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The purpose of this paper is to investigate the occurrence of rating distortions under raters’ different mood conditions and at different levels of interpersonal affect of raters towards ratees, and further its association with ratees’ perceptions of distributive and interpersonal fairness.

For the scenario-based experiment, the study recruited 110 undergraduate students as participants. Of them, 22 raters appraised the video-taped buyer-seller negotiation performance of 88 ratees. Repeated measures analysis was employed to analyse data.

Results revealed that under different mood conditions (pleasant and sad) and at different levels of interpersonal affect towards ratees (high and low), raters distorted ratings (inflated and deflated, respectively). These rating distortions shaped ratees fairness perceptions in such a way that ratees who received inflated ratings due to raters’ pleasant mood and high interpersonal affect perceived more distributive and interpersonal fairness than ratees who received deflated ratings due to raters’ sad mood and low interpersonal affect.

The paper is a step towards integrating the affect infusion model with distributive and interpersonal fairness theory. This integration can be of value for enhancing our understanding of how rater-centric rating errors take place, which subsequently shape ratees’ fairness perceptions.

This paper works at the intersections of affect control theory, expectation states theory, and social influence network theory. First, we introduce social influence network theory into affect control theory. We show how an influence network may emerge from the pattern of interpersonal sentiments in a group and how the fundamental sentiments that are at the core of affect control theory (dealing with the evaluation, potency, and activity of self and others) may be modified by interpersonal influences. Second, we bring affect control theory and social influence network theory to bear on expectation states theory. In a task-oriented group, where persons’ performance expectations may be a major basis of their interpersonal influence, we argue that persons’ fundamental sentiments may mediate effects of status characteristics on group members’ performance expectations. Based on the linkage of fundamental sentiments and interpersonal influence, we develop an account of the formation of influence networks in groups that is applicable to both status homogeneous and status heterogeneous groups of any size, whether or not they are completely connected, and that is not restricted in scope to task-oriented groups.

Amidst the new realities of the modern world, a happy and satisfied workforce has become a necessary requirement for organizations to maintain their competitive edge. While most of the available literature revolves around positive organizational behaviour, there is dearth of research on the influence of interpersonal forgiveness on affect and life satisfaction in employees. Keeping this precept in mind, this study aims at bridging this gap in research by developing and testing a mediation model to examine the link between interpersonal forgiveness to affect and life satisfaction.

The sample consists of 378 employees working in different Indian manufacturing organizations. To test the hypotheses, structural equation modelling was applied.

The results reveal that interpersonal forgiveness significantly influences life satisfaction and affect partially mediates this relationship in employees.

The study recommends that organizational development practitioners and human resource professionals focus on forgiveness among co-workers to foster a balanced affect and enhanced life satisfaction by developing and implementing positive psychological interventions and practices. This can help organizations in regulating interpersonal transgressions and conflicts at an early stage and also make the employees happy and satisfied.

This study offers concrete insights into the complicated interplay of affect in the link between interpersonal forgiveness and life satisfaction in the yet underexplored context of Indian organizations.

Guided by the affective events theory (AET), the purpose of this paper was to explore the impact of interpersonal trust in peers, as an affective work event, on two affect-driven behaviors (i.e. job performance and organizational citizenship behavior toward individuals [OCBI]) via positive affect during the Covid-19 pandemic, particularly in the Asia–Pacific region.

This study is quantitative in approach, and longitudinal survey study in design. The authors collected data from lecturers in 2020 at the beginning, at the end and two months after the first Covid-19 lockdown in Malaysia. Then, the authors utilized the efficient partial least squares (PLSe2) estimator to investigate the relationships between the variables, while also considering gender as a control variable.

The findings show that positive affect fully mediates the relationship between interpersonal trust in peers and job performance and partially mediates the relationship between interpersonal trust in peers and OCBI. Given that gender did not demonstrate any significant relationships with interpersonal trust in peers, positive affect, job performance and OCBI, the recommended policies can be universally developed and applied, irrespective of the gender of academics.

This research contributes originality by integrating the widely recognized theoretical framework of AET and investigating a less explored context, specifically the Malaysian higher education sector during the challenging initial phase of the Covid-19 pandemic. Furthermore, the authors adopt a novel and robust methodological approach, utilizing the efficient partial least squares (PLSe2) estimator, to thoroughly examine and validate the longitudinal theoretical model from both explanatory and predictive perspectives.

