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This study examined the use of specific forms of emotion regulation at work, utilizing Gross's [Gross, J. J. (1998). "The emerging field of emotion regulation: An integrative review." "Review of General Psychology" 2, 271-299] process-based framework of emotion regulation as a guiding structure. In addition to examining employee self-reported usage of these emotion regulation strategies, we assessed the types of discrete negative emotions and negative affective events associated with their use. Results demonstrated that employees reported using a wide variety of emotion regulation strategies, and that each strategy tended to align with a distinct set of discrete negative emotions and affective events. These findings support expanding the focus of emotion regulation strategies at work beyond the deep acting (i.e., changing feelings) and surface acting (i.e., changing expressions) distinction. The results also suggest that focusing on specific strategies, rather than categories of emotion regulation, could enhance understanding of how employees manage their emotions at work. (Contains 3 tables.)

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1467-6486.2009.00902.x Byline: Jixia Yang (1), Zhi-Xue Zhang (2), Anne S. Tsui (3) Abstract: abstract We investigated the relationship between middle managers' transformational leadership and the performance of frontline employees who are two levels below the middle managers. We identified two pathways through which this cross-level influence occurs and tested two moderators operating on these two pathways. The first pathway is a direct effect from middle managers to employees, bypassing the influence of employees' immediate supervisor (the bypass effect). We further hypothesized that the bypass effect is moderated by the employees' collectivistic value. The second pathway is a cascading of leadership behaviours from middle managers to first-line supervisors, whose transformational leadership then enhances employees' performance (the cascading effect). We further hypothesized that this cascading effect is moderated by the supervisors' power distance value. These hypotheses were tested with a sample of 491 frontline employees, 98 frontline supervisors, and 30 middle managers in three organizations in China. The three-level hierarchical linear modelling results supported the four hypotheses. Author Affiliation: (1)City University of Hong Kong; (2)Peking University; (3)Arizona State University Article note: Jixia Yang, College of Business, City University of Hong Kong, Tat Chee Avenue, Kowloon, Hong Kong (mgyang@cityu.edu.hk).

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1744-6570.2009.01138.x Byline: JIXIA YANG (1), JAMES M. DIEFENDORFF (2) Abstract: In this diary study conducted in Hong Kong, we examined a theoretical model in which negative emotions serve as an explanatory mechanism through which daily stressors impact daily counterproductive work behavior (CWB). We further theorized that personality variables (negative affectivity, Conscientiousness, and Agreeableness) would exert cross-level effects on the within-person relationships. Hierarchical linear modeling results based on a sample of 231 individuals and 5,583 observations across 25 days provide partial support for the mediating role of negative emotions in the within-person stressor-CWB relationships. Specifically, we found that negative emotions (a) partially mediated the within-person relation of perceived ambiguity with CWB directed at the organization, (b) fully mediated the relation of supervisor interpersonal injustice with CWB directed at individuals, and (c) fully mediated the relation of customer interpersonal injustice with CWB directed at the organization. High levels of trait negative affectivity were found to strengthen the within-person relation between daily supervisor interpersonal injustice and daily negative emotions. As expected, high levels of trait Conscientiousness and Agreeableness were found to weaken the within-person relations of daily negative emotions with daily CWB directed at the organization and individuals. Author Affiliation: (1)Department of ManagementCity University of Hong Kong (2)Department of PsychologyThe University of Akron Article note: Correspondence and requests for reprints should be addressed to Jixia Yang, Department of Management, City University of Hong Kong, Tat Chee Avenue, Kowloon, Hong Kong; mgyang@cityu.edu.hk.

This study examined the differential effects of 4 types of organizational justice on daily job satisfaction at between- and within-individual levels. Specifically, the authors predicted that interpersonal justice and informational justice would exhibit meaningful daily variations and would have direct impacts on individuals' job satisfaction on a daily basis. They further theorized that distributive justice and procedural justice at a between-person level would moderate the within-person relationships. The authors used hierarchical linear modeling to test their hypotheses with a sample of 231 full-time employees in Hong Kong over the course of 25 working days. The results showed that both daily interpersonal and informational justice were positively related to daily job satisfaction. As hypothesized, between-individual distributive justice moderated the relationship between daily interpersonal justice and daily job satisfaction, and between-individual procedural justice moderated the relationship between daily informational justice and daily job satisfaction. Keywords: distributive justice, procedural justice, interpersonal justice, informational justice, job satisfaction

In this article, the authors extend research on the cross-level effects of procedural justice climate by theorizing and testing its interaction with group power distance. The results indicated that group power distance moderated the relationships between procedural justice climate and individual-level outcomes (organizational commitment and organization-directed citizenship behavior). More specifically, a larger group power distance was found to attenuate the positive cross-level effects of procedural justice climate. Implications for procedural justice climate research are discussed. Keywords: group climate, procedural justice climate, group value, group power distance

BACKGROUND Industrial Fuling Zhacai is pickled by a method summarized as 'three times pickled and pressed', in which raw mustard tubers are subjected to three stages of pickling in different salt concentrations, with a pressing operation at the end of each stage to remove brine. This study used Illumina MiSeq technology and multivariate statistical analyses to investigate microbial community succession during the pickling process and its correlation with Zhacai biochemical indices. RESULTS: A total of 19 phyla, 208 genera, and 295 species of bacteria were identified. Lactobacillus was the dominant genus of bacteria in all three stages and Lactobacillus sakei was the dominant species in the first and second stages. A total of six phyla, 200 genera and 301 species of fungi were also identified. According to a PICRUSt2 prediction, the main functions of the bacterial and fungal communities were carbohydrate and protein metabolism, while alcohol metabolism was also a function of fungi. Nine bacterial genera closely correlated with Zhacai biochemical indices: Acinetobacter, Pseudomonas, Pedobacter, Erwinia, Lactobacillus, Chryseobacterium, Flavobacterium, Duganella, and Paenarthrobacter. Six genera of fungi correlated closely: Penicillium, Cystobasidium, Cladosporium, Plenodomus, Aspergillus, and Simplicillium. All these genera probably originated from the surface microorganisms of raw mustard tuber. CONCLUSION: This study reveals the succession patterns of microbial community structures during the pickling process of industrial Zhacai and infers the core functional flora, providing reference data for Zhacai pickling process control. © 2020 Society of Chemical Industry [ABSTRACT FROM AUTHOR]

Parkinson disease (PD) is a neurodegenerative disorder characterized by the accumulation of α‐synuclein into Lewy bodies. 3‐Benzylidine‐indolin‐2‐one represents a class of compounds, which are known to inhibit the accumulation of α‐synuclein. In this paper, we report the synthesis of [13C] and [15N] labelled 1‐benzyl‐(Z)‐3‐(benzylidene)indolin‐2‐one from commercially available [13C2]‐chloroacetic acid and [15N]‐aniline in five steps. The product will be used to study its metabolites in human liver microsomes by liquid chromatography‐tandem mass spectrometry. [ABSTRACT FROM AUTHOR]

Parkinson disease (PD) is a neurodegenerative disorder characterized by the accumulation of α-synuclein into Lewy bodies. 3-Benzylidine-indolin-2-one represents a class of compounds, which are known to inhibit the accumulation of α-synuclein. In this paper, we report the synthesis of [ 13 C] and [ 15 N] labelled 1-benzyl-(Z)-3-(benzylidene)indolin-2-one from commercially available [ 13 C 2 ]-chloroacetic acid and [ 15 N]-aniline in five steps. The product will be used to study its metabolites in human liver microsomes by liquid chromatography-tandem mass spectrometry., (© 2019 John Wiley & Sons, Ltd.)