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Article
Publication date: 29 June 2020

Yun Zhang, Bin He, Qihai Huang and Jun Xie

This study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of…

1683

Abstract

Purpose

This study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of subordinate moral disengagement and the moderating role of their power-distance orientation.

Design/methodology/approach

The theoretical model was tested using two-wave data collected from employees of five firms in southern China.

Findings

Subordinate moral disengagement was found to mediate the positive relationship between supervisor BLM and subordinate UPB. Furthermore, for subordinates with high power-distance orientation, the positive relationship between supervisor BLM and subordinate moral disengagement and the indirect positive relationship between supervisor BLM and subordinate UPB were both strengthened.

Practical implications

First, organizations should train their employees to pursue goals ethically based on established standards and policies for acceptable behavior and to punish UPB. Second, organizations should strengthen employees' ethics and reduce their likelihood of moral disengagement. Finally, organizations should create an environment that allows subordinates to question their supervisors’ BLM.

Originality/value

First, the results demonstrate that supervisor BLM is an antecedent of subordinate UPB. Second, the study sheds important new light on how employees respond to supervisor BLM through cognitive processes. Third, it examines the moderating role of subordinate power-distance orientation between supervisor BLM, moral disengagement and UPB.

Article
Publication date: 6 August 2021

Yun Zhang, Qihai Huang, Hanjing Chen and Jun Xie

The purpose of this paper is to investigate the double-edged effects of supervisor bottom-line mentality (BLM) on subordinates' work-related behaviors (work performance and…

Abstract

Purpose

The purpose of this paper is to investigate the double-edged effects of supervisor bottom-line mentality (BLM) on subordinates' work-related behaviors (work performance and knowledge hiding) and the moderating role of subordinate gender.

Design/methodology/approach

The theoretical model was tested using a sample of 218 three-wave multi-source data collected from employees of five firms in southern China.

Findings

The results revealed that supervisor BLM is positively associated with subordinate BLM. Although subordinate BLM can enhance their work performance, it can also lead to knowledge hiding toward coworkers. Furthermore, these indirect effects are moderated by subordinate gender.

Practical implications

Managers should pay more attention to the potential positive and negative consequences of supervisor BLM and intervene to mitigate the negative impact of BLM.

Originality/value

This study is among the first to examine how supervisor BLM can be a mixed blessing and elicit both positive and negative behaviors from their subordinates. Moreover, by illuminating how subordinate gender moderates the relationship between supervisor BLM and subordinates' work-related behaviors, we enrich and extend the BLM literature.

Details

Leadership & Organization Development Journal, vol. 42 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 6 December 2019

Jun Xie, Qihai Huang, Hongli Wang and Minghao Shen

The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating…

1180

Abstract

Purpose

The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating roles of perceived organizational support (POS).

Design/methodology/approach

Using a sample of 275 supervisor–subordinate dyads in a two-wave survey, the authors adopted a hierarchical regression analysis to test the hypotheses.

Findings

The results revealed that there is a U-shaped relationship between perceived negative workplace gossip and task performance. Moreover, POS moderated the curvilinear relationship such that the curvilinear relationship is more pronounced among those with lower POS.

Research limitations/implications

This study does not explore the mediating mechanism of how perceived negative gossip affects the target’s task performance. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of the findings calls for more attention.

Practical implications

When the negative gossip is still in its early stages, managers should realize the potential threat to target employees and take measures to stop and minimize negative gossiping and rumormongering. Furthermore, managers should do their best to find the optimal levels of organizational support for target employees.

Originality/value

This study is among the first effort to understand how perceived negative gossip can influence the target employees’ performance by proposing and demonstrating a nonlinear relationship. Moreover, by illuminating how POS plays a role in the curvilinear relationship between negative gossip and task performance, the authors not only complement but also extend the literature on workplace gossip and organizational support.

Details

Personnel Review, vol. 49 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 7 April 2021

Yongyi Liang, Haibo Wang, Ming Yan and Jun Xie

This study aims to investigate the relationship between leader group prototypicality and intergroup conflict, as well as its mechanisms and contextual factors using the social…

Abstract

Purpose

This study aims to investigate the relationship between leader group prototypicality and intergroup conflict, as well as its mechanisms and contextual factors using the social identity theory.

Design/methodology/approach

The research model was empirically tested using multi-phase, multi-source and multilevel survey data in China. The final sample consisted of 75 group leaders and 231 group members. Multilevel structural equation modelling and a Monte Carlo simulation were used for hypothesis testing.

Findings

The results showed that leader group prototypicality would engender intergroup conflict via intergroup distinctiveness. Further, leaders’ benchmarking behaviour moderated this indirect effect. In particular, leader group prototypicality resulted in higher intergroup distinctiveness and intergroup conflict, only when the leaders’ benchmarking behaviour was higher rather than lower.

