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The interest on leader humor styles is recent. By applying a trustworthiness framework, the authors examine (1) how leader humor styles contribute to performance and deviance via trust in the supervisor and (2) who benefits/suffers the most from different leader humor styles.

The authors tested their hypotheses in a sample of 428 employee–supervisor dyads from 19 organizations operating in the services sector.

Affiliative and self-enhancing leader humor styles are particularly beneficial for employees with low core-self-evaluations, helping them develop trust in the supervisor and consequently improving their performance. An aggressive leader humor style, via decreased trust in the supervisor, reduces performance, regardless of employees' core self-evaluations. Self-enhancing and self-defeating leader humor styles also present significant relationships with organizational deviance.

Limitations include the cross-sectional design and the limited number of mechanisms examined.

Organizations need to train leaders in the use of humor and develop a culture where beneficial humor styles are endorsed, while detrimental humor styles are not tolerated.

These findings contribute to the literatures on trust and humor, by showing that the use of humor is not as trivial as one could initially think, particularly for those with low core self-evaluations, and by expanding our knowledge of the mechanisms by which different leader humor styles may influence performance and deviance.

Using insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’ attitudes (affective organizational commitment) and behaviors (organizational citizenship behavior (OCB)). The purpose of this paper is to understand whether employees’ reactions depend on the attributions they make concerning who is responsible for the breach.

Cross-lagged design in which data were collected from 220 employees and their supervisors in a public company at two times. Moderated mediation was tested using the bootstrapping analysis outlined by Hayes (2012).

The results supported the authors’ predictions: employees’ blame attributions to the organization have a negative impact on OCBs (as rated by supervisors in time 2) through decreased affective organizational commitment, but blame attributions to the economic context act as a buffer to the relationship between blame attributions to organization and affective organizational commitment, with consequences for OCBs.

Attributions can also be made to concrete persons (i.e. supervisor, coworker, self) rather than to just the organization or context.

When hiring, recruiters should provide accurate and realistic promises to the candidates. When facing hard times, managers should provide additional information to employees and adjust their expectations to the current situation of the firm.

This study makes a unique contribution to the literature by questioning the “single story” perspective about reactions to psychological contract breach, in which it is assumed that employees always respond negatively to such event.

This paper aims to provide a method and decision support tool to enhance swift reconfiguration of Plug&Produce (P&P) systems in the presence of continuously changing production orders.

The paper reviews different production scenarios and system design and configuration methods and more particularly specifies the need of decision support tools for P&P systems that integrate configuration and planning activities. This problem is then addressed by proposing a method that helps reduce the solution space of the reconfiguration problem and allows the timely selection of the most promising reconfiguration alternative.

The proposed method was found to be helpful in reducing the reconfiguration alternatives that need to be considered and in selecting the most promising one for different orders. The advantages and limitations of this method are identified, and an illustrative test case of the approach is presented, corroborating the method applicability in the absence of large queues in the system.

This paper addresses a less explored domain within the P&P systems research field, which is the system reconfiguration. It proposed a method to support system validation and reconfiguration jointly with an illustrative test case. This represents an original contribution to the P&P research field, and it can have impact in improving agility and decreasing the complexity of reconfiguration activities to cope with constantly changing production orders.

The present research examined the interactive effect of subordinates' and their supervisors' social value orientations (SVO) on abusive supervision and its consequence for in-role performance.

In study 1, we provided a survey to 420 subordinates and 115 supervisors from 42 organizations. HLM was used to test the hypothesized cross-level moderated mediation model. In study 2, 78 participants were asked to imagine they were a supervisor and responded to a potential scenario where supervisor and subordinate prosocial and proself orientations toward the organization were manipulated (2 × 2 design).

Study 1 showed that when supervisors have a higher prosocial motivation, subordinates who are more self-interested (proself) report more abuse than those with a higher prosocial motivation, with negative consequences for in-role performance. Study 2 replicated the pattern: participants (in the role as supervisor) with induced prosocial goals rated abusive supervision behaviors as more justified and acceptable toward a proself employee than they did toward a prosocial employee.

This research is innovative by bridging SVO and organizational literatures and demonstrating that a dyadic interaction between a proself subordinate and a prosocial supervisor may produce a reactive perpetrator – provocative victim relationship characterized by higher abusive supervision.

The reorganization of the Portuguese national healthcare system around networks of hospital centers was advanced for reasons promoted as those of effectiveness and efficiency and initially presented as an opportunity for organizational transcendence through synergy. The purpose of this paper is to study transcendence as felt by the authors’ participants to create knowledge about the process.

The paper consists of an inductive approach aimed at exploring the lived experience of transcendence. The authors collected data via interviews, observations, informal conversations and archival data, in order and followed the logic of grounded theory to build theory on transcendence as process.

