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Introduction
Skills and Expertise
Publications
Publications (80)
This research examines how team members’ passion for innovation compiles to contribute to team innovation. We argue that team mean passion influences team innovation by affecting team reflexivity, which is a key team process for members to collectively reflect on and adjust their efforts toward achieving innovation goals. The indirect effect of mea...
Extant research has primarily investigated the influence of middle managers on team voice. Extending this line of research, our work goes beyond the impact of middle managers by examining the role of top manager authentic leadership. Integrating social learning theory with authentic leadership theory, we argue that top manager authentic leadership...
Drawing on social hierarchy theory (Halevy, Chou, & Galinsky, 2011; Tyler, 1997), we develop a contingency model of leader–member exchange (LMX) differentiation in which LMX differentiation is positively and negatively related to group cooperation and group social undermining, respectively, when it is based on the group members’ performance, but th...
Prior research on emotional labor has primarily been conducted at the individual level. In this paper, we examine a model of unit employee emotional labor and its relationships with unit LMX and LMX differentiation as well as with unit employee outcomes. Results from 701 employees and 117 managers from 117 branches of a real-estate company in Taiwa...
How can employees of multinational corporations (MNCs) who are dispersed in various locations around the globe feel included? Integrating social capital theory and the MNC literature regarding resource and status differences between employees located in headquarter (HQ) versus non-HQ (i.e., subsidiary) country locations, we examined the role of the...
Utilizing role theory, we investigate the potential negative relationship between employees' moral ownership and their creativity, and the mitigating effect of ethical leadership in this relationship. We argue that employees higher on moral ownership are likely to take more moral role responsibility to ensure the ethical nature of their own actions...
Recent research has uncovered the dark side of creativity by finding that creative individuals are more likely to engage in unethical behavior. However, we argue that not all creative individuals make trouble. Using moral self-regulation theory as our overarching theoretical framework, we examine individuals’ moral identity as a boundary condition...
Employees of a certain rank are motivated by the pay gap between them and the levels above (upward comparison), and the pay gap between them and the levels below (downward comparison). In some cases, employees face multiple upward comparisons such as immediate and subsequent upward comparisons. We hypothesise that upward comparison matters more tha...
The stock market in China has experienced significant turbulence since July 2014, including a bull market. In this paper, we propose that exposure to stock (defined as the condition of being exposed to both stock and stock-related information) can induce anxiety disorder when the market is in a turbulent period. To examine this prediction, we desig...
This study integrates strategic human resource management (SHRM) and transformational leadership (TFL) literatures to address gaps in each of the two literatures. Building on the concept of strategically targeted HRM systems and the contingency perspective in SHRM, we propose that an organization's high-performance work system (HPWS) affects team m...
We propose that it is important to take the content of team voice into account when examining its impact on team processes and outcomes. Drawing on regulatory focus theory (Higgins, 1997), we argue that promotive team voice and prohibitive team voice help teams achieve distinct collective outcomes—i.e., team productivity performance gains and team...
Despite the burgeoning research on abusive supervision, the literature lacks an in-depth understanding of how the followers can successfully break the spiral of abusive supervision over time and influence their leaders to engage in reconciliatory behaviors following abusive supervision. Using power-dependency theory as our framework, we first exami...
While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational perspective to explain why high performers draw both intentional positive and negative reactions from pe...
Across two studies and five samples, we introduce the Chinese construct of moqi (a tacit understanding of another person’s expectations and intentions) as a key, but heretofore overlooked, aspect of supervisor–subordinate relationships. In Study 1, using qualitative and quantitative methods, we develop a subordinate-focused moqi scale and establish...
Prior research has demonstrated that service climate can enhance unit performance by guiding employees’ service behavior to satisfy customers. Extending this literature, we identified ethical climate toward customers as another indispensable organizational climate in service contexts and examined how and when service climate operates in conjunction...
Drawing on agency theory and the resource-based view, this study examines the moderating effect of hotel ownership structure on the relationship between high-performance work systems for service quality (HPWS-SQs) and service performance as well as the curvilinear relationship between hotel service performance and hotel profitability. Results from...
