Pedro Neves

• PhD
• Professor at Nova School of Business and Economics

Employee adaptability is of crucial importance in today's dynamic business environments. Yet, we still have limited knowledge of how the effects of individual adaptability are influenced by the work environment, and leaders in particular. In light of Uncertainty Reduction Theory, we hypothesized that employees with high adaptability will be more tr...

Identity leadership captures leaders efforts to create and promote a sense of shared group membership (i.e., a sense of “we” and of “us”) among followers. The present research report tests this claim by drawing on data from 26 countries that are part of the Global Identity Leadership Development (GILD) project to examine the relationship between po...

This volume brings together recent insights about the psychology of organizational change. The authors are leading scholars in the study of organizational change, taking on a micro-perspective for understanding the process through which responses to change emerge and impact work-related outcomes. Each chapter approaches the topic from a different p...

Identity leadership involves leaders creating and promoting a sense of shared group membership (a sense of 'we' and 'us') among followers. The present research report tests this claim by drawing on data from 26 countries that are part of the Global Identity Leadership Development (GILD) project to examine the relationship between political leaders'...

In issue 1 of 2023 of this journal, van Knippenberg and Lee argued that leader group prototypicality (LGP) and supervisor's organizational embodiment (SOE) are redundant constructs. With this commentary, we provide a historical timeline about the conceptualization of SOE within organizational support theory to explain the lack of construct redundan...

Although previous studies have examined the distinct motivations of acquirers and contrasted the differences between friendly and hostile acquisitions, the combination of the acquirer and target firm perspectives, particularly within friendly acquisitions, has not yet been addressed. By adopting a multidisciplinary approach and integrating the acqu...

Dr. Robert (Bob) Eisenberger passed away on May 2nd, 2022 at the age of 79 after a brief illness. Upon hearing the news, many of Bob’s current and former students, professional colleagues, friends, and research collaborators began a series of email chains expressing our sadness and shock about losing Bob. There was an immediate and widespread outpo...

Leadership research has privileged leaders' active role in shaping leader–follower interactions, whereas much less attention has been given to how followers interact with leaders. We propose that leader–member exchange (LMX) mediates the relationship between followership and employee behaviors. We also suggest that top management openness (TMO) mod...

Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) t...

Innovation is considered essential for today’s organizations to survive and thrive. Researchers have also stressed the importance of leadership as a driver of followers’ innovative work behavior (FIB). Yet despite a large amount of research, three areas remain understudied: (a) the relative importance of different forms of leadership for FIB; (b) t...

Do leaders who build a sense of shared social identity in their teams thereby protect them from the adverse effects of workplace stress? This is a question that the present paper explores by testing the hypothesis that identity leadership contributes to stronger team identification among employees and, through this, is associated with reduced burno...

Combining the transactional ideas of cognitive appraisals and the Affective Events Theory we explore the subjective nature of entrepreneurial‐constraints and its consequences for nascent entrepreneurial action. In study 1, we developed a measure of entrepreneurial constraint‐appraisal (opportunity and threat). In study 2, using a cross‐lagged panel...

This research shows the importance of supervisor organizational embodiment (SOE) for the relationship between ethical leadership and organizational identification. Drawing on the social identity model of organizational leadership, we propose that ethical leaders promote organizational identification and subsequently extra-role performance only when...

Research examining resistance to change usually focuses on what happens during (or immediately prior to) implementation. However, researchers also acknowledge that organizational life, including change events, do not occur in a vacuum and that individuals form intentions to resist future change based on their prior experiences. Building on uncertai...

Although boredom poses serious consequences for employees and organizations, research has paid little attention to this phenomenon, especially when compared to other job experiences such as overload. Building upon the Effort‐Recovery Model, our study examines the impact of these two sub‐optimal experiences, characterized by under‐ and over‐stimulat...

Purpose The present research examined the interactive effect of subordinates' and their supervisors' social value orientations (SVO) on abusive supervision and its consequence for in-role performance. Design/methodology/approach In study 1, we provided a survey to 420 subordinates and 115 supervisors from 42 organizations. HLM was used to test the...

Purpose The interest on leader humor styles is recent. By applying a trustworthiness framework, the authors examine (1) how leader humor styles contribute to performance and deviance via trust in the supervisor and (2) who benefits/suffers the most from different leader humor styles. Design/methodology/approach The authors tested their hypotheses...

Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our resea...

Iron is a critical element for most organisms, which plays a fundamental role in the great majority of physiological processes. So much so, that disruption of iron homeostasis has severe multi-organ impacts with the brain being particularly sensitive to such modifications. More specifically, disruption of iron homeostasis in the brain can affect ne...

The effect of formalization in high‐growth firms' performance is still unclear. We propose that formal commitment‐based human resource practices contribute positively to the financial performance of established high‐growth firms but have little effect on emergent ones. Using a sample of 101 Portuguese high‐growth firms (2006–2009 period), we tested...

