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Article
Publication date: 12 March 2020

Juncheng Zhang, Wendelien van Eerde, Josette M.P. Gevers and Weichun Zhu

The purpose of this paper is to examine how temporal leadership relates to employee innovative job performance through pro-social rule breaking for efficiency (PSRB_E) and…

Abstract

Purpose

The purpose of this paper is to examine how temporal leadership relates to employee innovative job performance through pro-social rule breaking for efficiency (PSRB_E) and vigor. As such, it draws from both motivational and affective perspectives to investigate the way in which leaders manage employees' time to boost employee innovation at work.

Design/methodology/approach

This study adopts a two-source survey with coworker dyads from multiple organizations in China. Two hundred and three focal employees rated temporal leadership, time pressure and vigor. Each focal employee was rated by a coworker on PSRB_E and innovative job performance. Structural equation modeling (SEM) and bootstrapping techniques are used to examine the hypothesized relationships with the R package for latent variable analysis (i.e. lavaan).

Findings

The results suggest that temporal leadership positively relates to employees' innovative job performance through the mediations of their PRSB_E and vigor, respectively.

Originality/value

This study is one of the first that sought to understand the effect of temporal leadership on employee innovative job performance. It also casts light upon the motivational and affective mechanisms underlying such a linkage.

Details

European Journal of Innovation Management, vol. 24 no. 1
Type: Research Article
ISSN: 1460-1060

Keywords

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Article
Publication date: 5 June 2020

Ziya Ete, John J. Sosik, Minyoung Cheong, Jae Uk Chun, Weichun Zhu, Fil J. Arenas and Joel A. Scherer

On the basis of theories of social cognition and moral identity and the meta-theoretical principle of “too-much-of-a-good-thing,” the purpose of this study is to develop…

Abstract

Purpose

On the basis of theories of social cognition and moral identity and the meta-theoretical principle of “too-much-of-a-good-thing,” the purpose of this study is to develop and test a model that explains when and why leader honesty/humility promotes subordinate organizational citizenship behavior directed at individuals (OCBI) as mediated through subordinate moral identity centrality.

Design/methodology/approach

In this field study, with online surveys, multisource data were collected from 218 United States Air Force officers and their subordinates. Data were analyzed with MEDCURVE SPSS macro tools.

Findings

A nonlinear indirect effect of leader honesty/humility on subordinate OCBI through subordinate moral identity centrality was found. This conditional indirect effect occurred through a curvilinear (inverted U-shape) relationship between leader honesty/humility and subordinate moral identity centrality and a positive linear relationship between subordinate moral identity centrality and OCBI.

Research limitations/implications

Cross-sectional data were collected. Future research might replicate findings using experimental and longitudinal designs.

Practical implications

Recruiting and selecting leaders who possess a moderate level of honesty/humility may serve as the first step in producing prosocial behavior during social interactions with subordinates.

Originality/value

This study extends the literature on character and leadership by applying the too-much-of-a-good-thing principle to empirically test the complex nature of the relationship between leader honesty/humility and subordinate OCBI as mediated through subordinate moral identity centrality.

Details

Journal of Managerial Psychology, vol. 35 no. 5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 10 August 2021

Jinyi Zhou, Wei Chi and Weichun Zhu

This paper aims to propose that the extent to which activating self-identity increases resource-saving behavior varies across these three levels of self-identities. In…

Abstract

Purpose

This paper aims to propose that the extent to which activating self-identity increases resource-saving behavior varies across these three levels of self-identities. In particular, the authors hypothesize that activating relational or collective self-identity increases saving behavior more than activating individual self-identity does. Moreover, activating relational self-identity has a stronger impact on workplace saving behavior than activating collective self-identity does. In addition, the authors suggest that prosocial motive mediates the relationship between the three levels of self-identity and saving behavior.

Design/methodology/approach

Workplace saving behavior such as office supply savings could help save organizational resources and build more environmentally conscious organizations. Drawing from self-identity theory, the authors examine the influences of three types of self-identities (i.e. individual, relational and collective self-identities) on workplace resource-saving behaviors.

Findings

The results obtained from a field experiment conducted in a Chinese company and an online vignette study generally support the proposed hypotheses. The authors also discuss the theoretical and practical implications of the findings.

