Xiaoxuan Li, Yue Wang, Miles M. Yang and Yanzhao Tang
This study explores the impact of owner chief executive officers' (CEO) narcissism on the exporting small to medium-sized enterprises' (SMEs) decision-making on the international…
Abstract
Purpose
This study explores the impact of owner chief executive officers' (CEO) narcissism on the exporting small to medium-sized enterprises' (SMEs) decision-making on the international market expansion speed after their initial entry. Specifically, the authors use the mechanism of firms' international entrepreneurial orientation (IEO) to examine how owner CEO narcissism may influence SMEs' post-entry speed of internationalization (PSI), both directly and indirectly.
Design/methodology/approach
To test the hypotheses, the authors draw on data from a two-wave questionnaire and on archival export data from 291 Chinese exporting SMEs in three municipalities and 17 provinces from 2019 to 2020.
Findings
The results support the theoretical predictions that owner CEO narcissism shapes exporting SMEs' decisions on PSI, both directly and indirectly, through the mediation of firm-level IEO.
Originality/value
The study extends emerging research on the role of CEO narcissism in the upper echelons literature into the international marketing (IM) context. It also offers new insights into what drives exporting SMEs' IM decision-making from a psychological microfoundations perspective. Furthermore, the authors theoretically establish and empirically demonstrate the key role of a firm's IEO as a mediator to complement the existing literature's focus on the direct influence of CEO narcissism on firms' internationalization decisions.
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Yinxuan Zhang, Tong Li, Xuan Yu and Yanzhao Tang
This study aims to examine the influence of task interdependence on team members’ Moqi in virtual teams in China. The authors also aim to identify virtual collaboration as a…
Abstract
Purpose
This study aims to examine the influence of task interdependence on team members’ Moqi in virtual teams in China. The authors also aim to identify virtual collaboration as a mediator and distributive justice climate as a moderator in this relationship.
Design/methodology/approach
The data were collected from a sample of 87 virtual teams (including 349 individuals) from various Chinese companies through a three-wave survey. Hierarchical regression analysis, path analysis, bootstrapping method and multiple validity tests were used to examine the research model.
Findings
In virtual teams in China, task interdependence has a significantly positive influence on team members’ Moqi; Virtual collaboration mediates the relationship between task interdependence and team members’ Moqi; The distributive justice climate positively moderates the relationship between task interdependence and virtual collaboration, as well as the indirect effect of virtual collaboration on the relationship between task interdependence and team members’ Moqi.
Practical implications
In virtual teams, leaders can facilitate team members’ Moqi by designing highly interdependent tasks, encouraging team members to engage in virtual collaboration and cultivating a climate of high attention distributive justice.
Originality/value
This is one of the first studies to pay to the Moqi among team members rather than supervisor-subordinate relationships and further examine how team members’ Moqi is predicted by task interdependence via the mediation of virtual collaboration with the distributive justice climate playing a moderating role.
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Yanzhao Tang, Xuemei Zhan and Ken Chen
This paper aims to examine the effect of differential leadership on organizational corruption by developing a measure of organizational corruption and proposing a moderated…
Abstract
Purpose
This paper aims to examine the effect of differential leadership on organizational corruption by developing a measure of organizational corruption and proposing a moderated mediation model. The model focuses on the mediating role of moral disengagement underpinning the relationship between differential leadership and organizational corruption, and the moderating role of organizational justice in influencing the mediation.
Design/methodology/approach
The authors collected 210 responses from online participants with full time work experience and 57 MBA students answered the survey offline.
Findings
Results showed that differential leadership was positively associated with organizational corruption. Furthermore, moral disengagement fully mediated the relationship between differential leadership and organizational corruption. Besides, distributive justice negatively but procedural justice positively moderated the indirect effect of moral disengagement.
Research limitations/implications
Testing the moderated mediation model helps to advance the theoretical understanding of the mechanisms that underlie the effect of differential leadership on organizational corrupt behavior.
Originality/value
This empirical study provides preliminary evidence of the mediating role of moral disengagement in the positive relationship between differential leadership and organizational corruption. The mediated moderation also extends the finding by adding organizational justice as the moderator to explain how the effect of differential leadership on organizational corruption. Finally, this study provides initial evidence for organizational corruption measure.
