Christian J. Resick, Jacqueline K. Mitchelson, Marcus W. Dickson and Paul J. Hanges
In this chapter, we propose that society- and organization-level social context cues influence the endorsement of ethical leadership. More specifically, we propose that certain…
Abstract
In this chapter, we propose that society- and organization-level social context cues influence the endorsement of ethical leadership. More specifically, we propose that certain organizational culture values provide proximal contextual cues that people use to form perceptions of the importance of ethical leadership. We further propose that specific societal culture values and societal corruption provide a set of more distal, yet salient, environmental cues about the importance of ethical leadership. Using data from Project GLOBE, we provide evidence that both proximal and distal contextual cues were related to perceptions of four dimensions of ethical leadership as important for effective leadership, including character/integrity, altruism, collective motivation, and encouragement.
Marco S. DiRenzo, Steven M. Weingarden and Christian J. Resick
Coaches from both the professional and college ranks are often put forth as archetypal examples of effective leaders – individuals’ whose behaviors, styles, and wisdom provide the…
Abstract
Coaches from both the professional and college ranks are often put forth as archetypal examples of effective leaders – individuals’ whose behaviors, styles, and wisdom provide the ever elusive playbook for how to successfully lead others. While numerous books and articles in the popular press put forth advice from leaders in the sports world, numerous empirical studies of the drivers of successful sports leadership and the factors that contribute to leader success in the context of sports have also been conducted. In this chapter, we first provide a broad review of empirical leadership research conducted within the sports world and examine how research within the sports context provides a suitable and advantageous setting for leadership research in general. Second, we offer a road map of opportunities for future leadership studies within the context of sports. The goal of this chapter is to stimulate and rally more thought-provoking research related to leadership in sports that generates insights for organizational leadership across contexts.
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Long‐Zeng Wu, Ho Kwong Kwan, Jun Liu and Christian J. Resick
The current study seeks to examine the link between abusive supervision and subordinate family undermining by focusing on the mediating role of work‐to‐family conflict and the…
Abstract
Purpose
The current study seeks to examine the link between abusive supervision and subordinate family undermining by focusing on the mediating role of work‐to‐family conflict and the moderating role of boundary strength at home.
Design/methodology/approach
Data were collected using a three‐wave survey research design. Participants included 209 employees from a manufacturing company in China. Hierarchical regression analyses and a bootstrapping algorithm were used to test the hypothesized relationships.
Findings
The results indicate that abusive supervision is positively related to family undermining, and this relationship is mediated by work‐to‐family conflict. Moreover, boundary strength at home attenuates the direct relationship of abusive supervision with work‐to‐family conflict and its indirect relationship with family undermining.
Research limitations/implications
This research contributes to the integration of the work‐family interface model and the abusive supervision literature by providing evidence of a link between abusive supervision in the workplace and conflict in the home. This study also indicates that abusive supervision is a problem of both organizational and societal importance in China. However, data are correlational in nature, which limits the ability to draw causal inferences.
Practical implications
Findings provide evidence that abusive supervision is a source of work‐to‐family conflict and undermining behavior in the home. Training employees to create boundaries between work and family domains may minimize the negative spillover effects of work on the family.
Originality/value
This study provides a relatively comprehensive model regarding the relationships between abusive supervision and work‐family consequences, and a promising new direction for both the leadership and work‐family literatures.
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Soon Ang (Ph.D. Minnesota) is Goh Tjoei Kok Distinguished Chair of Management and Head, Division of Strategy, Management & Organization at the Nanyang Business School, Nanyang…
Abstract
Soon Ang (Ph.D. Minnesota) is Goh Tjoei Kok Distinguished Chair of Management and Head, Division of Strategy, Management & Organization at the Nanyang Business School, Nanyang Technological University, Singapore. Her research interests are in cultural intelligence, global leadership, and outsourcing. She has published extensively in Academy of Management Journal, Journal of Applied Psychology, Information Systems Research, Organization Science, Management Science, MIS Quarterly, and Social Forces, and serves on editorial boards including Management Science, Organization Science, Applied Psychology, Decision Science, Information System Research, MIS Quarterly, etc. She has pioneered and coauthored two books on cultural intelligence (Stanford University Press) and coedited the Handbook of Cultural Intelligence (ME Sharpe). She was recently awarded the prestigious Distinguished International Alumni Award by the University of Minnesota for her academic leadership and scholarship record.
Linda C. Isenhour, Diana L. Stone and Donald Lien
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors…
Abstract
Purpose
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors, which can lead to expanded, robust organizational behavior and human resource management models and theories that transcend national boundaries.
Design/methodology/approach
This is a conceptual paper and does not employ research methods.
Findings
The results of studies included in this special issue suggest that researchers can identify elements unique to China in constructs such as psychological capital, work‐to‐family spillover, work‐family conflict, performance appraisal process, and expatriate interactions that further expand theory and research in organizational behavior.
Practical implications
The review of articles in the special issue suggests that managers in organizations in China may want to: develop individuals' psychological capital; train managers on the importance of eliminating abusive behaviors and developing employees' heartiness; adopt family friendly practices; employ performance appraisal process to encourage commitment and organizational citizenship behaviors; and train local country nationals on working with expatriates to enhance organizational effectiveness.
Originality/value
This review provides a unique perspective on employee behavior because it considers such behavior in a Chinese context.