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In light of the challenge to attract skilled employees in times of dwindling labour supply, the purpose of this paper is to investigate how motivational person-job fit influences the preference for a job. Using a model based on prospect theory, person-job fit is operationalised on three motivational dimensions: extrinsic, enjoyment-based intrinsic, and prosocial intrinsic motivation. Public service motivation (PSM) is theoretically integrated into the model’s dimensions and conceptualised as a fuzzy subset thereof. Within the model, job seekers evaluate their fit with various jobs by comparing their personal motives to the jobs’ motivational incentives, compiling a preference order.

The model was tested using a completely randomised vignette experiment. In all, 102 master’s students had to indicate their preference among various randomly selected job vignettes. Certain vignettes presented to experimental group (EG) subjects were individually manipulated to provide either very good or very poor person-job fit. The manipulation’s effect on vignette preference was analysed using logistic regression.

EG subjects significantly preferred both well-fitting and random vignettes over misfitting ones. No significant preference was found comparing well-fitting and random vignettes. Coherent with prospect theory, the deterring effect of misfit appears to be stronger than the attraction effect of good fit, supporting the model.

Most previous research on motivational person-job fit focused on a single factor (e.g. PSM) when predicting job preference. This study, in contrast, incorporates multiple motivational dimensions, capturing that individuals usually pursue mixed motives.

The purpose of this study is to contribute to current hospitality and tourism research on the sharing economy by studying the under-researched aspects of regulatory desirability, moral legitimacy and fairness in the context of home-sharing platforms (e.g. Airbnb).

Three separate 2×1 between-subjects experimental vignette surveys are used to test the effects of three types of fairness (procedural, interpersonal and informational) on two outcomes: moral legitimacy and regulatory desirability.

The results of the research show that high perceived fairness across all three types increases moral legitimacy and reduces regulatory desirability. Respondents who perceive a fictional home-sharing platform to be fair consider it to be more legitimate and want it to be less regulated.

Following established practices and reducing external validity, the study uses a fictional scenario and a fictional company for the experimental vignette. The data collection took place in the UK, prohibiting cultural comparisons.

The research is useful for home-sharing platform managers by showing how they can boost moral legitimacy and decrease regulatory desirability through a strong focus on fairness. It can also help policymakers and consumer protection advocates by providing evidence about regulatory desirability and how it is affected by fairness perceptions.

The study adds to hospitality and tourism research by offering theoretically meaningful and practically relevant conclusions about the importance of fairness in driving stakeholder opinions about home-sharing platforms.

Research reported in this manuscript focuses on the relationship between trait suspicion and the perception of abusive supervision. Based on previous research, the authors assume that suspicion is positively related to the perception of abusive supervision. The role implicit theories play in this relationship is examined.

Two studies are presented to examine the relationship between trait suspicion and the perception of abusive supervision as moderated by implicit leadership theories. The first study is a survey study, and the second study is an experimental vignette study.

Results of both studies indicate that suspicion is positively related to the perception of abusive supervision and that implicit leadership theories moderate the relationship between suspicion and the perception of abusive supervision.

Results are interpreted in terms of biases in leadership perception as well as the reversing-the-lens perspective.

While there is progress in taking into account follower characteristics and the resulting perceptual biases in the study of constructive leadership phenomena such as transformational leadership, less is know about the follower perception aspect of destructive leadership phenomena. With this research, the authors extend research into the influence of follower characteristics on the perception of abusive supervision and also look at boundary conditions of this relationship by including implicit leadership theories as a moderator.

This paper aims to explore the effect of perceived “self-to-team” deep-level diversity on team’s creative output from a social identity lens’ view.

An experimental study was designed (n = 30 in each experimental condition, namely, homogeneous, heterogeneous and mixed) and vignettes were used to manipulate the experimental conditions. Employees from four Indian organizations participated in the experimental study.

Results indicated that deep-level homogeneous group perceived higher team creative output as compared to the deep-level heterogeneous group. Perceived team creativity climate was found to mediate the effect of team diversity on team’s creative output. Further, it was observed that the quality of perceived creativity climate (positive and negative) moderated the relationship between diversity and team’s creative output.

The diversity–climate–creativity model presented in the paper may help managers to understand how “deep-level” group composition affects a group’s creative performance. The findings of this study may act as a platform for building effective diversity management policies.

The current research has contributed to the limited team diversity and creativity literature. Based on the experimental study, the paper has uniquely investigated team diversity and creativity link along with examining the role of a mediator (creativity climate) and moderator (quality climate) in the relationship. As the study was conducted in Indian settings, the findings were interpreted based on the typical Indian psycho-social characteristics.

Recent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions.

In Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job.

Together, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon.

Glass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

We examine how authorities' use of fair decision-making procedures and power benevolently shape workers' impressions of them as competent and warm, which serve as a mechanism whereby authorities' behaviors shape workers' emotional responses. We investigate how the role of these impressions differs depending on authority gender and consider whether emotional responses differ for male and female subordinates.

We conducted a between-subjects experimental vignette study in which we manipulate an authority's behaviors and gender. We use multigroup mediation analysis to test our predictions.

Authorities who employ procedural justice and benevolent power elicit reports of heightened positive emotion experiences and intended displays and reports of reduced negative emotion experiences and intended displays. These behaviors also enhance views of authorities as competent and warm. The mediating role of impressions differs by authority gender. Authority behaviors prompt reports of positive emotions through conveying impressions that align with authorities' gender stereotypes (competence for men, warmth for women). In contrast, warmth impressions mediate effects of behaviors on reported negative emotions when authorities are men, whereas when authorities are women, benevolent power use directly reduces reported negative experience, and procedural justice reduces negative display. Female respondents are more likely to report positive emotion experience and display toward male authorities and negative display toward female authorities.