Originality/value

First, this study addresses the question of whether leader group prototypicality would lead to intergroup conflict to provide theoretical and empirical insights to supplement extant literature. Second, the study advances the understanding of mechanisms (intergroup distinctiveness) and the consequences (intergroup conflict) of leader group prototypicality in an intergroup context. Third, the study shows that leaders’ benchmarking behaviour moderates the effect of leader group prototypicality on intergroup conflict through intergroup distinctiveness. As such, the findings are of value to future management practice by offering precise, practical interventions to manage the intergroup conflict caused by leader group prototypicality.

Details

International Journal of Conflict Management, vol. 32 no. 4
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 15 July 2022

Jun Xie, Qihai Huang, Zhang Huiying, Yun Zhang and Kangyu Chen

The purpose of this study is to investigate the relationship between supervisor bottom-line mentality (BLM) and employee work-to-family conflict (WFC) through employee…

Abstract

Purpose

The purpose of this study is to investigate the relationship between supervisor bottom-line mentality (BLM) and employee work-to-family conflict (WFC) through employee psychological detachment, and the moderating role of employee trait optimism.

Design/methodology/approach

The research model was empirically tested using a sample of 225 two-wave data gathered from five Chinese companies.

Findings

The results revealed that employee psychological detachment mediated the impact of supervisor BLM on employee WFC. Moreover, employee trait optimism buffered the negative relationship between supervisor BLM and employee psychological detachment and the indirect effect of supervisor BLM on employee WFC through employee psychological detachment.

Practical implications

Supervisors should pay more attention to the spillover effect of supervisor BLM on employees’ family life and take some training measures to help employees effectively psychological detach from supervisor BLM.

Originality/value

The findings, therefore, provide a more comprehensive understanding of the adverse effects of supervisor BLM beyond the work domain and the buffering role of employee trait optimism on work–family intervention.

Details

International Journal of Conflict Management, vol. 33 no. 5
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 12 August 2019

Junrui Zhang, Guojun Jiang, Tianhao Huang, Jun Xie and Da Shi

The paper aims to provide a facile approach to the synthesis of polyurethane–silica nanocomposites by introducing self-made aqueous silica sols with different particle sizes into…

Abstract

Purpose

The paper aims to provide a facile approach to the synthesis of polyurethane–silica nanocomposites by introducing self-made aqueous silica sols with different particle sizes into polyurethane materials. This paper investigates the effects of the silica nanoparticles on the polyester polyol, as well as the physical properties and transmittance of the hybrid polyurethane coatings.

Design/methodology/approach

Colloidal silica particles of different sizes were obtained using a sol–gel process and were then embedded into polyester polyol by in-situ polymerization. These polyester polyol–silica resins were synthesized using an azeotrope process, using xylene to remove the water generated in the system and present in the dispersion medium for the colloidal silica. The polyester polyol–silica resins were further cured using isocyanate trimers to form polyurethane–silica hybrid films.

Findings

The paper observed that the viscosity of the polyester polyol–silica nanocomposite resins increased and their appearance changed from transparent to ivory white as the particle size of the added silica was increased. It was found that increasing the hydroxyl content of the silica improved the film transmittance in the visible light region. However, the transmittance decreased sharply once the diameter of the silica particles reached 100 nm.

Research limitations/implications

Because of the limitation of experimental conditions, some performances have not been tested. Therefore, researchers are encouraged to conduct further tests.

Practical implications

The paper provides a method of preparing hybrid polyurethane film by using silica; the results indicate that the introduction of nano-silica can improve the wear resistance and glass transition temperature of polyurethane coatings.

Originality/value

The results obtained in this study will be extremely useful to enhance the understanding of organic–inorganic hybrid materials.

Details

Pigment & Resin Technology, vol. 48 no. 5
Type: Research Article
ISSN: 0369-9420

Keywords

Article
Publication date: 4 December 2019

Min Li, Fangbin Xiao, Yang Cheng, Bi-Jun Xie, Chen-Yun Liu and Baoni Xu

This paper aims to attempt to explore the influence of network position on innovation performance, specifically for companies from a less-developed area in China.

Abstract

Purpose

This paper aims to attempt to explore the influence of network position on innovation performance, specifically for companies from a less-developed area in China.

Design/methodology/approach

The paper uses a social network analysis method based on the data of high and new tech companies from Jiangxi province, China. It relies on Ucinet 6.212 software for data processing.

Findings

The present work, on the one hand, reveals that a high and new tech company from Jiangxi province tends to achieve better innovation performances if it is in the central position of its social network. On the other hand, it indicates that the same type of company from the same area does not always accomplish better innovation performance, even it possesses more structural holes.

Originality/value

The conclusions of this paper suggest that a high and new tech company from a less-developed area in China should build up its position closer to the center when constructing a social network. Meanwhile, the company should also exert more effort into managing its networks, as only building structural holes offers little help with operations besides showing that it has a broad social network.

