Does leader narcissism hinder employees taking charge? An affective events theory perspective

2020 ◽  
Vol 48 (10) ◽  
pp. 1-13
Author(s):  
Jiang-Tao Chen ◽  
Zhi-Hui Cheng ◽  
Hua-Qiang Wang ◽  
Dan Li
Keyword(s):  
Personality Traits ◽  
Work Engagement ◽  
Negative Influence ◽  
Proactive Personality ◽  
Affective Events Theory ◽  
Positive Effects ◽  
Moderated Mediation Model ◽  
Affective Events ◽  
Taking Charge ◽  
The Impact

Prior studies have shown that leaders' personality traits potentially have positive effects on employees' taking-charge behaviors; however, in this context, the negative influence of leaders' dark personality traits has largely been neglected in research. On the basis of affective events theory, we proposed a moderated mediation model to explain the impact of leader narcissism on employees' taking-charge behavior Through a 3-stage leader–follower dyadic research design, we collected 195 responses to a survey. The results indicate that leader narcissism had a significant negative effect on employees' taking-charge behavior via the mediator of employees' work engagement, and that leader narcissism decreased employees' work engagement when employees' self-reported proactive personality was low. In addition, the indirect effect of employee work engagement on leader narcissism and taking charge was stronger when employees' self-reported proactive personality was low. Our results have implications for preventing the negative effects of narcissistic leadership and promoting employees' taking-charge behavior.

scholarly journals Job Insecurity and Employees’ Taking Charge Behaviors: Testing a Moderated Mediation Model

2022 ◽  
Vol 19 (2) ◽  
pp. 696
Author(s):  
Fang Sun ◽  
Anqi Zheng ◽  
Junbang Lan
Keyword(s):  
Work Engagement ◽  
Business Models ◽  
Job Insecurity ◽  
Interactional Justice ◽  
Negative Influence ◽  
Conservation Of Resources ◽  
Full Time ◽  
Moderated Mediation Model ◽  
The Future ◽  
Taking Charge

Given the rapid changes in current technologies, business models, and work environments, organizations and managers increasingly rely on their employees’ proactive behaviors, such as taking charge, to gain competitive advantages. Taking charge involves a range of risky and future-oriented behaviors, and it requires employees to work hard to achieve them in the future. For employees with high job-insecurity, their job continuity in the future is threatened. Thus, they may not be willing to take risks to do additional work that is “future-oriented”. To our knowledge, the effect of job insecurity on employees’ taking charge has rarely been studied. As a result, the purpose of our study is to investigate whether, how, and when job insecurity will influence taking charge. Drawing on the conservation of resources theory and proactive motivation model, we develop a theoretical model. Moreover, we employed a multi-wave and multi-source survey to test our predictions. Based on the data from 194 full-time employees paired with their direct supervisors, the results provided consistent support for the proposed hypotheses. Specifically, the results indicate that job insecurity prohibits employees’ taking charge behaviors through deteriorating their work engagement. Furthermore, employees’ perception of interactional justice moderates the negative influence of job insecurity on their work engagement and, consequently, their taking charge behaviors. Theoretical and practical implications are discussed.

Impact of Digitalization on Service Work in Knowledge-Intensive Business Services: An Empirical Study in Tax Consultancies

2019 ◽  
Vol 3 (4) ◽  
pp. 209-222
Author(s):  
Philipp K. Görs ◽  
Henning Hummert ◽  
Anne Traum ◽  
Friedemann W. Nerdinger
Keyword(s):  
Work Engagement ◽  
Service Work ◽  
Psychological Consequences ◽  
Business Services ◽  
Knowledge Intensive Business Services ◽  
Positive Effects ◽  
Knowledge Intensive ◽  
The Impact ◽  
Positive Effect ◽  
Special Case

Digitalization is a megatrend, but there is relatively little knowledge about its consequences for service work in general and specifically in knowledge-intensive business services (KIBS). We studied the impact of digitalization on psychological consequences for employees in tax consultancies as a special case of KIBS. We compare two tax consulting jobs with very different job demands, those of tax consultants (TCs) and assistant tax consultants (ATCs). The results show that the extent of digitalization at the workplace level for ATCs correlates significantly positively with their job satisfaction. For TCs, the same variable correlates positively with their work engagement. These positive effects of digitalization are mediated in the case of ATCs by the impact on important job characteristics. In the case of TCs, which already have very good working conditions, the impact is mediated by the positive effect on self-efficacy. Theoretical and practical consequences of these results are discussed.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

scholarly journals Signal Game Analysis on the Effectiveness of Coal Mine Safety Supervision Based on the Affective Events Theory

