Understanding the Leaders of Tomorrow: The Need to Study Leadership in Adolescence

Leadership traits and behaviors are observed early in human development, and although an improved understanding of youth leadership would usefully inform many real-world contexts (e.g., education, parenting, policy), most empirical work on leadership has been limited to adult populations. The purpose of the current article is to add a developmental perspective to leadership research that has so far been absent. Here, we (a) highlight adolescence as a critical developmental period for leadership emergence and development, (b) argue that leadership among youths is poorly understood and critically understudied, (c) provide exemplars of synergy between research on leadership and adolescent development that are ripe for focused inquiry, and (d) underscore some of the positive consequences of accelerating empirical research on leadership in adolescence, including implications for a deeper understanding of leadership in adult working populations.

Data driven analysis of social capital in Farmer Producer Companies

The Farmer Producer Company (FPC), a subset of the Farmer Producer Organization (FPO), is an important institutional form designed to organize farmer groups towards better coordinated farming and marketing. In the Indian context, as FPCs have emerged as new forms of members-led agribusiness, their ability to identify prevailing social ties and tap them effectively towards business growth needs to be better understood. Although social capital is studied broadly for its potential to drive organizational performance, it has been poorly researched in farmer collectives such as FPCs. The current work examines the effect of social capital on benefits and business performance at the level of member groups in FPCs. An empirical analysis was conducted in which two FPCs, which differed significantly in their mobilization strategies, farming methods, and supply chain linkages, were surveyed. Data collected from the surveys were visualized and clustering analysis was carried out using Self Organizing Maps (SOM), an unsupervised Artificial Neural Network (ANN) tool. Insights from clustering reveal the importance of pre-existing social ties, leadership, participation in group activities and the geographical affinity of groups in benefits realization and business performance of FPCs. The importance of bottom-up approaches in establishing robust supply chain linkages in emerging FPCs was keyed out through this work. The inferences through SOM, distilled strategies for FPCs' stakeholders in prioritizing interventions for member groups and in generating broader implications for policy makers accounting social capital in new institutional models.

Gender biases in attributions of blame for workplace mistreatment: a video experiment on the effect of perpetrator and target gender

Introduction

Ambiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men.

Methods

A sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator's angry insult and a perpetrator's exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion).

Results

As hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender.

Discussion

Our findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being "too sensitive" when mistreated by men requires more attention in organizational anti-bias trainings.

How to link organizational resilience to transformational entrepreneurship behavior as theoretical framework gap - A systematic literature review

Background: Numerous enterprises face great challenges during uncertain economic conditions. This is particularly true for micro, small, and medium-scale companies, which are slumped against disruption from the COVID-19 pandemic-owing to lockdowns, decreased demand, and a disrupted supply chain. This has impacted the economy worldwide but also the social community and the environment that forms its ecosystem. Organizational resilience allows for socio-economic growth and enterprises to build environmental sustainability and balanced community development. Therefore, the behavior of companies must be transformed in building entrepreneurship to encourage socio-economic growth. Methods: We conducted an advanced search on Business Source Premier, ABI/INFORM (ProQuest), Emerald Insight, and Web of Science database between March and June 2022. We screened the bibliographies of the articles from the database search using a set of inclusion criteria such as studies with quantitative design with unit analysis population sample based microfinance institutions and cooperative-based microfinance institutions, MSEs, and MSMEs as well as other industries such as travel agents, property, restaurants, food and beverages, manufacturing and plantations; exploration of transformational entrepreneurship behavior and organizational resilience determinant factors and conceptual manuscripts written in English; and published between 2005 till 2019 for transformational entrepreneurship and 1997 till 2000 for organizational resilience.   Results: This study reviewed 22 articles focusing on the role and influence of organizational resilience on transformational entrepreneurship behavior from a lens that posits the importance of organizational resilience in the face of uncertain economic turbulence. The orientation of entrepreneurship behavior has been neglected in research so far. This systematic literature review study reveals important research gaps, such as the influence of organizational resilience in promoting the development of transformational entrepreneurship behavior and the determinants that build organizational resilience. Conclusions: Research related to a company's transformational entrepreneurship behavior offers a broad area of ​​scientific research; hence, encouraging further investigation is necessary.

How AI tools can-and cannot-help organizations become more ethical

In this paper, we argue that we cannot expect that AI systems-even given more data or better computational resources-will be more ethical than the humans who develop, deploy and use them. As such, we advocate that it is necessary to retain the responsibility for ethical decision-making in human hands. In reality, however, human decision-makers currently do not have the ethical maturity to meaningfully take on this responsibility. So, what to do? We develop the argument that to broaden and strengthen the ethical upskilling of our organizations and leaders, AI has a crucial role to play. Specifically, because AI is a mirror that reflects our biases and moral flaws back to us, decision-makers should look carefully into this mirror-taking advantage of the opportunities brought about by its scale, interpretability, and counterfactual modeling-to gain a deep understanding of the psychological underpinnings of our (un)ethical behaviors, and in turn, learn to consistently make ethical decisions. In discussing this proposal, we introduce a new collaborative paradigm between humans and AI that can help ethically upskill our organizations and leaders and thereby prepare them to responsibly navigate the impending digital future.

Holding the Belief That Gender Roles Can Change Reduces Women's Work-Family Conflict

Across four studies (N = 1544), we examined the relationship between individuals' gender role mindsets, or beliefs about the malleability versus fixedness of traditional gender roles, and work-family conflict. We found that undergraduate women (but not men) business students holding a fixed, compared to growth, gender role mindset anticipated more work-family conflict. Next, we manipulated gender role mindset and demonstrated a causal link between women's growth mindsets (relative to fixed mindsets and control conditions) and reduced work-family conflict. We showed mechanistically that growth gender role mindsets unburden women from prescriptive gender roles, reducing work-family conflict. Finally, during COVID-19, we demonstrated a similar pattern among working women in high-achieving dual-career couples. We found an indirect effect of women's gender role mindset on job and relationship satisfaction, mediated through work-family conflict. Our preregistered studies suggest that holding the belief that gender roles can change mitigates women's work-family conflict.

Psychological Capital, Autonomous Motivation and Innovative Behavior: A Study Aimed at Employees in Social Networks

The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.

