-role performance and organization citizenship behavior – organization (OCBO).

Theoretical hypotheses were tested using a sample of 107 supervisor-subordinate dyads in China. Outcome variables, such as in-role performance and OCBO, were rated by supervisors.

Contrary to the established literature on positive work engagement-work outcomes relationships, the findings supported the prediction that work engagement was negatively related to supervisor-rated in-role performance and OCBO when the organizational is perceived as highly political.

The sample size for this study is relatively small. In addition, the authors measured organizational politics from employees’ perspectives, which might not reflect reality objectively. Furthermore, the data were collected at a single time point, so causal relationships could not be validated.

When employees perceive the work environment as political, organizations need to be aware of non-work factors that may influence supervisors’ evaluation of employee performance to ensure they do not demotivate and discourage highly engaged employees.

Considerable research has shown that work engagement is positively related to in-role performance and OCBO. The present study, however, challenges and extends previous research by suggesting that work engagement can lead to low supervisor evaluation of in-role performance and OCBO when the organization is perceived to be political.

The purpose of this paper is to investigate the influence of sprue distributions on the flow field and temperature field of the cladding casting process and verify the simulation results by experiments.

A steady-state mathematic model for the coupling of fluid flow, heat transfer and solidification to describe the process of cladding casting was present. The effect of sprue distributions on melt flow and temperature field was discussed. Based on the numerical simulation results, the cladding billet was prepared successfully. Moreover, the model has been verified against by temperature measurements during the cladding casting process.

There is a good agreement between the measured and calculated results. The homogeneity of melt flow determines the formability of cladding billets and circular temperature difference affects the bonding of the two alloys. The AA4045/AA3003 cladding billet with no defects in size of f140/f110 mm was fabricated successfully. The alloy elements diffused across the interface and formed diffusion layer with a thickness of 15 µm. The interface bonding strength is higher than the tensile strength of AA3003, indicating the metallurgical bonding between two alloys.

The casting parameters are limited to the aluminum alloy cladding billet in size of f140/f110 mm in this paper.

There are few reports of cladding billet, which are used to prepare condense pipes of automotive engines. The effect of distribution schemes on the cladding casting process is rarely studied.

Previous research has demonstrated the importance of emotion recognition ability in negotiations and leadership, but scant research has investigated the role of emotion recognition ability in service contexts. The purpose of this paper is to propose and test a compensatory model in which service employees’ emotion recognition ability helps enhance their job performance, particularly when employees score low on the agreeableness personality dimension or have low cognitive ability.

With a two-wave multisource dataset collected from a service center of a large retail bank, multiple regression analysis was used to test the moderating roles of agreeableness and cognitive ability on the relationship between service employees’ emotion recognition ability and their performance.

Service employees’ emotion recognition ability helped enhance their job performance. However, the positive effect of emotion recognition ability on job performance was only statistically significant when employees’ agreeableness or cognitive ability was low.

The findings have important implications for how service organizations select and recruit employees. In particular, service employees with low agreeableness or cognitive ability may still be able to perform well when possessing high emotion recognition ability. Therefore, emotion recognition ability should be considered in the selection and recruitment process.

Going beyond self-report measures of emotion recognition and using a performance measure from organizational records, this study is one of the first to examine how emotion recognition ability interacts with personality and cognitive ability in predicting service employees’ effectiveness in a service organization.

The purpose of this paper is to develop a novel integrated supplier selection approach incorporating decision maker’s risk attitude using the artificial neural network (ANN), analytic hierarchy process (AHP) and technique for order of preference by similarity to ideal solution (TOPSIS) methods.

In the proposed approach, the ANN model is used to classify decision maker’s risk attitude; the fuzzy AHP method is used to determine the relative weights of evaluation criteria; and the fuzzy TOPSIS method is used to evaluate ratings of suppliers. Finally, experiments are conducted to verify the feasibility and efficiency of the proposed integrated approach.

Experiments results show that the proposed integrated approach is effective and efficient to help decision makers to select suitable suppliers according to their risk attitudes.

The aim of this paper is to develop a novel integrated supplier selection approach incorporating decision maker’s risk attitude using the ANN, AHP and TOPSIS methods. The decision maker’s risk attitude toward procurement transaction is originally considered in supplier selection process.

As a type of electronic commerce, online C2C markets have experienced a rapid growth in both sales volume and user numbers. Buy‐it‐now (BIN) auction is a mechanism to facilitate online auctions, and is adopted by the major online C2C marketplaces. This study aims to investigate consumers' purchase and adoption of risk relief service in BIN auctions in the online C2C market from the perspective of perceived risk.

A research model is developed based on relevant theory. Data are collected from American and Chinese consumers through a web‐based experiment system that simulates the transaction process on online C2C markets. The proposed hypotheses are tested with logistic and multiple linear regressions.

The results show that buyer's purchase behavior and usage of risk relief service for a transaction in BIN auctions are determined by the perceived risk, which is influenced by the buyer's risk attitude, seller online reputation, and the product price and type.

This study provides an in‐depth understanding of consumers' behaviors on online C2C markets at transaction level, and makes implications for online marketplace operation and business strategy making.

The primary value of this paper lies in providing a better understanding of consumers' behaviors on online C2C market, and investigating the factors that influence the consumers' purchase and adoption of risk relief service in online BIN auctions from the perceived risk perspective.

To solve the problem of meminductor in circuit design, this paper aims to describe a synthesis method and the mechanism in terms of constitutive relation of the gyrator for transforming nano memristor into meminductor.

The gyrator was designed to achieve memristor-meminductor transformation by using amplifiers and memristor.

The simulation results verify the flexibility of its operation.

This gyrator can be used in integrated circuit design such as filter, diplexer, and it has a simple and economical implementation.