Limin Guo, Jinlian Luo and Ken Cheng
Integrating appraisal theories of discrete emotions with the emotion regulation literature, this study aims to explore the relationships between exploitative leadership and…
Abstract
Purpose
Integrating appraisal theories of discrete emotions with the emotion regulation literature, this study aims to explore the relationships between exploitative leadership and certain types of counterproductive workplace behavior (CWB). Besides, this study seeks to examine the mediating roles of discrete emotions (i.e. anger and fear) and the moderating role of cognitive reappraisal within the proposed relationships.
Design/methodology/approach
Based on time-lagged survey data from 440 Chinese employees, this study conducted hierarchical regression analysis and bootstrapping approach to test the hypotheses.
Findings
The results revealed that exploitative leadership was positively related to approach-oriented CWB and avoidance-oriented CWB. In addition, this study found that anger mediated the relationship between exploitative leadership and approach-oriented CWB, whereas fear mediated the relationship between exploitative leadership and avoidance-oriented CWB. Further, cognitive reappraisal buffered the positive effects of exploitative leadership on anger and fear and the indirect effects of exploitative leadership on approach-oriented CWB (via anger) and avoidance-oriented CWB (via fear).
Practical implications
Managers should reduce leaders' exploitation and enhance employees' skills on emotional management and cognitive reappraisal.
Originality/value
First, by verifying the effects of exploitative leadership on both approach-oriented and avoidance-oriented CWB, this study adds to the literature on exploitive leadership and provides a more complete understating of the relationship between exploitative leadership and workplace deviance. Second, this study enriches the understanding of the process through which exploitative leadership affects employees by demonstrating the novel mediating roles of discrete emotions (i.e. anger and fear) through the lens of appraisal theories of discrete emotions. Third, by verifying the moderating role of cognitive reappraisal, this study provides insights into the boundary conditions of the influences of exploitive leadership.
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Guo Cheng, Xiaoyun Han, Weiping Yu and Mingli He
Oppositional brand loyalty poses a challenge to the management of virtual communities. This study aims to categorize these loyalty behaviors into positive (willingness to pay a…
Abstract
Purpose
Oppositional brand loyalty poses a challenge to the management of virtual communities. This study aims to categorize these loyalty behaviors into positive (willingness to pay a price premium and brand evangelism) and negative (schadenfreude and anti-brand actions) dimensions. It then explores how customer engagement and moral identity influence these dimensions in the context of brand competition.
Design/methodology/approach
Structural equation modeling was conducted to analyze the main and moderating effects, using survey data obtained from 498 valid responses out of a total of 636 responses from Xiaomi's virtual communities.
Findings
The results indicate that customer engagement significantly influences all four dimensions of oppositional brand loyalty. The relationship between customer engagement and brand evangelism is notably stronger among customers with a strong moral identity. Conversely, the effects of customer engagement on schadenfreude and anti-brand actions are attenuated for these customers.
Originality/value
Anchored in theories of brand tribalism, social identity and brand polarization, this study bifurcates oppositional brand loyalty into directions of preference and antagonism, empirically showcasing moral identity's moderating effect. It contributes to the literature on antagonistic loyalty and moral identity, offering strategic insights for companies to navigate schadenfreude and anti-brand actions in online communities.
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This chapter examines the development of accounting thought and practices in China with the purpose of illustrating its relevance to current accounting policies and practices. The…
Abstract
This chapter examines the development of accounting thought and practices in China with the purpose of illustrating its relevance to current accounting policies and practices. The review indicates that changes in accounting in China did not usually occur completely and easily. Over the past three decades, while Chinese accounting has gradually moved toward the Anglo-American model, convergence has presented unique features in China. For example, the review suggests that the accounting reforms in China have been heavily government-driven and that uniform accounting systems still remain. Chinese regulators maintain a cautious attitude toward the application of fair value and professional judgment, which are essentially the center of the Anglo-American accounting system. Furthermore, Chinese accounting regulators have a different view of business combinations from the IASB and have developed alternative accounting methods for those transactions. China’s departure from IFRS reflects its politico-economic context and essentially challenges the IASB’s goal of achieving international accounting convergence. China’s approach to internationally acceptable practices is likely to have implications for the effectiveness of the imported ideas.