Research on Employee Voice Intention: Conceptualization, Scale Development, and Validation Among Enterprises in China

Purpose

Expressing opinions and ideas in the workplace is an important aspect of organizational development and employee well-being. However, employee voice intention, which refers to an employee's willingness to share their opinions or ideas, is an area that has received limited attention in research. Therefore, the aim of this study was to develop and validate a reliable measurement tool for employee voice intention.

Methods

The study followed a three-stage process. First, in-depth interviews were conducted with managers and employees from Chinese companies, resulting in 38 qualitative data points. Second, the employee voice intention scale was developed and validated through two surveys. Exploratory factor analysis (N=264) and confirmatory factor analysis (N=260) were performed, respectively. Third, the predictive validity of the scale was assessed by collecting 366 valid responses across three rounds of questionnaires, using voice efficacy and employee voice behavior as correlational calibration criteria.

Results

The study employed grounded theory methodology to analyze the qualitative data collected, resulting in the development of a robust conceptual framework of employee voice intention. This framework is composed of two dimensions: perceived desirability and perceived feasibility, which together capture the key factors that influence whether an employee will express their opinions or ideas within an organizational context. A corresponding measurement scale was developed, consisting of nine measurement items that underwent rigorous testing to ensure their reliability and validity. Furthermore, the results of the empirical study showed that employee voice intention mediated the positive effect of voice efficacy on voice behavior, supporting the scale's predictive validity.

Conclusion

This study provides valuable insights into the dimensions of employee voice intention and contributes significantly to the existing literature on this topic by introducing a reliable and valid measurement tool. Furthermore, it advances our understanding of the underlying dimensions associated with this construct.

The relationship between working in the "gig" economy and perceived subjective well-being in Western Balkan countries

The combination of accelerated digitalization and the recent COVID-19 crisis has increased the number of remote workers worldwide to unimaginable proportions. Among the large number of remote workers that execute their projects from home, there is a significant number of permanently self-employed remote workers, usually referred to as freelancers. Despite the importance of this kind of business activity for modern project management society, perceived drivers of freelancing are still unknown. The goal of this paper was to shed some light on the general subjective well-being of freelancing activity and investigate differences concerning gender, age, and education. The study was performed in late 2020 and included 471 freelancers from Serbia, Bosnia and Herzegovina, Macedonia, and Montenegro that participated in an online questionnaire evaluating their subjective well-being while participating in the "gig" economy. Factor analysis was used as a primary statistical method and two major groups were identified: (1) Impact of working from home on a freelancer's personal life and health and (2) Fulfillment of expectations in the economic and professional sense. Gender was found not to be significant for overall work satisfaction. However, older freelancers proved to be more satisfied with the fulfillment of economic and professional expectations, which correlate with years of professional experience. Another conclusion is that more educated freelancers are generally less satisfied with both groups of drivers - fulfillment of personal life and professional expectations. Understanding how the combination of occupations, technological infrastructure, and demographic characteristics in the region has affected the well-being of freelancers may help policymakers and organization owners, as well as future entrepreneurs, better prepare for this model of work in the future. It also increases the possibility of exploring individual dimensions of wellbeing useful for targeting interventions at the level of each country separately. In line with this, the present study contributes to the existing body of knowledge and the impact of hybrid models of work on the subjective well-being of workers in the "gig" economy.

To switch or not? Effects of spokes-character urgency during the social app loading process and app type on user switching intention

Users of mobile phone applications (apps) often have to wait for the pages of apps to load, a process that substantially affects user experience. Based on the Attentional Gate Model and Emotional Contagion Theory, this paper explores the effects of the urgency expressed by a spokes-character's movement in the loading page of a social app the app type on users' switching intention through two studies. In Study 1 (N = 173), the results demonstrated that for a hedonic-orientated app, a high-urgency (vs. low-urgency) spokes-character resulted in a lower switching intention, whereas the opposite occurred for a utilitarian-orientated app. We adopted a similar methodology in Study 2 (N = 182) and the results showed that perceived waiting time mediated the interaction effect demonstrated in Study 1. Specifically, for the hedonic-orientated (vs. utilitarian-orientated) social app, the high-urgency (vs. low-urgency) spokes-character made participants estimate a shorter perceived waiting time, which induces a lower user switching intention. This paper contributes to the literature on emotion, spokes-characters, and human-computer interaction, which extends an enhanced understanding of users' perception during loading process and informs the design of spokes-characters for the loading pages of apps.

Associations among leadership, resources, and nurses' work engagement: findings from the fifth korean Working Conditions Survey

BACKGROUND

Nurses' work engagement has received extensive attention due to its positive impacts on individual and organizational outcomes, including patient safety and quality care in healthcare organizations. Although nurse managers' leadership and a variety of resources have been identified as important factors of nurses' work engagement, these relationships have not been well understood in Korean nursing contexts. The purpose of this study was to examine the associations among nurse managers' leadership, resources, and work engagement among Korean nurses after controlling for nurses' demographic and work-related characteristics.

METHODS

This is a cross-sectional study using data from the fifth Korean Working Conditions Survey. Using a sample of 477 registered nurses, we employed hierarchical linear regression analyses. Nurse managers' leadership, job resources (organizational justice and support from peers), professional resources (employee involvement), and personal resources (meaning of work) were examined as potential predictors of nurses' work engagement.

RESULTS

We found that nurse managers' leadership (β = 0.26, 95% confidence interval [CI] = 0.17-0.41) was the strongest predictor of nurses' work engagement, followed by meaning of work (β = 0.20, 95% CI = 0.07-0.18), organizational justice (β = 0.19, 95% CI = 0.10-0.32), and support from peers (β = 0.14, 95% CI = 0.04-0.23). Employee involvement was not a statistically significant predictor of nurses' work engagement (β = -0.07, 95% CI = -0.11-0.01).

CONCLUSIONS

Our findings suggest that comprehensive approaches are required to promote nurses' work engagement. Considering that nurse managers' leadership was the strongest predictor of nurses' work engagement, nurse managers should demonstrate supportive leadership behaviors such as acknowledging and praising their unit nurses' work performance. Furthermore, both individual- and organizational-level strategies are necessary for nurses to be engaged at work.

