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Unger A, Li Z, Papastamatelou J, Bi C. Influence of social mindfulness and Zhongyong thinking style on cooperative financial decision making in a Western sample. Psych J 2024. [PMID: 38778563 DOI: 10.1002/pchj.764] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2023] [Accepted: 03/26/2024] [Indexed: 05/25/2024]
Abstract
Social mindfulness and Zhongyong thinking style are of high importance when evaluating relevant co-actors in the social world. The current study investigates the influence of social mindfulness and Zhongyong thinking style on cooperative financial decision making in a public goods game among a Canadian sample. We hypothesize that higher perceived social mindfulness and higher perceived Zhongyong thinking style will increase the amount of money contributed to a joint project in a public goods game. The sample was a prolific-based online recruited sample of n = 125 Canadians. We observed a significant main effect of Zhongyong thinking style on the amount of contributed money in the public goods game. Social mindfulness did not reach significance. The influence of Zhongyong thinking style was qualified by a significant Zhongyong by gender interaction, indicating that females but not males reduced their contributions if the Zhongyong thinking style of the co-actor was manipulated as being low. It is shown that Zhongyong thinking style is also relevant in a Western cultural setting. Future research is needed, however, to investigate further the reasons for the differences between females and males.
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Affiliation(s)
- Alexander Unger
- East Asia Institute, Ludwigshafen University of Business and Society, Ludwigshafen, Germany
| | - Zixuan Li
- Mental Health Education Center, Changsha University of Science and Technology, Changsha, China
| | - Julie Papastamatelou
- Study Program of Business Psychology, University of Applied Management Studies (HdWM), Mannheim, Germany
| | - Chongzeng Bi
- Research Center for Psychology and Social Development, Faculty of Psychology, Southwest University, Chongqing, China
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2
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Qu J, Zhao S, Cao M, Lu J, Zhang Y, Chen Y, Zhu R. When and how is team cognitive diversity beneficial? An examination of Chaxu climate. Heliyon 2024; 10:e23970. [PMID: 38268593 PMCID: PMC10805916 DOI: 10.1016/j.heliyon.2024.e23970] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/18/2023] [Revised: 12/06/2023] [Accepted: 01/01/2024] [Indexed: 01/26/2024] Open
Abstract
The workforce is becoming increasingly heterogeneous in terms of age, gender, race/ethnicity, education, values, cognition, and culture. Thus, team diversity management is regarded as an important development strategy that organizations can use to gain advantages. However, in the diversity literature, empirical studies investigating the effects of cognitive diversity on creativity have not yielded conclusive findings. This has called into question the importance of team cognitive diversity. To address this, we investigate when and how team cognitive diversity fosters individual creativity. Drawing on the categorization-elaboration model (CEM) and literature on Chaxu climate, we develop a multilevel mediated moderation model in which the team Chaxu climate is treated as the moderator and team knowledge sharing is treated as the mediator. Using two-wave paired data collected from 46 teams and 368 members, we find that Chaxu climate mitigates the positive effect of team cognitive diversity on team knowledge sharing. In turn, team knowledge sharing mediates the interaction effect between team cognitive diversity and Chaxu climate on individual creativity. Our study facilitates a shift from an automatic-oriented lens to a contingent-oriented lens by identifying a new contingent factor and advances research on the underlying mechanisms by identifying a new process factor. Ultimately, this study enriches our knowledge on the function of cognitive diversity in the field of business strategy.
