On ethical leadership impact: The role of follower mindfulness and moral emotions

With the present paper, we aim to provide new conceptual insights and empirical evidence on ethical leadership contingencies: we analyze under what conditions ethical leadership can positively impact follower discretionary work behaviors (extra effort and helping). We argue that followers vary in terms of their sensitivity toward and processing of moral information, as conveyed by ethical leaders, and that these individual differences determine the strength of the link between ethical leadership and follower discretionary work behaviors. In a multisource study with 135 leader–follower dyads, we examine two prototypical examples of affective and cognitive individual differences that involve a heightened inclination toward morality: follower moral emotions and follower mindfulness. Our findings indicate that ethical leadership is more strongly related to follower extra effort and helping at higher levels of follower moral emotions and higher levels of follower mindfulness. We discuss the implications of this moral information processing perspective on ethical leadership for research and managerial practice. Copyright © 2014 John Wiley & Sons, Ltd.     

Is “feeling good” good enough? Differentiating discrete positive emotions at work

Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has focused on general positive affect, thereby implying that all positive affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demonstrating the unique nature and correlates of specific positive emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotions—pride, interest, and gratitude—and offer propositions regarding their differential effects on relevant workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strategies and ideas to facilitate those endeavors. Copyright © 2014 John Wiley & Sons, Ltd.     

The moral self: A review and integration of the literature

The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.     

For the sake of my family: Understanding unethical pro-family behavior in the workplace

Unethical behaviors are prevalent and costly in organizations, and much recent research attention has been paid to different forms of workplace unethical behaviors. We contend that the extant research has overlooked an important form of workplace-related unethical behaviors: unethical behaviors that are conducted to benefit one's family but which violate societal and organizational moral rules, a construct we label as “unethical pro-family behavior” (UPFB). Our paper systematically conceptualizes UPFB and develops a scale for it. Drawing upon social cognitive theory, we argue that employees with stronger family financial pressure are more likely to employ moral disengagement mechanisms to deactivate moral self-regulation, resulting in higher levels of UPFB. Additionally, we argue that the proposed relationship is more pronounced when employees have high family motivation but is mitigated when employees have high organizational identification. Two studies are conducted for this paper. In Study 1 (N = 328 for Sample 1; N = 243 for Sample 2; N = 279 for Sample 3; N = 267 for Sample 4), we demonstrate that our UPFB scale has good construct validity and that our construct is differentiable from relevant constructs. In two time-lagged survey samples in Study 2 (N = 255 for Sample 1; N = 233 for Sample 2), we find support for our hypotheses. Theoretical and practical implications, limitations, and future directions are discussed.     

“Justice” and “fairness” are not the same thing

Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd.     

The multiple ways of behaving creatively in the workplace: A typology and model

Evidence in the literature suggests that employees can engage in other types of creative behavior at work beyond producing something new and useful for their organization. This paper seeks to advance our understanding of these “atypical” creative behaviors. We conceptualize a typology that encompasses both the commonly studied form of employee creativity (conventional steward‐type) and three other types of employee creativity that have not been previously theorized (critical steward‐type, cunning agent‐type, and innocent agent‐type). We then advance a conceptual model to identify situations that may lead employees to use their creative potential one way versus another. Further, we examine the different implications of these creative behaviors for the organization, employee, and society. Our conceptual framework provides a broader perspective of workplace creativity in which a wider range of behaviors, mechanisms, and outcomes must be considered. It provides new directions for future research as well as implications for managing creativity in different organizational and cultural contexts.     

Environmental conditions for safety work – Theoretical foundations

This paper reviews literature on environmental conditions for safety work. By “environmental conditions for safety work”, we refer to conditions that influence the opportunities an organisation, organisational unit, group, or individual has to control the risk of major accidents and working environment risk. The purpose of the review was to document how international safety science literature uses “environmental conditions” or synonymous concepts, to help build a common conceptualisation of environmental conditions for safety work, and to link environmental conditions to safety work and risks.We did not find a uniform and systematic approach to environmental conditions for safety work in the literature. We therefore turned to a broader range of organisational research literature, where we found a diversity of complementary answers to our research question aimed at investigating the ways in which environmental conditions may constrain or facilitate safety work and thus influence risks. Due to the diversity of these theoretical resources, we have refrained from trying to reduce them to a single model.Our conceptualisation of environmental conditions includes definitions, the “sender–receiver” metaphor, and a selection of theoretical resources. The “sender–receiver” metaphor may be used as a starting point for exploring the ways in which some actors influence the environmental conditions of other actors, and how actors may resist, co-create or re-create the environmental conditions for their own safety work.     