The direction of work flow matters: influence mechanism of task interdependence on employee proactive work behavior

Given the increasing uncertainty in today's environment, how enterprises implement changes to stimulate employee proactive work behavior has become an important practical topic in the human resources field. This study considers work flow direction and refers to the work characteristic and job demand-resource models to explore the influence of task interdependence (initiated and received) on employee proactive work behavior. We interviewed human resource staff and surveyed employees of an internet company headquartered in Jiangsu, China. The empirical results show that initiated task interdependence has a positive impact on employee proactive work behavior, and task significance plays a mediating role between them. Self-esteem does not affect the positive relationship between initiated task interdependence and task significance, nor does it influence the aforementioned mediating effect of task significance. Moreover, received task interdependence has no significant effect on proactive work behavior, and task significance has no significant mediating effect between them. Self-esteem moderates the relationship between received task interdependence and task significance. Specifically, when self-esteem is low, received task interdependence positively predicts task significance, and when self-esteem is high, the received task interdependence-task significance relationship is not significant. Furthermore, self-esteem moderates the mediating effect of task significance between received task interdependence and proactive work behavior. Specifically, when self-esteem is low, task significance plays a mediating role but not when self-esteem is high. Theoretical contributions and managerial implications are discussed.

How we learn social norms: a three-stage model for social norm learning

As social animals, humans are unique to make the world function well by developing, maintaining, and enforcing social norms. As a prerequisite among these norm-related processes, learning social norms can act as a basis that helps us quickly coordinate with others, which is beneficial to social inclusion when people enter into a new environment or experience certain sociocultural changes. Given the positive effects of learning social norms on social order and sociocultural adaptability in daily life, there is an urgent need to understand the underlying mechanisms of social norm learning. In this article, we review a set of works regarding social norms and highlight the specificity of social norm learning. We then propose an integrated model of social norm learning containing three stages, i.e., pre-learning, reinforcement learning, and internalization, map a potential brain network in processing social norm learning, and further discuss the potential influencing factors that modulate social norm learning. Finally, we outline a couple of future directions along this line, including theoretical (i.e., societal and individual differences in social norm learning), methodological (i.e., longitudinal research, experimental methods, neuroimaging studies), and practical issues.

Delving into the role of creativity on meaning in life: A multiple mediation model

How to enhance the sense of meaning in life is a topic deserving of extensive research. The impact of creativity on finding meaning in life, however, has not been thoroughly explored in empirical research. This paper studies the relationship between creativity and meaning in life, and the cognitive and emotional factors underlying this relationship. The participants of this study were 359 Chinese college students (38 males and 321 females; aged from 17 to 41 years) in learning English as a foreign language (EFL). Four instruments were utilized in the survey, namely, the Kaufman Domains of Creativity Scale (K-DOCS), the Positive Affect Scale, the General Self-Efficacy Scale (GSES), and the Meaning in Life Questionnaire (MLQ). The correlation analysis shows that creativity, positive affect, general self-efficacy, and meaning in life are all positively correlated. According to a bootstrap method to assess the significance of the indirect effect, general self-efficacy and positive affect play multiple mediating roles in the relationship between creativity and meaning in life via three mediating pathways: general self-efficacy alone, positive affect alone, and the effect of general self-efficacy on positive affect. The mediating effect accounts for nearly half (44.18%) of the total effect. This study examines the theoretical connection between creativity and meaning in life, and uncovers the psychological process that underlies this connection. On a practical level, these results indicate that stimulating Chinese college students to engage in creative activities in various fields can enhance their sense of meaning in life.

Changes in Nurses' Sense of Calling During the COVID-19 Pandemic: A Qualitative Study

This study investigated changes in nurses' sense of calling during the COVID-19 pandemic, as well as possible reasons for these changes. A total of 440 nurses in Turkey responded to a single open-ended question about their work attitudes and experiences. Emergent Qualitative Document Analysis (QDA) was used to analyze the responses. Results demonstrated that nurses experienced both positive and negative changes to their sense of calling, sometimes simultaneously. The most frequently cited reasons for positive changes were nurses' perceived job significance, their desire to serve humanity, and a sense of meaningful work. In contrast, terms describing their reasons for experiencing negative changes include exhaustion, underpaid, unappreciated, overwork, disengagement, risky, stress, and anxiety. This study provides the first evidence on how a sense of calling experienced by Turkish nurses has been affected by the COVID-19 pandemic. Implications for theory, research, and practice are explored.

Keeping Up Appearances: The Role of Motives and Utility Beliefs in Expressive Suppression

We examined the role of impression management motives and utility beliefs in predicting suppression. In Study 1, 222 participants were assigned one of four motives (warmth, competence, pro-hedonic, control) during a job interview and reported their strategy use. In Study 2, 150 participants completed 9 days of experience sampling surveys assessing momentary emotion regulation motives and strategy use. In both studies, participants reported suppression utility beliefs. Lab results suggested a decreased preference for suppression when pursuing warmth motives over competence motives. This effect did not emerge when examining daily motives. In both studies however, people believed it was more useful to suppress negative than positive emotions, and more useful to suppress negative emotion when appearing competent than warm. Utility beliefs did not predict suppression or moderate motive-strategy links. Overall, there was mixed evidence about how suppression links to specific motives. Results suggest suppression is perceived as useful for certain impressions, but people do not act in accordance with these beliefs.

The wear and tear of racism: Self-silencing from the perspective of young Black women

Context

Historically, Black women strategically employed silence to endure enslavement to the U.S., and other forms of racial violence. The current study aimed to understand contemporary perspectives on self-silencing.

Objective

To explore young adult Black women's experiences of self-silencing and its potential impact on their physical and mental well-being.

Methods

Data are from 16 semi-structured interviews with Black women ages 18 to 39 in southwest Pennsylvania conducted between October 2021 - May 2022. We analyzed the interviews using inductive thematic analysis.

Results

We identified four themes: "Self-silencing is Inherited," "Silencing Here and Now," "Wear and Tear," and "The Flip Side." The first theme represents the overwhelming consensus that limiting self-expression has a generational component rooted in racism. Most participants identified self-silencing in school and employment settings. Participants described the wear and tear of self-silencing as negatively impacting health behaviors (e.g., diet) and mental health both when deciding whether to self-silence and later ruminations on the decision. "The Flip Side" represents counter perspectives that not self-silencing liberates and improves health.

Conclusions

The findings highlight that many Black women may use or resist self-silencing as a vigilance-based coping strategy to preserve their mental and physical well-being. We present measurement considerations for research on health impacts of racism and other forms of oppression.