Purpose – The reorganization of the Portuguese national healthcare system around networks of hospital centers was advanced for reasons promoted as those of effectiveness and efficiency and initially presented as an opportunity for organizational transcendence through synergy. The purpose of this paper is to study transcendence as felt by the author...

Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. However, research on ethical leadership has failed to examine the active role that followers’ attributes play in enhancing or minimizing the influence of ethical leadershi...

This chapter discusses agility as an improvised accomplishment conducted by improvisational leaders, i.e., leaders that approach and define rules that guide behavior in normal conditions and that stimulate impromptu adaptations in unpredicted conditions, when the existing rule set failed. We do that by showing how the triad of the leadership proces...

Timesizing, i.e. reduced work hours, has emerged as a less problematic alternative to layoffs. However, timesizing carries problems in terms of employee stress, attitudes, and performance. Based on the transactional theory of stress and the job demands-resources model, the authors proposed that timesizing proximity and perceived organizational supp...

The negative impact of the psychological contract breach on outcomes has received growing attention from researchers. However, there is a lack of studies about the potential individual resources that may help employees to cope with such breaches of the psychological contract, minimizing its negative effects. Drawing on the job demands-resources mod...

Purpose Using insights from attributions, planned behavior, and fairness theories, this study examines the effect of blame attributions of psychological contract breach on employees’ attitudes (affective organizational commitment) and behaviors (organizational citizenship behavior (OCB)). The purpose of this paper is to understand whether employee...

Change management, and particularly the human side of change, is a central tenet of the strategy of contemporary organizations. However, there is little evidence concerning how strategic HR practices influence how individuals anticipate and react to the implementation of a major change and how direct supervisors influence that process. With a sampl...

Introduction Recently, interest in abusive supervision has grown (Tepper, 2007). However, little is still known about organizational factors that can reduce the adverse effects of abusive supervision. Objective Based on a substitute for leadership perspective (Kerr & Jermier, 1978), we predict that job resources adequacy and role clarity act as bu...

Job insecurity has received growing attention from researchers because it poses serious challenges for organisations and for society as a whole. However, there are insufficient studies about the processes through which job insecurity affects outcomes as well as potential ways to reduce its negative impact. This study focuses on the relationship bet...

Ostracism is a common, yet scarcely studied, phenomenon in the workplace. Thus, it is important to deepen our knowledge of the dynamics of workplace ostracism. Based on the crossover model of the conservation of resources theory (COR), we propose that coworkers ostracize individuals who potentially threaten valued resources in the workplace, namely...

The negative impact of the psychological contract breach on outcomes has received growing attention from researchers. However, there is a lack of studies about the potential individual resources that may help employees to cope with such breaches of the psychological contract, minimizing its negative effects. Drawing on the job demands-resources mod...

Recently, interest in abusive supervision has grown (Tepper, 2000). However, little is still known about organizational factors that can reduce its adverse effects on employee behavior. Based on the Job Demands–Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predict that job autonomy acts as a buffer of the positive relations...

Purpose – This paper aims to analyze the adjustment experience of Chinese expatriate managers in Portugal. Design/methodology/approach – This exploratory study is based on the qualitative analysis of 12 semi-structured, open-ended interviews to Chinese expatriate managers in Portugal. Expatriates varied in terms of international experience, stage...

Based on previous empirical findings, “challenge stressors” (Cavanaugh, Boswell, Roehling, & Bouderau, 200010. Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85, 65–74. doi:10.1037/0021-9010.85.1.65View all referen...

In this study, we examine the relationship between employees' core self-evaluations (CSE) and workplace deviance. Further, taking a person–environment perspective, we utilize a conservation of resources framework (Hobfoll, 1989), proposing that the degree to which employees are able to attain resources, versus the extent to which resources are drai...

This study tried to assess through which mechanisms employees’ personality – assessed through the core self-evaluations (CSE) - influences the exhibition of Innovative Work-Behaviors (IWB). We found two possible mediation mechanisms for this link. The first is through an individual variable - the Intrapreneurial Intentions (II) - and the second is...

This study investigates whether employees attribute different motives to their organization's corporate social responsibility (CSR) efforts and if these motives influence employee performance. Specifically, we investigate whether employees could distinguish between intrinsic and extrinsic CSR motives by surveying 229 employee–supervisor dyads from...

Change management, and particularly the human side of change, is a central tenet of the strategy of contemporary organizations. However, there is little evidence concerning how strategic HR practices influence how individuals anticipate and react to the implementation of a major change. With a sample of 191 employees from multiple organizations, wh...

Recently, interest in ethical leadership has grown (Yukl, 2013) mainly due to ethical lapses of leaders, which have raised important questions about the responsibility of leaders in ensuring moral and ethical conduct (Resick et al., 2006). However, research on ethical leadership has failed to examine the active role that followers’ attributes play...

Improvisation has been treated largely as if it were a conceptual monolith: all improvisations are similar. We challenge this theorizing by distinguishing forms of improvisation in organizations (semi-structured, episodic, subversive, resistive) and by exploring ways in which these forms interrelate in improvisational sequences. Improvisation is...