Integrating leader-member exchange (LMX) research with role engagement theory (Kahn, 1990) and role system theory (Katz & Kahn, 1978), we propose a multilevel, dual process model to understand the mechanisms through which LMX quality at the individual level and LMX differentiation at the team level simultaneously affect individual and team performa...
Building upon and extending Parker, Bindl, and Strauss’s (2010) theory of proactive motivation, we
develop an integrated, multilevel model to examine how contextual factors shape employees’ proactive
motivational states and, through these proactive motivational states, influence their personal initiative
behavior. Using data from a sample of hotels...
We examine the role of employees’ and team leaders’ social network positions, an important, yet understudied class of variables, in affecting employees’ voice behaviors. Using multi-level, multi-source data from 185 employees nested within 43 teams and their team leaders, we find that employees who hold central positions in the formal, workflow net...
Integrating insights from the literature on customers' central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during service encounters and, subsequently, influence customer satisfaction with service experience. Usin...
This study examines the joint effects of diversity composition (as manifested in faultline strength) and diversity management (as manifested in diversity climate) on loyal behavior. Using data gathered from a sample of 1,652 managerial employees in 76 work units, we assess the cross-level effects of unit-level relationship- and task-related faultli...
This study examines the joint effects of diversity composition (as manifested in faultline strength) and diversity management (as manifested in diversity climate) on loyal behavior. Using data gathered from a sample of 1,652 managerial employees in 76 work units, we assessed the cross-level effects of unit-level relationship- and task-related fault...
We examine the role of employees’ and team leaders’ social network positions, an important, yet understudied class of predictors, in affecting employees’ voice behaviors. Using multi- level, multi-source data from 184 employees nested within 38 teams and their team leaders in a construction management company, we find that employees who hold centra...
Building upon and extending Parker, Bindl, and Strauss's (2010) theory of proactive motivation, we develop an integrated, multilevel model to examine how contextual factors shape employees' proactive motivational states and, through these proactive motivational states, influence their personal initiative behavior. Using data from a sample of hotels...
Integrating tournament and expectancy theories, this study examines the performance effects of two inter-hierarchical pay gaps: a lower pay gap between front-line employees and middle managers, and an upper pay gap between middle managers and top executives. We propose that wider pay gaps induce greater employee performance. Moreover, we propose th...
Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal struc...
Multifoci justice pulls from research on social exchange theory to argue that despite the proliferation of rule sets in the literature (often referred to as the “types” of justice), individuals seek to hold some party accountable for the violation/upholding of such rules, and it is these parties (e.g., supervisors, the organization as a whole) that...
Building on power-dependency theory, this paper aims to examine the psychological effect of power imbalance from both the leader and follower’s perspectives. While a leader’s experience of elevated power over his or her follower is likely to induce abusive supervision towards the follower, the follower’s motivation to tilt the unbalanced power equi...
Drawing upon the theory of contextual influences on organizational behavior (Johns, 2006) and interactionist perspective (Chatman, 1989), we propose that organizational empowerment climate cultivates team leaders’ empowering leadership, which is more pronounced when team leaders’ organizational identification is high and less pronounced when their...
We examine how high performance—relative to average performance level within the group—can trigger social consequences for individuals. We contribute to the literature by investigating how peers treat fellow group members based on performance, and investigate mechanisms driving their behaviors. Analyses of multilevel, multisource data from 300 empl...
Drawing on cognitive rumination theories and conceptualizing customer service interaction as a goal attainment situation for service employees, the current study examined employee rumination about negative service encounters as an intermediate cognitive process that explains the within-person fluctuations in negative emotional reactions resulting f...
Given the increasingly diverse customer preferences, customization has become a strategic opportunity for organizations to create value. There is no systematic effort, however, in understanding the implementation of customization as a competitive strategy. Based on theories of resources and capabilities and the multidimensional view of economic ren...
Service climate captures employees' consensual perceptions of organizations' emphasis on service quality. Although many studies have examined the foundation issues and outcomes of service climate, there is a lack of a comprehensive model explicating the antecedents, outcomes, and moderators of service climate. The current study fills this void in t...