Calling for a meaningful contribution? Bridging contributing to society with motivation theory

This paper examines the concept of "contributing to society" in the context of meaningful work and calling. While previous studies have identified it as a significant dimension within these concepts, little attention has been paid to trying to conceptualize it. Also, with "self-oriented" fulfillment being an important aspect of the experience of meaningfulness, the understanding of contribution to society might be more complex than being simply an "other-oriented" concept. In response to this conceptual unclarity, we define contributing to society as a belief individuals hold about whether tasks positively impact work beneficiaries. We integrate this with Situated Expectancy-Value Theory (SEVT) to determine the expected task value of such belief. Our argument is that fulfillment of a contribution depends on three factors: (1) the expectation of a contribution based on someone's calling and expected meaningfulness; (2) the extent to which the employee is invested in the task, the costs of such task, whether the beneficiary and impact value and the utility for the self and beneficiary match the preference; (3) the extent to which this contribution is sufficient considering someone's expectation. Therefore, the expected task value can differ between individuals concerning the number and types of beneficiaries and the extent and value of the impact. Moreover, in this way contributions to society should also be perceived from a self-oriented perspective to be fulfilling. This original concept offers a theoretical framework and a research agenda that proposes new avenues of inquiry for calling, meaningful work, contributing to society, and related fields such as job design, and public policy.

Undergraduate perceptions of graduate teaching assistants: Competence, relatedness, and autonomy in practice

Graduate teaching assistants (GTAs) play a significant role in higher education and in the education of undergraduate students. Previous research suggests that undergraduate students perceive GTAs differently than faculty instructors, but little has been done to explore the nature of those perceptions. This exploratory study uses self-determination theory to investigate how university students describe the effective teaching practices of GTAs and how those descriptions vary depending on GTA gender, GTA international status, and course domain. Findings suggest that the majority of undergraduates described GTAs' competence-supporting practices and that descriptions varied based on GTAs' international status and on course domain. Implications for GTA training are discussed.

Head Coach Gender and Player Performance in NCAA Softball

In some industry segments, more than 70% of leadership positions are held by men. This can often lead to the suggestion that men are more successful in leadership roles, particularly in areas where women are viewed to have no practical experience. Unfortunately, it is often difficult to find women and men in leadership positions where performance of the leader can be objectively evaluated, which can make it likewise difficult to establish if the gender identity of a leader makes a measurable difference. While men's sports are an example of an industry dominated by gendered thinking in leadership, as women are assumed to be worse candidates for coaching positions due to a lack of familiarity with playing men's sports, there is an exception to this general trend in women's sports. In women's sports, both women and men work as coaches, often in equivalent roles and positions. Consequently, we can scientifically evaluate if the gender of the coach impacts the outcomes we observe. In this article, we specifically consider the sport of college softball, where we note a more equal breakdown in coaching by gender than most other sports. The evidence from college softball indicates the gender of the coach does not impact outcomes. Specifically, we find the gender of the head coach does not appear to alter the performance of individual hitters and thus a team's offensive production. Such findings challenge the gender stereotypes we see in coaching and leadership hiring.

Organizational adaptation to working from home in a crisis situation (COVID-19): the interaction between leaders' openness and followers' voice

Introduction

We investigated the effect of time spent at home on employee voice behavior and leadership openness during Covid 19. According to DeRue's adaptive leadership theory which offers an interactionist perspective to explain adaptive organizational behavior during an environmental crisis, we proposed that in the WFH's (work from home) reduced and limited communication space, leaders, who need more feedback, will encourage employees to express their opinions and will show more willingness to listen to them. Meanwhile, employees will ask more questions and make more suggestions to alleviate uncertainty and misunderstanding.

Methods

Using an online questionnaire, a cross-sectional study (N = 424) has been carried out with employees working from home for a different amount of their working time during the pandemic. Data were analyzed using structural equation models (SEM) in which the effect of leadership openness on employee voice behavior was assessed through the mediation of affective commitment, psychological safety, and intrinsic motivation.

Results

The results showed that in the WFH situation, time spent in home office had a low but significant direct negative effect on promotive voice behavior. At the same time, leadership openness was growing with the amount of time spent at home. Leadership openness counteracted the negative effect of WFH on voice behavior: although leadership openness did not have a direct significant effect on voice behavior, it had a positive effect on psychological safety and work motivation which, in turn, influenced positively both promotive and prohibitive voice behavior. Employee's voice, for its part, further augmented leadership openness.

Discussion

In our research we could demonstrate the contingent nature and the mutual influence patterns and feedback loops of leaders-employees exchange. In the WFH situation the openness of the leader is growing with the amount of time spent at home and with the amount of promotive voice manifested by the employee. In consent with DeRue social interactionist adaptive leadership theory, a mutually reinforcing process of leadership openness and employee voice could be demonstrated. We argue that leadership openness is a key factor to motivate employee voice behavior during WFH.

Emotions as social information in unambiguous situations: role of emotions on procedural justice perception

Emotion as Social Information Theory claims that in an ambiguous situation, people rely on others' emotions to make sense of the level of fairness encountered. We tested whether the information provided by emotions about the fairness of a procedure is still a significant factor in explaining individual differences in perception of variance, even in unambiguous situations. We assessed the effects of others' emotions on observers inferred procedural justice during (un)ambiguous situations when people are treated (un)fairly. We collected data using Qualtrics online survey software from 1012 employees across different industry services in the United States. The participants were assigned randomly to one of the 12 experimental conditions (fair, unfair, and unknown x happiness, anger, guilt, and neutral). The results indicated that emotions played a significant role in the psychology of justice judgments under the ambiguous situation, as predicted by the EASI, as well as under unambiguous conditions. The study revealed significant interactions between the procedure and emotion. These findings emphasized the importance of considering how others' emotions influence an observer's perception of justice. The theoretical and practical implications of these findings were also discussed.

Supplementary Information

The online version contains supplementary material available at 10.1007/s12144-023-04640-y.