Improvisation is too simple a name for a complex class of processes. The improvisational label, in fact, covers very different processes, from impromptu, ad-libbed responses to carefully designed organizational choreographies. We discuss different forms of organizational improvisation (ad-hoc, covert, provocative and managed), and trace their roots...

Formalization in established firms seems to have a positive influence on financial performance. However, it may not apply to emergent ventures due to their lack of experience that leads to a reduced alliance on formalized practices (Cardon &Stevens, 2004). Despite this recognition, there is a lack of studies empirically testing this assumption. Thi...

For the past decade, researchers' attention to abusive supervision ( T epper, 2000, A cad . M anage . J ., 43 , 178) has grown consistently. However, little is still known as to why certain individuals are picked by supervisors as targets for abuse. Our study tests a model of antecedents of abusive supervision, building on the profile of submissive...

Despite the common usage of the term, researchers and practitioners have not been able properly to explain what team spirit is and what benefits and drawbacks it might bring to teams. Several definitions have been proposed, but not in a consistent manner. Using a qualitative approach, we worked with one football team to shed light on how individual...

We presented organizational ingenuity as an umbrella concept that articulates a number of organizational responses to constraints that have not been previously articulated. Organizations need to be ingenious when time, resources or affluent customers are missing. In response to constraints, organizations can respond by resorting to processes such a...

Purpose – The aim of this paper was to investigate the role of perceived organizational support (POS) for employee risk-taking through its association with greater trust among supervisors and subordinates that the organization will take into account the individual's intent to be helpful in the case of failure (failure-related trust). Design/method...

Purpose – The purpose of this paper is to show how store positive affective tone predicts store performance (i.e. sales achievement) through creativity, and how store negative affective tone enhances the relationship between positive affective tone and creativity. Design/methodology/approach – A sample of 94 stores of a Brazilian retail chain is u...

Research on ethical leadership has increased dramatically since the seminal paper published by Brown, Treviño, and Harrison (2005). Nonetheless, such attention has mainly focused on the promotion of, as well as consequences of, ethical leadership. In this chapter, we argue that is equally important to levels of leader ethicality. Using a ‘”substitu...

Shore & Coyle-Shapiro (2012) recently proposed the theoretical construct of perceived organizational cruelty (POC) which concerns an attribution that the organization possesses a malevolent intent towards the employee(s). The present study develops and tests an empirical measure for the POC construct. A longitudinal study of employees in a UK hospi...

Indicadores recentes mostram que as escolas portuguesas das áreas de comportamento organizacional e gestão estão bem avaliadas internacionalmente. Os indicadores sobre a evolução da investigação científica feita em Portugal mostram a mesma tendência positiva. Então, o que falha para que a produtividade em Portugal não tenha acompanhado esta evoluçã...

The interest in ethical leadership has grown in the past few years, with an emphasis on the mechanisms through which it affects organizational life. However, research on the boundary conditions that limit and/or enhance its effectiveness is still scarce, especially concerning one of the main misconceptions about ethical leadership, its incompatibil...

Based on the model of transcendent leadership, we suggest that subordinates need to display competences that mirror those of their leaders and propose transcendent followership as a framework for the responsibilities of followers in contemporary organizational environments. A transcendent follower is someone who expresses competence in terms of the...

Organizational Change: Healthcare merger

This study used a cross-lagged panel design to examine the temporal relationship between management communication and perceived organizational support (POS), and its consequences for performance. We assessed management communication and POS 2 times, separated by a 3-year interval, in a social services organization (N = 236). Our findings suggest th...

Organizational cynicism has grown in contemporary Western organizations. However, its impact on interpersonal relationships and consequently on organizational functioning remains understudied. The present study addresses these gaps by: a) exploring the spillover effect of organizational cynicism on supervisor–subordinate relationships, and b) exami...

Commitment to change is considered the glue that binds people and change goals. Still, few studies have explored how employees develop their commitment to organizational change. The present study examined the relationship between supervisor competence and support, and employee's commitment to change. Participants were 210 full-time employees from t...

In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service emplo...

There is a lack of empirical evidence on the relationship between commitment to change, trust in organizational authorities, and work outcomes. The purpose of this study is to bring further evidence on the role played by affective and continuance commitment to change on employee’s trust in the supervisor and several work outcomes (turnover intentio...

External contextual factors, such as government regulations, have pushed organizations into change. As such, readiness for change rose as a key construct in order for organizations to respond quickly and successfully change. However, there is a lack of empirical evidence on how readiness for change promotes changes in employee's behaviors. The pres...

The risk inherent in organisational change makes trust a central variable to further understand how employees perceive the change process and their feelings toward the organization (Eby et al., 2000, Humans Relations, 53, 419–442). Based on social exchange theory (Blau, 1964, Exchange and power in social life, New York: Wiley), we conducted a field...