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Affiliation(s)
- Jiaojiao Qu
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Shuming Zhao
- School of Business, Nanjing University, 2307 Anzhong Building, 16 Jinyin Road, Gulou District, Nanjing, Jiangsu Province, China
| | - Man Cao
- School of Economics and Management, Southeast University, 512 School of Economics and Management, 2 Southeast University Road, Nanjing, Jiangsu Province, China
| | - Jintao Lu
- School of Economics and Management, Taiyuan University of Science and Technology, 66 Waliu Road, Wan Bolin, Taiyuan, Shanxi Province, China
| | - Yuan Zhang
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Yanhong Chen
- School of Business Administration, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
| | - Rongmin Zhu
- School of Mathematical Science, Huaqiao University, 269 Chenghua North Road, Fengze District, Quanzhou, Fujian Province, China
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3
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Zhou H, Yang Y. How does employees’ Zhong-Yong thinking improve their innovative behaviours? The moderating role of person–organisation fit. TECHNOLOGY ANALYSIS & STRATEGIC MANAGEMENT 2022. [DOI: 10.1080/09537325.2021.1925103] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Huiping Zhou
- School of Business Administration, Guangdong University of Finance and Economics, Guangzhou, People’s Republic of China
| | - Yuxin Yang
- School of Business Administration, Guangdong University of Finance and Economics, Guangzhou, People’s Republic of China
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Knowledge Hiding and Hider's Innovative Behavior in Chinese Organizations: The Mediating Role of Silence Behavior and the Moderating Role of Zhongyong Thinking. MANAGEMENT AND ORGANIZATION REVIEW 2022. [DOI: 10.1017/mor.2021.76] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Abstract
ABSTRACT
Drawing from the theory of territorial behavior, this article predicts the explanatory role of silence behavior in the relationship between knowledge hiding and hider's innovative behavior in Chinese organizations, and the potential of Zhongyong thinking in mitigating the detrimental effect of knowledge hiding. Results derived from a time-lagged and multi-source survey support our hypotheses. Specifically, knowledge hiding is negatively associated with the innovative behavior of the hider. Silence behavior mediates the relationship between knowledge hiding and innovative behavior. Meanwhile, Zhongyong thinking moderates the positive relationship between knowledge hiding and silence behavior, as well as the indirect relationship between knowledge hiding and innovative behavior through silence behavior. Theoretical and practical implications are discussed based on these findings.
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Zhang W, Liao S, Liao J, Zheng Q. Paradoxical Leadership and Employee Task Performance: A Sense-Making Perspective. Front Psychol 2021; 12:753116. [PMID: 34975645 PMCID: PMC8716820 DOI: 10.3389/fpsyg.2021.753116] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/04/2021] [Accepted: 11/15/2021] [Indexed: 11/24/2022] Open
Abstract
Paradoxical leadership has received increasing research attention in recent years. Yet, questions remain as to why and when paradoxical leadership is effective in promoting employee work outcomes. Drawing upon the sense-making perspective, we propose that paradoxical leadership enhances employee task performance by increasing employees' adaptability, and paradoxical leadership is more effective when employees have higher levels of Zhong Yong thinking and organizational identification. To test our hypotheses, we conducted a multi-source and multi-wave survey study among 235 employees and their supervisors in southern China. The results of the regression analyses fully support our hypotheses. In general, our findings shed light on the underlying mechanisms, as well as the boundary conditions, of the effect of paradoxical leadership. The theoretical and practical implications of these findings are discussed.
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Affiliation(s)
- Wei Zhang
- School of Management, Huazhong University of Science and Technology, Wuhan, China
| | - Shudi Liao
- Business School, Hubei University, Wuhan, China
- Hubei Center for Studies of Human Capital Development Strategy and Policy, Key Research Base of Humanities and Social Science of Hubei Province, Wuhan, China
| | - Jianqiao Liao
- School of Management, Huazhong University of Science and Technology, Wuhan, China
| | - Quanfang Zheng
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
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Zhao H, Zhang H. How personal relative deprivation influences moral disengagement: The role of malicious envy and Honesty-Humility. Scand J Psychol 2021; 63:246-255. [PMID: 34750825 DOI: 10.1111/sjop.12791] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2021] [Revised: 09/06/2021] [Accepted: 10/27/2021] [Indexed: 11/30/2022]
Abstract
Scant research has investigated the potential influence of personal relative deprivation on moral disengagement, and little is known regarding the mechanisms underlying this relationship. Inspired by relative deprivation theory, this study proposed a moderated mediation model to explore the relationship between personal relative deprivation and moral disengagement by examining the mediating role of malicious envy and the moderating role of Honesty-Humility. Five hundred and eighty-nine Chinese adults completed anonymous measures of personal relative deprivation, malicious envy, Honesty-Humility, and moral disengagement. Results revealed that personal relative deprivation was positively correlated with moral disengagement and that malicious envy fully mediated this relationship. Moderated mediation analysis indicated that Honesty-Humility moderated the relationship between personal relative deprivation and malicious envy and that between malicious envy and moral disengagement. Specifically, both relationships became weaker for adults with higher levels of Honesty-Humility. These findings not only highlight the importance of identifying the underlying mechanisms between personal relative deprivation and moral disengagement, but also provide valuable implications for the effective prevention and mitigation of moral disengagement.
