Ed Sleebos

• Vrije Universiteit Amsterdam

Purpose While leaders value power for its material, social, and psychological benefits, it remains fragile and easily lost. We propose that leaders who fear losing power are driven to protect it, potentially resorting to abusive supervision to reaffirm their authority. Furthermore, we argue that this tendency should be especially pronounced among l...

Research suggests that the effects of leader narcissism can be complex and context dependent, causing a lack of clarity about the conditions under which leader narcissism affects follower perceptions. We posit that the organizational climate plays an important moderating role in the relationships between leader narcissism, leader self‐serving behav...

Individuals with psychopathic tendencies are sometimes quite capable of acquiring and maintaining leadership positions. One explanation could be that leaders with psychopathic personality profiles “hide behind the mask of sanity” by managing the public display of their emotions so that it positively affects other people's perceptions. We conducted...

Primary psychopathy in leaders, also referred to as successful psychopathy or corporate psychopathy, has been put forward as a key determinant of corporate misconduct. In contrast to the general notion that primary psychopaths’ destructiveness cannot be controlled, we posit that psychopathic leaders’ display of self-serving and abusive behavior can...

Empowering leadership is an important influence on team effectiveness. This makes the question of what the antecedents of team empowering leadership are an important issue to consider. To address this question, we propose a motivated information processing perspective that holds that engaging in empowering leadership is based on social information...

As work increasingly transcends organizational boundaries, employee psychological empowerment benefits from resources provided by others outside of the employee's own team, department, or organization. These intergroup collaborations, however, may be inhibited by social identity and social categorization processes, so that the empowerment potential...

Power is generally valued as it offers access to numerous tangible and intangible benefits. Fear of losing it might therefore initiate behavioral responses aimed at capitalizing on those benefits while it is still possible. Therefore, we propose that leaders’ fear of losing power may sway them to engage in self-serving behavior. Moreover, we argue...

Gossip is condemned but also ubiquitous and thought to be essential for groups. This triggers the question of which motives explain gossip behavior. Hitherto, negative influence, social enjoyment, group protection, and information gathering and validation are established as motives to gossip. However, venting emotions—discussed as a potentially imp...

Gossip is condemned but also ubiquitous and thought to be essential for groups. This triggers the question of which motives explain gossip behavior. Hitherto, negative influence, social enjoyment, group protection, and information gathering and validation are established as motives to gossip. However, venting emotions—discussed as a potentially imp...

Previous work has focused on the potential maladaptive consequences of the Dark Triad personality traits (i.e., Machiavellianism, psychopathy, and narcissism) in organizational contexts. This research builds upon this work, examining the influence of supervisor position power on the relationship between supervisor Dark Triad traits and abusive supe...

Purpose Organizational change can be a major stress factor for employees. We investigate if stress responses can be explained by the extent to which there is a match between employee self-construal (in personal or collective terms) and change consequences (i.e., does the change particularly have consequences for the individual or for the group). W...

Following recent public and scientific discussions on credit provision for entrepreneurs and credit management policies of banks, this study’s objective is to examine the effect of personal attitudes of bankers on their willingness to consider credit applications from renascent entrepreneurs. Previously, applications from renascent entrepreneurs we...

Research on psychological empowerment consistently shows positive relations between empowerment and work-related outcomes like organizational performance, making empowerment a key issue for both scholars and practitioners in the field of management and organizational behavior. Since the 80s, organizations largely switch from hierarchical to more bo...

Perceived organizational support plays an important role in the social exchange relationship between the employee and the organization. We propose that individual differences in collectivism affect the extent to which employee-organization relationships are based on social exchange, and that therefore collectivism moderates the relationship between...

We examined the interactive effects of leader group prototypicality, accountability, and team identification on team-oriented behavior of leaders, thus extending the social identity perspective on leadership to the study of leader behavior. An experimental study (N = 152) supported our hypothesis that leader accountability relates more strongly to...

Most research on similarity in friendship networks focuses on clearly visible individual attributes (i.e. attitudes and behaviors) in contexts where choices whom to befriend are relatively unconstrained. These studies often reveal that social selection rather than social influence is the dominant cause of similarity among friends. We argue that in...

The current study examines attachment-style differences in responses to inductions of group respect and disrespect. Participants completed a scale assessing attachment anxiety and avoidance, performed group tasks, and received high, average, or low respect feedback from group members. Then we assessed commitment to this group, actual effort expendi...

The current study examines attachment-style differences in responses to inductions of group respect and disrespect. Participants completed a scale assessing attachment anxiety and avoidance, performed group tasks, and received high, average, or low respect feedback from group members. Then we assessed commitment to this group, actual effort expendi...

The stereotype content model (SCM) proposes potentially universal principles of societal stereotypes and their relation to social structure. Here, the SCM reveals theoretically grounded, cross-cultural, cross-groups similarities and one difference across 10 non-US nations. Seven European (individualist) and three East Asian (collectivist) nations (...

Leadership often serves as an explanatory category for performance outcomes (i.e., failure and success). This process can strengthen or weaken leadership effectiveness, because contingent on their performance leaders may gain or lose follower endorsement — the basis of leadership. Drawing on the social identity analysis of leadership, we hypothesiz...

Leadership often serves as an explanatory category for performance outcomes (i.e., failure and success). This process can strengthen or weaken leadership effectiveness, because contingent on their performance leaders may gain or lose follower endorsement – the basis of leadership. Drawing on the social identity analysis of leadership, we hypothesiz...

The current article explains the motives underlying respect- and disrespect induced group-serving efforts. Research showed that intra-group respect increases individuals' engagement with their group and subsequent intentions to show group-serving efforts. We refer to this process as 'the group-focused motive'. Based on a recent program of research...

The psychological relationship between individual and organization has been conceptualized both in terms of identification and in terms of (affective) commitment. In the present study, we explore the differences between these two conceptualizations. Building on the proposition that identification is different from commitment in that identification...

Previous research has demonstrated that intra-group respect can strengthen people’s group identification, and encourage them to exert themselves on behalf of their group. In the present contribution, we focus on the possibility that those who are not respected by other group members (i.e., the disrespected) can also display group beneficial behavio...

Previous research has demonstrated that intragroup respect can strengthen people's commitment to the group and encourage them to exert themselves on behalf of it. In the present research, the authors argue that similar behavior can ensue from self-focused concerns when group members are disrespected. Experiment 1 (N = 174) confirms that high respec...

Ondertitel op omslag: the effects of differential intra-group respect on behavior and cognition. Auteursnaam op omslag: Ed Sleebos. Proefschrift Universiteit Leiden. Met lit. opg. - Met samenvatting in het Nederlands.