Empowered to Stay Active: Psychological Empowerment, Retirement Timing, and Later Life Work

Motivating older employees both to prolong their working lives and to stay active even after retirement has become increasingly important due to rising old-age dependency ratios. Later life work-including both paid work and volunteering-has thus become an important topic for scholars and practitioners. We aim to extend research on later life work by hypothesizing that psychological empowerment at work increases not only desired and actual retirement ages but also levels of later life work. Second, we test differential effects of psychological empowerment on later life work, expecting it to be more strongly related to paid work after retirement (i.e., bridge employment) than to volunteering. Third, we suggest that the relationship between psychological empowerment and bridge employment depends on the employees' level of physical limitations. We used data from a longitudinal panel study in Germany in which structured telephone interviews were conducted. A sample of older individuals who had retired between two waves of measurement was drawn (time lag: three years; n = 210). The results of a path analysis support the postulated mediation. Furthermore, as expected, psychological empowerment more accurately predicted bridge employment than volunteering, and physical limitations moderated the relationship between psychological empowerment and bridge employment. Lastly, additional analyses on the individual empowerment facets revealed that only the competence facet played a significant role in the proposed hypotheses. Overall, our findings suggest that psychological empowerment may help to increase older employees' motivation to delay retirement and to stay active even after retirement.

Relationship between leadership-member exchange (LMX) and flow at work among medical workers during the COVID-19: the mediating role of job crafting

Based on relational leadership theory and self-determination theory, this study aims to investigate the relationship between leader-member exchange (LMX), job crafting, and flow at work among medical workers in the context of the COVID-19 pandemic. Participants in the study consisted of 424 hospital employees. The results showed that: (1) the LMX positively predicted flow at work; (2) two types of job crafting (increasing structural job resources and challenging job demands) played a mediating role between the LMX and flow at work; and (3) gender did not moderate these mediating effects as suggested by previous studies. These results indicate that the LMX can not only directly predict flow at work, but also indirectly predict work-related flow through job crafting by increasing structural job resources and challenging job demands, thus providing new insights for enhancing flow experiences of medical workers.

Gender differences in perceived legitimacy and status perception in leadership role

The present study examined the difference between women and men in perceiving leadership roles. Two experiments, one conducted online and the other in a lab, investigated the subjective experiences of Japanese men and women when they are assigned with different roles (e.g., leader vs. subordinate). Both studies revealed that women perceived their role as less legitimate when they were assigned leader role (vs. subordinate role). In contrast, men did not differ in their perceived legitimacy according to the assigned roles. This discrepancy in legitimacy perception in response to different roles between men and women accounted for a significant variance in women's lower sense of status when they were a leader (vs. subordinate), but not among men. Our study results illustrate the psychological barrier operating for women in organizations that are embedded in a cultural context in which women leaders are highly underrepresented.

The problem with confidence: too much and too little results in poorer achievement, inner conflict, and social inhibition

Introduction

Confidence is defined as the feelings and thoughts people have during a task that result in judgments about their performance. Evidence suggests that confidence is trait-like, but thus far research on the relative match between confidence and accuracy has been primarily restricted to over-confidence effects, and subject to the methodological flaws involved with using difference scores. We sought to answer an exploratory question in this research, whether discrepancies in ability and confidence in either direction reliably predicted individual differences on a broad-spectrum and commercially available personality test, the California Psychological Inventory (CPI260).

Methods

Participants were 220 employed adults who had previously taken the CPI260 for career development purposes. They were invited to complete a measure of cognitive ability and confidence in return for feedback on the same. Data were modeled using polynomial regression and response surface analysis, to determine whether and how CPI260 personality traits were associated with matches or mismatches between accuracy and confidence in the same test.

Results

We identified negative curvilinear effects along the line of disagreement for four CPI260 scales, suggesting that both under- and over-confidence were associated with personality.

Discussion

In contrast to our expectations, individuals who were under-confident and those who were over-confident had lower achievement potential, less social confidence, and more inner conflict than other individuals in this sample. Although preliminary, these findings suggest that both over-confident and under-confident individuals are aware of potential weaknesses that impede their functioning.

Employee silence, job burnout and job engagement among teachers: the mediational role of psychological safety

Background: Teaching is a highly demanding profession, with teachers reporting increasing levels of burnout. Accumulated evidence indicates that inhibiting the expression of one's thoughts, emotions, and behaviors continuously can take a psychological toll actively resulting in physiological and psychological symptoms (e.g. stress, emotional exhaustion, strain). The purpose of this study was to assess the different types of employee silence among teachers and examine their relationship with job burnout, job engagement and psychological safety. Methods: A convenience sampling method approach was used whereby 150 primary school education teachers from Greece participated in a survey. Self-reported measures for burnout, work-engagement, psychological safety and employee silence motives were used in this cross-sectional study. Results: Psychological safety mediated the relationship between burnout and employee silence, and more specifically between the three core components of burnout and both acquiescent and quiescent silence, but not prosocial silence. In terms of engagement, the indirect effect was significant between vigor/dedication and both quiescent and acquiescent silence. Conclusions: The present research highlighted the importance of acquiescent and quiescent silence, two forms of silence that are rooted in fear and hopelessness respectively. This research adds to the growing picture of teaching as a profession that is characterized by increasing levels of burnout, employee silence and low levels of psychological safety.

Ethnic discrimination in Scandinavia: evidence from a field experiment in women's amateur soccer

In this paper, we examine ethnic discrimination using sport as a laboratory. Applying a field experiment in the three Scandinavian countries-Sweden, Norway, and Denmark-we test whether foreign female minority groups experience greater rejection rates when seeking inclusion in amateur soccer clubs. Soccer coaches were contacted by e-mail using native and foreign-sounding names from selected groups, requesting to participate in trial practice. Previous findings show persistent discrimination of foreign minority groups in the labour market, and recent work suggests that discrimination also occurs in the context of soccer. Our findings from Scandinavia show that Sweden is the only country that shows statistically significant signs of discriminatory patterns, and the probability of experiencing discrimination increases with cultural distance. However, cultural distance appears to have no influence in Norway and Denmark. We further investigate whether male or female coaches demonstrate different discriminatory behaviour when being contacted, but our analysis shows almost no gender differences. Findings suggest that how men and women differ in their discriminatory behaviour is context specific. The differences identified across nations and previous studies are discussed to better understand the mechanisms of discrimination.