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Affiliation(s)
- Huanhuan Zhao
- Department of Psychology, Shanghai Normal University, Shanghai, China
| | - Heyun Zhang
- Department of Psychology, Shanghai Normal University, Shanghai, China
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7
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Bai JY, Tian Q, Liu X. Examining Job Complexity on Job Crafting Within Conservation of Resources Theory: A Dual-Path Mediation Model. Front Psychol 2021; 12:737108. [PMID: 34690891 PMCID: PMC8529054 DOI: 10.3389/fpsyg.2021.737108] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2021] [Accepted: 09/13/2021] [Indexed: 12/31/2022] Open
Abstract
This study examined the different ways in which job complexity influences employees’ job crafting. Specifically, we draw on conservation of resources (COR) theory to hypothesize that job complexity is positively related to approach crafting via work engagement (i.e., resource gain process). At the same time, job complexity may also induce employees to engage in avoidance crafting (i.e., resource loss process) as employee energy resources are depleted. Our data consist of 251 employees working in Macau. We used structural equation modeling (SEM) in Mplus software to test the proposed hypotheses. Our findings confirm that job complexity has differential effects on approach and avoidance crafting through work engagement and energy depletion. These findings highlight the importance of costs and benefits of job complexity and the importance of resources in the employees’ job crafting process. We discuss the practical implications for modern organizations in which complex jobs are prevalent.
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Affiliation(s)
- Jing Yi Bai
- School of Business, Macau Univerity of Science and Techology, Macau, Macao, SAR China
| | - Qing Tian
- School of Business, Macau Univerity of Science and Techology, Macau, Macao, SAR China
| | - Xia Liu
- School of Business, Macau University of Science and Technology, Taipa, Macao, SAR China.,School of Humanities and Management, Southwest Medical University, Luzhou, China
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The Match Between Structural Attributes and Content-Based Orientation of Managerial Cognition: An Exploratory fsQCA Study of ‘Hidden Champions’. MANAGEMENT AND ORGANIZATION REVIEW 2021. [DOI: 10.1017/mor.2021.44] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
ABSTRACT
Strategic decision makers interpret information and translate it into organizational action through the lens of strategic schemas. How should firms realize high performance with various strategic schemas? Cognitive content and structure have been shown to underlie strategic schemas, but few studies have considered them together. This study employs aggregation analysis to clarify the interaction between cognitive content (technology orientation, market orientation) and structure (complexity, centrality) in affecting the firm performance (FP) of ‘hidden champion’ companies, identified by the Economy and Information Technology Department of Zhejiang Province, China. The empirical method applies fuzzy-set qualitative comparative analysis to generate strategic schema profiles for high FP. This exploratory study fills a gap in the literature on managerial cognition and provides key lessons from ‘hidden champion’ companies in China and their paths for small- and medium-sized enterprises to grow.
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Qu J, Zhao S, Zhao Y. Striving for inclusion: evidence from China using a latent profile approach. CHINESE MANAGEMENT STUDIES 2021. [DOI: 10.1108/cms-10-2020-0465] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to identify profiles of inclusion in the workplace to provide evidence-based guidance to build an inclusive organization.
Design/methodology/approach
Latent profile analysis (LPA), a person-centred classification analytical tool, was applied to determine the subtypes of inclusion with Mplus 7.4, using two-wave data collected from 368 employees in 8 Chinese companies.
Findings
Three subgroups were identified: identity inclusion group (the highest level of inclusion, 34.0%), value inclusion group (the moderate level of inclusion, 47.5%) and low inclusion group (the lowest level of inclusion, 18.5%). The findings indicate that groups with male, aged and highly educated members, as well as members from developed areas generally tend to feel more included and greater inclusion relates to more favourable outcomes and fewer detrimental consequences.
Research limitations/implications
As this study was conducted only in China, the results may not be generalizable to non-Chinese contexts.
Practical implications
The results may help organizational leaders develop a deeper understanding of the significance and the crux of inclusion. To address the duality of workforce diversity, managers can take initiatives to create an inclusive organization. To achieve inclusion, managers should pay attention to ways of improving the perceptions of inclusion among all employees.
Originality/value
This is among the first studies to identify the variants in inclusion in China using LPA. It reveals the subtypes and characteristics of inclusion and can serve as a starting point to explore how to realize organizational inclusion in theory and practice.
