Jun Xie, Qihai Huang, Hongli Wang and Minghao Shen
The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating…
Abstract
Purpose
The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating roles of perceived organizational support (POS).
Design/methodology/approach
Using a sample of 275 supervisor–subordinate dyads in a two-wave survey, the authors adopted a hierarchical regression analysis to test the hypotheses.
Findings
The results revealed that there is a U-shaped relationship between perceived negative workplace gossip and task performance. Moreover, POS moderated the curvilinear relationship such that the curvilinear relationship is more pronounced among those with lower POS.
Research limitations/implications
This study does not explore the mediating mechanism of how perceived negative gossip affects the target’s task performance. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of the findings calls for more attention.
Practical implications
When the negative gossip is still in its early stages, managers should realize the potential threat to target employees and take measures to stop and minimize negative gossiping and rumormongering. Furthermore, managers should do their best to find the optimal levels of organizational support for target employees.
Originality/value
This study is among the first effort to understand how perceived negative gossip can influence the target employees’ performance by proposing and demonstrating a nonlinear relationship. Moreover, by illuminating how POS plays a role in the curvilinear relationship between negative gossip and task performance, the authors not only complement but also extend the literature on workplace gossip and organizational support.
Details
Keywords
The purpose of this paper is to investigate the effects of “feeling trusted asymmetry” on work group performance and individual outcomes. The author adopts the term “feeling…
Abstract
Purpose
The purpose of this paper is to investigate the effects of “feeling trusted asymmetry” on work group performance and individual outcomes. The author adopts the term “feeling trusted asymmetry” to differentiate the subject from studies of trust asymmetry that consider differences in (mutual) ratings of trust between members of a dyad.
Design/methodology/approach
The author tested this effectiveness with data from a sample of 293 subordinate–supervisor dyads in 63 work groups from the People’s Republic of China.
Findings
Results of multilevel analysis reveal that group feeling trusted asymmetry (the degree to which subordinates differ in perceptions of the level of trust from their immediate manager in their group) lowers group performance. Furthermore, individual feeling trusted asymmetry (a subordinate perceiving more or less trust from their immediate manager than other subordinates in the group) affects employees’ workplace satisfaction, but not individual performance and creativity.
Originality/value
These findings have important practical implications, as they provide companies with a feasible way to manage employee’s relations based on their perception of trust from the direct supervisor.
Details
Keywords
Creativity itself does not necessarily lead to idea implementation. The purpose of this paper is to deeply understand the impact of the individual culture value orientation on…
Abstract
Purpose
Creativity itself does not necessarily lead to idea implementation. The purpose of this paper is to deeply understand the impact of the individual culture value orientation on employees’ motivation on whether they want to push creative ideas into implementation.
Design/methodology/approach
In this study, drawing on socially desirable responding (SDR) theory, the author reasons that individual value on power distance and superficial harmony and that these two factors interact to influence employees transform their creativity into implementation. The author argues that prevalence of the failure where creativity cannot be transformed into implementation results from the lack of understanding for two elusive individual culture value orientations: individual superficial harmony orientations (ISHO) and individual power distance orientations (IPDO). Data from 66 middle managers and 301 members of five high-tech firms provide a considerable support for the hypothesized model.
Findings
The results showed that individuals were able to improve the possibility of putting their creative ideas into practice when they are both lower in IPDO and ISHO.
Originality/value
Such findings help the author to understand how individual cultural value orientation complements each other to generate joint impact on the relationship between their creative ideas to idea implementation.
Details
Keywords
Hongli Wang, Jingming Feng, Peter Prevellie and Kunjin Wu
The relationship between perceived insider status (PIS) and innovative behavior may be mediated by felt obligation. Then the relationship between felt obligation and innovative…
Abstract
Purpose
The relationship between perceived insider status (PIS) and innovative behavior may be mediated by felt obligation. Then the relationship between felt obligation and innovative behavior may be moderated by job stress. At last, felt obligation may conditional mediate the relationship between PIS and innovative behavior when job stress at different level. The purpose of this paper is to test these hypotheses.
Design/methodology/approach
The authors tested the moderated mediation model with data from a sample of 529 supervisor-subordinate dyads from the People’s Republic of China. Employees were asked to evaluate their PIS, felt obligation, and job stress when in the workplace. Their innovative behavior was evaluated by their immediate supervisors.
Findings
Results suggest that PIS is positively related to employee’s innovative behavior, and felt obligation mediates this relationship. In addition, job stress moderates two stage relationships: one is to moderate the relationship between felt obligation and innovative behavior; the other is to moderate the whole mediation model.
Practical implications
In China, managers can treat some employees as family members and support them when they are in trouble so that the employees will perceive insider status. Let employees get the feeling of PIS maybe a good way to motivate them to contribute to the organization. In addition, managers should reduce the work load of some employees who are expected to be innovative. Then those employees will have much more spare time to engage in innovative behavior.