This study aims to explore how gender influences the impact of interpersonal trust among subordinates on spontaneous work behaviors such as sharing responsibility and knowledge and engaging in organizational citizenship behavior (OCB). The goal is to understand factors that contribute to the effectiveness of women as supervisors and subordinates in the manufacturing sector.

Data were gathered from 308 subordinates and 71 supervisors working in the manufacturing sector in mainland China using a survey methodology. Descriptive statistics, correlation, confirmatory factor analysis and hierarchical moderated regression were the statistical techniques used.

Results indicate that both affect- and cognition-based trust among subordinates positively impact responsibility- and knowledge-sharing behaviors, OCB-individual (OCB-I) and OCB-organization (OCB-O). For female subordinates, the gender of the supervisor alters the relationship between both forms of trust and responsibility-sharing behavior and OCB-O, but not knowledge-sharing behavior and OCB-I. Cognition-based trust plays a dominant role for male subordinates, while affect-based trust is more relevant to female subordinates. Finally, while the gender of the supervisor moderates the impact of both affect- and cognition-based trust, it is significant for female subordinates only.

This study is not without limitations. First, the authors had access to a limited sample of female supervisors and female subordinates, which is not uncommon in the manufacturing sector that is mostly composed of male employees. Second, the cross-sectional nature of the study does not allow the capture of the impact of change in trust over time. However, it is believed that the multi-source design, the novelty of the study’s findings and their implications to interpersonal trust theory and supervisory practice compensate for the limitations. For starters, this study endorses the crucial role of interpersonal trust among employees in predicting important organizational behaviors. It corroborates the conceptual distinction between affect- and cognition-based trust and empirically validates the concepts of affect- and cognition-based trust, RSB, KSB and OCB in China. It uses multi-source data and measures behavioral outcomes of workers as observed by their immediate supervisors. These contributions speak to the empirical viability of our theoretical framework that may be useful to those contemplating cross-cultural research.

The study started with the question, does gender matter. The answer is that it does and that it has implications for human resource management. The gender of both supervisors and subordinates affect the way interpersonal trust among workers elicit desirable organizational behaviors such as sharing responsibilities, sharing knowledge and other forms of citizenship behavior. Female supervisors need to build trust among their female employees before they can expect effective organizational behavior. The story is different for male supervisors and male employees. This has implications in the way male and female supervisors are trained. It also has implications for work group formation and composition. What the study does not know is whether these findings are limited to the manufacturing sector or unique to China. It is recommended that a cross-cultural comparative research be undertaken to address those questions.

In light of the study’s findings, it is proposed that supervisory training and development programs should take into consideration that female supervisors encounter more challenges in eliciting favorable behaviors on the part of female subordinates in a work environment that is male-dominated.

The unique value contribution of the study pertains to the role of gender – the gender of the supervisor and the gender of the subordinate in shaping organizational behavior. Specifically, the authors show that the supervisor’s gender influences the relationship between affect-based trust and RSB, KSB and OCB-O and the relationship between cognition-based trust and OCB-O. Their point is that these relationships are significant only for female supervisors. In addition, they show that gender similarity between the supervisor and the supervised matters, only when both are female. These findings limit the role of interpersonal trust in eliciting favorable organizational behavior across the board and question the portability of interpersonal trust theory across industries and cultures.

The purpose of this paper is to investigate the impact of buyer-seller interpersonal interactions on the purchase intention of buyers, incorporating swift guanxi as a mediator.

Based on survey data obtained from 336 Taobao Live users, PLS techniques were used to test hypotheses.

Swift guanxi exists in buyer-seller interactions and matters, as it drives buyers' purchase intention in live stream shopping. Perceived expertise, perceived similarity and perceived likeability are found to be the three essential interpersonal interaction factors promoting the formation of swift guanxi. Perceived familiarity is also found to be significant but to a lesser extent. In addition, all these interpersonal interaction factors are found to significantly affect purchase intention through the mediation of swift guanxi.

Swift guanxi has been less explored in live stream shopping. This study takes the lead in empirically examining the mediating role of swift guanxi in the relationship between interpersonal interaction factors and purchase intention and offers a description of key buyer-seller interpersonal interaction factors (perceived expertise, perceived similarity and perceived likeability), thereby helping to extend the swift guanxi literature in social commerce.

The purpose of this paper is to examine the role played by host country nationals’ (HCNs) collectivism and the interpersonal affect they develop toward expatriate colleagues, in determining the degree to which Chinese HCNs would be willing to offer role information and social support to expatriates from India and the USA.