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Sun H, Guo H, Wang K, Sun L, Wang L. Upward Ingratiation Outside the Workplace and Supervisor's Human Resource Decisions: Moderating Effect of Zhongyong Thinking. Front Psychol 2021; 12:636756. [PMID: 34122229 PMCID: PMC8187586 DOI: 10.3389/fpsyg.2021.636756] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2020] [Accepted: 04/21/2021] [Indexed: 11/13/2022] Open
Abstract
Ingratiation is a common strategy for subordinates to deal with their supervisors in eastern and western societies. Based on the theory of impression management, this study focuses on the impact of upward ingratiation outside the workplace on supervisor's human resource (HR) decisions in the Chinese context and the mechanism behind this impact. The data were collected from 252 supervisor-subordinate dyads in four manufacturing firms. The results demonstrate the following: first, supervisors hold a more favorable view of upward ingratiation outside the workplace; second, upward ingratiation outside the workplace has a positive effect on the supervisor's chance of promotion and bonus allocation decisions, and leader-member exchange (LMX) plays a mediation role in this influence; third, Zhongyong thinking (ZYT) moderates the relationship between LMX and supervisor's chance of promotion and bonus allocation decisions; and finally, ZYT moderates the indirect effect of ingratiation behavior outside the workplace on supervisor's chance of promotion and bonus allocation decisions through LMX, and the mediated relationship is weakened when a supervisor has a higher level of ZYT. This is one of the first empirical studies, which examines the validity of subordinate's upward ingratiation outside the workplace from the perspective of supervisor's ZYT. This study plays an important role in highlighting the effect of ZYT on the ingratiation behavior.
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Affiliation(s)
- Hui Sun
- School of Economics and Management, China University of Mining and Technology, Xuzhou, China.,School of Business, Jiangsu Ocean University, Lianyungang, China
| | - Haibing Guo
- School of Science, Jiangsu Ocean University, Lianyungang, China
| | - Kai Wang
- School of Business, Jiangsu Ocean University, Lianyungang, China
| | - Ling Sun
- School of Environmental Engineering, Xuzhou Institute of Technology, Xuzhou, China
| | - Lu Wang
- School of Business, Jiangsu Ocean University, Lianyungang, China
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11
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The Effects of Psychological Capital and Internal Social Capital on Frontline Hotel Employees’ Adaptive Performance. SUSTAINABILITY 2021. [DOI: 10.3390/su13105430] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study examines the relationship between psychological capital, social capital, and adaptive performance in China’s lodging industry. Recent research has revealed that the production attributes of internal social capital can explain adaptive performance, and that psychological capital affects the relationship attributes of social capital. This raises the question of whether social capital might mediate between psychological capital and adaptive performance. Therefore, this study examined data from a sample of 304 hotel employees in China, using internal social capital as a mediating variable. The results confirmed that psychological capital has a significant positive impact on adaptive performance. Social capital also plays a mediating role partially between psychological capital and adaptive performance. The findings of this study contribute to the theoretical framework of psychological capital and adaptive performance and provide a new approach to human resource management in the lodging industry and other dynamically competitive service industries.
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Zhang Y, Tsang KK. Performance-Based Accountability and Teacher Emotions: Role of Zhongyong Thinking. Front Psychol 2021; 12:612206. [PMID: 33927665 PMCID: PMC8076591 DOI: 10.3389/fpsyg.2021.612206] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/30/2020] [Accepted: 03/19/2021] [Indexed: 11/27/2022] Open
Abstract
Teachers’ emotions may be affected by structural reforms of education that emphasizes performance-based accountability (PBA) and by individual psychological processes like thinking style, but there is a lack of research concerning the relationship between the three factors. In this study, thus, we attempted to test the influence of PBA on teacher emotions and to examine whether the relationship was moderated by a zhongyong thinking (ZYT) style in a Chinese context. A sample of 402 primary and secondary schoolteachers from Hubei, Liaoning, and Beijing in China participated in this study. Structural equation modeling was applied to develop moderation models. The results demonstrated that PBA is a singificant factor with respect to teachers’ joy, sadness/frustration, anger, and fear, as related to their job of teaching, but not love of their profession. Moreover, the ZYT style may moderate the relationship between PBA and joy.