Originality/value

The authors contribute to the literature on saving behavior in organizations by studying an individual-level predictor from the perspective of self-identity and the research on self-identity and saving behavior by testing the mediating role played by prosocial motive. Based on the findings, the authors also propose some human resource policies to increase workplace saving behavior.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 31 March 2021

Darrin S. Kass, Jung Seek Kim, Weichun Zhu and Shiloh Erdley-Kass

The purpose of this paper is to examine the impact of self-other rating agreement (SOA) on ethical decisions and behavior.

Abstract

Purpose

The purpose of this paper is to examine the impact of self-other rating agreement (SOA) on ethical decisions and behavior.

Design/methodology/approach

A sample of 169 students (60 women and 109 men) enrolled in a part-time, regional MBA program was divided into three SOA categories: (1) Self-aware, individuals whose self-ratings matched observer ratings, (2) Underraters, those whose self-ratings were lower than observer ratings and (3) Overraters, individuals whose self-ratings were higher than other ratings. Ethical behavior was evaluated with the completion of a managerial in-basket assessment.

Findings

The results revealed that ethical behavior varied by SOA, with underraters exhibiting the highest levels of ethical behavior, followed by self-aware (i.e. accurate) and then overraters. One of the intriguing results is that underraters displayed more ethical behaviors than accurate raters, raising questions about the use of accurate self-assessments as an indicator of personal and professional effectiveness.

Originality/value

The results indicate that organizations should consider SOA in their human resource processes because it has important implications for employee training, selection and promotion. While prior research has examined the effect of SOA on performance, commitment and leadership perceptions, the authors contribute to the literature by examining whether SOA influences actual ethical decisions and actions.

Details

International Journal of Organization Theory & Behavior, vol. 24 no. 4
Type: Research Article
ISSN: 1093-4537

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Article
Publication date: 24 March 2020

Weichun Zhu, Jinyi Zhou, Wai Kwan (Elaine) Lau and Steve Welch

The purpose of this paper is to examine the roles of one’s original family and current family in influencing his or her entering entrepreneurial endeavors. Specifically…

Abstract

Purpose

The purpose of this paper is to examine the roles of one’s original family and current family in influencing his or her entering entrepreneurial endeavors. Specifically, individuals’ original family is also crucial for entrepreneurship, which has been neglected by prior studies to a large extent. Moreover, the authors argue that a good marital relationship between two parents within the original family could facilitate an entrepreneurial spirit by providing better family support, whereas a good relationship with one’s life partner or spouse within their current family could also increase the likelihood of entrepreneurial activities through reducing work stress.

Design/methodology/approach

The authors use two archival data sets: National Longitudinal Survey of Youth 1997 and 2013 Global Entrepreneurship Monitor Adult Population Survey to test whether a harmonious relationship between two parents or with life partner/spouse could encourage individuals to become an entrepreneur and whether family support and work conflict mediate such a relationship.

Findings

This study found that parents’ relationship in one’s adolescence provides individuals with more support, which leads to more entrepreneurial endeavors, whereas the conflicts between two parents will reduce their likelihood of initiating entrepreneurial activities. Besides, a good relationship with one’s life partner/spouse can release his/her work stress, which is also important for entrepreneurship development.

Originality/value

Different from the extant related research that focuses more on on-site predictors of entrepreneurship, the current study proposes factors from other life domains, including those in one’s adolescence, that can also influence and change individuals’ choice of entrepreneurial activities throughout their entire life. Harmonious family relationships (i.e. fewer family conflicts) are important for one to start a business, and family conflicts can reduce the likelihood of choosing entrepreneurship as the main occupation.

Details

International Journal of Conflict Management, vol. 31 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

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Article
Publication date: 1 September 2006

Weichun Zhu, Fred Luthans, Irene K.H. Chew and Cuifang Li

With globalization and accompanying expatriation becoming a reality for developed countries, including those that have recently arrived in Southeast Asia, this study…

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2169

Abstract

Purpose

With globalization and accompanying expatriation becoming a reality for developed countries, including those that have recently arrived in Southeast Asia, this study explored the effects of family and personal characteristics on Singaporeans’ willingness to accept an expat assignment.

