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Articles 1 - 30 of 33
Full-Text Articles in Business
Leader Mindfulness And Employee Performance: A Sequential Mediation Model Of Lmx Quality, Interpersonal Justice, And Employee Stress, Jochen Reb, Sankalp Chaturvedi, Jayanth Narayanan, Ravi S. Kudesia
Leader Mindfulness And Employee Performance: A Sequential Mediation Model Of Lmx Quality, Interpersonal Justice, And Employee Stress, Jochen Reb, Sankalp Chaturvedi, Jayanth Narayanan, Ravi S. Kudesia
Research Collection Lee Kong Chian School Of Business
In the present research, we examine the relation between leader mindfulness and employee performance through the lenses of organizational justice and leader-member relations. We hypothesize that employees of more mindful leaders view their relations as being of higher leader-member exchange (LMX) quality. We further hypothesize two mediating mechanisms of this relation: increased interpersonal justice and reduced employee stress. In other words, we posit that employees of more mindful leaders feel treated with greater respect and experience less stress. Finally, we predict that LMX quality serves as a mediator linking leader mindfulness to employee performance—defined in terms of both in-role and …
2019 Asia Insights: Building A Great Place To Work For All: The Untapped Power Of Gender Diversity In Asia, Richard Raymond Smith, Evelyn Kwek, Tyler Thorpe
2019 Asia Insights: Building A Great Place To Work For All: The Untapped Power Of Gender Diversity In Asia, Richard Raymond Smith, Evelyn Kwek, Tyler Thorpe
Research Collection Lee Kong Chian School Of Business
Through this study, we hope to increase understanding of the context, considerations and practices to leverage the amazing diversity of our region. We hope to learn more about what makes a strong workplace culture, particularly in Asia. We turn our attention to the topic of diversity and inclusion, with a focus on gender diversity in the Asian workplace. This is one of the largest studies in Asia to highlight gender differences and evaluate how psychological safety, inclusion and belonging result in strong teamwork which in turn contributes to building high performing great workplaces.
Are You Sugarcoating Your Feedback Without Realizing It?, Michael Schaerer, Roderick I. Swaab
Are You Sugarcoating Your Feedback Without Realizing It?, Michael Schaerer, Roderick I. Swaab
Research Collection Lee Kong Chian School Of Business
Managers tend to inflate the feedback they give to their direct reports, particularly when giving bad news. And by presenting subpar performance more positively than they should, managers make it impossible for employees to learn, damaging their careers and, often, the company.
What Do Consistency And Personableness In The Interview Signal To Applicants? Investigating Indirect Effects On Organizational Attractiveness Through Symbolic Organizational Attributes, Annika Wilhelmy, Martin Kleinmann, Klaus G. Melchers, Filip Lievens
What Do Consistency And Personableness In The Interview Signal To Applicants? Investigating Indirect Effects On Organizational Attractiveness Through Symbolic Organizational Attributes, Annika Wilhelmy, Martin Kleinmann, Klaus G. Melchers, Filip Lievens
Research Collection Lee Kong Chian School Of Business
Personnel selection research has recognized the importance of providing applicants with both standardized (i.e., “consistent”) and individualized (i.e., “personable”) treatment during interviews. However, research has yet to examine the mechanisms underlying the effects of perceived consistency and personableness in the interview on applicants’ attraction to organizations. Drawing from signaling theory, we investigate how interview consistency and personableness impact organizational attractiveness. To this end, we developed a conceptual model that proposes that applicants interpret perceived interview consistency and personableness as signals about what the organization is like in terms of symbolic organizational attributes (organizational competence and benevolence, Lievens and Highhouse 2003), …
When Individual Goal Pursuit Turns Competitive: How We Sabotage And Coast, Szu-Chi Huang, Stephanie C. Lin, Ying Zhang
When Individual Goal Pursuit Turns Competitive: How We Sabotage And Coast, Szu-Chi Huang, Stephanie C. Lin, Ying Zhang
Research Collection Lee Kong Chian School Of Business
