Dongwon Yun and Cass Shum
Drawing on attribution theory, this study aims to examine how and when abusive supervision affects insubordination, focusing on employees’ attribution bias related to leader…
Abstract
Purpose
Drawing on attribution theory, this study aims to examine how and when abusive supervision affects insubordination, focusing on employees’ attribution bias related to leader gender.
Design/methodology/approach
Two mixed-method studies were used to test the proposed research framework. Study 1 adopted a 2 (abusive supervision: low vs high) by 2 (leader gender: male vs female) by employee gender-leadership bias quasi-experiment. A sample of 173 US F&B employees completed Study 1. In Study 2, 116 hospitality employees responded to two-wave, time-lagged surveys. They answered questions on abusive supervision and gender-leadership bias in Survey 1. Two weeks later, they reported negative external attribution (embodied in injury initiation) and insubordination.
Findings
Hayes’ PROCESS macro results verified a three-way moderated mediation. The three-way interaction among abusive supervision, leader gender and gender-leadership bias affects external attribution, increasing insubordination. Employees with high leader–gender bias working under female leaders make more external attribution and engage in subsequent insubordination in the presence of abusive supervision.
Originality/value
This study is one of the first, to the best of the authors’ knowledge, that examines the mediating role of external attribution of abusive supervision. Second, this research explains the gender glass ceiling by examining employees’ attribution bias against female leaders.
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Dongwon Choi, Minyoung Cheong and Jihye Lee
While the Ohio State leadership approach had been forgotten for several decades, scholars in the field of leadership have begun revisiting the validity and the role of leader…
Abstract
Purpose
While the Ohio State leadership approach had been forgotten for several decades, scholars in the field of leadership have begun revisiting the validity and the role of leader consideration and initiating structure. Building on self-expansion theory, this study suggest the effects of leader consideration and initiating structure on employee task performance. Also, integrating self-expansion theory and regulatory fit theory, the purpose of this paper is to propose and examine the moderating role of employee regulatory focus on the relationship between the Ohio State leadership behaviors and employee task performance, which was mediated by emloyees’ creative behavior as well as citizenship behavior.
Design/methodology/approach
To test the hypothesized model of this study, cross-sectional data were collected using questionnaires. Pairs of survey packages, which included group-member surveys and a group-leader survey, were handed out to employees in organizations. The authors collected data from 47 groups and 143 group members in 25 private companies in the Republic of Korea, including from financial, technology, manufacturing, and research and development organizations.
Findings
The results showed that leader consideration exerts significant effects on employee task performance. Also, the authors found the moderating role of employee regulatory promotion focus on the relationship between leader consideration/initiating structure and employee task performance, which were mediated by creative behavior and citizenship behavior.
Originality/value
This study contributes to the advancement of the Ohio State leadership approach by integrating self-expansion theory and regulatory fit theory to investigate the distinct mechanisms and boundary conditions of its leadership process. The current study also contributes to the literature on extra-role behavior that the Ohio State leadership behavioral dimensions can be considered as one of the antecedents of employees’ creative and citizenship behavior.
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Dongwon Lee, Jaimie Yejean Park, Junha Kim, Jaejeung Kim and Junghoon Moon
The purpose of this paper is to understand music sharing behaviour on social networking services (SNS). This study suggests and examines a research model which focuses on the…
Abstract
Purpose
The purpose of this paper is to understand music sharing behaviour on social networking services (SNS). This study suggests and examines a research model which focuses on the influences of user motivations, such as self‐expression, ingratiation, altruism, and interactivity, on music sharing behaviour in SNS through social motivation factors.
Design/methodology/approach
Data were collected from 153 Korean SNS (i.e. Cyworld, Naver Blog, Daum Blog, and Tistory) users, who have experience in purchasing music and legally sharing it on SNS. The partial least squares method was used to analyse the measurement and structural models.
Findings
The study shows that interactivity, perceived ease of use, self‐expression, social presence, and social identity are significant positive predictors of music sharing intention on SNS.
Research limitations/implications
This research is significant in light of recent interest in user activities in SNS. Better understanding of the music sharing behaviour on SNS can be prompted by reflecting cultural differences in selecting the SNS for validation with a larger sample size.
Practical implications
The findings emphasise the importance of providing users with interactive, self‐expressive, and easily manageable services in order to increase their intention to share music through SNS. Service providers need to focus on improving the user experience of the systems.
Originality/value
SNS based online music services have been increasing and are a new business model of music content distribution. However no academic research has examined music related services on SNS. This study is the first empirical study analysing music sharing behaviour on SNS.
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The present research aims to investigate perseverance and daily affect as antecedents of daily vigor at work. Furthermore, this research examines whether relational conflict acts…
Abstract
Purpose
The present research aims to investigate perseverance and daily affect as antecedents of daily vigor at work. Furthermore, this research examines whether relational conflict acts as a cross-level moderator that influences the association between employees’ daily affect and daily vigor at work.
Design/methodology/approach
Using the experience sampling method (ESM), this research collected data twice a day over 10 workdays with a sample of 103 restaurant employees in China.
Findings
The results of hierarchical linear modeling (HLM) analyses show that perseverance and daily positive affect were positively related to daily vigor at work. The association between daily negative affect and daily vigor at work was nonsignificant. Moreover, relational conflict attenuated the relationship between daily positive affect and daily vigor at work and strengthened the association between daily negative affect and daily vigor at work.
Originality/value
This research adds to the literature on the antecedents of vigor by revealing how perseverance and daily affect impact daily vigor at work. By investigating relational conflict as a moderator, this research highlights the important role of interpersonal relationships in shaping the relationship between daily affect and daily vigor at work. The use of the ESM helps to enhance the ecological validity of our results.