Complexity ◽  
2020 ◽  
Vol 2020 ◽  
pp. 1-9
Author(s):  
Xue Yang ◽  
Yang Tian ◽  
Kai Feng ◽  
Juan Yang ◽  
Shu-hui Zhang ◽  
...  
Keyword(s):  
Equilibrium State ◽  
Coal Mine ◽  
Negative Emotions ◽  
Mine Safety ◽  
Affective Events Theory ◽  
Safety Risk ◽  
Coal Mine Safety ◽  
Affective Events ◽  
Unsafe Behavior ◽  
The Impact

The main cause of coal mine safety accidents is the unsafe behavior of miners who are affected by their emotional state. Therefore, the implementation of effective emotional supervision is important for achieving the sustainable development of coal mining enterprises in China. Assuming rational players, a signaling game between miners (emotion-driven and judgement-driven) and managers is established from the perspective of Affective Events Theory in order to examine the impact of managers’ emotions on coal miners’ behavior; it analyzes the players’ strategy selections as well as the factors influencing the equilibrium states. The results show that the safety risk deposits paid by managers and the costs of emotion-driven miners disguising any negative emotions affect equilibrium. Under the separating equilibrium state, the emotional supervision system faces “the paradox of almost totally safe systems” and will be broken; the emotion-driven miners disguising any negative emotions will be permitted to work in the coal mine, creating a safety risk. Under the pooling equilibrium state, strong economic constraints, such as setting suitable safety risk deposits, may achieve effective emotional supervision of the miners, reducing the safety risk. The results are verified against a case study of the China Pingmei Shenma Group. Therefore, setting a suitable safety risk deposit to improve emotional supervision and creating punitive measures to prevent miners from disguising any negative emotions can reduce the number of coal mine safety accidents in China.

Why people need privacy? The role of privacy fatigue in app users' intention to disclose privacy: based on personality traits

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jie Tang ◽  
Umair Akram ◽  
Wenjing Shi
Keyword(s):  
Personality Traits ◽  
Information Disclosure ◽  
Personal Information ◽  
Mobile Apps ◽  
Equation Modeling ◽  
Content Type ◽  
Privacy Concerns ◽  
Positive Effects ◽  
Novel Concept ◽  
The Impact

PurposeMobile Applications (App) privacy has become a prominent social problem. Compared with privacy concerns, this study examines a relatively novel concept of privacy fatigue and explores its effect on the users’ intention to disclose their personal information via mobile Apps. In addition, the personality traits are proposed as antecedents that will induce the personal perception of privacy fatigue and privacy concerns differently.Design/methodology/approachData were collected from 426 respondents. Structure equation modeling was used to test the hypotheses.FindingsThe findings describe that App users’ intention toward personal information disclosure is determined by privacy fatigue and privacy concerns, but the former has a greater impact. With minor exceptions, the two factors are also influenced by different personality traits. Specifically, neuroticism has positive effects on privacy fatigue, but agreeableness and extraversion have presented the opposite results on the two variables.Practical implicationsThis research is very scarce to examine the joint effects of privacy fatigue, privacy concerns and personality traits on App users’ disclosing intention. In doing so, these results will be of benefit to App providers and platform managers and can be the basis for a variety of follow-up studies.Originality/valueWhile previous research just focuses on privacy concerns, this study explores the critical roles of privacy fatigue and opens up a new avenue of emotion-attitude analysis that can further increase the specificity and richness of users’ privacy research. Additionally, implications for personality traits as antecedents in the impact of App users’ privacy emotions and attitudes are discussed.

The Impact of Corporate Social Responsibility on Organisational Citizenship Behaviour, Work Engagement, and Job Embeddedness

2021 ◽  
Vol 6 (1) ◽  
pp. 19-29
Author(s):  
Ferman Omar Ismael ◽  
Mehmet Yeşiltaş ◽  
Simbarashe Rabson Andrea
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Positive Effects ◽  
Causal Path ◽  
Corporate Social ◽  
The Impact

This study examines the impact of corporate social responsibility on organisational citizenship behaviour, work engagement, and job embeddedness. Structural equation modeling tests were conducted on 522 responses gathered from telecommunications companies in the Kurdistan Region of Iraq. The results depicted that corporate social responsibility improvements have positive effects on organisational citizenship behaviour, work engagement, and job embeddedness. Further observations depicted an insignificant positive partial causal path between corporate social responsibility, work engagement, and organizational citizenship behaviour. This study's novelty elements are inherent in its potency to examine the causal path between corporate social responsibility, work engagement, and organizational citizenship behavior. This study contributes to the literature by further expanding job embeddedness theory and proposing a comprehensive job embeddedness framework that researchers and practitioners can adopt in future research.

scholarly journals Subclinical psychopathy, interpersonal workplace exchanges and moral emotions through the lens of affective events theory (AET)

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Louise Boulter ◽  
Clive Boddy
Keyword(s):  
Natural Habitat ◽  
Moral Emotions ◽  
Small Sample ◽  
Moral Emotion ◽  
Dark Side ◽  
Affective Events Theory ◽  
Content Type ◽  
Organisational Effectiveness ◽  
Affective Events ◽  
The Impact