People working toward individual goals often find themselves surrounded by others who are pursuing similar goals, such as at school, in fitness classes, and through goal-oriented network devices like Fitbit. This research explores when these individual goal pursuits can turn into competitions, why it happens, and the downstream consequences of this pseudo-competition on goal pursuers. We found that people were more likely to treat their goal pursuit as a competition when they were near the end (vs. at the beginning) of their individual goal and thus prioritized relative positional gain (i.e., performing better than others sharing similar pursuits) over making …
Envy In Response To Help: A Helping As Status Relations Model, Kenneth Tai, Katrina Lin, Catherine K. Lam
Envy In Response To Help: A Helping As Status Relations Model, Kenneth Tai, Katrina Lin, Catherine K. Lam
Research Collection Lee Kong Chian School Of Business
Social exchange theory suggests that after receiving help, peopleexperience gratitude and they reciprocate by helping the original help giver.However, it remains unclear whether people experience other emotions that drive positive reciprocation after receiving help.Building on helping as status relations framework, we suggest that when higherperformers provide task-related help to lower performers, help recipients perceivethat help givers have higher status, and respond to the help with envy. Torebalance the status relation, help recipients are motivated to reciprocate byhelping the help giver. Results from three studies progressively support our predictionsthat help recipients respond with envy when they receive task-related help, butonly toward …
Middle-Status Conformity Revisited: The Interplay Between Achieved And Ascribed Status, Matteo Prato, Emmanuel Krypraios, Gokhan Ertug, Yonghoon G. Lee
Middle-Status Conformity Revisited: The Interplay Between Achieved And Ascribed Status, Matteo Prato, Emmanuel Krypraios, Gokhan Ertug, Yonghoon G. Lee
Research Collection Lee Kong Chian School Of Business
Decisions about conforming to or deviating from conventional practices in a field is an important concern of organization and management theory. The position that actors occupy in the status hierarchy has been shown to be an important determinant of these decisions. The dominant hypothesis, known as middle-status-conformity, posits that middle-status actors are more likely to conform to conventional practices than high- and low-status actors do. We challenge this hypothesis by revisiting its fundamental assumptions and developing a theory where actors’ propensity to conform based on their achieved status further depends on their ascribed status that actors inherit from their social …
Organizations And Societal Economic Inequality: A Review And Way Forward, Hari Bapuji, Gokhan Ertug, Jason D. Shaw
Organizations And Societal Economic Inequality: A Review And Way Forward, Hari Bapuji, Gokhan Ertug, Jason D. Shaw
Research Collection Lee Kong Chian School Of Business
We review research on the organizational causes (how do organizations contribute?) and consequences (how are organizations affected?) of economic inequality. Our review of 151 conceptual and empirical articles indicates that organizational research on economic inequality encompasses a wide range of topics at multiple levels of analysis, but also that this broad-scope literature exhibits conceptual ambiguities and lacks overarching organizing frameworks. To address these two issues, we develop an organizational perspective on economic inequality and clarify it as uneven distribution in the endowment and/or access to resources in a society, which manifests in differential abilities and opportunities to engage in value …
Toward A Typology Of Organizational Creativity, Gilbert Tan
Toward A Typology Of Organizational Creativity, Gilbert Tan
Research Collection Lee Kong Chian School Of Business
Both researchers and practitioners realize the importance of organizational creativity as a source of competitive advantage and long-term organizational success. Although, research on organizational creativity abounds, many researchers and practitioners view organizational creativity as a unidimensional construct. This narrow view of creativity limit our understanding on how organizations generate creative ideas to compete in the market. This paper examines organizational creativity using a two-by-two matrix along 2 dimensions: Thinking Approach (Analytical versus Intuitive) and Problem Type (Bounded versus Unbounded). According to the framework, there are four types of organizational creativity: (1) Imaginative Creativity (application of intuitive approach to unbounded problem); …
Socioeconomic Mobility And Talent Utilization Of Workers From Poorer Backgrounds: The Overlooked Importance Of Within-Organization Dynamics, Marko Pitesa, Madan M. Pillutla
Socioeconomic Mobility And Talent Utilization Of Workers From Poorer Backgrounds: The Overlooked Importance Of Within-Organization Dynamics, Marko Pitesa, Madan M. Pillutla