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Ting Deng, Chunyong Tang and Yanzhao Lai
How to improve continuance commitment for platform workers is still unclear to platforms' managers and academic scholars. This study develops a configurational framework based on…
Abstract
Purpose
How to improve continuance commitment for platform workers is still unclear to platforms' managers and academic scholars. This study develops a configurational framework based on the push-pull theory and proposes that continuance commitment for platform workers does not depend on a single condition but on interactions between push and pull factors.
Design/methodology/approach
The data from the sample of 431 full-time and 184 part-time platform workers in China were analyzed using fuzzy-set qualitative comparative analysis (FsQCA).
Findings
The results found that combining family motivation with the two kinds of pull factors (worker's reputation and algorithmic transparency) can achieve high continuance commitment for full-time platform workers; combining job alternatives with the two kinds of pull factors (worker's reputation and job autonomy) can promote high continuance commitment for part-time platform workers. Particularly, workers' reputations were found to be a core condition reinforcing continuance commitment for both part-time and full-time platform workers.
Practical implications
The findings suggest that platforms should avoid the “one size fits all” strategy. Emphasizing the importance of family and improving worker's reputation and algorithmic transparency are smart retention strategies for full-time platform workers, whereas for part-time platform workers it is equally important to reinforce continuance commitment by enhancing workers' reputations and doing their best to maintain and enhance their job autonomy.
Originality/value
This study expands the analytical context of commitment research and provides new insights for understanding the complex causality between antecedent conditions and continuance commitment for platform workers.
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Ting Deng, Chunyong Tang, Ang Zhou and Yanzhao Lai
Drawing upon the needs–supplies fit theory, this study aims to examine how the expected and perceived algorithmic autonomy support (AAS) influences platform workers’ work stress…
Abstract
Purpose
Drawing upon the needs–supplies fit theory, this study aims to examine how the expected and perceived algorithmic autonomy support (AAS) influences platform workers’ work stress and incivility, with a focus on the moderating role of self-direction.
Design/methodology/approach
Using data collected from 422 platform workers in China through multiple waves, the model is tested through polynomial regression and response surface analysis.
Findings
The results indicate that a mismatch between expected and perceived AAS is associated with higher levels of incivility among platform workers, and this relationship is mediated by work stress. These findings are particularly salient when self-direction is emphasized.
Practical implications
This study suggests that a universally high level of AAS may not necessarily reduce workers’ stress and incivility. Instead, it is important for platforms to ensure that their workers’ expectations of autonomy support are met and for workers to be given the space to exercise self-direction.
Originality/value
Previous studies have highlighted the need to pay attention to workers in mobile and ambiguous environments, and this study adds to this literature by focusing specifically on platform organizations and workplaces. This study provides valuable insights into the relationship between AAS, work stress and platform workers’ incivility.
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Nan Xu, Chunyong Tang, Chengchuan Yang and Yanzhao Lai
This paper aims to empirically study the effect of work boundary violations in remote settings on daily goal progress and the important role that work role reengagement plays for…
Abstract
Purpose
This paper aims to empirically study the effect of work boundary violations in remote settings on daily goal progress and the important role that work role reengagement plays for remote workers.
Design/methodology/approach
This paper conducted a five-day diary study in China, involving a total of 118 remote workers, to collect data on the effects of work boundary violations on daily goal progress.
Findings
The results demonstrated that self-control resource depletion plays a mediating role in the relationship between work boundary violations and daily goal progress. In addition, work role reengagement was found to mitigate the association between work boundary violations and self-control resource depletion.
Practical implications
This paper provides employees with the signals that cause them to perform less well in remote work situations than in traditional offices. Employees can develop work−family boundary management strategies to reduce work boundary violations while teleworking.
Originality/value
This paper enriches the existing literature on work boundary violations by incorporating ego depletion theory and integrating it with the current boundary management literature. The paper provides theoretically grounded recommendations for organizations seeking to enhance the efficiency of remote workers.
