Inclusive Leadership and Subordinates' Pro-Social Rule Breaking in the Workplace: Mediating Role of Self-Efficacy and Moderating Role of Employee Relations Climate

Moral disengagement mediates the relationship between idiosyncratic deals and core employees' prosocial rule breaking

The majority of past studies on employees' prosocial rule breaking have focused on the effects of individual traits, work characteristics, or leadership behavior. We used social cognitive theory to examine the effect of idiosyncratic deals on core employees' prosocial rule breaking from the perspective of employee–organization relations. Using a longitudinal design, we conducted a survey with 395 Chinese core employees. The results show that idiosyncratic deals were positively related to core employees' prosocial rule breaking, and that moral disengagement played a partial mediating role in this relationship. This study gives new insight into the processes through which idiosyncratic deals increase core employees' prosocial rule breaking, and provides important suggestions for how to reduce prosocial rule breaking in organizations. Theoretical and practical implications and future research prospects are discussed.

Inclusive Leadership and Employee Proactive Behavior: A Cross-Level Moderated Mediation Model

Purpose

The proactive behavior of employees is one of the key determinants of organizational development in a rapidly changing business environment. While much attention has been paid to the antecedents of employees’ proactive behavior, little is known about the mechanisms that influence their psychological state and work behavior. The aim of this research is to investigate the relationship between inclusive leadership (IL) and proactive behavior, along with mediating role of employee trust and the moderating role of procedural justice climate.

Methods

The data were collected from 40 independent project teams from 30 companies in China, and the hypotheses were tested on 304 available samples, followed by the null model to conduct the cross-level regression analysis.

Results

The results indicated that IL significantly affects the employee proactive behavior, in which employee trust played a mediating role. Moreover, procedural justice climate respectively moderates the positive relationship between IL and employee proactive behavior, and the positive relationship between IL and employee trust.

Conclusion

IL not only provides emotional support to increase employee trust but also inspires subordinates with a non-active personality to take initiative. Team-oriented organizational structures should promote procedural justice measures to create a trusting and fair work environment that more effectively furthers the effectiveness of IL on positive work behaviors of employees.

Does Self-Sacrifice Make Me Great? Research on the Relationship Between Employee Conscientiousness and Pro-Social Rule Breaking

Based on the theory of purposeful work behavior, this study proposed that the two facets of employee conscientiousness, namely duty orientation and achievement orientation, have opposite effects on pro-social rule breaking (PSRB). We also explored the moderating effect of employees' task characteristic (job autonomy) and social characteristic (leader reward omission) on the above relationships. Using two-wave data collected from 216 employee-supervisor dyads, we found that duty orientation was positively related to PSRB, while achievement orientation was negatively related to PSRB. Further, job autonomy, by amplifying employees' perceived meaningfulness of their higher-order implicit goals, can strengthen the positive effect of duty orientation and the negative effect of achievement orientation on PSRB. Similarly, leader reward omission could also activate the negative effect of achievement orientation and PSRB, but not significantly moderate the positive relationship between duty orientation and PSRB. By separating the distinct role of facet-specific personality, our study sheds light on the relationship between employee conscientiousness and PSRB.

The Perils of the Pandemic for the Tourism and Hospitality Industries: Envisaging the Combined Effect of COVID-19 Fear and Job Insecurity on Employees’ Job Performance in Pakistan

Purpose

This study aims to improve employees’ job performance during COVID-19 pandemic circumstances and demonstrates the impact of COVID-19 fear on hospitality employees’ job performance under the mediating role of job insecurity changes and job loss insecurity.

Methods

The study adopts a quantitative approach, and data were accumulated through a structured questionnaire. In total, 509 valid questionnaires were received from employees working in Pakistan’s hospitality sector. A structural equation model using Smart-PLS software was used to analyze the collected data from the respondents.

Results

The results have identified that COVID-19 fear has a positive and significant influence on job insecurity changes, job loss insecurity, and a negative and significant relationship with job performance. The mediating relationship of job insecurity changes and job loss insecurity negatively significantly influence job performance. Additionally, results indicate a significant relationship between the moderating effect of the COVID-19 vaccines and job insecurity changes, job loss insecurity, and job performance.

Conclusion

The study revealed that employees who perceived their jobs to be insecure during the COVID-19 pandemic tried to cope with the situation, feel healthy, and perform well in their job after getting vaccinated. The study’s findings recommend modifying the employees’ working pattern for organizations. This study enhances the existing literature on the COVID-19 crisis in Pakistan’s hospitality industry. In particular, this study is a novel addition to academia that highlights the impact of the COVID-19 pandemic on the work performance of front desk employees in the hotel and tourism industry.

Influence of Self-Sacrificial Leadership on the Pro-Organizational Unethical Behavior of Employees: A Moderated Mediating Model

Purpose

Based on the theory of social identity, this study focuses on the influence mechanism of self-sacrificing leadership on employees’ pro-organization unethical behaviors, as well as the moderating effect of power distance and the mediating effect of organizational identity between self-sacrificing leadership and employees’ pro-organization unethical behaviors.

Methods

This work surveyed 286 employees in 12 companies in Guizhou province to test the research hypothesis model. Statistical analysis methods were used for data analysis.

Results

The results reveal that self-sacrificial leadership has an indirect positive influence on unethical pro-organizational behavior of employees by positively influencing organizational identification. The higher the power distance of employees, the weaker the positive correlation between self-sacrificing leaders and organizational identity, and the lower the power distance of employees, the stronger the positive correlation between self-sacrificing leaders and organizational identity.

Conclusion

This study reveals the influence mechanism of self-sacrificing leadership on employees’ pro-organization non-ethical behaviors from a new perspective and confirms the effects of power distance and organizational identity on creative performance. Unethical behavior under the cloak of “pro-organization” has a potential destructive effect on stakeholders, organizations and even the whole society. It is of great practical significance to identify its influencing factors and effectively avoid them.

SOCIO-PSYCHOLOGICAL READINESS FOR MANAGEMENT OF FUTURE HEALTH CARE MANAGERS

OBJECTIVE

The aim: To determine the content, components and levels of formation of social and psychological readiness of future managers of the health care system for management activities.

PATIENTS AND METHODS

Materials and methods: The research was conducted among students of master's programs that prepare future managers for the health care system of Ukraine. The basic motivators of their social and psychological activity as a person, the formation of metacognitive strategies, the diagnosis of communicative and characterological features of personality and signs of leadership are determined.

RESULTS

Results: These studies indicate the readiness of students for future activities. 80% of respondents were diagnosed with a high level of such potential, 20% - medium. The results indicate that the respondents have a significant potential of communicative and characterological abilities that can affect their further professional activity: intellectual (4,11±0,66) and volitional (4,17±0,33) traits, attitude to themselves (4,02 ± 0,36), focus on achieving goals (4,22 ± 0,42). The evaluation of the above characteristics was made on a 5-point scale. Future managers have formed a metacognitive "profile", identified high levels of metacognitive abilities (47,6 ± 4,182 points).

CONCLUSION

Conclusions: It is established that the respondents have a high and appropriate moderate level of formation of the main components of readiness for managerial activity and have the appropriate managerial potential.