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This study unpacks how responsible leadership driven by a social mission can accomplish both social objectives and financial goals to support an organization's survival. We focus on a social enterprise in the healthcare industry in China and examine how it balances its social mission and economic goals by enlarging the capacity of medical institutions and providing high-quality services to a high number of patients. Through our analysis of the case firm, we reveal the motivation and actions of an entrepreneur in establishing a socially responsible firm and the social implications of responsible leadership in operating such an enterprise. We provide an important supplement and extension to the work of Smith and Besharov (2019) by demonstrating how a responsible leader in China manages the process of balancing social and economic goals. We further contribute to the understanding of how a socially responsible firm can improve the healthcare industry and the reform of China's healthcare.

This research aims to explain whether leader perfectionism toward employees fosters or hinders employee creativity. From a self-regulation perspective, we theorize that depending on employees’ locu...

Does trait gratitude shape leaders’ behavior and thus followers’ outcomes? We developed and tested a model linking leader’s trait gratitude to ethical leadership and leader–member exchange (LMX), a...

Psychological contract breach (PCB) and its consequences have mainly been studied from a social exchange perspective or an affective events perspective. In this study, we use a relative deprivation perspective to capture the experience of loss following PCB and its implications on employees' reactions. Drawing from relative deprivation theory, we propose that perceived PCB can elicit the feeling of relative deprivation, which, in turn, induces employee destructive voice. We also suggest that higher levels of supervisor emotional support can help mitigate the positive association of PCB with the feeling of relative deprivation, and thus destructive voice. We conducted three studies to test our theory. In Study 1, we obtained data from 168 subordinate–supervisor pairs in China. Using a three-wave time-lagged design, we tested and found the mediating effect of relative deprivation on the relationship between PCB and destructive voice. In Study 2, we obtained data from 293 subordinate–supervisor pairs in China. Using the same design, we replicated the findings in Study 1 and found support for the moderating effect of supervisor emotional support. In Study 3, we used self-report data of 170 participants from the United States over three waves. We controlled for alternative mediating variables and prior measures of the focal variables to gauge the effect of time. The results supported our proposed moderated mediation model. Altogether, our findings supported the applicability of relative deprivation theory to understand PCB and its consequences, offering a new lens to study PCB. Refereed/Peer-reviewed

The Eyebrowed Thrush (Turdus obscurus) is a highly migratory bird, which breeds in northeastern Asia and overwinters in southeastern Asia. We obtained the mitochondrial genome of T. obscurus by Sanger sequencing. The mitogenome was 16,739 bp in length, which contains 13 protein-coding genes, 22 tRNA genes, two rRNA genes, and one control region. Its composition is consistent with the species in genus Turdus. Phylogenetic analysis based on the whole mitochondrial genome showed that the relationship between T. obscurus and Turdus kessleri was relatively close. This study improves the understanding of phylogeny and genetics of Turdidae and Muscicapoidea.

[ ]YDCL expanded its delivery group through role shifting (e g , providing training of professional delivery to employees previously taking non-essential roles) [ ]it asked professional operators responsible for analyzing samples and transmitting results to rotate duties, thus enlarging testing volume Noticing the potential disruptions of COVID-19, YunKang immediately coordinated its global supply chain to import medical equipment and medical consumables [ ]it effectively managed its human capital by relying on interpersonal trust among employees, paramount to achieving positive outcomes in a volatile environment during the crisis [ ]to achieve timely and flexible behavioral responses to a crisis, an organization must be equipped with action options

Building on the organizational learning perspective, the study examines the effect of learning‐related personal and contextual factors on organizational absorptive capability (AC) and subsequent innovative performance, as well as how a decentralized organizational decision‐making structure may moderate these relationships. Using data collected from 112 manufacturing firms, we found a positive effect of top management support of learning and employee learning orientation on AC and subsequent firm innovative performance. Further, we found that decentralization moderated the effect of top management support of learning on innovative performance via AC such that the indirect effect was significant only when decentralization was higher. However, we did not find that the indirect effect of employee learning orientation on innovative performance via AC varied significantly as a function of decentralization structure. This study extends the AC literature by highlighting the importance of managerial learning‐supportive practices and employee learning orientation, and by revealing how decentralization structure facilitates the organization and employees to translate the learning support and learning motivation to AC and innovation.