When expressions of fake emotions elicit negative reactions: The role of observers' dialectical thinking

Fake displays of emotions are common in social and organizational settings. It is therefore important to understand their consequences. To reconcile mixed previous findings, we develop a model in which the consequences of expressing fake emotions depend on the observers' level of dialectical thinking, a cognitive style characterized by acceptance of inconsistencies. We propose that observers lower, but not higher, on dialectical thinking may infer that interaction partners who fake emotions are untrustworthy and, in turn, react negatively. We found support for our model in 2 studies. In a field fundraising experiment (Study 1), fundraisers who displayed fake (vs. genuine) happiness received smaller monetary donations and elicited lower intentions to volunteer from donors lower, but not higher, on dialectical thinking. In a laboratory negotiation experiment (Study 2), negotiators who displayed fake anger (vs. genuine anger or no emotion) were trusted less and received higher demands from counterparts lower, but not higher, on dialectical thinking. Trust mediated the moderating effect of dialecticism on the relation between fake anger (vs. genuine anger and no emotion) and demands. We discuss the theoretical and practical implications of the findings.     

The role of emotions in judging the moral acceptability of risks

This paper argues that we need emotions in order to make a rational decision as to the moral acceptability of technological risks.Empirical research has shown that people rely on emotions in making judgments concerning risks. However, this does not as yet answer the following normative question and the main question of this paper: do we need emotions in order to be able to judge whether a risk is morally acceptable? This question has direct practical implications: should engineers, scientists and policy makers involved in developing risk regulation take the emotions of the public seriously or not?In answer to these questions, rationalists would argue that the emotions of the public should be ignored because they are irrational. On the other hand, subjectivists would argue that even though emotions are irrational, they should be a part of the decision making process because they show us our preferences. In contrast to both of these approaches, this paper defends a cognitive theory of emotions according to which emotions are necessary to make a rational practical decision. Emotions are an indispensable normative guide in judging the moral acceptability of technological risks.     

Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well‐being. We articulate how formalized emotion display requirements limit self‐determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self‐undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.     

Structural equation modelling in perspective

Four current controversies in structural equation modelling are reviewed; the “causal” nature of structural equation models, the assessment of global fit, the use of specification searches to enhance model fit, and the call for a return to “simpler” forms of analysis. Within each area the nature of the controversy is reviewed and suggestions made to improve future practice.     

Thinking,feeling and deciding: The influence of emotions on the decision making and performance of traders

We report on a qualitative investigation of the influence of emotions on the decision making of traders in four City of London investment banks, a setting where work has been predominantly theorized as dominated by rational analysis. We conclude that emotions and their regulation play a central role in traders' decision making. We find differences between high and low performing traders in how they engage with their intuitions, and that different strategies for emotion regulation have material consequences for trader behavior and performance. Traders deploying antecedent‐focused emotional regulation strategies achieve a performance advantage over those employing primarily response‐focused strategies. We argue that, in particular, response‐focused approaches incur a performance penalty, in part because of the reduced opportunity to combine analysis with the use of affective cues in making intuitive judgments. We discuss the implications for our understanding of emotion and decision making, and for traders' practice. Copyright © 2010 John Wiley & Sons, Ltd.     

Subjective theories of organizing and learning from events

The present paper outlines potential shortcomings of analyzing events in high hazard systems. We argue that the efficiency of organizational learning within high hazard systems is at least partially undermined by the subjective theories of organizing held by their members. These subjective theories basically reflect an “engineering” understanding of “how a system and its components perform”, and are assumed to involve (social-) psychological blind spots when applied to the analysis of events. More specifically, we argue that they neglect individual motives and goals that critically drive work performance and social interactions in high hazard systems. First, we focus on the process of identifying the causes of failed organizing within the course of an event analysis. Our analysis reveals a mismatch between the basic functional assumptions of the event analyst on the motives of social actors involved in an event and on the other hand, the perspective held by the social actors themselves. Second, we discuss the process of correcting failed social system performance after events. Thereby we draw on blind spots that emerge from the direct application of technical safety principles (i.e., standardization and redundancy) to the organization of social systems. Finally, we propose some future research strategies for developing event analysis methods which are aimed at improving an organization’s learning potential.     

The effects of parental altruism on the governance of family‐managed firms

We draw on the economic, corporate governance, and family business literatures to explain why the effects of family on family firms makes this governance form theoretically distinct from those of public and private non‐family firms. Our thesis is that parental altruism, when combined with private ownership and owner‐management, influences the ability of the firm's owner‐manager to exercise self‐control, which, in turn, can expose some family firms to conflicts rooted in the agency threats of moral hazard, hold‐up, and adverse selection. We then discuss why some other family firms are able to minimize these dark side threats and thereby attain altruism's brighter side. Finally, we discuss how altruism's influence changes over time as ownership becomes dispersed among family members and across generations. Copyright © 2005 John Wiley & Sons, Ltd.     

