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1 – 10 of 16
Article
Publication date: 30 August 2022

Shanshan Qian, Vivien K.G. Lim and Yongduan Gao

This study examines why and when qualitative job insecurity (JI) leads to instigated workplace incivility.

Abstract

Purpose

This study examines why and when qualitative job insecurity (JI) leads to instigated workplace incivility.

Design/methodology/approach

The authors collected data from 227 Chinese full-time employees from multiple organizations at two time points. Structural equation modeling was used to test hypotheses.

Findings

Results show that qualitative JI is positively related to instigated workplace incivility through negative emotions; this indirect relationship is weaker among employees with higher self-compassion and stronger among employees with higher rumination.

Originality/value

The authors shift the predominant focus on the predictor of instigated workplace incivility from quantitative JI to qualitative JI. Based on the transactional model of stress and the stressor–emotion model of counterproductive work behavior (CWB), they provide new theoretical insights on why qualitative JI affects workplace incivility and identify new boundary conditions that affect employees' reactions to qualitative JI.

Details

Career Development International, vol. 27 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 19 April 2018

Yanhong Chen, Baowei Liu, Li Zhang and Shanshan Qian

The purpose of this paper is to investigate the effect of humble leadership on employee proactive behavior. The authors propose that such effect is mediated by…

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Abstract

Purpose

The purpose of this paper is to investigate the effect of humble leadership on employee proactive behavior. The authors propose that such effect is mediated by psychological empowerment, and identification with leader moderates the intervening role of psychological empowerment in the humble leadership-employee proactive behavior relationship.

Design/methodology/approach

Data were collected from 286 subordinate-supervisor dyads from 4 industries in Northern China. Hierarchical linear modeling analyses were applied to test the research model.

Findings

Humble leadership has a significantly positive effect on employee proactive behavior, and this effect is mediated by psychological empowerment. Furthermore, the identification with leader moderates the mediated relationships between humble leadership and employee proactive behavior via psychological empowerment.

Research limitations/implications

One limitation is that the data were collected cross-sectionally. Further research could conduct longitudinal research to retest the hypotheses. The present research has a number of implications. First, the authors extend humble leadership research. Second, the authors also contribute to humble leadership literature by addressing the lack of attention paid to the explanatory mechanism linking humble leader behavior to follower outcomes. Third, the authors provide a new insight into the boundary condition of humble leadership.

Practical implications

Managers should demonstrate more humble behaviors in their leading process to influence employees’ psychological empowerment and proactive behavior. In addition, managers should provide employees with sincere care in relation to work and life issues to produce employees’ identification with leader.

Social implications

Humility is a modifiable trait that individuals can increase dramatically by practice. Humble behavior is more accessible and easier to cultivate, contrary to the stable trait of humility. Besides, our results confirmed the individuals with the virtue of humility are most likely to succeed. Thus, humble behaviors should be highly advocated and encouraged in our society.

Originality/value

This research extends humble leadership research by constructing and verifying the theoretical model of humble leader behavior and employee proactive behavior and by demonstrating the value of humble leader behavior in a non-Western context, and identifies the different roles of psychological empowerment and identification with leader on employee proactive behavior.

Details

Leadership & Organization Development Journal, vol. 39 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 6 June 2018

Chao Miao, Ronald H. Humphrey, Shanshan Qian and In-Sue Oh

Most of the studies in entrepreneurship depend on single-source rating methods to collect data on both predictors and criteria. The threat to effect sizes as a result of…

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Abstract

Purpose

Most of the studies in entrepreneurship depend on single-source rating methods to collect data on both predictors and criteria. The threat to effect sizes as a result of using single-source ratings is particularly relevant to psychology-based entrepreneurship research. Therefore, the purpose of this paper is to explore the prospects of applying 360-degree feedback to the field of entrepreneurship and to discuss a set of cases regarding how 360-degree feedback may boost effect sizes in entrepreneurship research.

Design/methodology/approach

A qualitative review of current literature was performed.

Findings

The review indicated that the effect sizes in psychology-based entrepreneurship research are mostly small and the use of single-source ratings is prevalent; some preliminary findings supported the utility of 360-degree feedback in entrepreneurship research; entrepreneurial orientation (EO) research may benefit from 360-degree feedback; and members of top management teams, employees from research and product development, sales agents, retail buying agents, store sales clerks, and consumers are all valid informants to provide ratings of EO.