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Lu Wan, Yanqi Fang, Nannan Ban, Guo Cheng and Guohua Huang
This paper aims to explore the relationship between digital transformation, international competition and productivity progress by examining the dual margins of export, thereby…
Abstract
Purpose
This paper aims to explore the relationship between digital transformation, international competition and productivity progress by examining the dual margins of export, thereby identifying the digital development pathway for key industrial chains within the context of regional medical and health cooperation.
Design/methodology/approach
By constructing models incorporating both the extensive margin and intensive margin, this paper delves into the reasons underlying changes in product trade value and variety within international market competition. Utilizing export data for medical products from China to Belt and Road Initiative partner countries spanning from 2007 to 2020, an industry–destination–time panel benchmark model is established to assess the impact of digital transformation on product expansion and international competition.
Findings
The findings reveal the following insights. First, digital transformation positively impacts the intensive margin of medical products, whereas it does not exert a positive influence on the extensive margin. Second, the impact mechanism test indicates that digital transformation fosters the intensive export margin by enhancing the technical efficiency of exports but exhibits an inverted U-shaped effect on technological progress. Third, digital transformation demonstrates a notable non-linear characteristic, with a substantial increase in the lifting effect once a certain threshold is surpassed.
Originality/value
While previous research has extensively explored the effects of digital transformation on export trade, this study uniquely integrates the concepts of the intensive and extensive margins of export, thereby enriching the research insights derived from existing literature. It focuses on the nonlinear effects and threshold dynamics of digital transformation, particularly in relation to total factor productivity. Additionally, the paper makes a contribution to the understanding of the Health Silk Road by incorporating the health index.
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Abdul Gaffar Khan, Yan Li, Zubair Akram and Umair Akram
Despite the recent extending research on knowledge hiding, there is still scant research on social stressor phenomena-related contextual antecedent factors and new cognitive…
Abstract
Purpose
Despite the recent extending research on knowledge hiding, there is still scant research on social stressor phenomena-related contextual antecedent factors and new cognitive mechanisms of knowledge hiding behaviors. To shed new light on this unexplored gap, this research explores the multi-level moderated mediation model that examines how and when negative gossip experienced by targets in the workplace induces their knowledge hiding from coworkers drawing from the lens of social learning and cognitive theories. More specifically, this study aims to evaluate the relationship between negative workplace gossip and knowledge hiding via moral disengagement, and this mediation effect is also moderated by team relational conflict as a novel boundary condition.
Design/methodology/approach
This study collected multi-wave 338 employees’ data from 68 teams of cross-sectional industries in China, which were nested within teams. The collected nested nature data were analyzed by employing multi-level analysis based on hierarchical linear modeling.
Findings
The results suggested that negative workplace gossip first triggers moral disengagement and thereby, leads to knowledge hiding. Furthermore, the direct positive association between negative workplace gossip and moral disengagement was strengthened by increasing intra-team relational conflict. In addition, the mediation effect of moral disengagement between negative workplace gossip and knowledge hiding was also strengthened through increasing intra-team relational conflict.
Originality/value
This study first empirically examines the multi-level model using a new underlying mechanism (moral disengagement) and team-level boundary condition (relational conflict) and enriches the current literature on knowledge management and workplace gossip. Theoretical and practical implications of these findings and future research lines are also discussed, which will facilitate practitioners and academicians to curb counterproductive knowledge behavior.
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Changyu Wang, Yimeng Zhang and Jiaojiao Feng
Exploitative leadership as a form of destructive leadership may hinder employees' knowledge sharing. However, how and when exploitative leadership impacts employees' knowledge…
Abstract
Purpose
Exploitative leadership as a form of destructive leadership may hinder employees' knowledge sharing. However, how and when exploitative leadership impacts employees' knowledge sharing is under explored. Drawing on fairness heuristic theory, this study aims to construct a moderated mediation model to investigate the impacting mechanisms of exploitative leadership on employees' knowledge sharing by introducing organization-based self-esteem as a mediator and perceived organizational procedural justice as a moderator.
Design/methodology/approach
To test the research model, data were collected from 148 full-time employees at two-time points and analyzed using partial least square-structural equation modelling (PLS-SEM).
Findings
Exploitative leadership has a direct negative impact on knowledge sharing. Through the mediation of organization-based self-esteem, exploitative leadership has an indirect impact on knowledge sharing. Organizational procedural justice can weaken the indirect negative relationship between exploitative leadership and knowledge sharing via organization-based self-esteem.