Originality/value
This research sheds light on the relationship between PIS and innovative behavior in a non-western context by testing the mediating mechanism guided by role identity and appropriateness framework, which is a way different from social exchange process.
Details
Keywords
Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more…
Abstract
Purpose
Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue.
Design/methodology/approach
The paper develops a conceptual model to examine the double-edged sword effect of political behaviour on employee outcomes.
Findings
The authors designed a two-wave survey to test the model. The analysis of 286 supervisor–employee dyads found that feeling trusted is associated with supervisor-rated organization citizenship behaviour (OCB) and overload reported by employees. Furthermore, political behaviour partially mediates the relationship between feeling trusted and supervisor-rated OCB, which may be desired by both the supervisors and employees. It also mediates the relationship between feeling trusted and employee perceived overload, which is undesired by employees.
Originality/value
The current research aims to fill in the gap and answer this question: what is the role of political behaviour in the relationship between feeling trusted and employee outcomes? Guided by an “antecedents–behaviours–consequences” framework (Ferris et al., 1989), the paper develops a conceptual model to examine how feeling trusted directly and indirectly influences employee outcomes, with the latter being mediated by political behaviour.
Details
Keywords
Hongli Wang and Yunbo Lu
The purpose of this paper is to investigate the new concept of trust governance and how to design trust‐related governance mechanisms.
Abstract
Purpose
The purpose of this paper is to investigate the new concept of trust governance and how to design trust‐related governance mechanisms.
Design/methodology/approach
The paper defines trust governance based on the nature of governance, and proposes the micro design approach from the perspective of active interpersonal strategy. Based on a literature review, trust governance emerges as a new organizing principle which needs to be taken into account when considering the fast development of knowledge. Active interpersonal strategy is highlighted as a way to build trust and several governance mechanisms are proposed.
Findings
This paper concludes that trust governance is an important and new research field, and is also a necessary route of organizational promotion from human control to self‐control. Interpersonal threat control strategy could understand and drop a hint about others'cognitive risk. Active trust could excite trust by virtue of active express friendship. Such active interpersonal strategies enable the manager to explore the situational confidence from the micro individual level, and facilitate the micro‐mechanism design.
Originality/value
The paper shows that trust governance could initiate the innovation performance of individuals, and promote interpersonal trust development and evolution.
Details
Keywords
Ping Ma, Hongli Zhang, Wenhui Fan and Cong Wang
Early fault detection of bearing plays an increasingly important role in the operation of rotating machinery. Based on the properties of early fault signal of bearing, this paper…
Abstract
Purpose
Early fault detection of bearing plays an increasingly important role in the operation of rotating machinery. Based on the properties of early fault signal of bearing, this paper aims to describe a novel hybrid early fault detection method of bearings.
Design/methodology/approach
In adaptive variational mode decomposition (AVMD), an adaptive strategy is proposed to select the optimal decomposition level K of variational mode decomposition. Then, a criterion based on envelope entropy is applied to select the optimal intrinsic mode functions (OIMF), which contains most useful fault information. Afterwards, local tangent space alignment (LTSA) is used to denoising of OIMF. The envelope spectrum of the OIMF is used to analyze the fault frequency, thereby detecting the fault. Experiments are conducted in a simulated signal and two experimental vibration signals of bearings to verify the effect of the new method.
Findings
The results show that the proposed method yields a good capability of detecting bearing fault at an early stage. The new method can extract more useful information and can reduce noise, which can provide better detection accuracy compared with the other two methods.
Originality/value
An adaptive strategy based on center frequency is proposed to select the optimal decomposition level of variational mode decomposition. Envelope entropy is used to fault feature selection. Combining the advantage of the AVMD-envelope entropy and LTSA, which suits the nature of the early fault signal. So, the proposed method has better detection accuracy, which provides a good alternative for early fault detection of bearings.
Details
Keywords
This paper proposes a spoke-type fractional-slot concentrated windings (FSCW) permanent magnet (PM) machine for special vehicle driving systems to obtain higher torque and power…
Abstract
Purpose
This paper proposes a spoke-type fractional-slot concentrated windings (FSCW) permanent magnet (PM) machine for special vehicle driving systems to obtain higher torque and power density, high efficiency and wide field-weakening range. To enhance the efficiencies of multi-objective optimization processes, the respond surface (RS) method and black-hole (BH) algorithm are used.
Design/methodology/approach
The spoke-type FSCW PM machine is optimized to meet the requirements of the special vehicle driving system. The combination of the RS and BH algorithm is used to obtain high torque, low torque ripple and high efficiency.
Findings
The optimal spoke-type PM machine is obtained, and it has higher torque density, lower torque ripple, cogging torque and wider magnetic field weakening range. Finally, a 15-kW prototype machine is fabricated and tested to verify the results of the optimization method and finite-element analysis.
Originality/value
This paper designs a high torque density and efficiency spoke-type FSCW PM machine, which is superior for special vehicle driving systems. Meanwhile, the RS model combined with BH algorithm is applied to the field of electrical machine multi-objective optimal design.