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Affiliation(s)
- Ying Zhang
- College of Educational Administration, Faulty of Education, Beijing Normal University, Beijing, China
| | - Kwok Kuen Tsang
- College of Educational Administration, Faulty of Education, Beijing Normal University, Beijing, China
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Heim I, Sardar-Drenda N. Assessment of employees’ attitudes toward ongoing organizational transformations. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2020. [DOI: 10.1108/jocm-04-2019-0119] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeGlobal companies in the digital service industry are experiencing a pressing urgency for ongoing transformations caused by external factors driven by the need to change business models. This study aims to evaluate the willingness and ability to change as constructs of employee attitude toward change, assess their predictors and develop an approach to analyzing willingness and ability to change.Design/methodology/approachThis study uses an abductive approach, building on the refinement of existing theories. The authors conducted 306 employees' surveys and nine interviews to collect primary data.FindingsThe result of this study suggests that the employees are willing to change when they have a sense of perceived control based on collaboration with management. Factors that have an impact on the willingness and ability to change include job function, age, years of job experience, knowledge of values, company background, understanding the current challenges, understating the urgency for change, positive attitude toward past changes and trust in leadership.Research limitations/implicationsThis is research is focused on one organization, and research in other industries or firms in the digital service industry would be beneficial.Practical implicationsThis research contributes to the practice on the conduct of diagnostic investigation in an organization's readiness and risk for a planned change. The authors add to the existing literature the new dimensions related to the prior experience with change and understanding the need and urgency for change -specific factors that are relevant to individual ability to change. Managers can use findings in this study to learn how to plan and manage organizational change in the fast-paced business environment of digital service industries.Social implicationsThis research will help to understand work attitudes, emotions and behaviors and therefore will improve the well-being in the organizations experiencing transformation.Originality/valueIndividual readiness as a stand-alone concept was not enough explored in the literature, thus creating an opportunity for this study to fill the research gap. The lessons learned from this study are the following: ongoing change initiatives require longer time with a need to extend the organizational restructuring to behavioral and mindset change. This research suggests a practical approach to the assessment of change readiness in organizations. A simple model explaining factors affecting employees' willingness and ability to change has been suggested.
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Honesty-Humility and dispositional awe in Confucian culture: The mediating role of Zhong-Yong thinking style. PERSONALITY AND INDIVIDUAL DIFFERENCES 2020. [DOI: 10.1016/j.paid.2020.110228] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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15
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Wei J, Chen Y, Zhang Y, Zhang J. How Does Entrepreneurial Self-Efficacy Influence Innovation Behavior? Exploring the Mechanism of Job Satisfaction and Zhongyong Thinking. Front Psychol 2020; 11:708. [PMID: 32457676 PMCID: PMC7227373 DOI: 10.3389/fpsyg.2020.00708] [Citation(s) in RCA: 28] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/29/2020] [Accepted: 03/24/2020] [Indexed: 11/13/2022] Open
Abstract
Innovation behavior for entrepreneurship is known as a driving force to obtain competitive advantages. As a key quality for entrepreneurial success, the mechanism of entrepreneurial self-efficacy (ESE) acting on innovation behavior needs further verification, which has led to the primary objective of this paper via applying the Goal Self-Concordance Theory, as well as to further building a theoretical model. Two hundred forty-nine samples of Chinese entrepreneurs have been empirically analyzed in this study, contributing to the following findings. Firstly, ESE has significantly positive effects on entrepreneurial innovation behavior. Secondly, job satisfaction plays a mediating role between ESE and innovation behavior. Thirdly, Zhongyong thinking moderates the relationship between ESE and job satisfaction. The research results might deliver great value in cultivating ESE, encouraging positive entrepreneurial attitude, enhancing job satisfaction, and ultimately inspiring innovation behaviors.