Research Collection Lee Kong Chian School Of Business
Socioeconomic mobility, or the ability of individuals to improve their socioeconomicstanding through merit-based contributions, is a fundamental ideal of modern societies.The key focus of societal efforts to ensure socioeconomic mobility has been on the provision of educational opportunities. We review evidence that even with the same education and job opportunities, being born into a poorer family undermines socioeconomicmobility because of processes occurring within organizations. The burden of poorerbackground might, ceteris paribus, be economically comparable to the gender gap. Weargue that in the societal and scientific effort to promote socioeconomic mobility, the keycontext in which mobility is supposed to happen—organizations—and the …
Crossed Wires: Endorsement Signals And The Effects Of Ipo Firm Delistings On Venture Capitalists’ Reputations, David Gomulya, Kyuho Jin, Peggy M. Lee, Timothy G. Pollock
Crossed Wires: Endorsement Signals And The Effects Of Ipo Firm Delistings On Venture Capitalists’ Reputations, David Gomulya, Kyuho Jin, Peggy M. Lee, Timothy G. Pollock
Research Collection Lee Kong Chian School Of Business
Signaling theorists have paid a great deal of attention to the costs of acquiring characteristics that can serve as signals, such as endorsements from reputable third parties. However limited attention has been devoted to the penalty costs associated with providing inaccurate signals and the factors that can exacerbate or attenuate the penalties. In this study, we examine the effect of negative feedback loops on venture capital firms’ reputations that result from the failures (delistings) of the newly-public firms they once endorsed. Drawing on signaling and attribution theories, we argue that endorsements by reputable VC firms create high expectations that, when …
Building Trust For A Positive Employee Experience, Richard Raymond Smith
Building Trust For A Positive Employee Experience, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
How do we create the right environment of trust at workplace and avoid surprises?
Humility Breeds Authenticity: How Authentic Leader Humility Shapes Follower Vulnerability And Felt Authenticity, Burak Oc, Michael A. Daniels, James M. Diefendorff, Michael Ramsay Bashshur, Gary John Greguras
Humility Breeds Authenticity: How Authentic Leader Humility Shapes Follower Vulnerability And Felt Authenticity, Burak Oc, Michael A. Daniels, James M. Diefendorff, Michael Ramsay Bashshur, Gary John Greguras
Research Collection Lee Kong Chian School Of Business
Integrating existing work that considers the self through an interpersonal lens with theories pertaining to leader humility and authenticity, we develop a moderated mediation model that theorizes how and under what circumstances leader humility relates to follower felt authenticity. We argue that followers feel less vulnerable when their leaders express humility and further that this relation becomes weaker as the authenticity of leader humility decreases. We also theorize that follower vulnerability is the mechanism explaining the interactive effect of leader humility and its authenticity on follower felt authenticity at work. Our theoretical model was supported across four studies employing both …
Being Sensitive To Positives Has Its Negatives: An Approach/Avoidance Perspective On Reactivity To Ostracism, Ferris D. Lance, Shereen Fatimah, Ming Yan, Lindie H. Liang, Huiwen Lian, Douglas J. Brown
Being Sensitive To Positives Has Its Negatives: An Approach/Avoidance Perspective On Reactivity To Ostracism, Ferris D. Lance, Shereen Fatimah, Ming Yan, Lindie H. Liang, Huiwen Lian, Douglas J. Brown
Research Collection Lee Kong Chian School Of Business
Workplace mistreatment is typically conceptualized as being exposed to a negative stimulus – for example, a threat, verbal abuse, or other forms of harassment. Consequently, we expect workplace mistreatment will have the greatest effect on individuals who are sensitive to the presence and absence of negative stimuli – or those with a strong avoidance temperament. Although this may be the rule for most mistreatment constructs, we argue that ostracism may be the exception. Using an approach/avoidance framework to highlight unique elements of ostracism, we build on the definition of ostracism as being the absence of an expected positive stimulus (i.e., …
Revisiting The Human Capital System, Richard Raymond Smith
Revisiting The Human Capital System, Richard Raymond Smith
Research Collection Lee Kong Chian School Of Business
A holistic view of human capital inside any organization consists of talent management, organizational structure and culture, and strategic leadership.