Originality/value

The present study provided theoretical explanations and used empirical evidence to elucidate how 360-degree feedback may benefit the field of entrepreneurship. In addition, recommendations for future research using 360-degree feedback in entrepreneurship research were offered and discussed. A sample research study on EO using 360-degree feedback was delineated.

Details

New England Journal of Entrepreneurship, vol. 21 no. 1
Type: Research Article
ISSN: 2574-8904

Keywords

Article
Publication date: 26 June 2021

Chao Miao, Ronald H. Humphrey and Shanshan Qian

Hospitality workers are emotional labor workers because they must display appropriate emotions to their customers to provide outstanding service. Emotional intelligence…

1083

Abstract

Purpose

Hospitality workers are emotional labor workers because they must display appropriate emotions to their customers to provide outstanding service. Emotional intelligence (EI) helps employees regulate their emotions and display appropriate emotions, and hence should help hospitality workers provide outstanding service. However, the strength of the relationship between EI and hospitality workers’ job performance substantially varied across studies. Hence, the purpose of the present study is to clarify the mixed findings and to examine if EI can improve hospitality workers’ job performance.

Design/methodology/approach

A meta-analysis was performed to investigate the relationship between EI and hospitality workers’ job performance as well as the moderators which condition this relationship.

Findings

The present meta-analysis indicated that EI is positively related to hospitality workers’ job performance (ρ̅̂ = 0.54); the relationship between EI and hospitality workers’ job performance is stronger when the percentage of married subjects is low and in feminine cultures; and this relationship does not differ between male-dominated and female-dominated studies, across educational levels, between collectivistic and individualistic cultures, between low and high power distance cultures and between low and high uncertainty avoidance cultures.

Research limitations/implications

This study uncovers theoretically important moderators that contribute to cross-cultural research, work–family literature and gender-related literature in hospitality research.

Originality/value

The present study builds a theoretical foundation and performs a meta-analysis to elucidate the relationship between EI and hospitality workers’ job performance and to identify the moderators which condition this relationship.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 8
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 17 October 2018

Chao Miao, Ronald H. Humphrey, Shanshan Qian and Jeffrey M. Pollack

The topic of entrepreneurial intention, which refers to a person’s degree of interest in creating a new business venture, has received close scrutiny in the…

1248

Abstract

Purpose

The topic of entrepreneurial intention, which refers to a person’s degree of interest in creating a new business venture, has received close scrutiny in the entrepreneurship literature. The empirical results regarding the relation between emotional intelligence (EI) and entrepreneurial intention were nevertheless mixed across studies. Based on fit theory and trait activation theory, the purpose of this paper is to explain the fundamental reason for the mixed findings in the extant literature thus far.

Design/methodology/approach

Random-effects meta-analyses, based on 12 studies (along with 12 effect sizes), were performed to not only investigate the overall relation between EI and entrepreneurial intention but also to examine the moderators (i.e. individualism (vs collectivism), masculinity (vs femininity), power distance, long-term orientation (vs short-term orientation), uncertainty avoidance, and indulgence (vs restraint)) that influence this relation.

Findings

The results of this meta-analysis demonstrated that EI is positively related to entrepreneurial intention; the positive relationship between EI and entrepreneurial intention is stronger in long-term-oriented cultures; and the positive relationship between EI and entrepreneurial intention does not significantly differ based on a culture’s level of collectivism, masculinity, power distance, uncertainty avoidance, and indulgence.

Originality/value

This meta-analysis advances the current understanding of the relation between EI and entrepreneurial intention from cross-cultural perspectives.

Details

Career Development International, vol. 23 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 11 June 2018

Chao Miao, Ronald H. Humphrey and Shanshan Qian

Authentic leadership is a popular leadership construct that stimulates considerable scholarly interest and has received substantial attention from practitioners. Among…

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Abstract

Purpose

Authentic leadership is a popular leadership construct that stimulates considerable scholarly interest and has received substantial attention from practitioners. Among different individual difference variables, there has been a growing interest in studying the connection between emotional intelligence (EI) and authentic leadership; nevertheless, most of the existing literature on this relation was atheoretical and the results for this relation were mixed. Thus, the purpose of this paper is to clarify the relation between EI and authentic leadership.

Design/methodology/approach

A meta-analysis was conducted to examine the relation between EI and authentic leadership and the moderators that affect this relation.

