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This paper aims to explore the psychological mechanism in the relationship between paternalistic leadership (PL) and employee well-being (EWB) in cross-cultural nonprofit organizations. It also aims to further promote the integration of research on PL and self-concept by examining the relationship between PL and collective self-concept (CSC).

Data were collected on 72 supervisors and 233 expatriate Chinese teachers from 42 Confucius Institutes and 15 Confucius classrooms in Canada and the USA.

PL has a significant effect on EWB. Benevolent and moral leadership are positively related to CSC, while authoritarian leadership is negatively related to CSC. CSC mediates the relationship between PL and EWB. Furthermore, employees’ cross-cultural adaptability positively moderates the relationship between CSC and EWB; the indirect effect between PL and EWB via CSC is stronger for employees with stronger cross-cultural adaptability.

This is the first study that has examined the psychological mechanism under which PL affects EWB in cross-cultural nonprofit organizations. It contributes to the integration of research on PL and CSC by examining its relationship for the first time. It provides important implications for improving the well-being of expatriate employees in cross-cultural organizations.

The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.

A mixed-method approach incorporating surveys and interviews was employed. Data were obtained from a manufacturing organization in Australia. A clustering method was employed to identify commitment profiles. Respondents belonging to the clusters representing commitment profiles associated with desirable organizational outcomes were identified for the qualitative stage of the research.

The results showed that both organizational identity and professional/occupational identity are positively linked to the development of organizational commitment. An in-depth analysis of the qualitative data demonstrated that engagement of personal/individual level of self in identification process enhances the development of organizational commitment.

The findings suggest that human resource managers can build an effective identification process by strengthening feelings of organizational identity and creating a positive organizational image.

To the best of the author’s knowledge, this study is the first to employ a mixed-method approach to explore the relationship between organizational commitment and identification process. A mixed-method approach, on the one hand, enabled us to build on the existing objectivist commitment literature and explore commitment profiles, and on the other hand, it allowed us to provide a more complete and contextual portrayal of organizational commitment and identification process through qualitative interpretive strategies.

Individual characteristics have been weaker correlates of organizational citizenship behaviors (OCBs) than have attitudinal and contextual variables; however, few individual characteristics have been examined. This paper seeks to broaden the search for possible antecedents to include individuals' prosocial self‐concept.

A survey (n=226) was conducted to examine the relationship between university students' prosocial self‐concept and their intentions to engage in campus‐related service and citizenship activities. Prosocial self‐concept was assessed with Crandall's 24‐item Social Interest Scale.

Prosocial self‐concept correlated modestly, but significantly, with OCB intentions toward fellow students (r=0.16, p<0.05), and OCB intentions toward society (r=0.18, p<0.05), but not with OCB intentions toward the university (r=0.12). Identification with the university correlated significantly with OCB intentions toward the university (r=0.29, p<0.001), but not with OCB intentions toward fellow students (r=0.13) or society (r=0.11). No significant interaction effects on OCBs were found between prosocial self‐concept and organizational identification.

Observed correlations among prosocial self‐concept, university identification and the OCBs are very likely underestimated due to probable restrictions in the variance of the OCBs.

The findings suggest that prosocial self‐concept may be a unique correlate of OCB, contributing variance not accounted for by other variables.

Few empirical studies have examined the relationship between self‐concept and OCB.

The purpose of the present study is to examine the connection between the self‐concept and fashion consumer behaviors of senior females.

Participants for the study (n=200) were recruited from 12 chapters of the Red Hat Society located in the Southeastern USA; they completed a self‐administered survey. Relational, individual and collective identities were measured via well‐established, pre‐existing scales. Statistical findings were used to examine how senior females with unique identities (i.e. relational, individual, and collective self‐concepts) differ in terms of their shopping behaviors and fashion orientation.

Statistical results from this study indicate that apparel purchase decisions for senior females are complex and involve issues beyond style, fit, and price. Information on how the identity groups differed from one another in the various shopping behaviors and their interest in fashion is identified.

This study provides an examination into the complex self‐concept of older females and its link to fashion‐related consumer behaviors. Recommendations on how specific apparel retailers can better target senior females are presented.

Research regarding the complex fashion needs, and purchase decisions of senior females, is sparse. This research contributes to the literature on fashion and apparel by examining how different identities relate to various fashion consumer behaviors for women over 50.

Group criticism plays an important role in intergroup relations and conflicts, but few studies have related group criticism to intercultural communication contexts. This study aims to explore two cultural groups’ (Chinese international students in the USA and American domestic students) collective face concern as a unique experience in intercultural communication and other psychological responses while encountering group criticism targeting their country image.

A laboratory experiment was conducted assessing Chinese international students (n = 115) and American domestic students’ (n = 100) responses to a research-confederate critic (whose group membership was manipulated) criticizing participants’ country image such as blaming China and the USA for air pollution or using drugs in the Olympics. analysis of covariance, correlational analysis and regression analysis were adopted to analyze the data.

Chinese international students reported higher collective face concerns and lower liking toward the critic compared with American students. When criticism specifically targeted participants’ country image, Chinese international students reported more discomfort feelings than American students; and while responding to the critic who identified as participants’ ingroup member, Chinese international students’ discomfort feelings were more susceptible to their collective face than American students in the same condition.

This study illustrates cultural differences in collective face concerns and psychological reactions in responding to criticism targeting a country image in intercultural communication contexts.

The ethics literature has focused on the influence of self-construal dimensions on unethical decision-making. However, the literature is unclear about why these self-construal dimensions (Independent-self, Relational-self, Collective-self) impact differently on unethical decision-making. Based on the theory of cooperation and competition, this study empirically examines the mediating role of competitive orientation and addresses the theoretically unexplained question of why self-construal dimensions influence differently on unethical decision-making.