Constructed Response Formats And Their Effects On Minority-Majority Differences And Validity, Filip Lievens, Paul R. Sackett, Jeffrey Dahlke, Janneke Oostrom, Britt De Soete
Constructed Response Formats And Their Effects On Minority-Majority Differences And Validity, Filip Lievens, Paul R. Sackett, Jeffrey Dahlke, Janneke Oostrom, Britt De Soete
Research Collection Lee Kong Chian School Of Business
The inflow of immigrants challenges organizations to consider alternative selection procedures that reduce potential minority (immigrants)-majority (natives) differences, while maintaining valid predictions of performance. To deal with this challenge, this paper proposes response format as a practically and theoretically relevant factor for situational judgment tests (SJTs). We examine a range of response format categories (from traditional multiple-choice formats to more innovative constructed response formats) and conceptually link these response formats to mechanisms underlying minority-majority differences. Two field experiments are conducted with SJTs. Study 1 (274 job seekers) contrasts minority-majority differences in scores on a multiple-choice versus a written constructed response …
Recruitment And Selection, Filip Lievens, Derek Chapman
Recruitment And Selection, Filip Lievens, Derek Chapman
Research Collection Lee Kong Chian School Of Business
Few people question that recruitment and selection are key strategic domains in HRM. At the same time, recruitment and selection also have an image problem. First, recruitment and selection are often viewed as ‘old’ ingrained HRM domains. It seems like the traditional recruitment and selection procedures have been around for decades, which is at odds with the ever changing internal and external environment of organizations. Hence, practitioners often wonder whether there are any new research-based ways for recruiting and selecting personnel. Another image problem for recruitment and selection is that a false dichotomy is often created between so-called macro HR …
Economic Cycles As A Source Of Social Influence On Individuals, Nina Sirola
Economic Cycles As A Source Of Social Influence On Individuals, Nina Sirola
Research Collection Lee Kong Chian School Of Business
The current review summarizes emerging research in psychology and associated disciplines showing that the economic cycles exert social influence on individuals across a range of psychological domains. Most research on social influence focused on how factors in the proximal environment impact individuals, while influences emanating from the state of the economy as a whole received far less attention. I review the development of different intellectual traditions examining social influence to explain the relative lack of attention to economic cycles and position emerging work on the topic relative to past research. I then review research on how economic cycles influence individuals …
Mapping Cultural Tightness And Its Links To Innovation, Urbanization, And Happiness Across 31 Provinces In China, Roy Y. J. Chua, Kenneth Huang, Mengzi Jin
Mapping Cultural Tightness And Its Links To Innovation, Urbanization, And Happiness Across 31 Provinces In China, Roy Y. J. Chua, Kenneth Huang, Mengzi Jin
Research Collection Lee Kong Chian School Of Business
We conduct a 3-y study involving 11,662 respondents to map cultural tightness—the degree to which a society is characterized by rules and norms and the extent to which people are punished or sanctioned when they deviate from these rules and norms—across 31 provinces in China. Consistent with prior research, we find that culturally tight provinces are associated with increased governmental control, constraints in daily life, religious practices, and exposure to threats. Departing from previous findings that tighter states are more rural, conservative, less creative, and less happy, cultural tightness in China is associated with urbanization, economic growth, better health, greater …
Reputation Concerns Under At-Will Employment, Jian Sun, Dong Wei
Reputation Concerns Under At-Will Employment, Jian Sun, Dong Wei
Research Collection Lee Kong Chian School Of Business
We study a continuous-time model of long-run employment relationship with fixed wage and at-will firing; that is, termination of the relationship is non-contractible. Depending on his type, the worker either always works hard, or can freely choose his effort level. The firm does not know the worker’s type and the monitoring is imperfect. We show that, in the unique Markov equilibrium, as the worker’s reputation worsens, his job becomes less secure and the strategic worker works harder. We further demonstrate that the relationship between average productivity and job insecurity is U shaped, which is consistent with typical findings in the …