PurposeThe purpose of this paper is to better comprehend the subclinical psychopath's intra and interpersonal moral emotions in the context of their natural habitat, the workplace, alongside implications for employees and organisations.Design/methodology/approachThis study draws on affective events theory (AET) to illuminate this dark-side phenomenon. Thematic analysis is used to identify themes from qualitative data collected from a small sample of interviews conducted with human resource management (HRM) directors and other managers.FindingsThe findings show that the subclinical psychopath is agentic, being unfettered by intra self-directed conscious moral emotions. The predominant moral emotion directed at employees during interpersonal workplace exchanges is typically anger. However, it appears likely the subclinical psychopath fakes this moral emotion as a smokescreen for manipulative and exploitative gains. The predominant moral emotion directed by employees towards the subclinical psychopath is fear. Employees resort to avoidance and withdrawal behaviour and intentions to quit become a reality.Practical implicationsThe signalling quality of employees' moral emotions and subsequent dysfunctional avoidance and withdrawal behaviour can provide valuable information to HRM professionals in the detection of subclinical psychopaths which is acknowledged as notoriously difficult.Originality/valueThis study contributes new knowledge to subclinical psychopathy and makes novel use of AET to explore this personality type as a driver of employees' negative workplace emotions, the impact on employees' behaviour alongside implications for organisational effectiveness.

scholarly journals Perceived religious discrimination as predictor of work engagement, with specific reference to the Rastafari religion

2016 ◽  
Vol 37 (1) ◽  
Author(s):  
Freda Van der Walt ◽  
Thulo S. Mpholo ◽  
Petronella Jonck
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Quantitative Research ◽  
Negative Influence ◽  
Religious Group ◽  
Specific Reference ◽  
Religious Discrimination ◽  
Cross Sectional ◽  
Work Related ◽  
The Impact

Although perceived religious discrimination has been studied in the past, much remains unknown about the topic. The focus of this study was the Rastafari religion, because this religious group has up to now been excluded from research studies. A cross-sectional descriptive study was conducted with a sample of 80 employees belonging to the Rastafari religion, chosen from organisations in two provinces in South Africa. The findings emanating from the quantitative research study indicated that, on average, the respondents perceived to be discriminated against. Furthermore, a positive relationship was established between perceived religious discrimination and work engagement. These findings advanced the understanding of perceived religious discrimination, and the impact that it may have on work engagement, particularly with reference to the Rastafari religion.Intradisciplinary and/or interdisciplinary implications: The article contributes to the interdisciplinary discourse regarding perceived religious discrimination, with specific reference to the Rastafari religion which is a minority religious group in South Africa. Perceived religious discrimination is discussed and investigated in the context of the workplace, and the aim was to establish whether perceived religious discrimination influences work-related attitudes, such as work engagement. Because previous studies have associated perceived discrimination with less job involvement and career satisfaction, fewer career prospects, greater work conflict, lower feelings of power, decreased job prestige, and less organisational citizenship behaviour (Thomas 2008:80), it was expected that perceived religious discrimination would have a negative influence on work engagement. The findings show that religion possibly provides individuals with the necessary personal resources to persevere when faced with religious discrimination, and sustain performance as well as attain success within the context of the workplace.Keywords: perceived religious discrimination; work engagement; Rastafari; discrimination; religious discrimination

scholarly journals Mentoring in international assignments: a personality traits perspective

2017 ◽  
Vol 39 (7) ◽  
pp. 1100-1130 ◽  
Author(s):  
Tassilo Schuster ◽  
Judith Ambrosius ◽  
Benjamin Bader
Keyword(s):  
Personality Traits ◽  
Multinational Corporations ◽  
Host Country ◽  
Positive Impact ◽  
Well Being ◽  
Organizational Studies ◽  
Psychological Well Being ◽  
Content Type ◽  
Positive Effects ◽  
The Impact

Purpose The purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) have positive effects on expatriates’ psychological well-being and that these personality traits enable them to derive a greater benefit from mentorship. By doing so, this study identifies for which personality traits which type of mentoring (home or host country mentor) is most beneficial. Design/methodology/approach Based on socioanalytic theory, the authors develop theory-driven hypotheses and test them against data of 334 expatriates. Findings The study shows that several personality traits as well as home country mentorship have a significant positive impact on psychological well-being, whereas host country mentorship shows no significant positive effects. Moreover, the study indicates that home and host country mentorship partially moderates the relationship between personality traits and psychological well-being. Originality/value Since the authors derive important implications for the selection process of expatriates as well as for the implementation of mentoring in multinational corporations, this study is of value for researchers and practitioners in the areas of human resource management and organizational studies.

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