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Outputs (16)

The coevolution of emotional job demands and work-based social ties and their effect on performance (2022)
Journal Article
Parker, A., Waldstrøm, C., & Shah, N. P. (2023). The coevolution of emotional job demands and work-based social ties and their effect on performance. Journal of Management, 49(5), 1601-1632. https://doi.org/10.1177/01492063221087636

In this paper, we build upon the buffering hypothesis within the job demands-resources (JD-R) framework to develop a coevolutionary explanation to untangle the process by which emotional job demands, work-based social networks, and employee performan... Read More about The coevolution of emotional job demands and work-based social ties and their effect on performance.

The Role of Perceived Autonomy-Supportive Communications for Motivating Prejudice Reduction and Avoiding Defiant Backlash Within the Police Force Workplace (2022)
Journal Article
Weinstein, N., Legate, N., Graham, L., Zheng, Y., Plater, M., Al-Khouja, M., & Moller, A. C. (2023). The Role of Perceived Autonomy-Supportive Communications for Motivating Prejudice Reduction and Avoiding Defiant Backlash Within the Police Force Workplace. Journal of Applied Social Psychology, 53(5), 443-454. https://doi.org/10.1111/jasp.12953

Workplace prejudice-reduction efforts tend to be short lived at best, and can even arouse defiance, or a desire to oppose requests or rules, in employees. The motivational approach of self-determination theory (SDT) describes how communicating about... Read More about The Role of Perceived Autonomy-Supportive Communications for Motivating Prejudice Reduction and Avoiding Defiant Backlash Within the Police Force Workplace.

The Virtue of a Controlling Leadership Style: Authoritarian Leadership, Work Stressors, and Leader Power Distance (2022)
Journal Article
Chen, L., Huang, X., Sun, J., Zheng, Y., Graham, L., & Jiang, J. (2022). The Virtue of a Controlling Leadership Style: Authoritarian Leadership, Work Stressors, and Leader Power Distance. Asia Pacific Journal of Management, https://doi.org/10.1007/s10490-022-09860-7

We developed and tested a theoretical model showing that authoritarian leadership has both positive and negative influences on employees’ work performance. We posited that authoritarian leadership may shape both challenge stressors and hindrance stre... Read More about The Virtue of a Controlling Leadership Style: Authoritarian Leadership, Work Stressors, and Leader Power Distance.

Serving the Cause When My Organization Does Not: A Self-affirmation Model of Employees’ Compensatory Responses to Ideological Contract Breach (2022)
Journal Article
Deng, H., Coyle-Shapiro, J., Zhu, Y., & Wu, C.-H. (online). Serving the Cause When My Organization Does Not: A Self-affirmation Model of Employees’ Compensatory Responses to Ideological Contract Breach. Personnel Psychology, https://doi.org/10.1111/peps.12546

Transactional and relational contract breach occur when organizations fail to deliver on promised personal benefits for employees and are associated with negative behaviors reciprocating such mistreatment. However, recent research suggests that ideol... Read More about Serving the Cause When My Organization Does Not: A Self-affirmation Model of Employees’ Compensatory Responses to Ideological Contract Breach.

Me, me, me - narcissism and motivation to lead (2022)
Journal Article
Schyns, B., Lagowska, U., & Braun, S. (2022). Me, me, me - narcissism and motivation to lead. Journal of Psychology, 230(4), 330-334. https://doi.org/10.1027/2151-2604/a000504

This study tests the relationships between grandiose narcissism and affective, calculative, social-normative motivation to lead (MTL), and avoidance to lead as well as between vulnerable narcissism and affective MTL and avoidance to lead. Further, we... Read More about Me, me, me - narcissism and motivation to lead.

The Upside of Playing Favorites (2022)
Journal Article
Xu, H. H., Pan, J., & Zheng, X. J. (online). The Upside of Playing Favorites

While managers should strive to treat their employees fairly, it’s only natural for them to develop stronger relationships with some people than with others. The good news is, new research suggests that this sort of favoritism doesn’t have to be dest... Read More about The Upside of Playing Favorites.

Developing authenticity: A quasi-experimental investigation (2022)
Journal Article
Kipfelsberger, P., Braun, S., Fladerer, M. P., & Dragoni, L. (2022). Developing authenticity: A quasi-experimental investigation. Personality and Individual Differences, 198, Article 111825. https://doi.org/10.1016/j.paid.2022.111825

Authenticity facilitates positive human functioning. Yet, previous research has not adequately addressed whether different dimensions of authenticity develop naturally as one ages or whether their development can be facilitated through systematic int... Read More about Developing authenticity: A quasi-experimental investigation.

How to mitigate destructive leadership – Human resources-practices that mitigate Dark Triad leaders’ destructive tendencies (2022)
Book Chapter
Schyns, B., Gauglitz, I. K., Wisse, B., & Schütz, A. (2022). How to mitigate destructive leadership – Human resources-practices that mitigate Dark Triad leaders’ destructive tendencies. In D. Lusk, & T. L. Hayes (Eds.), Overcoming Bad Leadership in Organizations (251-276). Oxford University Press

Leaders with Dark Triad traits (Machiavellianism, psychopathy, and narcissism) are notorious for their display of destructive behaviour in interacting with their subordinates. It may be argued that organisations have the obligation to protect the org... Read More about How to mitigate destructive leadership – Human resources-practices that mitigate Dark Triad leaders’ destructive tendencies.