Details

Chinese Management Studies, vol. 14 no. 1
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 17 October 2016

Chunchao Chen, Jinsong Li, Jun Luo, Shaorong Xie and Hengyu Li

This paper aims to improve the adaptability and control performance of the controller, a proposed seeker optimization algorithm (SOA) is introduced to optimize the controller…

528

Abstract

Purpose

This paper aims to improve the adaptability and control performance of the controller, a proposed seeker optimization algorithm (SOA) is introduced to optimize the controller parameters of a robot manipulator.

Design/methodology/approach

In this paper, a traditional proportional integral derivative (PID) controller and a fuzzy logic controller are integrated to form a fuzzy PID (FPID) controller. The SOA, as a novel algorithm, is used for optimizing the controller parameters offline. There is a performance comparison in terms of FPID optimization about the SOA, the genetic algorithm (GA), particle swarm optimization (PSO) and ant colony optimization (ACO). The DC motor model and the experimental platform are used to test the performance of the optimized controller.

Findings

Compared with GA, PSO and ACO, this novel optimization algorithm can enhance the control accuracy of the system. The optimized parameters ensure a system with faster response speed and better robustness.

Originality/value

A simplified FPID controller structure is constructed and a novel SOA method for FPID controller is presented. In this paper, the SOA is applied on the controller of 5-DOF manipulator, and the validation of controllers is tested by experiments.

Details

Industrial Robot: An International Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0143-991X

Keywords

Article
Publication date: 27 May 2014

Jun Xie, Caodie Peng, Lin Wang and Xiaoping Chu

The purpose of this paper is to examine the effect of supervisor-subordinate guanxi (SSG) on managers’ feedback-seeking behavior in the context of Chinese organizations…

Abstract

Purpose

The purpose of this paper is to examine the effect of supervisor-subordinate guanxi (SSG) on managers’ feedback-seeking behavior in the context of Chinese organizations, especially the mediating role of psychological expectations and the moderating role of political skill.

Design/methodology/approach

The study sample comprised matched surveys from 252 supervisor-subordinate dyad in the People’s Republic of China. The subordinate managers completed measures of SSG, performance enhancement expectations, impression management expectations and political skill. The supervisors were asked to rate managers’ feedback-seeking behavior.

Findings

Result show that SSG was positively related to managers’ feedback-seeking behavior. Performance enhancement expectations and impression management expectations partially mediated supervisor-subordinate guanxi’s influence on managers’ feedback-seeking behavior. Political skill positively moderated the relationships between SSG and managers’ feedback-seeking behavior in such a way that the relationships were stronger for managers higher in political skill than lower.

Research limitations/implications

The paper not only helps for deeper understanding of managers’ feedback-seeking behavior but also provides a new perspective for exploring effective governance of Chinese local managers.

Originality/value

This study provides preliminary evidence of the mediation effect of psychological expectations and the moderating effect of political skill in the relationship between SSG and managers’ feedback-seeking behavior. Additionally, the findings highlight the necessity of study on managers’ feedback-seeking behavior in the context of China to help advance the theoretical understanding of the mechanisms that underlie the effect of SSG on managers’ feedback-seeking behavior.

Details

Nankai Business Review International, vol. 5 no. 2
Type: Research Article
ISSN: 2040-8749

Keywords

Article
Publication date: 1 January 2011

Jun Xie and Xiaotao Zeng

The purpose of this paper is to examine whether the shareholding of the largest shareholder and other large shareholders could exert a good stimulating effect within a firm's…

1995

Abstract

Purpose

The purpose of this paper is to examine whether the shareholding of the largest shareholder and other large shareholders could exert a good stimulating effect within a firm's corporate governance structure and what impact the balance of power among large shareholders could have on top management turnover.

Design/methodology/approach

This paper has investigated 787 firms publicly listed in the Shanghai Stock Exchange and checked the relation between power balance of firms' block shareholders and their top management turnover.

Findings

The paper's empirical results show that there is a U‐shaped relationship between the proportions of shareholding of a firm's largest shareholder and its top management turnover, that is, the controlling shareholder could impose either negative or positive effect for different types of equity ownership. We also find that the proportion of shares held by other block shareholders is significantly and positively related to the turnover of management and the monitoring effect of other large shareholders is strong. Furthermore, duality of chairman and CEO shows a significant negative effect on firms's top management turnover.

Originality/value

The paper usefully shows that under the institutional background of relatively weak legal protection for medium and small investors in China, centralized shareholding by large shareholders in listed firms, or the so‐called mechanism of power balance among block shareholders, has the ability to effectively supervise and restrain the corporate governance of a firm, replace ineffective managers and thus improve its whole management performance.

Details

China Finance Review International, vol. 1 no. 1
Type: Research Article
ISSN: 2044-1398

Keywords

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