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Face is the most intuitive and representative feature at the individual level. Many studies show that beautiful faces help individuals and enterprises obtain economic benefits and form a high economic premium, but the discussion of their potential social value is insufficient. This study aims to focus on the impact of the personal characteristics of executives. It mainly analyzes the impact mechanism of CEO facial attractiveness on corporate social responsibility (CSR) decision-making, clarifying the social value of beauty from the perspective of CSR.

The authors use the regression model to analyze the panel data set, which was conducted by a sample of Chinese publicly listed firms from 2016 to 2018.

The study found that CEOs with high facial attractiveness are more active in fulfilling CSR, which can usually bring higher social benefits. CEOs with beautiful faces are prone to overconfidence, are optimistic about their ability and the future development of the enterprise and are more willing to increase their investment in CSR. CEO duality can positively regulate the positive correlation between a CEO’s facial attractiveness and CSR.

Based on the perspective of upper echelons theory, this paper explores the mechanism of CEO facial attractiveness on CSR. This study enriches the perspective of the upper echelon’s theoretical research and has essential enlightenment for CEO selection and training practice.

Although negative workplace gossip is ubiquitous, we know little about how it influences the sender–receiver relationship. Drawing on attribution theory and the warmth–competence framework, we develop a theoretical model to examine how receivers’ self-serving motives attribution affects their judgments (i.e. warmth and competence) of senders who share negative workplace gossip and their subsequent responses (i.e. interaction avoidance and willingness to cooperate) to these senders.

We collected multi-wave data from 273 employees in China and tested our hypotheses using path analysis.

Our results revealed that when receivers attributed negative workplace gossip to self-serving motives, they perceived the senders to be less warm and competent and subsequently showed more interaction avoidance and less willingness to cooperate with the senders.

These findings suggest that organizations should commit to implementing communication training programs to improve employees’ interpersonal communication skills and guide employees to interpret senders’ intentions with multiple cues.

The finding regarding the moderating role of self-serving motives attribution adds to the literature examining when receivers respond destructively to senders. Analysis of the mediating effects of warmth and competence further revealed the mechanisms of these effects.

Employee silence is a pervasive workplace phenomenon that can cause severe economic losses to service organizations. Drawing on conservation of resource theory, the present research aims to investigate interpersonal antecedents of employee silence, specifically workplace ostracism while considering the moderating role of negative reciprocity beliefs (NRBs).

Two-wave data collected from 355 employees working in service organizations in Pakistan supported the theorized model. The study used SmartPLS (v 3.2.7) to examine the measurement model and the structural model.

As projected, the authors found that workplace ostracism was positively related to acquiescence silence and defensive silence, but not related to prosocial silence. Besides, this study’s findings supported two-way interaction involving workplace ostracism and NRB on acquiescence silence and defensive silence, but not on prosocial silence. In particular, the presence of high NRB makes the adverse effects of workplace ostracism even worse.

This study explores the boundary conditions under which employee silence is more likely or less likely to occur. This just makes the current research all the more salient that why and when ostracized employees resort to remain silent in the workplace.