Based on the deductive approach, a quantitative research study was conducted on the Sri Lankan banking industry because there have been many instances of unethical behavior reported in this sector lately. Data were collected from 305 bank branch managers using a structured survey questionnaire.

The findings revealed that competitive orientation mediates the self-construal dimensions and explained that competitive orientation is one reason why independent-self, relational-self and collective-self influence differently on unethical decision-making.

This paper addresses the unanswered question of why self-construal dimensions relate to unethical decision-making differently.

The image of cyclists has been increasingly recognised as an important factor in social marketing programmes aimed at increasing cycling. The purpose of this paper is to present findings from a multi‐stage research project exploring image incongruencies between cyclists and non‐cyclists in the UK.

The theoretical framework of self‐image congruency was used to explore a possible “image gap” between the current image(s) of cyclists and the self concept of the GB population. The first stage of the research was a quantitative nationally representative survey of 3,855 British adults. The second phase involved a qualitative study involving ten in‐depth interviews and nine focus groups (n=60) exploring the image of cyclists with groups of non‐cyclists, lapsed cyclists, occasional cyclists, sports cyclists and utility cyclists.

Quantitative findings indicated that a gap exists between the perceived image of cyclists by GB adults and their collective self concept. Qualitative findings suggested that cyclists images were frequently viewed as negative or sometimes “out of reach” for non‐cyclists.

Social marketers have a role to play in overcoming self‐image incongruencies of this type. The authors' intention was to enable social marketers to encourage non‐cyclists to view cycling in a more positive light by encouraging a perceptual shift in their image of cyclists in the UK. The implication is that this would form a bridging mechanism that narrows the gap between non‐cyclists' current image of cyclists and their image of themselves.

This work prompts reflections on the nature of self‐image congruency within the social marketing field. Initial observations are made as to the contribution that self‐image congruency may play in behaviour change.

The purpose of this paper is to find how leader humility affects employees’ constructive voice behavior toward supervisor (speaking up) and coworkers (speaking out) from an identification-based perspective, and seeks to verify the effectiveness of leader humility in the Chinese context.

Data were collected from 325 employees in four Chinese companies with two phases. In the first phase, the participants were asked to report the leader humility, their identification of their relations with the supervisor, and their identification with their organization. In the second phase, they were asked to report their voice behaviors toward their supervisors and coworkers.

The results indicate that leader humility strongly predicts both employees’ voice behaviors of speaking up and speaking out. Results further suggest that relational identification with the supervisor explains why leader humility promotes employees speaking up, while organizational identification explains why leader humility promotes employees speaking up and speaking out.

Managers with humility can successfully shape employees’ relational and organizational identifications, which in turn encourage their voice behaviors toward supervisors and coworkers. Hence, behaving humbly in working places could be an effective way for managers to promote organizational cohesion and creativity.

Although leader humility attracts much attention in both academia and practice, researchers have been primarily focusing on conceptual development and measurement issues, and empirical studies are rare. This is the first research connecting leader humility and employee proactive behaviors. Moreover, it takes an in-depth analysis of the constructive voice behaviors by differentiating them based on their targets.

To explore the mediating role of altruism in the relationship between self‐sacrifice and transformational leadership, and to look at the effect of all three on followers' collective identity and perceptions of unit performance.

For Study 1, survey responses were collected from 127 managers in India. They answered questions on their leader's self‐sacrifice, altruism, and transformational leadership, and on their own collective identity and perceptions of unit performance. Study 2 used a scenario experiment and 161 students to manipulate self‐sacrifice and altruism and measure their effects on transformational leadership, collective identity and perceived unit performance.

It is possible to distinguish between self‐sacrifice and altruism empirically. Altruism mediates the relationship between self‐sacrifice and transformational leadership. Transformational leadership is positively related to followers' collective identity and perceived unit performance.

Common source bias may have affected the findings. Use of student sample in Study 2 limits the generalizability of findings.

Other‐orientedness (altruism) of a manager enhances transformational leadership, which in turn leads to higher collective identity and perceived unit performance. Self‐sacrifice could be a good starting point in this chain of events.

Studies have shown that self‐sacrifice enhances transformational leadership. This paper highlights the mediating process through altruism. This is the first empirical study to look at the relationship between altruism and transformational leadership. This is also the first study to look at self‐sacrifice and altruism simultaneously.

Although China is beginning to emerge on the world economic stage, many Chinese workers are newcomers to the Western notions of leadership. Those examining leader behavior and follower motivations should consider unique traditions that influence the motivation process in other cultural settings. The purpose of this paper is to address this issue.

The approach is the theoretical adaptation of the congruent temperament model based upon personal experience and study of Chinese history and culture.

A valid criticism of the congruent temperament model is the exclusion of distinctive cultural norms, as Western ideas of leadership, personality, and motivation may not be congruent with other cultures. This article, modifies this paradigm by acknowledging the influence of various culturally specific work motivation catalysts (e.g. guanxi, mianzi). Although the original model lacks universality, the general framework can be adapted to account for cultural differences.

The greatest limitation is the conceptual nature of the graphical representations provided. As such, empirical testing of the proposed relationships should commence to ascertain support.

As China moves rapidly towards global integration, an attempt to understand leadership and work motivation in relation to Chinese workers is certainly warranted. Western leaders must consider cultural variables as they strive to provide effective leadership.

Cultural diversity and globalization mandate the development of models appropriate for unique cultures. This is the first attempt to adapt the congruent temperament model to Chinese followers and provides a defined conceptualization that lends itself to intellectual debate and empirical inquiry.