The Employment Relationship: Key Elements, Alternative Frames Of Reference, And Implications For Hrm, John W. Budd, Devasheesh P. Bhave
The Employment Relationship: Key Elements, Alternative Frames Of Reference, And Implications For Hrm, John W. Budd, Devasheesh P. Bhave
Research Collection Lee Kong Chian School Of Business
The employment relationship is the connection between employees and employers through which people sell their labor. This might consist of an immigrant day laborer paid by the bushel to pick fruit in the hot sun, a tech industry freelancer completing episodic gigs without ever meeting a boss, a salaried manager who has been working in an air-conditioned office for the same company for 40 years, or innumerable other situations. Irrespective of situation, all employees and employers have fundamental interests they pursue through the employment relationship, all forms of this relationship are mediated by labor markets and states, and each instance …
Stock Market Responses To Unethical Behavior In Organizations: An Organizational Context Model, Bradford E. Baker, Rellie Derfler-Rozin, Marko Pitesa, Micheal D. Johnson
Stock Market Responses To Unethical Behavior In Organizations: An Organizational Context Model, Bradford E. Baker, Rellie Derfler-Rozin, Marko Pitesa, Micheal D. Johnson
Research Collection Lee Kong Chian School Of Business
We develop and test a model that extends the understanding of how people react to news of organizational unethical behavior and how such reactions impact stock performance. We do so by taking into account the interplay between the features of specific unethical acts and the features of the organizational context within which unethical acts occur. We propose a two-stage model in which the first stage predicts that unethical acts that benefit the organization are judged less harshly than are unethical acts that benefit the actor, when the organization is seen as pursuing a moral goal (e.g., producing inexpensive medicine rather …
A Closer Look At Response Options: Is Judgment In Situational Judgment Tests A Function Of The Desirability Of Response Options?, Katarina Kaminski, Jorg Felfe, Philipp Schaepers, Stefan Krumm
A Closer Look At Response Options: Is Judgment In Situational Judgment Tests A Function Of The Desirability Of Response Options?, Katarina Kaminski, Jorg Felfe, Philipp Schaepers, Stefan Krumm
Research Collection Lee Kong Chian School Of Business
The current study builds on the current scholarly debate about SJTs potentially being less situational than previously assumed. Specifically, we respond to recent calls to examine general (situation unspecific) information included in response options as a guide to SJT responses. Across three consecutive studies and three different forms of SJT administration (standard, without situation descriptions, under fake-good instructions), the relevance of social desirability of response options on SJT responses was examined. Results suggest that social desirability of response options is significantly related to test takers' response. This finding generalized across different forms of SJT administration. Across studies and together with …
The Differential Impact Of Interactions Outside The Organization On Employee Well-Being, Devasheesh P. Bhave, Freyr Halldórsson, Eugene Kim, Alexandru M. Lefter
The Differential Impact Of Interactions Outside The Organization On Employee Well-Being, Devasheesh P. Bhave, Freyr Halldórsson, Eugene Kim, Alexandru M. Lefter
Research Collection Lee Kong Chian School Of Business
We examine two different perspectives of interactions outside the organization: the relational work design perspective and the emotional labour perspective. The relational work design perspective suggests that interactions outside the organization have favourable outcomes for employees, whereas the emotional labour perspective suggests that such interactions have adverse outcomes for employees. Our goal is to reconcile findings from these two research streams. In Study 1, using data from employees working in diverse occupations, we find that interactions outside the organization have a positive indirect effect on employee well‐being via task significance, and a negative indirect effect on employee well‐being via surface …
Why Are Americans So Divided On Refugee Policy?, Shilpa Madan, Shankha Basu, Aneeta Rattan, Krishna Savani
Why Are Americans So Divided On Refugee Policy?, Shilpa Madan, Shankha Basu, Aneeta Rattan, Krishna Savani
Research Collection Lee Kong Chian School Of Business
The U.S. will resettle the lowest number of refugees in fiscal year 2019 since the Refugee Act was passed in 1980. After taking office, President Donald Trump reduced the admission limit from 110,000 in 2017 to 45,000 in 2018, and to 30,000 in 2019. The reduction is not a result of fewer refugees seeking resettlement. On the contrary, the number of people seeking resettlement is on the rise.
