Transformational leadership and employee voice behavior: A Pygmalion mechanism

We theorized and examined a Pygmalion perspective beyond those proposed in past studies in the relationship between transformational leadership and employee voice behavior. Specifically, we proposed that transformational leadership influences employee voice through leaders' voice expectation and employees' voice role perception (i.e., Pygmalion mechanism). We also theorized that personal identification with transformational leaders influences the extent to which employees internalize leaders' external voice expectation as their own voice role perception. In a time‐lagged field study, we found that leaders' voice expectation and employees' voice role perception (i.e., the Pygmalion process) mediate the relationship between transformational leadership and voice behavior. In addition, we found transformational leadership strengthens employees' personal identification with the leader, which in turn, as a moderator, amplifies the proposed Pygmalion process. Theoretical and practical implications are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

You think you are big fish in a small pond? Perceived overqualification,goal orientations,and proactivity at work

Overqualification denotes situations in which job incumbents have higher qualifications than those required for the job. Drawing on the self‐regulatory perspective, we proposed that employees' perception of overqualification positively affects their proactive behavior through the mechanism of role‐breadth self‐efficacy and that this indirect effect is moderated by employees' goal orientations. We tested our hypotheses through two studies. In Study 1, we found that perceived overqualification had a positive indirect effect on employees' proactive behavior through role‐breadth self‐efficacy using a sample of 323 salespeople with a cross‐lagged panel design. In Study 2, the multi‐wave and multi‐source data from 302 teachers confirmed the indirect effect and indicated that performance goal orientation and learning goal orientation moderated the indirect relationship. Copyright © 2015 John Wiley & Sons, Ltd.     

Frequency and timing of extrapair fertilisation in the polyandrous red phalarope (Phalaropus fulicarius)

In sequentially polyandrous bird species, where females mate with different males in succession during a single breeding season, sperm stored by females can occasionally lead to extrapair fertilisations (EPFs) in clutches cared for by the second and subsequent males. Thus, we predicted that in red phalaropes (Phalaropus fulicarius) – a sex-role-reversed, sequentially polyandrous, arctic breeding shorebird – EPFs would occur more frequently in clutches laid later in the breeding season. We used multilocus DNA profiling to examine the frequency and timing of EPFs in a population of red phalaropes breeding in the Canadian high arctic. Using a technique to determine parentage without maternal DNA, we inferred that 6 of 70 chicks in 18 broods resulted from EPFs – one extrapair chick in each of 6 broods. These results were supported by a further analysis using microsatellite DNA. As predicted, broods containing EPFs hatched from clutches laid significantly later in the season than did broods containing no EPFs. The difference in median hatch dates between broods with and without EPFs was 9.0 days, or 38% of the entire egg-laying period in that season. For the whole breeding season, we estimated that 6.5% of chicks were sired by extrapair males, which is similar to extrapair paternity estimates for other sex-role-reversed birds, but relatively low compared to the majority of socially monogamous species studied so far. Received: 24 August 1998 / Received in revised form: 18 January 1999 / Accepted: 24 January 1999     

When leaders are forced to stay: The indirect effects of leaders' reluctant staying on subordinates' performance

Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational citizenship behaviors (OCB). One pathway proposes increased laissez-faire leadership behaviors due to leaders' lower intrinsic motivation; the second pathway proposes increased delegation behaviors due to leaders' higher extrinsic motivation. Using three-wave data collected from 100 leaders and 313 subordinates, we found that leaders' reluctant staying was indirectly and negatively associated with subordinates' task performance and OCB through leaders' lower perceptions of task significance and higher laissez-faire leadership behaviors. At the same time, leaders' reluctant staying increased their bottom-line mentality and delegation behaviors, but the indirect effects on subordinates' performance outcomes were not significant. We discuss the implications of our findings for theory, practices, and future research regarding how to manage leaders who stay reluctantly in the organization.     

碳标签对低碳购买意愿的作用路径研究——基于亲社会行为调节的中介效应

降低消费阶段的碳排放量对实现国家“双碳”战略目标具有重要意义。在此背景下,本研究从碳标签出发,引入“亲社会行为”这一变量,提出研究假设并构建了消费者低碳购买意愿的模型,利用调查问卷和结构方程模型进行数据分析,探究碳标签对消费者低碳购买意愿的影响,并分析亲社会行为在其中的调节作用。研究结果显示,碳标签认知、碳标签宣传均直接影响消费者的低碳购买意愿,碳标签公信力对低碳购买意愿没有直接影响;感知价值和购买态度在碳标签相关因素与低碳购买意愿之间起到完全或部分中介作用;亲社会行为在感知价值和购买态度对低碳购买意愿产生中介效应的链路上具有调节作用。基于研究结果,本文从提高消费者碳标签的认知水平、增强碳标签的宣传效果、提升碳标签的公信力、倡导亲社会的低碳行为等方面提出对策建议,以期通过政府、企业和消费者的多方努力,促进消费者积极参与低碳消费,实现消费领域的低碳变革。     

Stress,coping and safety compliance in a multinational gold mining company

The primary objective of this study was to investigate the relationship of work stress, consisting of role stressors and job insecurity, with safety compliance at work. A secondary objective was to test for the possible moderating effect of individual employees’ coping behaviour between experienced work stress and job insecurity, and their safety compliance. A cross-sectional survey design was used (n?=?771). An electronic survey, with a biographical questionnaire and scales on role conflict, role ambiguity, role overload, job insecurity, coping and safety compliance at work, was administered. The results indicated that specific aspects of work stress, notably role conflict, role ambiguity and quantitative job insecurity, and of coping, namely an avoidance style and changing the situation, were important in understanding safety compliance. A moderating effect of avoidance coping was also found.     

基于累积Logistic回归模型对化工园区人群认知风险的研究

随着化工园区重大危险源集中监管的深化,政府和企业在安全生产活动中扮演着比以往更重要的角色.如何降低园区内人群对危险源的敏感性,以便在有谣言时不会伴随更大的混乱;什么样的因素对园区内人群认知风险具有显著相关性,以便政府和企业在安全生产活动中更好地发挥职能.针对上述问题,通过对江西省某化工园区进行问卷调查,所得的数据采用累积logistic模型进行分析,得出对风险认知具有显著性差异的因素.有助于政府及企业管理人员对园区内人群认知风险的了解,建议化工园区以及政府需要进一步宣传安全知识,配套安全设备等,最终降低谣言对生产活动的影响、冲击,稳定社会秩序.     

基于CDIO的民航安全工程课程体系研究

研究、对比了行业特色性和通用行业安全性两种现行安全工程课程体系的现状及存在的主要问题,提出了基于CDIO的民航安全工程课程体系,即C＂构思＂：以产业需求为导向从基本素质、技能、经验和意识4个方面设置了民航安全专业人才能力要求;D＂设计＂：设计了理论知识和技术、应用技能、实验实践和意识4大模块的课程体系,其中理论知识和技术模块采用2＋X＋1和模块化教学模式;I＂实施＂：从＂工程师＂模式教师团队培养、项目教学方法改革、教材建设同步产业需求、实验和实践环节建设等落实课程体系;O＂运行＂：通过多渠道获取反馈信息,进而评估、修订、完善课程体系的＂构思＂,实现民航安全工程课程体系系统管理、闭环管理、持续改进。该模式弥补了安全工程课程体系不是以＂工作能力需求＂为导向、课程体系与产业需求脱节和理论与实践无法有机结合等问题。