Originality/value
This study is the first to introduce fairness heuristic theory to explain the relationship between exploitative leadership and knowledge sharing. Findings about the mediating role of organizational self-esteem and the moderating role of organizational procedural justice in the relationship between exploitative leadership and knowledge sharing can uncover the black box of how exploitative leadership affects knowledge sharing.
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Zhining Wang, Fengya Chen, Shaohan Cai and Yuhang Chen
Based on the approach/inhibition theory of power, this study explores the relationship between sense of power and exploitative leadership. We particularly examine the role of…
Abstract
Purpose
Based on the approach/inhibition theory of power, this study explores the relationship between sense of power and exploitative leadership. We particularly examine the role of self-interest as a mediator and the role of ambition at work as a moderator.
Design/methodology/approach
The data were collected from 189 supervisors and 702 employees. We analyzed the data using path analysis to test the research model.
Findings
The results show the following: (1) sense of power positively affects exploitative leadership; (2) the effects of sense of power on exploitative leadership are mediated by self-interest; (3) the effects of self-interest on exploitative leadership are moderated by ambition at work.
Originality/value
The current study identifies self-interest as a key mediator that links sense of power to exploitative leadership and demonstrates that ambition at work moderates the process of self-interest to exploitative leadership.
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Joseph Deutsch, Pundarik Mukhopadhaya, Jacques Silber and Jing Yang
To explore income inequality in urban China, this paper investigates disparities between- and within-urban locals and rural migrants from 2002 to 2013, using three waves of the…
Abstract
To explore income inequality in urban China, this paper investigates disparities between- and within-urban locals and rural migrants from 2002 to 2013, using three waves of the China Household Income Project (CHIP) data. While the existing literature concentrates on the wage disparity between these two groups, our results show that the Gini among the migrants increased by 17.86% between 2007 and 2013 and that among the locals increased by 15.54% from 2002 to 2007. The urban–migrant average income gap decreased during the whole period mainly due to higher growth in migrants’ average income. Estimates based on Mincerian earnings functions for both groups reveal the significant role of the education, occupation and type of contract in determining the within-group inequality. In addition, using a recentred influence function (RIF), we observe that short-term and other types of contracts, duration of the job, in-system ownership, marriage and skill have inequality-enhancing effects for migrants. The variation of skills has a larger impact on the income disparity among migrants than on that among urban locals. The RIF-based Blinder–Oaxaca decomposition of the mean difference of incomes shows that labour market discrimination between the two groups is not significant; however, both pure explained and unexplained differences are significant when applying the RIF decomposition to the variance of the logarithms of incomes. While the type of contract significantly reduces the pure explained difference between migrants and urban locals, occupation has a positive impact on this difference between these two groups. The heterogenity analysis shows that the factors influencing incomes in these two groups are different. We recommend labour market intervention to reduce unreasonable occupational and sectoral disparities, especially in the net inflow provinces, to mitigate urban inequality in China effectively.
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Abdulah Bajaba, Saleh Bajaba and Abdullah Alsabban
The purpose of this paper is to examine the mediating role of organizational identification (OI) and the moderating role of adaptive personality (AP) between exploitative…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of organizational identification (OI) and the moderating role of adaptive personality (AP) between exploitative leadership (EL) and constructive voice (CV) relationship.
Design/methodology/approach
This study samples 154 full-time employees from Saudi Arabia and records their self-reported responses to closed-ended items in the survey. Hierarchical regression and PROCESS Macro are used for the analysis.
Findings
Utilizing social identity theory and social exchange theory, the authors demonstrate EL adversely affect CV through OI. AP also moderates EL-OI relationships. The indirect effects of EL on CV via OI are moderated by AP. In other words, adaptive employees are more likely to neutralize the adverse effects of such exploitation by adapting to the situation.
Practical implications
Human resource professionals and organizations must identify indicators of EL when evaluating job candidates. Organizations should also adopt communication systems that encourage employees to report any misconduct. Finally, organizations should speak out against exploitative leaders and educate their employees on ethics.
Originality/value
The originality is in extending the nomological network of EL to incorporate reduced employee OI and constructive deviance. It also discusses how adaptive employees mitigate exploitative behavior's negative effects.