Enabling Models Of Inclusive Growth: Addressing The Need For Financial And Social Inclusion, Yuwa Hedrick-Wong, Howard Thomas
Enabling Models Of Inclusive Growth: Addressing The Need For Financial And Social Inclusion, Yuwa Hedrick-Wong, Howard Thomas
Research Collection Lee Kong Chian School Of Business
While poverty is falling, the gap between the rich and poor is getting wider and more and more people are being excluded from the means to better themselves. Yuwa Hedrick-Wong and Howard Thomas look at ways to include them.
Dominant Coalitions Directing Acquisitions: Different Decision Makers, Different Decisions, Cyndi Man Zhang, Henrich R. Greve
Dominant Coalitions Directing Acquisitions: Different Decision Makers, Different Decisions, Cyndi Man Zhang, Henrich R. Greve
Research Collection Lee Kong Chian School Of Business
Coalitions are important in organizational decision making, but the question of how coalitions arebuilt and make decisions in response to firm performance is still not sufficiently explored. In thisstudy, we develop and test theory on how potential coalitions are built through shared experience andrecruitment of allies. When organizations respond to performance relative to aspiration levels, eitheras problemistic search following low performance or opportunity exploration following highperformance, members form coalitions to influence decisions. We develop theory of coalitionformation that builds on upper echelons theory and the theory of dominant coalitions to predict howpast experience of decision makers leads to preferred actions …
The Influence Of Work On Personality Trait Development: The Demands-Affordances Transactional (Data) Model, An Integrative Review, And Research Agenda, Stephen A. Woods, Bart Wille, Chia-Huei Wu, Filip Lievens, Filip De Fruyt
The Influence Of Work On Personality Trait Development: The Demands-Affordances Transactional (Data) Model, An Integrative Review, And Research Agenda, Stephen A. Woods, Bart Wille, Chia-Huei Wu, Filip Lievens, Filip De Fruyt
Research Collection Lee Kong Chian School Of Business
Although personality is typically conceptualized in industrial, organizational, and vocational psychology as enduring and stable, an increasing volume of research now shows that personality changes throughout the lifespan, with work being a potentially important influence of trait development. This paper reviews and integrates the emergent literature in this area, and in doing so proposes a new Demands-Affordances TrAnsactional (DATA) model of personality development at work, against which research is evaluated. This DATA model clarifies how personality-related behavior at work is called upon by work demands at four different levels (vocation, job, group and organization) and proposes Person-Environment (PE) fit as …
The Missing Shifts, Saumya Sindhwani, Jerry Conner, Howard Thomas
The Missing Shifts, Saumya Sindhwani, Jerry Conner, Howard Thomas
Research Collection Lee Kong Chian School Of Business
Saumya Sindhwani, Jerry Connor and Howard Thomas argue it is time to change the way we develop leaders – and tap into the power of mindset. The needs the managers speak of fit into two broad categories (“empathy” and “resourcefulness”) and both are fundamental “changes in mindset”. By that, we mean a change in attitude or world view.
Head Above The Parapet: How Minority Subordinates Influence Group Outcomes And The Consequences They Face, Burak Oc, Michael R. Bashshur, Celia Moore
Head Above The Parapet: How Minority Subordinates Influence Group Outcomes And The Consequences They Face, Burak Oc, Michael R. Bashshur, Celia Moore
Research Collection Lee Kong Chian School Of Business
The vast majority of research on power, social, and minority influence treats those who are recipients of powerholders’ decisions (i.e., subordinates) as an undifferentiated group, overlooking how recipients may respond in unique ways to the decisions that affect them. In this paper we examine the role of minority subordinates in shaping how powerholders allocate resources. We also explore how psychological distance between the minority subordinate and powerholder moderates this relationship, as well as the individual consequences minority subordinates face for articulating their unique opinions. In three experimental studies, we show that even as a lone voice, the feedback of a …