The Influence of Nationality on Followers’ Satisfaction with Their Leaders

The long-standing argument is that leaders need to adapt their behaviors to the context, most specifically to meet the particular needs and expectations of followers from various parts of the world. An alternative viewpoint would be to ask whether people from different countries are looking for different or similar behaviors from their leaders. We provide a preliminary investigation of whether people from two cultures expect different leadership behaviors by comparing followers’ satisfaction with the behaviors of their leaders in the United States and Singapore. Initial differences between the two countries faded in importance as life (age) and work experiences increased

Performance Benefits Of Reward Choice: A Procedural Justice Perspective

Reward choice – employees\u27 ability to exercise control over the formal rewards they receive from work – is an important part of many HRM strategies. Reward choice is expected to increase employee performance, but conflicting findings highlight the need to better understand how and when it will do so. Based on fairness heuristic theory, we predicted that procedural justice mediates reward choice\u27s influence on performance, and that choice attractiveness moderates that influence. A field study and an experiment both had similar results, supporting our predictions. Reward choice can increase performance by as much as 40 per cent, but only when the available choices are attractive to employees

The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations

Virtuousness refers to the pursuit of the highest aspirations in the human condition. It is characterized by human impact, moral goodness, and unconditional societal betterment. Several writers have recently argued that corporations, in addition to being concerned with ethics, should also emphasize an ethos of virtuousness in corporate action. Virtuousness emphasizes actions that go beyond the “do no harm” assumption embedded in most ethical codes of conduct. Instead, it emphasizes the highest and best of the human condition. This research empirically examines the buffering and amplifying effects of virtuousness in organizations. The study hypothesizes that virtuousness has a positive effect on organizations because amplifying dynamics make subsequent virtuous action more likely, and buffering dynamics reduce the harmful effects of downsizing. The study reveals that two types of virtuousness – tonic and phasic – are associated with these effects.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/42527/1/10551_2005_Article_5904.pd

Ethics and Ethos: The Buffering and Amplifying Effects of Ethical Behavior and Virtuousness

Logical and moral arguments have been made for the organizational importance of ethos or virtuousness, in addition to ethics and responsibility. Research evidence is beginning to provide, empirical support for such normative claims. This paper considers the relationship between ethics and ethos in contemporary organizations by summarizing emerging findings that link virtuousness and performance. The effect of virtue in organizations derives from its buffering and amplifying effects, both of which are described.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/42524/1/10551_2004_Article_5273953.pd

Resilient personality: Is grit a source of resilience?

Resilience, the ability to function under adversity, is important in most aspects of life, but especially so in organizations (Britt et al., 2016; Caza and Milton, 2012). Workers face mounting stress from chronic issues such as employment uncertainty, growing work demands, 24/7 connectivity, and blurring work boundaries (Ashford et al., 2018; Kolb et al., 2012; Kossek and Perrigino, 2016). Moreover, acute workplace crises may be increasing in severity and frequency (Williams et al., 2017). As a result, it seems hard to overstate the importance of being able to recover from challenges at work. Indeed, resilient individuals have been found to enjoy many positive outcomes, including greater wellbeing, better mental health, higher life satisfaction, and more self-efficacy (Lee et al., 2013; Liu et al., 2017; Mayordomo et al., 2016). Resilience is also positively associated with important attitudes and behaviors such as job satisfaction, engagement, organizational commitment, and job performance (Elitharp, 2005; Kossek and Perrigino, 2016; Cooke et al., 2016; Wang et al., 2017)

Transformational leadership across cultures: Follower perception and satisfaction

Leading people from diverse cultures is centrally important in organizations. This study investigates the extent to which transformational leadership behaviors are universal: by examining if leaders and followers perceive transformational leadership behaviors the same way across cultures; and by determining if the magnitude of satisfaction that followers derive from transformational leadership behavior is the same across cultures. Survey data from 71,537 leaders and their direct reports (n = 203,027) from 77 countries were analyzed. Respondents represented hundreds of different organizations, 12 functional areas, 26 industries, and all management levels. Cultural universality was examined by comparing internal reliability scores and using multilevel mixed coefficient models to assess the similarity of effect sizes in across cultures. Regardless of culture, when interacting with leaders from their own culture, followers were universally alike in their perceptions of transformational leadership behavior and in their satisfaction with such behavior

Ethics and ethos: The buffering and amplifying effects of ethical behavior and virtuousness

Logical and moral arguments have been made for the organizational importance of ethos or virtuousness, in addition to ethics and responsibility. Research evidence is beginning to provide, empirical support for such normative claims. This paper considers the relationship between ethics and ethos in contemporary organizations by summarizing emerging findings that link virtuousness and performance. The effect of virtue in organizations derives from its buffering and amplifying effects, both of which are described

The missed promotion: An exercise demonstrating the importance of organizational justice

Treating employees fairly produces many positive outcomes, but evidence suggests that managers’ efforts to be fair are often unsuccessful because they emphasize the wrong aspects of justice. Managers tend to emphasize distributive justice, though employees may be most concerned with procedural and interactional justice. Organizational justice theory offers a framework for correcting this problem and assisting managers in their efforts to be fair. To this end, the authors describe the Missed Promotion exercise, a two-person role-play for introducing students to organizational justice theory. It provides a way to have students experience the importance of organizational justice, while teaching them about the three dimensions of justice and why managers often fail to be perceived as fair. Although the Missed Promotion exercise is simple enough to be completed in a single class session with students of any level, it reliably produces realistic responses and experiences, which allows for a useful discussion of the role of organizational justice in managerial fairness

Psychological capital and authentic leadership: Measurement structure, gender comparison, and cultural extension

Purpose: The purpose of this paper is to test the measurement properties of the psychological capital questionnaire (PCQ) and the authentic leadership questionnaire (ALQ). Both scales' properties are tested in a diverse sample of working adults, compared across genders, and assessed for their performance in a new national culture. Design/methodology/approach: This paper uses survey data from a random, nationally representative sample of working New Zealand adults. Structural equation modeling is used to conduct confirmatory factor analysis and to test for measurement invariance in both scales. Findings: The results confirm the hypothesized second-order factor structure of both scales, with psychometric properties comparable to those in samples from other cultures. The results further suggest that the PCQ and ALQ exhibit measure equivalence for men and women. Originality/value: This paper provides the first test of both scales in a diverse representative sample. It demonstrates that the PCQ and ALQ are useful for diverse samples and equally valid for both genders, as well as performing as expected in other cultures

Positive organizational scholarship: A critical theory perspective

Positive organizational scholarship (POS) is considered an alternative approach to studying organizations; it is argued that POS plays a critical theory role in contemporary organizational scholarship. By using essays on critical theory in organizational science to consider POS research, and drawing from the principles of Gestalt psychology, it is argued that the important distinctions between POS and traditional organizational scholarship lie in POS's emphasis on positive processes, on value transparency, and on extending the range of what constitutes a positive organizational outcome. In doing so, it is concluded that the primary contribution of POS is that it offers an alternative to the deficit model that shapes the design and conduct of organizational research