The authors conducted a between-subjects simulation (n=402) with front-line, junior-level professionals in four global organizations operating in China, measuring their interpersonal affect toward a hypothetical expatriate colleague, and their willingness to offer role information and social support to the expatriate.

Results indicated the interpersonal affect felt by Chinese HCNs mediates the relationship between the collectivism levels of Chinese HCNs, and their willingness to offer role information and social support to expatriates.

It should be acknowledged that the authors used hypothetical “paper-people” to test the hypotheses. Future studies should investigate the impact of collectivism and interpersonal affect on HCN willingness to offer role information and social support by examining HCNs’ attitudes toward real-life expatriate colleagues.

While empirical studies examining HCN willingness to offer role information and social support have begun to emerge in the expatriate literature, only a couple of studies have included interpersonal affect as a key determinant. Given that interpersonal affect is a key determinant of individuals’ reactions to others, but also a complex construct, the findings confirm the need for organizations to examine how this impacts performance and co-worker interactions in the workplace.

The purpose of this study is to examine the relationships among transformational leadership, knowledge sharing climate and behavior, interpersonal trust and organizational learning.

Data from 209 participants from a manufacturing company in Korea were analyzed using the structural equation modeling method.

The findings of the study indicated that transformational leadership directly affected the knowledge sharing climate and behavior, interpersonal trust and organizational learning of an organization. Transformational leadership also indirectly affected organizational learning through knowledge climate and behavior, and interpersonal trust. In addition, a knowledge sharing climate directly affected interpersonal trust and knowledge sharing behavior and indirectly affected organizational learning through interpersonal trust and knowledge behavior. Interpersonal trust directly affected knowledge sharing behavior and indirectly affected organizational learning through knowledge sharing behavior. Finally, knowledge sharing behavior positively affected organizational learning.

The results highlight the important role of transformational leadership to enhance the knowledge sharing climate and behavior of employees, interpersonal trust and organizational learning. This study also indicated that transformational leadership, interpersonal trust and knowledge sharing behavior are antecedents of organizational learning.

The study’s findings could motivate practitioners to place more emphasis on leadership support, knowledge sharing and organizational learning in the manufacturing sector.

The study provided diverse paths indicating how transformational leadership can impact organizational learning by examining both the direct and indirect paths between transformational leadership, multiple mediators and organizational learning. It also suggested a research framework for supporting transformational leadership, knowledge sharing and organizational learning, as well as their relationships by examining the three variables in one research model.

The purpose of this study is to examine the underlying cognitive mechanisms between interpersonal justice and creativity.

The theoretical model was tested through survey method in two distinct settings, i.e. student teams and organizational setting.

This study found evidence that interpersonal justice has an indirect relationship with creative behavior through two distinct paths of psychological meaningfulness and psychological availability in Study 1 and through psychological availability in Study 2. The results clarify and support the proposition in the justice literature that interpersonal fairness is relevant to creativity because of its relationship to risks associated with creativity, and that this affect holds when controlling for procedural, distributive and informational justice (Study 2).

The results suggest that interpersonally fair supervision has a significant influence on employees’ creativity. Fair supervisory treatment adds value to the organization and contributes to the well-being of employees by directly influencing perceptions of psychological engagement factors of meaningfulness and availability of resources.

This study contributes to the justice, creativity and psychological engagement literatures by exploring the mechanisms linking organizational justice and creativity in a non-Western context.

The purpose of the study is threefold: first, to identify what factors influence mobile users' willingness of news learning and sharing, second, to find out whether users' learning in the news platforms will affect their sharing behavior and third, to access the impact of sharing intention on actual sharing behavior on the mobile platform.

This study proposes an influence mechanism model for examining the relationship among the factors, news learning and news sharing. The proposed mechanism includes factors at three levels: personal, interpersonal and social level. To achieve this, researchers collected data from 474 mobile news users in China to test the hypotheses. The tools SPSS 26.0 and AMOS 23.0 were used to analysis the reliability, validity, model fits and structural equation modeling (SEM), respectively.

The findings indicate that news learning on the mobile platforms is affected by self-efficacy and self-enhancement. And news sharing intention is influenced by self-efficacy, interpersonal trust, interpersonal reciprocity, online community identity and social norms positively. News sharing intention has a significant effect on news sharing behavior, but news learning has an insignificant relationship with new sharing.

This study provides practical guidelines for mobile platform operators and news media managers by explicating the various factors of users' engagement on the news platforms. This paper also enriches the literature of news learning and news sharing on mobile by the integration of two theories: the social ecology theory and the interpersonal behavior theory.