Summary Addressing the challenges faced by team leaders in fostering both individual and team creativity, this research developed and tested a multilevel model connecting dual-focused transformational leadership (TFL) and creativity and incorporating intervening mechanisms at the two levels. Using multilevel, multisource survey data from individual members, team leaders, and direct supervisors in high-technology firms, we found that individual-focused TFL had a positive indirect effect on individual creativity via individual skill development, whereas team-focused TFL impacted team creativity partially through its influence on team knowledge sharing. We also found that knowledge sharing constituted a cross-level contextual factor that moderated the relationship among individual-focused TFL, skill development, and individual creativity. We discuss the theoretical and practical implications of this research and offer suggestions for future research. Copyright © 2016 John Wiley & Sons, Ltd.

While high performers contribute substantially to their workgroups and organizations, research has indicated that they incur social costs from peers. Drawing from theories of social comparison and conservation of resources, we advance a rational perspective to explain why high performers draw both intentional positive and negative reactions from peers and consider how cooperative work contexts moderate these effects. A multisource field study of 936 relationships among 350 stylists within 105 salons offered support for our model and an experiment with 204 management students constructively replicated our findings and ruled out alternative explanations. Results indicated that peers offered more support and also perpetrated more undermining to high performers. Paradoxical cognitive processes partly explain these behaviors, and cooperative contexts proved socially disadvantageous for high performers. Findings offer a more comprehensive view of the social consequences of high performance and highlight how peer behaviors toward high performers may be calculated and strategic rather than simply reactionary. (PsycINFO Database Record

Drawing on an overarching framework of transactional stress theory, this study develops and tests an affect-based model of developmental job experience (DJE) that explicates the affective mechanisms through which DJE is associated with both positive and negative individual outcomes—advancement potential and turnover intention— and the buffering role of emotional intelligence (EI) in the affective processes. In a sample of 214 early-career managers, we found DJE to be related to increased advancement potential by boosting employees’ pleasant feelings, but also that it can fail in this regard by increasing their unpleasant feelings. Moreover, whereas it is not surprising that there was a negative relationship between DJE and turnover intention mediated by pleasant feelings, our results also demonstrated a positive relationship via unpleasant feelings, depending on employees’ levels of EI. Specifically, they suggested that DJE was positively related to turnover intention for only low-EI employees, but not for high-EI employees

We integrate regulatory mode theory and situation strength theory to propose that an individual’s regulatory modes–locomotion and assessment–are key predictors of his/her innovative behavior, and t...

Integrating insights from the literature on customers’ central role in service and the literature on employee creativity, we offer theoretical and empirical account of how and when customer empowering behaviors can motivate employee creativity during service encounters and, subsequently, influence customer satisfaction with service experience. Using multilevel, multisource, experience sampling data from 380 hairstylists matched with 3550 customers in 118 hair salons, we found that customer empowering behaviors were positively related to employee creativity and subsequent customer satisfaction via employee state promotion focus. Results also showed that empowering behaviors from different agents function synergistically in shaping employee creativity: supervisory empowering leadership strengthened the indirect effect of customer empowering behaviors on employee creativity via state promotion focus.

Based on and extending the transactive memory system literature, we take a social network approach to develop a configural framework of knowledge specialization and investigate the dynamic relation...

Extending the empowering leadership literature, this study develops and tests a theoretical model positing that empowering team leaders may exert positive and negative impacts on individual team me...

We examine how high performance—relative to average performance level within the group—can trigger social consequences for individuals. We contribute to the literature by investigating how peers tr...

Prior research has primarily considered leaders as the source for employee empowerment. Extending research on empowering leadership and creativity to the customer service context and incorporating ...