On the use of probabilistic and deterministic methods in risk analysis

Risks to human beings arise from an inherent characteristic to make plans and try to make them happen, while external forces resist and tend to move our endeavours away from the plan. Any such “endeavour” is a complex ensemble of a bewildering variety of interacting elements which together form something “whole”, usually called a “system” (e.g. a chemical process plant, a nuclear power plant, the stock market, air traffic control). A system has a certain state in the present and subsequent states in the future. There are deterministic and probabilistic systems and corresponding approaches to analyse them, that is to make their current states apparent and predict their future behaviour. In this paper, it is shown in which ways both analyses appear in risk analysis and it is hypothesised that both approaches are modelling the same process, though probabilistic analysis may reveal more information since it explicitly incorporates uncertainty in the form of numbers (and “there is safety in numbers”). The overall objective of this paper is to make clear what the differences between the two approaches really are. Their respective main strengths and weaknesses are discussed. A more refined objective is to discuss the specific role of probabilities in risk analysis. Examples of both approaches are given from applications in the nuclear power and chemical process industries, and some of the main problems encountered thereby are identified. Further, the challenge to system analysis posed by “chaos theory” is discussed. Due to its non-linear dynamic character, the future behaviour of a “chaotic system” is difficult to predict over a long period of time because it depends on arbitrarily small and thus not observable variations in the current state. Such behaviour might have serious consequences for human operators involved in the control of such systems. The paper concludes that, although both approaches to risk analysis can provide adequate safety levels to systems if applied in a correct and non-biased way, probabilistic methods seem to be more cost-effective and the results easier to communicate to decision- and policy-makers.     

Why we need theory in the organization sciences

To make the case that theory is a necessary part of research in the organization sciences, I develop three lines of argument. In the first, drawing upon Staw and Sutton's (1995, “What theory is not” Administrative Science Quarterly, 40, 371–384) classic piece, I outline the boundaries of theory and, using a recently published empirical article as an example, demonstrate how research based on literature references and line‐and‐box diagrams instead of explanatory theory can make only a limited contribution to the literature. I next discuss more generally the pitfalls of conducting research without first developing theory, citing the example of malaria. In the final section of the article, I defend the role of theory‐review articles, such as those published in the Academy of Management Review, and illustrate (again by reference to an example) how such articles are critical to advancing organizational research. Copyright © 2016 John Wiley & Sons, Ltd.     

对“撞了白撞”问题的思考

在《中华人民共和国道路交通安全法》公布前后有关“撞了白撞”被否决的宣传对交通安全不利。“撞了白撞”的演绎存在片面性 ,“撞了白撞”被否决的宣传不符合自然科学规律 ,存在理论上的误区。人们应该清楚的认识到 :获得交通事故损害赔偿并非获得了交通安全保障 ;行人、非机动车等交通“弱者”在一定条件下可转化为交通“强者”。对法律、法规的宣传 ,既要讲究法律原则和社会道德准则 ,也要讲究科学性。     

Smart chemical industry parks in China: Current status,challenges, and pathways for future sustainable development

The chemical industry has been pivotal to the rapid economic expansion and high standards of living in China. As an important carrier of the chemical industry, China has designated as many as 723 chemical industrial parks (CIPs). Unfortunately, safety concerns have become an obstacle to the sustainability of China's CIPs. Ever since the two devastating hazardous chemical accidents, namely “Tianjin Port 8·12 Explosion” and “Jiangsu 3·21 Explosion,” which occurred in 2015 and 2019 respectively, China has prioritized the safety of CIPs. The smart chemical industrial parks (SCIPs) are considered the optimal strategies toward the goal of sustainable development in China's CIPs. However, there has been a lack of research and subsequent discussion on the role of SCIPs in the forthcoming years. The period between 2020 and 2025 is considered a crucial period for the future development of CIPs and SCIPs in China mainly because the country has released a series of important government documents and national standards (such as “Fourteenth Five-Year (2020–2025) Plan for Hazardous Chemical Safety” and “Guidelines of SCIPs construction”) to promote hazardous chemical safety. With the aim of analyzing the future sustainable development for the construction of SCIPs in China, this paper proposes a systematic methodology in order to conduct an integrated and in-depth review on the standardization construction status (framework with Chinese characteristics, key events, spatial features, and national pilots), future tasks, problems, and sustainable development pathways of China's SCIPs. The method is implemented in accordance with the current scenarios of hazardous chemical safety in China and the latest government documents, regulations, and standards. Furthermore, this study provides basic data and a basis for future studies associated with the safety and sustainability of the SCIPs construction and chemical industry, both within China and in other countries.     

Consideration on safety for emerging technology – Case studies of seven service robots

Despite the fact that several manufacturers of service robots launched their innovations into the market, worldwide guidelines or regulations concerning the safety aspects of service robots are not yet available. However the general principles and methodologies of safety of machinery (e.g., ISO/IEC Guide 51, partly ISO14121, ISO12100) could be implemented to a certain degree. The safety of seven service robots as an emerging technology was verified by safety professionals of “NPO – the Safety Engineering Laboratory” a Non Profit Organization. NPO verified the “Critical Hazards” for each service robot mentioned by the respective manufacturers. For those cases, both the “As Low As Reasonably Practicable” principle and the “Reasonable Alternative Design” standard were applied for judging if the risk associated with the Critical Hazards were tolerable or not and if state of the art measures for reducing the risk were applied adequately. These experiences will help to establish guidelines for the safety of service robots as an emerging technology in the future.