Nonprofits for Cohesive Cities: Neighborhood Characteristics, Organizational Practices, and their Effects on Social and Systemic Integration

Nonprofit organizations (NPOs) contribute to vital neighborhoods by building communities of citizens and acting as intermediaries between citizens and organizations. We investigate how NPOs' engagement in social and systemic integration is shaped by neighborhood characteristics, and how it relates to the organizational practices of managerialism and organizational democracy. We combine survey data with administrative data from a representative sample of NPOs in a major European city. To measure the effect of neighborhood on organizational integration, we separated the city into 7,840 grid cells characterized by population, per capita income, share of immigrant population, and density of organizations. Findings indicate that managerialism positively relates with systemic integration, as organizational democracy relates with social integration. Neighborhood characteristics, however, are not related with NPOs' engagement in integration. Our findings contribute to research on urban social cohesion by illuminating the interplay between NPOs' organizing practices, local neighborhoods, and contributions to both forms of integration.

Supplementary Information

The online version contains supplementary material available at 10.1007/s11266-023-00571-1.

The effects of ethical leadership on creativity: A conservation of resources perspective

The pursuit of novelty can be a challenging experience that often comes with stress. Thinking outside the box can even lead to ethical dilemmas, particularly when innovators are under the pressure to meet deadlines. In this study, we examine creativity as a stress-inducing process, especially when employees encounter setbacks during their pursuit of novelty. Our aim was to explore the relationship between ethical leadership and creativity from a Conservation of Resources (COR) perspective. Using two distinct research samples, we discovered that help seeking behavior during the pursuit of novelty is crucial for acquiring resources in the workplace and serves as a mediator in the relationship between ethical leadership and creativity. We also discuss the theoretical and practical implications of these findings.

Migrant worker well-being as a struggle for meaningful work: Evidence from Bangladeshi migrants in a developing country

This article analyses the well-being of migrants in the global South for whom employment precarity has become normalized, and working and living conditions are associated with poor health, isolation, limited voice and a general lack of protection. Well-being in such contexts may be considered as a multifaceted phenomenon which manifests itself across work and other life domains to include collective sources of well-being. We also recognize the politics of working life in how precarious workers construct well-being, presenting them as engaged in a struggle for meaning in the absence of objectively meaningful work. First, we explore the objective constraints on well-being at multiple sites (personal, relational, organizational, communal) and, second, we draw from a sociological perspective of meaningful work to explore worker agency in deriving subjective autonomy, recognition and dignity. Qualitative data from 41 Bangladeshi migrants in Mauritian construction, food and textile manufacturing firms showed that despite considerable challenges to personal well-being, workers engaged in informal and agentic strategies which shaped their efficacy, voice and relationships to create meaningful work. The findings reveal mechanisms underlying the construction of meaning in precarious work, showing the implications for gendered and culturally-derived agency, and broadening theory on holistic and contextualized perspectives of well-being.

Complementary and Alternative Medicine legitimation efforts in a hostile environment: The case of Portugal

This article explores complementary and alternative medicine (CAM) organisations' legitimation efforts that face extra obstacles as they are subject to more than one institutional logics (hybrids) and operate in a contested organisational space (hostile environment). CAM organisations espouse the health and market logics and their practices are questioned at an institutional level. The study is conducted in Portugal, where the legalisation of CAM therapies was a contested process over 10 years. Taking an abductive approach and drawing on qualitative interviews, the authors analyse CAM managers' efforts to legitimise their practices and build viable organisations despite hostile conditions. Contrary to prior studies of hybrid healthcare organisations, CAM organisations derive moral legitimacy from the market logic rather than the health logic. The findings show that relationships, trust-building and consumer education appear to be the primary vehicles for establishing pragmatic legitimacy. Thus, pragmatic legitimacy relies on the health logic. The market logic dominates the pursuit of moral legitimacy through financial sustainability, human capital, marketing communications and partnerships, and advocating complementarity with biomedicine. We propose a model through which organisations use pragmatic legitimacy to enhance moral legitimacy and to create recursive feedback between moral and pragmatic legitimacy on the path to cognitive legitimacy.

Creative Process and Multivariate Factors through a Creative Course "Keep Calm and Be Creative"

Creativity has been studied for a long time and it has become a more significant topic of research in educational fields in recent decades. The present paper outlines a multivariate approach to creativity and substantiates this approach by investigating the creative process and multivariate factors through a creative course for master's students at the University of Teacher Education in Switzerland. Our goal is to examine more specifically the stages of the creative process and the emerging multivariate factors in different creative activities. The article reports findings from the analysis of students' creative report process diaries as well as semi-structured interviews. Drawing on experiential learning, this pilot study was conducted in collaboration with master's student teachers (n = 10). The results show that the different microlevels of the creative process are the subject of variations from one creative experience to another. Most factors of the multivariate approach emerge from this kind of creative training. The discussion will allow for a review of the research results and also a better understanding of the creative process in the pedagogy of creativity.

Addressing Barriers to Career Development Awards for Early Career Women in Pediatric Psychology

OBJECTIVE

To provide person and system-level recommendations for supporting early career women in the field of pediatric psychology in writing and submitting National Institutes of Health (NIH) Career Development Award (K award) applications. Recommendations are provided in the context of common barriers, with a focus on practical solutions.

METHODS

Publicly available NIH reporter data were compiled to examine rates of funding for Society of Pediatric Psychology (SPP) members. Barriers that women face when initiating programs of research are described and applied to the field of pediatric psychology.

RESULTS

Of current SPP members, 3.9% (n = 50) have ever received an NIH K award. Approximately 88.5% of SPP members identify as women, including 89.0% of SPP K award recipients. A table of person- and systems-level recommendations is provided to offer strategies for mentees, mentors/sponsors, institutions, and national organizations to address the barriers discussed.

CONCLUSIONS

By addressing gender-specific barriers to submitting K award applications, we hope to increase the number of women K awardees and support the scientific advancement of pediatric psychology.

Work Values of Working Women in Israel: A Comparison of Haredi Women with Those from the Secular and Traditional Segments

The Haredi (or Ultra-Orthodox) sector is the fastest growing population in Israel, but the ability to study their working world is limited, and as far as we know, the work values of Haredi women (who are usually the main breadwinners) have not been studied to date. This unique study compares their work values with those of secular and traditional Jewish-Israeli women. The Meaning of Work (MOW) questionnaire was administered to 467 employed Jewish-Israeli women (309 Secular, 138 Traditional, and 120 Haredi), addressing values, attitudes, and aspirations at the workplace. The findings indicate that, while secular women ascribe more importance to individualistic values related to interesting work and variety than do traditionalist and Haredi women, no significant differences exist among the three groups concerning the interest in good pay, autonomy, interpersonal relations, or job security. In addition, a higher level of religiosity was associated with the importance of convenient hours and inversely associated with the importance of learning new things. Further, Haredi women attribute more importance to promotion and congruence between their personal abilities and experience and the job requirements than did women from the other two groups. Overall, the background demographic variables had little impact on work values. The findings can be explained by the different cultural values (collectivism versus individualism) and the obstacles Haredi women experience in the labor market.