Transcendence, however, failed to deliver its promise; consequently, the positive vision inscribed in it was subsequently re-inscribed in the system as another lost opportunity, contributing to an already unfolding vicious circle of mistrust and cynicism. The study contributes to the literature on organizational paradoxes and its effects on the reproduction of vicious circles.

The search for efficiency and effectiveness through strategies of transcendence often entails managing paradoxical tensions.

The case was researched during the global financial crisis, which as austerity gripped the southern Eurozone gave rise to governmental decisions aimed at improving the efficiency of organizational healthcare resources. There was a sequence of advances and retreats in decision making at the governmental level that gave rise to mistrust and cynicism at operational levels (organizations, teams and individuals). One consequence of increasing cynicism at lower levels was that as further direction for change came from higher levels it became interpreted in practice as just another turn in a vicious circle of failed reform.

The authors contribute to the organizational literature on paradoxes by empirically researching a themes that has been well theorized (Smith and Lewis, 2011) but less researched empirically. The authors followed the process in vivo, as it unfolded in the context of complex strategic change at multiple centers.

Entrepreneurs and their ventures face innumerous constraints (e.g., lack of funding, lack of business skills, and lack of social support) since the moment business opportunities are identified and chased, until the venture comes to reality. Scholars have conceptualized constraints as obstacles in nature, that is, as always undermining entrepreneurs’ behavior. Nonetheless, prior research has presented conflicting results. Specifically, a same constraint may or may not have a negative effect on entrepreneurs’ action. As advanced by Van Gelderen, Thurik, and Patel (2011), this suggest that “the nature of [entrepreneurial] problems is essentially evaluative, and therefore subjective.” Accordingly, a same constraint may be seen as a problem by one person but not by another. This chapter explores the evaluative nature of entrepreneurial constraints. Based on the cognitive appraisal framework (Lazarus & Folkman, 1984) – which argues that constraints are not the direct precipitating cause of a behavior, but rather the person’s appraisal of challenge and threat that determines the response – this chapter argues that distinct appraisals (i.e., challenge vs threat) of a same entrepreneurial constraint will be associated with distinct degrees of effort from entrepreneurs (i.e., enhanced vs reduced, respectively). This chapter provides a useful framework for entrepreneurship scholars to study the nuanced effect of entrepreneurial constraints on entrepreneurs’ behavior.

This paper aims to analyze the adjustment experience of Chinese expatriate managers in Portugal.

This exploratory study is based on the qualitative analysis of 12 semi-structured, open-ended interviews to Chinese expatriate managers in Portugal. Expatriates varied in terms of international experience, stage of career and industry. All expatriates had at least one-year working experience in Portugal. The coding process followed a reflexive approach between data and existing theory.

The process of adjustment of Chinese expatriate managers to the Portuguese context is arranged in five dimensions: perception: expatriates tend to perceive the differences between China and Portugal as not significant; guanxi replication: similarities between the two countries raised the question of whether the guanxi model could be replicated; resistance: although the two countries are perceived as close, there are significant differences, namely, in terms of some cultural aspects, the legal framework and the level of acceptance of the guanxi; adaptation: given these resistances, it is necessary for expatriates to change some practices that are commonly used in the Chinese context; and identity construction: Chinese expatriates are particularly concerned by their identity as foreigners and of the corresponding need to adjust.

This exploratory study revealed that guanxi should not be seen as a purely cultural product grounded in the Confucian tradition but instead should be taken as a business strategy that depends on the existence of specific factors, such as the relevance and quality of interpersonal relationships in a business context.

A vast amount of research has been carried out to help us understand the main factors influencing mergers and acquisitions (M&A) performance. Although the existing body of knowledge focuses mainly on macro-level factors, there is an increasing interest from scholars and practitioners in understanding the micro-foundational factors occurring at individual and team levels. This chapter focuses on the importance of emotions – a central facet in individual reactions to workplace events – in M&A processes. To this end, the authors carried out a multi-phased search for articles on micro-foundations in M&A settings published by Business and Management (B/M) and Organizational Behavior and Psychology (O/P) journals. The authors reviewed 41 papers and used the circumplex model to identify and categorize 19 themes related to individual emotions involved in M&A processes in terms of positive/negative valence and high/low activation. The findings show that scholars mainly assume a risk mitigation perspective and focus on themes related to change resistance (negative emotions with high activation) by providing prescriptions on how negative emotions could be mitigated to avoid eroding acquisition performance. Hence, the authors suggest that (a) there should be more efforts to integrate different streams of literature, namely between the strategic and operational/behavioral areas of knowledge and (b) future research should focus on understanding how positive emotions like change proactivity (positive emotions with high activation) might be essential to enhance acquisition performance.