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This study aims to examine the moderating role played by leaders' task and relations support in the relationship between transformational leadership and followers' level of creativity.

A sample of 182 supervisor‐subordinate dyads was randomly collected and returned from a restaurant, hotel, retail store, bank, and travel agent of Hong Kong.

Results indicated that the positive relationship between transformational leadership and followers' creativity is stronger when there is a high degree of leaders' task and relations support.

This study extends the leadership literature to better understand the effects of transformational leadership on employees' level of creativity are contingent on the nature of leaders' support. Sample size is a possible limitation.

Intensive training can be provided to supervisors or personality test can be used to screen for selected individuals who are high caliber for being a potential transformational leader.

An empirical examination of how leaders' task and relations support can strengthen the positive link between transformational leadership and employees' level of creativity that previously have been overlooked.

This study aims to investigate the assumed direct and indirect effects of psychological contract breach (breach) on supervisor‐rated employee behaviors of in‐role performance, organizational citizenship behavior (OCB) directed at an individual (OCBI), and OCB directed at the organization (OCBO). The assumed indirect effects are to be investigated with psychological contract violation (violation) as a mediator of these relations. In addition, perceived organizational support (perceived support) is to be examined as a moderator of the same relations.

A survey was administered to 1,013 employees working in the USA and hypotheses were tested with structural equation modeling.

The results indicate that: breach is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; breach is positively related to violation and that violation in turn is negatively related to supervisor‐rated in‐role behavior, OCBI, and OCBO; and perceived support can strengthen the positive relation between breach and violation, and the negative relations between breach or violation and supervisor‐rated employee behaviors.

The use of a non‐experimental design does not allow for definitive conclusions regarding causality.

Managers should be aware of the potential negative implications of the escalation of breach to violation on employee behaviors and the value of understanding that the level of perceived support may influence employee behaviors following breach or violation.

This study makes a unique contribution to the literature by being the first to examine perceived support as a moderator of the relations between breach or violation and supervisor‐rated in‐role behavior, OCBI, and OCBO.

While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics’ job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate academics that have difficulties adjusting will benefit more from the social support that can originate from good relations to their students. The paper aims to discuss these issues.

The authors surveyed expatriate academics adjusting to a university position in China by use of 124 responses from foreign university employees.

The authors found that teacher-student relations had a positive association with job satisfaction and that positive teacher-student relations increased job satisfaction more for individuals being slow to adjust.

This is one of the few papers to explore the impact that students can have on expatriate academics and treat this relationship as a potential resource for universities to capitalize upon in socializing their new foreign academic staff members.

The purpose of this study is, in considering the significant role of social exchange relations at work, to add value by highlighting the remedial effects of the individual guanxi network (IGN), perceived organizational support (POS) and leader–member exchange (LMX) in overcoming ostracism at work.

Data were collected from 247 Chinese employees working in the services sector in Western Malaysia at two points in time. A questionnaire was used as a tool to gather responses from the selected sample. Respondents were selected using a simple random sampling technique. Data were analyzed using descriptive statistics, confirmatory factor analysis and structural equation modeling.

Results of the study support the hypothesis and prove that the presence of social exchange relations (i.e. POS and LMX) can have a positive effect on reducing ostracism at work. The Chinese social value of IGN is also an important predictor in overcoming ostracism in Chinese organizations.

This study covers employees working in the service sector. A good and more realistic picture could be drawn by increasing the sample size and drawing comparisons with the manufacturing and trading sectors both in and outside Malaysia.

One clear implication of this study is a suggested means of overcoming ostracism and its adverse effects at work.

Determining a means of overcoming ostracism and eradicating its negative consequences is the main contribution of this study.

This paper reports research results from a replication of the International Association of Business Communicators (IABC) ‘Excellence’ study of 30 Slovenian organisations. It has been theorised that the Excellence principles are generic throughout the world but that these principles must be applied differently in different cultures, political and economic systems, stages of development, media systems and levels of activism. Results of this quantitative study showed that the principles of Excellence clustered into an identical index for Slovenia and for the Anglo countries. Differences among the four countries emerged, however, which had implications for specific application of the principles in Slovenia. Slovenian organisations had somewhat lower overall Excellence scores. Public relations departments in Slovenia had less support from the dominant coalition and were involved less in strategic management than in the English‐speaking countries. Slovenian public relations departments reported less knowledge of practising four models of public relations and two roles. However, Slovenian CEOs were somewhat more supportive of symmetrical public relations than their English‐speaking counterparts. Slovenian organisations reported equal levels of activism to the Anglo organisations. However, Slovenian organisations reported a less conducive internal context for Excellence — more authoritarian organisational cultures, more asymmetrical internal communication, and lower levels of individual job satisfaction and satisfaction with the organisation.