Using a field experiment in the United Arab Emirates, we compared the impacts of directive and empowering leadership on customer-rated core task proficiency and proactive behaviors. Results of tests for main effects demonstrated that both directive and empowering leadership increased work unit core task proficiency, but only empowering leadership i...
This research sheds light on the role of the dark side of leadership in employee creativity by examining how and when department leader abusive supervision may flow down organizational levels to undermine team member creativity. Analyses of multiphase, multisource, and multilevel data show that team leader abusive supervision mediates the negative...
We developed and tested a cross-level model of the antecedents and outcomes of proactive customer service performance. Results from a field study of 900 frontline service employees and their supervisors in 74 establishments of a multinational hotel chain located in Europe, the Middle East, Africa, and Asia demonstrated measurement equivalence and s...
Purpose
As the employment marketplace changes, the meaning of leadership evolves. The question of whether emotional intelligence (EI) is required for leaders has attracted broad interest. This paper seeks to examine the role of EI and motivation to lead (MTL) in predicting leadership.
Design/methodology/approach
In study 1, students ( n =309) firs...
Extending insights from Cox's interactional model of cultural diversity [Cox, T. H., Jr. 1994. Cultural Diversity in Organizations: Theory, Research and Practice. Berett-Koehler, San Francisco], we examine the influence of diversity climate on customer satisfaction, a key business-unit outcome. In addition, we explore service climate and minority a...
The present study explores how perceived demographic and attitudinal similarity can influence proactive behavior among organizational newcomers. We propose that newcomers who perceive themselves as similar to their co-workers will be more willing to seek new information or build relationships, which in turn will lead to better long-term adjustment....
Taking emotion and resource perspectives, we examined the daily relationship between customers' mistreatment of employees and employee sabotage of customers, as well as employees' individual- and unit-level emotion-based and resource-based moderators for this relationship. Multilevel analyses of daily survey data from 131 call center employees show...
Research on unraveling the complex effects of workplace demography has grown exponentially in the past two decades, reflecting enduring academic interest in the topic. This research spans multiple macro and micro theoretical domains and has examined demography effects at individual, group, or firm levels of analysis. However, past research in this...
We propose a cross-level contingent process model based on social cognitive theory to explain how and when the quality of social exchange relationships with a supervisor (leader-member exchange; LMX) and fellow team members (team-member exchange; TMX) affect individual creativity in work teams. Using longitudinal, multisource data for 828 employees...
Integrating the strategic human resource management research with the multiple-stakeholder view of organizational climate, in this study we propose that the human resource management practices of a high-performance work system enhance a business unit's market performance in the service context by facilitating 2 types of strategically targeted organ...
Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives rel...
rich body of research in the area of leadership has examined the influence of transformational/charismatic forms of leadership on employees' motivation, attitudes, and behaviors. This research is based on the assumption that leaders are able to influence followers based on close, sustained, and personalized contact with them. However, new organizat...
The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity perceptions. The results, based on two field studies using diverse samples, demonstrate the effects of end...
Pursuing a customer-focused strategy in manufacturing organizations requires employees across functions to embrace the importance of understanding customer needs and to align their everyday efforts with the goal of satisfying and retaining customers. Little prior research has examined what factors influence employee customer orientation in manufact...
This longitudinal field study integrates the theories of transformational leadership (TFL) and relationship marketing to examine how TFL influences employee service performance and customer relationship outcomes by transforming both (at the micro level) the service employees' attitudes and (at the macro level) the work unit's service climate. Resul...
Integrating justice and customer service literatures, this research examines the role of customer service employees' behaviors of handling customer complaints, or service recovery performance (SRP), in conveying a just image of service organizations and achieving desirable customer outcomes. Results from a field study and a laboratory study demonst...
This chapter seeks to integrate and expand on the ideas presented by Cropanzano, Li, and James (this volume), Ambrose and Schminke (this volume), and Rupp, Bashshur, and Liao (this volume). First, it summarizes and comments on the key insights made by each set of authors. It then presents five propositions, along with some preliminary evidence supp...