By examining competence and warmth impressions as mechanisms, we gain insight into how the process by which authority behaviors affect worker emotions is gendered and shed light on micro-level dynamics contributing to gender inequality at work.

The purpose of this study is to examine how – if any – does message framing moderates the previously documented positive effect of organizational identification on unethical pro-organizational behavior (UPB).

The authors used vignette methodology to manipulate message framing and organizational identification in a 2 × 2 between-subjects experimental design to test research hypotheses. In total, 332 undergraduate students in the senior year of banking and management participated in the experiment. Two-way analysis of variance was used for data analyses.

Message framing is found to moderate the effect of organizational identification on UPB. Organizational identification posed a stronger effect on intentions to engage UPB when a supervisor announces a critical situation by using a positively framed message than (s)he frames it negatively.

Using undergraduate students as subjects is an important limitation to external validity and generalizability of the findings. More realistic field experiments can be conducted by using real employees and factual firms in future studies.

Managers should be careful when using over-motivating language to employees on critical issues. Under intense stress, a managerial message over-emphasizing “gain” can prompt highly identified employees to conduct misbehavior.

Unethical behavior brings negative consequences for organizations, even if it is conducted for the benefit of the organization. To prevent any tendency toward UPB, management communication must clearly highlight the delicate boundary between being attached to the organization and going beyond the rules for the organizational goals.

The study findings shed more light on the relationship between organizational identification and UPB, allowing us to see that the relationship is not always linear. In addition to over-identification, reciprocity and neutralization processes, the framing may be another explanation to varying effect of organizational identification on UPB. Supervisors’ communication style can influence employee behavior in controversial issues linked to UPB.

The focus is on how agencies can mitigate client opportunism in an agency-client relationship (ACR), particularly during the agency selection stage involving a pitch. This paper aims to empirically investigate the moderating effects of organizational mechanisms (particularly informational cues) and the agency’s past behavior on client opportunism. In a moderated moderation, this paper tests the effects of calculative commitment, informational cue and agency’s past behavior on the main effect.

The research is in the context of ACR involving a pitch at the agency selection stage. A mixed-method approach is used. In depth interviews with senior level executives were used to design the experimental vignettes. The main study uses experimental vignettes in a survey.

The study finds the prevalence of client opportunism during the pitch. The study reveals a significant relationship between information asymmetry and client opportunism. The findings of the study support the effectiveness of organizational mechanisms in mitigating client opportunism. The findings indicate that a proactive approach such as using informational cues mitigates client opportunism as it signals to the client that the agency cares for its intellectual property. Clients also take a cue from agencies past behavior. Third-party complaints and voice complaint deters client opportunism. Moderated moderation reveals that the client’s calculative commitment impacts client opportunism.

The study is novel in empirically examining client opportunism during the agency selection stage involving a pitch. The study re-emphasizes that information asymmetry is the primary reason for client opportunism in ACR at the agency selection stage. The role of organizational mechanism and agency response in mitigating client opportunism is a welcome addition. Moderated moderation effects involving calculative commitment is a novel addition.

Using observational and experimental designs, the purpose of this study was to explore if the power relation between the offender and the victim of incivility and the level of perceived severity of the incivility were associated with bystanders’ intentions to help when witnessing workplace incivility.

In Study 1, 160 participants completed a questionnaire where they described a recent uncivil incident they had witnessed, and completed measures of perceived severity and measures of their behavioural response as bystanders. In Study 2, 183 participants were randomised to read one of two vignettes (a manager being uncivil towards a subordinate or vice versa), and completed measures of perceived severity and of their motivation to intervene. The authors investigated whether the power relation between perpetrator and victim, and the perceived severity of the uncivil exchange, were associated with prosocial bystander behaviours in Study 1 and with motivation to defend the victim of incivility in Study 2.

Higher perpetrator power was significantly associated with the incident being perceived as more severe, and higher perpetrator power was directly related to greater tendency to confront, and lower tendency to avoid, the perpetrator. Perpetrator power was indirectly associated with social support according to the perceived severity. A supervisor acting in an uncivil manner was rated as more severe than a subordinate acting in such a way. Perceived severity mediated the relationship between perpetrator power and the witness’s introjected, identified and intrinsic motivation to intervene.

This study extends previous work by investigating how the perpetrator’s power influences both the bystander’s prosocial behaviour and their motivation to defend the victim. Furthermore, previous research has not considered how perceptions of severity might mediate the relationship between power, behaviour and motivation.

In coproduction, citizens may be confronted with a conflict between creating user value and a more collective understanding of public value creation. In order to deal with conflicts experienced as trade-off situations, coproducers follow various coping strategies leading to different results. This study aims to gain insight into what drives the choices for coping strategies, which are valuable for understanding the role of citizen coproducers in public value creation.

This article studies the effects of citizens' external efficacy and trust in public servants on citizen coproducers' preferences for coping strategies. The study presents a vignette experiment among n = 257 citizens involved in the temporary use of vacant spaces in Flanders, Belgium.

No statistically significant effects of external efficacy and trust in public servants on respondents' preferences for coping strategies are found. The results show that irrespective of the level of external efficacy or trust in public servants, citizen coproducers prefer to ask for help from the public servant involved in the project.

This result draws attention to the need for facilitation and guidance from public servants and the servants' organizations to help citizen coproducers balance out these otherwise paralyzing value conflicts. Moreover, the lack of statistically significant effects of trust and external efficacy is a valuable finding for literature. The result shows that, in the drivers of coproduction behavior, there is no consistent relationship between citizen trust in government or external efficacy and coproduction behavior.