Effects of another person’s fair treatment on one’s own emotions and behaviors: The moderating role of how much the other cares for you

How corporate social responsibility explains salespeople’s job performance: the influence of responsible leadership

Purpose

The purpose of this study is understanding how companies can improve sales force performance is a key issue. Despite this, the study of the impact that corporate social responsibility (CSR) practices might have on salespeople’s performance has been neglected in the sales literature.

Design/methodology/approach

Using data provided by 176 salesperson–supervisor dyads and through structural equation modeling and conditional process analysis, empirical evidence confirms the hypotheses.

Findings

Certainly, the findings confirm that salespeople’s performance is influenced by their CSR perception, not directly but through their pride and organizational commitment. Furthermore, the results improve when considering the intervention of a responsible leader. The paper also identifies the management implications and makes some recommendations for upcoming studies.

Originality/value

This paper contributes to fill this gap by examining the effect of salespeople’s CSR perception on their job performance through organizational pride and organizational commitment. Additionally, it is suggested that the exercise of responsible leadership by the supervisor strengthens the previous indirect relationship, moderating the influence of salesperson’s organizational pride on their commitment.

Interactional Justice, Informational Quality, and Sustainable Supply Chain Management: A Comparison of Domestic and Multinational Pharmaceutical Companies

As the business environment gradually intensifies, interest in building efficient supply chain relationships is growing. The basic principle of supply chain management (SCM) is to enhance efficiency by maintaining sustainable relationships between companies in the supply chain. This study classifies interactional justice into interpersonal justice and informational justice and examines their effects on informational quality and sustainable SCM by comparing Korean pharmaceutical companies with multinationals. The study used a theoretical structural model to investigate the causal impact of interactional justice on informational quality and sustainable SCM. The results indicated that interpersonal justice showed a significant positive relationship with informational justice. Further, interpersonal justice and informational justice had a significant positive effect on informational quality in Korean pharmaceutical companies but not in multinationals. Finally, informational quality had a positive effect on sustainable SCM performance regardless of the company’s nationality. This study is important because it identified the influence of interactional justice on informational quality and sustainable SCM by comparing Korean with multinational pharmaceutical companies. The study also highlighted the necessity of interpersonal justice and informational justice in the pharmaceutical industry. Lastly, the study suggests a useful method for the literature to investigate pharmaceutical companies.

Observers' impression of the person in pain influences their pain estimation and tendency to help

BACKGROUND

Estimation of a patient's pain may have a considerable impact on the level of care that patient receives. Many studies have shown that contextual factors may influence an observer's pain estimation. Here, we investigate the effect of an observer's impression of a person in pain and justification of his/her pain on the observer's pain estimation, tendency to help and perceived empathy.

METHODS

Thirty healthy individuals (half females) read scenarios aimed to manipulate the reader's impression of characters who ultimately were fired from their work (four positive characters and four negative; half females). Then they observed 1-s videos of four levels of pain expression (neutral, mild, moderate, strong) in those characters during an examination. Subsequently, they rated pain estimation, tendency to help and perceived empathy. Afterwards, they rated their likability of characters and how just they find the end of story.

RESULTS

People rated pain in positive characters higher than the pain in negative characters. They also expressed more tendency to help and a higher level of perceived empathy towards positive characters than negative characters. For the highest level of pain in positive characters, perceived injustice towards that person was the best predictor of the observer's pain estimation, tendency to help and perceived empathy. For negative characters, dislikeability was the best predictor of tendency to help and perceived empathy. Justification of their pain was a predictor of pain estimation and tendency to help.

CONCLUSION

Observers used different information to evaluate pain in positive and negative individuals.

SIGNIFICANCE

Observers' estimation of pain, perceived empathy and tendency to help biases by their understanding of the characteristics of the person in pain. In clinical settings, these biases may influence the quality of care and well-being of patients. Understanding the underlying mechanisms of these biases can help us improve the quality of care and control the effect of prejudices on pain assessment.

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

BACKGROUND AND OBJECTIVES

Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

DESIGN

The study design was a three-wave self-reported questionnaire.

METHOD

The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

RESULTS

The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (-.06), voicing behavior (-.07), and task performance (-.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

CONCLUSION

The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.

The affect of vision and compassion upon role factors in physician leadership

The career path for many professionals is often into a leadership role, yet many professionals do not have the competencies or inclination to lead. This study explores physician leaders as a representative group of professionals. While there have been many efforts at understanding the characteristics of effective physician leaders, a greater understanding is needed on the nature of physician leadership. The largest healthcare organization for physician leaders in the United States was surveyed to gain a greater understanding of the nature of leadership. Partial Lease Squares (PLS) was used to analyze results from 677 online surveys to understand the causal relationship of role conflict and role endorsement to participation. The findings reveal the mediating influence that positivity exerts upon participation, and offers health care leaders an opportunity to increase understanding of the social identification process that leads a higher level of professional participation, which may increase effectiveness for physicians in leadership.

An employee-centered model of organizational justice and social responsibility

This paper reviews recent research within the area of organizational justice. It argues that a key element of the employee experience is the formation of perceptions about how both the self and others are treated by organizational stakeholders, as well as the level of dignity and respect bestowed by the organization to external groups. Employees, therefore, look in, around, and out, in order to comprehend their working experiences, and depend on these judgments to navigate the organizational milieu. A full understanding of justice phenomena requires consideration of individual differences; contextual influences; affective, cognitive, and social processes; as well as a person-centric orientation that allows for both time and memory to influence the social construction of worker phenomena.

Reactions to Procedural Discrimination in an Intergroup Context: The Role of Group Membership of the Authority

The present research examined whether reactions to procedural discrimination (favoring self vs. favoring other procedures) are qualified by whether the authority is an ingroup or an outgroup member. We argue that because we tend to demonstrate ingroup bias in an intergroup context, we should react more positively when we are favored over an outgroup other than when an outgroup other is favored over us. Furthermore, we reason that because compared with outgroup authorities, ingroup authorities are perceived to be more related to us, we should react more strongly to procedural discrimination exercised by the ingroup authority. Across the two studies, results support our predictions. Results are discussed with reference to the social identity perspective and the group-value model.

Gerechtigkeitseinschätzungen in Organisationen

Zusammenfassung. Das Konstrukt der organisationalen Gerechtigkeit wurde bislang in einer Vielzahl von Studien untersucht, wobei allerdings häufig mit unterschiedlichen Instrumenten unterschiedliche Faktoren erhoben wurden. Um die Ergebnisse zwischen Studien besser vergleichbar zu machen, entwickelte Colquitt (2001) ein vier-faktorielles Messinstrument zur Erhebung der Wahrnehmung organisationaler Gerechtigkeit. In der vorliegenden Studie sollte die Validität einer deutschsprachigen Version dieses Verfahrens überprüft werden. Der Fragebogen wurde in einer Stichprobe von 512 Berufstätigen eingesetzt. Die Ergebnisse der konfirmatorischen Faktorenanalysen bestätigten die angenommene vier-faktorielle Struktur. Die Zusammenhänge der vier Faktoren mit proximalen und distalen Kriterien belegten die Validität dieser Version. Vorschläge für die weitere Validierung dieses Fragebogens werden diskutiert.