Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors

Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.     

Phosphine functionalised multiwalled carbon nanotubes: A new adsorbent for the removal of nickel from aqueous solution

Synthesised triphenylphosphine-linked multiwalled carbon nanotubes (Tpp-MWCNTs) were used to study the adsorption of nickel in aqueous solutions and their adsorption capabilities were compared with purified MWCNTs. The adsorption capacity increased with an increase in pH for all adsorbents. The adsorption equilibrium was reached in 40 and 30 min for purified MWCNTs and Tpp-MWCNTs, respectively. Both Freundlich and Langmuir isotherms used to investigate the adsorption process fitted the experimental data well with the correlation coefficient R² close to 1 for all adsorbents. On the other hand, the experimental data fitted well with a pseudo second-order model. The speciation of nickel also influenced the adsorption on the purified and Tpp-MWCNTs. The adsorbents used in this study showed superior adsorption capacity when compared to other adsorbents reported in the literature.     

Societal individualism–collectivism and uncertainty avoidance as cultural moderators of relationships between job resources and strain

The job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and uncertainty avoidance shape individual‐level job resource–strain relationships, as they dictate which types of resources (i.e., individual vs. group preference‐oriented and uncertainty‐reducing vs. not) are more likely to be valued, used, or effective in combating strain within a culture. Results revealed that societal individualism–collectivism and uncertainty avoidance independently moderated the relationships between certain job resources (i.e., job control, participation in decision making, and clear goals and performance feedback) and strain (i.e., job satisfaction and turnover intentions). This study expands our understanding of the cross‐cultural specificity versus generalizability of the job demands–resources model.     

Methods for estimating peak physiological performance and correlating performance measures

Estimates of animal performance often use the maximum of a small number of laboratory trials, a method which has several statistical disadvantages. Sample maxima always underestimate the true maximum performance, and the degree of the bias depends on sample size. Here, we suggest an alternative approach that involves estimating a specific performance quantile (e.g., the 0.90 quantile). We use the information on within-individual variation in performance to obtain a sampling distribution for the residual performance measures; we use this distribution to estimate a desired performance quantile for each individual. We illustrate our approach using simulations and with data on sprint speed in lizards. The quantile method has several advantages over the sample maximum: it reduces or eliminates bias, it uses all of the data from each individual, and its accuracy is independent of sample size. Additionally, we address the estimation of correlations between two different performance measures, such as sample maxima, quantiles, or means. In particular, because of sampling variability, we propose that the correlation of sample means does a better job estimating the correlation of population maxima than the estimator which is the correlation of sample maxima.