This case study aims to analyse dyadic empirical relations within food supply chains. The categories of market, hierarchy or power, network and social relations were used to disclose the coordinative structures on the chain level and connect these with the chain development.

The actors of three vegetable supply chains were interviewed. The coordinative relations of actors were identified and the coordinative structures on the chain level were made visible by combining the ego networks of chain actors. The “story of supply chain development” was intertwined with the analysis.

The studied food supply chains were coordinated mostly by duplex or multiplex relations, combining market, hierarchy or power, network and social relations. In addition to the strategic network, presented in literature, the study identified a coordinative structural mode of socially overlaid network. In general, the network relation was found to be used as an effective “glue” within all coordinative structures. Both coordinative structural modes exhibited substantial growth, on the condition that agricultural base and buyers enabled enlargement.

Economic sociological perspective has been used in explaining food supply chain development by making visible the coordinative relations and structures on the chain level. The chain level phenomena appear as a promising field of study.

By looking into the relationship between organizational culture and excellent leadership in public relations, the purpose of this paper is bifold: first, how and to what extent organizational culture can affect leadership effectiveness in communication management; and second, what possible impact excellent leadership in public relations may generate to reshape organizational culture in a way to further support the value of public relations.

An online survey was distributed to a randomly selected group of 1,000 senior public relations executives in the USA by using the PR executive database of Heyman Associates, a PR executive search firm in New York City. A final sample of 222 senior public relations executives was recruited. This group of respondents mirrored the characteristics of senior executives in the public relations profession in the USA.

The results identified the reciprocal relationship between organizational culture and excellent leadership in public relations. The testing of a non-recursive structural model confirmed that organizational culture generates a direct, positive effect on the achievement of excellent leadership in public relations. More importantly, excellent leadership in public relations also influences organizational culture by reshaping it in a favorable way to support public relations efforts in the organization.

There is insufficient empirical research linking public relations leadership and organizational culture, although it is agreed these two institutional conditions are critical. Thus, this study unpacked the independent and dependent roles of organizational culture in influencing leadership effectiveness in public relations, which may generate implications for both research and practice purposes.

Explores the origins of school‐staff team effectiveness by focusing on team characteristics, especially on team heterogeneity and team support. Based on educational and organizational theory, we derived propositions about how heterogeneity may affect team support and team effectiveness. More specifically, we hypothesized that task‐related attributes of heterogeneity (functional, educational, and team tenure) would relate positively to team support and team effectiveness, whereas relations‐related attributes would relate negatively to team support and team effectiveness. With a sample of 48 teams, identified as intact work teams, we found results partially confirming our propositions. Specifically, high heterogeneous teams in gender and functions were more supportive and effective than low heterogeneous teams in those attributes. By contrast, high heterogeneous teams in tenure were less supportive and effective than low heterogeneous teams in that attribute. The results are discussed in light of the specific context of schools, and several theoretical and managerial implications are drawn.

Narcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions.

The authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach.

The results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect.

The authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs.

The current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.

The purpose of this paper is to determine an extension of the MIN and MAX general analytical expression for triangular fuzzy intervals to trapezoidal ones when Zadeh's extension principle is considered.

In order to determine the MIN and MAX analytical expressions, the paper exhibits the conventional interval relations and their extension in fuzzy case where trapezoidal fuzzy intervals are assumed. The formalization and the justification of the so‐built analytical expressions are then detailed where mathematical mappings are proposed. The potential use of these operators in the framework of uncertain aggregation operators and ranking fuzzy intervals is shown with illustrative examples.

It is discovered that the MIN and MAX operations for fuzzy intervals can be formulated by a general analytical form.

The proposed methodology can be directly applied for ranking fuzzy intervals and implementing a large class of uncertain aggregation operators, especially for two‐additive Choquet integral.

The originality of the proposed technique resides in exploiting the interval relations between supports and kernels to express a general and compact analytical MIN and MAX expressions for fuzzy intervals.