Why and when job insecurity hinders employees’ taking charge behavior: The role of flexibility and work-based self-esteem (2022)
Journal Article
Lyu, Y., Wu, C., Kwan, H. K., Lee, C., & Deng, H. (2023). Why and when job insecurity hinders employees’ taking charge behavior: The role of flexibility and work-based self-esteem. Economic and Industrial Democracy, 44(3), https://doi.org/10.1177/0143831X22110085

Job insecurity is negatively associated with employees’ extra-role behavior. Studies of this negative impact often use a social exchange or stress–strain perspective to explain how job insecurity impairs employees’ extra-role behavior. This study off... Read More about Why and when job insecurity hinders employees’ taking charge behavior: The role of flexibility and work-based self-esteem.

Role of Perceived Events in University Graduates' Job Search Self-efficacy and Success (2022)
Journal Article
Guan, Y., Zhou, X., Zheng, Y., Wen, S., Fu, Y., Hu, N., …Wang, Z. (2022). Role of Perceived Events in University Graduates' Job Search Self-efficacy and Success. Journal of Vocational Behavior, 136, Article 103741. https://doi.org/10.1016/j.jvb.2022.103741

This study aims to enrich job search literature by examining the unique role of perceived job search events in predicting job search self-efficacy (JSSE) and two job search outcomes (i.e., perceived job search progress, the number of job offers) duri... Read More about Role of Perceived Events in University Graduates' Job Search Self-efficacy and Success.

When your leader just does not make any sense: Conceptualizing inconsistent leadership (2022)
Journal Article
Schilling, J., Schyns, B., & May, D. (online). When your leader just does not make any sense: Conceptualizing inconsistent leadership. Journal of Business Ethics, 209-221. https://doi.org/10.1007/s10551-022-05119-9

Perceived consistency, and even more so inconsistency of behavior is an important factor in the evaluation of other people. This is especially true for leaders, whose behavior is typically closely monitored and interpreted by their followers. While p... Read More about When your leader just does not make any sense: Conceptualizing inconsistent leadership.

Do High Performers Always Obtain Supervisory Career Mentoring? The Role of Perspective-Taking (2022)
Journal Article
Wang, X. (., Zheng, X. (., Guan, Y., & Zhao, S. (2022). Do High Performers Always Obtain Supervisory Career Mentoring? The Role of Perspective-Taking. Journal of Occupational and Organizational Psychology, 95(2), 332-357. https://doi.org/10.1111/joop.12386

Drawing on social exchange theory, this study examines when and why high performers may fail to obtain supervisory career mentoring (SCM). Although high performance by protégés often makes SCM more efficient and successful, we argue that supervising... Read More about Do High Performers Always Obtain Supervisory Career Mentoring? The Role of Perspective-Taking.

Leaders' response to employee overqualification: An explanation of the curvilinear moderated relationship (2022)
Journal Article
Jiang, J., Dong, Y., Hu, H., Liu, Q., & Guan, Y. (2022). Leaders' response to employee overqualification: An explanation of the curvilinear moderated relationship. Journal of Occupational and Organizational Psychology, 95(2), 459-494. https://doi.org/10.1111/joop.12383

This research aimed to advance overqualification literature by examining how leaders’ perceived employee overqualification influences their empowering behavior and employee work behaviors. Drawing upon the individualized leadership theory, we propose... Read More about Leaders' response to employee overqualification: An explanation of the curvilinear moderated relationship.

Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management (2022)
Journal Article
Kakarika, M., Biniari, M., Guillén, L., & Mayo, M. (2022). Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management. Journal of Organizational Behavior, 43(9), 1562-1578. https://doi.org/10.1002/job.2605

With research on entrepreneurial passion booming, there is an increasing need to understand how and why that passion influences entrepreneurs' performance over time. To address this need, we develop a multistage process model, proposing that entrepre... Read More about Where does the heart lie? A multistage process model of entrepreneurial passion and role identity management.

Are Proactive Employees Proactive Performers? The Moderating Role of Supervisor-Subordinate Marital Status Similarity (2022)
Journal Article
Wang, X., Zheng, X., Luo, J., & Zhao, S. (2023). Are Proactive Employees Proactive Performers? The Moderating Role of Supervisor-Subordinate Marital Status Similarity. The Journal of Social Psychology, 163(5), https://doi.org/10.1080/00224545.2021.2025027

In accordance with the similarity attraction paradigm, this paper investigates when and how proactive employees can be rated as proactive performers by proposing supervisor-subordinate marital status similarity as a relational moderator and leader-me... Read More about Are Proactive Employees Proactive Performers? The Moderating Role of Supervisor-Subordinate Marital Status Similarity.