When and why are employees willing to engage in voice behavior: a power cognition perspective

Previous studies have found that sense of power is an important predictor of employee voice; however, the mechanism underlying the relationship between these factors remains unclear. To explore this mechanism, 642 valid questionnaires from 45 enterprises were used to conduct an empirical test based on the approach-inhibition theory of power. The results showed that sense of power can affect error risk taking positively, error risk taking mediates the relationship between sense of power and employee voice; and power congruence moderates both the direct relationship between sense of power and employee voice and their indirect relationship via error risk taking. This study thus provides a useful reference for improving employees' enthusiasm for voice behavior and can help enhance the competitiveness of enterprises.

Ethics and the Future of Meaningful Work: Introduction to the Special Issue

The world of work over the past 3 years has been characterized by a great reset due to the COVID-19 pandemic, giving an even more central role to scholarly discussions of ethics and the future of work. Such discussions have the potential to inform whether, when, and which work is viewed and experienced as meaningful. Yet, thus far, debates concerning ethics, meaningful work, and the future of work have largely pursued separate trajectories. Not only is bridging these research spheres important for the advancement of meaningful work as a field of study but doing so can potentially inform the organizations and societies of the future. In proposing this Special Issue, we were inspired to address these intersections, and we are grateful to have this platform for advancing an integrative conversation, together with the authors of the seven selected scholarly contributions. Each article in this issue takes a unique approach to addressing these topics, with some emphasizing ethics while others focus on the future aspects of meaningful work. Taken together, the papers indicate future research directions with regard to: (a) the meaning of meaningful work, (b) the future of meaningful work, and (c) how we can study the ethics of meaningful work in the future. We hope these insights will spark further relevant scholarly and practitioner conversations.

Conflict resolution styles and skills and variation among medical students

BACKGROUND

Conflict is inevitable on healthcare teams, yet few professional school curricula teach or assess conflict resolution skills. Little is known about the variation in conflict resolution styles across medical students and how these styles might impact conflict resolution skills.

METHODS

This is a prospective, single blinded, group randomized quasi experimental trial to assess the impact of knowing one's own conflict resolution style on conflict resolution skills in a simulated encounter. Graduating medical students completed a mandatory conflict resolution session with standardized patients acting as nurses during a transition to residency course. Coaches reviewed videotapes of the simulation, focusing on students' skills with negotiation and emotional intelligence. Retrospectively, we assessed the impact of the students knowing their conflict resolution style prior to simulation, student gender, race, and intended field of practice on conflict resolution skills as judged by coaches.

RESULTS

One hundred and eight students completed the simulated conflict session. Sixty-seven students completed the TKI before the simulated patient (SP) encounter and 41 after. The most common conflict resolution style was accommodating (n = 40). Knowing one's conflict resolution style in advance of the simulation and one's identified race/ethnicity did not impact skill as assessed by faculty coaches. Students pursuing diagnosis-based specialties had higher negotiation (p = 0.04) and emotional quotient (p = 0.006) scores than those pursuing procedural specialties. Females had higher emotional quotient scores (p = 0.02).

CONCLUSIONS

Conflict resolution styles vary among medical students. Male gender and future practice in a procedural specialty impacted conflict resolution skills but knowing conflict resolution style did not.

Activity and Interconnections of Individual and Collective Actors: An Integrative Approach to Small Group Research

In this article, we attempted to integrate and further develop theoretical ideas in the area of the small group research about all group activity levels (types of actors) - individual, informal subgroup, and group - and about connections among them. We have touched upon such issues as (a) modes of group activity represented by activities of each type of the actors; (b) structural and functional associations among the actors; (c) functions that each type of actors carries out with respect to another type of actors; (d) direct and indirect links among actors; (e) the influence of links between some actors on links among other actors; and (f) processes of integration and disintegration as the main mechanism for changing connections among actors. Special attention is paid to direct (immediate) personalized and depersonalized connections among actors, as well as to connections mediated by actors' connections with another actor or some object. Discussion of these issues leads to formulation of some specific propositions. Simultaneous research coverage of all three types of actors and various connections among them should allow for creating a more complete picture of small group activities and various psychological phenomena within it, including multifaceted and complex ones. It should also enable considering group structure and the essence of group dynamics differently. We conclude this article by presenting both theoretical and practical implications of the proposed integrative perspective and by posing some important questions in line with it for further discussion.

The Normative and Cultural Dimension of Work: Technological Unemployment as a Cultural Threat to a Meaningful Life

The scholarship on meaningful work has approached the topic mostly from the perspective of the subjective experience of the individual worker. This has led the literature to under-theorize, if not outright ignore, the cultural and normative dimension of meaningful work. In particular, it has obscured that a person's ability to find meaning in her life in general, and her work in particular, is typically anchored and dependent on shared institutions and cultural aspirations. Reflecting on the future of work, particularly on the dangers posed by the threat of technological unemployment, helps us recognize this cultural and normative dimension of meaningful work. I argue that a world with few work opportunities is a world devoid of a core structuring ideal around which our society has organized itself and, as such, will strain our ability to make sense of what it means to find life meaningful. To make this case I show that work operates as a central organizing telos around which our contemporary lives gravitate. Work touches everyone and everything, defining the rhythms of our days and weeks and providing a center of gravity around which our lives are structured. Work constitutes a central dimension of human flourishing. Through work we provide for our material needs, develop our skills and virtues, build community, and contribute to the common good. As such, work constitutes a central organizing ideal in contemporary Western societies, a fact has significant normative force and plays an important role in our finding work meaningful.

Psychosocial safety climate as a predictor of work engagement, creativity, innovation, and work performance: A case study of software engineers

Introduction

Creativity is vital for competitive advantage within technological environments facing the fourth industrial revolution. However, existing research on creativity has rarely addressed how a climate beneficial for worker psychological health, a psychosocial safety climate (PSC), could additionally stimulate the growth of workplace creativity, innovation, and performance in digital environments.

