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Research has overwhelmingly focused on the positive side of leadership in the past. However, research into negative aspects of leadership is picking up pace. This chapter will provide an overview of two prominent aspects of negative leadership, namely, abusive supervision and laissez-faire leadership. Research has shown that both types of leadership have significant negative consequences both for organisations as a whole as well as individual followers. Examples include lower job satisfaction, stress, as well as lowered performances and a higher likelihood of counter-productive work behaviour. Both abusive supervision and laissez-faire researchers acknowledge that these leadership styles take effect through the perception of followers. That is, they consider that the same behaviour can be interpreted differently by different followers and will, hence, lead to different follower-related outcomes. Abusive supervision and laissez-faire are, however, very different in terms of the actual leader behaviours described. While abusive supervision is a style that is actively destructive, laissez-faire is destructive via lack of support for followers' goal achievement. We end the chapter with an outlook for future research, notably an attempt to systematise future research into destructive leadership with respect to the different forms it can take.

Within the framework of learning in organizations, the concept of career‐related continuous learning (CRCL) has gained increasing attention from the research community. The purpose of the present study is to explore the combined effect of job‐ and career‐related variables on formal CRCL activities.

The study was based on a longitudinal framework with multiple sources of data. A total sample of n=106 call center agents provided information about job‐ and career‐related variables. Subsequently, their CRCL activities within their first 18 months in one of 11 call centers were assessed from company records.

Regression analysis revealed that job involvement predicted subsequent CRCL. Interestingly, women engaged in more CRCL activities than their male colleagues.

In addition to objective measures of formal CRCL activities, future research should include subjective measures (i.e. survey methodology) of informal CRCL.

Via interventions such as active participation in decisions, and in task and work design, organization might want to foster employees' job involvement to ensure high degrees of subsequent CRCL behaviors.

The paper addresses a phenomenon (i.e. CRCL) that receives increasing attention from both practitioners and researchers; objective, longitudinal data provide evidence for the proposed relationship between job attitudes and CRCL and thus, causal inferences can be drawn.

Although proposed from theory, the assumption that career‐related continuous learning (CRCL) has a positive impact on subsequent job performance has not been tested empirically. The present study aims to close this gap in the literature. A model is derived from theory that predicts a positive impact of CRCL, learning climate, and initial job performance on consequent job performance. In addition, CRCL is hypothesized to mediate the impact of learning climate on final job performance.

Implementing a longitudinal approach, this model was tested empirically in a call center context. Within the first year of their respective career, multiple source data were gathered from employees about their formal CRCL activities, their initial performance, as well as their perception about learning climate.

Results indicated that CRCL predicted final job performance and mediated the impact of learning climate on final job performance. A total of 28 percent of final job performance was explained by the proposed model, highlighting the importance of CRCL for organizational contexts.

The results of this study support the notion that CRCL programs are highly useful for both employees and organizations.

For the first time, the impact of CRCL on job performance is demonstrated empirically.

The purpose of this paper is to investigate the relationship between humorous leadership and innovative behavior and the moderator effects of creative requirement and perceived innovation climate, beyond transformational leadership, and leader-member exchange (LMX).

Questionnaire data were collected from 150 employees of various organizations in Germany.

Employees whose leader used humor more frequently reported to be more innovative, when the employees perceived their tasks to require creativity and innovation. Perceived innovation climate did not moderate the relationship.

Different humor styles rather than just positive humor should be investigated in the future. Future research should incorporate multi-level designs and objective data on innovative behavior.

Humorous leadership is an important element of innovation-relevant leadership behavior. Its use may be integrated in broader leadership development approaches.

The study contributes to knowledge on humorous leadership and its relationship to organizational behavior. It enhances theoretical developments by considering the employees’ task and perceived innovation climate as moderator variables. It helps establish humor as a leadership tool beyond constructs such as LMX or transformational leadership.

The purpose of this paper is to explore how global operations of manufacturing companies influence the choice of product architecture decisions, ranging from integral to modular product designs.

The authors perform a multiple-case study of three global manufacturing companies with integral and modular product architectures.

The authors find that the internal network capabilities, the number of capable plants, the focus of component plants, the focus of assembly plants, the distances from key suppliers to internal plants, and the number of market segments significantly influence the choice of integral vs modular architecture.

This study is limited to three large manufacturing companies with global operations. However, the authors investigate both integral and modular products. The authors develop propositions that can be tested in further survey research.

The findings show that the type of global operations network influences the decision on product architecture, such that certain global operations characteristics support integral product designs, while other characteristics support modular designs.

To the best of the authors’ knowledge this paper is the first study on the explicit impact of global operations on product architecture, rather than the other way around.

The purpose of this paper is to explore how integral and modular product architectures influence the design properties of the global operations network.