Findings

The results of the present study indicated that: EI is significantly and positively related to authentic leadership (overall EI: ρ ¯ ˆ = 0.49 ; ability EI: ρ ¯ ˆ = 0.08 ; self-report EI: ρ ¯ ˆ = 0.52 ; mixed EI: ρ ¯ ˆ = 0.49 ); self-report EI and mixed EI have larger associations with authentic leadership than ability EI has; and the relation between EI and authentic leadership does not differ between male-dominated and female-dominated studies.

Originality/value

The present study couches the relation between EI and authentic leadership in theories and identifies important moderators for this relation which explain the heterogeneity in effect sizes for this relation across studies.

Details

Leadership & Organization Development Journal, vol. 39 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 28 January 2020

Bart J. Debicki, Chao Miao and Shanshan Qian

The purpose of this paper is to evaluate the effect of internationalization on performance in family firms, as well as the potential impact of moderators on this relationship.

Abstract

Purpose

The purpose of this paper is to evaluate the effect of internationalization on performance in family firms, as well as the potential impact of moderators on this relationship.

Design/methodology/approach

This paper is a meta-analysis of the impact of internationalization on performance in family firms, as well as the role of several moderators shaping this relationship, based on 29 studies.

Findings

The findings indicate a significant positive effect of internationalization on family firm performance. This relationship was stronger in family firms with lower family ownership. Several methodological moderators were significant, such as the means of measuring performance and internationalization. The results also point to several cultural moderators, such as individualism, masculinity, low uncertainty avoidance and short-term orientation, which positively influence the main effect.

Originality/value

The authors provide discussions of the results, their practical and theoretical implications, as well as avenues for future research.

Details

Cross Cultural & Strategic Management, vol. 27 no. 1
Type: Research Article
ISSN: 2059-5794

Keywords

Book part
Publication date: 26 August 2019

Ronald H. Humphrey, Janet B. Kellett, Randall G. Sleeth, Chao Miao and Shanshan Qian

To examine empathy as a trait that influences leadership behaviors, which, in turn, influence group decision-making.

Abstract

Purpose

To examine empathy as a trait that influences leadership behaviors, which, in turn, influence group decision-making.

Design/Methodology/Approach

This study uses an assessment center design to maximize internal validity.

Findings

The structural equation model shows that empathy strongly relates to both relationship leadership and task leadership, while cognitive ability only relates to task leadership. Both relationship leadership and task leadership exert influence over group task choice and group decisions. Thus, empathy has its major effects through influencing leader behaviors, which, in turn, have distal impacts on outcomes such as influence over decisions.

Research Limitations/Implications

The study results should be further tested in field settings.

Practical Implications

The findings suggest that organizations should recruit and promote leaders high in empathy.

Originality/Value

This is the first study to test whether leader behaviors mediate the effects of leader empathy on group decision-making.

Details

Emotions and Leadership
Type: Book
ISBN: 978-1-83867-202-7

Keywords

Content available
Book part
Publication date: 26 August 2019

Abstract

Details

Emotions and Leadership
Type: Book
ISBN: 978-1-83867-202-7

Article
Publication date: 6 February 2017

Shanshan Zhang, Zhiqiang Wang, Xiande Zhao and Min Zhang

The purpose of this paper is to empirically investigate the effects of institutional support on product and process innovation and firm performance and describe how…

Abstract

Purpose

The purpose of this paper is to empirically investigate the effects of institutional support on product and process innovation and firm performance and describe how dysfunctional competition influences relevant outcomes.

Design/methodology/approach

This study develops a research model based on institution-based view and tests it using structural equation modeling and empirical data collected from 300 manufacturers in China.

Findings

The results show that institutional support positively affects product and process innovation and firm performance. Both product and process innovation improve firm performance. The findings reveal that dysfunctional competition significantly reduces the positive effects of institutional support on product and process innovation but leaves the effects of institutional support and product and process innovation on firm performance unaffected.

Originality/value

This study contributes to innovation literature by providing insights into the impact of China’s institutional environment on manufacturing firms’ product and process innovation decisions. The findings also contribute to institution-based view literature by providing empirical evidence on the joint effects of institutional support and dysfunctional competition on product and process innovation and firm performance. This study can help manufacturers in China take advantage of institutional environment and adjust product and process innovation decisions accordingly.

Details

Industrial Management & Data Systems, vol. 117 no. 1
Type: Research Article
ISSN: 0263-5577

Keywords

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