This chapter reviews research on multi-level organizational justice. The first half of the chapter provides the historical context for this issue, discusses organizational-level antecedents to individual-level justice perceptions (i.e., culture and organizational structure), and then focuses on the study of justice climate. A summary model depicts...
Empirical research and narrative reports from working managers suggest that employee attitudes can be negatively influenced by organizational downsizing, but the potential impact of downsizing on applicants is not well documented. In this study, we investigate the effect of organizational downsizing on job-seeker attraction to an organization. Resp...
A distinguishing feature of strategic human resource management research is an emphasis on human resource (HR) systems, rather than individual HR practices as a driver of individual and organizational performance. Yet, there remains a lack of agreement regarding what these systems are, which practices comprise these systems, how these systems opera...
The article discusses several theories behind how individuals perceive dissimilarities. Several theories abound that suggest that individuals who are dissimilar to their work peers and fellow team members often feel less connected socially to their groups and, therefore, are less committed to their firm. It is also theorized that such people are mo...
This article studies the role of the leader in creating inspiration in the team members in the workplace. The authors hypothesize that the "inspirational leader" will better affect the attitude of the team members, even if they are in different geographic locations. The individual worker will put more trust in team members and greater identify them...
Drawing on social identity theory and status-based perspectives, we describe how in-group/out-group dynamics affect performance differences and earnings inequalities between members of higher-status majorities (whites, males) and lower-status minorities (people of color, women). Among sales employees on 437 teams in 46 units of a large company, tea...
In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They the...
This study examined demographic- and personality-based employee dissimilarities in relation to organizational and interpersonal deviant behaviors. Perceived organizational support (POS), organizational commitment, perceived coworker support, and coworker satisfaction were proposed as mediators. The results revealed that dissimilarities in ethnicity...
Individuals who had won the lottery responded to a survey concerning whether they had continued to work after winning. They were also asked to indicate how important work was in their life using items and scales commonly used to measure work centrality. The authors predicted that whether lottery winners would continue to work would be related to th...
Previous work on service performance has focused on either organization- or individual-level analysis. This multilevel study of 257 employees, 44 managers, and 1,993 customers from 25 restaurants demonstrated that both individual- and store-level factors were significantly associated with employee service performance: conscientiousness and extraver...
Previous work on service performance has focused on either organization-or individ-ual-level analysis. This multilevel study of 257 employees, 44 managers, and 1,993 customers from 25 restaurants demonstrated that both individual-and store-level factors were significantly associated with employee service performance: conscien-tiousness and extraver...
This cross-level study of 149 employees from 25 groups demonstrates the impact of group social context on individual interpersonal aggression. Extending the work of Robinson and O'Leary-Kelly (1998), results suggest that both being the target of aggression and the mean level of aggression in a work group (absent the target individual) are predictor...
Using a sample of one job type from one firm (to hold job tasks and sick leave/disability policy constant), we estimate the effect of demographic variables, job performance warnings, and workers' compensation benefits on the propensity to file a carpal tunnel syndrome (CTS) loss work-time claim. We find that disciplinary notices increase the employ...
Scholars studying downsizing and performance often concentrate on one aspect of the phenomenon at a time without addressing the totality of factors influencing organizations. The result is that some proclaim improvements from cost trimming and strategic focus, while others assert deterioration in performance due to employee resentment and negative...
This study examined demographic, personality, and economic incentive correlates of workplace injuries suffered by 171 firefighters over a 12-year period. Results showed that female firefighters experienced more injuries than male firefighters. Several Minnesota Multiphasic Personality Inventory (MMPI) scales (Conversion Hysteria, Psychopathic Devia...
This study examined demographic, personality, and economic incentive correlates of workplace injuries suffered by 171 firefighters over a 12-yr period. Results showed that female firefighters experienced more injuries than male firefighters. Several Minnesota Multiphasic Personality Inventory (MMPI) scales (Conversion Hysteria, Psychopathic Deviate...
This chapter seeks to integrate and expand on the ideas presented by Cropanzano, Li, and James (this volume), Ambrose and Schminke (this volume), and Rupp, Bashshur, and Liao (this volume). First, it summarizes and comments on the key insights made by each set of authors. It then presents five propositions, along with some preliminary evidence supp...