The authors perform a multiple-case study of three global manufacturing companies, using interviews, seminars and structured questionnaires to identify ideal design properties.

The authors find that the choice of integral vs modular product architecture lead to significant differences in the preferred design properties of global operations networks concerning number of key technologies in-house, number of capable plants, focus at assembly plants, distance between assembly plant and market, and number of key supplier sites. Two of these were identified through this research, i.e. the number of capable plants and number of key supplier sites. The authors make a distinction between component and assembly plants, which adds detail to the understanding of the impact of product architecture on global operations. In addition, they develop five propositions that can be tested in further survey research.

This study is restricted to three large manufacturing companies with global operations. However, the authors investigated both integral and modular products at these three companies and their associated global operations network. Still, further case or survey research involving a broader set of companies is warranted.

The key aspects for integral products are to have many key technologies in-house, concentration of production at a few capable plants, and economies-of-scale at assembly plants, while long distances between assembly plants and markets as well as few key supplier sites are acceptable. For modular products, the key aspects are many capable plants, economies-of-scope at assembly plants, short distance between assembly plants and markets, and many key supplier sites, while key technologies do not necessarily have to reside in-house – these can be accessed via key suppliers.

This paper is, to the authors’ knowledge, the first study on the explicit impact of product architecture on global operations networks, especially considering the internal manufacturing network.

The purpose of this paper is to provide an overview of different understandings regarding the concept of “what constitutes halal” and “who determines this concept?” In practice, this equates to contemporary legal understandings vs religious understandings. The paper further aims to provide an overview of competing Muslim understandings regarding the concept of “What does or does not constitute halal slaughter?” In practice, this equates to evaluating the application of no stunning at all upon an animal (unanimous acceptance) vs the application of reversible stunning upon an animal (contested).

The study includes a review of prior literature and considers the current scenario of the halal poultry trade and raises important questions regarding Islamic dietary practices, halal food integrity, religious and animal welfare understandings. Three key questions were raised: “To what extent does stunning impact halal slaughter?”; “Who determines what is halal slaughter?”; and “What are the variations and tensions between legal and religious understandings of halal slaughter?”.

The examination of such requirements and concomitant consumer and provider expectations is underpinned by a study of an operational framework, i.e. industry practices with poultry (hand slaughter, stunning, mechanical slaughter, etc.), ethical values and market forces to appraise whether there is a point of convergence for these that can be beneficial for both seller and consumer concerns. This paper has considered different perspectives on the religious slaughter and provided an overview of competing understandings regarding the above concepts.

This study although academic and philosophical in nature, raises questions on route to suggesting future research directions. It provides real value in stimulating more research in the area of halal food production and contributes to the understanding of different slaughter requirements for religious slaughter and the meat industry. It further sheds light on not only the religious and secular legal frameworks on animal slaughter and welfare but also the variations in understanding between them and provides examples of attempts to bridge any gap. The paper highlights the importance of halal food based on religious values and its implications for wider society.

The purpose of this study was to develop a measurement instrument for organizational learning capability (OLC) in a Chinese management context. Previous research has indicated a need for measurement instruments with proven ecological validity in China, because the learning capability of organizations is influenced by the organization’s external environment.

The authors followed a consequent inductive procedure from item sampling through exploratory factor analysis (EFA) to confirmatory factor analysis (CFA) and nomological validation. The initial part sampled relevant descriptors from a diverse sample of 159 employees from heterogeneous backgrounds in China. After sorting by an expert panel, EFA of data from a sample of 161 executive students yielded a three-dimensional construct comprising knowledge acquisition, knowledge sharing and knowledge utilization. These three constructs were again tested in CFA using a sample of 357 employees from five companies.

The findings across the three samples resulted in a three-dimensional measurement scale that is called as the organizational learning capability questionnaire (OLCQ). The OLCQ displayed high internal consistency, reliability and nomological validity.

This focus of this study has only been to establish a measurement instrument that allows indigenous research on organizational learning in China. The approach was statistically driven grounded approach, not a theoretical assumption of learning mechanisms special to the Chinese culture. Further research is needed to estimate how this approach yields results that are different from other cultures or the extent to which our findings can be explained by features of the Chinese culture or business environment.

This study offers a practical measurement instrument to assess practical and scientific problems of organizational learning in China.

The work here emphasizes the necessity of a knowledge sharing community for organizational learning to appear. It addresses a call for more indigenous Chinese management research.

The authors provide a measurement instrument for OLC with proven ecological validity and with promising consequences for research and practice in China. The instrument is empirically grounded in the practices and behaviors of Chinese managers, avoiding biases that stem from previously identified shortcomings in cross-cultural management research. To the knowledge, it is the first of its kind and a contribution to a call for indigenous management theories with contextual validity.