Transformational Leadership, Ethical Leadership, and Participative Leadership in Predicting Counterproductive Work Behaviors: Evidence From Financial Technology Firms

Why Do Employees Show Pro-Environmental Behaviors? A Perspective of Environment Social Responsibility

This research uses social identity theory to propose that environmental social responsibility perceptions influence green commitment, and then influence pro-environmental behaviors, which are moderated by institutional pressure. Data were collected from 100 employees of technology firms in Taiwan, and the results support all hypotheses. This research chose technology firms as empirical data because Taiwan's technological level is known to the world, which can reduce sampling errors caused by the lack of environmental knowledge. Finally, this research not only advances the literature on sustainability issues in organizational management but also provides a paradigm to help firms implement pro-environmental behaviors to achieve competitive advantage and sustainable development goals.

How Does Sustainable Leadership Affect Environmental Innovation Strategy Adoption? The Mediating Role of Environmental Identity

This paper uses social identity theory to develop an environmental identity theory and interpret why sustainable leadership can influence environmental identity, which in turn, results in environmental innovation strategy (EIS) adoption. Data were collected from 90 samples of technology manufacturing firms in Taiwan, and a latent growth curve model was employed to analyze the longitudinal data. The research results confirm all hypotheses. Mediating analysis also supports the environmental identity as a mediating role between sustainable leadership and EIS. Indeed, past studies have not explored the mechanism studied in this paper, a novel mechanism which can not only advance the literature on sustainable development but also help companies to realize sustainable development through environmental innovation strategy adoption.

To help others or not: A moderated mediation model of emotional dissonance

This article proposes a moderated mediation model of emotional dissonance. In the model, emotional leadership negatively affects emotional dissonance, which, in turn, negatively affects helping behavior. Furthermore, the negative effect of emotional dissonance is assumed to be moderated by work-family conflict. Direct effects from both emotional leadership and work-family conflict to helping other behavior are also considered. Previous studies have neglected the mechanism of emotional dissonance, but this paper fills the gap with a moderated mediation model of emotional dissonance. This article not only provides an incremental contribution to the emotional dissonance literature but also suggests means by which companies might enhance employe helping behaviors in order to achieve greater organizational efficiency.

Participative Leadership: A Literature Review and Prospects for Future Research

Changes in the external market environment put forward objective requirements for the formulation of organizational strategic plans, making it difficult for the organization's leaders to make the right and effective decisions quickly on their own. As a result, participative leadership, which encourages and supports employees to participate in the decision-making process of organizations, has received increasing attention in both theory and practice. We searched the literature related to participative leadership in databases such as Web of Science, EBSCO, ProQuest, and China National Knowledge Infrastructure (CNKI). Based on this, we clarify the concept of participative leadership, propose a definition of participative leadership, summarize measurement scales for this type of leadership, and compare participative leadership with other leadership styles (empowering leadership and directive leadership). We also present a research framework for participative leadership that demonstrates its antecedents; the mechanisms for its development based on social exchange theory, conservation of resources theory, social cognitive theory; social information processing theory, and implicit leadership theory; and outcomes. Finally, we identify five potential research areas: Connotation, antecedents, outcomes, mediators and moderators, and study of participative leadership in China.

The Impact of Transformational Leadership on Affective Organizational Commitment and Job Performance: The Mediating Role of Employee Engagement

This study investigated the impact of transformational leadership on affective organizational commitment and job performance with the mediating role of employee engagement. This study gathered data from 845 hotel employees in China and the structural equation modeling technique was used to verify the results. The findings indicated that transformational leadership has a positive effect on affective organizational commitment and job performance. Meanwhile, results showed that employee engagement partially mediates in the relationship between transformational leadership, affective organizational commitment, and job performance. This study contributes to the research on transformational leadership in the Chinese hospitality sector and analyzes its effects on work performance metrics. Furthermore, theoretical and practical implications were also discussed in this article.

A New Concept of Work Engagement Theory in Cognitive Engagement, Emotional Engagement, and Physical Engagement

The concept of work engagement (WE) has aroused the interest of many scholars. However, there has been limited academic research in examining how authentic leadership (AL) can influence WE, which consequently influences organizational citizenship behavior (OCB) and task performance (TP). In particular, this study divides WE into cognitive engagement, emotional engagement, and physical engagement to fully reflect the engagement theory. This study introduces three dimensions of WE and tests the theoretical model to validate cognitive engagement, emotional engagement, and physical engagement. Empirical testing using a survey of 151 employees of retail travel agencies in Taiwan revealed that the AL can influence cognitive engagement, emotional engagement, and physical engagement, and also OCB and TP. These analysis results can assist vendors to implement OCB and TP through WE and AL.

Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic

Simple Summary

This research proposes a psychological model to describe how leadership can deal with the work burnout of feeders in livestock production agribusinesses to solve the important problems of mental health and well-being, thereby increasing the sustainable work of feeders. The empirical evidence comes from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The research results can push the literature of emotional intelligence and implementation methods to livestock production agribusinesses.

Abstract

The present research poses a novel multilevel model to describe how transformational leadership can significantly affect task performance and counterproductive work behavior through intermediary effects of emotional intelligence, work engagement, and work burnout. The empirical data is from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The empirical results demonstrate that leadership could indeed transform the emotional intelligence of livestock feeders into positive task performance and negative counterproductive work behavior. The research results can provide an implementation method for livestock production agribusinesses to achieve the sustainable work of feeders in agribusinesses through handling task performance and counterproductive work behavior of feeders.

Toward a Unified Theory of Customer Continuance Model for Financial Technology Chatbots

With the popularity of financial technology (fintech) chatbots equipped with artificial intelligence, understanding the user's response mechanism can help bankers formulate precise marketing strategies, which is a crucial issue in the social science field. Nevertheless, the user's response mechanism towards financial technology chatbots has been relatively under-investigated. To fill these literature gaps, latent growth curve modeling was adopted by the present research to survey Taiwanese users of fintech chatbots. The present study proposed a customer continuance model to predict continuance intention for fintech chatbots and that cognitive and emotional dimensions positively influence the growth in a user's attitude toward fintech chatbots, which in turn, positively influences continuance intention over time. In total, 401 customers of fintech chatbots were surveyed through three time points to examine the relationship between these variables over six months. The results support the theoretical model of this research and can advance the literature of fintech chatbots and the information technology adoption model.

Constructing an Adoption Model of Proactive Environmental Strategy: A Novel Quantitative Method of the Multi-Level Growth Curve Model

To fill in the literature flaws that have not been detected in previous studies, this research, therefore, examines the driving factors of proactive environmental strategy (PES). First, this research proposes how corporate social responsibility (CSR) predicts the agricultural company’s PES through the intermediary mechanism of green organization identification (GOI) of the top management team (TMT) according to symbolic context and theory of high-level echelon, to solve the first gap in exploring what factors can drive the PES. Second, this research proposes a multi-level growth curve model (MGCM) to solve how individuals adjust their behavioral intentions over time according to their translation and understanding of their use environment, because past studies consist of almost cross-sectional properties. Third, past research has also neglected the multi-level framework, leading to hierarchical reasoning bias. Therefore, this research believes that the MGCM can fill in the multi-level gap. Finally, this research collected 400 TMT employees from 100 different agricultural companies in Taiwan in three-stage time for six months. The results show that CSR will significantly lead to more growth in GOI, and more growth in GOI will lead to more growth in PES adoption. The research results can not only advance the agricultural sustainability literature but also serve as a guide for agricultural companies to implement PES.