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Affiliation(s)
| | - Yuting Chen
- School of Management, Nanjing University of Posts and Telecommunications, Nanjing, China
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Katsaros KK, Tsirikas AN, Kosta GC. The impact of leadership on firm financial performance: the mediating role of employees' readiness to change. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2020. [DOI: 10.1108/lodj-02-2019-0088] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe aim of the research is to investigate the influence of leadership on firm financial performance and to explore the mediating role of employees' readiness to change.Design/methodology/approachThe paper hypothesizes that employees' readiness to change mediates the relationship between leadership and firm financial performance. A total of 213 employees of Greek shipping firms completed questionnaires examining their firms' leadership style and concurrently, their supervisors appraised their readiness to change. The research model was tested with the use of Structural Equation Modelling.FindingsThe research findings note the importance of leadership in fostering firm financial performance; they describe how each leadership style influences employees' readiness to change; as well as, they confirm that employee readiness mediates the relationship between leadership and firm financial performance. Theoretical and practical implications of these findings are analysed.Research limitations/implicationsGiven that the research was conducted during the severe Greek economic crisis, a time when employees' behaviour is highly influenced by distinctive and complex internal and external relationships, there is scope for further work to verify that the relationships identified in this study remain valid during periods when market conditions are more favourable.Practical implicationsThe findings provide further support on the significance of employees' readiness to change and the paper suggests policies for its development.Originality/valueThe originality of this study lies in the finding that employees' readiness to change mediates the relationship between leadership and firm financial performance. Further, the study was carried out in Greek shipping industry that plays a vital role in the international shipping industry which is responsible for the carriage of around 90% of world trade.
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When Are Pay Gaps Good or Bad for Firm Performance? Evidence from China. MANAGEMENT AND ORGANIZATION REVIEW 2020. [DOI: 10.1017/mor.2019.42] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
ABSTRACTThere is still an ongoing debate regarding the firm performance implications of pay gaps between top executives and subordinate employees. This study integrates relative deprivation theory and tournament theory to investigate the potential nonlinear effects of pay gaps. We expect that at low levels of pay inequality, increased inequality hurts firm productivity, while at higher levels of pay inequality, increased inequality helps firm productivity. Our study of Chinese firms confirms that pay gaps have an approximately U-shaped relationship with firm performance. This nonlinear relationship is weaker in state-owned enterprises (SOEs) than in non-SOEs, suggesting that state ownership is an important moderator in the association. Overall, this study explains previous mixed findings regarding consequences of pay gaps with meaningful implications for policymakers and entrepreneurs in China and other economies with similar cultural and institutional backgrounds.
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Kiani A, Ali A, Kanwal S, Wang D. How and when entrepreneurs’ passion lead to firms’ radical innovation: moderated mediation model. TECHNOLOGY ANALYSIS & STRATEGIC MANAGEMENT 2019. [DOI: 10.1080/09537325.2019.1667972] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Ataullah Kiani
- School of Management, University of Science and Technology of China, Hefei, People’s Republic of China
| | - Ahmed Ali
- School of Management, University of Science and Technology of China, Hefei, People’s Republic of China
| | - Shamsa Kanwal
- School of Public Affairs, University of Science and Technology of China, Hefei, People’s Republic of China
| | - Dan Wang
- School of Management, University of Science and Technology of China, Hefei, People’s Republic of China
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Ma C, Liu H, Gu J, Dou J. How entrepreneurs’ Zhong-yong thinking improves new venture performance. CHINESE MANAGEMENT STUDIES 2018. [DOI: 10.1108/cms-10-2016-0219] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to focus on the cultural cognition of Chinese Zhong-yong thinking, which is deeply rooted in Chinese Confucius culture, and to examine how entrepreneurs’ Zhong-yong thinking is related to new venture performance through guanxi network, and also examine how environmental turbulence affects the influencing mechanism.
Design/methodology/approach
This paper follows an empirical design. Data are collected from a survey administered to entrepreneurs in new ventures of China. Regression analysis is used to test the hypothesis.
Findings
Results show that entrepreneurs’ Zhong-yong thinking is positively related to guanxi and new venture performance, and guanxi mediates the relationship between entrepreneurs’ Zhong-yong thinking and new venture performance. In addition, environmental turbulence moderates the relationship between entrepreneurs’ Zhong-yong thinking and guanxi such that the relationship is stronger under higher technological turbulence or lower market turbulence.
Research limitations/implications
This research uses cross-sectional data, so causal conclusions cannot be made. In addition, more moderators should be considered.
Practical implications
The present study enriches the understanding of how entrepreneurs’ Zhong-yong thinking affects new ventures, which helps entrepreneur understand how to strategize according to external environment and develop what kind of cognitive style to deal with complex situation of their own venture.
Originality/value
This study is a pioneer in exploring non-Western cognitive style–Zhong-yong thinking in entrepreneurial context. It not only enriches the understanding of how Chinese wisdom affects organizational strategy and organizational performance but also advances the cognition research in the field of entrepreneurship.
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