Method

To examine how individually perceived PSC influences subsequent work engagement promoting higher levels of computer-based radical and incremental creativity, innovation, and work performance, employees in a software engineering firm (N = 29, 86 observations) completed a weekly questionnaire for 4 consecutive weeks.

Results

At the between-person level PSC was positively related to average future weekly individual fluctuations of creativity (radical and incremental), work engagement, and job performance. Additionally weekly work engagement was related to future creativity (radical and incremental). Work engagement also mediated the between-person relationship between PSC and future creativity (both radical and incremental). PSC did not predict innovation.

Discussion

This study contributes to the theory on PSC, creativity, and work performance by elucidating the individual perceived PSC-creativity relationship and suggesting PSC systems as meaningful antecedents to digital work performance.

Corporate Purpose: A Social Judgement Perspective

We apply the lens of social judgement theory to understand the causes and consequences of the growing debate about the purpose of the corporation. Our historical analysis suggests that the debate about corporate purpose is not new and that it tends to arise during periods of growing economic inequality. Our analysis also suggests that the discursive shift from shareholder to stakeholder capitalism will trigger a new standard of social evaluation of corporations in which we no longer judge corporate behavior based on standards of legitimacy but rather on standards of authenticity. We explore what this change in social evaluation will mean for corporate competition.

Women With Mandarin Accent in the Canadian English-Speaking Hiring Context: Can Evaluations of Warmth Undermine Gender Equity?

Although many workers speak with a non-native English accent, our understanding of this phenomenon is limited because prior work predominantly focused on men. This overlooks whether the biases women experience due to their accent manifests differently. To address this omission, we use an intersectional lens to examine how non-native accents associated with more gender-traditional countries may affect women's hiring outcomes. We argue that the bias women with these accents face is subtle due to an association of non-native (vs. native) accents with perceptions of women's warmth (whereas there are no such effects for men) and consequently higher perceptions of hireability. Yet we posit that the indirect effect on hireability occurs within feminine, but not masculine, industries, which ultimately undermines equity by pushing women with these non-native accents into lower pay and prestige occupations. We found support for our hypotheses in three vignette-based experiments conducted in Canada using a Mandarin accent. Managers and decision-makers need to be aware of the insidious bias women with these non-native accents experience because it may not be immediately apparent that an association of accent with higher ratings of warmth may undermine women at work. Additional online materials for this article are available on PWQ's website at https://journals.sagepub.com/doi/suppl/10.1177/03616843231165475

Process ambidexterity driven by environmental uncertainty: balancing flexibility and routine

Purpose

This study aims to extend ambidexterity theory from the perspective of organisational learning and examine how process ambidexterity, which comprises operational flexibility and operational routine, responds to environmental uncertainty and ultimately reduces organisational risks.

Design/methodology/approach

This study tests the hypotheses by analysing 464 annual reports of 115 listed companies in the Chinese agricultural and food industry using content and secondary data analyses. Four case studies are also provided.

Findings

The results show that (1) environmental uncertainty has a positive effect on either operational flexibility or operational routine; (2) both operational flexibility and operational routine have negative effects on organisational risks, supporting the view that process ambidexterity mediates the relationship between environmental uncertainty and organisational risks; and (3) organisational slack plays the role of “double-edged sword” by negatively moderating the effect of environmental uncertainty on operational flexibility and positively moderating the effect of environmental uncertainty on operational routine.

Originality/value

In an uncertain environment, companies are exposed to greater risk. This study contributes to risk management in three ways: first, it extends ambidexterity theory to process management and proposes how process ambidexterity balances operational flexibility and routines. Second, it distinguishes between the different conditions under which flexibility or routines are superior. Third, it explains the mechanisms related to how organisations can resolve environmental uncertainty into risk through process ambidexterity.

Rags and Riches: The Effects of Social Class Diversity on Team Viability

Social class inequality is growing at a record pace. What happens when individuals from different social classes work on the same team? We examined the direct and moderating influences of social class as an underexplored form of diversity on team viability in 132 student project teams. Guided by an overarching framework from the team diversity literature, we explored perspective taking and conflict resolution norms as moderators that may safeguard against the negative effects of social class diversity on team viability. As predicted, teams with a mix of higher and lower social class members who were less able to see their teammates’ points of view or develop open conflict resolution norms reported less desire to work together in the future. Given these promising results and the ongoing importance of social class inequality in organizations, future research should continue to examine social class in a team context.

Psychological Safety and Creativity in Teams: A Mediated Moderation Model of Shared Leadership and Team Diversity

The current study extends the literature on psychological safety and team creativity by exploring the questions of whether, how and when psychological safety influences team creativity positively. Specifically, the current study proposes that psychological safety has a positive impact on team creativity and this impact is mediated by shared leadership. Furthermore, the study introduces team diversity as a potential moderator in the relationships between psychological safety and team creativity through shared leadership. It is found that the direct effect of psychological safety on team creativity is more positive when team members perceive high diversity. Using a sample of 135 members working in teams in R&D departments in the electronics industry, the hypotheses were largely supported. Theoretical contributions, practical implications and future research directions are discussed.

Longitudinal Profiles of Recovery-Enhancing Processes: Job-Related Antecedents and Well-Being Outcomes

The present study aimed to examine longitudinal recovery profiles based on three recovery-enhancing processes, i.e., psychological detachment from work, physical exercise, and sleep. In addition, we examined whether job-related demands and resources predict profile membership and whether profile membership predicts well-being outcomes. The participants were Finnish employees (N = 664) who filled in an electronic questionnaire in three successive years. Latent profile analysis (LPA) revealed five stable profiles of recovery-enhancing processes across time: (1) physically inactive, highly detaching (15%), (2) impaired recovery processes (19%), (3) enhanced recovery processes (25%), (4) physically active, poorly detaching and sleeping (19%), and (5) physically active (29%). In addition, job-related antecedents and well-being outcomes showed unique differences between the five profiles identified. Altogether, our study takes recovery research a step forward in helping to understand how recovery-enhancing processes function simultaneously over the long-term and suggests that, from the perspective of well-being, detachment from work and good sleep are more crucial recovery processes than physical activity.

Taking the Path Less Traveled: How Responsible Leadership Addresses a Grand Challenge in Public Health, a Case Study from China

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.