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Ting Deng, Chunyong Tang and Yanzhao Lai
Drawing upon the conservation of resources (COR) theory, this study examined the relationship between organizational developmental human resource (HR) practices and employees'…
Abstract
Purpose
Drawing upon the conservation of resources (COR) theory, this study examined the relationship between organizational developmental human resource (HR) practices and employees' commitment to the organizational career (COC), while considering the mediating role of psychological availability and the moderating effects of links and fit.
Design/methodology/approach
A hierarchical linear modeling analysis was conducted to analyze the data from a 3-wave time-lagged study with 394 employees and 65 supervisors in ten Chinese firms.
Findings
The study's findings suggest that organizational developmental HR practices have a positive and indirect impact on employees' COC, with psychological availability serving as a mediator. The indirect effects were stronger for employees with stronger links and better fit.
Practical implications
This study provides managers with guidelines to improve employees' COC. Managers should also focus on supporting employees' psychological resources. Furthermore, organizations should be aware that employees with varying levels of links and fit may respond differently to psychological availability.
Originality/value
The study offers a new understanding of how and under what conditions organizational developmental HR practices can increase employees' COC. It also highlights the role of psychological availability as the psychological mechanism mediating this relationship and adds to the limited literature on the potential positive impact of strong links and fit.
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Ting Deng, Yanzhao Lai and Chunyong Tang
Drawing from impression management theory, this study examines how the leader's negative feedback affects the employees' creative process engagement (CPE) and whether impression…
Abstract
Purpose
Drawing from impression management theory, this study examines how the leader's negative feedback affects the employees' creative process engagement (CPE) and whether impression management motivation plays a mediating role in this process. In addition, the moderating role of face consciousness is analyzed in the relationship between negative feedback and impression management motivation.
Design/methodology/approach
A time-lagged design with three data-collection points was implemented based on a dataset of two studies of follower–leader pairs (Ns = 165, 30 and 682, 89) in China. Ordinary least squares regression analyses were conducted to test the hypotheses.
Findings
The leader's negative feedback positively affected employees' CPE via impression management motivation. The relationship was stronger when face consciousness salience was high.
Practical implications
This study suggests that negative feedback is also valuable. Supervisors should learn how to stimulate employees' impression management motivation when delivering negative feedback and ensure that employees know that CPE can bring help and status rewards. Moreover, supervisors may consider using face strategies when providing negative feedback.
Originality/value
This study provides new insights into the association between the leader's negative feedback and employees' CPE by impression management as a psychological mechanism and face consciousness as an important boundary condition. It lays a foundation for further systematic research on CPE based on sociological theory.
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Nan Xu, Chunyong Tang, Chengchuan Yang and Yanzhao Lai
Drawing on cognitive appraisal theory, this study aims to explore the indirect effect of work/family boundary violations on teleworkers’ counterproductive work behavior (CWB). In…
Abstract
Purpose
Drawing on cognitive appraisal theory, this study aims to explore the indirect effect of work/family boundary violations on teleworkers’ counterproductive work behavior (CWB). In addition, it examines the moderating role of involuntary teleworking in this context.
Design/methodology/approach
Based on the diary study method, this study used 543 questionnaires collected from 122 teleworkers in China.
Findings
The findings indicate that working time demands mediate the relationship between work boundary violations and teleworker CWB, and threats to family roles mediate the relationship between family boundary violations and teleworker CWB. In addition, involuntary teleworking positively moderates the relationship between work boundary violations and working time demands, as well as the relationship between family boundary violations and threats to family roles.
Originality/value
The study makes several valuable contributions to the extant literature. First, it enhances research on the antecedents of teleworker CWB. Second, by introducing two mediating variables corresponding to two types of boundary violations, the paper provides new insights and a fresh understanding of the effects of boundary violations in teleworking situations. Third, by considering the moderating role of involuntary teleworking, this research adds to the current knowledge on the impact of discussing boundary violations solely on teleworking or traditional office days.
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Chengchuan Yang, Chunyong Tang, Nan Xu and Yanzhao Lai
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices…
Abstract
Purpose
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.
Design/methodology/approach
To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.
Findings
The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.
Originality/value
This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.