Design/methodology/approach

Data were collected from a random sample of 191 managers and engineers across a number of organizations in Singapore.

Findings

The results indicated that the perception of a negative influence on family members has a negative impact on Singapore engineers and managers intention to accept an international assignment. Further, both need for achievement and perseverance personal characteristics had a positive impact on intention for an international assignment.

Originality/value

The study findings suggest how international human resource manager can provide help to expatriates and their family in dealing with family issues related to expatriation.

Details

Journal of Management Development, vol. 25 no. 8
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 8 February 2016

Hongwei He, Weichun Zhu, Dennis Gouran and Olivia Kolo

This paper aims to examine how consumer moral identity (MI) affects the impact of cause-related marketing (CRM). CRM is a popular hybrid marketing tool that incorporates…

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4962

Abstract

Purpose

This paper aims to examine how consumer moral identity (MI) affects the impact of cause-related marketing (CRM). CRM is a popular hybrid marketing tool that incorporates charitable initiatives and sales promotion. CRM has strength in simultaneously encouraging consumer purchases and doing something good for the society. Drawing on the moral identity (MI)-based motivation model, this research examines how consumer MI influences consumer behavioural response to CRM.

Design/methodology/approach

Two field experiments were conducted to test a series of hypotheses relating to the conditional effect of MI on behavioural response to CRM.

Findings

Brand social responsibility image and emotional brand attachment positively moderated the relationship between consumer MI centrality and intention to purchase CRM sponsor brand.

Originality/value

Findings contribute to the literature on CRM, MI-based motivation of consumer behaviour and emotional brand attachment.

Details

European Journal of Marketing, vol. 50 no. 1/2
Type: Research Article
ISSN: 0309-0566

Keywords

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Article
Publication date: 1 April 2002

Irene K.H. Chew and Weichun Zhu

Study used 357 Singaporean managers to document their availability for international assignments and their international aspiration. To understand factors that affect…

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2576

Abstract

Study used 357 Singaporean managers to document their availability for international assignments and their international aspiration. To understand factors that affect their international aspiration, we investigated the impact of family, career, culture and host country factors and personal entrepreneurial characteristics on mangers’ international aspiration and willingness to accept international assignment. Overall, results show that family, spouse and children and personal characteristics influence both the degree of willingness travel and determinants of managers’ attitude toward international assignments. Career and attitudes of spouses will likely have a significant impact on managers’ willingness to accept international assignments. Prior cross‐cultural international experience and personal entrepreneurial characteristics are also important factors that influence managers’ willingness to accept international assignments. Implications for research and practice are also discussed.

Details

Career Development International, vol. 7 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 9 November 2015

Hongwei He, Weiyue Wang, Weichun Zhu and Lloyd Harris

This paper aims to advance the literature by testing the boundary of this relationship with reference to a key construct in employee performance in the service domain…

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4444

Abstract

Purpose

This paper aims to advance the literature by testing the boundary of this relationship with reference to a key construct in employee performance in the service domain: employee customer orientation. Organizational identification refers to employees’ perceived oneness and belongingness to their work organization, and has been argued to be associated with higher employee performance.

Design/methodology/approach

Data were collected based on a sample of call center service workers. Employees rated their organizational identification, customer orientation and personality traits. Supervisors independently rated their subordinates’ performance. Variables statistic tools were used to analyze the data and test a series of hypotheses.

Findings

It was found that customer orientation strengthens the relationship between organizational identification and service workers’ job performance, and it enhances the mediating effect of organizational identification on the relationship between service workers’ personality trait (i.e. agreeableness) and their performance.

Originality/value

This research advances an argument that employee customer orientation moderates the relationship between employee organizational identification and employee job performance in the call center service provision domain. In addition, this is a pioneering study examining the roles of personality traits on employee organizational identification.

Details

European Journal of Marketing, vol. 49 no. 11/12
Type: Research Article
ISSN: 0309-0566

Keywords

Content available
Article
Publication date: 4 June 2020

Renhuai Liu, Steven Si, Song Lin, Dean Tjosvold and Richard Posthuma

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275

Abstract

Details

International Journal of Conflict Management, vol. 31 no. 3
Type: Research Article
ISSN: 1044-4068

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